441 G Street Washington DC, 20314-1000 Phone: (202) 761-0308 or (202) 761-0559 USACE: www.usace.army.mil/index.html Employment: www.usace.army.mil/howdoi/employment.htm Human Resources: www.hq.usace.army.mil/cehr/index.htm The Stats Employees 2006 Worldwide: 35,250 Locations The in the US is divided into eight Regional Divisions which are divided into subordinate districts. Divisions and district boundaries, for the most part are determined by watersheds. The districts are the operational level of the corps, seeing to the day-to-day activities in all of the mission s areas. The divisions are: Pacific Ocean Division, Northwestern Division, South Pacific Division, Southwestern Division, Great Lakes and Ohio River Division, Mississippi Valley Division, North Atlantic Division, and South Atlantic Division, as well as district offices in Asia and Europe. The local public affairs office provides a first point of contact for all Corps organizations. For general information: Public Affairs Office, CEPA (202) 761-0011. Employment Contact Headquarters Directorate of Human Resources E-mail: Questions and Comments Contact Form at www.hq.usace.army.mil/contact/contact1.asp?f id=31 Recruiting Please list the schools/types of schools at which you recruit. Private schools Public state schools Historically black colleges and universities (HBCUs) Hispanic serving institutions (HSIs) Native American tribal universities Other predominantly minority and/or women s colleges Do you have any special outreach efforts directed to encourage minority students and graduates to consider your firm? Hold a reception for minority students Conferences Advertise in minority student association publication(s) or other minority-focused publications 323
Participate in/host minority student job fair(s) or other minority-focused job events Sponsor minority student association events Outreach to leadership of minority student organizations Scholarships or intern/fellowships for minority students Precollege and pipeline programs What activities does the firm undertake to attract minority and women employees? Partner programs with women and minority associations Conferences Seek referrals from other employees Precollege and pipeline programs Promote diversity and diverse workplace in collateral and on web site Do you use executive recruiting/search firms to seek to identify new diversity hires? No. What activities does the firm undertake to recruit/intern at the high school level? Offer internships Organize career counseling fairs Engineering Internships and Co-ops Each local district area hires Interns in semi-permanent position, in addition to sumer internships for high school students. Interns are hired in engineering and sciences, resource management, asset management, etc. Pay: Pay varies by location and position Web site for internship/co-op information: www.studentjobs.gov Entry-Level/Training Programs leading to Full-Time Opportunities Student Temporary Employment Program (STEP) Length of program: For the duration of part-time or full-time enrollment in an accredited post-high school education institute Student Career Employment Program (SCEP) Length of program: For the duration of part-time or full-time enrollment in an accredited post-high school education institute Internships Affinity Groups Advancing Minorities Interest in Engineering Conference (AMIE) AMIE is a nonprofit organization whose purpose is to expand corporate, government, and academic alliances to implement and support programs to attract, educate, graduate and place underrepresented minority students in engineering careers. The outcome of an initiative by Abbott Laboratories in 1992, AMIE represents a coalition of industry and government agencies, and the 324 2008 Vault.com Inc.
Accreditation Board for Engineering and Technology (ABET) ccredited Historically black colleges and universities (HBCUs) schools of engineering, who see a diversified workforce as a competitive advantage and an essential business strategy. Web site: amiepartnerships.org Hispanic Engineer National Achievement Awards Corporation (HENAAC) HENAAC is the gateway for Hispanics in science, technology, engineering and mathematics (STEM). Established in 1989, HENAAC is a nonprofit organization that focuses on STEM educational awareness programs for students from kindergarten to career. HENAAC provides resources for recognition and recruitment of Hispanics in STEM on a national level, connecting multiareas of engineering and science arenas to the general population. Web site: www.henaac.org Society of Women in Engineering (SWE) The Society of Women Engineers (SWE) is a not-for-profit educational and service organization that empowers women to succeed and advance in the field of engineering, and to be recognized for their life-changing contributions as engineers and leaders. Founded in 1950, SWE is the driving force that establishes engineering as a highly desirable career for women through an exciting array of training and development programs, networking opportunities, scholarships, outreach and advocacy activities and much more. Web site: www.swe.org Federally Employed Women (FEW) Federally Employed Women (FEW) is a membership organization working for the elimination of sexual harassment and the advancement of women in government. This will be accomplished by: encouraging diversity and equity in the workplace, enhancing career opportunities for women, establishing and maintaining relationships with organizations to advocate the fair application of EEO and personnel laws, policies, procedures, and practices, improving the quality of life for women by influencing Congressional and administration actions, committing to achieve and maintain a unified and diverse membership, and providing opportunities for professional growth through leadership development, education, mentoring and networking. The FEW mission and purpose statement was revised to recognize that the mission of an organization is its driving force, and that FEW s mission needed to be consistent with the needs of federal women in the 21 st century. Web site: www.few.org National Women of Color (WOC) in Technology Awards Conference A leading, high-level meeting of minority women in information technology, computer science, information science, bioinformatics, digital arts, and system, the National Women of Color Technology Awards conference (NWOC) is the place to connect with the key issues in U.S. job growth diversity, the critical shortage of women in IT careers, technological innovation and women-owned IT ventures. Web site: www.womenofcolor.net/v2/index.php American Indians in Science and Engineering Society (AISES) The AISES mission is to increase substantially the representation of American Indian and Alaskan Natives in engineering, science and other related technology disciplines. Through a variety of educational programs, AISES offers financial, academic and cultural support to American Indians and Alaska natives from middle school through graduate school. AISES provides professional development activities to enable teachers to work effectively with native students. AISES also develops culturally appropriate curricula and publications. AISES builds partnerships with tribes, schools, other nonprofit organizations, corporations, foundations and government agencies to realize its goals. Web site: www.aises.org Society of Hispanic Professional Engineers (SHPE) SHPE is the leading social-technical organization whose primary function is to enhance and achieve the potential of Hispanics in engineering, math and science. 325
Web site: www.shpe.org Black Engineers of the Year Awards (BEYAC) Throughout the conference, our seminars and workshops will offer new information on a variety of topics affecting black technology professionals such as career advancement, diversity programs and specialized industry updates. The career fair will link qualified engineers, scientists, business professionals and students with employers both regional and national. Completing the three-day event, the BEYA Awards Ceremony will recognize the achievement of African-American leaders. Web site: www.beya.org National Society of Black Engineers The National Society of Black Engineers (NSBE) is a 501(C)(3) nonprofit association that is owned and managed by its members. The organization is dedicated to the academic and professional success of African-American engineering students and professionals. NSBE offers its members leadership training, professional development, mentoring opportunities, career placement services and more! NSBE is comprised of more than 300 collegiate, 75 professional and 75 precollege chapters nationwide and overseas. Web site: national.nsbe.org Blacks in Government Blacks In Government (BIG) was established in 1975 and incorporated in 1976 by a small group of African-Americans at the Public Health Services, which is a part of the Department of Health, Education and Welfare in the Parklawn building in Rockville, Maryland. The organization was viewed as essential to the black civil service employee, based on a wide assortment of racially motivated problems faced by the HEW black employees in Rockville. Initially, it was thought that the umbrella organization would address only the problems at the federal level. However, it was soon determined that state, county and municipal black employees were faced with the same general type of employment problems. Nonetheless, Blacks In Government was organized in 1975 and incorporated as a nonprofit organization under the District of Columbia jurisdiction in 1976. BIG has been a national response to the need for African-Americans in public service to organize around issues of mutual concern and use their collective strength to confront workplace and community issues. BIG s goals are to promote EQUITY in all aspects of American life, EXCELLENCE in public service, and OPPORTUNITY for all Americans. Web site: www.bignet.org Federal Asian Pacific Islander National Convention The Federal Asian Pacific American Council (FAPAC) was founded in 1985. It is a nonprofit, nonpartisan organization representing the civilian and military Asian Pacific American (APA) employees in the federal and District of Columbia governments. FAPAC is organized exclusively for educational purposes within the meaning of Section 501(c) (3) of the Internal Revenue Code. The primary purpose of FAPAC is to serve as an interagency association within the federal and District of Columbia governments, providing a focus for over 30 ethnically distinct groups originating from Asian and Pacific regions as recognized by the United States Bureau of the Census. Web site: www.fapac.org Strategic Plan and Diversity Leadership How does the firm s leadership communicate the importance of diversity to everyone at the firm? Special emphasis programs and managers are supported by USACE HQ EEO. Policy statements are distributed by USACE commanders at the HQ and local levels. E-mail messages are distributed periodically to demonstrate the commitment to diversity and equal employment opportunity. 326 2008 Vault.com Inc.
Has the firm undertaken a formal or informal diversity program or set of initiatives aimed at increasing the diversity of the firm? Yes, formal. Each district has either special emphasis program managers (SEPM s) or an EEO professional who serves as the diversity specialist. We are currently working with the SEPM s on developing their outreach and recruitment skills. How often does the firm s management review the firm s diversity progress/results? Annually with the MD 715 Report or the Affirmative Employment Plan. Retention & Professional Development Please identify the specific steps you are taking to reduce the attrition rate of minority and women employees. Develop and/or support internal employee affinity groups (e.g., minority or women networks within the firm) Increase/review compensation relative to competition Increase/improve current work/life programs Adopt dispute resolution process Succession plan includes emphasis on diversity Work with minority and women employees to develop career advancement plans Review work assignments and hours billed to key client matters to make sure minority and women employees are not being excluded Strengthen mentoring program for all employees, including minorities and women Professional skills development program, including minority and women employees Measure diversity issues separately from employee satisfaction Recruitment and retention of women and minorities as a management performance objective that is measured on an annual basis Provide formal and informal mentoring opportunities to minority and women employees Other: Most of the above options are in place at SPL (Los Angeles), however the command affords these opportunities for employees who are critical to any number of operations. Diversity Mission Statement The is an equal employment opportunity employer. The equal employment opportunity office manages the EEO complaints processing system to ensure compliance with regulatory requirements and monitors and assesses the climate of USACE activities to ensure that human resource management of civilians complies with EEO/affirmative employment principals and requirements. Additional Information Equality of opportunity is a right mandated by law. It is the policy of the to provide equality opportunity in employment for all person; to prohibit discrimination in employment because of race, color, religion, sex, national origin, age, or disability; and to promote the full realization of equal employment opportunity throughout the command. Although progress in the employment of minorities and women has been made, additional steps are needed to strengthen, preserve and fully assure equal opportunity and affirmative employment in the federal government. 327