SAIGE 10th Annual National
Training Program
“I’m an American Indian/Alaskan Native
Special Emphasis Program Manager,
Now What?”
Tuesday, June 4, 2013
1:30 pm – 2:45 pm
Presented by: Cynthia D. Dunn
Internal Revenue Service (IRS), Equity, Diversity and Inclusion (EDI)
Who Am I?
• Cynthia Dunn, Director, TE/GE, Equity,
Diversity and Inclusion
• Highest Ranking Native American
Ancestry Official in TE/GE
• 33 Years of Federal Service
• EEO/EDI/Diversity/Civil Rights Field since
1992
• Lifetime Member of SAIGE
• Tribal Affiliation = Crow and Blackfeet
• Proud Mother and Grandmother
Training Objectives
• Understand the beginning and continuing need for special emphasis
programs
• Identify the two basic goals of all special emphasis programs
• Understand the difference between EEO, Affirmative Employment and
Diversity and the SEPM’s role in each of these areas
• Utilize analytical techniques to perform barrier analysis to identify
problems and potential solutions
• Work with management and employees to overcome employment
barriers
• Work with the EEO office and the management team to develop work
plans
• Identify what you need to do next to implement an effective SEP
Quote from Senator Joe
Baca
Native Americans are the original
inhabitants of the land that now constitutes
the United States. They have helped
develop the fundamental principles of
freedom of speech and separation of powers
that form the foundation of the United States
Government.
The Need for Special Emphasis
Program Managers
• SEPM Background
* The Need for SEP Managers
* Three SEPs Required By Regulation
* Why Only Three SEPs are Mandated by
Law, and Not Others?
SEPM Goals and Objectives
• Two Primary Program Goals
- Eliminate discriminatory practices
- Assure the target group is
appropriately represented throughout
the workforce
The Role of the SEPM
- Member of the Management Team
- Major Roles
- Subject Matter Experts
- Staff Advisors
- Fact Finder
- Information Source
- Program Advocate
Staffing for SEPM Duties
• Permanent Positions
- Full Time & Part Time Positions
- Mixed Series Positions
• Collateral Duty Assignments
- Temporary and Documenting
• Duties
- Sufficient Official Time
Training for SEPMs
- Training for Permanent Positions
- Training for Collateral Duty Assignments
- Examples of Training
Tips on How to Become An
Effective SEP Manager!
- Getting Started
- Reinforce Management’s Role
- Your Strategy
- Brief Your Top Manager
- Meet Your Supervisor
- Document Your Duties in Your PD
- Create Program Visibility
Tips on How to Become An
Effective SEP Manager!
(Continuation)
- Educate Yourself
- Get in the “system”
- Getting time to do your SEPM job
- Set up an SEPM office
- Treat your program with respect
Act, Dress, and Talk Like a
Manager
- Your Personal Appearance
- Dealing With Negative Comments
- Be Informed
- Maintain Your Objectivity
Maintain Formal Relationships
- Official Meetings with Management
- Attend Management Meetings
- Prepare a Work Plan
- Use a Formal Reporting System
- Put it in Writing
- Announcing Activities/Events
- Set Aside Official Time
Use the Informal Structure
- Get Management Support
- Developing Trust
- Maintaining Confidentiality
- Your Belief in the Program
Management Functions
- Planning
- Organizing
- Staffing
- Directing
- Evaluating
Implementation Techniques
- Network with Other Agency SEPMs
- Network with SEP Community Organizations
- Publicize the Program
- Regular Meetings with Management
- Work with Personnel on Internal/External Recruitment
Initiative
- Respond to Inquiries
- Communicate with Employees Who Are Interested
- Keep Adequate Records
Potential Areas to Review
- Employment Statistical Data
- Applicant Flow Data
- Qualification Standards
- Ranking/Rating Factors
- Selection Patterns
- Method of Filling Positions
- Job Announcement Procedures
- Job Interview Procedures
Potential Areas to Review
(Continuation)
- Career Development Plans
- Training Received
- Competitive and Career Ladder Promotions
- Testing for Selection
- EEO Training for Managers
- Supervisory Performance Standards
- Removals (Voluntary and Involuntary)
- EEO Complaints
- Disciplinary Actions
Potential Areas to Review
(Continuation)
- Performance Awards
- Agency Regulations
- Agency Facilities
- Grievance Filed
- Reassignments
- Reduction-In-Force (RIF)
SEPM Visibility
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Memo announcing your appointment
Memo to supervisors
Bulletin boards
Management meetings
Attend staff meetings
Reports to management
Introduce yourself
Write articles for agency newsletter
Develop SEPM newsletter and a SEPM website
Develop a SEPM Workplan
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Identify action items
Coordinate with other SEPMs
Meet with Management
Support your plan
SEPM Budget
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Identifying cost for each item
Present alternative costs
Submitting your budget
Be persistent
Preparing for a Management
Presentation
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Your implementation strategy
Use visual aids
Start with an overview
Follow-up meeting
Be patient
Additional Tips
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Know your agency
Know your managers
Understand management styles
Keep up with changes
Stick to the facts
Assign tasks to managers and supervisors
Use role models
Sample AI/AN SEPM
Appointment Memo
Date:
January 1, 2013
Subject:
Appointment of new AI/AN
Program Manager
From:
Agency Head
To:
All Employees
I would like to officially congratulate Cynthia Dunn on her appointment as our
agency’s new American Indian/Alaskan Native Program Manager. Ms. Dunn will
be working with our management team on identifying and evaluating issues of
concern to AI/AN in our organization. She will serve as Chair on our AI/AN Program
Committee and will represent our agency at the SAIGE Organizational meetings.
I know our managers and supervisors will fully support her efforts to implement a viable and
ongoing program.
You may contact her at (202) 555-1234.
Resources
• Role of the Special Emphasis Program
Manager
• Two-Day Seminar
• Carol Rushford, Rushford & Associates
• 615 South Xenon Court, Lakewood, CO
• Office (303) 989-3796
Quote by a Famous Native
American
“Every passion has it's destiny.”
Billy Mills
Member of the Oglala Lakota (Sioux) Tribe
In closing, I leave you with
the following words of
Wisdom
You already possess everything necessary
to become great.
- Crow
Any Questions?
Contact Information
Cynthia Dunn, Director,
Equity, Diversity & Inclusion (EDI)
IRS - TE/GE: Office of EDI
999 North Capital Street, NE
Washington, DC 20002
Phone: 202-283-9959
Cell: 202-360-0867
Cynthia.D.Dunn@irs.gov