Special Emphasis Program Managers

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Special Emphasis Programs are an integral part of the NICRC Equal Employment Opportunity Program. Special Emphasis Program Manager positions were established to assist agencies in ensuring that EEO is present in all aspect of employment and that positive actions are being taken to address under representation. SEPM’s provide advice and assistance to management officials in order to help them meet EEO program goals and objectives.

The Federal Women’s Program, Hispanic and Disability Emphasis Programs are government-wide programs that have been mandated and established by law, and must have individual SEPM. Federal EEO regulations further require that an SEP shall be established for any group where under representation exists. Therefore, the NICRC has special emphasis programs for African-Americans, Asian Americans/Pacific Islanders, and American Indians/Alaskan Natives in addition to those mandated by law.

The SEP manager’s roles are steadily increasing as efforts to achieve equity, fairness, and workforce diversity increase. SEPM’s provide program leadership and direction in their states and support the national SEPM with implementing a viable SEP service-wide.

The objectives of the Special Emphasis Programs are to:

• Increase the number of underrepresented groups in professional, administrative, and technical occupations;
• Eliminate concentrations of underrepresented groups in single interval series to diversity and create advancement opportunities throughout all occupational levels and all disciplines;
• Encourage the participation of underrepresented in all USDA sponsored programs and activities; and,
• Provide a network of professional support for underrepresented groups in USDA.

Here are some of the things we do as SEPM’s:

• Serve as members of the Nevada Interagency Civil Rights Committee.
• Develop good working relationships with employees, management, and others to help eliminate discrimination and develop employment opportunities.
• Assist in planning and implementing cultural awareness activities.
• Develop Special Emphasis Program Plan for the fiscal year.
• Analyze barriers facing protected groups and recommend to management methods to diversity the workforce for women, minorities, and persons with disabilities.
• Distribute SEP information to employees.
• Coordinate and conduct in-house training for employees.
• Submit an annual report on SEP accomplishments.
• Attend conferences and seminars to keep informed on SEP issues.
• Identify and make recommendations on career enhancement opportunities for women, minorities, and person with disabilities.

So, if you have an issue, concern, or recommendation, please contact your SEPM or any member of the Nevada Interagency Civil Rights Committee.

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