Numerical Goals

FY21 Numerical Goals

1. Area To Be Addressed:

Address DHR Region 1's underutilization of 75 Hispanics and 86 Asians in the Technicians category, 3 Females in Protective Services category, and 66 Hispanics in the Services Maintenance category. DHR Region 1 has 2 Asian underutilizations in Para-Professionals, however DHR does not count Para-Professional missed opportunities, because the data is not reliable.

Goal: 

Reduce Region 1 underutilizations as stated above.

Objective: 

For FY21, as vacancies occur, hire/promote at least 5 Hispanics and 5 Asians in the Technicians category, 1 Female in Protective Services category, and 5 Hispanics in the Services Maintenance category.


2. Area To Be Addressed:

Address DHR Region 2's underutilization of 2 Asians in the Professionals category. 

Goal: 

Reduce Region 2 underutilizations as stated above.

Objective:

For FY21, as vacancies occur, hire/promote at least 1 Asian in the Professionals category.


3. Area to Be Addressed:

DHR Region 3 has an underutilization of 1 Asian in the Professionals category. However, the civilian labor force of Asians in the Professionals EEO Job Category is less than 2%, therefore no goals are required, however efforts will be made to continue to diversify our workforce with qualified people.

Goal:
Reduce Region 3 underutilizations as stated above, even though it is not required.
Objective:
For FY21, as vacancies occur, hire/promote Asians in the Professionals category.


4.
Area To Be Addressed:

Address DHR Region 4's underutilization of 1 Asian in the Professionals category, and 2 Hispanics, 1 American Indian/Alaskan Native and 45 Females in the Technicians category. DHR Region 4 has an African American underutilization in the Para-Professionals EEO Job Category, however DHR does not count Para-Professional missed opportunities, because the data is not reliable. The civilian labor force of Asians in Professionals and American Indian/Alaskan Native in Technicians is less than 2%, therefore no goals are required for these two EEO Job Categories, however efforts will be made to continue to diversify our workforce with qualified people.

Goal:

Reduce Region 4 underutilizations as stated above.
Objective:
For FY21, as vacancies occur, hire/promote at least 8 Females in the Technicians category and 1 Hispanic in the Technicians category.

5. Area To Be Addressed:

Address DHR Region 5's underutilization of 6 Asians in the Professionals category, 3 Asians in the Technicians category, and 2 African Americans in Service/Maintenance category.

Goal: 
Reduce Region 5 underutilizations as stated above.

Objective:

For FY21, as vacancies occur, hire/promote at least 1 Asian in the Professionals category, 1 Asian in the Technicians category, and 1 African American in Service/Maintenance category.


6. Area To Be Addressed:

Address DHR Region 6's underutilization of 8 Asians in the Professionals category. DHR Region 6 has 1 Hispanic underutilization in the Para-Professionals EEO Job Category, however DHR does not count Para-Professional missed opportunities, because the data is not reliable.
Goal:

Reduce Region 6 underutilizations as stated above.
Objective:

For FY21, as vacancies occur, hire/promote at least 1 Asian in the Professionals EEO category.


7. Area To Be Addressed:

Address DHR Region 7's underutilizations of 2 Females in Protective Services, and 1 Hispanic and 1 Female in the Service Maintenance category. DHR Region 7 has 1 Asian underutilization in the Para-Professionals EEO Job Category, however DHR does not count Para-Professional missed opportunities, because the data is not reliable.

Goal:

Reduce Region 7's underutilization as stated above.

Objective:

For FY21, as vacancies occur, hire/promote at least 1 Female in the Protective Services EEO Job category and 1 Hispanic and 1 Female in the Service/Maintenance category.


8. Area To Be Addressed:

DHR Region 8's underutilizations of 1 African American in Protective Services and 1 African American and 3 Hispanics in the Service Maintenance category. DHR Region 8 has 1 Female underutilization in the Para-Professionals EEO Job Category, however DHR does not count Para-Professional missed opportunities, because the data is not reliable. The civilian labor force of Hispanics and Asians in the Technicians and Asians in Service Maintenance is less than 2%, therefore no goals are required, however efforts will be made to continue to diversify our workforce with qualified people.
Goal:

Reduce Region 8 underutilizations as stated above.

Objective:

For FY21, as vacancies occur, hire/promote at least 1 African American in the Protective Services category, and 1 Hispanic and 1 African American in the Service/Maintenance category.


9. Area To Be Addressed:

DHR Region 9 has an underutilization of 1 Asian in the Professionals category, however, the civilian labor force of Asians is less than 2% in the Professionals EEO Job Category, therefore no goals are required, however efforts will be made to continue to diversify our workforce with qualified people.

Goal:

Reduce Region 9 underutilizations as stated above, even though it is not required.

Objective:

For FY21, as vacancies occur, hire/promote an Asian in the Professionals category.


10. Area To Be Addressed:

DHR Region 10 has an underutilization of 3 Asians in Professionals, 4 Asians in Technicians and 6 Females in Para-Professionals categories. DHR Region 10 has 6 Female underutilizations in the Para-Professionals EEO Job Category, however DHR does not count Para-Professional missed opportunities, because the data is not reliable. The civilian labor force of Asians in Professionals and Asians in Technicians is less than 2%, therefore no goals are required, however efforts will be made to continue to diversify our workforce with qualified people.

Goal:

Reduce Region 10 underutilizations as stated above, even though it is not required.

Objective:

For FY21, as vacancies occur, hire/promote Asians in the Professionals category, and Asians and Females in the Para-Professionals category.


Listed below are the action items that will be implemented for all underutilization in each region as stated above:


a.  The Bureau of Civil Affairs will monitor and report on agency efforts to utilize hiring opportunities to meet the new performance standard regarding minorities, i.e. Black or African American, Hispanic/Latino, Asian, American Indian or Alaska Native, and Native Hawaiian or Other Pacific Islander and Females each quarter to address underutilization and attempt to reach Affirmative Action hiring goals. Reports will be disseminated through the Recruitment, Hiring, and Retention Committee.

  • Assignment of Responsibility  - Bureau of Civil Affairs
  • Completion Target Date - Quarterly/Annually
  • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.The Recruitment, Hiring and Retention Committee will discuss strategies for improving the agency's performance in achieving underutilization goals. Progress will be tracked through this committee.


b.  The Recruitment, Hiring, and Retention Committee will discuss strategies for improving the agency's performance in achieving underutilization goals. Progress will be tracked through this committee.

    • Assignment of Responsibility - Recruitment, Hiring and Retention Committee
    • Completion Target Date - Quarterly/Annually
    • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.


c.  The Bureau of Recruitment and Selection's, Technician Selection Program will maintain and report on the number of minority applicants who become eligible for employment as a Mental Health Technician Trainee through the Recruitment, Hiring and Retention Committee. 

  • Assignment of Responsibility - Technician Selection Program
  • Completion Target Date - Quarterly
  • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there are opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.


d.  The Bureau of Recruitment and Selection will maintain and report on the number of minority applicants who are recruited for employment within DHS in areas of underutilization on a quarterly basis during the Recruitment Hiring and Retention Committee meetings.

  • Assignment of Responsibility - Bureau of Recruitment and Selection
  • Completion Target Date - Quarterly/Annually
  • Monitoring Procedure - BCA will review hiring and promotion monitors daily to analyze activity when there were opportunities to address underutilization. Affirmative Action reports will be submitted quarterly/annually.