Commission Briefing on Equal Employment Opportunity, Diversity - - PowerPoint PPT Presentation

Commission Briefing on Equal Employment Opportunity, Diversity Management, and Small Business

December 13, 2006 December 13, 2006

2

Opening Remarks

• Agency grow th
• Reorganizations
• Succession Planning

3

Agenda

• Presentations by ADM, EEO Advisory

Committee, and SBCR

• CDMP Implementation
• Recruitment and Hires
• Leadership Development
• Alternative Dispute Resolution Program
• Minority Serving Institutions Program
• Small Business Accomplishments

4

Office of Administration

Timothy F. Hagan, Director

• Recruitment
• Employee development
• ADM Progress
• Comparison of the ADM w orkforce

profile

5

ADM Recruitment

• Innovative recruitment strategies
• Participation in recruitment

events

• Diverse rating panels
• Progress in recruiting w omen and

minorities

6

ADM Employee Development

• Formal and informal training and

development programs

• Organizational climate fosters
• pportunity
• Mentoring among senior and junior

staff

• Rotation and developmental
• pportunities

7

ADM Progress

• Diversity of management team
• Continue to review recruitment

strategies

• Diversity in developmental

programs

8

ADM FY 05 Hiring Activity

Asian/Pacific 20% White 80% Native American Hispanic African- American African-American Asian/Pacific Hispanic Native American White

ADM FY 06 Hiring Activities

Hispanic 8%

African- American 31%

Asian/Pacific 15%

White 46% Native American African-American Asian/Pacific Hispanic Native American White

ADM Comparison of the Workforce Profile

9

Joint Statement

Management’s continued commitment for: – CDMP accountability – Secretarial Job Fair – Entry level hiring – Facilitated mentoring

10

Joint Statement Recommendations

• Increase w omen and minorities in:

– Managerial positions – SES Candidate Development and the Leadership Potential Programs

• Diversity in GG-13 through 15 feeder groups
• Development of w omen and minorities in

technical and administrative occupations

• Continue to utilize the Mentoring Program
• Diversity focus in succession planning

strategies

11

CDMP Implementation

• CDMP performance

measures approved by EDO

• Measures incorporated in

FY 07 Operating Plan

12

2006 Hires

• Workforce increased to 3,347 including 371 new hires
• Slight percent increase for Asian and Native Americans
• Percent remained constant for all other groups

44 50 77 195 3 2 371 Total 1 17 22 113 2 1 156 Caucasian Male 24 11 10 33 1 79 Caucasian Female 1 1 3 5 Tw o or more races 2 1 3 Native Americans 2 20 4 26 Hispanic 3 4 4 27 38 Asian Pacific Americans 15 15 19 14 1 64 African Americans OTHER* Entry GG 5-9 NSPDP GG 7-9 Mid-Level/ Interm. GG 11-15 SLS SES Total

Na tive Am e ric a ns 1 % T w o or M ore Ra c e s 1 % Hispa nic 7 % Ca uc a sia n Fe m a le s 2 1 % Ca uc a sia n M a le s 4 3 % Afric a n Am e ric a ns 1 7 % Asia n Pa c ific Am e ric a ns 1 0 %

*The “Other” category consists employees whose Occupational Category is Clerical, Technical, Co-Op, Students, or Blue Collar

13

Leadership Development

• 25 selected for the 2008 SESCDP

Class

• 24 selected for the 2007 SESCDP

Class

• 18 selected for the 2006

Leadership Potential Class

• 53 selected for the 2006 TLDP

Class

14

Alternative Dispute Resolution Program

• Aw areness seminar scheduled
• Conducted assessment
• New brochure distributed
• Hosted lunch-time information table
• Consolidated a list of “best practices”
• Publish NRC article

15

Minority Serving Institutions Program

• Policy and program established
• Annual plans developed for

HBCUs, TCUs, and HSIs

• Outreach and coordination
• Compliance and reporting
• White House recognition received

16

Small Business Program Activity

• Reached 4 of 6 SB Goals
• FY 2007 goals include new

SBA Scorecard

• Increased contracting activity

in FY 2007

• Recent major aw ards to

HubZone and SDVOSBs

17

Acronyms

• ADR

Alternative Dispute Resolution

• CDMP

Comprehensive Diversity Management Plan

• HUBZone

Historically Underutilized Business Zone

• LPP

Leadership Potential Program

• NSPDP

Nuclear Safety Professional Development Program

• SES

Senior Executive Service

• SESCDP

Senior Executive Service Candidate Development Program

• TTC

Technical Training Center

• SLS

Senior Level Service

• SB

Small Business

• MSIP

Minority Serving Institutions Program

• HBCU

Historically Black Colleges and Universities

• HSI

Hispanic Servicing Institutions

• TCU

Tribal Colleges and Universities

• SDVOSB

Service Disabled Veteran Owned Small Business

• GG

General Grade

• TLDP

Team Leader Development Program

• Interm.

Intermediate

25 50 75 100 125 150 175

20 25 30 35 40 45 50 55 60 65 70 75 80

Age Employees

FY 2000 FY 2005 FY 2010

Age Distribution of Permanent Employees