Employment Outreach Toolkit for Managers and Supervisors

Introduction

This Employment Outreach Toolkit for Managers and Supervisors was developed by WO Civil Rights for the purpose of providing guidance and direction to managers and supervisors who need to fill a vacant position under the Forest Service Human Resources Management’ (HRM)  “Advertise and Fill” procedures for hiring under the merit system. 

The purpose of Employment Outreach is to identify skilled, diverse potential applicants; thereby providing opportunities for these individuals to apply for vacancies announced by the FS.  Employment outreach is not synonymous with Recruitment or notification (mass mailings) or program delivery outreach, and primarily supports the Forest Service HRM “Advertise and Fill” procedures. 

Roles/Responsibilities
WO HRM is responsible for guiding managers and supervisors through the process to “Advertise and Fill” approved positions within the field unit’s Staff organization chart; including the scope of advertisement (internal/external government) to acquire the desired skill mix of applicants.

WO and Region, Station and the Area Civil Rights Director Staffs are available to guide and provide advice to managers and supervisors engaged in the HRM process to “Advertise and Fill” a vacant position by:
1.  Assisting managers/supervisors in identifying the current representation of the (national/local) workforce for the vacant position’s job series, and
2.  Assist in the development of a focused “Outreach Notice” distribution (Employment Outreach) strategy to under-represented minority, women, and persons with disabilities groups or communities. 

The Paramount Objective of the process to “Advertise and Fill” approved positions, the development of the “Outreach Notice” and Employment Outreach strategy for the position, is for:
1.  Managers and supervisors to first solicit interest in the position “pre-announcement”, and to
2.  Encourage a skilled and diverse applicant pool to facilitate equal employment opportunity in hiring under the merit system. 

This process is an integral part of the HRM process to “Advertise and Fill” vacant approved positions, and achieving a skilled and diverse workforce that reflects the public (Civilian Labor Force benchmark established by the 2000 U.S. Census) served by the USDA Forest Service.



Workforce Numbers
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The following data tables compare the permanent workforce distribution within each Washington Office Deputy Area as well as their subcomponent staff areas to the civilian labor force and the Equal Employment Opportunity Commission’s (EEOC) Federal Goal of 2% employment of persons with targeted disabilities.  On Table 1 for each Deputy Area, the workforce is further broken out by race/ethnicity and sex.  On Table 2 for each Deputy Area, the workforce is broken out by disability status. However, only the targeted disability category is compared with the Equal Employment Opportunity Commission’s Federal Goal of 2% employment of persons with targeted disabilities.  

• Office of the Chief
  • Table 1 - Total Workforce Distribution by Race/Ethnicity and Sex
    
    
  • Table 2 - Total Workforce Distribution by Disability

• Business Operations
  • Table 1 - Total Workforce Distribution by Race/Ethnicity and Sex
    
    
  • Table 2 - Total Workforce Distribution by Disability

• Chief Financial Office
  • Table 1 - Total Workforce Distribution by Race/Ethnicity and Sex
    
    
  • Table 2 - Total Workforce Distribution by Disability
    
    
• National Forest System
  • Table 1 - Total Workforce Distribution by Race/Ethnicity and Sex
    
    
  • Table 2 - Total Workforce Distribution by Disability
    
    
• Research & Development
  • Table 1 - Total Workforce Distribution by Race/Ethnicity and Sex
    
    
  • Table 2 - Total Workforce Distribution by Disability
  
  
• State & Private Forestry
  • Table 1 - Total Workforce Distribution by Race/Ethnicity and Sex
    
    
  • Table 2 - Total Workforce Distribution by Disability
    
    

Employment Outreach ToolKit for Managers and Supervisors
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• Employment Outreach Tool-Kit for Managers and Supervisors - October 2006
• Diversity Demographics:
  • US Forest Service
  • Washington Office (WO)
  • Albuquerque Service Center (ASC)
  • Job Corps Conservation Center (JCCC)
  • Forest Service Research (RES)
  • Region 1
  • Region 2
  • Region 3
  • Region 4
  • Region 5
  • Region 6
  • Region 8
  • Region 9
  • Region 10
• Appendix C - National Network of Outreach Contacts Internal/External
• Internal Referrals:
  
  • CRLT - USDA Forest Service Civil Rights Directors
  • Forest Service Outreach and Recruitment Point of Contact
  • African American Outreach
  • Asian American Outreach
  • Disability Outreach
  • General Minority Outreach
  • Hispanic Outreach
  • Native American Outreach
  • Other Outreach
  • University Research Outreach
  • Women Outreach
• USDA Forest Service Strategic Public Outreach Plan
• FY 2011 Washington Office Civil Rights National Conferences External Contact list
  
  
  

Employee Organizations
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USDA Forest Service
Sanctioned Employee Associations

http://www.dm.usda.gov/employ/DR4020-251.htm