Indiana

Natural Resources Conservation Service

Recruitment Plan

FY 2008 - 2012

Overview: Recruitment of highly qualified employees is an on-going process. Human Resource Specialists, Leadership Team Members, and Special Emphasis Program Managers have specific responsibilities in this area; however, all NRCS employees should be aware of our need to recruit a qualified and diverse workforce. Workforce diversity needs as identified in the Indiana NRCS Affirmative Employment Plan for Minorities and Women will be used as an important reference during recruiting efforts.

Many positions are filled through the local efforts of our employees. Employees should be on the lookout for candidates and be ready to pass information on potential recruitment opportunities to the Leadership Team. They should also be prepared to provide an address or phone number to the potential recruit to make contact with Human Resources. All NRCS offices have been provided an application packet that can be copied for local use. Application packets will be given to each potential recruit at the time of contact at job fairs, career days, or other formal recruitment opportunities.

Equal Employment Opportunity

Natural Resources Conservation Service (NRCS) Indiana's EEO policy is published in the General Manual section 230, part 481. NRCS Indiana is fully committed to equal employment opportunity and the implementation of a strong affirmative employment program without regard to race, sex, religion, color, national origin, age or handicap. It is the policy of Indiana to provide equal opportunity in employment for all persons in its work force or being recruited for its work force. It will prohibit discrimination in all aspects of its personnel policies, program practices and operations in all its working conditions and relationships with employees and applicants for employment. We strongly promote the full continuing programs of affirmative employment at every management level within our state. We subscribe to and will implement to the fullest, the requirements of Title VII of the Civil Rights Act of 1964, as amended; Executive Order 11478, as amended; Age Discrimination in Employment Act of 1967; the Equal Pay Act of 1962, to amended, and the Vocational Rehabilitation Act of 1973, as amended.

Annually identified under representation of PATCO in the Affirmative Employment Plan will be targeted to reach the Civilian Labor Force goals.

This recruitment plan is a brief description of our current recruitment needs as of the date of issue, a list of potential locations for placement of recruits, and planned recruitment activities for FY 2008 - 2012.

Annually Updated Attachments to Recruitment Plan

· Attachment 1 – NRCS Work Force compared to Civilian Labor Force

· Attachment 2 – Program Analysis by Occupational Series

· Attachment 3 – Student Career Experience Program Placements

Recruitment Procedure:

Recruitment efforts will be an ongoing process. Recruiters will utilize the recruiting exhibit at job fairs. SEPM’s should visit universities and special emphasis organizations. Other management and professional staffs will visit various clubs and student organizations. Avenues of advertisement are local newspapers, through local high schools, or various organizations.

Primary Recruitment colleges, universities or other institutions:

Alabama A & M University

Alcorn State University

Ball State University

HACU-Hispanic American Colleges and Universities

High Schools with minority/ethnic enrollment

Indiana Association of Soil and Water Conservation Districts (SWCDs)

Indiana Department of Environmental Management

Indiana Department of Natural Resources (IDNR)

Indiana State Department of Agriculture

Indiana Soil and Water Conservation Society

Indiana State University

Indiana University

Indiana University, Purdue University Indianapolis (IUPUI)

Ivy Tech State College

Langston University

Murray State University

National Training conferences of all NRCS employee groups

Prairie View A & M University

Purdue University Cooperative Extension Service

Purdue University

Rehabilitation agencies and Veterans Agencies

Rose-Hulman Institute of Technology

Southern University and A & M College

Tennessee State University

Tuskegee University

University of Arkansas at Pine Bluff

University of Evansville

University of Southern Indiana

USDA 1890 Scholars Program

Vincennes University

Western Kentucky University

Workforce Recruitment Program for College Students with Disabilities

Principle Recruiters:

John Pepper, Lead Area Conservationists

Connie Givens Beverly Garrett

SEPM’s

Outreach Coordinator

Civil Rights Committee Members

Subject Matter Experts:

Travis Neely Pat Larr
Mike Cox Jeff Coats

Joe Williams Harold Thompson

Elana Cass Roger Kult

Mark Eastman

Recruiters will be knowledgeable of the Indiana NRCS Affirmative Employment Plan for Minorities and Women, and will make a conscious effort to recruit new employees where there is under-representation. All recruiters will be supplied the yearly AEP goals.

Recruiters are required to wear a NRCS shirt to create a consistent, identifiable appearance at recruitment events.

Special Emphasis Program Managers (SEPM) are responsible for actively recruiting qualified diverse candidates. SEPM’s will refer qualified candidates to the Human Resources officer for additional conferences. A follow-up contact with potential applicants is an important part of the recruitment process.

Job Fairs and/or Recruitment Events

Month	Event	Recruiter	Registration Fee
Oct.	Purdue Ag Career Day	HR/SEPM	None
Oct.	Tennessee State University	BEPM	None
Oct.	IUPUI Multicultural Job Fair	HR/PA	$595
Oct.	FFA Organization	SEPM	None
Oct.	Arkansas Pine Bluff	BEPM	$325
Nov.	AISES National Conference	AI/ANPM	None
Dec.	NOPBNRCSE Annual Conference	BEPM	$100
Feb	Ball State	HR	None
March	IUPUI Collegiate Job Fair	HR/SEPM	None
April	Hire a Hoosier Vet	VEPM/DEPM	None
Aug.	Fiesta Hispanic Fair – Indianapolis	HEPM	$450
Sept.	Civil Engineers SAC – Purdue	BEPM/SCE	None

Job Announcements:

An announcement will be posted in November for SCEP positions. Selections will be made based on the resume and selecting questions within the application package. SCEP hiring will begin for the summer of each year as soon as qualifications are verified for Student Career Experience Employees, no later than the end of December. If no selections are made from this initial group of applicants, one more announcement periods will occur before the end of January.

Permanent positions are filled through the OPM announcement and hiring procedures, and are announced as they arise. Yearly AEP data will be considered in the hiring process for these positions.

SEPM’s will be responsible for recruitment efforts for permanent positions by promoting vacancies through their networks and sources. SEPM’s will develop strategies with leadership to assist with the recruitment of experienced employees throughout the nation.

Guidelines for Permanent Appointments for Soil Conservationists, Engineers, and Soil Scientists:
Placement for permanent appointments will be a training location in a different area than the previous summer’s assignment that will offer a diverse work experience, not necessarily a heavy workload. Training locations should emphasize field experience (i.e. Field Offices or Conservation Implementation Team Offices). Training assignments will be reviewed in approximately 12-18 months.

An EDP should be developed for each new employee. This EDP will be reviewed by the Supervisor and Human Resources.

Human Resources will lead the Civil Rights team in an annual review of these guidelines to insure that the process is continuing to meet the needs of the new employees and the agency.

Guidelines for SCEP Appointments for Soil Conservationists, Engineers, and Soil Scientists:
Place SCEP appointments in a training location that will offer a diverse work experience, not necessarily a heavy workload. Training locations should emphasize field experience (i.e. Field Offices or Conservation Implementation Team Offices).

An EDP will be developed for each new student trainee (See Appendix 1 EDP). At the end of each training period, the trainer will complete a Student Trainee Performance Evaluation. (See Appendix 2 Trainee Evaluation Form) and the student will write a one page Student Report. The Student Report should describe what the student learned, positives and negatives of the training experience, their career interests, etc.

The EDP, Student Trainee Performance Evaluation, and Student Report will be sent to the Area Conservationist for review. The Area Conservationist will schedule an exit interview with the student to discuss their overall training experience and provide career counseling.

The Area Conservationist will send the EDP, Student Trainee Performance Evaluation, Student Report and their recommendation for continuation to Human Resources and ASTC for QA&E.

Human Resources will lead the Civil Rights team in an annual review of these guidelines to insure that the process is continuing to meet the needs of the students and the agency.

SCEP students that are offered positions in locations other than at home or school location will receive:

1) Reimbursement of travel expenses from home or school to the assigned duty station.

2) Subsidy for housing expenses.

Training locations: Locations for training are negotiable with the recruit when necessary to obtain a highly qualified candidate. The following is a list for training locations. This is a pre-approved list for locating trainees. The selecting official, or other recruiter with approval of the State Conservationist, may negotiate other training locations for SCEP summer employment. (This area should be updated yearly after the leadership team has reviewed the training locations)

Indiana training locations and trainers for Soil Conservationist
Service Center	County	Trainer
Aurora	Dearborn	Lane
Bluffton	Wells	D. Brown
Charlestown	Clark	Larr
Crown Point	Lake	Moran
Evansville	Vanderburgh	Rice
Greensburg	Decatur	Nicholson
Huntington	Huntington	Bomba
Knox	Starke	Schwanke
LaGrange	LaGrange	Hague
Kokomo	Howard	Smith
Paoli	Orange	Cheatham
Rockport	Spencer	Schaus
Rockville	Parke	Donovan
South Bend	St. Joseph	Knepp
Warsaw	Kosciusko	St. Clair
Indiana training locations and trainers for Engineers
Service Center	County	Trainer
Greencastle	Putnam	Cannaday
Greensburg	Decatur	Lyles
Indianapolis	Marion	Cox
Indianapolis	Marion	Clarizia
Rensselaer	Jasper	Keaton
Lebanon	Boone	Lester
Princeton	Gibson	Ficklin
Huntington	Huntington	Patton
Albion	Noble	Hunter
Princeton	Gibson	Smith
Princeton	Gibson	White
Salem	Washington	Cornwell
Indiana training locations and trainers for Soil Scientist
Service Center	County	Trainer
North Vernon	Jennings	Nagel
Indianapolis	Marion	Endres
Indianapolis	Marion	Norwood
Indiana training locations and trainers for Archeologist
Service Center	County	Trainer
Indianapolis	Marion	Ball
Indiana training locations and trainers for Public Affairs
Service Center	County	Trainer
Indianapolis	Marion	McGovern

ATTACHMENT 1 – NRCS WORK FORCE COMPARED to CIVILIAN LABOR FORCE

PATCO Areas Underrepresented by EEO Group with Under-representation Index (UI) and number needed for Parity

UI = NRCS workforce compared to Civilian Labor Force expressed as a percentage.

PROFESSIONAL

EEO Group	UI	No. needed for Parity
White Female	59	31
Black Male	49	4
Black Female	18	10
Hispanic Male	37