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Fair and Equitable Treatment: A Progress Report

Fair and Equitable Treatment: A Progress Report. John Crum, Ph.D., Deputy Director Cynthia Ferentinos, Ph.D., Senior Research Psychologist Office of Policy and Evaluation U.S. Merit Systems Protection Board Blacks in Government 29 th Annual National Training Conference August 15, 2007.

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Fair and Equitable Treatment: A Progress Report

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  1. Fair and Equitable Treatment: A Progress Report John Crum, Ph.D., Deputy Director Cynthia Ferentinos, Ph.D., Senior Research Psychologist Office of Policy and Evaluation U.S. Merit Systems Protection Board Blacks in Government 29th Annual National Training Conference August 15, 2007

  2. Our Purpose Today • Share initial findings of our research. • Facilitate a discussion around the current state of the Federal workforce in terms of diversity and fair and equitable treatment.

  3. Past Research

  4. Current Research • Methodology - Literature review - Workforce data - Survey data - Discussion groups - Interviews

  5. Context • Overall, Blacks are employed in the Federal workforce at a higher rate than the Civilian Labor Force (CLF). • However, Blacks are not proportionately represented at all pay levels. • Black employees responding to the Merit Principles Survey since 1992 have noted a significant drop in racial discrimination, but still report more discrimination than some other groups.

  6. Representation of Minorities in the Federal Government Source: OPM’s 2006 FEORP Report

  7. Representation of Black Federal Employees

  8. Representation of Blacks by Occupational Category

  9. Possible Explanations for the High Representation of Blacks in the Federal Government • Federal jobs are often located in urban settings • Occupational distribution • Federal Government viewed as a good employer • Training/career opportunities • Merit principles = fair treatment

  10. Assessment Issues • Entry level hiring • Mid level hiring • Senior level hiring • Occupation-specific issues

  11. Pay Issues • Distribution of Black employees by pay grade • Comparison of salaries by occupation • Impact of pay for performance

  12. Distribution of Employees by RNO and Pay Level

  13. Possible Reasons for Pay Differences • Occupational distribution • Education • Discrimination

  14. Educational Attainment

  15. Retention Issues • Turnover rate: 2.6% (quits) very similar to the overall average of 2.3%

  16. Perceptions of Blacks • Results from MSPB’s Merit Principles Survey from 1989 through 2005. • Mixed reactions from Black employees.

  17. MPS Respondents: Report decreasing rates of racial discrimination.

  18. In the past 2 years, have you been treated fairly regarding advancement?

  19. In the past 2 years, have you been treated fairly regarding awards?

  20. In the past 2 years, have you been treated fairly regarding training?

  21. In the past 2 years, have you been treated fairly regarding performance appraisals?

  22. In the past 2 years, have you been treated fairly regarding job assignments?

  23. In the past 2 years, have you been treated fairly regarding discipline?

  24. In the past 2 years, have you been treated fairly regarding pay?

  25. Do Perceptions Match Reality? • Next steps: • Further workforce and compensation analyses, including examining promotion rates. • Follow up survey to compare perceptions over time on specific issues related to fair treatment.

  26. How Do We Get to Parity? • Analyze results of hiring methods for impact on representation, with attention to grade level. • Be prepared to take advantage of upcoming opportunities through retirements. • Pay attention to pipeline and keep diversity in mind during succession planning.

  27. Future opportunities for change • Government-wide solutions • Agency-specific approaches • Individual strategies

  28. What Can the Federal Government Do? • Improved assessment methods • Consider the impact of various hiring authorities • Set appropriate expectations for representation

  29. What Can Agencies Do? • Monitor representation of demographic groups and act appropriately. • Hold managers accountable for their decisions. • Use assessment methods that fairly evaluate qualifications and/or potential for advancement. • Provide equal opportunity for career-enhancing experiences

  30. What Can You Do? • Pursue education, training, developmental opportunities, etc. • Gain valuable experience. • Seek job opportunities/agencies that are aligned with your goals.

  31. Questions or comments?

  32. For more information

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