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[quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous][quote=Anonymous]Complete waste of time. You'd be better calling/emailing people or using LinkedIn to try to connect with people. Those fed applications take forever and chances are if you're not a vet, [b]minority, [/b]disabled, or have fed experience, your chances of winning the lottery are better.[/quote]

There are no minority points in federal hiring.  [/quote]

Maybe not, but some hiring managers have an EEO component to their performance evaluation that looks to whether they have cultivated a diverse workforce.  That could certainly play a part in selection decisions.[/quote]

Which agencies have this component?  It certainly isn't at any of the DoD or DHS Agencies[/quote]

It is absolutely a critical element on the performance plans for supervisors in at least one DHS component.[/quote]

Which one. Please stop making these statements without giving examples, specifics. I have worked in several agencies, and I have not found what you state to be true. That does not mean that my experiences are not yours. I am simply asking you to name the agencies that provide extra points for minority status like veteran and disability.. TIA. [/quote]

I did not say that minority status gets extra points in the selection process.  That would be illegal.  What I said was that many supervisors are evaluated on diversity and inclusion factors.  That fact could put a "finger on the scale" when making selection decisions.  While I would rather not disclose what I know personally about agencies I have worked for, a quick Google search pulls the following:

Here is a Diversity and Inclusion plan from DOJ that says that supervisory employees will receive a performance plan that "includes a performance element to address his or her accountability for promoting diversity, supporting special emphasis programs, and applying EEO principles." 
http://www.justice.gov/sites/default/files/jmd/legacy/2014/06/09/jmd-preliminary-diversity-management-plan.pdf

Here is an MD 715 report from DHS that says that "diversity advocate" is being added as a performance element to the plans for all executives, which measures an executive's success in "promoting workforce diversity."  
http://www.dhs.gov/xlibrary/assets/crcl_fy2008_no_fear_act_annualreport.pdf

See also:
http://www.aphis.usda.gov/civil_rights/downloads/guidance_on_civil_rights_element.pdf

And for good measure, here is the EEOC opining on how diversity and inclusion should be included as a performance element for all supervisors in all agencies:
http://www.eeoc.gov/federal/reports/fsp2010_2/index.cfm

And as to your request that I "stop making statements without giving examples, specifics"  I gave specific examples.  What I didn't do was I just cite a source.  Now I have done that for you.  I wonder if you make the same request of anyone else who posts a factual statement on this or any other post?  Seems an odd standard, and not one that many people follow....

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