Emplo Employment Oppor yment Opportunity tunity Office of the - - PowerPoint PPT Presentation

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Emplo Employment Oppor yment Opportunity tunity Office of the - - PowerPoint PPT Presentation

Jun 08, 2023 234 likes •523 views

Commission Briefing Commission Briefing on on Human Ca Human Capital and pital and Equal Equal Emplo Employment Oppor yment Opportunity tunity Office of the Chief Human Capital Officer Office of Small Business and Civil Rights June 23,

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Commission Briefing Commission Briefing on

  • n

Human Ca Human Capital and pital and Equal Equal Emplo Employment Oppor yment Opportunity tunity

Office of the Chief Human Capital Officer Office of Small Business and Civil Rights June 23, 2015

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Agenda

  • NRC Human Capital Snapshot
  • Organizational Readiness to Change
  • Shaping the Future Workforce
  • Transforming Learning to Enhance

Employee Agility

  • Senior Executive Service Candidate

Development Program Candidate Perspective on the Future

  • Diversity and Inclusion Update

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NRC Human Capital Snapshot

Miriam L. Cohen Chief Human Capital Officer

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Permanent Staff On Board

3000 3100 3200 3300 3400 3500 3600 3700 3800 3900 FY 12 FY 13 FY 14 FY 15 (as of 5/30/15) FY 16 (projected)

Fiscal Year Number of Staff

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

FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11 FY 12 FY 13 FY 14

Attrition Rate Fiscal Year

Permanent Attrition by Type

Transfers Retirements Resignations

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Organizational Readiness for Change

Jason Lising, Senior Organizational Development Specialist Human Resources Training and Development Office of the Chief Human Capital Officer

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Ca Capacity to Ada pacity to Adapt pt

  • NRC has a history of positively

responding to change

  • Our mission has grounded us in

the past and it will continue to guide us into the future

  • Building the capacity to adapt at

the individual and organizational levels

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Strengthening our Individual Readiness for Change

  • Leadership at all levels
  • Building skills that enhance

adaptability

  • Behavior Matters, Phase II
  • Advances in knowledge

management

  • Enabling staff to succeed

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Strengthening our Organizational Readiness for Change

  • Trust and communication
  • Organizational development

engagements

  • Expanding leadership capacity

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Shaping the Future Workforce

Kristin Davis, Branch Chief Human Resources Operations and Policy Office of the Chief Human Capital Officer

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Strong Human Capital Foundation

  • Strategies in place to:

– Acquire the right talent – Invest in our current workforce – Retain an engaged, mission-focused workforce

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Preparing for the Future

  • Proactive workforce planning

will enable us to:

– Identify work priorities – Determine the optimum workforce

  • f the future

– Identify gaps and surpluses

  • Aligns with Project Aim 2020
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Transforming Learning to Enhance Employee Agility

Doug Doug T Thar harp, , Senior Technical Training Program Specialist Human Resources Training and Development Office of the Chief Human Capital Officer

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Video

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Please refer to http://video.nrc.gov/ one day after briefing for video footage

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Expected Benefits

  • Greater flexibility/agility
  • Reduced time to competency
  • Reduced costs (e.g., less travel)
  • Increased experience through

learning

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Proposed Methods

  • Competency modeling
  • Blended learning
  • Performance support
  • Micro-learning

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Micro-Learning Example

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Impact on Agility

Critical positions mapped Blended/ performance focus Reduced time to competency Less time away from the job

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Senior Executive Service Candidate Development Program Candidate: A Perspective on the Future

Pam Ba am Baker er, , Director Division of Resource Management Region I

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A Perspective on the Future

  • Future realities
  • Change imperative
  • What is needed in leaders:

– Collaboration: “One NRC” – Connection: tapping talent – Catalyst: effecting change

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Equal Employment Opportunity & Diversity

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

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Equal Employment Opportunity Status

  • EEO complaint statistics and

trends

  • Alternative Dispute Resolution

update

  • EEO training

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All Complaints (Informal and Formal) Filed FY 2005 - FY 2015

As of May 15, 2015

5 10 15 20 25 30 35

FY 2005 FY 2006 FY 2007 FY 2008 FY 2009 FY 2010 FY 2011 FY 2012 FY 2013 FY 2014 FY 2015

Informal Formal

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23% 20% 15% 15% 9% 6% 6% 6%

Age 23% (8) Sex 20% (7) Reprisal 15% (5) Race 15% (5) Disability 9% (3) National Origin 6% (2) Religon 6% (2) Color 6% (2)

As of May 15, 2015

EEO Complaints Filed During FY 2015 by Bases

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22% 19% 14% 14% 11% 8% 6% 3% 3%

Evaluation/ Appraisal 22% (8) Harassment (Non-Sexual) 19% (7) Harassment (Sexual) 14% (5) Promotion/ Non-Selection 14% (5) Assignment of Duties 11% (4) Awards 8% (3) Time and Attendance 6% (2) Training 3% (1) Terms and Conditions 3% (1)

EEO Complaints Filed During FY 2015 by Issues

As of May 15, 2015

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Diversity and Inclusion

Update

  • Supporting and keeping

employees engaged

  • On-going initiatives
  • Sharing best practices

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Closing

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