Strategic Planning for EEO & HR Offices Dinah Cohen CAP Director Derek Shields CAP Program Manager...

Strategic Planning for EEO & HR Offices

Dinah CohenCAP Director

Derek ShieldsCAP Program Manager

EEOC Executive Leadership Conference – May 3-5, 2011

Real Solutions for Real Needs

• Provides a world class strategy• Encourages a common vision and

common language • Promotes teamwork and rewards success• Combines aggressive goals with a

method and a set of tools• Requires the application of tools

throughout entire lifecycle of a product or service

• Produces knowledge for improved cycle time, reduced problems, and lower costs

Strategic Planning Based on Lean Six Sigma



• Mission, Vision, Values

• Vision

• Values

• Create Work Group

• Champion

• Evaluate Current Needs

• Measurable Outcomes

• Increase diversity and inclusion

• Employer of choice

• Important cultural factors

• Staff, HR, EEO, FECA, Mgrs, Budget, Train

• Senior Official

• SWOT, Survey customers, Re-new focus

• Improved ability to meet agency objectives and customer expectations



• Overarching Goal

• Key Objectives

• Strategies

• Supporting Project Plans with Detailed Actions, Schedules

• Representing the face of America

• Training and Development

• Recruitment and Placement

• Promotion and Retention

• Reasonable Accommodation

• Reporting


• Institute a paradigm shift • Evaluate your agency’s status• Research areas for improvement• Develop specific goals, objectives and

strategies for implementation• Implement your agency’s plan• Report on the outcomes

Change Management


Control the Change before the Change Controls You!

• President’s Memorandum on Improving the Federal Recruitment and Hiring Process

• Executive Order 13548: Disability Employment

• Executive Order 13518: Veterans Employment

• Executive Order 13562: Students and Recent Graduates

• Protecting Our Workers and Ensuring Reemployment (POWER) Initiative

• Telework Enhancement Act of 2010


“Culture eats strategy for breakfast.”


Change Management

• Institute a paradigm shift • Evaluate your agency’s status• Research areas for improvement• Develop specific goals, objectives,

and strategies for implementation• Implement your agency’s plan• Report on the outcomes


Evaluate Your Agency’s Status• Essential Elements of Federal Employment

• Demonstrated commitment from agency leadership• Integration of EEO into the agency’s strategic mission• Management and program accountability• Proactive prevention of unlawful discrimination• Efficiency• Responsiveness and legal compliance

• How does research/data impact the employment lifecycle phases?

• Recruitment and Placement: Diversity, Discrimination Cases

• Promotion and Retention: Workers’ Compensation Costs

• What innovations are helping improve outcomes?

• Information technology

• Training

• Reasonable accommodation


Evaluate Your Agency’s StatusCAP Sample: Agency Disability Employment Profile


Change Management

• Institute a paradigm shift • Evaluate your agency’s status• Research areas for improvement• Develop specific goals, objectives,

and strategies for implementation• Implement your agency’s plan• Report on the outcomes


Overarching Goal

Employer of Choice

Perhaps no words are heard more often in the discussion of domestic policy today than transparency and

accountability.


• Become better managers and leaders by learning new skills and techniques

• Increase interagency collaboration

• Increase knowledge of diversity and inclusion trends

• Attend leadership training

• Focus on reaching agency managers on the do’s and don’ts of disability employment issues

• Increase senior level managers’ participation

• Improve networking to expand universe

Objective - Training and Development


• Increase awareness of the challenge internally

• Increase access to candidates

• Increase manager understanding of how to use hiring authorities

• Veterans Appointment Authorities

• Schedule A

• Establish a better reputation as an employer of choice via special emphasis programs

• Work with public affairs and communications departments to reach market segments

Objective - Recruitment and Placement


Objective - Recruitment and Placement

X

CAP Sample: Agency Disability Employment Profile

X

X

X


• Training• Increase training programs focused on diversity and

inclusion• Increase diversity, including people with disabilities,

in upward mobility programs• Reduce Workers’ Compensation costs

• POWER Initiative: www.dol.gov/owcp/dfec/power/

• Increase Telework participation• OPM/GSA Site: www.telework.gov

• Get health and safety staff involved

Objective - Promotion and Retention


• Review and update reasonable accommodations guidance

• Advertise reasonable accommodation information and process

• Check your reasonable accommodation resources

• Review the usage of reasonable accommodations

• Job Accommodation Network

• Computer/Electronic Accommodations Program

Objective - Reasonable Accommodations


Objective - Reasonable Accommodations

• CAP was established in 1990 as DoD’s centrally funded program to provide accommodations

• Expanded by Congress in 2000 to support other Federal agencies

• Partnerships with 68 Federal agencies

• Over 100,000 accommodations

CAP Mission• To provide assistive technology and accommodations to ensure

people with disabilities and wounded service members have equal access to the information environment and opportunities in the Department of Defense and throughout the Federal government


Change Management• Institute a paradigm shift

• Evaluate your agency’s status

• Research areas for improvement

• Develop specific goals, objectives, and strategies for implementation

• Implement your agency’s plan

• Report on the outcomes


Produce the Deliverable


Manage Forward with the Plan

• Send to management

• Post online – transparency

• Quality Assurance Plan

• Documented process

• Quarterly reviews

– Relevance?

– Course adjustments?

– Budget re-alignments?


Producing Indicators


Change Management

• Institute a paradigm shift

• Evaluate your agency’s status

• Research areas for improvement

• Develop specific goals, objectives, and strategies for implementation

• Implement your agency’s plan

• Report on the outcomes


Objective: Reporting • Report on the agency’s successes in meeting the performance targets and numerical goals

• Report on the agency’s successes in the areas of:

• Training and Development

• Recruitment and Placement

• Promotion and Retention

• Reasonable Accommodation

• Report on specific initiatives

• People with disabilities and disabled veterans

• Green programs

• Define goals and new initiatives for upcoming year


Strategy: Reporting


Change Management

• If you cannot express what you know in numbers, you don’t know much about it;

• If you don’t know much about it; then you can’t control it;

• If you can’t control it, you are at the mercy of chance.


www.tricare.mil/cap

Strategic Planning for EEO & HR Offices Dinah Cohen CAP Director Derek Shields CAP Program Manager...

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