All GS 11 and above (or equivalent) employees listed as having a targeted disability as identified in Form SF256 AND have a "permanent" appointment (Type of Appointment code is 01, 02, 06, or 07)

Percent of managers that provided a rating of 8 or higher on a scale of 1 - 10 to the question "Applicants referred had the skills to perform the job"

All GS 11 and above (or equivalent) employees listed as having a disability, including those coded (06) who do not identify the disability AND have a "permanent" appointment (Type of Appointment code is 01, 02, 06, or 07)

Percent of all non-transfer new hires (1XX NOAs except 130, 132, 145, 147) that were veterans (B, P, V vet status codes)

Average # of calendar days to hire non-SES/SL/ST positions via USAJobs (from the time a recruitment request package is received to the official final job offer and acceptance).

This indicator's milestones/targets will complete the development of an OMAO DEI Implementation Plan as a critical step in establishing DEI awareness and activities within the entire OMAO organization. OMAO established its DEI Advisory Council, chaired by the OMAO DAA for Programs and Administration, comprising twelve (12) individuals across OMAO’s centers and divisions. All members are currently enrolled in the e-Cornell Diversity, Equity, and Inclusion certification program and are on track to complete their certifications. The DEI Implementation Plan will be monitored and updated to ensure OMAO leadership can identify successes, target areas for improvement and adjust the Plan's contents to better scope and emphasize it's direction.

All GS 1-10 (or equivalent) employees listed as having a targeted disability as identified in Form SF256 AND have a "permanent" appointment (Type of Appointment code is 01, 02, 06, or 07)

The number of existing full time and/or part time employment positions created and/or retained as reported by a MBE client served.