ML19043A905

NRC-2019-000085 - Resp 2 - Final

ML19043A905
Person / Time
Issue date:	02/08/2019
From:	NRC/OCIO
To:
References
FOIA, NRC-2019-000085
Download: ML19043A905 (24)

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-~oP:FICIAL*USE ONLY* Sl:NSl'fl\\11: IN'fER~L INFORMATION"

.NRC DIVERSITY AND l'NCLUSION

• PERFORMANCE TRENDS -. FINAL*

. REPORT SUB'MITIED BY IW PLANNING GROUP, LLC Dated: February 10, 2016

"OFFICIAL USE ONLY, SENSITIVE INTERNAL INFORMATIONII

Background:

The Nuclear Regulatory Commission (NRC) is an organization wholly committed to Diversity and Inclusion (D&I}. It is woven into the Agency's _Principles of Good Regulation and Organizational Values demonstrated through the Agency's efforts to create and maintain an Open, Collaborative Work Environment (OCWE}. h years past, this focus has resulted in a high degree of employee engagement and satisfaction as evidenced by the Agency's high Federal Et;nployee Viewpoint Survey (FEVS) ratings and its #1 Ranking in the.Best Places to Work in Federal Government. However,.over the course of the past several years, the Agency has experienced a steady declirie i1 empl'oyee satisfaction and engagement, dropping i1 ranking from #4 in 2013 to #7 in 2014 and 2015 in the Best Places to Work in

• the Federal Government. There has also been a decline in the Agency's FEVS scores in the areas of Engagement, Satisfaction~ and Inclusive Intelligence (New IQ), with the greatest decreases occurring from 2011 to 2013. While there have been minor upticks in a few specific areas from 2013 to 2015, the,overall FEVS scores have remained consistently below those from 2011. Furthermore, there has been an imbalance in the representation of women a.nd people of color (POC}

in the feeder group levels (GG13 - GGIS), as well as the percentages represented in the SL and SES grades. This imbalance has impacted and impeded the expansion and growth of diversity of the personnel n the Feeder groups, and the SL and SES levels.

h an effort to understand and reverse these downward trends, NRC, throu~h its Office of Small. Business and Civil Rights (SBCR), has engaged Ivy Planning Group (Ivy} to conduct a limited review and a_nalysis of NRC's Diversity and Inclusion Performance Trends and to make recommendations to enhance and better.

manage NRC's D&l initiatives.

Metho~ology:

Ivy's review and analysis bf NRC's Diversity and Inclusion Performance Trends consisted of the following processes:

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NRC Diversity and Inclusion Performance Trends - FINAL Page 2 of i4 Submitted by Ivy Planning Group, LLC

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NRC Diversity and Inclusion Perfonnance Trends - FiNAL Page 3 of24 Submi~d i:,., hf{ Planning Group, llC

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.. *orriCIAL USE O~LY SENSITPIE INTERNAL INFORMATION" General.Findings:

The following are themes and general findings resulting from Ivy's document r~yieWs, qu~litative analysis, and overall synthesis:

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.NSP.DP Analysis and Findings:

For the NSPDP, Ivy conducted a comparative analysis for the years 2013, 2014 and 2015 to. determine whether there was any adverse impact ii1 the S~lection Rates by race or gender in any of those years. The determination was made based on-the following:

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. NRC Diversity and incl~usion *Performance Trends - i='iNAL Page 6of 24 Submitted*.b{ ivy Planning Group, LLC

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NRC Diversity and Inclusion Performance Trends. FINAL

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NRC Diversity and lnciusion Performance Trends-FINAL Page 8 of 24 Submitted f¥ Ivy Planning Group, LLC

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NRC Diversity and Inclusion Performance Trends-ANAL Page 9of 24 Submitted bf Illy Planning Group, lLC

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NRC Diversity and lnclu*sion Performance Trehds - FINAL -

Submitted by. Ivy Planning Group, U:C

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NSPDP - Conclusions, Recommendations, and Best Practices:

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NRC Diversity and Inclusion Performa-rice Tren-ds - FINAL Page *12 of 24 Submitted.bi Ivy Planning Group, llC

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NRC Diversity and Inclusion Performance Trends - FINAL Page 13 of 24 Submittea IJ{ l'"V Planning Group, llC

OFFICmt USE ONLY - SENSl'fftfE INTERNAL INFORMATION" SESCDP.An_alysis and.Findings:

For the SESCDP, Ivy was given data for the Class of 2015 and Class of 2017 to determine whether there was evidence of adverse impact in the Selection Rates by race or gender of qualifi.ed applicants into either one of those two cla_s~e~. The determination was made based oo the following:

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NRC Diversity and Inclusion Performance Trends - FINAL Page 14 of 24 Submitted 17{ Ivy Planning Group, LLC

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NRC Diversity and Inclusion Petformance Trends - FINAL Page 15 of 24 Submitted btt 11,y Planning Group, LlC

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NRC Diversity and Inclusion Performance Trends - FINAL Page ff of 24 Submitted b{ Ivy Planning Group, LLC

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NRC Diversity and Inclusion Performance.Trends - FIN.Al Page jg of 24 submitted bi' Ivy Planning Group, i1c.

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SESCDP,';_ Conclusions, Recommendations, and,Best Practices:

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Recommendations and best practices for the SESCDP include:

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NRC Diversity and Inclusion Performance Trends - FINAL Page 20 of 24 Submitted bf 1W Piarining Group, U.C

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Federal Employee Viewpoint Survey (,f.~VS}'Trends and Findings*:.

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NRC Diversity and Inclusion Performance*Trends -.FINAL Page 2i rt24 Submitted t¥ Ivy Planning Group, LlC

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NRC Diversity and Inclusion Performance Trends-FINAL Page 22 of 24 Submitted by Ivy Planning Group, LLC

"OFFICIAL USE ONLY SENSITIVE INTERNAL INFORMATION" Additional Recommendations. and Best Practices:

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• Next Steps:

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. ' l NRC Diversity and Inclusion P*erformance Trends - FINAL Page 24 of 24

. Submitted hy Ivy Planning Group, LLC