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1、DEPARTMENT OF THE NAVYBUREAU OF NAVAL PERSONNEL5720 INTEGRITY DRIVE MILLINGTON TN 38055-0000IN REPLY REFER TOBUPERSINST 12720.3PERS-087 Jan 2003BUPERS INSTRUCTION 12720.3Subj:BUREAU OF NAVAL PERSONNEL (BUPERS) CIVILIAN HISPANICEMPLOYMENT PROGRAMRef:(a) SECNAVINST 12720.8(b) Executive Order 13171 of
2、12 Oct 2000(c) SECNAVINST 12273.1(d) SECNAVINST 12720.5AEncl:(1) Activity/Command Civilian Hispanic Employment ProgramPlan Summary(2) Accomplishment Report of Objectives and Action Items(3) Workforce Statistical Data Report Format1.Purpose.To establish Bureau of Naval Personnel (BUPERS)policy for th
3、e Civilian Hispanic Employment Program per references (a) through (d).2.Background.Hispanic Americans have been and continue to beunderrepresented in Department of the Navy (DON) civilian work force.Reference (a) affirms ongoing efforts and recommends additional actions to eliminate the underreprese
4、ntation ofHispanics in the Federal work force.3.Policy.It is BUPERS policy to intensify the strategies toincrease Hispanic representation across all career fields and at all grade levels until full representation is achieved.4.Responsibilitiesa.Chief of Naval Personnel (CHNAVPERS) is responsible for
5、overall program direction.b.BUPERS Command Deputy Equal Employment OpportunityOfficer (PERS-08E) is assigned the responsibility for(1) providing program administration, guidance andmaintaining oversight;(2) monitoring, analyzing and assessing the success ofthe program;BUPERSINST 12720.37 Jan 2003(3)
6、 overseeing development, implementation, management,and evaluation of field activities Hispanic EmploymentPrograms;(4) developing and implementing plans and programs insupport of the policy established by this instruction;(5) providing direct support to respective commands andactivities, and advisin
7、g commands on the success of theiractivities in meeting objectives;(6) submitting required reports; and(7) working with commands and activities to ensure(a) managers and supervisors receive periodictraining in diversity management in order to carry out their responsibilities to seek and maintain a d
8、iverse work force.(b) reporting efforts reflect a continuing priorityfor eliminating Hispanic underrepresentation and achieving work force diversity goals, through the reporting requirements in reference (c).(c) innovative and aggressive Hispanic recruitmentprograms are conducted.(d) contacts are ex
9、panded with Hispanicorganizations to enlist community support.c.Commanders/commanding officers (COs)/officers in charge(OICs) or designee shall ensure this policy is implemented within their respective organizations by(1) developing and implementing plans and programs insupport of the policy establi
10、shed by this instruction.(2) demonstrating personal commitment to increasing theHispanic representation rate to more closely reflect the nations Hispanic work force.(3) ensuring sufficient program resources are availableto staff and implement a viable program that addresses activity and command obje
11、ctives to eliminate Hispanicunderrepresentation.2BUPERSINST 12720.37 Jan 2003(4) ensuring performance plans for senior executives,managers, and supervisors include language related tosignificant accomplishments in diversity recruitment and careerdevelopment.(5) emphasizing the objective of the Civil
12、ian HispanicEmployment Program through the annual Equal EmploymentOpportunity (EEO) training of supervisors and managers.(6) recognizing efforts and progress in recruiting,retaining, and providing growth and opportunities of Hispanics through publicity and awards.(7) making available statistical dat
13、a displaying changesover the fiscal year (FY), i.e., accessions, separations, and promotions of Hispanics, with comparison to other EEO groups within the work force upon request from BUPERS (PERS-08E)(8) ensuring selection factors are appropriate andachieve the broadest consideration of applicants a
14、nd do not impose barriers to selections based on non-merit factors.(9) reporting significant accomplishments, bestpractices and areas of improvement in Hispanic employment as apart of their report on EEO per reference (d).5.Action.Commanders/COs/OICs shalla.ensure compliance with the policy of this
15、instruction.b.submit within 90 days of the issuance of thisinstruction to BUPERS Command Deputy Equal Employment Opportunity Officer (PERS-08E) a Civilian Hispanic Employment Program Plan Summary (enclosure (1), Accomplishment Report of Objectives and Actions Items (enclosure (2), and Workforce Stat
16、istical Data reports (enclosure (3).After initial submission, reports will be submitted annually on 1 November.S. J. TOMASZESKIRear Admiral, U.S. NavyDeputy Chief of Naval Personnel3BUPERSINST 12720.37 Jan 2003Distribution:SNDLC55A(NAVPERSCOM DETACHMENTS) C55F(NAMALA WASHINGTON DC)FJA2(NAVY BAND WAS
17、HINGTON DC)FJA3(COMNAVPERSCOM MILLINGTON TN) FJA4(COMNAVCRUITCOM WASHINGTON DC)FJA8(NAVRESPERSCEN NEW ORLEANS LA) FJA9(EPMAC NEW ORLEANS LA)FJA10(NAVMAC MILLINGTON TN)FJA11(NAVJNTSERVACT NS TOKYO JA)FJA12(NAVCONBRIG CHARLESTON SC/MIRAMAR CA)BUPERSINST 5218.1ALists 1A, 1B, and 2A4BUPERSINST 12720.37
18、Jan 2003ACTIVITY/COMMAND CIVILIAN HISPANICEMPLOYMENT PROGRAM PLAN SUMMARYGoal.To recruit qualified individuals from appropriate sourcesin an effort to achieve a work force drawn from all segments of society.Hispanic representation in the DON workforce is 4.36 percent, while BUPERS Hispanic represent
19、ation is 2 percent.RECRUITINGGoal.Recruit a workforce that reflects the diversity of thecivilian labor workforce.Objective.Intensify the strategies to increase Hispanicrepresentation of Hispanic across all career fields and at all grade levels until full representation is achieved.Expand contacts wi
20、th Hispanic organizations to enlist community support.PROMOTIONGoal.Ensure EEO for promotion and advancement for allpersonnel.Objective.Ensure selection factors are appropriate and achievethe broadest consideration of applicants and do not impose barriers to selection based on non-merit factors.TRAI
21、NING, EDUCATION AND PERFORMANCEGoal.Ensure managers and supervisors demonstrate personalcommitment to increase the Hispanic representation rate.Objective.Emphasize the objective of the Civilian HispanicEmployment Program through the annual EEO training of supervisors and managers.Ensure managers and
22、 supervisors receive periodic training in diversity management in order tocarry out their responsibilities to seek and maintain a diverse workforce.Ensure performance plans for senior executives, managers, and supervisors include language related tosignificant accomplishments in diversity recruitmen
23、t and careerdevelopment.Enclosure (1)BUPERSINST 12720.37 Jan 2003EQUAL EMPLOYMENT OPPORTUNITY (EEO)Goal.Ensure there is a positive EEO climate.Objective.Ensure all personnel actions are appropriate andachieve the broadest consideration for all employees and personnel actions not based on non-merit f
24、actors.ACCOMPLISHMENTSGoal.Recognize efforts and progress in recruiting, retaining,and providing growth and opportunities of Hispanics.Objective.Report significant accomplishments, best practicesand areas of improvement in Hispanic employment annually, due1 November per BUPERSINST 12720.3.2Enclosure
25、 (1)BUPERSINST 12720.37 Jan 2003ACTIVITY/COMMAND CIVILIAN HISPANIC EMPLOYMENT PROGRAM PLANACCOMPLISHMENT REPORT OF OBJECTIVES AND ACTION ITEMSLabel “PLAN UPDATE” as appropriate1.Program Item.Demonstrate personal commitment to increasingHispanic representation to more closely reflect the nationsHispa
26、nic work force.2.Problem/Barrier Statement.Underrepresentation of Hispanicsexists within the work force.3.Objective.Focus on improving the recruitment of qualifiedHispanics.4.Responsible Official.Activity/Command HeadTarget Date:5.Action ItemsResponsibleOfficialTargetDatea.Expand outreach recruitmen
27、t effortsto ensure qualified Hispanic candidates are encouraged to apply for federal government employment, to include expanding contacts with Hispanic organizations to enlist community support.b.Expand efforts to recruit qualifiedHispanics by utilizing human resources staffing flexibilities.c.Expan
28、d efforts to identify morequalified Hispanics through utilizing the servicing Human Resources Office (HRO) andHuman Resources Service Center (HRSC) Hispanic recruitment sources.d.Make efforts to broaden the applicantpool for mid-level and GS-13 and above positions to include Hispanic applicants.e.Re
29、port on accomplishment of Objectives and Action Items.Enclosure (2)BUPERSINST 12720.37 Jan 2003ACTIVITY/COMMAND CIVILIAN HISPANIC EMPLOYMENT PROGRAM PLANACCOMPLISHMENT REPORT OF OBJECTIVES AND ACTION ITEMSLabel “PLAN UPDATE” as appropriate1.Program Item.Maintain and retain Hispanic work force.2.Prob
30、lem/Barrier Statement.Underrepresentation of Hispanicsexists within the work force.3.Objective.Focus on improving the development of qualifiedHispanic personnel.4.Responsible Official.Activity/Command HeadTarget Date:5.Action ItemsResponsibleOfficialTargetDatea.Encourage GS-13 and above Hispanics to
31、seek participation in seminars/workshops that provide career path guidance in order to increase the applicant pool of qualified Hispanics in senior level positions.b.Disseminate DLAMP/ELDP information andencourage participation to Hispanic employees.c.Review all employee developmenttraining programs
32、 and encourage the participation of Hispanic personnel.d.Report on Accomplishment of Objectives and Action Items.2Enclosure (2)BUPERSINST 12720.37 Jan 2003ACTIVITY/COMMAND CIVILIAN HISPANIC EMPLOYMENT PROGRAM PLANACCOMPLISHMENT REPORT OF OBJECTIVES AND ACTION ITEMSLabel PLAN UPDATE as appropriate1.P
33、rogram Item.Emphasize the objectives of the CivilianHispanic Employment Program through the annual EEO training of managers and supervisors.2.Problem/Barrier Statement.Underrepresentation of Hispanicsexists within the work force.3.Objective.Educate managers and supervisors regardingHispanic employme
34、nt.4.Responsible Official.Activity/Command HeadTarget Date:5.Action ItemsResponsibleOfficialTargetDatea.Provide training for managers andsupervisors regarding the value of a diversework force.b.Provide training for managers and supervisors in the skills needed to manage a diverse work force.c.Report
35、 on Accomplishment of Objectives and Action Items.3Enclosure (2)BUPERSINST 12720.37 Jan 2003ACTIVITY/COMMAND CIVILIAN HISPANIC EMPLOYMENT PROGRAM PLANACCOMPLISHMENT REPORT OF OBJECTIVES AND ACTION ITEMSLabel PLAN UPDATE as appropriate1.Program Item.Ensure accountability at the activity/commandlevel
36、for improving diversity and Hispanic employment.2.Problem/Barrier Statement.Underrepresentation of Hispanicsexists within the work force.3.Objective.Ensure performance plans for senior executives,managers, and supervisors include language related tosignificant accomplishments in diversity recruitmen
37、t and career development.4.Responsible Official.Activity/Command HeadTarget Date:5.Action ItemsResponsibleOfficialTargetDatea.Insure an EEO standard is included inperformance plans for managers and supervisors that incorporates work force diversity.b.Establish contributions to work force diversity a
38、s a factor in selection forbonuses, awards and promotions for managers and supervisors.c.Recognize efforts and progress inrecruiting, retaining, and providing growth and opportunities of Hispanics throughpublicity and awards._ d.Report on accomplishment of Objective and Action Items.4Enclosure (2)BU
39、PERSINST 12720.37 Jan 2003WORKFORCE STATISTICAL DATA REPORT FORMAT1.Basic racial and ethnic categories for reporting are definedas follows:a.American Indian or Alaskan Native.A person havingorigins in the original peoples of North and South America(including Central America), and who maintains triba
40、l affiliation and or community attachment.b.Asian.A person having origins in any of the originalpeoples of the Far East, Southeast Asia, Indian subcontinent. This area includes Cambodia, China, India, Japan, Korea,Malaysia, Pakistan, Philippine Islands, Thailand and Vietnam.c.Black or African Americ
41、an.A person having origins inany of the original peoples of Africa.d.Hispanic or Latino.A person having origins in any ofthe original peoples of Mexico, Puerto Rico, Cuba, Central orSouth America, or of other Spanish cultures regardless of race.e.Native Hawaiian or other Pacific Islander.A personhav
42、ing origins in any of the original peoples of Hawaii, Guam,Samoa, or other Pacific Islands.f.White.A person having origins in any of the originalpeoples of Europe, North Africa, or the Middle East.2.Provide numerical/statistical data of the workforce byrace/ethnicity, and gender groups covering awar
43、ds, grade andmanagers/supervisors, to include, displaying changes over the FY, i.e. accessions, separations, and promotions of Hispanics, with comparison to the other EEO groups within the workforce in the following formats.Enclosure (3)BUPERSINST 12720.37 Jan 2003ACTIVITY FY_ TOTAL WORKFORCETOTALWO
44、RKFORCEAmericanIndian orAlaskanNativeAsianBlack orAfricanAmericanHispanic orLatinoNativeHawaiian or Other PacificIslanderWhite#MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%ACTIVITY FY_TOTAL WORKFORCE BY GRADEGRADELEVELSTotalAllAmericanIndian orAlask
45、anNativeAsianBlack orAfricanAmericanHispanic orLatinoNativeHawaiian orOtherPacificIslanderWhiteMALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%MALE#/%FEMALE#/%GS-1GS-2GS-3GS-4GS-5GS-6GS-7GS-8GS-9GS-10GS-11GS-12GS-13GS-14GS-15SESTotal2Enclosure (3)BUPERSINST 12720.37 J
46、an 2003ACTIVITY FY_ TOTAL WORKFORCE BY PATCOBCategoryTotalAllAmericanIndian orAlaskanNativeAsianBlack orAfricanAmericanHispanic orLatinoNativeHawaiian or Other PacificIslanderWhiteProfessionalAdministrativeTechnicalClericalOtherBlue CollarTotalACTIVITY FY_ MANAGERS AND SUPERVISORSCategoryTotalAllAmericanIndian orAlaskanNativeAsianBlack orAfricanAmericanHispanic orLatinoNativeHawaiian orOtherPacificIslanderWhiteManagersSupervisorsTotalACTIVITY FY_