Chapter 1 Compliance with Statutory Policies

successors develop and pursue targeted individual development plans (IDPs) to better prepare for executive level assignments. The 2005–2006 open season cycle resulted in 2,129 applicants from which 1,206 potential successors were approved. Potential successors are now following their IDPs, a process that will continue through the start of the next open season, in 2007. In September 2006 the nationwide EAS Leadership Development process was launched to augment the CSP process by reaching deeper into the organization to identify and develop employees to compete for nonexecutive management positions.

2. National Diversity Initiatives

A. GENERAL

The Postal Service is committed to fostering a business culture that provides excellent service to customers and an inclusive work environment for employees. The diversity of employees — their backgrounds, education, perspectives, talents, and skills — plays an integral role in achieving these goals.

The Postal Service acknowledges that to meet its strategic objectives, it must leverage the creativity of all employees by integrating diversity into all business practices. The intent is to foster a work environment where employees contribute ideas, seek challenges, assume leadership roles, and perform at their best. This approach will enable the Postal Service to achieve full stature as a model employer, as defined by the Equal Employment Opportunity Commission’s (EEOC) Management Directive 715. The Postal Service is focusing on four strategies to become a model employer:

• Enhance recruitment and retention.

• Leverage the talents and skills of a diverse workforce.

• Reinforce commitment to diversity initiatives.

• Meet the demographic and economic growth of a growing diverse customer base and the sophisticated demands of tomorrow’s workforce.

B. AFFIRMATIVE EMPLOYMENT PROGRAM: MANAGEMENT DIRECTIVE 715

Affirmative Employment Programs are centered on compliance with Equal Employment Opportunity (EEO) laws and the U.S. EEOC regulations and directives, including Management Directive (MD) 715. The directive requires federal agencies to identify and eliminate workplace policies and practices that create barriers to equal employment opportunity. It establishes reporting requirements designed to guide agencies to better address evolving trends in recruitment, hiring, career development, promotions, separations, and awards and recognition. The Postal Service developed and conducted training for diversity professionals on the requirements of MD-715, including the essential elements of a Model EEO Program. Participants received training in conducting barrier analyses, examined case studies, analyzed data, and received hands-on experience in completing an annual EEO Program Status Report. A total of 133 employees attended the eight sessions. In addition, regularly scheduled teleconference training sessions with field diversity professionals were conducted to update and enhance their knowledge and ability to produce quality reports.

The Postal Service can only be as effective as the people it hires. Identifying and recruiting the right people for the right jobs is a business imperative.

As a recruitment strategy, the Postal Service implemented a pilot internship program this summer through a partnership with The Washington Center for Internships and Academic Seminars. The objective was to establish a structured internship training program focusing on the U.S. Postal Service current recruitment needs. Seven university students participated in the 10-week program that included assignments in Human Resources, Supply Chain Management, Finance, and Public Affairs and Communications. The internship program attracted a diverse group of students who gained a greater knowledge and appreciation of the Postal Service. This effort also helped the Postal Service raise its visibility on college campuses to showcase current employment opportunities.

In accordance with the EEOC rules in Title 29, Code of Federal Regulations, Section 1614.102, the Postal Service maintains affirmative programs such as the Hispanic Program, the National Women’s Program, and other Special Emphasis programs. These programs help support its model agency goals and foster an inclusive environment that thrives on its diversity, promotes fair and open opportunities, and identifies and eliminates any barriers to equal employment opportunity.

1. NATIONAL HISPANIC PROGRAM

The Postal Service continued on-going dialog with the Hispanic community through participation in the Federal Hispanic Employment Program Managers’ Second Annual Summit. At the Summit, postal representatives highlighted best practices used by the Postal Service’s highly successful Hispanic Program. In support of the organization’s key imperatives of engaging employees and generating revenue, the Hispanic Program updated the Baseline Activities Guidelines. These guidelines provide key information on interaction with the diverse communities served on a daily basis. In cooperation with the National Hispana Leadership Institute (NHLI), the Postal Service sponsored a national leadership training attended by more than 100 employees. This training enhanced participants’ professional development and leadership skills, and provided an excellent opportunity to network with leading professionals who could serve as role models and mentors.

2. NATIONAL WOMEN’S PROGRAM

In October 1967 Executive Order 11375 added the purview of sex to other prohibited forms of discrimination in the federal government. In 1974 the Postal Service established the National Women’s Program as a special emphasis separate entity to address the barriers that impeded the advancement of women, pursuing fairness in all aspects of employment, including hiring, retention, training, career development, and promotions.

In adherence to this mandate, the Postal Service sponsored the Federally Employed Women 37th Annual National Training Program, and hosted an agency forum entitled “Leadership-Managing the Journey.” This forum provided 175 high-potential employees with the opportunity to develop leadership skills and network with postal executives. This year’s conference gave attendees an opportunity to attend a variety of training