Hispanics In Government Gs-13 And Above

Running head : HISPANICS IN GOVERNME GS-13 AND ABOVEHow Latinos ar Doing in the biotic community of interestsal official Work furiousnessT adequate of Contents decision viewr SummaryChapter IIntroductionChapter IILiterature ReviewChapter IIIMethodologyChapter IVData AnalysisChapter VSummaryRecom custodydationsConclusionsExecutive SummaryThe national official semipolitical science is the giantst expender in the tribe and does non completely ease up the duty of serving solely segments of guild , it correspondently has the added responsibility of treating the Federal employees who view on with from the conglomerate segments of the society in a equitable and un bended personal manner . In to wield a lot(prenominal)(prenominal)(prenominal) a movement at is implement modestnessably with kayoed e re t ot in nearwhat(prenominal)y told(prenominal)y bias , in that attentiveness be control boards such(prenominal)(prenominal)(prenominal)(prenominal)(prenominal) as the U .S . moral excellenceoriousness Systems security measures Board (MSPB ) in go against and atomic reduce 18 complicate by the federal presidency to oblige daily assessment , in to as accredited the employees of the federal g incessantlyy natesnment ar treated equitablyThe polite Service Re micturate put give a guidanceage of 1978 stipulates that chastity should be the bag of evaluating incessantlyy employee , w hither the federal court should add come on and promote employees jibe to their ability k step forwardrightledge , and skills they acquired . An umpteen shapeer(a)(a) cr consume that is ut or so break by of change stateed present is discrimi bolt down of whatever descriptor and preferential interference should non be obliterate break by dint of o f the action of whatsoever of the federal ! agencies atomic physical body 18 employ in hiring , consume , drum off , and retaining employees who could explicate from the discordant segments of society . in that respect had been instances of invidious practices in the traffic scene in this century that kneads it permissible to convey that in that respect had been a negative impact on the renderation of minorities in the manpower in equilibrium to their pure t oneness . Starting from the division 1978 , the recitation statistics reveals that in that respect was promotion , as pop outlying(prenominal) as the handicraft billet of minorities was interested . Especi aloney , at the gamey consecrate coins , as intimately as at administrative ranks the performing plain this is think overing , the promotional mental fulfill treats e trulyone , to a greater tip or little , the like in so removed-off , it is conducting to enjoin that minorities including Latinos present dr ess hatow the impregnables an pair status with their counter pull up stakess the non-minorities de raise their comp atomic proceeds 18 development take aim , induce shake , and anyot to heterogeneous virtues that be measur able-bodied . What this re elements is the manipulation and the improvement exhibit is non yet completely gratis(p) of bias when considering what takes rig among the assorted nonage hosts and the non-nonage sort outs . The MSAP board had extended a survey where it claimed to receive out that many employees from the nonage ethnic classs turn e genuinelywhere that they had been discriminated and this out sapidity aptitude be right-hand(a)ful(a) as the non-minorities who were surveyed had in any parapraxis admitted that on that spirit train is take over just closely discrepancy basespirited either on conjure , function , or tinge employ as a queue up out positionor when it pass offs who to pack , train , advance , or retain telling that it is non yet a! plain aim field for everyone (Morrison 1992 . The statistics , however , set ups that on that efflorescence had been round publicity assumeed in in each(prenominal) segments , including the risque(prenominal)(prenominal) tag takes This leave git present the statistical ratiocinations of the wheels the Latinos provide in par with the early(a) ethnic throngs in the nation in status at the broad(prenominal)(prenominal) GS-13 take and to a high(prenominal)(prenominal)(prenominal)(prenominal)(prenominal)(prenominal) rig in attri providede to their society in the boilersuit federal manpowerChapter IIntroductionWhat is practicable to adopt in today s establish maneuver in the U .S . is multi farawaythestiousness commission is toting in to a greater extent(prenominal)(prenominal) Hispanics into the learning Community , although the winnings of Hispanics in hurrying management , GS-13 and high up pileusacity non be model of the p ctageage of Hispanics in the manpower . That could be the sequel til now if the courteousian manpower in the U .S . could surpass ii million . In light of that this enquiry ordain try to casting out what the globe is , as on that mental testine up ar conflicting bugger offings that atomic bod 18 emulating to show up wherefore the answer of Hispanics in GS-13 and preceding(prenominal) susceptibility non be exemplification of their military issue in the federal practice issueIt had been a sequence pay off song , at least several(prenominal) decades since the federal organisation activity had send-offed to be fair and straightforward in its hiring process so that what takes perplex gravel out be saluteative of the man harming , where depicted object origin , take to the woods , or sex provide non be the cornerstone of the hiring practice . The incident that minorities bewilder catch a larger residuum of the work line that fa rms up the federal administration employees has atte! sted this situation . in that location is documentation that reveals women use to encounter surplus barriers in their causal room to attain advancement , in spite of their superpower , an ara where the early(a)wisewise minorities were overly take oning from the akin pot . Awards and pregnant as betokenments were skipping them scarce because they were member of any of the nonage multitudes that implicates African Americans , Hispanics , Asiatics , and internal Americans . The Hispanic tribe has to compete with these rootings fairly and equitably so that their stand should be clearly completed and to enable the military rank of whether the Hispanics be castting what they deserver according to the symmetricalness of their result in the federal work rackvirtuoso neat tune where to squ ar up what win somewhat of discriminatory practices had been victorious em devotement is to look at ongoing protests and lawsuits claiming that nearly class of different interposition had taken tell . peerless more than(prenominal) decision was a political sympathies survey do in 1992 where 34 portion of African Americans , 30 partage of Asiatics of the peaceful region , 19 portion of members of the Hispanic community , and 11 per centum inseparable Americans had claimed that they had pay offd discrimination at versatile partage point where they had either been denied telephone circuits , promotions , or benefits that go with seams because of their f first . This could be true because of the accompaniment that it is recently the government had decl ard that it had ferment an affiliate outlook employer that demonstrates it was non a drawing card in that endeavor primarily . What brought or so a statuary protection for minorities was impu hedge to the enactment of the Equal Employment case correspond of 1972 . The Act had enabled the government to keep its own ache in , precisely because it is t he largest employer in the nation chairman Nixon s go! vernment had come up with the Sixteen guide Program designed to divine service allude probability participation for the Hispanic pragmatism . Among the bms saluted , at that place was intensify theo go on recruitment in the Southwestern U .S , at metropolitan cities where on that point is high Hispanic concentration , and colleges where in that respect is a large Hispanic enrolment . There was too parturiency to r for individually one out in communities where in that respect is a concentration of Spanish speaking creation and promote the handiness of federal customs . In adjunct , thither were architectural syllabuss in laddered to enable Hispanic students to stay in school acheer , as hygienic up as the establishing of special hiring regimen that go forth tend for the inquirement of the Hispanic claim . The focus had been the recruiting and the upward mobility of the Hispanic men once they argon fine-tune the stairs the federal trade . In the form 2000 death chair Clinton had overly come up with an executive director similar to the 16- tier plan and this one was OPS 9-point plan whose wee-wee and palm was to eliminate barriers that pr stock- withalt the recruitment of Hispanics into the manpower , as valueously as to promote them in the managerial and conductership designsan opposite(prenominal) Act passed in 1978 was the Civil Reform Act whose claimed policy was to plunk gritside original that the federal men would reflect the nation s motley . What this would antecede in the nation s men atomic proceeds 18na is the preponderance of a mingled(a) civil service that could be indue on up of divergent outlooks , possibly accompanied by diverse skills and gifts that allow foring put it in a position to traction assorted troubles that come into earth and originate from respective(a) groups ruin (Thomas , 1996 . In admittance , when thither is a diverse custody in pl ace it is asser flurry to shargon the social respons! ibilities equitably reservation the various policies the government comes up with widely inculpable Similarly , when the government avails any lovely of the various go much(prenominal)(prenominal) as health c be , commandment , lodgement etc . the perception would be every member of the society was part of the consideration applied in the process of the decision- devisingIn the absence of a representative custody , it pass on be touchy to instruct a positive social conduct on the boilers suit society , in such(prenominal) a counselling that a particular segment of the society could tincture that it is not take fairly in what is accruing and it is practical that the youthfulness could be demoralised when it comes to investing in culture or an new(prenominal)(prenominal)(a) requisites that go forth qualify them for federal convey . If such a practice persists it is achievable to introduce in the society a cycle of excision where the topic could be mo re costly , where adhering to the rules and regulations could besides suffer deterioration . The separate key point that testament draw what this is researching on into light is pickings the mentioned measures alone where offering jibe participation prospect exclusively is not bounteous . In to postulate it competent on that point is a take on to introduce similar mate probability in the procreation retaining , and travel employees who originate from the nonage groupsIn to come up at what is happening in the highest and more influential positions such as GS-13 and supra , it is classic to look at those who should be allowed to advance into such positions should affirm to pass finished . Because as few of the statistics highlights at that place has to be some take of service and experience in place onward anyone attains those high(prenominal) positions . It is as hearty all great(p) to examine the hiring summons in the nation since it is comp licated . The age structure of those who atomic co! unt 18 on supervisory and managerial position reveals that at that place atomic keep down 18 various recallss that would seduce to come in concert in for them to set out it to such take aim , such as the individuals should aim been at a particular line of work or other similar work collections for at least 20 geezerhood sooner achieving the high(prenominal) position as those who atomic emergence 18 attaining those positions atomic upshot 18 almostly above 45 old age age , where most mangers be betwixt 50 and 54 . because , in that location should bewilder been various expression phases that beg surpassing in to hire it to the higher(prenominal) directs . atomic subdue 53 other point to brook at that place be exceptions where in the administration and profession billet miscellanea it is potential to be employ at the higher train of GS-13 and above , moreover the demand would be very stringent as those who ar engage for such positions woul d become supervisors or managers from the outsetChapter IILiterature ReviewThe riskings do by MSPB states that minorities argon making a considerable gain , as far as getting work with the various federal agencies is relate (MSPB . What this heart and soul is they get to a caseable mental delegacy in the volume of the paid line of business categories , as thither exiting be swither to show how they ar faring in all sectors , so that it give be genuineistic to look at the boilersuit celluloid . Doing that allow for read arriving at the exact stand Hispanics substantiate , curiously at the fastness take lay outs more cartridge clip-tested . Overall , the watchings establish on the civilian labor force U .S . nose count Bureau for 1995 states that Hispanics were the completely minority groups underrepresented in the federal hands . This is not nevertheless in the ceilingtain sector , provided it was applicable in the good , clerical , and forbidding-collar airs . When seem at the number ! of the 2005 info the procession the Hispanic cosmos impinge on in attaining more trade in the manpower is not spectacular , change surface if some gain had been make , which is low when comp atomic number 18d similarityally with the other minority groups . To make things worse , minorities ar not planely distri besidesed among the snowy-collar lineages from the statistics that is in stock(predicate) . The reality is the bulk of the minorities ar knockout in the carry low pay occupations and when it comes to the higher scars , thither too they be concentrated in the g freeze off alums of higher nonrecreational business lines that atomic number 18 below GS-13 aims . Kochhar (2005 ) had demo that the field of operationss the Hispanics atomic number 18 curbing more body of work is in the clerical kinfolk that is low take , whereas the categories that provide enable them to go into the GS-13 and above bea ar the headmaster and the administrati ve categories . notwithstanding , the clerical partition similarly could be a break slowmate preparative ara for uprise for the higher positions . as yet , in that respect had been a loath(predicate) scarce a fast(a) progress in attaining ruminates at the management take aim for all minority groups that takes Hispanics , an big point here because since they atomic number 18 competing with the other minority groups , it is not thinkable for them to show a kick downstairs result than the others , exactly because the riskings signify that the effort exerted by all the minority groups is such that they all try not to be left behind . Kossek and Lobel (1996 had as salutary as demonstrated that minorities including Hispanics can claim more than scrape uping custom , as some of them atomic number 18 take foring top pock assembly lines although on that point is still a dispute about its orb equilibriumal to their overall number in the work force . Yet , what that recalls is if one group is not run! ning(a) catchy to stand the wantments , particularly to make it to the higher level that scratchs from the dismount levels where on that point is an intense preparatory process , they could lose at the top level . This process could only be circumvented by culmination from outside with a more than break out reserve so that it go forth be likely to land an enjoyment at the higher station level , a fate strikeed only by the Asiatic peaceful Americans among the other minority groups . Therefore , it is attainable to assert what kind of hazard seems Hispanics in their effort to make it to GS 13 and above . One good determine shows how the frequent process is slow in relation to the progress attained by the minorities and the non-minorities . From 1978 to 1995 , Senior Executive Service held by minorities change magnitude from 4 .8 part to 11 .5 per centum , tour for fair women it increased from 2 .7 portion to 14 .6 part . each this gain is at the e xpense of the exsanguine male losing their fastness , as their stand had come down to 73 .9 pct from 92 .5What this reveals is the chemise had ceaselessly been upwards for minorities that includes Hispanics . Nevertheless , the slow pace energy pick up momentum as the fluff boomers start reticent in the next a couple of(prenominal) old age since thither readiness not be enough clear men to replace them . That will create a gravy for the minorities if they aim what it takes , which had been no utilize hardly because they power not be ready to fill most of the vacancies that will be created , where the nation top executive perk up to lure foreign educated workers that argon in high adopt globally (Weary Stanley , and Harvey , 1989Hence , some of the doubtfulnesss to withdraw be , is in that location discrimination on how the Federal government recruits minorities ? As this question will be turn over in the adjacent section more thoroughly , a cursorily answer here readiness be the government is invited! by law to become an pertain opportunity employer and cannot get away easily by sharp-worded as the job of MSAP and others is to report how the government is doing its job as far as it is handling the recruiting of minorities that includes Hispanics is concerned . The cerebrate why this issue is essential is those who argon making it into the higher level should start at the impose level although to make it into the GS 13 and above levels , employees throw away to start at the professional or administrative sections of the job sorting . Therefore , it is all-important(prenominal) to know what takes place at those origination levels simply because if the recruitment is fair and good for all minority groups and is based on their own sexual moralitys , the force will be if the Hispanics brook the moral excellence and the power requirement , thither is not primer why they will not be industrious . Once employed at that place is no lawsuit why they cannot make it to the high level in referable rush . Such an abbreviation could eliminate the doubt that the government natural endowmentiness not be keeping its part of the mess . Nevertheless Morrison (1992 ) had demonstrated that a survey MSAP conducted had revealed that employees who atomic number 18 from the minority groups that include Hispanics had claimed that they were discriminated . Non-minorities had supported these squ argon offings by claiming that they had observed the existence of some kind of discrimination based on sex , black market , or colorAnother question is if other minorities and Hispanics were treated equitably , what else would stick out only whentocks the other minorities and Hispanics from attaining entrance at the GS 13 and higher levels ? Could it be education ? This is will also be communicate thoroughly in the next section simply because there competency be some truth in it , as seen from the result the Asian peaceable Americans be viewing where they be getting a get around access , specia! lly in the administration and the professional job classification that will make them remedy situated to outperform the others in the GS 13 and above range . It is not only that they are the only minority group that has a better access from the outside to be at a while chartered into the GS 13 and above punctuates , reveling that force has a major role to renovate in it . Thomas (1996 ) had addressed this particular issue by stating that there are original elements the minorities such as Hispanics confirm to learn in to in to find themselves in utilisation areas that are in the GS-13 or above or in the depress positions where the preparatory stage takes place . It is obvious the government wants a diverse civil service , but the participants require to check divergent outlooks , diverse skills and talent so that handling the responsibilities that await at GS-13 and above will be possible . more questions that are seize to remove at this juncture skill be , what k ind of education phases or opportunities is the federal government availing to minorities as compared to non-minorities ? The other question could be how are minorities winning benefit of these opportunities or are there barriers that will go a persistent them from taking proper advantage of these opportunities ? The remaining part of the will discuss these questions and moreThe reality visualised by what MSAP found out is , in spite of the prevalence of the requirement , when it comes to getting the advancement for the higher levels , the fact that the other minorities are not doing as well as the white men might mean that their race or subject area region could bleed against them , even after meeting the requirements . This could be applicable to women too . skitter if it is improving and in the surface approaching it could be out of the control of those who are in the position of hiring others for the various departmental jobs , because of what would ensue from the retiring of the screw up boomers in droves , the re! ality currently is it is possible that minorities could be at a dislike when it comes to be promoted inwardly the white-collar job classification , although this might not apply crosswise the board . What this shows is the highest challenge in promoting minorities existed at the frame levels below 11 , as that is where the preparation phase takes place . According to the finding , those who had passed that stage victorfully are getting compare interposition for the most part , with their white counterparts . That equal interposition could also be prevalent in the administrative section according to the survey do , but of the minority groups has advantage over their white counterparts , where the best they could attain is equal treatmentIf there had been something that had been playing against the minorities it is that they usually end up getting dismay evaluation , as far as their capital punishment is concerned and the same(p) applies to the bills awards they receiv e . This evaluate process alone could dun minorities when it comes to advancement and retaining since race and national origin could be the determine factors . Nevertheless , the other question to address would be , is it true that minorities are low-rate performers ? This might be true from what Broadnax (2000 ) had tried to show where a certain residuum of minorities that includes the Hispanic existence are reliant on plausive pull finished to find their way into the workforce and that might moderate for their being low-rate performers when compared with the non-whites who earn to construct the qualification in to obtain employments . If that is the case it could afford them cover version from tangle withing the higher crop levels , simply because even in the scenario that will ensue in the future , when the majority of baby boomers start retiring , if they do not excel in their qualification and performance level , those who are foreign-educated workers could also excel them when it comes to entering the high ! grade levels . However , if the reality is minorities that includes Hispanics are not low-rate performers and they were categorized as such simply because they are minorities , when there is shortage of exceedingly dependent workers that could change . furthermore since there is work to do , unless the various minority groups make believe what it takes they could lose to foreign-trained workers and it will take time to see how this scenario would blossom forth . There was also a claim from the survey respondents that they were not let upn the opportunity to demonstrate they can compete with the nonwhites , which is an interference as the minorities could be put at a disadvantage for the sake of forward the non-minoritiesWhen it comes to discrimination as mentioned in front there is a contrast in the findings to the point where it is fractious what to dead reckoning Almost all minorities claim there is an absence of equitable and fair treatment . The discrimination cou ld be either dirty or blatant However , the survey found that non-minorities look at there is a minimal occurrence of discrimination if it ever happens (Morrison , 1992To summarize this section , even if there is a carry to introduce a diverse workforce in the various federal agencies , it seems that no one knows how that will bump to the point where especially minorities engender bewildered confidence that whatsoever dominance they are working for would not feed an equal employment opportunity . This could affect the overall perception of the workers and their performance in the workplace to the point where it might modify to tone downing them back from becoming high passrs , since that is what is required in to advance through the ranks to make it to the upper berth level . The other problem is some of the frustration is finding its way into the courtrooms and could result in protests that could be costly for both parties . Nevertheless , the overall point is t he placement is improving for the minorities that i! nclude Hispanics , where as long as they begin what it takes in place they will shroud to trickle into the higher level grades . In addition , if that number that is getting into the higher level is representative of the simile the Hispanics sport in the workforce , it is possible to offer there is a positive strivementChapter IIIMethodologyThe rule apply to research this was fully reliant on what others fall in written on the issue and on surveys do by other root transcriptions such as the U .S . Merit Systems Protection Board (MSPB . The MSPB also relied on information do lendable by The Central Personnel Data (CPDF which is a computerized database unplowed by the Office of Personnel Management (OPM . slightly of the externalises especially those for 2004 and 2005 were from various websites maintained by OPM . After MSPB stash away the data it had arranged it in such a way that using it with the various demographical recordic factors shown in the such as rac e or national origin , gender , grade levels , job series , or how many workers most of the governmental agencies are hiring is possibleThe survey MSPB did involves a random sample of both sinister and white-collar workers employed in fulltime basis with the executive break up for civilian workers . MSPB claimed it sent out 21 ,935 surveys among which there were 13 ,328 replies . The survey asks employees questions about the kind of advancement they were getting as federal employees and how the government is treating the various minority groups , as far as advancement , training , sexual moralitys for good performance and the a manage are concerned and some of the findings were utilise in this brIn addition to using information and statistics from the various governmental offices , other radicals of belles-lettres such as academic writings and entertains were used to find out what kind of literature is on tap(predicate) to address equal employment opportunity issues in t he U .S , in to arrive at what exactly is taking plac! e on the upper level grades . Particularly , since the is focusing on the Hispanic universe at the GS 13 level and above , in to find out exactly what is happening there it was important to start studying the reduce levels where an intensive preparation takes place , not only for the Hispanics community , but also for the other minority groups . This is so because the number of minority professionals that are engage directly into the GS 13 and above level is very low , although the research was able to find out that among the minority groups the Asian peaceable Americans are faring better in finding employment at the higher level As far as the reliability of the data is concerned since it is a governmental parentage that is used there is a high probability it will be genuine . Sites and literatures that are directly necking with the overall Hispanic employment scene were also used to find out the exact stand of the particular minority group , simply because making it into t he higher level grades is a time consuming process that has to be backed up by a considerable number of years work in a given agency that then translates into experience . The kind of education level attained is also very important as most of long time employees , more than 70 pct perk up a college degree or more and are above the age of 45 , mostly surrounded by 50 and 54 revealing that there was some aggregate of introduce to be done in to find the real effigy that is prevalent at the top levelTo summarize this section , there is enough material that would give a good picture of what exactly is taking place in the hiring , training retaining , recognise , and advancing of the various minorities groups that includes Hispanics in the U .S . Minorities could be gaining a majority status , as their non-minority counterparts are develop and retiring . According to the findings , there is no fear that there will be lack employment for the minority groups that will include wom en that are close to more than 40 percent of the work! force . In fact , if there is raise up it is that all the effort that is at work now might not make up for what is going to be lost when the majority of the non-minority workers start retiring in the coming years in big numbers , which is good spick-and-spans for minorities as their demand would rise , eliminating many barriers that were preventing them to get equal footing in the employment sceneChapter IVData AnalysisMSAP had conducted a survey whose primary focus was to find out if minorities get equal treatment when it comes to obtaining jobs made unattached by the federal government . Then once the mingled minorities birth passed the employment thresh-hold the focus of the probe was whether they were getting equal treatment in getting advancement , as well as the meritoriousnesss they get for what they call superior performance Even if the number of the federal workforce had come down more or less in the year 2004 and 2005 from where it was at 1 .7 million , in 1995 300 ,000 of the workforce were African Americans , 64 ,300 Asian peaceable Americans 98 ,000 Hispanics , and 30 ,200 inseparable Americans . For the purpose of this , the view of the 2004 and 2005 are also in the discussionThis particular figure shows the overall employment figure for 2005 at 1 ,686 ,849 , a rise of 2 ,059 jobs from the 2004 figure that was at 1 ,684 ,790The same applies to the number of workers where African Americans for 2004 were at 292 ,752 and 294 ,300 at 2005 , at 17 .4 percent for FW and 10 .1 for the Civilian Labor forceHispanics , were at 123 ,207 for 2004 , 125 ,419 for 2005 at 7 .3 FW and 12 .6 for CLEFThe Asian Pacific Islanders 5 .0 percent of FW at 84 ,630 in 2005 and were 82 .219 in 2004 . There was a one- part rise from 4 .9 to 5 percent in 2005 in FW and from 4 .0 to 4 .1 in CLF internal Americans were at 1 .9 at 32 ,318 for 2005 and that figure was at 32 ,251 in 2004 loss the percentage unchangedIn all this women overall were 43 .9 of the wor k force at 740 ,298 in 2005 where their number , as w! ell as the percentage was higher for 2004 at 44 .0 percent and their number was at 741 ,630It might be important to show this figure early in the to highlight what the Hispanics submit to have it off with at the note level to begin with they make it to the higher level and according to the finding there is under commission when seen from their prevalent cosmos , as well as in the workforce (HRMP , 2002Once these figures reveal what is the employment picture distributed among the various participants that include the non-minorities , another(prenominal)(prenominal) good index digit to look out for is to find out what exactly is taking place in the distribution of jobs among minorities according to occupational categories . The intellectual for that accordingly is the advancement acquirable for those leased in clerical and technical jobs when compared with professional and administrative jobs is not the same and that is what would contribute to what kind of participation e ach ethnic group will have in the various grades , especially the upper ones such as GS 13 and aboveGroup Professional Administrative Technical ClericalCLF FW CLF FW CLF FW CLF FWAfrican Am . 5 .6 7 .7 8 .9 13 .4 10 .2 23 12 .4 29 .4 Hispanic 3 .5 3 .7 5 .2 5 .1 6 .6 6 .2 6 .9 6 .6 gaudy 85 81 .3 82 .5 77 .7 79 . 65 .2 77 .4 58 .8 Source FY 2005 FEORPThe above table demonstrates where Hispanics are screening some better heraldic bearing . As it is demonstrated it is in the technical and clerical field that could ante up a higher promise to catapult them into the higher paying mob with supervisor and administrative positions simply because their number in the job categories that avail such opportunities is lower when compared to the other contenders such as African Americans who have a higher tribe at this particular juncture is still higher form the Hispanics although the expected value is the Hispanics would surpass the African American nation at or so 20 10 (DoD , 1999 . It is difficult to rate what would! that avail except that they will continue to be underrepresented not only in the number they have in the workforce but , to their overall cosmos what is more , it is possible to say that the federal government could be doing a good job in availing opportunities for serve military force whatever minority groups are composite , in equaliser to their number in the population , as well as the kind of qualification they have , which is key here . The suit for that is other minority groups such as the African Americans , without mentioning Asians had been outdoing the Hispanics in the professional section , especially as the Asians are doing a great job in the administration section . What this government agency is , it is important to be measured in advance on the assessment to make while trying to arrive at the notion that the Hispanics are underrepresented in the GS 13 and above areas that require either higher qualification in a form of education , skill , training , or exp erience that should be in place in the previous grade levels . Dadfar and Gustavsson (1992 /1993 had dilate why it is very important to engage in cessation when a number of diverse cultures are converging and are , more or less , after a similar end . Hence , if the Hispanics are missing out in that area , no thing what the federal government is doing it would find it difficult to promote them , simply because there are certain criteria that have to come together , although still Affirmative legal action should try to make up for the short eliminate (Broadnax , 2000Moreover , there is still a possibleness night that other factors might play role in what is happening even if the assumption is because of what had been in place , the government had done the right things in to meet what is expected from it . As it was stated , if there are jobs that require higher qualification , if that qualification is not in place , no depend how the government copyd to take aim in mino rities into the workforce , it might not be able to d! o so because of what could be lacking . In addition to that , location might have to do with certain employment patterns whereas , for example , for regions such as California , the pool of the qualified workforce might be Asian Pacific Americans simply because they have a bigger representation in the area with better qualification . It is also possible there could be differences in how various governmental agencies could be hiring minorities that might have to do with the kind of occupations they are in , leading to the outcome where , no matter how much the government tries to hire minorities , the various genre of the jobs , as well as location could put a cap on its effortThe finding indicates that minorities representation seems to be fair in the federal hired workforce and if there is exception , it is that Hispanics and Asians Americans might be dawdle behind in certain kind of jobs . Another area to look at is the grade level that makes up the hierarchy in the civil ser vice . The hobby table shows what was taking place in 1995 among the white-collar workersGrade A .Am . Asian Hisp endemic WhiteGS 1-5 29 17 22 32 13GS 6-10 39 26 36 35 28GS 11-12 22 36 29 23 33GS 13-15 10 22 13 11 25SES .2 .2 .2 .2 .6(OPM , 2005Source FY 2005 FEORPTo break down the above analysis the reality is , African Americans Hispanics , and Native Americans are concentrated in the lower strata showing that there should be some reason that contributes to that other than discrimination . Asian Pacific Americans together with the whites are in the higher-grade strata showing that again there must be something that contributes to that . The number shows that at least two-thirds of the three ethnic groups are in the GS grades 1-10 , which would mean the other two groups are only 40 percent . And the other revelation made was that when hiring at the higher level is gnarled , it is whites and Asian Pacific Americans that had opportunity to be hired at GS gra des 13 , 14 , 15 , showing that to make it into that ! level what the most important determining factor could be qualification experience , skills , and training instead than the ethnic group they belong to . Another indicator is what proportion of the various groups is working full-time and part-time , where according to the number whites are at 10 .43 percent , whereas the Asian Pacific Americans are at 1 .49 The figure for Hispanics is 9 .31 percent and the Natives 8 .83 percent Another figure that could depict what is taking place is minorities hold at least 29 percent of the jobs in the federal government employment list but only 10 percent of the higher level posts that do not involve political appointments . This shows there is some factor that is holding back minorities from the higher grade jobs and that included Hispanics who are dawdle behind everyone . It is possible to say that the government also could be lagging behind in its effort in preparing ethnic minorities for the American workforce , in a manner that comes c loset to what Okocha (1994 ) stipulates and if that had been the case the numbers above could have been a bit distinctIf there are factors that contribute to the minorities not making it in levelheaded number into the higher grade paying jobs , one of them is minorities are concentrated in job categories such as technical clerical or categories that fall under the other kinsperson . Jobs in these categories do not lead past the GS-9 level and this could explain why there is such a disagreement among minorities that include Hispanics and Asians who have a much better representation in the upper grade levels . When looking at the proportion of those making it into the higher grade level , with the exception of Asian Pacific Americans who have shown a square social movement in the administrative area , the rest of the groups are participating in both professional and administrative handle with the same proportion they are participating in the earlier mentioned areas that do not pass the GS-9 level for the most partThe table on! the grade level shows the proportions of minorities will go down as the grade level goes higher , with the exception of the Pacific Asian Americans who are faring well in all categories at around 5-7 percent , except that they are at the same level with others at the Senior Executive Service level . Overall , it is possible to say the number of minorities at the higher level grade is not representative of their number in the workforce , as it falls short . If there is anything that will change the situation might be what is taking place in the number of trainees or at a developmental position at the lower levels of GS-5 and above that could at last materialise in lifting the number of minorities at the higher levelsAnother source shows how Hispanics were faring in 2005 in the following table Hispanic Employment portion of FW Professional 19 ,950 4 .9Administrative 42 ,776 7 .2Technical 30 ,291 8 .9Clerical 8 ,281 7 .8Other 10 ,343 17 .9White get wind 14 ,138 7 .67 .4(OPM , 20 05If coming up with a come in the beginning based on what was said earlier is possible the Hispanics population in the workforce can make it into the upper grade levels such as GS -13 and above , the particular group will have to originate from the professional and administrative job classification whose figure is shown above . That figure for the African Americans population is at 38 ,125 and 99 ,9l0 putting them in a better position to have a better representation in the GS-13 level and above . The 2005 figure for blacks in GS 13-15 is at 41 ,157 and make up 11 .3 percent of the FW . Whereas , for Hispanics that number is at GS 13-15 16 ,961 and are at 8 .3 percent of FW . At the senior pay level there are 557 Hispanics and are 3 .5 percent of the WF , whereas the African Americans are 1 ,113 and are 7 percent of FW , which reflects it is proportional to their carriage in the workforceAll these figures represent , after all , the Hispanics are not really underrepresented wh en seen from the proportion that they represent in th! e workforce , which is at 125 ,419 whereas the African American number stands at 294 ,300 . However , when compared with non-minorities it is possible to say there is some under-representation . One crucial question here could be is this under representation the outcome of discrimination or is it a blow of meeting the requirements on the part of the Hispanic workforce , simply because when it comes to upper levels appointments the awarding is based on some capability that should be supported by qualification , experience , skills , and training , as there are high level responsibilities to the jobs . So far , the finding seems that the reason why things are as they are could be the Hispanic population could lack the proper training . If that training was prevalent , there is no reason why those from the Asian Pacific group are joining the workforce at the GS-13 level or above or why they should have a better representation in the profession and administration categories , when seen from the proportion they have in the workforce Another area to highlight might be what kind of procedures the federal government follows while hiring from the world(a) population . OPM is trustworthy for the government-wide written ACWA (Administrative Careers with America , especially at GS-5 and GS-7 level for both professional and administrative positions , which is an entry-level position . Anyone that plant well at this level could eventually prevail to go through the other requirements that are prerequisite for the upper grades such as GS-13 and above . There are eight method actings used to hire brand-new entrants on the above grade level that includes GS-9The OPM ACWA Examining peachy Scholar ProgramNoncompetitive AppointmentsDirect HireOPN Non-ACWA ExaminingAgency Delegated ExaminingAgency Merit PromotionCooperative Education ProgramPresidential Management medical examination intern ProgramThe particular Academy be after team that is responsible for the lite rature came up with six criteria to measure what kind! of merit the various methods are availing after some years have lapsed . The criteria areHow merit principles are metTimelines in filing positionsHow composite plant the hiring method isCandidates tinctureAdministrative cargoInput acknowledge in enabling government to achieve its death of having a diverse workforceThe finding after applying the criteria was that ACWA that administers exam for 112 different occupations for entry into grades GS-5 and GS-7 level jobs had suffered a bad account , as only one percent of all workers hired over an eight-year compass point were through this weapons platform . On the other hand the Outstanding Scholar Program (OSP ) that is intricate in hiring college graduates with a 3 .5 grade point median(a) , even if it had failed to raise the representation of African Americans and Hispanics overall it was rated as the best source by agencies for availing qualified workers . OSP had been responsible for at least ten percent of all the hiri ng while the larger share , up to 30 percent goes to the various hiring methods such as bilingual /bicultural hiring provide veterans readjustment program , government activity that hire disabled veterans authorities hiring physically or mentally disabled , former peacefulness Corps members etc . There is undeniable burden when authorities have to make such decisions , but accordingly , the above mentioned process had availed high step candidates that is in addition to their contribution to bringing more minorities through plausive programs into the workforce (NAPA , 1999 .

Such outcomes could bind to a good issue what Naff and Gibson (2002 ) brought to the attention of the publ ic , where they tried to show Affirmative Action had ! failed in what it went out to achieveWhat this shows is those who have to make it in the upper grade level have to start at the lower levels most of the time and their supremacy rate to make it to the higher level could also be affected by how they were brought in into the workforce , where some of them require a considerable quantity of affirmative decision-making . Another source for at least 43 percent of hiring entry-level workers is the internal merit promotion program that transfers existing federal workers from one agency to the other or by promotion or demotion . One key issue here is for minorities that include Hispanics and for non-minority the criteria is that there are times their entry level will determine how far they will progress in their future advancement , simply because some of the methods that lean on affirmative actions do not necessarily have to bring in high quality personnel , because there will be a level such employees might not surpass . Because of the existence of such practice it is continuously difficult to draw a line and say that there is a possibility that the government had been discriminatory for not allow some go into the higher grades , simply because they might not have what it takes , but because of affirmative action they could make it to lower levels that still have higher pay range but as Lewis ( 1991 ) had explained the dissatisfaction of the pay level could linger for a long time , unless it is possible to enter the higher ranges at some point that in reality could be out of reachAnother very effective hiring method was the henhouse program that was hiring high quality college graduates . The process allows employees and employers to try each other out before going into any lading and many of the agencies had assessd this program . What this means is anyone joining the workforce through this program could be a candidate from the outset to make it into the higher level because the employers have the opp ortunity to scrutinize the future potential of employ! ees with no tariff involvedThe other pbrocaded method is the President Management Intern program because it has the qualities the Co-op has where there is not much administrative burden , as well as the employees become fulltime employees after terminate a two-year struggle breaker point , where if they do not meet the high requirement they could be let go . Therefore , it is not difficult to see how complex it is to make it into the higher level where being employed by one of the above methods in the lower grades alone is not a guarantee to qualify anyone to the higher grades , as there are various reasons behind the different hiring practicesTo attest this , the Academy project team with the collaboration of MSPB were able to find out which entry levels had the potential for high grade level advancement . The study made on 79 ,918 individuals hired through the mentioned methods and the findings for GS-5s was those who came through the noncompetitive and direct-hire methods were the once that showed the most advancement . When it comes to GS-7 , level those who came through delegated examination showed the most advancement . For the GS-9 level , the PMI program was the best source of candidates whereas the Co-op program had outperformed all the other hiring methods Those who did not show an outstanding outcome were those hired through ACWA method and agency merit promotions . Since the ACWA program is responsible for a half-size proportion of the new job entrants , the number of minorities hired was very insignificant and out of that number African Americans were seven percent , Asian Americans seven percent Hispanics nine percent , and Native Americans zero percent ACWA OSP NA Direct H . OPM Non-ACWA African 7 10 11 10Americans Asians 7 4 5 7 Hispanic 9 6 9 6 Native Am . 0 0 4 1 Whites 77 80 71 76Overall , it is possible to look at how minorities dressd in the most effective hiring methods so that it would be possible to see how they will fare in the advancement procedure into the high grad! e level(NAPA , 1999Another source showing what took place at the upper level new hiresThe graph below shows how minorities , including Hispanics , fared from 1990 to 2005The table below shows the percentage of new hires with the earning of above 35 ,000 for all minoritiesIt is possible to infer from there is not data for two hiring methods the Co-op and the Presidential Intern that have garnered higher praise from employers as well as that requires higher college grade that should be above 3 .5 and it was those that were hired through these programs that showed a good advancement level . The possibility is the participation level of minorities in that section might be xistent or nominal that might revel why things were like that , and the result as far as advancing into the high paying grade levels could also mirror this outcome . therefore , from the list above it is possible to say that Hispanics are doing ill when seen from their proportion in the workforce , as well as from t he proportion of how the other minorities are faring , leading to the conclusion that it is difficult to say that they are singled out or discriminated against , as every advancement starting from the hiring and more seems to be on merits . This would mean since there is a pugnacious competition among the various minority groups that could keep tab on what the other groups are doing , their medical prognosis of getting higher proportion than their number might not materialize , as the overall hiring method is monitored in such a way that there will be a higher number of minority participation , but of the groups would be given unfair advantage to get frontward over the others . In fact , there is one figure that shows the Hispanics are doing better than the African American that still have a much higher carriage in the work force and that is the percentage of Hispanics hired in the Civil Service is much higher than the African Americans that shows it could be because of the h igher qualification the Hispanic population is attain! ing and that could enable it eventually to attain a higher level of entry into the higher grades , which is not the case now . However looking at the overall picture ascertains that the Hispanic workforce is not discriminated , in fact they were allowed to get ahead of the African Americans that have close double presence in the overall federal workforce percentage wise . The graph below shows how the various hiring methods fared , especially in the upper level employeesTo summarize this section there is a need to do more research to find out more about the reason why the number of the Hispanic is not high at the higher level , even if it is proportionately representative of their number in the workforce . This would mean there are more things to change if there is a desire to see Hispanics outdoing the other minorities in that area and that could start at an earlier level where various trainings are available as mentioned earlier , or highly qualified members of the Hispanic co mmunity will have to apply whenever such employment opportunities are made available by the federal government and if they are denied the opportunity , it would be possible to rear inequitable practice or discrimination as the reason why the Hispanics are not showing a much better result than they are showing nowThe other finding is for every job opening a minority fills the outcome had been the whites , especially the male population lose their jobs and if there had been any occurrence that had been correcting that it is women were also gaining more employment , which shows in to observe some kind of a status co , there could be some cap the minorities will have to go away with . If there is anything that compensates for that to he non-minority groups , especially at the higher level they are retiring in a high number creating a need for person to fill the vacancies they are creating , hence everything seems to point at is if there is the right preparation , there is no reason why any of the minority groups would fall behind as t! here is a need for what they would offerChapter VRecommendationsOne of the recommendations MSPB forwarded is each governmental agency ought to do its own individual merit assessment , where it would be possible to arrive at what kind of promotional rate and performance awards would be appropriate for the various employees that belong to the various groups , and how these awards are distributed among the various race groups . Disseminating the procedure used to arrive at the conclusion could also be useful for the employees , as well for any interested fellowship from within or without , so that making a sophisticated decision when it comes to arriving at the reason why there should be a disparity between minorities and non-minorities would be possible moreover , employees perception of what is taking place is important where it has to have its base on what is in existence . If there is any sign that indicates that is not the case , the involved agencies should exert some effort to rectify the problem . Creating such an environment among workers would create teamwork and high productivityOffices such as OPM and the various agencies should come up with tools that enable those who are in indict of evaluating others to enable them not to introduce unconscious bias while assessing employees for the various merit entitlements . Furthermore , while in the process of hiring or advancing employees the unit procedure should be carried out according to what the statuary merit dodging recommends , where the weft and the advancement should be based on relative ability qualification , and experience . At the same time , the need to have a diverse workforce recruited from all segments of society should be part of the hiring procedures . That is what Carr-Ruffino had advocated in his book , where if the federal government equal employment opportunity to work the only way to accomplish that is by deliberately making the federal workforce at every level as diverse as possible . Another required effort is those who ! are in commission of hiring new employees have to make sure that all available qualified job seekers from all segments of society should be awake of the available vacancies , so that the hiring process would bring in more qualified personnel who are representative of the diverse temper of the society they are coming from . Similarly , supervisors have to make sure new employees are fully aware of the criteria used to evaluate them for advancements and merits When making selection and promotion the criteria used should become public for the rest of the employees so that they would understand what the basis for the decision making of the managers areMoreover , there are specific issues the National Hispanic Leadership Agenda (NHLA ) had raised as recently as 2006 , questions that require further studding to find out what the contributing factors are (GAO 2007 . According to NHLA the under representation of Hispanics is growing , hiring of Hispanics had gone down , retention rate i s also suffering the same fate , and the under-representation especially at the higher managerial and leadership level is getting severe . This is how NHLA discriminates it , although as discussed earlier in this , without denying what the reality is there are areas that need usefulness where for example , according to OPM , Hispanics are still the most underrepresented minority group in the federal government compared to their presence in the CLF . The percentage figure is 7 .4 percent in the federal work force while the figure is 12 .6 percent for the CLF , which is still better than the African Americans workers presence percentage-wise since the African Americans figure is around 10 percent (G . Exe , 2008 . Other figures also show where and why the Hispanics are falling behind in spite of the effort made by the government to avail them opportunities . For example , the percentage of Hispanics that hold degree is at 12 .1 percent , when compared to 30 .6 percent of non-mino rities . Another problem that complicates the Hispan! ics case is close to 35 percent in the overall workforce are not citizens and to become a federal employee there is a citizenship requirement . These areas should be the focus for Hispanic institutions such as NHLA and any improvement and advancement achieved in these areas would mean that the representation of Hispanics at all levels could improve . If their entry into the lower level , especially in the administration and professional job classification is not deepen their chance of obtaining advancement to the higher levels will be curtailedSummaryHispanic under-representation that had been a problem for the federal government for decades had instigated the President Nixon s government to come up with the Sixteen Point Program that was designed to avail equal opportunity participation for the Hispanic population President Clinton had also come up with an executive similar to the 16-point plan and this one was OPS 9-point plan whose goal was to improve the recruitment of Hi spanics into the workforce , as well as to enable them have more participation in the managerial and leadership programs . All this had been in addition to what they were getting by simply being the member of the other minority groups who have to grapple with similar problems of their own . It is possible to say that there had been a high degree of progress made to achieve the goal of making the nation s federal workforce as diverse as possible and especially the effort to include the Hispanics in the federal workforce has paid off well . What this means is the participation of minorities had been ameliorate over the years and Hispanics who had been lagging in this area are gaining momentum where their situation is changing , as they already have a higher percentage rate in some areas , such as the white-collar employment when compared to African Americans who still have more population , as well as higher presence in the federal workforce . The success rate the minorities ar e showing is not only exceptional to obtaining emplo! yment , but they are also holding top-level positions in the various governmental agencies (Kossek and Lobel , 1996 . This could be the outcome of a plan effort on the part of the government , to ensure that there will be an equal employment opportunity for everyone involved . In spite of the contrive effort , there is raise that still parity is not achieved . What attests to this fact it is only whites and Asian Pacific Americans are advancing in the white-collar jobs revealing the others that include African Americans , Hispanics and Native Americans are mostly concentrated on the lower paying jobs instead of improving their presence in the administrative and professional jobs sectors that are the only source for advancing into the GS 13 and avove levelsThe fact that Hispanics are not doing well in those areas could affect their chance to advance into higher levels , even if they might have a better presence in the clerical category that is lower grade in comparison to th e administrative and professional job categories (Kochhar , 2005 . Some of the reasons for that could be a lack of education and experience or the pickax of the Hispanics population to concentrate in geographic regions . Nevertheless , even if the Asians Pacific Americans have a much better presence in the administrative and professional jobs when compared with the other minority groups , when they are compared to whites , they also fall behind in holding a supervisor or managerial positions . At times , whenever there is government-wide lay off and restructuring , whatever mobility was available could come to a standstill for a given period , and when that is the case it could be the minorities that would carry the bruntAnother balk that is affecting minorities across the board is the fact that they are receiving lower job rewards , lower rating for performance , and lower cash awards that could result in affecting their job satisfaction , as stated in this particular docume nt (GIOT , 2000 When it comes to an untimely emanati! on Hispanics are encountering many causalities that are at least similar to the African Americans and Native Americans , contributing to the fact that if they were in the appropriate job category , their making it into the higher levels of GS 13 and above will be high . It is possible to say the prevalent disadvantage that is in existence is small when compared to the advantages minorities such as Hispanics had been attaining over time If there had been disadvantages , they are becoming more of a failure of having an effective mechanism to oversee the process of the advancing of minorities would be conducted according to what the statuary regulation dictates . exclusively since individual judgments are involved in all of the advancements and merit giving that are involved , it had proven to be difficult to monitor the establishment of bias , simply because the whole system is trying to disunite itself from the status co , where white men hold the majority of professional and administration jobsIf there is another setback that could play against minorities such as Hispanics , it is government furlough that will result in reducing the number of minorities that will especially hold top level positions and this could take things back to where they were , making minorities susceptible to harsh treatments , as far as their evaluation is concerned Another contrast that is prevalent is minorities incessantly perceive that there is some kind of discrimination , which could be flagrant at times whereas the whites do not perceive it as such . This might result in erode the confidence of minorities even if such accusation mostly originates from African Americans , where the probability is Hispanics could be spared from such perception , as long as what they have the required qualification , experience , and the willingness to relocate to where the opportunities areConclusionThe merit-based employment system introduced in the recruitment and hiring of employees had improved the employment landscape of the federal! government to a good extent , where those who have what it takes and are members of the minority groups in the nation , such as Hispanics are getting a better deal from the arrangement in place . Yet , in spite of the advancement made there is still leaven about the existence of a disparity that would be reduced in due lam , as either the members of the minority group such as Hispanics start exerting more pressure demanding to get a fair treatment or eventually whatever the federal government is introducing to crate a diverse workforce might materialize . In all this , what minority groups such as Hispanics have to do is to dismantle some of the barriers that they themselves created such as geographical preferences , decisions not to advance their education , choice of area of work they want to participate in , and the number of years they have to stay with the various employers , simply because experience is also another merit looked at when it is time to give advancement . variant findings have highlighted that the prevalent difference among minorities and non-minorities is due to experience and education , as attested by what the advancement and participation in the workforce by the Asian Pacific Americans had shownThere will always be subjective problems where it is managers and supervisors who will advance the various employees into higher positions and they can introduce intentional or unintentional bias in their recommendation (Pettigrew , 1987 . In both cases having what it takes such as education , various kinds of job connect trainings , experience talent , and the like will mitigate the problem and keep it within a bearable bound . Hence , from what the gathering of evidence shows there is no incidence to point a finger at where an intentional biased treatment had been directed at the Hispanics in the federal workforce or at the other minorities for that matter , as the whole arrangement could be made better by simply having certain requi rements in place The presence of the Hispanics at the! GS-13 and above is proportional when seen from their number and presence in the workforce and when seen from the advanc