SES Analysis rough draft (1)

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A More Targeted Hiring Approach:
Achieving Diversity in the Senior Executive Service and All of the EPA
Submitted By: Zachary Themer
Recipients: Denise Benjamin-Sirmons, Lenee Morina, Michael Nieves
July 8, 2014

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Table of Contents
Background…………………………………………………………………………………… 3
Organization………………………………………………………………………………….. 4
Occupational Data……………………………………………………………………………. 5
Demographical Data………………………………………………………………………….. 6
Demographical Data Analysis…………………………………………………………...…… 8
Organizational Information and Analysis…………………………………………...………11
Recommendations on Current Relationships………………………………………………..46
Outreach Proposals……………………………………………………………………………53
Conclusion…………………………………………………………………. .…………………57

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Background:
The purpose of this inquiry is to determine a sound means through which the Environmental
Protection Agency can better focus and improve its hiring and recruitment practices for Senior
Executive Service candidates. Currently, the EPA recruits candidates from not only within the
agency, but also outside of it as it enlists various organizations across the country to make job
postings available to its various members. Some of these organizations include the Hispanic
National Bar Association, Society of Women Engineers, the National Black MBA Association,
and many more.
Currently, the EPA contracts these various organizations to post the various positions that open
up within the agency. In this study, new means and methods will be identified through which the
EPA can sharpen its recruiting methods of EPS candidates outside the agency, in order to
promote and achieve a more diverse workplace. By going beyond simply the names of the
organizations or their sizes, this study will identify specific organizations that the EPA should
focus its recruiting efforts on, as well as what organizations provide the most benefit to the EPA
in targeting. Thus, by identifying various key characteristics, such as size, demographics,
organizational structure, fees, and more, this study will hopefully identify a new grounds from
which the EPA can be more diverse at its supervisory and management positions.

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Organization:
Initially, this report will provide an in-depth analysis of each of the 37 organizations that the
EPA currently sends out SES recruitment postings to. This analysis will include intuitive facts
such as size of organization, location, fees, and more. Furthermore, this study will measure the
organizations purposes and sizes against the most current demographic data that the EPA has
available. By comparing these figures, it will be possible to identify key organizations that the
EPA needs to focus its recruiting efforts on, as well as which ones the agency would be better of
spending fewer efforts on. Specifically, the analysis of each organization will take into account
key factors, such as the growth of the organization over past years as well as its future outlook
and relations with the EPA, and government as a whole. Rather than focusing on strictly static
factors such as size of organization or location, this report will be a more dynamic approach and
analysis of the organization as a whole. Furthermore, this report will aim to show how the SES
can be diverse in where its members backgrounds are in. For example, the SES should be
diverse, made up of employees that have worked from the physical sciences, to the field, the
human resources. The SES should not only be diverse in demographics, but diverse in
occupation and expertise.
After completing an analysis of every organization, this report will conclude with a summary
that will outline a future means of recruiting for SES applicants the Environmental Protection
Agency. Furthermore, it will categorize each organization towards a specific demographic. Thus,
if the EPA were to be in pursuit of African-American candidates for various SES positions, this
report would outline which organizations would be most appropriate to use in going about that
process. Using current demographic data in the EPA, but government and nation as a whole, this
inquiry and report should be of significant value in creating a diverse future for the management
positions at the EPA.

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Occupational Data:
Occupation Total Percent
Miscellaneous Occupations* 2599 17%
General Administrative,
Clerical, and Office Services
3213 21%
Natural Resources
Management and Biological
Sciences
1770 12%
Accounting and Budget 589 4%
Legal and Kindred 1140 8%
Engineering and Architecture 2196 14%
Physical Sciences 2993 20%
Information Technology 638 4%
* - “Miscellaneous Occupations” includes the occupational classifications Environmental
Protection Specialists (ESPs) and Environmental Protection Assistants (EPAs)

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Demographical Data:
In order to understand where the EPA should continue its recruiting efforts, or discard them with
various organizations, it is critical to see the current demographic and racial make-up of the
agency. By demonstrating the demographic data of not only the EPA, but also the entire country,
government, and SES, it will be simple to show where the EPA needs to target its recruiting
efforts. In the following tables, the most recent data from the Census Bureau and other various
non-profit organizations are displayed. Each piece of data has been researched and matriculated
carefully and precisely in order to give a more accurate roadmap of where the EPA needs to
move, and search, in the future as it transitions to a different tomorrow and equal, inclusive, and
diverse future.
FIGURE 1.1: GENDER %
USA Government EPA SES
Male 49.2 52 45.38 66.54
Female 50.8 49 54.62 33.46
FIGURE 1.2: HISPANIC/LATINO %
Hispanic/Latino 16.9 8 6.93 3.17
Non-
Hispanic/Latino
83.1 92 93.07 96.83
FIGURE 1.3: RACIAL CATEGORY/IDENTITY %
American Indian or
Alaskan Native
1.2 2 0.86 1.14
Asian 5.1 5 5.24 3.14
Black 13.1 16 14.27 10.36
Hawaiian/Pacific
Islander
0.2 1 0.28 0.15
White 77.9 73 76.26 80.51
Two+ Races 2.4 4 3.10 0.57

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FIGURE 1.4: SEXUAL ORIENTATION %
Hetero N/A 85 83.98 N/A
LGBT 3.80 3 4.45 N/A
Prefer not to
Say
N/A 12 11.57 N/A
FIGURE 1.5: VETERAN STATUS %
Veteran 6.4 28 10.23 N/A
Non-Veteran 93.6 72 89.77 N/A
FIGURE 1.6: DISABILITY STATUS %
Disabled ~20 13 6.99 7.73
Non-Disabled ~80 87 93.01 92.27
*Please note that, in the above tables, the SES information reflects the demographics of all
individuals that in the SES in the entire government, not just the EPA.

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Demographical Data Analysis:
Gender:
As the gender statistics show, there is generally a low range of difference in the
proportion of females to males in the country’s population, government, and EPA.
However, with the SES, there becomes a clear differentiation between the two.
Specifically, men outnumber women in the SES by nearly a 2 to 1 margin. More
specifically, when women outnumber men in the EPA by nearly 10%, it becomes an issue
that needs to be addressed even more. However, knowing that the average age of
someone in the SES is over fifty years, an underlying factor in this differentiation at the
SES can be identified. Knowing that the individuals in the SES have likely been in their
agency or government for over a decade, and the gender gap that existed in education
prior to the last decade or so, it becomes possible to believe that the SES is male centric
as a result in the gender gap from previous years. While it is likely that the difference
between men and women in the SES will naturally shorten in the coming years, there still
needs to be an effort to introduce women into the management positions within the
government and the entire EPA. Therefore, a task of the recruitment strategies for the
EPA SES should be to identify women and seek out those qualified to hold management
level positions.
Hispanic/Latino:
Looking at the distribution of Hispanics and Latinos within the EPA, government, and
SES, it becomes clear that there is a large disparity between all three and the national
population of Hispanics. While nearly 17% of the US is Hispanic, only half that
represents the government, and an even smaller percentage for the EPA and SES. In
identifying this issue, there are a variety of reasons such a disparity could exist, such as
cultural factors and the influx of Hispanics over the past several years that has not yet had
an opportunity to reflect itself within the government. While the proportion of Hispanics
in the SES could very well be a reflection of cultural issues of the past that do not reflect
the current status of Hispanics in the nation with regards to education, sociability, and
mobility, there still exists the issue of only having 3% of SES employees being Hispanic.
Because of this, it is clear that there needs to be a demonstrated effort by the EPA and
SES to bring about a more diverse leadership through the hiring of more, new, and
bright-minded Hispanic individuals for SES-level positions.

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RacialComposition:
Composing a fair and diverse SES with regards to racial composition may be the greatest
challenge that the EPA and government faces in recruiting. With such a large variety of
races and identities, it becomes difficult to achieve an ideal proportion. Therefore, it is in
the best interest of the EPA to not specifically work to create an SES reflective of the
total population, but rather, create an SES that is a reflection of efforts to be fair and open
in hiring management level individuals. As the data suggests, the SES as a whole is very
reflective of national averages for various races and identities. There requires no
significant effort for the EPA or SES to be more composed of one race or another, but
rather, and effort to continue the efforts that are ongoing. Surely, as the proportion of
populations change in the country through the next few years, the SES will at times look
out of place as it reflects the racial proportions of a prior time. However, as the data and
history suggests, the EPA and SES is well positioned to continue promoting diversity in
its workplace and workforce. Thus, there need not be any large scale or specific hiring
efforts by the SES or EPA in the forthcoming days, months, or years.
Sexual Orientation:
Determining how to focus the recruiting efforts of the EPA and SES for sexual
orientation is quite difficult. The primary reason for this trouble is that we simply do not
know the sexual orientation proportions of individuals within the SES. While we have a
rough estimate that the government and EPA as a whole are fair reflections of the
national LGBT average, we cannot be sure that the SES reflects those same percentages.
Thus, for the SES, the EPA and entire government should implement their own hiring
practices to the SES. That is, the fair, equal, and diverse hiring policies of the EPA should
be reciprocated in the hiring of LGBT individuals. The government prohibits
employment decisions based on sexual orientation, and surely the SES is no exception to
that issue. Regardless, the EPA should make efforts to reach out to LGBT focused
associations and organizations in its hiring of SES individuals in not only a showing of
good faith, but primarily, to reach out to all individuals and find the truly most excellent
future employees and managers in the SES.
Veteran Status:
One of the most targeted factions for government recruitment are veterans. Thus, the
entire government, and in turn the EPA, devote a great deal of effort to recruiting
veterans to the EPA and its management positions in the SES. As the data in the tables
suggest, the EPA lags behind the average government hiring of veterans, but is in line
with the national average. Knowing that veterans make up a large part of the
Department’s of Defense and State, it can be confidently stated that the government totals
of veterans isn’t a fair use of information in hiring SES employees for the EPA. For the

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EPA, the mission should be to continue the same hiring practices in currently uses in the
SES. That is, it should attempt to reciprocate its track record of hiring veterans in its
regular workforce in the SES. The EPA has a proven track record of sound hiring
practices, and it should continue those same efforts in tracking down the most qualified
veterans to serve in the SES. However, the EPA should be careful in not limiting itself in
the hiring of veterans to maintain some similarity to the national average of veterans.
Rather, it should target veterans, but also hire veterans that are qualified, regardless of
some self-implemented quota or whatnot.
Disability Status:
The United States government prides itself on being an employer of all individuals,
regardless of race, gender, sexual orientation, or disability. However, when noticing that
the proportion of disabled individuals within the government, EPA, and SES, this
practice seems to be ignored. While the data suggests that the EPA, SES, and government
do not have an equal amount of disabled individuals to the national averages within their
workforces, one must realize that there exist individuals that are simply incapable of
working within the government whatsoever. Thus, as the data shows that the EPA and
SES have fairly equal proportions of disabled individuals, it would be fair to suggest that
the EPA should maintain and continue its targeted hiring practices of disabled
individuals. By ensuring that disabled individuals are aware of open positions and are
given a fair opportunity to apply, the EPA can ensure that it will maintain its fair
representation of disabled individuals within leadership and throughout the agency.

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Organizational Information and Analysis:
African American FederalExecutives Association:
Website www.aafea.org
Headquarters Location 803 Coxswain Way #109; Annapolis, MD
Phone 866-600-4894
Posting Fee None
Size N/A
History The African American Federal Executive Association, Inc., a non-
profit association, was founded in February 2002 by several African
American members of the Federal Senior Executive Service.
AAFEA promotes the professional development and advancement of
African Americans into and within the senior ranks of the United
States Government. We sponsor programs and advocate policies that
will enhance opportunities for African Americans to serve our nation
in senior level positions.
Qualifications for
Enrollment
AAFEA membership is open to active and retired federal employees
in grades GS-13 through SES (or equivalent grades). AAFEA
membership is also available to uniform members of the Army, Air
Force, Navy, Marines, Coast Guard, Merchant Marines and Public
Health in grade Major (or equivalent) and above.
Areas of Expertise Work primarily to ensure that African-Americans are given
opportunity in workplace. Make sure that diversity and inclusion is
ensured to all federal employees. Work to make employees qualified
and knowledgeable about those opportunities.
Means and Location of
Outreach
Primarily make employees aware via emails and newsletters
distributed through their website. Members are keen to messages as
all are high level federal employees and capable of jobs and
positions.
Reach The AAFEA would be primarily useful in targeting African-
Americans, both men and women. More so, they would be useful
in targeting employees that fall into the “General Administrative,
Clerical, and Office Services”

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American Associationfor Affirmative Action:
Website http://www.affirmativeaction.org/
Headquarters Location 888 16th Street, NW Suit 800; Washington, DC
Phone 202-349-9855
Posting Fee 90 Days- $125; 60 Days- $75;
Size N/A
History Founded in 1974, the American Association for Affirmation Action
(AAAA) is a national not-for-profit association of professionals
working in the areas of affirmative action, equal opportunity, and
diversity. We help our members to be more successful and
productive in their careers. We promote understanding and
advocacy of affirmative action to enhance access and equality in
employment, economic and educational opportunities.
Qualifications for
Enrollment
There are no specific requirements to join the organization. Only
that one, or organization, is committed to affirmative action and
equal opportunity.
Areas of Expertise They are best in that they promote the policies of affirmative action
in the government. That is, they desire to make sure there are
practices in place that will allow all individuals to be a part of the
government that serves them. Their longevity suggests that they
have been a viable institution for some time now.
Outreach
They post positions on their website as well as direct all of their
members to them. However, with their members being anyone who
is committed to the cause of affirmative action, some candidates
who would never possible be eligible for an SES position will
apply.
Reach The AAAA is certainly a viable institution in attracting a wide
range of employees. Since their creed is to be open to all
employees, it is likely that they would not be used to target one
specific group of individuals. Rather, they would be most viable in
making sure the EPA message is open to the public and a more
“general” type of individual. They should not be used to target a
specific area of classification or demographic.

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American Associationof Black in Energy
Website http://www.aabe.org
Headquarters Location 1625 K St. NW, Ste. 405 Washington, DC
Phone 202-371-9530
Posting Fee $165 – 45 Day Posting
Size N/A
History Founded in 1977 by Clarke Watson, he American Association of
Blacks in Energy (AABE) is a national association of energy
professionals founded and dedicated to ensure the input of African
Americans and other minorities into the discussions and
developments of energy policies regulations, R&D technologies,
and environmental issues.
Qualifications for
Enrollment
Membership in the American Association of Blacks in Energy is
open to employees, and owners of energy-related businesses and
members of ancillary professions and organizations serving the
energy industry. This includes: Consultants, Educators, Trade
Associations, Local Government and Regulatory Agencies and
Students.
Areas of Expertise They are best suited in being an advocate for African-Americans.
This organization does not exist to make a profit off of its members,
but to advance a message that fights for the integrity and promotion
of African-Americans within the government. Furthermore, they are
skilled at sending their message to their members and making sure
they receive the benefits of their membership.
Outreach
Primarily they reach out to employees via mailers and emails, but
they have also shown to make the plights and causes of their
members known through lobbying and government initiatives. They
work not only with their members, but promote the word of mouth
that fosters an organization where members look out for each other.
Reach The AABE would be best in reaching out to African-American
men and women. Furthermore, they would be best in targeting
individuals in the following job classifications: Natural Resources
Management and Biological Sciences, Engineering and
Architecture, Physical Sciences, and Miscellaneous
Occupations.

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American Bar Association:
Website www.abanet.org
Headquarters Location 321 North Clark, Chicago, Illinois
Phone 213-624-0900
Posting Fee N/A
Size 410,000
History On August 21, 1878, seventy-five lawyers from twenty states and
the District of Columbia met in Saratoga Springs, New York, to
establish the American Bar Association. Since that first meeting,
the ABA has played a formative role in the development of the
profession of law in the United States.
Qualifications for
Enrollment
Open to all individuals. They offer specific memberships in the
following categories: Lawyers, law students, student associates, and
associates. Lawyers and law students would be the primary targets
of EPA recruiting.
Area of Expertise Known as the standard of law, they serve as an institution that
works directly for its members, all of whom are qualified and have
succeeded in their careers. This is an organization built on, based
on, and continued via success and achievement of its members and
leadership.
Recruitment
They do not necessarily recruit its members as much as its members
wish to recruit it. The American Bar is known as a stable
organization that primarily works to present opportunities to its
members and encourage them to establish relationships with each
other. It is not only an organization that will make members aware
of EPA opportunities, but an organization that will encourage
members to communicate and have dialogue with one another.
Reach This organization is primarily best for filling roles in the General
Administrative, Clerical and Office Services, Accounting and
Budget, and Legal and Kindred. While they fill a large number of
the 8 categories from which the EPA is largely based, it does not
necessarily provide direct means to contacting candidates to
achieve diversity. They may have data that we can rely on, but they
wouldn’t be a means of targeting demographic approach hiring.

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American Institute of ChemicalEngineers:
Website http://aiche.org/index.aspx
Headquarters Location 120 Wall Street, FL 230 New York, NY
Phone 646-279-2149
Posting Fee $495 - 5 job postings and resume search for 45 days
Size 45,000
History AIChE is the world's leading organization for chemical engineering
professionals, with over 45,000 members from over 100 countries.
AIChE has the breadth of resources and expertise you need whether
you are in core process industries or emerging areas, such as
nanobiotechnology.
Qualifications for
Enrollment
Offer various memberships ranging from undergraduate student all
the way to professional members. Professional members and senior
professional members would be main targets of EPA search. As
would be young professionals and graduate students.
Areas of Expertise They primarily provide resources to their employees, such as
mentorship, instruction, job resources, material resources, and
networking and dialogue. They are a very specific group of
individuals, and the members are all qualified and capable of the
name of which they bear.
Outreach
They establish a community more than anything within their
organization. The community is based on a mutual profession
through which individuals are provided opportunities and the ability
to connect with one another. It is a stable group and one that should
stand for a long time.
Reach This organization does not provide the ability for the EPA to target
specific demographics such as race or gender. Rather, it provides
the opportunity to look at its eight occupational classifications. The
classes the AICE could provide recruiting for are: Miscellaneous
Occupations, Natural Resources Management and Biological
Sciences, and Physical Sciences.

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Asian American Government Executives Network:
Website http://www.aagen.org/
Headquarters Location 1001 Connecticut Avenue, NW, Suite 320, Washington, DC
Phone 202-351-9214
Posting Fee None
Size N/A
History The Asian American Government Executives Network started in
1994 when several Asian American executives in the federal
government met informally to explore ways of establishing a
collaborative network of Asian and Pacific Islander American
executives’ government‐wide. Since then, AAGEN has become a
fully participating partner in the public arena. It has active members
throughout the country in federal, state and local government.
Qualifications for
Enrollment
Regular Members. Presidential Appointment with Senate
Confirmation (PAS), career and non-career Senior Executive
Service (SES), senior Level (SL/ST), GS-15, GS-14 who have
completed the SES Candidate Development Program, and military
rank O-6 and above, or equivalent active or retired government
employees. Associate Members. Current or former government
officials at the rank or their equivalent in pay level or responsibility
to the GS-14 level and the military O-5 level. Affiliate Friends.
Non-member friends. GS-13/O-4 or below, or non-Government.
Area of Expertise
This group exists to foster a community amongst its members in
order to help them create opportunities and discuss opportunities
amongst each other. These include job openings, encouragement,
and shared resources and techniques. They desire to create a union
amongst its members.
Outreach
Provide a community that is connected through very specific
occupations and identity. They use networking events, yearly
events, and forums for employees to connect with each other. They
often and quickly post resources to their website.
Reach
Can reach a number of desirable candidates. For demographics they
provide opportunity to reach Asians for racial category, as well as
General Administrative, Clerical, and Office Services for job
category.

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AssociationofLatinos in Finance and Accounting:
Website http://alpfa.org/
Headquarters Location 55 Broad Street, New York, NY
Phone 888-252-1220
Posting Fee $180 – Single job posting for 30 days
$728 – Five job postings for 30 days
$1144- Ten jobs postings for 30 days with resume access
Size 23,000
History Founded in 1972, ALPFA is the leading national professional
association, consisting of chapters across the country and Puerto
Rico. ALPFA is dedicated to enhancing opportunities for Latinos in
the business, accounting, finance and related professions. ALPFA is
a not-for-profit entity registered with the Internal Revenue Service.
Membership is open to anyone who shares our values, mission, and
principles.
Qualifications for
Enrollment
Any person who shares our values, mission, and principles; and,
holds a baccalaureate degree, or its international equivalent in
business, finance, accounting, or related majors; or, holds an
equivalent professional certification in a business, accounting, or
finance related field or shall be a practicing professional in
business, finance, accounting and related fields.
Area of Expertise They are a professional organization and work primarily to bring
about people with similar interests. Not necessarily a prestigious
organization, they work fundamentally to bring people together as
their membership is nonexclusive. They do require a significant
education requirement though
Outreach
Contact members of communities to let them aware of job
opportunities as well as issues they should be concerned with. They
work to ensure that employees are treated equally in the workplace,
a process they help promote by distributing job opportunities to
employees.
Reach They are a valuable organization. They can provide outreach to
Latino men and women, as well as provide candidates for job
classifications such as Accounting and Budget , General
Administrative, Clerical, and Office Services.

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Blacks in Government:
Website http://www.bignet.org/
Headquarters Location 3005 Georgia Avenue, NW; Washington, DC
Phone 202-667-3280
Posting Fee N/A
Size N/A
History Nonetheless, Blacks In Government was organized in 1975 and incorporated
as a non-profit 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.
Qualifications for
Enrollment
Offer a regular membership that requires one is an employee or
retiree of the Federal, State, or Local government and is in accord
with the principles, policies, and objectives of the organization.
Also offer associate memberships and lifetime memberships.
Area of Expertise They work primarily to advocate for African-Americans throughout
the government. While they don’t necessarily have the strongest
foundation, they do have a membership group that is made up of
primarily capable and qualified individuals with government
experience.
Location and Means of
Outreach
They contact their members primarily to make sure they are aware
of the issues in government, as well as make sure that employees
are working to advance and address those issues. They don’t seem
to necessarily have job offerings to their employees, but that is
something that can surely be arranged.
Reach They provide the ability to recruit African-American men and
women, as well as individuals likely in the job classification of
General Administrative, Clerical, and Office Services; Legal
and Kindred.

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Chief Financial Officers:
Website http://www.cfo.com
Headquarters Location 45 West 45th Street, 12th Floor, New York, NY
Phone 212-641-9843
Posting Fee $299 – Price per job posting at 1-3 postings
$249 – Price per job posting at 4-9 postings
$199 – Price per job posting at 10+ postings
Size N/A
History Launched in 2000, CFO.com offers daily stories geared specifically
for finance executives. Coverage includes original reporting on new
accounting standards, recent capital-raisings, risk management, and
professional career development. The site also features proprietary
benchmarking tools and calculators, plus a full set of related
directories, special reports, and buyer’s guides. In addition,
CFO.com provides complete online editions of CFO magazine.
Qualifications for
Enrollment
Does not offer a membership. Rather, it posts jobs on its websites
for various individuals to browse. It does offer a magazine.
Area of Expertise Providing information and job opportunities to its readers and
members. Not a very specific organization, but those interested are
likely those that have a financial background. They provide
information to anyone who is willing to listen, and they do it well.
Outreach
They do not have a membership, but they do have a magazine and
website that not only post job opportunities, but make readers aware
of other opportunities that exist for networking and the sharing of
information and awareness.
Reach They do not provide a very specific way of targeting individuals,
but they would likely be best served for recruiting individuals for
the job classification of Accounting and Budgeting.

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Chief Human Capital Officers Council:
Website http://chcoc.gov
Headquarters Location OPM Management Suite 5H27 1900 E St, NW, Wash., DC
Phone 202-606-2310
Posting Fee None
Size 25
History The Chief Human Capital Officers Act of 2002, enacted as part of
the Homeland Security Act of 2002 (Pub. L. No. 107-296) on
November 25, 2002, required the heads of 24 Executive
Departments and agencies to appoint or designate Chief Human
Capital Officers (CHCOs). Each CHCO serves as his or her
agency’s chief policy advisor on all human resources management
issues and is charged with selecting, developing, training, and
managing a high-quality, productive workforce.
Qualifications for
Enrollment
There are 25 individuals that represent the various agencies across
the government ranging from defense to energy to the EPA. For
example, Craig Hooks is the CHOCOC for the Environmental
Protection Agency.
Area of Expertise Creating unity and discussion amongst the various CHOCOC in
government. However, they are not a job posting organization, but
rather just a membership group that is focused on working together
advance various mutual goals.
Outreach
Do not necessarily need to perform outreach outside of discussion
amongst their own employees. This is not a recruiting organization.
They would maybe encourage diversity in workplace, but couldn’t
do much to physically make it happen.
Reach There is no reach for this organization. It is limited in scope and
more-so its own entity. They would not be utilized to directly
recruit from.

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Diversity Working.com:
Website http://diversityworking.com
Headquarters Location No physical presence
Phone 949-388-8220
Posting Fee $225 – 60 days job posting
Size N/A
History N/A
Qualifications for Enrollment The website does not offer any enrollment. Rather, it acts as
a diversity dashboard, if you will, that creates various job
postings and hosts them on their site. This isn’t a specific
organization, but rather a website and hosting mechanism
that doesn’t necessarily reach out to any individual in
particular. It does have various community channels that
could be of use when it comes to PR.
Area of Expertise They don’t have an area of expertise as much as they have
the ability to publically make available EPA job postings.
However, there are free services to do this while this
organization charges a fee.
Outreach
They simply post the jobs to their website. Outside of this,
they do not go above and beyond in recruiting employees.
Reach There is no specific reach for this organization. If we desire a
more diverse SES, they provide no benefit over the various
fee-free organizations that exist to make job opening in the
SES and EPA available. They are of no use.

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Environmental Law Institute:
Website www.eli.org
Headquarters Location 2000 L Street, NW Suite 620 Washington, DC
Phone 202-393-3833
Posting Fee None
Size N/A
History Since 1969, ELI has played a pivotal role in shaping the fields of
environmental law, policy, and management, domestically and
abroad. Now in our fifth decade, we are an internationally
recognized, non-partisan research and education center working to
strengthen environmental protection by improving law and
governance worldwide.
Qualifications for
Enrollment
Offers a variety of programs and memberships. These include a
personal membership, corporate membership, professional
membership, and associate membership. Each of these can be
targeted specifically and aren’t strict in joining guidelines.
Area of Expertise This is an ideal organization for the EPA. They work to advance
environmental protection through the hiring of its own members
and the donations and efforts that believe in the cause. They surely
work in close association with the EPA.
Outreach
They work to contact their members via associations and
networking and discussion. All of the members believe in a mutual
cause and are very informed of the job opportunities the
organization makes available, as well as the issues the group is
currently fighting or working on.
Reach The organization does not provide much of help in targeting
specific demographics. However, they are valuable in targeting
specific job classifications. These classifications are: General
Administrative, Clerical, and Office Services; Legal and
Kindred

23
Government Exec:
Website www.govexec.com
Headquarters Location 600 New Hampshire Avenue NW; Washington, DC
Phone 202-266-7000
Posting Fee N/A
Size N/A
History
GovernmentExecutive.com is government's business news daily
and the premier website for federal managers and executives.
Government Executive in its print incarnation is a monthly business
magazine serving senior executives and managers in the federal
government's departments and agencies. Our subscribers are high-
ranking civilian and military officials who are responsible for
defending the nation and carrying out the many laws that define the
government's role in our economy and society.
Qualifications for
Enrollment
There are no qualifications for enrollment with Government
Executive. It is open to anyone who is willing to subscribe to the
organization.
Area of Expertise Providing news that is specific to government managers in an easy
to read and informative manner. They are useful in that they
specifically work for those in management in government, those the
SES specifically targeting.
Outreach
They use a magazine as well as a website that provides their own
unique information and then forwards information from other
organizations. They do no organization or employee or member
management from their side.
Reach They do not provide a demographic reach. However, they provide
the ability to recruit employees for the administrative positions in
the General Administrative, Clerical, and Office Services.

24
GovLoop:
Website http://govloop.com
Headquarters Location 1101 15th Street, NW Suite 900, Washington, DC
Phone 202-556-3046
Posting Fee None
Size 100,000
History Founded in 2008, GovLoop is the largest government niche
network of its kind and boasts an extremely engaged membership
that create or comment on nearly 1,000 blog posts and discussion
forums every month
Qualifications for
Enrollment
There are no necessary qualifications to join GovLoop. It is an
internet blogging site that is open to anyone and everyone. It seems
to be fee free as well.
Area of Expertise It is a network and a network blogging site that hosts members and
gives individuals the ability to communicate with one another.
Outreach
They do not publically advertise job postings or provide a
newsletter or organizational material of any sort. Rather, it is a
member driven organization as blog posts and other materials
revolve around member discussion and input based on a variety of
topics and issues.
Reach They do not have a demographic or specific employee reach. They
merely are made up of government employees that span the various
ranges of government. They would not be of aid in facilitating
recruitment for positions within the EPA or SES.

25
Hispanic NationalBar Association:
Website http://hnba.com
Headquarters Location 1020 19th St NW, Washington, DC
Phone 202-223-4777
Posting Fee $150 – 30 day job posting
Size N/A
History Since 1972, the HNBA has acted as a force for positive change
within the legal profession by creating opportunities for Hispanic
lawyers and by helping generations of lawyers to succeed. The
HNBA has also effectively advocated on issues of importance to
the national Hispanic community. While we are proud of our
accomplishments, we are mindful that our mission is as vital today
as it was four decades ago, especially as the U.S. Hispanic
population continues to grow.
Qualifications for
Enrollment
Offers a variety of memberships that range from judiciary, to active
law practitioner, to law students, and first year attorneys. There are
a variety of areas and overall the membership seems to be very
clean and focused.
Area of Expertise A subsidiary of the National Bar Association, they serve as an
institution that works directly for its members, all of whom are
qualified and have succeeded in their careers. This is an
organization built on, based on, and continued via success and
achievement of its members and leadership that share a Hispanic
identity
Recruitment
wish to recruit it. The Hispanic Bar is known as a stable
Budget, and Legal and Kindred. They would also fill the key
demographic of Hispanic/Latino individuals.

26
Military Officers Association:
Website www.moaa.org
Headquarters Location 201 N Washington St, Alexandria, VA
Phone 800-234-6622
Posting Fee None
Size 370,000
History The organization was started in 1929 and since then has served as
an independent, nonprofit, politically nonpartisan organization that
focuses on military personnel matters, especially in regards to
legislation affecting the MOAA community
Qualifications for
Enrollment
Must be an active duty or retired military officer of the National
Guard, Reserve, or various military instillations. Also includes
former officers and their families.
Area of Expertise They exist to promote the agenda of veterans and make sure that the
government and laws are working to promote veteran’s rights. This
organization works primarily on ensuring that employees are taken
care of.
Outreach
They do not necessarily recruit employees as much as they advance
legislation for them. They are not an organization that exists to
simply provide job opportunities. They work to make sure that
veterans have an equal opportunity at all jobs in government and
are not discriminated against for any reason.
Reach They do not necessarily provide a demographic need or job need as
they are not a job promoting organization. If the EPA were to
establish a way to recruit through them, they would likely be able to
fulfill the demographic of Veteran status.

27
Nat. Org. for the Prof. Adv. Of Black Chemists and Engineers:
Website www.nobcche.org
Headquarters Location P.O. Box 77040, Washington, DC
Phone 404-275-2765
Posting Fee $100 – Annual cost
$200 – 1 position for thirty days posting
$600 – Electronic news letter to over 4,000 sponsors
$500 – SES opening announced through e-mail
Size N/A
History Incorporated in 1975, The primary purpose of the National
Organization for the Professional Advancement of Black Chemists
and Chemical Engineers (NOBCChE) is to initiate and support
local, regional, national, and global programs that assist people of
color in fully realizing their potential in academic, professional, and
entrepreneurial pursuits in chemistry, chemical engineering, and
related fields
Qualifications for
Enrollment
There are no specific requirements, outside of simply having an
interest in the organization and its benefits. They offer various
student, associate, and full memberships that each have their own
benefits.
Area of Expertise They encourage employees to get involved with the sector of
chemistry and engineering as well as provide means through which
members can be aware of job openings and have the opportunity to
apply for those same job openings.
Outreach
They primarily work with their members by giving them resources
to find jobs as well as a means and events to connect with fellow
members. They foster a community and provide enough
background and support so that their members have a means of
opportunity and jobs.
Reach They are prospectively good partner for the EPA. They provide the
ability to recruit African-American men and women in the
demographic sector, as well as individuals under the job
classifications of Natural Resources Management and Biological
Sciences; Physical Sciences; Engineering and Architecture.

28
NationalAsian Pacific American BarAssociation:
Website www.napaba.org
Headquarters Location 1612 K Street NW, Suite 1400, Washington, DC
Phone 202-775-9555
Posting Fee None
Size 40,000 attorneys, 68 associations
History Founded in 1988, The National Asian Pacific American Bar
Association (NAPABA) is the national association of Asian Pacific
American attorneys, judges, law professors, and law students.
NAPABA represents the interests of over 40,000 attorneys and 68
state and local Asian Pacific American bar associations. Its
members include solo practitioners, large firm lawyers, corporate
counsel, legal service and non-profit attorneys, and lawyers serving
at all levels of government. NAPABA continues to be a leader in
addressing civil rights issues confronting Asian Pacific American
communities.
Qualifications for
Enrollment
Must be an attorney to join and the company offers a variety of
memberships that range from Law Student Level to Bronze, Silver,
Gold, and Platinum. Each supply their own benefits and all allow
one to view online job postings.
achievement of its members and leadership that share a National
Asian Pacific identity
Recruitment
wish to recruit it. The c Bar is known as a stable organization that
primarily works to present opportunities to its members and
encourage them to establish relationships with each other. It is not
only an organization that will make members aware of EPA
opportunities, but an organization that will encourage members to
communicate and have dialogue with one another.
demographic of Asian Pacific individuals.

29
NationalAssociationofAsian American Professionals:
Website www.naaap.org
Headquarters Location P.O. Box 3402, Merrifield, VA
Phone 734-646-7703
Posting Fee N/A
Size Thousands of members in 28 chapters
History Founded in 1982, NAAAP is the oldest, largest, and fastest-
growing pan-Asian organization for professionals, cultivating
professional excellence among its members, connects accomplished
professionals for mutual success, engages its members in
community service, and works with employers in business,
nonprofit, and government to recruit, retain, and promote high-
achieving individuals.
Qualifications for
Enrollment
There are no fees to join the organization and seems to be a
reference and consulting tool amongst the various users of the site.
There are no strict guidelines necessary to being met in order to
join.
Area of Expertise They work primarily to advocate for Asian Americans throughout
the government. While they don’t necessarily have the strongest
experience.
Outreach
Reach They provide the ability to recruit Asian men and women, as well
as individuals likely in the job classification of General
Administrative, Clerical, and Office Services; Legal and
Kindred.

30
NationalAssociationofBlack Accountants, Inc.
Website www.Nabainc.org
Headquarters Location 7474 Greenway Center Drive, Suite 1120, Greenbelt, MD
Phone 301-474-6222
Posting Fee N/A
Size N/A
History In December 1969, nine African-Americans met in New York
City to discuss the unique challenges and limited opportunities
they faced in the accounting profession. In that year, there were
only 136 African-American Certified Public Accountants (CPA's)
out of a total of 100,000 in the United States. The national and
local programs offered are designed to support the overall goals
and objectives of the Association. These programs provide
support to, and create opportunities for, professionals and
students seeking levels of accomplishment in the fields of
accounting and finance.
Qualifications for
Enrollment
Offer various professional and student memberships that connect
various students through their online career center that serves as a
job portal. Also offer divinity programs so that people may also get
together and meet via the memberships that have acquired through
the site.
Area of Expertise They have a job portal that works to provide opportunities to a very
specific group of individuals part of their network. Through this,
they are able to connect people to specific careers and provide a
resource for a racial demographic that is severely outnumbered in
the United States.
Outreach
They use their job portal as a primary resource. They also allow
opportunities to network and communicate with each other through
online forums as well as yearly events hosted by the organization.
Reach They are a valuable organization to have a relationship with. They
would help serve the demographic target of African-American
men and women as well as the job classification of Accounting
and Budgeting.

31
NationalAssociationofHispanic FederalExecutives:
Website www.nahfe.org
Headquarters Location P.O. Box 23270, Washington, DC
Phone 202-315-3942
Posting Fee N/A
Size N/A
History The National Association of Hispanic Federal Executives (NAHFE)
is an executive leadership Association aiding America in recruiting
and developing Hispanic leaders for the Federal public service. In
1980, NAHFE was established to help advocate hiring Hispanics
into senior policy positions and to provide executive leadership
career development training. The Association centers its efforts on
senior leadership positions ranging from GS 12 through the SES.
Qualifications for
Enrollment
Must be committed to the advancement of the Hispanic federal
community as well as interested in advancing a federal career. Must
be an SES or GS12-15 in order to join.
SES specifically targeting that are also Hispanic
Outreach
organizations. They also have members that are specifically
involved with government that can easily communicate with their
fellow federal employees
Reach They are a great asset of a relationship to the EPA. They provide
the opportunity to target the demographic of Hispanic/Latino men
and women as well as the job classification of General
Administration, Clerical, and Office Services.

32
NationalAssociationofWomen Lawyers:
Website www.nawl.org
Headquarters Location 321 North Clark Street, Chicago, IL
Phone 312-988-6186
Posting Fee None
Size N/A
History Formed in 2008, The NAWL Foundation has become a leading
center for innovative research and education about women in the
law. The Foundation’s cutting-edge work includes the highly
regarded NAWL National Survey on Retention and Promotion of
Women in Law Firms, the first-ever National Survey of Women’s
Initiatives, and a planned National Survey on Advancement of
Women in Corporate Legal Departments.
Qualifications for
Enrollment
There are a variety of memberships that range from student level all
the way to professional. To be professional, obviously, one must
have a J.D. and be a female, or any individual interested in
advancing women within the law practice.
Area of Expertise Similar to the National Bar Association, they serve as an institution
that works directly for its members, all of whom are qualified and
have succeeded in their careers. This is an organization built on,
based on, and continued via success and achievement of its
members and leadership that share a gender of women that is
outnumbered in law.
Recruitment
wish to recruit it. The organization is known as a stable
demographic of women, who are heavily outnumbered in the SES.

33
NationalBar Association:
Website www.nationalbar.org
Headquarters Location 1225 11th Street, NW Washington, D.C.
Phone 202-842-3900
Posting Fee N/A
Size N/A
History Founded in 1925, the National Bar Association (NBA) is the
nation’s oldest and largest association of African American lawyers
and judged as it dedicates itself to justice and civil rights of all. It
has helped and continues to aid in the structure and struggle of the
African-American race in America via various law practices and
organizations.
Qualifications for
Enrollment
While there are various associate and partner memberships
available, the primary enrollment and membership of interest for
the EPA will be those with professional memberships and student
memberships. These are individuals with a law degree or actively
pursuing one.
Area of Expertise The National Bar Association serves an institution that works
directly for its members, all of whom are qualified and have
succeeded in their careers in law. This is an organization built on,
based on, and continued via success and achievement of its
members and leadership that share a law background and ambition.
Recruitment
wish to recruit it. The Bar is known as a stable organization that
primarily works to present opportunities to its members and
Budget, and Legal and Kindred. They would not fill a key
demographic, but they have many subsidiaries also outlined in this
report that would help fill demographic targets.

34
NationalBlack MBA Association:
Website www.nbmbaa.org
Headquarters Location 1528 K Street NW, Washington, D.C>
Phone 202-628-0138
Posting Fee $200 – Single posting on workplace diversity website
$900 – 5 job postings
$1200 – 10 job postings
Size 30,000+; 47 chapters and 27 collegiate chapters
History The National Black MBA Association® (NBMBAA) was founded
in 1970 at a two-day conference held at the University of Chicago,
by a group of African American MBA students, faculty, advisors,
and businessmen. The purposes of the Association are: The
encouragement of career independence for African American
business professionals, The promotion of African American
intellectual and economic wealth and empowerment, and, The
professional advancement of African American business
professionals.
Qualifications for
Enrollment
Professional Membership: NBMBAA® members who hold an
MBA or other advanced degree.
Associate Membership: NBMBAA® members who possess
significant experience in business or entrepreneurship (No graduate
degree required).
Student Membership: NBMBAA® members who are enrolled in a
graduate or undergraduate degree program.
Area of Expertise They promote the causes of African-American business leaders and
ensure that they are treated equally. They also provide chapters and
resources so that their members may network and connect, much
like they do in their job portal.
Outreach
They primarily target their employees through networking in the
chapters as well as job postings and information on the website.
They are very stable and well organized.
Reach They would help fill the demographic target of African-American
men and women as well as the targeted job classification of
Accounting and Budget; General Administrative, Clerical, and
Office Services

35
NationalForum for Black Public Administrators:
Website www.Nfbpa.org
Headquarters Location 777 North Capitol Street NW, Suite 807, Washington, D.C.
Phone 202-408-9300
Posting Fee $350 – Job posting for 30 days
Size 2,600+ and more than 350 jurisdictions
History The National Forum for Black Public Administrators (NFBPA) is
the principal and most progressive organization dedicated to the
advancement of black public leadership in local and state
governments. An independent, nonpartisan, 501(c)(3) nonprofit
organization founded in 1983, the NFBPA has established a
national reputation for designing and implementing quality
leadership development initiatives of unparalleled success
Qualifications for
Enrollment
Memberships are available to anyone with subscribes to the goals
and objectives of the NFBPA. These goals are primarily to advance
African-American goals and equality within the public
administration sector. The various memberships available include
individual, associate, student, retiree, and business.
Area of Expertise They work best by having chapters that help members collaborate
as they provide a base for which members in those chapters can
discuss issues. As this organization fights for the issues of African
Americans, they keep their members up to date and provide
continual resources
Outreach
They have chapters so that members can continually stay up to date
and informed of issues, job opportunities, and resources, They also
keep their website well up to date and ensure that their members are
able to have an opportunity to succeed as public administrators.
Reach They reach out to the target demographic of African-American
men and women, as well as the target job classification of
Office Services

36
NationalLGBT BarAssociation:
Website www.lgbtbar.org
Headquarters Location 1301 K Street NW Suite 1100, East Tower, Wash, D.C.
Phone 202-637-7661
Posting Fee $200 – 30 day job posting
Size N/A
History The National LGBT Bar Association is a national association of
lawyers, judges and other legal professionals, law students, activists
and affiliated lesbian, gay, bisexual and transgender legal
organizations. The LGBT Bar promotes justice in and through the
legal profession for the LGBT community in all its diversity
Qualifications for
Enrollment
Have a variety of memberships that include professional, family
associate, and student. These memberships are open to anyone and
everyone who wishes to fight for the advancement of LGBT
individuals in the law sector. Professional and student are closed to
those who wish to pursue law degrees or have already acquired one.
achievement of its members and leadership that share a LGBT
identity and pride
Recruitment
wish to recruit it. The LGBT Bar is known as a stable organization
that primarily works to present opportunities to its members and
demographic of LGBT individuals.

37
NationalOrganization for Female Executives:
Website www.Nafe.com
Headquarters Location 2 Park Avenue, New York, NY
Phone 212-351-6406
Posting Fee N/A
Size N/A
History The National Association for Female Executives (NAFE) was
founded in 1972 and is one of the largest women’s professional
associations in the United States. The organization has a rich
history of providing education, networking, and public advocacy to
empower its members to achieve career success and financial
security.
Qualifications for
Enrollment
Members are women executives, business owners, and others who
are committed to NAFE’s mission: the advancement of women in
business. These various memberships all provide access to job
postings and each have their unique members that can be identified
by the type of membership they are under.
SES specifically targeting that are women, a heavily outnumbered
group that requires the fighting of groups such as NOFE for
equality.
Outreach
the opportunity to target the demographic of women as well as the
job classification of General Administration, Clerical, and Office
Services.

38
NationalSocietyof Hispanic MBAS:
Website www.nshmba.org
Headquarters Location 450 East John Carpenter Freeway Suite 200, Irving, Texas
Phone 888-252-1220
Posting Fee $275 – 1 job posting for 30 days
$925 - 5 job postings for 30 days
$1504 – 10 job postings for 30 days
Size N/A
History The National Society of Hispanic MBAs, usually abbreviated as
NSHMBA and pronounced "nashimba" was created in 1988 as a
501c organization that "exists to foster Hispanic leadership through
graduate management education and professional development.
NSHMBA works to prepare Hispanics for leadership positions
throughout the U.S
Qualifications for
Enrollment
Offers a variety of memberships that include associate, executive,
platinum and premier. Each offer their own benefits, but the
primary focus of the EPA will be on those with the higher level
memberships as they will receive the job postings are most
interested in the benefits of their membership.
Area of Expertise They promote the causes of Hispanic business leaders and ensure
that they are treated equally. They also provide chapters and
resources so that their members may network and connect, much
like they do in their job portal and training institutes that are offered
around the country
Outreach
They primarily target their employees through networking in the
chapters as well as job postings and information on the website.
They are very stable and well organized, however their fees can be
seen as moderately excessive.
Reach They would help fill the demographic target of Latino/Hispanic
men and women as well as the targeted job classification of
Office Services

39
Public Service Careers:
Website www.publicservicecareers.org
Headquarters Location Not a physical entity, just a website
Phone 202-628-8965
Size N/A
History PublicServiceCareers.org is your source for listings of professional
jobs in the public sector, advice on public service careers, and
information about pursuing a degree in public service.
This site is co-sponsored by the three most prominent nonprofit
associations in public policy and public administration: NASPAA,
ASPA, APPAM
Qualifications for
Enrollment
No qualifications required. Serves as a public resource and forum
where individuals may peruse the site on training and job services.
There is a bar where jobs are posted and that is accessible by
anyone and everyone.
Area of Expertise They are a public resource that publishes jobs for individuals. They
are not an exclusive or personalized organization, and merely exist
in their finest form as a host for jobs, which anyone can see.
Outreach
Their outreach is primarily targeted to various job related articles
and postings they make on their site. They do send out e-mails, but
they do not reach targeted employees.
Reach If this organization were to be kept in relationship by the EPA, they
would be of no help in demographic related targets. However, they
could provide some aid in finding targets that are part of the job
classification of General Administrative, Clerical, and Office
Services

40
Senior Executives Association:
Website www.seniorexecs.org
Headquarters Location 77 K Street N.E., Suite 2600, Washington, D.C.
Phone 202-971-3300
Posting Fee N/A
Size 5 Chapters
History The Association was founded one year after the Senior Executive
Service was established in 1979, following its creation in the Civil
Service Reform Act of 1978 as part of a major restructuring of the
federal service. Federal executives who were under the old system
(GS-16, 17 and 18 "supergrade" employees) were not obliged to
enter the SES and could stay in their supergrade positions with no
adverse consequences. Today, the Association engages in active
lobbying with Congress and Executive Branch officials, joins with
others of similar interests, and when necessary, institutes legal
action to protect the interests of its membership as a group.
Qualifications for
Enrollment
The following executives are eligible to join SEA:
-Current and former members of the Senior Executive Service and
equivalent federal pay systems, including senior level (SL) and
senior technical and professional (ST) executives and Boards of
Contract Appeals judges.
-GS-15s and 14s who have equivalent executive responsibilities;
SES specifically targeting that are women, a heavily outnumbered
group that requires the fighting of groups such as SEA for benefits
and inclusion
Outreach
the opportunity to target the job classification of General
Administration, Clerical, and Office Services.

41
Societyof American Indian Government Employees:
Website www.saige.org
Headquarters Location N/A
Phone N/A
Posting Fee N/A
Size N/A
History Created in 2001, it was formed to help all American Indian people,
as well as help ensure that federal agencies understood their roles
and responsibilities in regard to Trust issues and that they worked
to meet those responsibilities. After the Purposes were defined, a
simple but relatively comprehensive set of Bylaws to govern the
operation of the organization was developed over a period of
several months.
Qualifications for
Enrollment
Open to current and retired government employees as well as
students. These individuals must be American Indians or Alaskan
Natives, as well as committed to the cause of advancing their own
race’s rights. Also offers associate memberships to non-government
employees.
Area of Expertise They work primarily to advocate for Indians throughout the
government. While they don’t necessarily have the strongest
experience.
Outreach
Reach They provide the ability to recruit American-Indian/Alaskan
native men and women, as well as individuals likely in the job
classification of General Administrative, Clerical, and Office
Services; Legal and Kindred.

42
Societyof Hispanic ProfessionalEngineers:
Website www.shpe.org
Headquarters Location N/A
Phone 323-725-3970
Posting Fee N/A
Size 10,000 members and 250+ chapters
History The Society of Hispanic Professional Engineers was founded in Los
Angeles, California, in 1974 by a group of engineers employed by
the city of Los Angeles. Their objective was to form a national
organization of professional engineers to serve as role models in the
Hispanic community.
Qualifications for
Enrollment
Offer various memberships that include recent graduates, students,
professionals, and associates. All of these organizations offer the
opportunities to get job notices and other benefits from the
organization.
engineering as well as provide means through which members can
be aware of job openings and have the opportunity to apply for
those same job openings in a field that they have very little
historical background or footing in.
Outreach
opportunity and jobs in an environment they do not have much
footing in as a racial demographic.
ability to recruit Hispanic/Latino men and women in the
demographic sector, as well as individuals under the job
classifications of Natural Resources Management and Biological
Sciences; Physical Sciences; Engineering and Architecture.

43
Societyof Women Engineers:
Website www.soceityofwomenengineers.swe.org
Headquarters Location 203 N La Salle Street, Suite 1675 Chicago, IL
Phone 877-793-4636
$250 – Single job posting for 60 days
$750 – Five job postings for 60 days
$1250 – Ten job postings for 60 days
Size 27,000 members in 100 professional sections and 300 student
sections across the country.
History The Society of Women Engineers, founded in 1950, is a not-for-
profit educational and service organization in the United States.
SWE is the driving force that establishes engineering as a highly
desirable career aspiration for women. SWE empowers women to
succeed and advance in those aspirations and be recognized for
their life-changing contributions and achievements as engineers and
leaders
Qualifications for
Enrollment
Offer a variety of memberships that include collegiate, graduate,
professional, corporate, international, and k-12 educator. The ones
to focus on for the EPA that will get individuals that will see job
postings include the graduate, collegiate, and professional that are
made up of women engineers or aspiring engineers.
engineering as well as provide means through which members can
be aware of job openings and have the opportunity to apply for
those same job openings in a field dominated by men
Outreach
opportunity and jobs in an environment that they are outnumbered
in.
ability to recruit women in the demographic sector, as well as
individuals under the job classifications of Natural Resources
Management and Biological Sciences; Physical Sciences;
Engineering and Architecture.

44
Vietnam Veterans of America Vet Jobs:
Website www.vva.org
Headquarters Location 8719 Colesville Road, Suite 100, Silver Spring, MD
Phone 301-585-4000
Posting Fee N/A
Size 70,000 people; 48 state councils; 650 local chapters
History Founded in 1978, Vietnam Veterans of America is the only national
Vietnam veteran’s organization congressionally chartered and
exclusively dedicated to Vietnam-era veterans and their families.
VVA is organized as a not-for-profit corporation and is tax-exempt
under Section 501(c)(19) of the Internal Revenue Service Code
Qualifications for
Enrollment
Membership is open to U.S. armed forces veterans who served on
active duty in the Republic of Vietnam from 1961 to 1975. Also,
open to anyone who served between 1964 and 1975. Therefore,
membership is limited to baby boomers for the most part.
Area of Expertise They exist to promote the agenda of veterans and make sure that the
government and laws are working to promote veteran’s rights. This
organization works primarily on ensuring that employees are taken
care of.
Outreach
They do not necessarily recruit employees as much as they advance
legislation for them. They are not an organization that exists to
simply provide job opportunities. They work to make sure that
veterans have an equal opportunity at all jobs in government and
are not discriminated against for any reason.
Reach They do not necessarily provide a demographic need or job need as
they are not a job promoting organization. If the EPA were to
establish a way to recruit through them, they would likely be able to
fulfill the demographic of Veteran status. Furthermore, with many
of these employees being veterans of Vietnam, thus meaning they
are likely at least 65 years of age, many of these members would
not be the most pertinent employees for the EPA or SES to target in
hiring.

45
Women for Hire.com:
Website www.jobs.womenforhire.com
Headquarters Location New York City
Phone 212-290-2600
Size N/A
History Women For Hire, the leading women's and diversity career
recruitment specialist, offers comprehensive products and services
exclusively for top employers in every field that support and
enhance your company's commitment to diversity.
Qualifications for
Enrollment
This is not an association or membership per say, but rather it is an
online forum and search tool from which individuals may discover
various job resources and training tools. Therefore, it is not a
provider of a specific individual or skill-set, but rather a wide range
of those interested in work.
Area of Expertise They work as an online forum that publically posts job openings.
They do not have a membership so they are not selective in what
they post. Rather, they work best in providing information quickly
and effectively.
Outreach
They do not do any outreach in that they don’t go out of their way
to contact specific employees. They will e-mail those that wish to
subscribe, e-mails that alert them about certain positions or job
possibilities. However, that is what their outreach is limited to.
Reach They do not have a job classification reach. Rather, they only have
a demographic reach for women, which is small in that the
individuals that browse womenforhire.com may not even be
qualified to serve within the SES or EPA in general.

46
Recommendations on Current Relationships:
African American Federal Executives Association:
Maintain and strengthen the current relationship established with the AAFEA. They have
a proven membership system that ensures the highest quality of members and their
outreach ensures that African-American men and women capable of serving in the SES
receive the job offerings. They are and should continue to be a valued partner.
American Association for Affirmative Action:
Maintain and strengthen the current relationship established with the AAAA. They have
the longevity that suggests that a relationship with them will last. Furthermore, they can
send a level of outreach to a wide range of people that not only reaches various makes of
people, but gets a message into the public that the EPA is a diverse and inclusive
employer.
American Association of Black in Energy
Maintain and strengthen the current relationship established with the AABEA. They have
shown a dedication to their member that is sure to be reciprocated to organizations that
actively work with them, such as the EPA. Furthermore, they are made up of individuals
that would not only greatly serve the EPA in its various job classifications, but also
promote and ensure the diversity of the agency through targeted hiring decisions to the
SES.
American Bar Association
Maintain and strengthen the current relationship established with the ABA. They are an
organization that has shown that it is made up of quality members that are ambitious and
capable of not only serving at entry level positions of the EPA, but the SES as well.
Furthermore, the ABA has a large membership for which the EPA can recruit from a
wide variety, but qualified, group of individuals.
American Institute of Chemical Engineers
Maintain and strengthen the current relationship established with the AICE. With a large
membership of very specific individuals, which can join three job classification areas of
the EPA, the AICE is and should remain to be a valued partner of the EPA. Their job
listings fee is rather high, but the rewards from it are a good value for the fee as good
employees will flow into the EPA.

47
Asian American Government Executives Network
Maintain and strengthen the current relationship established with the AAGEN. With a
large base of individuals and no posting fee, there really is no reason to not continue, and
strengthen, a relationship with the AAGEN. They have shown to be an organization made
up of government executives that would naturally be able to join the SES and other high
level positions within the EPA. Furthermore, they are part of a targeted group for the
EPA that should prove to be invaluable.
Association of Latinos in Finance and Accounting
Maintain and strengthen the current relationship established with the ALFA. They are a
valuable organization that can not only provide a targeted demographic of Hispanics that
the SES and EPA are low on, proportionally to the government and US average, but also
provide jobs for some of the eight classifications. Their job postings are expensive, but it
provides a very reasonable means of contacting what should be high targets in
recruitment based on demographics as well as job classifications.
Blacks in Government
Review and attempt to establish relationship with Blacks in Government. As of right
now, Blacks in Government is not a job hosting or promoting site. Rather, they act as an
entity that fights for equality and rights for African-Americans. Because of this, one
should be cautious to use them as a recruitment tool. However, through engagement, a
medium can be found that likely benefits they and the EPA as their members can be
given resources that allow them to be aware of the EPA, SES, and other job
opportunities.
Chief Financial Officers
Discontinue relationship with Chief Financial Officers. While they do promote job
hosting, the fees they charge are rather excessive, especially considering that the interest
of this study is to see how to achieve diversity in the SES, and the CFO group does not
offer a means of targeting specific individuals. There are other organizations the EPA and
SES can focus their recruiting efforts on more effectively.
Chief Human Capital Officers Council
Discontinue relationship with Chief Human Capital Officers Council. To preface this
statement, it must be understood that there wasn’t much of a relationship to be had with
the CHCOO to begin with, being as they are already SES employees in the government.
Thus, there was never a relationship, and no need to create one as the CHCOO provides
no means of recruiting new employees.

48
Diversity Working.com
Discontinue relationship with diversityworking.com. They are merely a job posting site,
much like Chief Financial Officers, and do not promote anything related to the EPA
outside the job posting that acknowledges that there is an open position available for
those that may be interested. Thus, there is no need to have a relationship or monetary
expense with this organization.
Environmental Law Institute
Continue and strengthen relationship with Environmental Law Institute. The individuals
associated with this organization are familiar with the law, and the regulations that are
entailed within it. While they do not provide a means of determining diversity within the
workplace, they do provide high level employees for the SES and other divisions that
include the Legal division.
Government Exec
Review and attempt to establish relationship with Government Exec. Seeing as that they
are made up of a very tight network of individuals that all have common interests and are
capable of working at the EPA as an SES with their training and qualifications, it may be
of interest to contact them and attempt to forge some relationship that provides a mutual
benefit to both parties.
GovLoop
Discontinue relationship with GovLoop. They do not have a demographic or specific
employee reach. They merely are made up of government employees that span the
various ranges of government. They would not be of aid in facilitating recruitment for
positions within the EPA or SES.
Hispanic National Bar Association
Continue and strengthen relationship with the Hispanic National Bar Association. Being
as a reputable organization that is highly organized, focused, and clear in intentions, they
have the ability to feed target employees into the EPA at the entry level, executive level,
and SES. They can be of valuable use for years to come and have fees that are very
reasonable and serve as a very good investment for the EPA in its recruitment efforts.
Military Officers Association
Review and reestablish relationship with the Military Officers Association. While they do
not directly provide a recruiting resource for their employees, they are made up of
veterans that are a target demographic for the EPA and SES. They are made up of

49
committed and driven members, associates, and leaders, all of which can be valuable to
the EPA and serve as excellent employees or leaders in the SES.
Nat. Org. for the Prof. Adv. Of Black Chemists and Engineers
Continue and strengthen relationship with the Nat. Org. for the Prof. Adv. Of Black
Chemists and Engineers. They are very organized and specific in their intent.
Furthermore, they are made up of target job classifications and demographics for the
EPA. As such, with low posting fees, they are a relationship that is worth maintaining and
continuing into the future.
National Asian Pacific Bar Association
Continue and strengthen relationship with the Asian Pacific Bar Association. Being as a
reputable organization that is highly organized, focused, and clear in intentions, they have
the ability to feed target employees into the EPA at the entry level, executive level, and
SES. They can be of valuable use for years to come and have fees that are very
They are much like the other bar associations that have diverse backgrounds, and they are
all under the same umbrella and effort.
National Association of Asian American Professionals
Continue and strengthen relationship with the National Association of Asian American
Professionals. They are very organized with their own specific chapters, and have
resources available that provide communication between their members and leadership.
While they do not have a specific jobs portal, they have the structure in place that can
make SES and EPA jobs widely available and known. As such, with no posting fee, there
is no reason not to reach out to the NAAAP and continue a strong and prosperous
relationship.
National Association of Black Accounts, Inc.
Continue and strengthen relationship with the National Association of Black
Accountants. They are a target demographic and job classification, as well as a very
organized group that is capable of reaching out to their members with job information
and networking resources. With a stable structure in place and reasonable job posting
fees, there is no reason not to continue a relationship with the NABA.
National Association of Hispanic Federal Executives
Continue and strengthen relationship with the Hispanic Federal Executives. Not only is it
made up of individuals that are qualified to serve in the SES based on their pay-grades as
well as experience, but it is also made up of a target demographic in Hispanics. This is

50
one of the most important organizations that the EPA and its SES should be focused on
maintaining a relationship with.
National Association of Women Lawyers
Continue and strengthen relationship with the National Association of Women Lawyers.
Being made up of individuals capable of serving in the SES with experience, knowledge,
and ambition, this group is also made up of women that are highly outnumbered within
the SES. Because of this, and the groups demonstrated stability, there is no reason not to
continue and strengthen a relationship with the National Association of Women Lawyers.
National Bar Association
Continue and strengthen relationship with the National Bar Association. One of the most
reputable groups that exist, the National Bar is made up of perfectly skilled, qualified,
and ambitious individuals that would thrive within the SES at the EPA. Because of this,
and regardless of the organization’s ability to have a target demographic, the EPA should
continue a relationship with the National Bar.
National Black MBA Association
Continue and strengthen relationship with the National Black MBA Association. While
the EPA should look into working out an arrangement with the Black MBA Association
to lower their posting fees, the group still provides a targeted recruitment of demographic
and job specific employees. Because of this, the group should have a relationship with the
EPA as they provide valuable, educated, and intelligent candidates that can help lead the
EPA at the entry level and the SES.
National Forum for Black Public Administrators
Continue and strengthen relationship with the National Forum for Black Public
Administrators. With their various, diverse memberships and strong national structure
with various chapters, this organization can be a valuable resource for the EPA in
recruiting a targeted demographic of Black individuals, as well as job specific
classifications. They are a valued partner and should remain one for years to come.
National LGBT Bar Association
Continue and strengthen relationship with the LGBT Bar Association. Being as a
reputable organization that is highly organized, focused, and clear in intentions, they have
the ability to feed target employees into the EPA at the entry level, executive level, and
SES. They can be of valuable use for years to come and have fees that are very

51
They are much like the other bar associations that have diverse backgrounds, and they are
all under the same umbrella and effort
National Organization for Female Executives
Continue and strengthen relationship with the National Organization for Female
Executives. With the resources they provide and the networking opportunities and
systems they have in place, they are a proven organization that is committed to placing
their members in leadership. By providing target demographic employees for the SES,
there is no reason the EPA should not continue an association with the NOFE.
National Society of Hispanic MBAs
Continue and strengthen relationship with the National Society of Hispanic MBAs. This
is an organization of highly motivated, educated, and ambitious individuals that also
represent one of the target demographics for the EPA. With a strong structure in place
that provides plenty of resources to its members, the EPA should make conscientious
effort to recruit individuals from the Hispanic MBAs for their management level
positions.
Public Service Careers
Review relationship with the Public Service Careers. This group is very useful in that
they make job postings available, but they do not provide targeted demographic outreach,
the primary goal of this inquiry. Thus, when taking into consideration the fees associated
with posting jobs on their site, it becomes difficult to see room to continue a relationship
with Public Service Careers when there are superior methods of reaching target
employees available.
Senior Executives Association
Continue and strengthen relationship with the Senior Executives Association. They are a
very targeted group that is made up of the specific candidates that would enter into the
SES from the high pay grades. Furthermore, they have a structure in place that
encourages employees to work with each other, and in the end, establish relationships and
opportunities for each other. This is a valuable relationship for the EPA to continue.
Society of American Indian Government Employees
Continue and strengthen relationship with the American Indian Government Employees.
Currently, this is the only organization that directly provides recruitment employees to
the EPA that come from a background of American Indian or Alaskan Native. However,
this organization is also very stable and focused for its employees in making them aware

52
of job opportunities. Thus, this is an easy organization for the EPA to remain committed
to.
Society of Hispanic Professional Engineers
Continue and strengthen relationship with the Society of Hispanic Professional
Engineers. With the providing of a demographic for recruitment that is heavily
overwhelmed in the SES and EPA, this organization also provides engineers that would
be of valuable service in the EPA and SES. Thus, it is only natural to maintain a
relationship with the Hispanic Professional Engineers as they should be a partner of the
EPA for years to come.
Society of Women Engineers
Continue and strengthen relationship with the Society of Women Engineers. Much like
the group above, this organization provides the ability to recruit a target demographic to
the EPA as well as individuals that would very easily fit into the eight specific job
classifications. With a strong structural organization in place and opportunities for
members at the ready, it is easy to declare this a relationship worth maintaining.
Vietnam Veterans of American Vet Jobs
Continue and strengthen relationship with the Vietnam Veterans of America Vet Jobs.
While many of the members of this organization will be readying for retirement, it is
important for the EPA to show commitment to the nation’s veterans from the entry level
all the way to the SES. This organization does not provide job postings very much, but
they provide a relationship that can open doors for a nonexistent fee.
Women forhire.com
Discontinue relationship with womenforhire.com. This organization is merely an online
forum that publically posts jobs for all to see. With a fee being paid to this organization
for a rather weak job profile that does not target any specific or desired candidates, there
is little reason to continue this association. There are better avenues for the EPA to take
to hire women and other individuals of desired ability.

53
Outreach Proposals
Basics
For the EPA, the main consideration in its recruiting efforts should not be to widen its efforts
across more organizations, but rather, to strengthen and solidify the ones the viable ones they
already have, and then selectively go about establishing partnerships with new organizations.
While the thought of having relationships with hundreds of organizations sounds appealing,
especially when your message and outreach messages thus have the potential to reach thousands
of individuals, there needs to be caution in reaching out to any and every organization possible.
The EPA’s hiring of employees for SES should be built on stable relationships that essentially
establish feeder organizations into the SES, creating a relationship that is capable of being
reciprocated by both the EPA and its various partner organizations. Through these stable
organizations, the EPA can have a far more targeted hiring approach, one that relies on specifics
and absolutes. This way, the SES will not have an influx of undesirable candidates. Rather, it
will have an influx of specific candidates that fit the guidelines and message it desires.
First and foremost, for the EPA, the hiring of its SES employees must be based on greater
certainties. Currently, the EPA sends out its job postings to a variety of job organizations from
Womenforhire.com to diversityworking.com. However, the efforts we put into these
organizations don’t reach the candidates we want specifically. Rather, they acknowledge those
that are often unqualified or uninterested in the EPA. Of course, the EPA must make an effort to
notify all capable jobs of its postings, but it must make a greater effort to target specific
employees.
Currently, the EPA’s spreadsheet for targeted outreach does not include basic information such
as the organizations history, concentration, or outreach. Rather, it only includes contact
information, a title for the organization, and posting fees. To insinuate that this is enough is
misguided. Furthermore, it puts the EPA at a disadvantage in hiring. Say, for example, the EPA
and SES desire a candidate that is not only an engineer, but also African-American. In its current
system, the person responsible for distributing that job posting would simply refer to the current
spreadsheet and look for the organization title that most likely fulfils that need, such as
“American Association of Black in Energy” in this example. However, this judgment is made
without consideration for the qualities of that organization or its standing. While the example in
this case is a reputable organization, at other times job postings, time, and efforts can go to waste
on websites such as Womenforhire.com, a public domain that is available to all and offers no
form of targeted outreach. Therefore, the current system of hiring SES employees in the SES
lacks specifics, information, and intent. The goal of the following proposal is to not only outline
a method through which the EPA can better make hiring decisions, but also rid itself of outdated
relationships, solidify the ones it already maintains, and incorporate new organizations into its
hiring approach as new relationships are born and developed. These efforts will result in a more
diverse, inclusive, and reflective EPA leadership in the SES as the hiring of management level
positions finally gains a due process and intent in the instructions laid out in the following:

54
Stage 1:
Determine which organizations the EPA should maintain and strengthen their
relationship. While this step of the proposal is outlined in the report as recommendations
are given on all 37 organizations, it is important to note that there is no specific formula
that can determine whether or not an organization is valuable and worth maintaining for
the EPA. Rather, this process requires a series of steps that include, but are not limited to:
reaching out to the organizations to determine if they are committed to maintaining a
relationship with the EPA, determine the fit of the organization within the EPA’s goals
and guidelines, and determine whether or not the resources of the EPA can be better spent
elsewhere. For example, there exist organizations such as the American Bar Association
that can provide consistently worthy candidates to the EPA that can adequately perform
within the SES. On the other hand, there exist organizations such as womenforhire.com,
albeit a noble and strong organization, that does not present a specific agenda or targeted
approach to desirable candidates for the EPA and SES. Thus, there exist organizations
that the EPA must simply abandon relationships with out if its own best interests. While
one may believe that having relationships and unions with multitudes of organizations
will result in a greater recruiting profile, this is surely not the case. Instead, this study
shows that it is quality, rather than quantity, the brings about the best and most qualified
candidates.
Stage 2:
With a new backbone to its recruiting list, the EPA must move onto stage 2 of its
outreach proposal: determine, locate, and hone in on organizations that fill voids in the
EPA recruiting profile. For example, the EPA currently recruits candidates for its agency
and SES from a very selective number of organizations. Outside of these handful of
groups exist a vast number of reputable and stable organizations that can provide strong
candidates and benefits to the EPA. Now, it is important for the EPA, when determining
whether or not these organizations are capable of having relationships with, to determine
their standing and their ability to deliver worthy and qualified individuals for such high
level positions in the SES. Means to find these organizations include using recruiting lists
from other agencies in government, finding partner organizations or those in association
with those we currently work with, or find out which organizations fellow employees are
working with. More than anything, it is important for the EPA to expand its options and
open itself to new unions, relationships, and associations. While the EPA can’t establish a
relationship with any and all organizations, it must allow itself to work with the ones it
deems qualified and capable of handing itself and providing a benefit to the EPA.
In determining the organizations that meet the criteria necessary, the EPA should utilize
not only the data points in the analytical and informational tables for the 37 current
organizations, but also focus on some other areas as well. These areas should include an
assessment of location for the organization, who its targets and members are, their ability
to bring qualified candidates to the EPA, where they focus their recruiting efforts on, how
they go about recruiting, contacting, and aiding their members, how well they
communicate with their members, and their track record. Through analyzing all of this
data, the EPA should be able to make educated, thoughtful, and prosperous decisions
regarding its relationships with organizations.

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