Commission Briefing on Human Capital and Equal Employment - - PowerPoint PPT Presentation

Commission Briefing on Human Capital and Equal Employment Opportunity (EEO)

Office of Human Resources Office of Small Business and Civil Rights April 16, 2009

Agenda

State of Human Capital Worklife Federal Human Capital Survey State of Training The Future Outreach and Compliance Coordination

Program

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State of Human Capital

James F. McDermott, Director Office of Human Resources

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Permanent Employees on Board

1000 2000 3000 4000 5000

FY 03 FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11 FY 12

Fiscal Year Employees Permanent Staff Projected

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Age Distribution of Permanent Employees

25 50 75 100 125 150 175

19 24 29 34 39 44 49 54 59 64 69 74 79

Age Employees

FY 2008 FY 2003 FY 2013

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Hiring and Recruitment

Current/Future Emphasis on:

Planning Ahead More Focused Advertising Selective Recruitment Events Forging Stronger Relationships Special Emphasis Hiring Streamlining Hiring Process

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Permanent Attrition by Type

0.00% 1.00% 2.00% 3.00% 4.00% 5.00% 6.00% 7.00%

FY 04 FY 05 FY 06 FY 07 FY 08 FY 09

Fiscal Year Attrition Rate

Transfers Retirements Resignations

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Retention

Focus on:

Employee Engagement Worklife Program Training and Development Use of Incentives

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Worklife

Miriam Cohen, Deputy Director Office of Human Resources

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Enhancing NRC Worklife

Worklife Steering Committee NewFlex Pilot: NRO (August 2008 – present) Potential Pilots (Region I, Office of

International Programs)

Expanded Telework Outreach and Communication are Key

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Federal Human Capital Survey

James Horn, Chief, Program Management, Policy Development and Analysis Staff

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Federal Human Capital Survey

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#1 in Leadership and Knowledge

Management

#1 in Talent Management #1 in Job Satisfaction #2 in Results-Oriented Performance

Culture

Federal Human Capital Survey

Areas of most improvement were:

Leadership Learning-Knowledge Management Job Satisfaction

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State of Training

James Morris, Deputy Associate Director, Professional Development Center

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State of Training

Learning Management System (iLearn) Advanced Training Methods Leaders Academy Graduate Education

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Learning Management System (iLearn)

Deployed April 2008 Technical and User Challenges Actions Underway Incorporate Qualification and

Mandatory Curricula

Integrate On-line Content

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Advanced Training Methods

Utilize New Technology and Learning

Tools

Reduce Time to Competency Develop e-Learning Strategy and

Business Case

Test Prototypes

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Leaders Academy

A Leader at Every Level New Blended Leadership Curriculum Individualized Approach to Leader

Development

Continual Learning and Development

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Graduate Education

Full-time Graduate Fellowship Program Currently 3 Participants Expand Beginning in FY 2010 Offices Identifying Most Critical Needs Part-time Graduate Education Leverages Employee Willingness to

Pursue Advanced Education

Agency Funding Available

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The Future

Jeri Buchholz, Associate Director, Human Resources Operations and Policy

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The Future

Emerging Technologies Worklife Programs e-Gov Initiatives

NRC will continue to be a Great Place to Work

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The Outreach and Compliance Coordination Program

Corenthis B. Kelley, Director Office of Small Business and Civil Rights

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Increased Federal Oversight

Emphasis on:

Compliance Monitoring and Evaluation Analyzing Reports Conducting Reviews and Audits

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Agency Progress

Enhanced Compliance Efforts:

OMB Approved Data Collection 100% Pre-award Review Requirement External Activities Agency-wide Services to LEP

Population

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Impact on Program Offices

Provide Information and Staff Training Broaden Outreach Offices use LEP Contract SBCR Role in Financial Assistance

Review Process

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Acronyms

EEO e-Gov LEP NRO OMB SBCR

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Equal Employment Opportunity Electronic Government Limited English Proficiency Office of New Reactors Office of Management and Budget Office of Small Business and Civil Rights

Closing

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