Recruitment Strategy
Establishing goals is the final statistical component in administering GSFC’s Affirmative Employment Program. It is here that we identify what placement opportunities we expect during the coming year, and what portion of them we expect to be able to use toward reduction of any underrepresentation.
Underrepresentation is determined by comparing the workforce percentage of a particular group to the appropriate civilian labor force (CLF). If the workforce percentage is lower than the CLF, then there is underrepresentation.
The challenge faced by GSFC is finding creative and effective ways to address underrepresentation in the workplace. We utilize a combination of student programs and targeted recruitment at minority serving institutions in our effort to accomplish our recruitment strategy.
Recruitment emphasis may be placed on each category or major occupation where underrepresentation is identified.
Major Occupation Parity Analysis to
Determine Underrepresentation
Clericals-Technicians-Wage Grades
October 2002
October 2003
N/A
N/A
N/A
Administrative
October 2002
October 2003
October
2004
October
2005
October
2006
Engineers
October 2002
October 2003
October
2004
October
2005
October
2006
Scientists
October 2002
October 2003
October
2004
October
2005
October
2006
MD-715
The Equal Employment Opportunity Commission's (EEOC) Management Directive (MD) 715 requires NASA and each of the NASA Centers to examine their workforces for possible barriers to equal employment opportunity.
Major Occupations
NASA compares the diversity representation of its major occupations with the diversity representation of the same (or similar) jobs in the national civilian labor force. GSFC developed a relevant civilian labor force (RCLF) statistic to compare diversity representation of occupations here at GSFC. Consistent with the MD 715, we use national data comparisons.
Major occupations are defined as mission-related and heavily populated, relative to other occupations within the agency. They are essential to the mission of the agency.
At GSFC, we have identified the following major occupations to report on at the Agency level:
- Aerospace Engineer
- Computer Engineer/Scientist
- General Engineer
- Electronics Engineer (includes Electrical Engineer)
- Space Science
- Earth Science
- Contracts & Procurement
GSFC will analyze two additional occupations at the Center level:
- Financial Administrative
- Other Administrative
The population in these two groups is not large enough to meet the requirements of MD 715 analysis. However, we elect to review these groups given GSFC employs a significant number of these professionals. “Major Occupations” are identified in MD 715 as occupations containing 100 or more employees whose jobs are mission related.
Employment Goals
GSFC employment goals are determined by comparing the demographics of the GSFC workforce to the 2000 National Census data. GSFC will be assessing our major occupations:
- To determine deficiencies in representation of minorities, women, and people with disabilities (PWDs) in the overall workforce and in various occupations and grades.
- To determine groups to target for external recruitment.
