Priority 1.2: Leaders shall review the wide range of current policies, programs, systems, and techniques currently in use and in order to determine specific initiatives that should be enhanced and improved Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Evaluate diversity, inclusion, Hold Senior Executives accountable for diversity and Secretary Target 2017 and engagement elements in inclusion goals and objectives. Deputy Secretary performance plans Executive Resources Board Institute monthly diversity performance briefings to the Deputy Secretary Target 2017 Secretary. Chief of Staff Evaluate the effectiveness of Evaluate Employee Resource Groups (ERG) via Deputy Secretary Target 2018 employee resource groups Quarterly Meetings with the Deputy Secretary. Director of Human Resources Director of Human Resources Target 2017 Assess Federal Employee Viewpoint Survey. Bureau Directors Chief Diversity Officer Assign the Barrier Analysis Team to review and Target 2018 Barrier Analysis Team evaluate the effectiveness of employee resource groups in assisting the Department to advance diversity and inclusiveness. Assess mentoring and coaching Institute formal and informal mentoring programs that Director of Strategic Employee and Target 2018 programs encompass guided mentoring opportunities and Organization Development mentoring options. Bureau Training Coordinators Assess inclusive diversity Establish performance measures to determine effective Director of Civil Rights Target 2017 training training and recommend improvement. Bureau Directors Chief Diversity Assess impact of the Diversity Change Agent (DCA), Chief Diversity Ongoing Dignity & Respect Campaign, New Inclusion Quotient (New IQ) and recommend improvement. GOAL 1 DIVERSIFY THE FEDERAL WORKFORCE THROUGH ACTIVE ENGAGEMENT OF LEADERSHIP –
Priority 1.2: Leaders shall review the wide range of current policies, programs, systems, and techniques currently in use and in order to determine specific initiatives that should be enhanced and improved Action Required by OPM DOI Strategic Activities Responsible Official(s) Target Completion/Status Evaluate diversity, inclusion, and engagement elements in performance plans Hold Senior Executives accountable for diversity and inclusion goals and objectives. Institute monthly diversity performance briefings to the Secretary. Secretary Deputy Secretary Executive Resources Board Deputy Secretary Chief of Staff Target 2017 Target 2017 Evaluate the effectiveness of employee resource groups Evaluate Employee Resource Groups (ERG) via Quarterly Meetings with the Deputy Secretary. Assess Federal Employee Viewpoint Survey. Assign the Barrier Analysis Team to review and evaluate the effectiveness of employee resource groups in assisting the Department to advance diversity and inclusiveness. Deputy Secretary Director of Human Resources Director of Human Resources Bureau Directors Chief Diversity Officer Barrier Analysis Team Target 2018 Target 2017 Target 2018 Assess mentoring and coaching programs Institute formal and informal mentoring programs that encompass guided mentoring opportunities and mentoring options. Director of Strategic Employee and Organization Development Bureau Training Coordinators Target 2018 Assess inclusive diversity training Establish performance measures to determine effective training and recommend improvement. Assess impact of the Diversity Change Agent (DCA), Dignity & Respect Campaign, New Inclusion Quotient (New IQ) and recommend improvement. Director of Civil Rights Bureau Directors Chief Diversity Chief Diversity Target 2017 Ongoing GOAL 1 – DIVERSIFY THE FEDERAL WORKFORCE THROUGH ACTIVE ENGAGEMENT OF LEADERSHIP
doi.diversityandinclusionstrategicplan.opm_.11.30.16.docx