"http://www.w3.org/Graphics/SVG/1.1/DTD/svg11.dtd"> barrier_flow I4ar Demographic Interests It is important to identify the different needs, interests, and expectations of your employees both when it comes to attracting qualified candidates and when it comes to maintaining a diverse, happy, and successful workforce. In order to obtain this information you may want to conduct focus groups, review exit interviews, meet with hiring professionals, or conduct interviews. Once you have this information you can identify which interestsneeds your organization is not currently meeting and what potential barriers are in place that are preventing these needs from being met. These barriers can be addressed by making changes to recruitment, hiring, or promotion, procedures, through training and development, or through adapting company policies and working to improve climate. I4a Has the agency attempted to learn about the interest of underrepresented EEO groups in this occupation by doing any of the following? I4ar->I4a I4abr Demographic Interests It is important to identify the different needs, interests, and expectations of your employees both when it comes to attracting qualified candidates and when it comes to maintaining a diverse, happy, and successful workforce. In order to obtain this information you may want to conduct focus groups, review exit interviews, meet with hiring professionals, or conduct interviews. Once you have this information you can identify which interestsneeds your organization is not currently meeting and what potential barriers are in place that are preventing these needs from being met. These barriers can be addressed by making changes to recruitment, hiring, or promotion, procedures, through training and development, or through adapting company policies and working to improve climate. I4ab Interviewing applicable affinity groups I4abr->I4ab I5ar Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5a Do you currently have FEVS data for your agency, and are they broken down by demographic group? I5ar->I5a I5aar Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5aa I have FEVS data broken down by demographic groups. I5aar->I5aa I5abr Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5ab I either do not have FEVS data, or they are not broken down by demographic group I5abr->I5ab I5br Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5b Examine your agencys demographic breakdown of responses to the following FEVS questions for the most recent years available. If you see that certain demographic groups respond substantially more negatively than others do, please look into why those demographic groups responded more negatively. I5br->I5b I5bar Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5ba My work unit is able to recruit people with the right skills. FEVS Q21 I5bar->I5ba I5bbr Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5bb I recommend my organization as a good place to work. FEVS Q40 I5bbr->I5bb I5bcr Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5bc I have a high level of respect for my organizations senior leaders. FEVS Q61 I5bcr->I5bc I5bdr Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5bd How satisfied are you with the policies and practices of your senior leaders? FEVS Q66 I5bdr->I5bd I5ber Demographic Data Demographic breakdowns of employees and applicants should be monitored and this information should be stored in a central and easily accessible location. This will enable you to monitor your progress and easily identify areas where you may be falling behind in the future. Additionally the response to FEVS questions should be broken down by demographic group in order to identify how different groups are responding and how different groups feel about these questions and issues. This data should also be stored in the same central location and should be monitored and updated accordingly so that problems can be easily and quickly identified and gaps can be addresses as they arise. I5be Considering everything, how satisfied are you with your job? FEVS Q71 I5ber->I5be I5dr Organization Reputation An organizations reputation for diversity and inclusion will greatly impact likelihood of diverse applicants. Many problems and lawsuits facing the NPS are public knowledge or easily found through a quick google search. In this case in order to improve your reputation changes should be made to your marketing strategy. The best way to proceed is to admit to past faults and highlight successes and commitment to increasing diversity as well as your goals and plans for the future. Desire for change and innovative strategies to making this happen will be more attractive to candidates. I5d Does the agency have a good reputation for diversity among its constituents? I5dr->I5d I6br Recruitment Plan There should be an agencywide recruitment plan that is consistent across offices and parks. This plan should have the same triggers agencywide. Additionally recruitment plans should take into account the demographic differences of the target applicants. Phrasing and framing of job qualifications and organizational traits may be responded to in different ways. I6b Does the agency have a recruitment plan or recruitment schedule for this occupation? I6br->I6b I6cr Recruitment Plan There should be an agencywide recruitment plan that is consistent across offices and parks. This plan should have the same triggers agencywide. Additionally recruitment plans should take into account the demographic differences of the target applicants. Phrasing and framing of job qualifications and organizational traits may be responded to in different ways. I6c Is the same recruitment plan for this occupation used agencywide? I6cr->I6c I6dr Recruitment Plan There should be an agencywide recruitment plan that is consistent across offices and parks. This plan should have the same triggers agencywide. Additionally recruitment plans should take into account the demographic differences of the target applicants. Phrasing and framing of job qualifications and organizational traits may be responded to in different ways. I6d Are there subcomponentsoffices that do not use a recruitment plan for this occupation? I6dr->I6d I6er Recruitment Plan There should be an agencywide recruitment plan that is consistent across offices and parks. This plan should have the same triggers agencywide. Additionally recruitment plans should take into account the demographic differences of the target applicants. Phrasing and framing of job qualifications and organizational traits may be responded to in different ways. I6e Are the triggers for this occupation specific to particular subcomponentsoffices? I6er->I6e I6fr Recruitment Plan There should be an agencywide recruitment plan that is consistent across offices and parks. This plan should have the same triggers agencywide. Additionally recruitment plans should take into account the demographic differences of the target applicants. Phrasing and framing of job qualifications and organizational traits may be responded to in different ways. I6f Do the subcomponentsoffices that do not use a recruitment plan for this occupation have more triggers or more severe triggers than other subcomponentsoffices? I6fr->I6f I6gr Recruitment Plan EEO guidelines and directions should be reviewed and goals should be set according to these guidelines and instructions. Depending on the specific directions from the EEO these goals may vary somewhat however an increase in diversity and in underrepresented groups should be specified. Additionally it is important to note that unless specified by the EEO quotas should be avoided. I6g Are any of the following statements about your recruitment plan true for this occupation? I6gr->I6g I6gar Recruitment Plan EEO guidelines and directions should be reviewed and goals should be set according to these guidelines and instructions. Depending on the specific directions from the EEO these goals may vary somewhat however an increase in diversity and in underrepresented groups should be specified. Additionally it is important to note that unless specified by the EEO quotas should be avoided. I6ga The EEO office participated in the development of this plan. I6gar->I6ga I6gbr Recruitment Plan EEO guidelines and directions should be reviewed and goals should be set according to these guidelines and instructions. Depending on the specific directions from the EEO these goals may vary somewhat however an increase in diversity and in underrepresented groups should be specified. Additionally it is important to note that unless specified by the EEO quotas should be avoided. I6gb The recruitment plan targets underrepresented EEO groups. I6gbr->I6gb I6hr Recruitment Plan EEO guidelines and directions should be reviewed and goals should be set according to these guidelines and instructions. Depending on the specific directions from the EEO these goals may vary somewhat however an increase in diversity and in underrepresented groups should be specified. Additionally it is important to note that unless specified by the EEO quotas should be avoided. I6h Has the agency established a recruitment goal for underrepresented EEO groups in the recruitment plan? I6hr->I6h I7ar Recruitment Process Recruitment should be targeted at both a regional and a national level in order to get the bet results. Targeting recruitment at a national level will allow for an applicant pool more representative of the population. Recruitment focused too much on the local population can result in a homogenous applicant pool. Additionally the labor market should be reflected by who you are targeting for recruitment. I7a At which geographic level does the agency target its recruitment efforts for this occupation? I7ar->I7a I7aar Recruitment Process Recruitment should be targeted at both a regional and a national level in order to get the bet results. Targeting recruitment at a national level will allow for an applicant pool more representative of the population. Recruitment focused too much on the local population can result in a homogenous applicant pool. Additionally the labor market should be reflected by who you are targeting for recruitment. I7aa National I7aar->I7aa I7abr Recruitment Process Recruitment should be targeted at both a regional and a national level in order to get the bet results. Targeting recruitment at a national level will allow for an applicant pool more representative of the population. Recruitment focused too much on the local population can result in a homogenous applicant pool. Additionally the labor market should be reflected by who you are targeting for recruitment. I7ab Regional I7abr->I7ab I7acr Recruitment Process Recruitment should be targeted at both a regional and a national level in order to get the bet results. Targeting recruitment at a national level will allow for an applicant pool more representative of the population. Recruitment focused too much on the local population can result in a homogenous applicant pool. Additionally the labor market should be reflected by who you are targeting for recruitment. I7ac Local I7acr->I7ac I7br Recruitment Process Recruitment should be targeted at both a regional and a national level in order to get the bet results. Targeting recruitment at a national level will allow for an applicant pool more representative of the population. Recruitment focused too much on the local population can result in a homogenous applicant pool. Additionally the labor market should be reflected by who you are targeting for recruitment. I7b Does the applicant pool for this occupation reflect the labor market from which you recruit? I7br->I7b I7crrecs Recruitment Method A variety of platforms and materials should be utilized to reach the broadest applicant pool. This includes online recruitment platforms such as indeed or linkedIn as well as utilizing the NPS website, paper material such as posters, brochures, and flyers at colleges, career fairs, and other recruitment events, electronic brochures and flyers, and working directly with recruitment offices and recruiters. In particular to better reach diverse applicants this can target locations with diverse populations or work with recruiters to better reach these populations I7c Does the agency utilize paper recruitment materials e.g. brochures, flyers when recruiting for this occupation? I7crrecs->I7c I7crrec Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7crrec->I7c I7car Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7ca Does your agency update the paper recruitment materials for this occupation at least annually? I7car->I7ca I7cbr Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7cb Are your agencys paper recruitment materials sensitive to different cultural, racial, ethnic, gender, and disability statuses? I7cbr->I7cb I7ccr Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7cc Are the HR staffrecruitershiring officials aware of the paper recruitment materials? I7ccr->I7cc I7cdr Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7cd Do the HR staffrecruitershiring officials use the paper recruitment materials? I7cdr->I7cd I7dr Recruitment Method A variety of platforms and materials should be utilized to reach the broadest applicant pool. This includes online recruitment platforms such as indeed or linkedIn as well as utilizing the NPS website, paper material such as posters, brochures, and flyers at colleges, career fairs, and other recruitment events, electronic brochures and flyers, and working directly with recruitment offices and recruiters. In particular to better reach diverse applicants this can target locations with diverse populations or work with recruiters to better reach these populations. I7d Does the agency utilize the agency website when recruiting for this occupation? I7dr->I7d I7dar Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7da Does your agency update the recruitment section of the website at least annually? I7dar->I7da I7dbr Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7db Is the recruitment section of your agency website sensitive to different cultural, racial, ethnic, gender, and disability statuses? I7dbr->I7db I7dcr Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7dc Does the recruitment section of your agency website include a link to the reasonable accommodation procedures? I7dcr->I7dc I7ddr Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7dd Does the recruitment section of your agency website have sufficient and accurate information? I7ddr->I7dd I7der Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7de Has the EEO office reviewed and provided feedback on the recruitment section? I7der->I7de I7deir Recruitment process If utilizing paper recruitment methods such as flyers or brochures recruitment offices should be made aware of these sources. Additionally these materials should be carefully reviewed and edited before distribution to ensure they are sensitive to different demographic, cultural, or disability statuses. Avoid using stereotyped words and phrasing. The same processes would be followed when using electronic sources as well. I7dei Did the agency implement the EEO offices recommendations? I7deir->I7dei I7errec Recruiters Recruiters should receive diversity and recruitment training prior to the beginning of the recruitment process. This training should cover diversity principles, bias training, recruitment goals and strategies, and familiarity with the organizations hiring methods and principles. The recruiters should accurately reflect the desired applicants. For example diverse recruiters are more likely to attract more diverse applicants. However false advertising can have the opposite impact on the recruitment so recruiters should be upfront about organizational diversity. I7e Does the agency utilize recruiters when recruiting for this occupation? I7errec->I7e I7eair Recruiters Recruiters should receive diversity and recruitment training prior to the beginning of the recruitment process. This training should cover diversity principles, bias training, recruitment goals and strategies, and familiarity with the organizations hiring methods and principles. I7eai Diversity principles I7eair->I7eai I7errecs Recruitment Method A variety of platforms and materials should be utilized to reach the broadest applicant pool. This includes online recruitment platforms such as indeed or linkedIn as well as utilizing the NPS website, paper material such as posters, brochures, and flyers at colleges, career fairs, and other recruitment events, electronic brochures and flyers, and working directly with recruitment offices and recruiters. In particular to better reach diverse applicants this can target locations with diverse populations or work with recruiters to better reach these populations I7errecs->I7e I7ear Recruiters Recruiters should receive diversity and recruitment training prior to the beginning of the recruitment process. This training should cover diversity principles, bias training, recruitment goals and strategies, and familiarity with the organizations hiring methods and principles. The recruiters should accurately reflect the desired applicants. For example diverse recruiters are more likely to attract more diverse applicants. However false advertising can have the opposite impact on the recruitment so recruiters should be upfront about organizational diversity. I7ea Does your agency train its recruiters on the following? I7ear->I7ea I8arjob Job Analysis Job requirements should be reviewed and updated annually to ensure they are necessary and match the current needs of the position. Additionally all job requirements should be job related and necessary for the job and should evidence to support their inclusion. This includes, skills, traits, education, experience, licenses and all other qualifications.Conduct job analysis to ensure that job posting advertises the minimum requirements for the job so as not to exclude applicants who would otherwise be qualified. When conducting job analysis, subject matter expert SME samples should include a range of experience levels and be racially diverse since racial differences in task ratings have been observed Landy & Vasey, 1991. When choosing job analysis methods, focus on identification of essential functions, and make sure the analysis is outcome focused rather than method focused. In accordance with the ADA, the job analysis method used should also allow for the identification of possible reasonable accommodations Mitchell, Alliger, & Morfopoulos, 1997 I8a Does the agency review the qualification requirements for this occupation annually to determine whether they are still current and necessary? I8arjob->I8a I8cr Job Analysis Job requirements should be reviewed and updated annually to ensure they are necessary and match the current needs of the position. Additionally all job requirements should be job related and necessary for the job and should evidence to support their inclusion. This includes, skills, traits, education, experience, licenses and all other qualifications.Conduct job analysis to ensure that job posting advertises the minimum requirements for the job so as not to exclude applicants who would otherwise be qualified. When conducting job analysis, subject matter expert SME samples should include a range of experience levels and be racially diverse since racial differences in task ratings have been observed Landy & Vasey, 1991. When choosing job analysis methods, focus on identification of essential functions, and make sure the analysis is outcome focused rather than method focused. In accordance with the ADA, the job analysis method used should also allow for the identification of possible reasonable accommodations Mitchell, Alliger, & Morfopoulos, 1997. I8c Does the vacancy announcement for this occupation contain any of the following qualification requirements? I8cr->I8c I8ccr Job Analysis Job requirements should be reviewed and updated annually to ensure they are necessary and match the current needs of the position. Additionally all job requirements should be job related and necessary for the job and should evidence to support their inclusion. This includes, skills, traits, education, experience, licenses and all other qualifications.Conduct job analysis to ensure that job posting advertises the minimum requirements for the job so as not to exclude applicants who would otherwise be qualified. When conducting job analysis, subject matter expert SME samples should include a range of experience levels and be racially diverse since racial differences in task ratings have been observed Landy & Vasey, 1991. When choosing job analysis methods, focus on identification of essential functions, and make sure the analysis is outcome focused rather than method focused. In accordance with the ADA, the job analysis method used should also allow for the identification of possible reasonable accommodations Mitchell, Alliger, & Morfopoulos, 1997. I8cc Technical qualifications I8ccr->I8cc I8cdr Job Analysis Job requirements should be reviewed and updated annually to ensure they are necessary and match the current needs of the position. Additionally all job requirements should be job related and necessary for the job and should evidence to support their inclusion. This includes, skills, traits, education, experience, licenses and all other qualifications.Conduct job analysis to ensure that job posting advertises the minimum requirements for the job so as not to exclude applicants who would otherwise be qualified. When conducting job analysis, subject matter expert SME samples should include a range of experience levels and be racially diverse since racial differences in task ratings have been observed Landy & Vasey, 1991. When choosing job analysis methods, focus on identification of essential functions, and make sure the analysis is outcome focused rather than method focused. In accordance with the ADA, the job analysis method used should also allow for the identification of possible reasonable accommodations Mitchell, Alliger, & Morfopoulos, 1997. I8cd Specialized experience I8cdr->I8cd I8cer Job Analysis Job requirements should be reviewed and updated annually to ensure they are necessary and match the current needs of the position. Additionally all job requirements should be job related and necessary for the job and should evidence to support their inclusion. This includes, skills, traits, education, experience, licenses and all other qualifications.Conduct job analysis to ensure that job posting advertises the minimum requirements for the job so as not to exclude applicants who would otherwise be qualified. When conducting job analysis, subject matter expert SME samples should include a range of experience levels and be racially diverse since racial differences in task ratings have been observed Landy & Vasey, 1991. When choosing job analysis methods, focus on identification of essential functions, and make sure the analysis is outcome focused rather than method focused. In accordance with the ADA, the job analysis method used should also allow for the identification of possible reasonable accommodations Mitchell, Alliger, & Morfopoulos, 1997. I8ce Grade level I8cer->I8ce I8cfr Job Analysis Job requirements should be reviewed and updated annually to ensure they are necessary and match the current needs of the position. Additionally all job requirements should be job related and necessary for the job and should evidence to support their inclusion. This includes, skills, traits, education, experience, licenses and all other qualifications.Conduct job analysis to ensure that job posting advertises the minimum requirements for the job so as not to exclude applicants who would otherwise be qualified. When conducting job analysis, subject matter expert SME samples should include a range of experience levels and be racially diverse since racial differences in task ratings have been observed Landy & Vasey, 1991. When choosing job analysis methods, focus on identification of essential functions, and make sure the analysis is outcome focused rather than method focused. In accordance with the ADA, the job analysis method used should also allow for the identification of possible reasonable accommodations Mitchell, Alliger, & Morfopoulos, 1997. I8cf Any other qualification requirements I8cfr->I8cf I9ar Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9a Does the agency use USA Jobs to advertise vacancies for this occupation? I9ar->I9a I9br Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9b Does the agency use specific professional societies and associations to advertise vacancies for this occupation? I9br->I9b I9cr Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9c Does the agency use specific colleges and universities to advertise vacancies for this occupation? I9cr->I9c I9dr Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9d Does the agency use any specific journals and newspapers to advertise vacancies for this occupation? I9dr->I9d I9er Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9e Does the agency use social media to advertise vacancies for this occupation? I9er->I9e I9gr Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9g Does the agency use job fairs to advertise vacancies for this occupation? I9gr->I9g I9hr Job Vacancy A variety of sites and resources should be used to advertise job vacancies including USA Jobs, professional societies and organizations particularly those with a diverse membership or where members are underrepresented populations such as womens organizations, colleges, journals, organizations of employment such as the military, job fairs, and word of mouth. All of these platforms can help to expand minority and diversity recruitment by focusing on qualified populations in colleges, journals etc with high minority populations. I9h Does the agency use word of mouth to advertise vacancies for this occupation? I9hr->I9h I10ar Application Process A standardized application process should be utilized agencywide across positions, parks, and departments. The application should be user friendly and easy to follow. Applications can track how applicants learned about job openings and about the organization. This information can be used to continuously update and improve recruitment efforts. I10a Is the application process for this occupation clear and easy to follow? I10ar->I10a I10br Application Process A standardized application process should be utilized agencywide across positions, parks, and departments. The application should be user friendly and easy to follow. Applications can track how applicants learned about job openings and about the organization. This information can be used to continuously update and improve recruitment efforts. I10b Does the application ask how the applicant learned about the job opening? I10br->I10b I10cr Application Process A standardized application process should be utilized agencywide across positions, parks, and departments. The application should be user friendly and easy to follow. Applications can track how applicants learned about job openings and about the organization. This information can be used to continuously update and improve recruitment efforts. I10c Does the agency track how applicants learned about the vacancy? I10cr->I10c I10dr Application Process Recruitment is not a static process and should be monitored and updated as needed. Specific strategies may be more successful than others and diversity needs may change. Alterations should be made to the recruitment plan agencywide if any changes occur. I10d Has the agency changed its recruitment efforts based on information on how applicants from underrepresented EEO groups learned about job openings for this occupation? I10dr->I10d I Recruitment I1 Preliminary Questions I->I1 I1a What is the name of your agency? I1->I1a I2 Applicant Flow Data I2a Does the agency collect applicant flow data for this occupation? I2->I2a I3 Trigger Identification I3a Which EEO groups are underrepresented among applicants for this occupation when compared to their availability in the occupational CLF? I3->I3a I4 Alternatives to Numeric Applicant Flow Data I4->I4a I5 Agency Reputation I5->I5a I6 Recruitment Plan I6a Does the agency recruit for this occupation? I6->I6a I7 Recruitment Process I7->I7a I8 Job Qualifications I8->I8a I9 Vacancy Announcements I9->I9a I10 Application Process I10->I10a I1b What occupation are you analyzing? I1a->I1b I1c Has the agency filled any positions for this occupation during the last three years? I1b->I1c I1c->I2 I2a->I3 I2a->I4 I3b Which EEO groups are underrepresented among qualified applicants for this occupation when compared to their availability in the occupational CLF? I3a->I3b I3b->I4 I4a->I5 I4aa Conducting focus groups with potential applicants from underrepresented EEO groups I4a->I4aa I5c If your agency uses a climate assessment survey other than the FEVS, are any of the questions similar to those in Question 2? I5a->I5c I5a->I5aa I5b->I5ba I5c->I5d I5ca Please describe any demographic disparities in the results. I5c->I5ca I5d->I6 I6a->I8 I6a->I6b I6b->I7 I6b->I6c I6c->I6d I6c->I6e I6d->I6e I6e->I6f I6e->I6g I6f->I6g I6g->I6h I6g->I6ga I6h->I7 I7a->I7aa I7b->I7c I7c->I7d I7c->I7ca I7d->I7e I7d->I7da I7e->I8 I7e->I7ea I8b Do the selecting officials add additional requirements beyond OPMs description of the occupation? I8a->I8b I8b->I8c I8c->I9 I8ca Specialized degrees e.g., Masters, Doctorate, etc. I8c->I8ca I9a->I9b I9b->I9c I9ba Does your agency know the demographics of the professional societies and associations through which you advertise vacancies? I9b->I9ba I9c->I9d I9ca Does the agency know the demographic profile of the students in majors related to this occupation at the colleges and universities through which you advertise vacancies? I9c->I9ca I9d->I9e I9da Does the agency know the demographic profile of the subscribers for the journals and newspapers in which you place vacancy announcements? I9d->I9da I9f Does the agency use particular places of employment e.g., the military to advertise vacancies for this occupation? I9e->I9f I9ea Does the agency know the demographic profile of the users of the social media outlets that you use to advertise vacancies for this occupation? I9e->I9ea I9f->I9g I9fa Does the agency know the demographic profile of the places of employment used to advertise vacancies for this occupation? I9f->I9fa I9g->I9h I9ga Does the agency know the demographic profile of the participants at the job fairs where you advertise vacancies for this occupation? I9g->I9ga I9h->I10 I10a->I10b I10b->I10c II II I10b->II I10c->I10d I10c->II I10d->II I4aa->I4ab I4aai Please describe any policies, procedures, or practices been identified as possible barriers. I4aa->I4aai I4ac Meeting with hiring officials I4ab->I4ac I4abi Please describe any policies, procedures, or practices been identified as possible barriers. I4ab->I4abi I4ad Reviewing exit interview results I4ac->I4ad I4aci Please describe any policies, procedures, or practices been identified as possible barriers. I4ac->I4aci I4ad->I5 I4adi Please describe any policies, procedures, or practices been identified as possible barriers. I4ad->I4adi I5aa->I5b I5aa->I5ab I5ab->I5c I5ba->I5bb I5bb->I5bc I5bc->I5bd I5bd->I5be I5be->I5d I5ca->I5d I6ga->I6h I6ga->I6gb I6gb->I6h I7aa->I7ab I7ab->I7ac I7ac->I7b I7ca->I7cb I7cb->I7cc I7cc->I7cd I7ce Has the EEO office reviewed and provided feedback on the recruitment materials? I7cd->I7ce I7ce->I7d I7cei Did the agency implement the EEO offices recommendations? I7ce->I7cei I7da->I7db I7db->I7dc I7dc->I7dd I7dd->I7de I7de->I7e I7de->I7dei I7ea->I7eai I7eb Are the recruiters diverse? I7ec Do the recruiters select the type of and location for recruitment activities? I7eb->I7ec I7ed Has the EEO office reviewed and provided feedback on the recruitment activities? I7ec->I7ed I7ed->I8 I7edi Did the agency implement the EEO offices recommendations? I7ed->I7edi I8cb Specialized licenses e.g., Bar, Accountant, Nursing, etc. I8ca->I8cb I8cai Are they truly necessary to perform the job well? I8ca->I8cai I8cb->I8cc I8cbi Are they truly necessary to perform the job well? I8cb->I8cbi I8cc->I8cd I8cci Are they truly necessary to perform the job well? I8cc->I8cci I8cd->I8ce I8cdi Is it truly necessary to perform the job well? I8cd->I8cdi I8ce->I8cf I8cei Is it truly necessary to perform the job well? I8ce->I8cei I8cf->I9 I8cfi Are they truly necessary to perform the job well? Please describe these other qualification requirements. I8cf->I8cfi I9bb Do any of these societies and associations focus on members of EEO groups with low participation rates in your agency? I9ba->I9bb I9bai Are the EEO groups with low participation rates in this occupation well represented in these professional societies and associations? I9ba->I9bai I9bb->I9c I9cc Are any of the colleges and universities through which you advertise vacancies Minority Serving Institutions MSI? I9ca->I9cc I9cai Think about your workforcebased triggers for this occupation and the demographic makeup of the colleges and universities through which you advertise vacancies. Are the EEO groups with low participation rates in this occupation well represented in these institutions? I9ca->I9cai I9cb Are any of the colleges and universities through which you advertise vacancies Historically Black Colleges or Universities HBCU? I9cb->I9cc I9cd Are any of the colleges and universities through which you advertise vacancies Historically Deaf Colleges HDC? I9cc->I9cd I9cd->I9d I9db Do any of the journals and newspapers in which you advertise vacancies focus on members of underrepresented EEO groups? I9da->I9db I9dai Think about your workforcebased triggers for this occupation and the demographic makeup of the subscribers for the journals and newspapers in which you advertise vacancies. Are the EEO groups with low participation rates in this occupation well represented among subscribers? I9da->I9dai I9db->I9e I9eb Do any of the social media sites that you use for advertising vacancies for this occupation focus on members of underrepresented EEO groups? I9ea->I9eb I9eai Think about your workforcebased triggers for this occupation and the demographic makeup of the users of the social media outlets that you use to advertise vacancies for this occupation. Are the EEO groups with low participation rates in this occupation well represented among the social media users? I9ea->I9eai I9eb->I9f I9fa->I9g I9fai Think about your workforcebased triggers for this occupation and the demographic makeup of the places of employment through which you advertise vacancies for this occupation. Are the EEO groups with low participation rates in this occupation well represented in these places of employment? I9fa->I9fai I9gb Do any of the job fairs where you advertise vacancies for this occupation focus on members of underrepresented EEO groups? I9ga->I9gb I9gai Think about your workforcebased triggers for this occupation and the demographic makeup of the job fairs through which you advertise vacancies for this occupation. Are the EEO groups with low participation rates in this occupation well represented at these job fairs? I9ga->I9gai I9gb->I9h I4aai->I4ab I4abi->I4ac I4aci->I4ad I4adi->I5 I7cei->I7d I7dei->I7e I7eaii The agencys recruitment goals I7eai->I7eaii I7eaiii The agencys hiring principles I7eaii->I7eaiii I7eaiii->I7eb I7edi->I8 I8cai->I8cb I8cbi->I8cc I8cci->I8cd I8cdi->I8ce I8cei->I8cf I8cfi->I9 I9bai->I9bb I9cai->I9cb I9dai->I9db I9eai->I9eb I9fai->I9g I9gai->I9gb 1 1