[Weekly Compilation of Presidential Documents Volume 36, Number 41 (Monday, October 16, 2000)]
[Pages 2451-2452]
[Online from the Government Publishing Office, www.gpo.gov]

<R04>
Executive Order 13171--Hispanic Employment in the Federal Government

October 12, 2000

    By the authority vested in me as President by the Constitution and 
the laws of the United States of America, and in order to improve the 
representation of Hispanics in Federal employment, within merit system 
principles and consistent with the application of appropriate veterans' 
preference criteria, to achieve a Federal workforce drawn from all 
segments of society, it is hereby ordered as follows:
    Section 1. Policy. It is the policy of the executive branch to 
recruit qualified individuals from appropriate sources in an effort to 
achieve a workforce drawn from all segments of society. Pursuant to this 
policy, this Administration notes that Hispanics remain underrepresented 
in the Federal workforce: they make up only 6.4 percent of the Federal 
civilian workforce, roughly half of their total representation in the 
civilian labor force. This Executive Order, therefore, affirms ongoing 
policies and recommends additional policies to eliminate the 
underpresentation of Hispanics in the Federal workforce.
    Sec. 2. Responsibilities of Executive Departments and Agencies. The 
head of each executive department and agency (agency) shall establish 
and maintain a program for the recruitment and career development of 
Hispanics in Federal employment. In its program, each agency shall:
    (a) provide a plan for recruiting Hispanics that creates a fully 
diverse workforce for the agency in the 21st century;
    (b) assess and eliminate any systemic barriers to the effective 
recruitment and consideration of Hispanics, including but not limited 
to:
(1)         broadening the area of consideration to include applicants 
            from all appropriate sources;
(2)         ensuring that selection factors are appropriate and achieve 
            the broadest consideration of applicants and do not impose 
            barriers to selection based on nonmerit factors; and
(3)         considering the appointment of Hispanic Federal executives 
            to rating, selection, performance review, and executive 
            resources panels and boards;
    (c) improve outreach efforts to include organizations outside the 
Federal Government in order to increase the number of Hispanic 
candidates in the selection pool for the Senior Executive Service;
    (d) promote participation of Hispanic employees in management, 
leadership, and career development programs;
    (e) ensure that performance plans for senior executives, managers, 
and supervisors include specific language related to significant 
accomplishments on diversity recruitment and career development and that 
accountability is predicated on those plans;
    (f) establish appropriate agency advisory councils that include 
Hispanic Employment Program Managers;
    (g) implement the goals of the Government-wide Hispanic Employment 
Initiatives issued by the Office of Personnel Management (OPM) in 
September 1997 (Nine-Point Plan), and the Report to the President's

[[Page 2452]]

Management Council on Hispanic Employment in the Federal Government of 
March 1999;
    (h) ensure that managers and supervisors receive periodic training 
in diversity management in order to carry out their responsibilities to 
maintain a diverse workforce; and
    (i) reflect a continuing priority for eliminating Hispanic 
underrepresentation in the Federal workforce and incorporate actions 
under this order as strategies for achieving workforce diversity goals 
in the agency's Government Performance and Results Act (GPRA) Annual 
Performance Plan.
    Sec. 3. Cooperation. All efforts taken by heads of agencies under 
sections 1 and 2 of this order shall, as appropriate, further 
partnerships and cooperation among Federal, public, and private sector 
employers, and appropriate Hispanic organizations whenever such 
partnerships and cooperation are possible and would promote the Federal 
employment of qualified individuals. In developing the long-term 
comprehensive strategies required by section 2 of this order, agencies 
shall, as appropriate, consult with and seek information and advice from 
experts in the areas of special targeted recruitment and diversity in 
employment.
    Sec. 4. Responsibilities of the Office of Personnel Management. The 
Office of Personnel Management is required by law and regulations to 
undertake a Government-wide minority recruitment effort. Pursuant to 
that on-going effort and in implementation of this order, the Director 
of OPM shall:
    (a) provide Federal human resources management policy guidance to 
address Hispanic underrepresentation where it occurs;
    (b) take the lead in promoting diversity to executive agencies for 
such actions as deemed appropriate to promote equal employment 
opportunity;
    (c) within 180 days from the date of this order, prescribe such 
regulations as may be necessary to carry out the purposes of this order;
    (d) within 60 days from the date of this order, establish an 
Interagency Task Force, chaired by the Director and composed of agency 
officials at the Deputy Secretary level, or the equivalent. This Task 
Force shall meet semi-annually to:
(1)         review best practices in strategic human resources 
            management planning, including alignment with agency GPRA 
            plans;
(2)         assess overall executive branch progress in complying with 
            the requirements of this order;
(3)         provide advice on ways to increase Hispanic community 
            involvement; and
(4)         recommend any further actions, as appropriate, in 
            eliminating the underrepresentation of Hispanics in the 
            Federal workforce where it occurs; and
    (e) issue an annual report with findings and recommendations to the 
President on the progress made by agencies on matters related to this 
order. The first annual report shall be issued no later than 1 year from 
the date of this order.
    Sec. 5. Judicial Review. This order is intended only to improve the 
internal management of the executive branch. It does not create any 
right or benefit, substantive or procedural, enforceable in law or 
equity except as may be identified in existing laws and regulations, by 
a party against the United States, its agencies, its officers or 
employees, or any other person.
                                            William J. Clinton
 The White House,
 October 12, 2000.

 [Filed with the Office of the Federal Register, 11:14 a.m., October 13, 
2000]

Note: This Executive order was published in the Federal Register on 
October 16.