Commission Br Commission Briefing on iefing on Human Ca Human - - PowerPoint PPT Presentation

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Commission Br Commission Briefing on iefing on Human Ca Human Capita pital and Eq l and Equal ual Emplo Employme yment nt Oppor Opportu tunity nity June 28, 2016 Office of the Chief Human Capital Officer Office of Small Business

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Commission Br Commission Briefing on iefing on Human Ca Human Capita pital and Eq l and Equal ual Emplo Employme yment nt Oppor Opportu tunity nity

June 28, 2016 Office of the Chief Human Capital Officer Office of Small Business and Civil Rights

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NRC’s Organizational Landscape

Miriam L. Cohen Chief Human Capital Officer

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Overview

  • Organizational Landscape
  • Implementation of the Strategic

Workforce Planning Initiatives

  • Developing the Workforce
  • Building a Resilient Organizational

Culture

  • Civil Rights Update
  • Diversity and Inclusion Update

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SLIDE 4

Implementation of Strategic Workforce Planning Initiatives

Michael Gartman, Deputy Associate Director, Human Resources Operations and Policy, Office of the Chief Human Capital Officer

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SLIDE 5

Strategic Workforce Planning Process Model

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Foundations of Strategic Workforce Planning

  • What is our future work
  • Associated workload
  • Knowledge and skills needed
  • How many people
  • Level of expertise

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SLIDE 7

Managing Talent to Improve Efficiency and Agility

  • Defining overages, vacancies and

gaps

  • Managing external hiring
  • Reassigning and redeveloping

staff

  • Enhancing NRC’s ability to

forecast future workforce needs

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SLIDE 8

Focusing on the Future

  • Reshaping NRC workforce
  • Embracing strategic workforce

planning

  • Developing our employees

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SLIDE 9

Developing the Workforce

Ste Steve Co e Cochr hrum, um, Deputy Associa Deputy Associate Di te Director ector Human Resources Training and Development, Office of the Chief Human Capital Officer

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Current Learning Environment

  • Robust training and qualifications

programs

– Over 140 traditional instructor led technical courses – 2 year qualification program

  • Learning environment continues

to evolve

– Budget reductions – Technology has changed learning

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SLIDE 11
  • Shifting from learning to

performance

  • Mapping agency positions
  • Developing effective/efficient

learning opportunities through competency models

Responding to Changes

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Competency Model Demonstration

  • Video

– http://fusion.nrc.gov/ochco/team/training/learningtransform/Shared%20Documents/US%20NRC%20Communication %20Video%20REV.mp4 12

Categories of things employees need to be able to do. Specific behavioral examples and proficiency requirements to perform the competency.

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Competency Modeling

  • Pilot projects

– Cyber Security and Cloud Computing – Risk and Reliability Analysts and Health Physics Decommissioning Inspectors

  • Key findings

– Importance of soft skills – Overlap of competencies among certain technical positions

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Learning Transformation

  • Complet

Completed ed pr projects

  • jects

− Dr Drug ug Testing/EAP esting/EAP Refr efresher esher tr training f aining for

  • r

Super Superviso visors − H-122/123, Fundamental Health Physics

  • Ongoing projects

− Reactor Technology Series Distance Learning − Power Plant Engineering

  • Future projects

− Reactor Technology Systems Overview courses − New Reactor Technology Differences courses

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Expected Benefits

  • Greater flexibility/agility

– Reduced time to competency

  • Reduced costs

– Less travel – Reduction of unnecessary training

  • Increased engagement

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Building a Resilient Organizational Culture

Patrice A. Reid, Ph.D. Senior Organizational Development Specialist Human Resources Training and Development Office of the Chief Human Capital Officer

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NR NRC Or C Organiza ganizational Cu tional Cultur lture

  • NRC strives to create a culture

that fosters resilience through: – Trust – Accountability – Flexibility

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NR NRC as a R C as a Resilient W esilient Wor

  • rkf

kfor

  • rce:

ce: Str Strengths engths

  • Ready to perform its roles and is

mission-driven

  • Is engaged
  • Has the a

Has the ability to r bility to respond to espond to chang hanging ing cir circumst cumstance ances

  • Positioned to rebound and grow

from experience

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NR NRC as a R C as a Resilient W esilient Wor

  • rkf

kfor

  • rce:

ce: Looking F Looking Forw

  • rwar

ard

  • Leadership Development

– Leaders at all Levels

  • Organizational Development

– Engagements and Executive Coaching

  • Change Management

– Standardized framework and methodical approach

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SLIDE 20

Equal Employment Opportunity & Diversity & Inclusion

Melody Fopma Associate Director Civil Rights and Diversity Directorate Office of Small Business & Civil Rights

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  • Complaint volume
  • Comparable to other federal

agencies

  • Influenced by multiple factors
  • Complaint activity trend
  • Case complexity

Equal Employment Opportunity: An Overview

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All Complaints (Informal and Formal) Filed FY 2006 - FY 2016 (As of May 13, 2016)

26 14 24 16 25 33 33 22 26 28 20 12 11 13 8 15 17 16 11 17 22 11 5 10 15 20 25 30 35 FY 2006 FY 2007 FY 2008 FY 2009 FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015 FY 2016 Informal Formal 22

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SLIDE 23

21% 21% 18% 11% 11% 7% 7% 4%

Age 21% (6) Sex 21% (6) Reprisal 18% (5) Race 11% (3) National Origin 11% (3) Disability 7% (2) Color 7% (2) Religon 4% (1)

For

  • rmal EEO

mal EEO Complaint Complaints Filed Du s Filed During ring FY FY 2016 2016 by by Base Bases ( s (May 1 May 13, 201 3, 2016) 6)

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21% 21% 17% 10% 7% 7% 7% 3% 3% 3%

Harassment (Non-Sexual) 21% (6) Assignment of Duties 21% (6) Evaluation/ Appraisal 17% (5) Promotion/ Non-Selection 10% (3) Time and Attendance 7% (2) Terms and Conditions 7% (2) Reasonable Accomodation 7% (2) Harsssment (Sexual) 3% (1) Training 3% (1) Discipline 3% (1)

For

  • rmal EEO C

mal EEO Complaints

  • mplaints Filed Dur

Filed During ing FY 2016 by Issue (May 13, 201 FY 2016 by Issue (May 13, 2016) 6)

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  • EEO Training
  • Alternative Dispute Resolution

Committing to a Discrimination-Free Work Environment

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15.30% 9.36% 6.40% 0.58% 1.34% 67.02%

20 2012 12 Per erman manen ent t Sta Staff De Demog mograph phics ics

AFR AFRICAN A AN AMERICAN AN ASIAN PACIFIC AMERICAN ASIAN PACIFIC AMERICAN HISPAN HISPANIC IC NATIVE AMERICAN NATIVE AMERICAN TWO OR MORE RACES TWO OR MORE RACES WHITE WHITE

15.67% 9.78% 6.65% 0.48% 1.61% 65.81%

20 2016 16 Per erman manen ent t Sta Staff De Demog mograph phics ics

AFR AFRICAN A AN AMERICAN AN ASIAN PACIFIC AMERICAN ASIAN PACIFIC AMERICAN HISPAN HISPANIC IC NATIVE AMERICAN NATIVE AMERICAN TWO OR MORE RACES TWO OR MORE RACES WHITE WHITE

NRC Demographic Comparison

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SLIDE 27

Creating a Culture that Fosters Diversity and Inclusion

  • The Diversity DIALOGUE

Project

  • Inclusion at Work

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