Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Utilize applicable special hiring Train managers on all hiring tools Director of Human Resources Ongoing authorities as supplements to available which can be used to Chief Diversity Officer competitive hiring processes supplement the competitive hiring process. Promote the utilization of hiring Director of Human Resources flexibilities/authorities as part of a Ongoing multi-tiered recruitment approach. 5. Partner with diverse Expand external outreach to increase Director of Civil Rights Ongoing organizations to help recruitment visibility and marketability of D&I Director of Human Resources draw from all segments of society programs across the Department. Diversity Change Agents Coordinate the formation of a Director of Civil Rights Ongoing Diversity Joint Venture to more Chief Diversity Officer effectively collaborate with other Diversity Change Agents Federal agencies, Non-governmental organizations (NGO), State and organizations, and academia to collaborate on diversity and inclusion initiatives. 6. Conduct a review of potential Conduct a review of potential implicit Director of Civil Rights Ongoing implicit biases within the biases within the organization. Diversity Change Agents organization Conduct several training sessions to Director of Strategic Employee Ongoing all employees throughout each year and Organization Development on New Inclusion Quotient (New IQ). Director of Civil Rights Civil Treatment, Unconscious Bias, Bureau Training Coordinators Diversity Tips/Moments/ Special Diversity Change Agents Emphasis/Observance Events. GOAL 3 OPTIMIZE INCLUSIVE DIVERSITY EFFORTS USING DATA-DRIVEN APPROACHES –
Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Utilize applicable special hiring authorities as supplements to competitive hiring processes Train managers on all hiring tools available which can be used to supplement the competitive hiring process. Promote the utilization of hiring flexibilities/authorities as part of a multi-tiered recruitment approach. Director of Human Resources Chief Diversity Officer Director of Human Resources Ongoing Ongoing 5. Partner with diverse organizations to help recruitment draw from all segments of society Expand external outreach to increase visibility and marketability of D&I programs across the Department. Coordinate the formation of a Diversity Joint Venture to more effectively collaborate with other Federal agencies, Non-governmental organizations (NGO), State and organizations, and academia to collaborate on diversity and inclusion initiatives. Director of Civil Rights Director of Human Resources Diversity Change Agents Director of Civil Rights Chief Diversity Officer Diversity Change Agents Ongoing Ongoing 6. Conduct a review of potential implicit biases within the organization Conduct a review of potential implicit biases within the organization. Conduct several training sessions to all employees throughout each year on New Inclusion Quotient (New IQ). Civil Treatment, Unconscious Bias, Diversity Tips/Moments/ Special Emphasis/Observance Events. Director of Civil Rights Diversity Change Agents Director of Strategic Employee and Organization Development Director of Civil Rights Bureau Training Coordinators Diversity Change Agents Ongoing Ongoing GOAL 3 – OPTIMIZE INCLUSIVE DIVERSITY EFFORTS USING DATA-DRIVEN APPROACHES
doi.diversityandinclusionstrategicplan.opm_.11.30.16.docx