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FAPAC STRATEGIC PLAN

FY2018 – FY 2022
October 1, 2017

President's Message

I am very pleased to release the Federal Asian Pacific American Council (FAPAC) Strategic Plan for the next 5 years. This plan was developed based on member’s collaborative input from previous administrations during a one-day offsite meeting, which was initiated and facilitated by the National Board of Directors (NBOD). This plan provides FAPAC with a five-year roadmap for organizational development from Fiscal Year 2018 to Fiscal Year 2022. Members of the NBOD will review progress semi-annually and update the plan annually to proactively accommodate the dynamic and ever changing environment we operate in.

Federal government agencies and the District of Columbia (DC) government have been challenged to build and develop a highly skilled and well-trained workforce that reflects diversity of this Nation.  As a fervent long-term advocate of federal agencies and DC government, FAPAC strives to support the Equal Employment Opportunity (EEO), Diversity and Inclusion programs by overcoming barriers that may hinder equal employment opportunities and by expanding opportunities that recognize the contributions and talents of Asian American Pacific Islander (AAPI) employees in the government. Under my administration and leadership, all committee leaders and members will have the opportunity, responsibility, and accountability to address the longstanding issues of AAPIs in the federal and DC governments, such as awareness and prevention of discrimination, career development, hiring, and low participation rates of AAPIs in the senior executive and supervisory positions. This Strategic Plan institutionalizes all facets of FAPAC’s day-to-day operations according to its constitution and bylaws. Through this plan, we seek not only to reaffirm our excellent working relationships with our partners, but to also renew our commitment in supporting the federal and DC government’s vision in promoting a diverse, high quality work force.  The plan calls for strengthening of FAPAC's leadership capability in a collaborative and cohesive manner to leverage opportunities with other Federal, State, and DC governments’ Agencies in the four critical areas as follows:

  1. Equitable Participation: Facilitate effective programs and activities that will strengthen AAPIs participation rates in all occupations and increase participation rates in leadership and senior executive level positions.
  2. Career Development: Enhance organizational efforts in expanding training and career development opportunities such as mentoring, shadowing program, leadership conference and technical assistance training.
  3. Advocacy for Diversity and Inclusion: Effectively communicate any issues and concerns that affect the equal opportunity for AAPIs across all sectors of the federal and local government and support agency’s strategies in achieving the goals of diversity and inclusion.
  4. Recognition and Membership: Develop recognition programs and promote membership benefits that ensure the achievement of FAPAC’s vision of being represented nationally and honorably recognized.
I am confident that working together, we will meet our organizational goals and objectives with greater ease and using fewer resources.  By clearly presenting our strategic plan, FAPAC will be in a better position to lead change and continue to contribute to the ideal of making a big difference in supporting the communities it serves.

Commitment is at the heart and soul of our leadership. I count on your support.

Olivia F. Adrian, FAPAC President

Strategic Goals

    • Ensure equitable participation: Facilitate effective programs and activities that will increase AAPIs participation rates by 10%-20% in Federal agencies, especially participation rates in leadership and senior executive level positions;
    • Promote career development: Enhance organizational effort in expanding training and career development opportunities for our constituents and member organizations such as mentoring, leadership training, and personal development; 
    • Advocate a culture of diversity and inclusion: Communicate issues and concerns that affect and positively impact the equal opportunity for AAPIs across all sectors of the federal government and develop strategies to support the agency’s goals in promoting diversity and inclusion; and 
    • Increase recognition and membership benefits: Develop recognition programs and promote membership benefits that help achieve FAPAC’s vision of being nationally recognized.

Demonstrated/Expected Results

    • Established and/or reaffirmed long-term relationships with other established AAPI organizations and advocacy groups throughout the Federal, state and local governments;
    • Shared successful best practices of career development that help achieve the government’s goal of increasing the AAPIs applicant pool for job vacancies;  
    • Conducted review and studies to identify root causes for the low participation rates of AAPIs in senior executive and leadership positions and provided recommendations to address the challenges of breaking through the glass ceiling and increase AAPIs senior executive and leadership participation by at least 2% each year to reach 10% by 2022 in the federal and DC governments;
    • Launched a career development and training program that met individual needs of our stakeholders and constituents; and 
    • Produced an increase of at least 20% to 30% of membership per year.

Action: A Nine (9)-Point Plan

  1. Promote career development: Initiate innovative career development programs such as mentoring and leadership training that will help agencies invest in their employee’s career development and also capitalize the experiences of successful AAPI leaders in government;
  2. Initiate college outreach: Actively form partnerships with AAPI colleges and institutions that produce a significant number of college students and graduates to help students/graduates who may qualify for Outstanding Scholar opportunities and appointments for vacancies in Federal agencies;
  3. Advocate a culture of Diversity and Inclusion: Initiate round table forum and crucial dialogues regarding individual differences, cultural awareness, and foster long-term working relationships with AAPI organizations and advocacy groups who support the goals and objectives of diversity and inclusion;
  4. Enhance training and educational opportunities: Develop program activities for the purpose of training and education that will benefit our constituents and member organizations in their pursuit for successful career advancement;
  5. Activate affirmative employment initiatives: Conduct agency visits to examine possible root causes of the low participation rates of AAPI in leadership and SES positions and develop effective job referral strategies that help provide a pipeline of qualified AAPI candidates for senior-level and supervisory positions. Establish a job referral system by serving as a clearing house in disseminating job announcements and information within the AAPI community;
  6. Increase membership benefits:  Develop marketing strategies that help increase membership of FAPAC;
  7. Improve organizational effectiveness: Improve process and organizational administration and encourage succession planning and leadership development;
  8. Expand community partnership: Establish partnership agreements through Special Emphasis Program Managers and invite the community and advocacy groups for their support to FAPAC’s mission, goals and objectives; and
  9. Support regions and chapter development: Provide adequate resources and support for FAPAC chapter development and growth and increase leadership development opportunities for chapters around the nation, regardless of the geographical locations.


Take Action and Keep Track of Progress

  1. How do we achieve our goals and objectives?
    1. Members of the National Board Of Operations (NBOO, Standing Committee and Ad Hoc Committee Chairs will be assigned specific roles and responsibilities with deadlines to ensure successful implementation of the “9-point plan” and to track and monitor progress.
    2. NBOD will take an active role in implementing the “9-point plan” as needed.
  2. How do we measure our success?
    1. Actively monitor and track progress on a monthly and/or quarterly basis.
    2. Members of the NBOO will be required to submit their Quarterly Progress Report to the Vice President of Operations; who will then present report to the NBOD.
    3. On “as needed basis”, the VPOO will assign Members of the NBOO special assignment to implement the “9-point plan” action and track progress.Members of the NBOD will take active roles in tracking and monitoring progress on a monthly basis and progress will be presented during the monthly NBOD meeting
  3. What are the proposed corrective actions?
    1. Initiate corrective action plans when needed.
    2. Adapt and overcome as a National organization and as the environment changes.


I am totally devoted and fully committed to the successful implementation of this plan. I humbly ask for all your support and cooperation to effectively implement this plan.  With the NBOD support, we will continue to monitor, update and communicate the plan to everyone by providing progress report during the monthly National Board Of Directors (NBOD) meetings and also during the quarterly National Board of Operations (NBOO) meetings; to report to the general membership on the progress toward achieving the goals set out in the plan.


FAPAC is a 501 (c)(3) nonpartisan, nonprofit organization representing the civilian and military Asian Pacific American (APA) employees in the Federal and District of Columbia governments.
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