Acting with fairness is an integral part of our duties as emergency managers. Fairness can be utilized in the work we do to help survivors and communities, as well as our roles in hiring and our interactions with our coworkers.
But what is fairness?
As stated by author Rick Riordan, “Fairness does not mean everyone gets the same. Fairness means everyone gets what they need.” We are all unique individuals with different backgrounds and experiences that not only impacts how we are able to handle stress, but also impacts which resources we have access to and how we access them.
In order to better connect with survivors and coworkers, we must also address any biases and stigmas that we hold. Everyone has some level of bias, although we may not realize it. It’s somewhat natural to have implicit bias against people whose experiences we don't yet understand. However, bias and the stigma that comes with it can create additional hurdles for people to reach the resources they need. Negative biases can manifest and reinforce stigmas against individuals with differing lifestyles, education levels, and employment statuses, to name a few.
Fairness, equality, and understanding have become a cornerstone of the work we do with FEMA, and they are important tools that can better address the needs of the people we serve and expand the positive impact that we make, both individually and collectively.
"Never above you. Never below you. Always beside you." — Walter Winchell
Autumn Coalwell | Program Analyst and COR| FOD| WDD| Integrations Branch
Release of the Core Values Guidance for Field Offices
FOD’s Core Values Program is excited to announce the release of the Core Values Guidance for Field Offices. This comprehensive document will assist field leaders in developing their own Core Values Action Plans in the field.
Why was it created? In response to RAND's 2019 and 2022 Survey results, RAINN's (Rape, Assault, Incest National Network) Sexual Misconduct Awareness Response Initiative training and findings, and assessments of current Agency programs, the Field Operations Directorate (FOD) and Field Leadership Directorate (FLD) collaborated to develop the Core Values Guidance for Field Offices.The methodology and supporting information presented in the Guidance provides field offices with a tailorable approach to developing and maintaining effective core values initiatives that support FEMA's people-first approach to helping people before, during, and after disasters.
Who is it for? The Guidance is aimed to be a useful tool for field leadership, including Federal Coordinating Officers (FCOs) and Chiefs of Staff (CoSs), providing field-based recommended actions and guidance on the methodology for developing a tailored Core Values Action Plan, and includes examples of key initiatives and recommended roles and responsibilities. Although these plans are to be developed and implemented by field leadership, each of us has a role in creating a positive, safe, and healthy work environment, especially during increased disaster operations.
What’s in the document? The document shows how field offices can build and cultivate a positive culture and instill FEMA’s core values of compassion, fairness, integrity, and respect in day-to-day operations. It is divided into five parts, which includes recommended short-term actions for field offices, a four-phased approach to developing an action plan, and additional resources from Headquarters programs.
How can I be involved? As junior-level staff and mid-level managers in the field, hold leadership accountable in ensuring core values are exhibited in day-to-day operations. Upon development of action plans, Field Leaders will be expected tobuild teams from various cadres, including Logistics, Planning, and ADR, to carry out the execution of the plan.
The FEMA Core Values are the foundation of who we are, and we must be devoted to demonstrating these principles in everything we do. It is a priority to spotlight employees who exemplify and embody our core values through the ORR Core Values Coin Awards program. Read on for more information about how to nominate your peers.
Eligibility
All ORR employees at Headquarters, in Regional Offices, and in the field are eligible.
All nominations must be submitted by 5:00 pm EST on the 15th of every month.
Teams may be nominated when all members contributed equally to displaying a core value.
Name the file using this file naming convention: Core Values Category, nominee’s last name or team name; office, region, or disaster number (e.g., Compassion-Smith-Region5.pdf).
Award winners will be announced monthly in the ORR Core Values Chronicle. If you don’t already receive the ORR Core Values Chronicle, you may sign up here. Should you have any questions, please email FEMA-ORR-CoreValues-Team@fema.dhs.gov.
July Recipients!
It is with great pleasure that we announce the recipients of the ORR Core Values Coin Awards for July 2023! ORR thanks you for your continuous commitment to FEMA’s core values and contributing to making FEMA a safe, trusting, and positive work environment. Below are the nominations submitted by the recipient's peers:
Compassion:
Kerfye Robinson: Kerfye demonstrates compassion every day while working with both her assigned staff and her coworkers. One of the shining examples of this is when one of her coworker’s close family members passed away. Kerfye immediately reached out to makes sure her coworker was doing ok and then offered assistance to help however she could. Despite some plans she had for the weekend coming up, Kerfye offered to be the main point of contact covering her coworker’s staff while they went to the funeral. Kerfye also handled all issues and problems that arose that week her coworker was away with compassion which greatly helped one of her coworker’s staff deal with a HR and payroll problem. Kerfye's compassion towards her coworker and her coworker's staff are greatly appreciated and commended and we want to recognize her for her actions and adherence to the FEMA Core Values.
Pamela Miller : I would like to recognize Pam Miller for her compassion and exceptional service to survivors. Pam was asked to investigate a case where a survivor was unable to receive payment because a confirmed payment was sent to an identity thief that initiated the registration in the survivor's name. The survivor has been trying to reconcile the entitled payment for many months and Pam personally reached out the survivor to document exactly what lead to the registration issue. Not only is Pam’s work important to our cause in identifying many applicants in the same position, to aid in propelling change, but she made a true difference in this survivor’s life and created a new registration so that she can receive the assistance she needed. This is only one example of Pam's initiative to serve with compassion (and integrity!).
Team Nomination - Service & IT Team at Lake Mary JFO:I had the opportunity to meet withBradley "Cole" Barnett, Luis Rodriguez-Cifredo, and David E Baker about how they manage the Core Values Awards (CVAs) initiative and other recognition initiatives like the SEAL Awards and the "Kudos & Shout Outs" at their JFO community in Lake Mary, Florida. The CVAs are meant to support field offices with creating a positive workplace culture by showing appreciation for those who embody our core values. JFOs facilitate and manage this initiative voluntarily.
The way that this particular team managed their CVAs showed diligence, intention, and thoughtfulness. Utilizing their knowledge, skill, and talents, they built a Power App and automation for the CVAs to ensure that the nomination process was easy to complete (step-by-step directions and descriptions of the core values are included in the nomination form) and nomination forms were easily accessible (links to the forms are the first items visible on the disaster event's SharePoint) and the selection process was fair and honest (names of nominees are kept anonymous from the review panel).
As a result of their efforts, their JFO community is in a better position to foster a healthier, safer, and more positive environment where people can be inspired to step up from seeing their fellow colleagues be recognized for stepping up. Again, CVAs are a voluntary initiative for field offices, so to decide to approach the management of these awards with such enthusiasm and dedication is an example of what it means to go above and beyond your assigned roles and duties in order to support the greater community. It is a demonstration of compassion: caring enough about the well-being of others and the overall JFO culture to make sure there are dependable systems in place that promote positivity, encouragement, and support.
Integrity:
Team Nomination - The DR-4709-FL Avengers: The Avengers (that’s what we named our team) complimented our core values and acted upon it every day. They/we were very knowledgeable, using all and every resource available to assist the survivors. I was amazed at how as soon as the applicants walk through the door of the DRC or as soon as they approach the MDRC not one IA Specialist hesitated to be the first to assist.
Even when we moved from the comfort of a building to the outside that was very uncomfortable in the heat setting up and taking down 6 days a week, insect bites and not to mention iguanas, the Avengers never forgot the reason they accepted this deployment. If this mission was basketball, every IA Specialist would be a number one pick. Thanks for remembering the reason you chose to work this mission with FEMA.
Members of the DR-4709-FL Avengers Team: Ivan Murphy Jr, Edward Smith, Debra McHanney, Luckner Levasseur, Cassandra Allen, LaTosha Johnson, Victor Fredner, Howard Schlanger, Tiffany Perry, Michelle Anderson, Catherine Miles, Delondra Ellis, Pedro Cabrisa, LaKisha Sanders-Reid, Alexander Roa, Monica Lomnick
Respect:
Simone Stewart: Simone shows respect in her work by being intentional in all spaces to ensure every voice is heard. IRC collaborates with federal agencies, SLTT partners, and community members to address needs and support community recovery. We often hold meetings with a variety of partners and stakeholders, and Simone will find a way to tie every conversation back to what’s important – the impacted community and their needs. She also ensures a community’s background, culture, and beliefs are taken into consideration in larger discussions, especially since these often impact how their recovery may take form.
Among her coworkers, Simone is respectful and shows kindness by celebrating diversity and forming a unique relationship with every person on the team. She is authentically herself and provides the space for others to do the same. She has also gone out of her way to note Juneteenth and Pride celebrations while deployed, helping her coworkers to feel supported and empowered.
Suzette Rivera-Otero: Suzette, a dedicated member of the FEMA team, exemplifies the Core Value of Respect in her everyday interactions to the highest degree. Whether working with fellow colleagues, partnering organizations, or community members, she consistently demonstrates a deep appreciation for others' perspectives and contributions. Suzette actively listens to the needs and concerns of those she interacts with while acknowledging the importance of their experience and expertise. She innately treats everyone with kindness and empathy, fostering an inclusive environment where individuals feel valued and heard.
Suzette routinely reaches out to members of the team for new viewpoints on projects, making each project stronger and more holistic as a result of her inclusive, open-minded, and uplifting personality. Suzette's commitment to respect is evident in her ability to communicate effectively and respectfully, even in challenging situations. She consistently demonstrates patience and understanding, recognizes everyone's journey is unique, and harnesses each individual’s strengths.
Suzette's commitment to respect extends beyond her immediate interactions. She actively seeks out opportunities to promote inclusiveness and equality throughout FEMA. Most notably, Suzette leads the charge in creating a comprehensive leadership curriculum that aligns with the DHS Leadership Development Program and OCHCO supervisory courses to enhance the Incident Workforce's training. Promoting respect is a fundamental factor in Suzette’s work through developing curriculum content and prioritizing the accessibility to the Agency-wide Leadership Development Series for all employee types. In her day-to-day actions, Suzette encourages open dialogue and invites diverse perspectives during team meetings and discussions, ensuring that everyone's voice is heard and valued. She actively recognizes and appreciates the unique strengths and contributions of her colleagues, empowering them to excel in their roles.
Suzette is also deeply engaged in community outreach efforts, working tirelessly to build relationships with local organizations and residents. She approaches each community member with genuine interest, taking the time to understand their specific needs and concerns. Suzette's respect for cultural differences and individual circumstances allows her to tailor FEMA's services to better support those affected by disasters. Her dedication and genuine respect for others serves as a powerful example, inspiring her colleagues and partners to embrace a similar approach in their own interactions.
Through her unwavering display of respect, Suzette creates a positive and collaborative atmosphere, inspiring others to embrace the Core Value of Respect in their own daily interactions within the FEMA community. Suzette not only enhances the effectiveness of FEMA but also creates a lasting positive impact on the lives of those she works with and serves.
In a recent email, Administrator Criswell shared information about the new memos that provide insight into transformative changes designed to better build, develop, deploy and support the FEMA workforce before, during and after disasters.
"Dear Colleagues,
The voices of FEMA’s most important asset, all of you, continues to drive change in the way we operate as an agency. Over many months, FEMA’s Field Operations Directorate conducted outreach to responders, through the development of the FEMA Workforce Readiness Cycle, to understand how we can better support you before, during, and after disaster deployments. We heard your feedback and we took action. For example, for the first time since 2014, we updated FEMA’s deployment directive which now outlines several changes focused on the professional development and well-being of responders. Second, effective July 1, 2023, all FEMA responders demobilizing from a disaster or incident may stay in a deployed status to log up to 16 hours of work to complete demobilization activities. These are just a few of the many important steps we are taking to support our employees who pledged to put the needs of others before their own.
I encourage you to read the memos (below) that provide more insight into these transformative changes designed to better build, develop, deploy, and support our workforce before, during, and after disasters.
Collaboration between FEMA and Autism Community Together Brings Relief and Support to Parents of Children with Autism
In the immediate aftermath of Typhoon Mawar which struck Guam last month, parents of children with autism faced unique challenges in registering for FEMA assistance. This week, collaboration between FEMA and Autism Community Together (ACT), a local non-profit organization, has provided much-needed support and relief to these parents. FEMA Disability Integration and Individual Assistance Specialists joined forces with ACT, working together to address registration challenges faced by the parents and offering a calming environment for children with autism and Down syndrome.
The successful collaboration was made possible by the efforts of Roxann Crawford, FEMA's Regional Disability Integration Coordinator, and Josephine Blas, President of Autism Community Together. Both organizations worked tirelessly over a two-day registration drive, which saw substantial interest from the autism community.
Blas expressed the significance of this collaboration, saying, "Many of the parents that have come out tell me they would struggle to be able to register without the support of our staff and the calming setting of our offices."
The ACT office provided a safe space where parents could register for FEMA assistance while caring for their children with unique needs. The office was equipped with toys, snacks, and a supportive community, ensuring parents could focus on recovery while their children were well taken care of.
"We have been booked up throughout the last two days," Blas added. "We try to keep a schedule so that we don't get too crowded, and the kids can stay calm and comfortable."
To spread the word, ACT used various channels such as email, messaging apps, and even reached out to local parents of children with Down syndrome, inviting them to seek assistance in a safe environment where their children's needs would be met.
Roxann Crawford has worked in the days following the typhoon to ensure individuals and families with disabilities receive resources they need to access FEMA programs. Her passion and commitment to equity and inclusivity were instrumental in bringing FEMA personnel into the ACT offices.
During the two-day event parents expressed their gratitude for the thoughtful office space that catered to their children's needs.
“I highly recommend making an appointment with FEMA at the ACT offices,” said Tina Manibusan a local parent. “The office is welcoming and well stocked with snacks, WiFi and friendly faces. If you started the process and have any questions, need to appeal, scan documents, anything…the ACT office is a great resource for our community.”
Blas's own son, who has autism, found solace in the office environment, particularly since their home has been without power. Being in the office alleviated some of his stress, giving the entire family a much-needed respite from the challenges they are facing.
The aftermath of Typhoon Mawar has brought immense hardship to the people of Guam. However, the collaboration between FEMA and ACT offers a glimmer of hope and support for parents of children with autism and other disabilities. Through their joint efforts, they have not only facilitated the registration process but also provided a nurturing environment that acknowledges the specific needs of families during times of crisis. In this partnership, compassion, and inclusivity shine, showcasing the power of community coming together in the face of adversity.
FEMA and Community Emergency Response Teams Association Sign Memorandum of Agreement
On June 29, an official Memorandum of Understanding was signed between FEMA and the National Community Emergency Response Teams (CERT) Association during the annual conference for the CERT community in San Francisco, Calif.
The memorandum serves as a renewal of FEMA’s commitment to support the CERT program – a nationally supported, locally implemented initiative that teaches people how to better prepare themselves for hazards that may affect their communities.
FEMA Associate Administrator for the Office of Response and Recovery, Anne Bink, delivered the keynote address. In her address, she discussed current FEMA public preparedness initiatives including the #SummerReady campaign and this year’s National Preparedness Month focus on older adults.
Bink also recognized six individual CERT members working in Illinois, Florida, Texas, Pennsylvania and California for their long hours and dedicated service.
FEMA’s Individual and Community Preparedness Division coordinated additional events and trainings throughout the conference. The division provided more than 200 copies of CERT training materials in Traditional Chinese and Spanish to ensure the courses and graduation ceremonies provided during the conference were available to all participants.
From left to right: Associate Administrator for the Office of Response and Recovery Anne Bink and CERT President Suu-Va Tai signing an official Memorandum of Understanding.
New Eligibility Letters Allow CORE Employees to Compete for Merit Promotion Positions
Section 1222 of the Disaster Recovery Reform Act (DRRA) grants FEMA a special hiring authority that allows eligible Stafford Act employees to apply and compete for merit promotion positions at FEMA.
CORE employees will now be provided a “Notice of Eligibility” letter when they become eligible. Those letters were already sent to eligible Reservists. All Stafford Act employees that meet or exceed the continuous service requirements outlined in FEMA Directive 250.01:Stafford Act-to-Title 5 Appointment Authority will receive an eligibility letter.
To be eligible to compete and be appointed under this authority, you must meet or exceed the following criteria:
Be a current or former FEMA employee hired under Section 306 of the Robert T. Stafford Disaster Relief and Emergency Assistance Act (Stafford Act).
Have served continuously for three or more years since August 1, 2014.
How to Apply to FEMA Merit Promotion Job Announcements
Employees must submit their Notice of Eligibility letter along with their resume and other supporting documentation when applying to Merit Promotion vacancies with FEMA. The Notice of Eligibility has no expiration date. If you have any questions regarding your eligibility, please contact Office of Chief Human Capital Officer at fema-hc-servicedesk@fema.dhs.gov.
Pregnancy Workers Fairness Act Extends Eligibility for Reasonable Accommodations at FEMA
The Pregnancy Workers Fairness Act became effective on June 27. The act requires that employers, including the federal government, provide reasonable accommodations to employees with known limitations related to, affected by or arising out of pregnancy, childbirth or related medical conditions, unless providing the accommodation will cause the employer an undue hardship.
Examples of possible reasonable accommodations include:
The ability to sit or drink water.
Closer parking.
Flexible hours.
Additional break time to use the bathroom, eat, and rest.
Leave or time off to recover from childbirth.
A private space (not a bathroom) to pump milk.
Excused from strenuous activities and activities that involve exposure to compounds not safe for pregnancy.
To request a reasonable accommodation related to pregnancy, childbirth, or related medical conditions, you should engage your supervisors about your limitations and the accommodations that might be effective. Employees may also request accommodations, or seek further assistance, by sending an email to FEMA-Reasonable-Accommodation@fema.dhs.gov. The first-line supervisor is the deciding official on all employee reasonable accommodation requests.
The Equal Employment Opportunity Commission published guidance about the act with additional information. You can also visit the Reasonable Accommodation homepage to find more information on policy and procedure.
FEMA Regions Host LGBTQ+ Community Roundtables
As part of FEMA initiatives to honor Pride Month, Regions 2, 7 and 9 hosted a series of LGBTQ+ community engagement roundtables in June. The roundtables provided a forum for community-based organizations representing LGBTQ+ people to connect with each other, the local emergency management community, and FEMA staff from across headquarters and the regions. The in-person and hybrid conversations helped enhance FEMA’s understanding of the barriers, challenges, and gaps the LGBTQ+ community faces in preparing for and responding to disasters.
Recent reports and research have highlighted the unique impacts of disasters on LGBTQ+ people, from preparedness to response and recovery, emphasizing that the unique needs of this community must be considered in emergency planning and response and recovery processes.
FEMA Office of External Affairs Director Justin Knighten delivered opening remarks at Region 7’s LGBTQ+ roundtable in St. Louis, Missouri.
“The LGBTQ+ community is vulnerable, especially during a disaster,” said Knighten. “Sometimes we are not seen, sometimes systems are not created or designed for us, or we are not part of the decision-making process. That is where FEMA comes in to say, ‘We are inviting you to the table,’ and more importantly, thrilled that you have accepted that invitation and for being here with us.”
During the roundtable conversations, participants shared first-hand experiences illustrating how barriers disproportionately affect LGBTQ+ people before disasters, and how these impacts are exacerbated during and after disasters. The roundtable conversations also identified opportunities for the LGBTQ+ community to build on existing resilience and resources to strengthen disaster preparedness.
FEMA regions planned these roundtable conversations using the tools and best practices in FEMA’s Guide to Community Engagement, demonstrating the importance of community-based partnerships in inclusive outreach. While the LGBTQ+ community faces many barriers to preparedness, response and recovery, the roundtables were a starting place and opportunity to learn directly from the community about their needs, resources and priorities.
The FEMA Peer Support program is an agency-wide, voluntary initiative to train FEMA employees on how to assist and support to their colleagues in times of personal need. The program offers employees an opportunity to speak with trusted peers trained to provide support and does not replace professional employee assistance program (EAP) services or psychological treatment. Rather, it can be a first step toward getting professional help, if needed, or a sympathetic ear or shoulder to lean on.
By leveraging a combination of licensed mental health professionals and non-licensed peer support volunteers, this program will maximize efficiency of resources by allocating “just in time” support where and when it is needed most. The program is meant to provide support before, during and after a disaster mobilization.
Learn more on how to become a Peer Support Volunteer here!
U.S. Agency Proposes Banning The Use Of Salary History In Federal Employment Offers
The U.S. Office of Personnel Management proposed new regulations prohibiting the use of an applicant’s salary history in federal employment offers. The move would prevent the nation’s largest employer, the federal government, from considering previous compensation when setting pay for new federal employees in several pay systems. The proposed regulations aim to promote pay equity and eliminate the disproportionate impact on women and underserved communities caused by reliance on salary history.
If finalized as proposed, the regulations would support OPM’s strategic goal of positioning the federal government as a model employer advancing diversity, equity, inclusion, and accessibility within the federal workforce. Currently, 21 U.S. states have laws or executive orders that regulate whether employers can seek, use, or discuss an applicant’s salary history.
The proposed regulations put the federal government in a position to compete with other employers by helping ensure a job candidate is paid based on their skills or merit rather than their previous compensation.
“These proposed regulations are a major step forward that will help make the federal government a national leader in pay equity,” said OPM Director Kiran Ahuja in a statement. “Relying on a candidate’s previous salary history can exacerbate preexisting inequality and disproportionally impact women and workers of color. With these proposed regulations, the Biden-Harris Administration is setting the standard and demonstrating to the nation that we mean business when it comes to equality, fairness, and attracting the best talent.”
From 1992 to 2022, the pay gap for the federal workforce has decreased from 24.5% to the current ... [+]
U.S. OFFICE OF PERSONNEL MANAGEMENT
If adopted, the proposed rule on federal pay equity would affect over 80 federal agencies and require updates to agency policies and procedures for pay flexibility. Impacted systems include the federal government’s General Schedule (G.S.) pay system, Prevailing Rate Systems, Administrative Appeals Judge (AAJ) pay system, and Administrative Law Judge (ALJ) pay system.
Have you wondered what it takes to be a senior leader at FEMA? Do you have leadership aspirations of your own? Would you like the opportunity to ask questions of a FEMA senior executive in a small setting? If you answered “yes” to any of these questions, how about (virtual) lunch?
Sponsored by the Office of Equal Rights (OER), Lunch with a Leader is an opportunity to engage directly with FEMA executives in an informal setting, to learn about the great work being done throughout our organization, and to engage with colleagues.
Sessions alternate between 12:30 ET, 3:00 ET, and 3:30 ET to allow employee participation across time zones. Bring your lunch, bring your questions, and meet someone new. It’s as simple as that!
DATE
LEADER/TITLE
TIME (ET)
July 19th
David Maurstad, Assistant Administrator Federal Insurance Directorate, Resilience
12:30p
July 26th
Robert Farmer, Deputy Assistant Administrator Office of Enterprise Grant Services, Resilience
12:30p
Each virtual lunch is limited to a small group of employees, to encourage open dialogue. To accommodate as many employees as possible, OER may limit your participation to just one session.
To RSVP, email FEMA-EqualRights@fema.dhs.gov. Please indicate which session you would like to join. Please only email once – we will get back to you IF you are confirmed.
If you need a reasonable accommodation, please include your RA request with your RSVP. The meeting information will be provided if you are confirmed.
Please note, reservist in a non-deployed status will not be compensated for participation.
FEMA Townhall Recap
Administrator Deanne Criswell, Deputy Administrator Erik Hooks, Chief of Staff Michael Coen and other along with other FEMA leaders held a workforce townhall for all employees on Wednesday, June 14. More than 5,000 employees attended the event online and in-person at host locations including the Winchester, Va., facility, the Region 5 Regional Office, and the Florida Joint Field Office. Some key highlights of the townhall include:
FEMA Career Path Tool.
Monica Greene, OCHCO Branch Chief of Strategy and Sustainability, joined Administrator Criswell in Winchester, Va. to discuss the FEMA Career Path Tool and how she leveraged the tool for her own career journey. The Career Path Tool gives professionals in the agency the ability to model their potential career paths based on their current roles, or roles they aspire to have one day.
New Strategies and Improvements Informed by Your FEVS Feedback.
The Federal Employee Viewpoint Survey (FEVS) is open now through June 30 and has the power to create important change in FEMA’s workplace and culture. Administrator Criswell urged all employees to participate in the 2023 FEVS and described improvements that are already underway as a result of previous feedback from staff.
First FEMA Heat Summit Hosted by Region 5.
Region 5 hosted FEMA’s first Heat Summit in May to discuss best practices for building resilience and reducing the risks of dangerously high temperatures. Deputy Administrator Hooks and Region 5 Administrator Tom Sivak joined the townhall from Region 5 to highlight the success of the event. Tom Sivak described that community engagement early in the planning process was essential to bringing a diverse set of partners and experts together—efforts that were aided by FEMA’s internal Guide to Community Engagement.
2023 Fall Ready Campaign Focuses on Older Adults.
Justin Knighten, Director of the Office of External Affairs, announced the Ready Campaign’s 2023 National Preparedness Month campaign will focus on preparing older adults for disasters. Upcoming readiness summits will center around removing barriers for this community group and for meeting older adults where they are.
Hurricane Ian Disaster Response.
Joining the Townhall from the Florida Joint Field Office, Chief of Staff Michael Coen and Federal Coordinating Officer Brett Howard shared the successes of Hurricane Ian response and recovery efforts, highlighting that 20% of FEMA’s total workforce was mobilized throughout the process. The model response demonstrated coordination with local government before, during and after the storms and FEMA and local governments partnered with 672 local organizations throughout the response process.
Administrator Criswell highlighted the need to continue growing the FEMA workforce to respond to increasing disasters and reported that FEMA will expand the employee referral bonus system.
Return to Workplace.
Administrator Criswell announced a change to the current remote work policy, stressing that the priority is to provide flexibility and maintain work/life balance for employees. “When we come together, we really have an opportunity to solve the tough problems we are being asked to solve,” Administrator Criswell said, announcing four-day per pay period in-person policy. Administrator Criswell also announced that the pause on remote work will be lifted and that remote positions will begin being posted again.
The DHS Leader Development Program invites you to join the Leader Development Learning Café on Strategic Thinking in the Age of Uncertainty: Myth or Must?
Strategic thinking is inextricable from the ability to lead – to be credible, those who lead must see a compelling vision within a complex context and be able to articulate what it will take to get there, as well as “why” to get there. Strategic planning is equally essential to achieving results – identifying milestones, dependencies, and measures are all critical to effective implementation. But planning two years out – or even two months out – seems to become increasingly obsolete nowadays. With the rate of transformation – global, social, economic, political, digital and natural – not only becoming more rapid, but also interwoven, leaders lately seem to be in a constant state of trying to plan strategically, while remaining agile in the face of continuously unexpected factors.
FEMA has invested in resources for employees that offer opportunities to grow and mature as professionals. As you begin to explore career options and career growth, listed below are opportunities to hear from subject matter experts on some tools and resources available to you as a FEMA employee.
These monthly, informational webinars will provide you the necessary education to begin to master these tools for your career choices. Do not miss an opportunity to learn and take advantage of the various tools for you today.
FEMA Career Path Tool (CPT) Webinar:
A personal education experience that walks you through the functionalities of the CPT. CPT allows you to begin to map out career choices and identify the associated competencies to master that profession. You can assess your competencies and send them to others to provide feedback on how they see your proficiency in those competencies. CPT is a great tool to assist you in managing your career choices.
An informational session showcasing the various development opportunities available to FEMA employees managed by the Office of the Chief Human Capital Officer. There are over 30 different development courses and workshops available to all levels of FEMA employees. From the FEMA Mentoring Program to executive core qualification workshops, you will find plenty of development opportunities regardless of pay grade and/or employee type. This webinar will let you know what is available today and how you can apply to take advantage. Do not miss out on this one!
FEKC is FEMA’s system of record for training and development. Many resources are available to you in this system. From mandatory trainings to leadership trainings and e-books and videos, the resources available through FEKC can assist you in your career aspirations. Learn in this webinar the various functions available and how to navigate through the system to best serve your career growth. There are additional functions within FEKC for supervisors. There is a separate supervisory webinar as well. You may access FEKC routinely, but many people do not know the full capabilities of the system. Take advantage of the opportunities. There is always something to learn.
Hear from experts on how to leverage your individual development plan and map out your career aspirations. IDP’s primary purpose is to help employees reach short and long-term career goals, as well as improve current job performance. An IDP is not a performance evaluation tool or a one-time activity. It should be looked at as a partnership between the employee and the supervisor. It involves preparation and continuous feedback.
National Minority Mental Health Awareness Month is observed each July to bring awareness to the unique struggles that racial and ethnic minority communities face regarding mental illness in the United States.
Mental health includes our emotional, psychological, and social well-being. It affects how we think, feel, and act, and helps determine how we handle stress, relate to others, and make choices.
he Plastic Free Foundation’s Plastic Free July tackles plastic pollution. It is a month-long challenge that aims to encourage consumers to refuse single-use plastics and incorporate more sustainable alternatives into their lives.
The goal is to put a serious dent in plastic production, an industry that, according to Plastic Free July founder Rebecca Prince-Ruiz, is set to quadruple by 2050. She says, “To create a world without plastic waste, we need to turn off the tap, not mop the floor.”
National Park and Recreation Month is a time to promote the benefits of healthy, vibrant communities. July is a time to recognize park and recreation professionals and their work for communities in service of equity, climate-readiness, and overall health and well-being.
In the United States, July is designated as National French-American Heritage Month and was established to honor the significant contributions made to the country by people of French descent. Many of our laws, art, culture, language, and social etiquette norms are a result of immense French influence. Notably, the French architect and urban planner, Pierre Charles L'Enfant, designed Washington, D.C. to include numerous Parisian elements. Currently, approximately 11.8 million Americans of French or French Canadian descent live and work in the United States, with about 2 million of those speaking French at home. As of the 2011 census, an additional 750,000 French-American citizens were added to those numbers due to the large creole community, whose language is based on French.
The Fourth of July—also known as Independence Day or July 4th—has been a federal holiday in the United States since 1870. This holiday is the annual celebration of nationhood and commemorates the passage of the Declaration of Independence. Congress had initially voted in favor of independence from Great Britain on July 2. However, it was not formally adopted until July 4, marking this day as the birth of American independence. Festivities often include parades, concerts, family barbecues, and fireworks. While fireworks have been around as early as 200 BC, the tradition of setting off fireworks on the 4th of July began in Philadelphia on July 4, 1777, during the first organized celebration of Independence Day.
International Self-Care Day is celebrated on July 24. It stresses the importance of self-care as the cornerstone of wellness. On this day, individuals throughout the world are encouraged to make self-care a part of their everyday routines and turn it into a priority. It is a milestone, and an opportunity to raise further awareness of the benefits of effective self-management of health.
In 1994, Congress unanimously passed “The Parents’ Day Resolution” establishing the fourth Sunday of July as a perennial day of commemoration. On this day each year, Americans recognize outstanding parents, celebrate the teamwork in raising children, and support the role of parental guidance in building a strong, stable society.
On July 26, 1990, the landmark bill, Americans with Disabilities Act, was signed into law. Section 504 of the Rehabilitation Act of 1973 and disability rights activists, like Judy Heumann, helped pave the way for the passage of the Americans with Disabilities Act. The ADA provides civil rights protections to individuals with physical and mental disabilities and guarantees them equal opportunity in public accommodations, employment, transportation, services, and communications. Since then, incredible strides have been made to improve the lives of people with disabilities but there is still more work to be done.
July 27 - National Korean War Veterans Armistice Day
It's often called "The Forgotten War," but one day a year is set aside to commemorate and recognize the peace treaty that triggered a cease-fire in a long-standing war. The Korean War is a significant chapter in American history in which approximately 50,000 American troops died in the conflict, over 100,000 were wounded, and thousands of others were held captive as prisoners of war. On National Korean War Veterans Armistice Day, we are encouraged to take some moments for reflection on the service and sacrifices of American troops during this conflict.
National Whistleblower Day is an annual celebration commemorating the contributions of whistleblowers around the world who have bravely stepped forward to expose waste, fraud, and abuse. This year marks the 244th anniversary of America’s first whistleblower law, passed on July 30th, 1778 during the height of the American Revolution. The law was passed after ten whistleblowers reported wrongdoing and abuses committed by a superior officer in the Continental Navy.
The Disability FEMA Employee Resource Group (FERG) is excited to announce its new name, the Disability ALLY FERG! The new name better reflects the FERG’s guiding principles and diverse membership.
ALLY stands for:
Acknowledge and respect individual experiences and abilities.
Learn about different disability types.
Leverage your influence to promote accessibility and inclusion.
Yield the floor to people with disabilities to help identify and eliminate barriers.
Disability ALLY welcomes all FEMA employees, both people with disabilities and those who support them or want to learn more about disability.
The FERG provides employees with professional development, networking opportunities, engagements and platforms to advocate for themselves and their fellow employees.
Disability ALLY supports FEMA leadership to strengthen inclusive diversity and equity goals across the agency. It also provides grassroots-level input and proposes solutions to issues facing FEMA’s diverse workforce.
To learn more or to join in promoting inclusion for all employees, visit Disability ALLY FEMA Employee Resource Group. Join the Disability ALLY in July to celebrate the Americans with Disability Act (ADA) Anniversary on July 26.
