Attachment II.J. - Component Recruitment Plan FY 2015-2017.pdf

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Department of Homeland Security Component Recruitment Plan

Fiscal Years 2015 - 2017

Component: (Check one):

CBP CIS FEMA FLETC ICE NPPD TSA X USCG USSS

Component representative completing this plan:

Name/Title: Email:

Organizational Unit: HCOD

DHS Diversity and Inclusion (D&I) Component Liaison:

Name/Title: Email:

Attachment II.J. - Component Recruitment Plan FY 2015 - 2017 ic e o f th e C h ie f H u m p it a l O ff ic e r

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Table of Contents

I. Strategic Alignment

II. Component Recruiting and Outreach Planning Team Members

III. Departmental Hiring Goals for Veterans and Individuals with Disabilities

IV. Short-Term Planning for Component Priority Mission Critical Occupations

V. Focused Recruiting and Outreach: Race, Ethnicity, Gender

VI. Recruiting and Outreach – Planned Activities

VII. Advertising/Marketing Campaigns

VIII. Long-Term Planning for DHS Workforce Plan Mission Critical Occupations ic e o f th e C h ie f H u m p it a l O ff ic e r

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I. Strategic Alignment

This document aligns with the following Department of Homeland Security strategic documents:

DHS Workforce Strategy (FY11-FY16) which supports a strategic and unified approach to building pipelines of talent while ensuring the continued development, recognition and advancement of our current workforce. The DHS Workforce Plan initiative supports the DHS Workforce Strategy and documents the workforce capacity and capability needs, identifies gaps, and an action plan with targets to meet those needs for the nine Priority MCOs.

DHS Diversity and Inclusion Strategic Plan (FY12-FY15) which provides the framework for recruiting a diverse workforce, creating an inclusive workplace, and ensuring management accountability.

DHS Coordinated Recruiting and Outreach Strategy (FY12-FY16) which underscores the importance of recruiting a highly qualified and diverse workforce while improving the performance and efficiency of DHS operations.

Preparation: In an effort to effectively complete the portfolio, please have the following items available:

DHS Veteran and Individuals with Disabilities Hiring Goals Component’s Priority Mission Critical Occupations (MCO) (Attachments A&B) Your Component’s MCO Staffing Resource Chart / Capacity Gap Analysis Form from your Workforce Planning Team Equal Employment Opportunity and Diversity Reports (e.g. MD-715, FEORP, DVAPP)

II. Component Recruiting and Outreach Planning Team Members

Recruitment and Outreach Team Members

Name Organizational Unit Email Address Phone #

DHS Corporate Recruiting Council Representative

HCOD

Field Recruiters/Collateral Duty NA N/A N/A N/A

DHS Veterans Employment Council Representative/DVAAP Coordinator

HCOD

MD-715 Coordinator/Special Emphasis Program Manager

CRL/OTE CRD

FEORP Coordinator HCOD

Workforce Planner OHC

Selective Placement Program Coordinator

HCOD

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III. Departmental Hiring Goals for Veterans and Individuals with Disabilities

Veterans: The President has made employment of veterans and transitioning service members a high priority. Per the Council on Veterans Employment’s hiring model, the veteran hiring goals for FY14 are listed below as the FY15 goals have not been established at the time of this plan development.

Individuals with Disabilities: Pursuant to Executive Order 13548, Increasing Federal Employment of Individuals with Disabilities, all federal agencies are required to set annual hiring goals for individuals with disabilities and individuals with targeted disabilities.

Population DHS Goal – FY14 (New Hires)

TSA Goal – FY15 (New Hires) TSA FY14 Q3% (New Hires)

Veterans 25.5%* 18% 17.9%

Veterans with Disabilities 10%* 10% 2.8%

Individuals with Disabilities 10% 10% 2.9%

Individuals with Targeted Disabilities 1.5% 1.5% 0.6%

*All veteran hiring goals are aligned with the current OPM veteran new hire definitions.

Use your Component’s DVAAP, FEORP and the MD-715 planned activities to assist with completing the charts below.

Veterans – Top Five Recruiting Activities

Activity Date Location

Hiring Our Heroes Military Spouse Hiring Fair -Quantico 10/7/2014 Quantico, VA

NCOA Career Expo- Dallas 10/23/2014 Dallas, TX

MOAA Career Fair 10/28/2014 Arlington, VA

DoD Hiring Heroes Career Fair at Joint Base Myer Henderson Hall 11/6/2014 Fort Myer, VA

Hiring Our Heroes Military Spouse Hiring Fair -Fort Bliss 11/6/2014 Fort Bliss, TX ic e o f th e C h ie f H u m p it a l O ff ic e r

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Disabled Veterans – Top Five Recruiting Activities (DVAAP Planned Activities)

Activity Date Location

Fort Belvoir Job Fair 10/23/2014 Fort Belvoir, VA

MOAA Career Fair 10/28/2014 Arlington, VA

DoD Hiring Heroes Career Fair at Joint Base Myer Henderson Hall 11/6/2014 Fort Myer, VA

Veteran Recruiting Services Virtual Job Fair 11/11/2014 Online

Fort Meade Veterans Job Fair 11/19/2014 Fort Meade, MD

Individuals with Disabilities – Top Three Recruiting Activities (MD-715 Planned Activities; Part J)

Gallaudet University Fall Career Fair 10/2/2014 Washington, DC

The Division of Vocational Rehabilitation Services Office and hireAbility- 5th Annual Special Hiring Event Targeted Job Fair – “Schedule A” Hiring Event

12/7/2014 Camden, NJ

TBD

Individuals with Targeted Disabilities – Top Three Recruiting Activities (MD-715 Planned Activities; Part J)

Gallaudet University Fall Career Fair 10/2/2014 Washington, DC

Fort Belvoir Job Fair 10/23/2014 Fort Belvoir, VA

The Division of Vocational Rehabilitation Services Office and hireAbility- 5th Annual Special Hiring Event Targeted Job Fair – “Schedule A” Hiring Event

12/7/2014 Camden, NJ ic e o f th e C h ie f H u m p it a l O ff ic e r

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IV. Short-Term Planning for Component Priority Mission Critical Occupations

All occupations are important and serve a distinctive role in achieving an agency’s mission and goals. While some have a direct impact on mission delivery, others contribute to the mission by supporting the agency’s employees, processes, and systems. Mission Critical Occupations (MCOs) are those occupations that most directly affect the ability to attain the agency’s mission. DHS-specific MCOs (Attachment A) have been identified as those occupations that directly support the delivery of the mission and goals outlined in the DHS Strategic Plan. Through a cross-Department effort, the revalidated DHS-specific MCOs were identified by Components and approved by the Chief Human Capital Officer on September 16, 2013.

The snapshot below contains the MCOs identified for your Component. Fill in the number of positions projected for recruiting into the appropriate career level. In addition, using your Component’s EEO and diversity reports, identify the groups with low representation rates. These groups should align with the groups identified in Section V.

FY15 – Component Priority MCO Snapshot

Priority MCO Student Entry Level Mid-Career Senior Groups for Focused Recruitment and

Outreach (see Section V)

1802: Transportation Security Officer

Grade level(s) D Band

# of Positions 5,000

FSD Grade level(s) J Band K Band

# of Positions 4

Federal Air Marshal Grade level(s)

# of Positions

Criminal Investigator, Grade level(s) J Band K Band

# of Positions 7 ic e o f th e C h ie f H u m p it a l O ff ic e r

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V. Focused Recruiting and Outreach: Race, Ethnicity, Gender

Based on the 15 MCOs identified in the DHS-Specific MCO list (Attachment A), please provide the information below for each group showing low representation rates within your Component.

*Before moving forward in this section, please ensure that you have a current copy of your Component’s diversity reports (e.g. MD-715, FEORP) available for your reference. The relevant civilian labor force analysis will help in identifying low representation rates within your Component.

Example: CBP’s MCOs are Border Patrol Agent (BPA) and Customs and Border Protection Officer (CBPO). If there is a low representation of American Indian females in the CBPO occupational series, list that occupational series in the portion of the chart entitled, “American Indian or Alaska Native” indicating that your Component will focus recruitment efforts towards associations/universities that reach this population. The same is true for career levels.

If you have a low representation of American Indian and Hispanic females in the mid-career level, list this career level as an area of focus in their respective sections.

Priority MCO(s) for Focused Recruiting and Outreach: 1802

American Indian or Alaska Native

Occupational

Series

Career

Level(s)

Professional associations and/or schools for outreach relationships.

Male

Female 1802 Entry Level

D Band

Colleges and Universities: TBD

Professional Associations: TBD ic e o f th e C h ie f H u m p it a l O ff ic e r

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Black or African-American Occupational

Series

Career

Level(s)

Professional associations and/or schools for outreach relationships.

Male

Female 1802 Entry Level

Professional Associations: National Association of Black Law Enforcement Executives

Native Hawaiian or Pacific

Islander

Occupational

Series

Career

Level(s)

Professional associations and/or schools for outreach relationships.

Male

Female 1802 Entry Level

D Band

Professional Associations: Fort Shafter Army Base

Hispanic or Latino Occupational

Career

Level(s)

Professional associations and/or schools for outreach relationships.

Male

Female 1802 Entry Level

D Band

Colleges and Universities: TBD

Professional Associations: National Council of La Raza (NCLR), Latinos for Hire, Hispanic American Police Command Officers Association (HAPCOA), League of

United Latin American Citizens (LULAC) ic e o f th e C h ie f H u m p it a l O ff ic e r

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Asian American Occupational

Career

Level(s)

Professional associations and/or schools for outreach relationships.

Male

Female 1802 Entry Level

Professional Associations: National Asian Peace Officers Association (NAPOA)

White Occupational

Career

Level(s)

Professional associations and/or schools for outreach relationships.

Male

Female 1802 Entry Level

D Band

Colleges and Universities: Bridgewater State University, Concordia University, Norwich University

Professional Associations: Women For Hire, Women in Aviation ic e o f th e C h ie f H u m p it a l O ff ic e r

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VI. Recruiting and Outreach – Planned Activities

Complete the chart below with planned recruiting and outreach events and estimated costs for the fiscal year, pending funding. NOTE: Components may attach a recruiting plan with similar information in lieu of completing this section. In addition, per recommendation from the Government Accountability Office report GAO-13-742 on DHS recruiting and hiring processes, Components will be required to provide actual recruiting and outreach costs on a quarterly basis.

Event Date(s) Target Audience(s) Booth Cost Using Local Recruiters? (Y/N)

See Attachment ic e o f th e C h ie f H u m p it a l O ff ic e r

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VII. Advertising/Marketing Campaigns

List any advertising plans for the current fiscal year to include the cost of printing brochures or other recruiting related materials.

Position Activities Target Audience Total Cost

Transportation Security Officers

(TSO), 1802

Newspaper ads, print ads, radio, postcards, flyers and online:

email blasts; banner logo ads;

job posting; TSA profile on websites and social media.

Females, locals, males, veterans

TBD

FSD TBD National Campaign TBD

Federal Air Marshal TBD National Campaign TBD

Criminal Investigator, 1811 TBD National Campaign TBD ic e o f th e C h ie f H u m p it a l O ff ic e r

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VIII. Long-Term Planning for DHS Workforce Plan Mission Critical Occupations

Connecting Workforce Planning with Long-Term Recruitment Strategies – DHS Workforce Plan MCOs Strategic Workforce Planning is a process that ensures people with the appropriate skills are in the right place, at the right location, at the right time in order to achieve the mission, goals, and priorities of the organization. By taking proactive steps to assess human capital needs, current and future workforce issues can be identified and addressed, and the organization can be better positioned to achieve its mission.

In this section, address long-term recruiting efforts as they relate to your Component’s Priority MCO included in the DHS Workforce Plan Initiative (Attachment B). Coordinate with your workforce planning team to obtain a copy of your Component’s Capacity Gap Analysis Form. It is important to note that the Capacity Gap Analysis Form is a living document and contains forecasted staffing gaps that may change. Please discuss the gaps with your workforce planning colleagues, and work with them to populate the staffing gap data in the section below.

Each Component is only required to report long-term recruitment plans for those occupations listed in Attachment B.

Components have the option to complete this section for additional occupations but it is not required. The example below lists the CBP Priority MCO, Border Patrol Agent.

Priority MCO 2016 Projected Staffing Gap Data (Capacity Gap Form)

2017 Projected Staffing Gap Data (Capacity Gap Form)

Transportation Security Officer: 1802

Staffing Gap Data from Workforce Planning Team

4,000 4,000

Outreach Activities to Address Gap

Newspaper ads, print ads, radio, postcards, flyers and online: email blasts; banner logo ads; job posting; TSA profile on websites and social media

Newspaper ads, print ads, radio, postcards, flyers and online: email blasts; banner logo ads; job posting; TSA profile on websites and social media