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"

Pursuant to the Presidential Memorandum, NTIA will modernize the current spectrum access ecosystem by: 1) Documenting current spectrum use and future requirements 2) Establishing the data and tools needed to automate spectrum management functions and securely make them as transparent and predictable as practicable 3) Updating spectrum access policies to provide greater flexibility and incentivize efficiency 4) Enhancing spectrum enforcement mechanisms 5) Pursuing workforce development initiatives that are critical to long-term success.

By providing broadband technical assistance and support, NTIA will provide the foundation for state and local governments to attract broadband infrastructure investments. Broadband infrastructure leads to the delivery of new jobs, better service delivery, and creation of innovative technologies benefitting hospital, schools, and students

NTIA improves the nation’s understanding of broadband availability by improving data collection and analytic capabilities. NTIA promotes more efficient federal broadband investments, especially in critical rural areas where data does not always accurately reflect broadband availability.

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)

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

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.

This indicator represents the average of all indicators reported Department-wide. The results of this indicator lag one year after the results of all the indicators within the Department. This metric is calculated based on actuals for all public performance indicators.