Executive
Order
13171 of October 12, 2000
Hispanic Employment In The Federal Government
By the
authority invested in me as President by the Constitution and the laws of the
United States of America, and in order to improve the representation of Hispanics
in Federal employment, within merit system principles and consistent with the
application of appropriate veterans' preference criteria, to achieve a Federal
workforce drawn from all segments of society, it is hereby ordered as follows:
Section 1. Policy. It is the policy of the executive branch to
recruit qualified individuals from appropriate sources in an effort to achieve
a workforce drawn from all segments of society. Pursuant to this policy, this
Administration notes that Hispanics remain underrepresented in the Federal
workforce: they make up only 6.4 percent of the Federal civilian workforce,
roughly half of their total representation in the civilian labor force. This
Executive Order, therefore, affirms ongoing policies and recommends additional
policies
to eliminate the under presentation of Hispanics in the Federal workforce.
Section 2. Responsibilities of Executive Departments and
Agencies. The head of each executive department and agency (agency) shall
establish and maintain a program for the recruitment and career development of
Hispanics in Federal employment. In its program, each agency shall:
{a)
provide a plan for recruiting Hispanics that creates a fully diverse workforce
for the agency in the 21st century;
(b)
assess and eliminate any systemic barriers to the effective recruitment and
consideration of Hispanics, including but not limited to:
(1) broadening the area of consideration to include
applicants from all appropriate sources;
(2) ensuring that selection factors are appropriate and achieve the broadest
consideration of applicants and do not impose barriers to selection based on
non merit
factors; and
(3) considering the appointment of Hispanic Federal executives to rating,
selection, performance review, and executive resources panels and boards;
(c)
improve outreach efforts to include organizations outside the Federal
Government in order to increase the number of Hispanic candidates in the
selection pool for the Senior Executive Service;
(d) promote participation of Hispanic employees in management, leadership, and
career development programs;
(e) ensure that performance plans for senior executives, managers, and
supervisors include specific language related to significant accomplishments on
diversity recruitment and career development and that
accountability
is predicated on those plans;
(f) establish appropriate agency advisory councils that include Hispanic
Employment Program Managers;
(g) implement the goals of the Government-wide Hispanic Employment Initiatives
issued by the Office of Personnel Management (OPM) in September 1997
(Nine-Point Plan), and the Report to the President's Management Council on
Hispanic Employment in the Federal Government of March 1999;
(h) ensure that managers and supervisors receive periodic training in diversity
management in order to carry out their responsibilities to maintain a diverse
workforce; and
(i) reflect a continuing priority for eliminating Hispanic under representation
in the Federal workforce and incorporate actions under this order as strategies
for achieving workforce diversity goals in the agency's Government Performance
and Results Act (GPRA) Annual Performance Plan.
Section 3. Cooperation. All efforts taken by heads of agencies
under sections 1 and 2 of this order shall, as appropriate, further
partnerships and cooperation among Federal, public, and private sector
employers, and appropriate Hispanic organizations whenever such partnerships
and cooperation are possible and would promote the Federal employment of
qualified individuals. In developing the long-term
comprehensive strategies required by section 2 of this order, agencies shall,
as appropriate, consult with and seek information and advice from experts in
the areas of special targeted recruitment and diversity in employment.
Section 4. Responsibilities of the Office of Personnel
Management. The Office of Personnel Management is required by law and
regulations to undertake a Government-wide minority recruitment effort.
Pursuant to that ongoing effort and in implementation of this order, the
Director of OPM shall:
(a) provide Federal human resources management policy guidance to address
Hispanic under representation where it occurs;
(b) take the lead in promoting diversity to executive agencies. For such
actions as deemed appropriate to promote equal employment opportunity;
(c) within 180 days from the date of this order, prescribe such regulations as
may be necessary to carry out the purposes of this order;
(d) within 60 days from the date of this order, establish an Interagency Task
Force, chaired by the Director and composed of agency officials at the Deputy
Secretary level, or the equivalent. This Task Force shall meet semiannually to:
(1) review best practices in strategic human resources
management planning, including alignment with agency GPRA plans;
(2) assess overall executive branch progress in complying with the requirements
of this order;
(3) provide advice on ways to increase Hispanic community involvement; and
(4) recommend any further actions, as appropriate, in eliminating the under
representation of Hispanics in the Federal workforce where it occurs; and
(e)
issue an annual report with findings and recommendations to the President on
the progress made by agencies on matters related to this order. The first
annual report shall be issued no later than 1 year from the date of this order.
Section 5. Judicial Review. This order is intended only to improve the
internal management of the executive branch. It does not create any right or
benefit, substantive or procedural, enforceable in law or equity except as may
be identified in existing laws and regulations, by a party against the United
States, its agencies, its officers or employees, or any other person.
WILLIAM
J. CLINTON
THE WHITE HOUSE ,
October 12, 2000