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Outbreak: Plagues that changed HistorySeptember 27 – January 30, 2008
Organized by the Global Health Odyssey Museum; come see Byrn Barnard’s images of the symptoms and paths of the world’s deadliest diseases – and how the epidemics they spawned have changed history forever.
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| Action Step 1: Know the facts. Leaders from the coordinating centers to division level will have ongoing access to diversity-related data for their areas. Data will be updated daily for Civil Service employees and monthly for Commissioned Corps. |
| Action Step 2: Write it—Do it! Every leader will be asked to consider and create their own organizational diversity aspirations. Make it real by writing it down and executing. |
| Action Step 3: Recruit and Retain. CDC will hire a fulltime recruiter in OWCD to collaborate with OCDO to find the right people for the right public health activity and create an atmosphere that encourages them to stay while doing their best. |
| Action Step 4: Listen and Address Concerns. With the help of a CDC internal ombudsman, we can all learn to respect diverse perspectives and identify issues of concern. Our ombudsman, also assigned to OWCD, will be a neutral, objective source to turn to early. |
| Action Step 5: Join in. Be Heard. Reach Out. CDC has launched a Diversity Intranet site as part of a larger communication plan. The Diversity site also offers a place for open peer-to-peer dialogue. |
| Action Step 6: Provide Opportunities. CDC is committed to offering Career Opportunity Training Agreement (COTA) positions for qualified applicants this year and building this into the strategic workforce and talent management plan. |
| Action Step 7: Provide More Opportunities. CDC will increase the hiring of persons with disabilities under the Schedule A (Program for Persons with Disabilities) and the 30% or more Disabled Veterans hiring authorities. This will be incorporated into the strategic workforce plan. |
| Action Step 8: Provide Even More Opportunities. CDC will commit to recruiting qualified Hispanic applicants under the Career Intern Program and other hiring authorities. |
| Action Step 9: Teach Everyone. Train Everyone. OWCD and AHRC will host education seminars for all managers on special hiring authorities. Your next star employee may be one hiring authority away! All CDC managers and leaders will attend mandatory diversity and cultural sensitivity training. |
| Action Step 10: Match Dreams and Ability. CDC will capitalize on its existing internal programs to increase diversity across disciplines. Consider the Public Health Prevention Service, student internships, Emerging Leaders, and Presidential Management Fellows. Make access easier. |
| Action Step 11: Ask Tough Questions. Why do CDC employees leave? It is now mandatory at CDC to offer leaving employees an exit interview through a neutral third party. AHRC is adding this to the employee’s exit checklist. |
| Action Step 12: Commit and Account. Our commitment to the philosophy of diversity at CDC should come as naturally to us as our commitment to public health. Every leader’s annual performance plan will reflect this and they will be held accountable. |
Content Source: Office of Enterprise Communication
Page last modified: 7/18/2008
Page last modified: 7/18/2008
