A MESSAGE FROM THE DIRECTOR OF THE U.S. OFFICE OF PERSONNEL MANAGEMENT
I am pleased to present the U.S. Office of Personnel Management's (OPM’s) Fiscal Year 2002 Annual Report to Congress on the Federal Equal Opportunity Recruitment Program (FEORP). This report was prepared in compliance with the law (5 U.S.C. 7201 and 5 CFR Part 720, Subpart B).
The representation of minorities within the Government increased from 30.8 percent in 2001 to 31.1 percent in 2002. During the same period, Hispanic representation in the Federal workforce grew at a faster rate than before. In 2002, Hispanics comprised 6.9 percent of the Federal workforce, compared to 6.7 percent in 2001 -- an increase of 0.2 percentage points. This is the largest increase of this population since 1997. However, a comparison of the 2002 figure to their current 12.2 percent representation within the civilian labor force reveals that Hispanics still remain the only underrepresented minority group in the Federal Government.
While the past year has presented unique and urgent challenges, President George W. Bush has continued to emphasize his resolve to eliminate barriers to minorities and women who wish to enter public service. OPM is committed to, and is taking aggressive action to ensure, diversity in the Federal Government. OPM is leading a Governmentwide effort to transform human capital management as part of the President’s Management Agenda. One of the six standards in OPM’s and the Office of Management and Budget’s Standards for Success in strategic human capital management requires agencies to have a “diverse, results-oriented, high performing workforce.”
OPM will continue to work with agencies to promote their efforts to meet these standards and monitor their progress in implementing proven and readily available methods of recruitment and career development. Some of OPM’s efforts include: implementing a strategy to increase numbers of minorities into the Presidential Management Intern Program; increasing agency awareness about ways to improve diversity hiring such as job fairs in local communities, outreach to local organizations and other targeted recruiting initiatives; and renewing our partnerships with Hispanic Serving Institutions and organizations such as the U.S. Hispanic Chamber of Commerce to strengthen our outreach.
The President’s mandate to recruit a diverse Federal workforce that offers opportunity to all qualified and talented citizens inspires us. Failure to make effective use of qualified minority workers is wasteful; we are as accountable to the American people for the use of human capital as we are for the use of their tax dollars. This report offers a blueprint for leadership in diversity management by clearly outlining a number of effective initiatives for recruiting and developing minority talent. No single approach is sufficient to ensure equal opportunity; we must keep increasing our knowledge about the most efficient methods that can be adopted.
Kay Coles James