Hispanic Employment in the Federal Government

This executive order directs federal agencies to establish programs recruiting and developing Hispanic employees to address their underrepresentation in the federal workforce (6.4% vs. roughly 13% of the civilian labor force). It mandates specific agency actions including eliminating systemic barriers, improving outreach, and tying executive performance to diversity goals, while requiring OPM to issue regulations, create an interagency task force, and report annually on progress.

Federal Register Open PDF 65 FR 61251

Impact dates

Oct 12, 2001
First annual OPM report to President on agency progress
Apr 10, 2001
OPM prescribes regulations to carry out EO purposes
Dec 11, 2000
OPM establishes Interagency Task Force

Key directives

Each agency head shall establish and maintain a Hispanic recruitment and career development program
Agencies must assess and eliminate systemic barriers to Hispanic recruitment
Agencies must broaden area of consideration for applicants
Agencies must ensure selection factors do not impose nonmerit barriers
Agencies must consider appointing Hispanic executives to rating, selection, and review panels
Agencies must improve outreach for Senior Executive Service Hispanic candidates
Agencies must promote Hispanic participation in management and leadership programs
Senior executive performance plans must include diversity recruitment language with accountability
Agencies must establish advisory councils including Hispanic Employment Program Managers
Agencies must implement OPM's 1997 Nine-Point Plan and 1999 PMC Report
Managers and supervisors must receive periodic diversity management training
Agencies must incorporate actions into GPRA Annual Performance Plans

Who is ordered

Timeline

Immediate

Agency heads must establish/maintain Hispanic recruitment and career development programs
OPM must begin government-wide policy guidance on Hispanic underrepresentation

Near term (90d)

OPM must establish Interagency Task Force by December 11, 2000 (60 days)
Task Force begins semi-annual meetings to review progress and best practices

Long term

OPM must issue regulations by April 10, 2001 (180 days)
First annual report to President due by October 12, 2001
Ongoing: agency GPRA plans must incorporate Hispanic employment strategies
Ongoing: annual OPM reports on agency progress

Risks & tensions

No enforcement mechanism or consequences for noncompliance specified beyond performance plan language
EO explicitly disclaims creating legally enforceable rights, limiting judicial recourse (Sec. 5)
Vague on metrics: 'underrepresentation' cited but no specific target percentage or timeline for parity
Relies on existing 1997/1999 OPM initiatives, suggesting continuity rather than transformative change
Task Force composition at Deputy Secretary level signals high-level attention but semi-annual meetings may limit responsiveness
GPRA incorporation requirement creates accountability pathway but effectiveness depends on OMB/GPRA enforcement
Merit system principles and veterans' preference caveats may constrain rapid demographic change