Briefing on Human Capital and Equal Employment Opportunity • Commission Meeting • June 22, 2017
Agenda • Key Messages – Victor McCree, EDO • Overview of Human Capital – Miriam Cohen, CHCO • Strategic Workforce Planning Working Group – Christian Araguas, OEDO • Strategic Workforce Planning Process – Dafna Silberfeld, OCHCO • Project (Security) Clearance Review – Jason Shay, OCHCO • Civil Rights and Diversity and Inclusion Update – Pamela Baker, SBCR 2
Staffing Levels by Fiscal Year Staff Count 4000 3900 3774 Number of Employees 3800 3739 3736 3671 3700 3600 3500 3367 3400 3300 3245 3200 2012 2013 2014 2015 2016 2017 (5/6) Fiscal Year Note: All fiscal year 2017 numbers are as of May 6, 2017. 3
Five Year Attrition Resignations Retirements Transfers 240 235 220 200 180 160 Count 140 122 121 120 109 97 100 80 68 59 53 60 44 42 40 39 36 34 40 27 20 2013 2014 2015 2016 2017 (5/6) Fiscal Year Note: All fiscal year 2017 numbers are as of May 6, 2017. 4
NRC Service Distribution of Permanent Employees 500 450 400 Employees 350 300 250 200 150 100 50 0 0 5 10 15 20 25 30 35 40 Years of NRC Service FY 2004 FY 2008 FY 2017 (Mar) 5
Retirement Eligibility Distribution of Permanent Employees 200 175 150 Employees 125 100 75 50 25 0 -40 -36 -32 -28 -24 -20 -16 -12 -8 -4 0 4 8 12 16 20 Years to/of Eligibility FY 2004 FY 2008 FY 2017 (Mar) 6
Sustaining Engagement Remains a Priority • Foster a greater climate of trust • Continue strong rotational program • Provide opportunities for staff growth • Continue advancements in learning and development programs • Continue strong emphasis on diversity and inclusion 7
NRC is Enhancing its Approach to Strategic Workforce Planning (SWP) • Executive Director for Operations tasking and formation of working group • Goals and objectives of the working group 8
Established and Implemented a Comprehensive Plan to Develop Recommendations • Identified best practices • Conducted benchmarking • Conducted outreach activities • Collaborated with the National Treasury Employees Union (NTEU) 9
Incorporated Best Practices into Enhanced Process • Implement OPM workforce planning model • Share responsibility between mission organizations and OCHCO • Leverage existing agency processes • Pilot new processes 1 0
Incorporated Best Practices into Enhanced Process (continued) • GAO’s Key Principles – Involve stakeholders – Determine the critical skills and competencies – Develop strategies to address gaps – Build the capability needed – Monitor and evaluate 1 1
Enhanced SWP Process Steps 1.0 Set Strategic 2.0 Identify Core 3.0 Conduct Direction Positions and Workforce Supply Conduct • Initiate Annual Analysis Workforce Strategic • Assess inventory Demand Analysis Workforce (supply) of current • Identify core Planning Process workforce positions • Conduct • Identify inventory • Perform demand environment scan (supply) of future analysis to identify • Conduct workload workforce workforce needed forecast 1 2
Enhanced SWP Process Steps (continued) 4.0 Perform a Gap 6.0 Monitor, 5.0 Develop and Analysis and Risk Evaluate, and Execute Agency Assessment to Revise Strategies Strategies Prioritize Results • Set performance • Formulate • Perform gap indicators strategies analysis • Assess • Incorporate into • Perform risk performance budget assessment on • Adjust plans formulation/ gaps and execution based on surpluses • Execute performance feedback strategies • Communicate progress 1 3
SWP Process Enhancement Expected Outcomes • Set of strategies to ensure the agency has the people with the right skills and knowledge required to accomplish NRC’s mission • Systematic and comprehensive approach for tracking employee skills • Establish agency-wide goals for the overall workforce size and skills 1 4
Recommended Next Steps • Conduct pilot demonstration in three offices • Assess results of pilot to determine strengths, challenges, gaps, and scalability • Develop training for supervisors on strategic workforce planning 1 5
Project (Security) Clearance Review (PCR) – Relevant Agency and Federal Directives/Laws Influencing NRC’s Clearance Review Process • SRM-SECY-16-0052 • Executive Order 12968 • 5 CFR Part 1400 1 6
Clearance/Access Levels Being Considered at the NRC Clearance/ Access National Security Security Investigation Reinvestigation Random Drug Sensitivity Forms Level Every 5 Years? Testing Pool Designation Designation Special Sensitive SF-86 Tier 5 Yes Yes SCI (National Security) Q Critical Sensitive SF-86 Tier 5 Yes Yes (National Security) Non-Critical Sensitive SF-86 Tier 3 Yes Yes L (National Security) Non-Sensitive SF-85P Tier 4 Yes No, unless meets Public Trust (High (Public Trust) exception to be tested Risk)- 1 Non-Sensitive SF-85P Tier 2 Yes No, unless meets Public Trust (Public Trust) exception to be tested (Moderate Risk)- 2 Non-Sensitive SF-85 Tier 1 No No, unless meets Public Trust (Low (Public Trust) exception to be tested Risk)- 3 1 7
Methodology in Determining Appropriate Designations within the NRC • Utilized Office of Personnel Management’s (OPM’s) Position Designation Tool • Conducted Test Phase • Conducted Pilot Phase 1 8
OPM’s Position Designation Tool Allows for Systematic and Uniform Designations • Determine the potential damage to national security • Determine the potential impact to the efficiency or integrity of the public trust • Point adjustment for program scope and level of supervision • Final position designation and investigation 1 9
Refined Instructions and Guidance for NRC Designators • Evaluated and finalized instructions in preparation for Pilot Phase • Resulted in the elimination of Low Public Trust as a possible designation • Created NRC Composite Glossary 2 0
Utilized Lessons Learned from the Test Phase to Roll Out Pilot Phase • Five offices participated (ADM, OCHCO, OIP, NRO, and Region IV) • Held comprehensive informational sessions for designating officials • Conducted consistency reviews of pilot designations with Subject Matter Experts 2 1
Progress Continues but Challenges Remain • Designating NRC Covered Positions in response to 5 CFR Part 1400 • OPM backlog and investigation delays • Workforce planning flexibilities 2 2
EEO Programs Update – Sustaining through Change • Agency profile and EEO activity • Re-organizing SBCR • NRC EEO and Diversity & Inclusion Community 2 3
Relative Representation • Agency downsizing has not impacted our representation • Number of complaints currently stable • Increase in complexity continues 2 4
Representation of Women and Minorities 2 5
All Complaints (Informal and Formal) Filed FY 2007 – April 30, 2017 35 33 33 30 28 25 27 26 25 24 20 22 22 15 17 17 17 16 16 16 15 14 13 10 12 11 11 8 5 0 FY 07 FY 08 FY 09 FY 10 FY 11 FY 12 FY 13 FY 14 FY 15 FY 16 FY 17 (As of April 30, 2017) 2 Informal Formal Linear (Informal) Linear (Formal) 6
Re-Structuring SBCR • Create synergy among EEO programs • Maintain essential functions • Enhance strategic outreach • Employ technology 2 7
Focusing on Our Core • Federal benchmark of model EEO program • Leverage interagency resources • Inter-office collaboration • SBCR serving a facilitating role 2 8
Including the Entire NRC Community • Internal partners: counselors, committees, affinity and resource groups, and networks • Expand capacity: DIALOGUE cohorts, re-engaged DMIC and Executive Sponsors • NRC EEO Conference – “From Diversity to Inclusion: Building on Our Past and Partnering to Last” 2 9
Key Messages • Achieving alignment between expected work and workforce size • Enhancing the approach to Strategic Workforce Planning • Progressing though challenges remain for Project Clearance Review initiative • Continuing to carry out EEO, and Diversity and Inclusion programs 3 0
Acronyms • ADM – Office of Administration • CHCHO – Chief Human Capital Officer • DIALOGUE – Diversity Inclusion Awareness Leading Organizational Growth, Understanding, and Engagement • DMIC – Diversity Management Inclusion Council 3 1
Acronyms (continued) • EDO – Executive Director for Operations • EEO – Equal Employment Opportunity • FTE – Full-Time Equivalent • FY – Fiscal Year • GAO – U.S. Government Accountability Office 3 2
Acronyms (continued) • NRC – U.S. Nuclear Regulatory Commission • NRO – Office of New Reactors • NTEU – National Treasury Employees Union • OCHCO – Office of the Chief Human Capital Officer 3 3
Acronyms (continued) • OEDO – Office of the Executive Director for Operations • OIP – Office of International Programs • OMB – U.S. Office of Management and Budget • OPM – U.S. Office of Personnel Management 3 4
Acronyms (continued) • SBCR – Office of Small Business and Civil Rights • SWP – Strategic Workforce Planning 3 5
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