Deliver ADR/Conflict Management Training. 9/30/12 ORM/ADR Office MD 715 On-line, Ad-hoc, First Quarter FY12: On-going FEORP/HEP and face-to-face [Enter data here] DVAAP training is provided to at Second Quarter FY12: least 90% of [Enter data here] managers and supervisors. Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] COMMUNITY OUTREACH & RECRUITMENT Objective 1 - Address Less than Expected Participation Rates for White women, Hispanic women, and PWTD; (MD 715 Triggers) through increased targeted outreach and recruitment efforts. Strategic Planned Activity Target Responsible Reports & Accountability Accomplishments by quarter Date Official/Office Initiatives Measures (enter date completed) VA HR and EEO Offices will collaborate to 9/30/12 VACO and MD 715 Base levels are First Quarter FY12: determine base levels and establish goals to On-going Administrations’ FEORP/HEP identified and [Enter data here] increase outreach efforts with Hispanic, EEO, ODI, and HR DVAAP future goals are Disability, and Women serving institutions/ Officials established and Second Quarter FY12: organizations incorporated into [Enter data here] local affirmative employment plans Third Quarter FY12: and workforce [Enter data here] succession plans. Fourth Quarter FY12: [Enter data here] VA HR and EEO Offices will collaborate to identify 9/30/12 VACO and DVAAP Base levels are First Quarter FY12: job fairs in their respective areas that target On-going Administrations’ identified and [Enter data here] women, people with targeted disabilities, and EEO, ODI, and HR future goals are Hispanics; determine base levels from previous Officials established and Second Quarter FY12: participation levels; then, establish goals to incorporated into [Enter data here] increase participation. local affirmative employment plans Third Quarter FY12: VA HR and EEO Offices will collaborate to ensure and workforce [Enter data here] meaningful participation and results at succession plans. recruitment events by, at a minimum, ensuring The number of Fourth Quarter FY12: candidates who are eligible for hire under special collected [Enter data here] hiring authorities are given full and reviewed and resumes are collected and reviewed to determine interviews qualifications. conducted for candidates eligible for hire under special hiring authorities are tracked and reported.
Deliver ADR/Conflict Management Training. 9/30/12 On-going ORM/ADR Office MD 715 FEORP/HEP DVAAP On-line, Ad-hoc, and face-to-face training is provided to at least 90% of managers and supervisors. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] COMMUNITY OUTREACH & RECRUITMENT Objective 1 - Address Less than Expected Participation Rates for White women, Hispanic women, and PWTD; (MD 715 Triggers) through increased targeted outreach and recruitment efforts. Strategic Planned Activity Target Date Responsible Official/Office Reports & Initiatives Accountability Measures Accomplishments by quarter (enter date completed) VA HR and EEO Offices will collaborate to determine base levels and establish goals to increase outreach efforts with Hispanic, Disability, and Women serving institutions/ organizations 9/30/12 On-going VACO and Administrations’ EEO, ODI, and HR Officials MD 715 FEORP/HEP DVAAP Base levels are identified and future goals are established and incorporated into local affirmative employment plans and workforce succession plans. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here] VA HR and EEO Offices will collaborate to identify job fairs in their respective areas that target women, people with targeted disabilities, and Hispanics; determine base levels from previous participation levels; then, establish goals to increase participation. VA HR and EEO Offices will collaborate to ensure meaningful participation and results at recruitment events by, at a minimum, ensuring candidates who are eligible for hire under special hiring authorities are given full are collected and reviewed to determine qualifications. 9/30/12 On-going VACO and Administrations’ EEO, ODI, and HR Officials DVAAP Base levels are identified and future goals are established and incorporated into local affirmative employment plans and workforce succession plans. The number of resumes collected and reviewed and interviews conducted for candidates eligible for hire under special hiring authorities are tracked and reported. First Quarter FY12: [Enter data here] Second Quarter FY12: [Enter data here] Third Quarter FY12: [Enter data here] Fourth Quarter FY12: [Enter data here]
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