Sec. 7402. Collection, analysis, and dissemination of workforce data
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Not later than 180 days after the date of the enactment of this Act, the Secretary of State shall, in consultation with the Director of the Office of Personnel Management and the Director of the Office of Management and Budget, submit to the appropriate congressional committees a report, which shall also be published on a publicly available website of the Department in a searchable database format, that includes disaggregated demographic data and other information regarding the diversity of the workforce of the Department of State. The report under subsection
(a)shall include the following data to the maximum extent collection of such data is permissible by law: Demographic data on each element of the workforce of the Department of State, disaggregated by rank and grade or grade-equivalent, with respect to the following groups: Applicants for positions in the Department. Individuals hired to join the workforce. Individuals promoted during the 5-year period ending on the date of the enactment of this Act, including promotions to and within the Senior Executive Service or the Senior Foreign Service. Individuals serving during the 5-year period ending on the date of the enactment of this Act as special assistants in any of the offices of the Secretary of State, the Deputy Secretary of State, the Counselor of the Department of State, the Secretary’s Policy Planning Staff, the Under Secretary for Arms Control and International Security, the Under Secretary for Civilian Security, Democracy, and Human Rights, the Under Secretary for Economic Growth, Energy, and the Environment, the Undersecretary for Management, the Undersecretary of State for Political Affairs, and the Undersecretary for Public Diplomacy and Public Affairs. Individuals serving in the 5-year period ending on the date of the enactment of this Act in each bureau’s front office. Individuals serving in the 5-year period ending on the date of the enactment of this Act as detailees to the National Security Council. Individuals serving on applicable selection boards. Members of any external advisory committee or board who are subject to appointment by individuals at senior positions in the Department. Individuals participating in professional development programs of the Department, and the extent to which such participants have been placed into senior positions within the Department after such participation. Individuals participating in mentorship or retention programs. Individuals who separated from the agency during the 5-year period ending on the date of the enactment of this Act, including individuals in the Senior Executive Service or the Senior Foreign Service. An assessment of agency compliance with the essential elements identified in Equal Employment Opportunity Commission Management Directive 715, effective October 1, 2003. Data on the overall number of individuals who are part of the workforce, the percentages of such workforce corresponding to each element specified in section 1401(4), and the percentages corresponding to each rank, grade, or grade-equivalent. The Secretary of State may include in the report under subsection
(a)a recommendation to the Director of Office of Management and Budget and to the appropriate congressional committees regarding whether the Department of State should be permitted to collect more detailed data on demographic categories in addition to the race and ethnicity categories specified in the Office of Management and Budget statistical policy directive entitled Standards for Maintaining, Collecting, and Presenting Federal Data on Race and Ethnicity (81 Fed. Reg. 67398), in order to comply with the intent and requirements of this Act. The report under subsection
(a)shall also describe and assess the effectiveness of the efforts of the Department of State— to propagate fairness, impartiality, and inclusion in the work environment, both domestically and abroad; to enforce anti-harassment and anti-discrimination policies, both domestically and at posts overseas; to refrain from engaging in unlawful discrimination in any phase of the employment process, including recruitment, hiring, evaluation, assignments, promotion, retention, and training; to prevent retaliation against employees for participating in a protected equal employment opportunity activity or for reporting sexual harassment or sexual assault; to provide reasonable accommodation for qualified employees and applicants with disabilities; and to recruit a representative workforce by— recruiting women, persons with disabilities, and minorities; recruiting at women’s colleges, historically Black colleges and universities, minority-serving institutions, and other institutions serving a significant percentage of minority students; placing job advertisements in newspapers, magazines, and job sites oriented toward women and minorities; sponsoring and recruiting at job fairs in urban and rural communities and land-grant colleges or universities; providing opportunities through the Foreign Service Internship Program under chapter 12 of the Foreign Service Act of 1980 ( 22 U.S.C. 4141 et seq. ) and other hiring initiatives; recruiting mid-level and senior-level professionals through programs designed to increase representation in international affairs of people belonging to traditionally under-represented groups; offering the Foreign Service written and oral assessment examinations in several locations throughout the United States to reduce the burden of applicants having to travel at their own expense to take either or both such examinations; expanding the use of paid internships; and supporting recruiting and hiring opportunities through— the Charles B. Rangel International Affairs Fellowship Program; the Thomas R. Pickering Foreign Affairs Fellowship Program; and other initiatives, including agency-wide policy initiatives. Not later than one year after the publication of the report required under subsection
(a)and annually thereafter for the following five years, the Secretary of State shall work with the Director of the Office of Personnel Management and the Director of the Office of Management and Budget to provide a report to the appropriate congressional committees, which shall be posted on the Department’s website, which may be included in another annual report required under another provision of law, that includes— disaggregated demographic data, to the maximum extent collection of such data is permissible by law, relating to the workforce and information on the status of diversity and inclusion efforts of the Department; an analysis of applicant flow data, to the maximum extent collection of such data is permissible by law,; and disaggregated demographic data relating to participants in professional development programs of the Department and the rate of placement into senior positions for participants in such programs.
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- 81 FR 67398
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