ALCOAST 391/08 COMDTNOTE 16010 SUBJ: LEADERSHIP AND DIVERSITY ACTION PLAN - SITREP ONE 1. THE COMMANDANT LAID OUT THE COAST GUARDS LEADERSHIP AND DIVERSITY INITIATIVES ON 25 JULY 2008. THIS MESSAGE IS THE FIRST IN A SERIES TO PROVIDE UPDATES ON INITIATIVES AND ACTION TAKEN TO DATE. 2. THE DIVERSITY ADVISORY COUNCIL, DIVERSITY STRATEGIC GROUP, AND THE DIVERSITY STAFF, IN CONJUNCTION WITH THE DIRECTOR OF CIVIL RIGHTS, DEVELOPED A 20-POINT ACTION PLAN TO OPERATIONALIZE THE COMMANDANTS DIVERSITY VISION AND STRATEGIC POLICY. THE OPERATIONAL PERIOD FOR THIS PLAN ENCOMPASSES NEAR AND LONGER-TERM OBJECTIVES. BELOW YOU WILL FIND SUMMARIES OF ACTION TAKEN ON SEVERAL OF THESE INITIATIVES. A. CAREER DEVELOPMENT: (1) AFFINITY GROUP MEETINGS PROVIDE TREMENDOUS MENTORING AND CAREER GUIDANCE OPPORTUNITIES FOR ALL IN ATTENDANCE. THEY ALSO PROVIDE FORUMS TO HAVE OPEN LEADERSHIP DISCUSSIONS: POSITIONING PEOPLE TO REACH THEIR FULL POTENTIAL. ACCORDINGLY, EVERY FLAG/SES HAS COMMITTED TO ATTEND AT LEAST ONE AFFINITY GROUP NATIONAL-LEVEL CONFERENCE ANNUALLY (E.G. NATIONAL NAVAL OFFICERS ASSOCIATION, ASSOCIATION OF NAVAL SERVICE OFFICERS, COAST GUARD WOMENS LEADERSHIP ASSOCIATION, BLACKS IN GOVERNMENT, ETC). COMMANDING OFFICERS, O-4 AND ABOVE, MUST ATTEND AT LEAST ONE OF THESE CONFERENCES DURING THEIR COMMAND TOUR. ADDITIONALLY, I AM STRONGLY ENCOURAGING COMMANDING OFFICERS TO SEND THEIR PERSONNEL-CIVILIANS, OFFICERS, OR ENLISTED, AS APPROPRIATE, TO AFFINITY GROUP CONFERENCES. FURTHER, I HIGHLY RECOMMEND THAT INDIVIDUAL MEMBERS CONSIDER AFFILIATION WITH LOCAL AFFINITY GROUP CHAPTERS. (2) THE INDIVIDUAL DEVELOPMENT PLAN (IDP) IS A VALUABLE TOOL FOR UNIT LEADERS TO MENTOR AND DEVELOP MILITARY AND CIVILIAN PERSONNEL. ACCORDINGLY, ALL ACTIVE DUTY O-4S AND BELOW AND E-6S AND BELOW ARE NOW REQUIRED TO HAVE AN ACTIVE IDP. CIVILIANS AND THEIR SUPERVISORS ARE HIGHLY ENCOURAGED TO USE THIS POWERFUL TOOL AS WELL. A FOLLOW UP MESSAGE WILL BE SENT INTRODUCING THIS INITIATIVE AND SOLICITING VOLUNTEERS FOR THE PILOT PROGRAM. B. COMMUNICATIONS AND OUTREACH: (1) EVERY FLAG/SES COMMITTED TO PARTNERING WITH A MINORITY SERVING INSTITUTION, HISPANIC SERVING INSTITUTION, OR TRIBAL COUNCIL INSTITUTION, TO DEVELOP AND MAINTAIN AN ONGOING RELATIONSHIP AND RAISE COAST GUARD VISIBILITY AS AN EMPLOYER OF CHOICE. WE PROVIDED AN UPDATED LIST OF SCHOOLS TO THE COMMANDANT FOR CONSIDERATION. MEMBERS OF THE FLAG/SES CORPS AND ALUMNI SERVING ON ACTIVE DUTY WILL BE PAIRED FOR OUTREACH TO THOSE SCHOOLS. TO KICK OFF THIS PROGRAM, REAR ADMIRAL TOM OSTEBO, OUR ASSISTANT COMMANDANT FOR ENGINEERING AND LOGISTICS, HAS ALREADY ADOPTED NORTH CAROLINA A&T UNIVERSITY, A PREMIER LEARNING INSTITUTION FOR AFRICAN AMERICAN ENGINEERS. THE DIVERSITY STAFF WAS CONTACTED BY THE CGC GALLATIN CO SEEKING OPPORTUNITES TO ASSIST IN OUTREACH INITIATIVES AT SCHOOLS IN THE UNITS AOR. I APPLAUD THE GALLATINS INITIATIVE AND CONTRIBUTIONS TO OPERATIONALIZING THESE INITIATIVES IN THE THEIR AOR. C. OPPORTUNITIES: (1) WE NEED TO PUSH FOR TOP AMERICAN TALENT IF WE ARE TO BE SUCCESSFUL IN OUR DIVERSITY JOURNEY. ACCORDINGLY, I AM DIRECTING A TOTAL FORCE RECRUITING APPROACH BE USED: ACTIVE, RESERVE, OFFICER, ENLISTED, ACADEMY, CIVILIAN, AND CGAUX. WE NEED AN INTEGRATED TARGETING SYSTEM FOR THE ENTIRE SERVICE TO ENSURE ALL MARKETS ARE CLEARLY IDENTIFIED, POTENTIAL GAPS/SEAMS ELIMINATED, AND THE BEST POSSIBLE APPLICANTS IDENTIFIED. (2) THE COLLEGE STUDENT PRE-COMMISSIONING INITIATIVE (CSPI) PROGRAM IS BEING REVISED TO TARGET INSTITUTIONS WITH MORE DIVERSE STUDENT POPULATIONS. (3) WE INITIATED A PROTOTYPE EXTRACURRICULAR PROGRAM AT THE MARITIME INDUSTRIES ACADEMY IN BALTIMORE, MD, A HIGH SCHOOL WITH A SIGNIFICANT MINORITY POPULATION. PRIMARY OBJECTIVES OF THIS OUTREACH EFFORT INCLUDE SUPPORT OF EXCELLENCE IN EDUCATION, INCREASING STUDENT AWARENESS OF COAST GUARD MISSIONS, AND IMPROVING THE DIVERSITY OF APPLICANTS INTERESTED IN THE FULL SPECTRUM OF COAST GUARD OPPORTUNITIES. (4) WITH THE EXPANSION OF MARINE INSPECTION AND MARINE INVESTIGATION PROGRAMS, WE ARE CREATING CIVILIAN CAREER "LADDER" OPPORTUNITIES. IN ADDITION, WE ARE EXPANDING CAREER ENTRY OPPORTUNITY (CEO) POSITIONS. THE CG-12 STAFF IS ACTIVELY EXPLORING WAYS TO CREATE MORE CAREER PATHS THAT PROVIDE OPPORTUNITIES FOR CIVILIAN EMPLOYEES TO REACH THEIR FULL POTENTIAL. OPPORTUNITIES ALSO EXIST FOR CIVILIANS TO ATTEND POST-GRADUATE AND SENIOR SERVICE SCHOOLS THAT OFFER MASTERS DEGREES. WE ALSO CAPITALIZE ON LAST- MINUTE QUOTAS RECEIVED FROM THE DEPARTMENT OF DEFENSE: THIS YEAR WE WERE ABLE TO PLACE A SECOND CIVILIAN AT THE NAVAL WAR COLLEGE, AND ONE AT THE JOINT ADVANCED WARFIGHTING SCHOOL AT THE JOINT FORCES STAFF COLLEGE. 3. FEEDBACK FROM THE FIELD: A. I HEAR YOU LOUD AND CLEAR. I HAVE SEEN ROBUST IDEA SHARING ON THE DHS JOURNAL WEBSITE AS WELL AS IN RESPONSE TO THE COMMANDANTS ALL-HANDS E-MAIL. THE DIVERSITY STRATEGIC GROUP AND DIVERSITY STAFF INCORPORATED SOME OF THESE IDEAS AND ENHANCED OUR DIVERSITY ACTION PLAN AS A RESULT. B. I AM EXCITED AT THE ENERGY GENERATED OVER THE LAST FEW WEEKS. AS MORE IDEAS COME UP IN YOUR CONVERSATIONS, WE WANT TO BE INCLUDED IN THE IDEA SHARING. PLEASE SEND YOUR IDEAS VIA E-MAIL TO ONE OF MY POINTS OF CONTACT LISTED IN PARAGRAPH 6. 4. THE COAST GUARD GUARDIAN ETHOS OF PROTECTING, DEFENDING, AND SAVING THE AMERICAN PUBLIC IS DEEPLY ROOTED IN OUR CORE VALUES. WE VIEW THE PUBLIC WE SERVE THROUGH THAT LENS, BUT WE MUST ALSO TURN THE LENS AROUND AND FOCUS IT ON THE MEN AND WOMEN WHO SERVE BESIDE US. YOU MUST KEEP A WEATHER EYE TOWARD YOUR SHIPMATES SAFETY, BUT PART OF BEING A GUARDIAN ALSO INCLUDES RESPECTING YOUR SHIPMATES FOR WHO THEY ARE. WITH OUR CORE VALUES TO GUIDE US, WE CAN REALIZE THE FULL POTENTIAL OF A DIVERSE WORKFORCE. 5. WE WILL PROVIDE DIVERSITY SITREP TWO IN THE WEEKS AHEAD. 6. MY POINTS OF CONTACT ARE CAPT ROBERT STOHLMAN (CG-12B), 202-475- 5245, EMAIL: ROBERT.A.STOHLMAN(AT)USCG.MIL: AND CDR ROB L. SMITH (CG-12B), 202-475-5246, E-MAIL: ROB.L.SMITH(AT)USCG.MIL. 7. RADM JODY A. BRECKENRIDGE, ASSISTANT COMMANDANT FOR HUMAN RESOURCES, SENDS. 8. INTERNET RELEASE IS AUTHORIZED.