ML20138L935
| ML20138L935 | |
| Person / Time | |
|---|---|
| Issue date: | 12/12/1985 |
| From: | NRC COMMISSION (OCM) |
| To: | |
| References | |
| REF-10CFR9.7 NUDOCS 8512200123 | |
| Download: ML20138L935 (103) | |
Text
x, ORIGINE UNITED STATES 0F AMERICA
[,' NUCLEAR REGULATORY COMMISSION t
In the matter of:
COMMISSION MEETING EEO Program Plan.-
Progress Report (Public Meeting)
Docket No.
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Location: Washington, D. C. . .
Date: Thursday, December 12, 1985 Pages: 1 - 77 l
l ANN RILEY & ASSOCIATES Court Reporters 1625 I St., N.W.
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5 6 Thes es an unofficial transcript of a meeting of the 7 United States Nuclear Regulatory Commission held on S 12/12/85 in the Commission's office at 1717 H Street, 9 N.W., Washingten. D.C. The meeting was open to public 1
10 attendance and observation. This transcript has not been -
11 reviewed, corrected, or edited, and it may contain 12 inaccuracies.
I 13 The transcript is intended solely for general 14 Informational purposes. As provided by 10 CFR 9.103, it is 1 15 not part of the formal or informal record of dec.slon of the 16 matters discussed. Expressions of opinion in this transcript 17 do not necessarily reflect final determination or beliefs. No 18 pleading or other paper may be filed with t he Caum i ss i on in 1
19 any proceeding as the result of or addressed to any stafement 20 or argument contained herein, ex ept as the Commission may 21 authorize.
22 I
l l 23 i J l 24
. i 25
e e 3 1 l l
l 1 I UNITED STATES OF AMERICA l s
) 2 NUCLEAR REGULATORY COMMISSION
..- s 3 - - -
4 EEO PROGRAM PLAN - PROGRESS REPORT 5 - - -
6 PUBLIC MEETING 7 - _ _
8 Nuclear Regulatory Commission 9 Room 1130 10 1717 "H" Street, N.W.
11 Washington, D.C.
I 12 13 Thursday, December 12, 1985 i
14 15 The Commission met in open session, pursuant to 16 notice, at 2:04 o*olook p.m., NUNZIO J. PALLADINO, Chairman of 17 the Commission, presiding.
j 18 COMMISSIONERS PRESENT:
19 NUNZIO J. PALLADINO, Chairman of the Commission 20 THOMAS M. ROBERTS, Member of the Commission 21 JAMES X. ASSELSTINE, Member of the Commission 22 PREDERICK M. BERNTHAL, Member of the Commission 23 LANDO W. OECH, JR., Member of the Commission 24 I 25 I
- - . -. --4 e a. 9 .ey
. . 2 1 STAFF AND FRESENTERS SEATED AT COMMISSION TABLE:
2 H. PLAINE 3 C. ALOOT 4 J. ROE 5 M. SFRINGER 4 6 D. FOTTER 7 S. PETTIJOHN 8 B. KERE 9 C. SIEGEL l
10 L. COBB 11 A. SPECTOR 12 13 AUDIENCE SPEAKERS:
14 W. BENGELSDORF 15 J. MESTRE 16 N. BENTSON 17 18 19 20 21 22 23 24
's 25
--m ,.- -e.y e i---a r --p . ~ , y
. . 3 1 PROCEED I NO S 2 CHAIRMAN PALLADINO: Good afternoon, ladies and 3 gentlemen. In March or this year the Commission had a briefing 4 on the Nuclear Regulatory Commission Program on Equal 5 Employment Opportunity.
6 At that time the Commission requested that we hear
? from staff on this topic on a semi-annual basis. The fiscal j 8 year 1986 consolidated EEO Program was published last month.
J
- 9 A set of view graphs have been prepared for this meeting to 10 highlight that report and to provide supplemental material.
. 11 The view graphs have been made available in the back of the 12 room.
13 We will hear today from those responsible for the 14 program in NRC and I am going to ask Jack Roe to introduce the 15 speakers when I turn the meeting over to him.
16 We welcome the participants to this afternoon's 17- meeting and look forward to their report.
l 18 Do other Commissioners have any opening remarks at 19 this time?
20 COMMISSIONER ZECH: No.
21 COMMISSIONER ASSELSTINE: No.
22 CHAIRMAN PALLADINO: Then let me turn the meeting 23 over to Jack Roe.
24 MR. ROE: Thank you, Mr. Chairman. First of all I
. 25 would like to introduce the-speakers, first of all director of
= a 4
1 our Ottice of Small Disadvantaged Business Utilization / Civil 2 Rights, Bill Kerr; our deputy director, Office of 3 Administration, Mike Springer and then representatives from 4 the various committees; first the chair of the Attirmative 5 Action Advisory Committee, August Spector who is over on our 6 left; next the chair of the Age Committee, Lana Cobb, next to 7 August; following is the Chair of the Federal Women *s Program 8 Advisory Committee, Cherie Siegel, next to Bill Kerr, and then 9 over on Mike Springer"s right is Duane Potter who is the 10 vice-chair of the Labor-Management /EEO Committee and then 11 finally is the Chair of the Biaoks in Government NRC Chapter, 12 Sam Pettijohn.
13 CHAIRMAN PALLADINO: Thank you.
14 MR. ROE: Now I will turn the meeting over to Bill 15 Kerr.
16 MR. KERE: Mr. Chairman, we won"t be dealing with 17 any view graphs today. All of the information is in your 18 handout that you have in front of you.
19 First of all, Mike Springer is here to talk about 20 the personnel --
21 CHAIRMAN PALLADINO: This is what I referred to as I
l 22 the view graphs. I think they are on the back of the table, l
23 MR. KERR: Yes. Mike Springer will be talking about 24 the personnel and training aspects as related to EEO. August 26 Spector has a 13-member group,.the AAAC, with grades ranging
D e 1 from G0-09 through 15. Lana Cobb is looking out for we folks
) 2 who are over 40.
3 (Laughter.)
4 MR. KERE: She is the Chairperson of the Age 5 Committee and has 12 members with grades GG-08 all the way 6 through SES. Cherie Siegel is the Chairperson of the FWPAC, 7 our most recently organized committee and the persons on her 8 committee range in grades from GG-06 all the way through 16.
9 Leah Tremper is the new chairperson of the Labor-Management 10 EEO Committee and she is under the weather today so Duane 11 Potter is sitting in for her. We have a union chair this 12 period of time. Sam Pettijohn is the chairperson as Jack
_ 13 mentioned of BIO. BIG is a national chapter of Blacks In 14 Government and we are fortunate enough to have a local chapter 15 at NRC.
16 What we would like to start with today are the PY 17 1985 accomplishments against the EEO Plan. We would also like 1
18 to talk about a sampling of it. We don't want to get into l
L 19 detail on each one and you will find quite a few of them l
l 20 mentioned on pages ten through 17 and pages 24 through 27 of j 21 the EEO Consolidated Plan.
22 I put in front of you two documents. One is the 23 Consolidated Plan and one is the handout we will be working 24 from today, i _. 25 We will start with Mike Springer from ADM and he i
+e-< n --ers-- --- - + - ,
o
- 6 1 will get into some of the accomplishments that ADM is
, 2 responsible for. Mike.
3 MH. SPRINGER: Mr. Chairman, as Mrs. Norry's deputy 4 I am here today on her behalf as she couldn't be here. In the 5 previous meeting on EEO Progress the Commission was interested 6 in rates of improvement in various categories over previous 7 years.
8 So I would like to comment briefly on changes from 9 1984 to 1985. The data show that while the new hires and 10 promotions fell off sharply from 1984 to 1985 the percentages 11 of minorities and women hired continued to increase. The 12 promotion picture is less dramatio. The promotions for women 13 as a percentage of the total promotions increased slightly 14 while promotions for minorities decreased slightly.
15 A total of 250 full-time employees were hired during 16 FY 1985. Of that total, 20-percent were minorities and 17 46-percent were women. That is an increase over 1984 when it 18 was about 18-percent for minorities and about 41-percent for 19 women.
"O At the GG-11 and above levels, there were 133 new l
i 21 hires with minorities representing about 11-percent and women
. 22 close to 16-percent. This is an increase for women over 1984 l
23 when it was about 13-percent and it is a slight decrease for 24 minorities from 1984 when it was about 12-percent.
25 Since we hired only half as many people in 1985 as
7 1 we hired in 1984, the fact that we were able to keep the
.s 2 percentage overall of minorities and women on the increase 3 from 1984 to 1985 is a positive indicator of management *s 4 commitment to this program.
5 Because the availability of women and minorities is 6 greater at the entry level than at the experienced level, we 7 try especially hard to recruit those group members from 8 universities and at job tares.
9 In FY 1984 53-percent of the entry level hires were 10 women and minorities, 29 out of 51. In FY 1985 56-percent of 11 entry levels were women and minorities, 19 out of 34. So 12 again we have increased the percentage even though the total 13 number of entry level hires was down 33-percent.
14 These entry level hires included 21 engineers, seven 15 scientists and two NRC clerical employees who were converted 16 to professional series.
17 Our record on cooperative students reflects an even 18 greater percentage improvement but the FTE constraints has 19 reduced the total number of co-ops that we could have. In FY 20 1984, 38-percent and in FY 1985, 56-percent of co-ops on the 21 roles were women and minorities.
22 COMMISSIONER ASSELSTINE: How many co-ops were 23 there?
24 MR. SPRINGER: The number?
l l'- 25 COMMISSIONER ASSELSTINE: Yes, in 1985.
o ,
8 1 MR. SPHINGER: I don't have the number. I just have 2 the percentage.
3 CHAIRMAN PALLADINO: Maybe somebody could look it 4 up and get back to us.
5 COMMISSIONER ASSELSTINE: That's fine.
6 MR. SPRINGER: In administrative and other 7 non-technical disciplines at the experienced level, 45-percent 8 of the new hires were women and minorities, 20 out of 44, 9 In the area of promotions there were 554 in 1985 and 1C of that total, 56-percent were to women and 15.3-percent were 11 to minorities.
12 One way of looking at these data is that women who 13 constituted 31-percent of the statt received 56-percent of 14 agency promotions and minorities who constituted 15-percent of 15 the stati received 15-percent of promotions.
16 The FY 1985 figures show an increase in the percents 17 of promotions of women over FY 1984 but a decrease for 18 minorities.
19 Of 301 promotions at GG-11 and above, women who 20 constitute about 13-percent of that staff received 31-percent 21 of the promotions and minorities who constitute about 22 11-percent of such statt received ten percent of those 23 promotions.
24 In FY 1984 women got 29-percent of the promotions 25 and minorities received 11-percent. So there is an increase
9 1 for women and a decrease for minorities compared to FY 1984 in m
) 2 promotions.
3 The part-time program traditionally strong at NRC 4 benefits women primarily. As of September 30, 1985 we had 151 5 permanent part-time employees on board of which 95-percent 6 were women including eight percent minority.
7 Overall, NRC part-timers range in grade from three 8 to 15, 26-percent at the 11 level and above. They work in a 9 wide variety of jobs, computer specialists, management and 10 program analysts, auditor, engineer, health physicist and 11 attorney as well as secretaries and clerks.
12 In the recruitment area we estimate in FY 1986 that 13 we will spend about 5300,000.00 on recruiting exclusive of the 14 salaries of the NRC employees who do the recruiting. The 15 recruiters include representatives of our division of personnel 16 and organization in personnel or the regional personnel ottice 17 and it also includes technical personnel.
18 Over a two year period the campuses that we visited 19 that have yielded the most recruits in descending order are 20 Penn State, seven; Drexel, six; Temple, four; and three each 21 for Georgia Tech, University of Cincinatti, University of 22 Maryland and Michigan State.
23 COMMISSIONER BERNTHAL: Have you been doing something 24 on the side, Joe?
25 (Laughter.)
i 10 l 1 CilAIRMAN PALLADING: Penn State is number one againi n
2 LLaughter.)
3 MR. SPRINGER: One or two entry levels were hired 4 from 34 other universities in these two years, 34 others that 5 we visited. The NRC college recruitment schedule in FY 1986 6 includes eight minority schools and many other predominately 7 White schools with a high percentage of minority students.
8 In the area of awards in FY 1985 women received 4
9 36-percent of all the high quality increases, sustained 10 superior performance and special active awards. This is more 11 than their share on a percentage basis although it is a 12 decrease from 1984 when they received 44-percent of such 13 awards.
14 We don't have similar data on minorities because we 15 do this tabulation of awards on a manual basis and it doesn't 16 disclose the minority status of the individuals.
17 In the previous meeting, the last meeting on EEO 18 Progress, the Commission expressed an interest on knowing why 19 employees leave the Agency and do we have information on that.
20 For several years NRC has used an exit interview 21 form so that employees on a voluntary basis could tell us why 22 they are leaving and tell us something about their new 23 employers if they would.
24 Last year we revised the form to ask whether the j- -
25 departing employee was male or female. Our preliminary l
l _ _ _ . - - - _ .
12 1 analysis of the form show that men and women generally site 2 similar primary reasons for leaving. The only differences are J
3 that'a few more women state that they leave to seek more 4 challenging work while a few more men state that they leave to 5 seek an opportunity to advance.
6 Listing contributing reasons for leaving, slightly
? more women indicated they wished to pursue a different 8 specialty and slightly more men indicated a desire to 9 relocate. We will continue to monitor the forms and hope to 10 have a larger sample next year.
11 COMMISSIONER ASSELSTINE: Do the forms have like a 12 multiple choice or is it just a blank, list your reasons.
.s 13 MR. SPRINGER: No. There are some choices that they 1
l 14 can check, a box, to sort of prompt them about the kinds of 15 reasons we would expect.
16 CHAIRMAN PALLADINO: When you say that they wanted 17 to relocate, do you mean geographically or within the area?
{
18 MR. SPRINGER: I don *t know how the question was 19 phrased.
20 MS. BENGELSDORF: Geographically. We ask things 21 like higher salary, to attend school, et cetera.
22 COMMISSIONER ASSELSTINE: Are there any questions 23 that target something like EEO performance of the Agency, that 24 is, do you feel that the Agency provided an environment and an
-- 25 opportunity to advance. I guess what.I am wondering is are l
l
l 12 1 there any questions that would target or identity the extent j 2 to which employees think we are either doing a good job or not 3 such a good job. ,
l 4 MR. SPRINGER: I don *t have a picture in my mind of 5 the form but I am sure that I have never seen a form in the 6 government that got to that level of specificity on the exit 7 interview.
8 COMMI S S IOf fER ASSELSTINE: It seems to me that 11 we 9 are going to get useful information about how well we are 10 doing on that which I think was the reason for the question 11 last year, we ought to have a question that sort of targets 12 that issue. Otherwise, you are right. You can come back and 13 tell us, "Here is what people listed as the reasons" but 11 14 you don *t have that as one of the items that would attract 15 s om'e kind of a response, you may not get much of an answer.
16 MR. SPRINGER: I am looking at a sample of the form 17 now and there is no category that comes close to that kind of i 18 information.
19 MR. KERR: The only way we are going to get close to 20 that, I believe, is by having my office as part of the EEOC 21 and the exit interview system.
22 COMMISSIONER ASSELSTINE: It sounds like a good 23 idea.
l 24 MR. KERE: However, this has not occurred yet. They s 25 are trying to exhaust the current forms on hand and once this
o
- 13 1 is done and the new forms are utilized, people will have to m
2 exit through my office.
.-)
3 COMMISSIONER ASSELSTINE: I know personally I have 4 gotten a couple of calls from women in particular who have 5 left the Agency and they said, "You know, I enjoyed working 6 for the NRC. I found it a good place to work, a rewarding
? experience but I felt that there wasn't a place for women in 8 that organization. There wasn't an opportunity for advancement 9 and for further growth and development and that is why I left.
10 I am making more money now. I got my grade raise at another 11 agency but I would have been happier staying with the NRC if I 12 telt that there was an opportunity for advancement and for m 13 growth in development within the Agency."
14 It seems to me that rather than having just that 15 kind o* very limited anecdotal experience where somebody feels 16 strongly enough to pick up the phone and call somebody it 17 would be better to have a way to get that information first 18 hand.
19 MR, SPRINGER: Also, right now this is a purely 20 voluntary act, the filling out of the form.
21 COMMISSIONER ASSELSTINE: Sure. We can't force 22 people, 23 CHAIRMAN PALLADINO: Why don *t they develop a l 24 question or so on that matter.
l
- 25 COMMISSIONER ASSELSTINE: I like Bill's idea, too,
14 1 of having his ottice get invoived perhaps in talking to people i
2 when they get ready to leave and say, "What are your 3 perceptions? Are we doing a good job or are there areas where 4 we could improve? Did this play a part in your decision to
$ leave or what could be done to help make this a better place 6 with lots of opportunity for advancement and potential for all 7 our employees?"
8 MR. KERR: That is the plan for my ottice to have 9 such involvement.
10 COMMISSIONEM ASSELSTINE: Great.
11 COMMISSIONER BERNTHAL: This would be for all 12 employees though not just minorities and women?
13 MR. KERR: Certainly.
14 CHAIRMAN PALLADINO: Will you interview me, too?
15 (Laughter.)
16 COMMISSIONER BERNTHAL: Joe, there is no opportunity 17 for accancement!
18 (Laughter.)
19 MR. SPRINGER: You don't have to give your real 20 reason on the form.
21 (Laughter.)
22 MR. SPNINGER: On the rate of turnover for the 23 agency, I would like to mention that the rate of turnover for 24 engineers who are mostly male is about six percent and the 25 turnover rate for clerical employees who are mostly temale is t
. o 15 1 about 12-percent. So there is a higher turnover rate among 2 women. There are more of them exiting. However, when you mix
}
3 it all together the turnover rate for the Agency as a wholt is 4 about nine percent.
5 It is also true that the higher turnover rate among 6 clerical employees is typical in any work force not just at 7 the NRC.
8 COMMISSIONER ASSELSTINE: is that turnover rate down 9 from previous years?
10 MR. ROE: I don *t think so.
11 MR. SPRINGER: I think it may be a little Jit up.
12 COMMISSIONER ROBERTS: How does the turnover rate
_, 13 compare with other entities of the government?
14 MM. SPRINGER: We haven *t done a recent comparison 15 with other agencies so I can*t answer confident 13 I wouldn*t 16 expect our turnover rate would be greatly different than other
- 17 agencies in a similar situation. Some agencies that are 18 having big transitions or something might experience a higher 19 rate.
4 20 CHAIRMAN PALLADINO: But it might ti well to 21 periodically try to develop that dats.
22 MR. ROE: Yes.
23 MR. SPRINGER: Of course, OPM publishes figures, 24 den *t they, annually, government-wide figures and they break 25 these down and they publish them annually so we don *t even
16 1 have to do it. The work is already done.
) 2 COMMISSIONER BERNTHAL: It is a good idea. We keep J
3 telling our licensees to do exit interviews, we ought to take 4 a page from our own book.
5 COMMISSIONER ASSELSTINE: Yes, it is the same thing.
6 Bill, do you know when you will have that progra.2 in 7 operation?
8 MR. KERE: It is my understanding they are waiting 9 to exhaust the supply of the current forms and once that is 10 done I am already indicated on the new form. I don't know 11 when that is going to come up.
12 COMMISSIONER BERNTHAL: Do you have the people to do 13 this?
14 MR. KERE: Pardon me?
15 COMMISSIONER BERNTHAL: Do you have the people to do 16 this?
17 MR. KERR: It will be a chore obviously. No. I 18 could use some increased staff.
19 (Laughter.)
20 MR. ROE: I will put you on the list.
21 (Laughter.)
22 MR. SPRINGER: Don't you have a statement like the 23 president that says that you are not supposed to ask for 24 more money?
- " 25 (Laughter.)
17 1 MR. ROE: It is a long list, too, Bill.
2 COMMISSIONER ASSELSTINE: How many old forms do we i
3 still have? Why don *t we just throw away the old ones and 4 start with the new ones?
5 MR. SPRINGER: Whatever the number is we will make 6 it a small number. I don't think that should be a reason for 7 not getting on with the program.
8 COMMISSIONER ASSELSTINE: Good.
9 MR. SPRINGER: Finally, I would like to say that we 10 have set up an Upward Mobility program goal for FY 1986 that 11 is ambitious in comparison to previous years. Our goal is to 12 establish 15 Upward Mobility positions and we think we have s 13 made some pretty good progress on this. We have ten positions 1
14 in place for plan now specifically identified in ADM, NRR and 15 Regions II, III and IV.
16 That is four more than we indicated in the Plan 17 which we printed in October. So we are moving along on 18 getting those 15 identified.
19 COMMISSIONER ASSELSTINE: How many did we have in 20 1985?
21 MR. SPRINGER: Six, I believe.
l 22 MR. ROE: That we called formally Upward Mobility.
23 There are some informal programs where there is a real sense 24 of Upward Mobility that aren't so specifically designated.
s 25 MR. SPRINGER: These jobs would include management
18 1 analyst, inspection assistants, a contract management trainee 2 and a personnel security specialist and there are jobs that go 3 to GG tull performance level, three of them do. Three of them 4 go to the 11 level and the remainder go to the 09 level.
5 That is all I have to say in a preliminary way.
6 CHAIRMAN PALLADINO: Mike, could you indicate 7 whether you see areas or actions we should take to improve our 8 program? Maybe that is a good question for all our panelists?
9 MR. SPRINGER: Yes. I would defer to the committess 10 because I think they have a much better grasp of the needs 11 than I do personally.
12 CHAIRMAN PALLADINO: All right. We can come back to
, 13 that.
14 MS. SIEGEL: May I write that down?
15 (Laughter.)
16 MR. SPRINGER: Yes, you may.
17 MR. KERR: Thanks, Mike.
18 CHAIRMAN PALLADINO: Shall we go on?
19 COMMISSIONER ASSELSTINE: I have a question on the 20 Upward Mobility Program 11 I could. You mentioned that you 21 had a couple of those jobs that were up to full performance 22 level which is what, 13?
23 MR. SPRINGER: Three of them at 12.
24 COMMISSIONER ASSELSTINE: then you have a couple x-- 25 more that were what?
19 1 MR. SPRINGER: Three more at the 11.
) 2 COMMISSIONER ASSELSTINE: And some more that were 3 09's, 4 MR. SPRINGER: The rest at the 09.
5 COMMISSIONER ASSELSTINE: Is an effort being made to 6 make sure that when you target the Upward Mobility Program
? positions there is a career path there so what you are not 8 doing is creating the expectation among the people that you 9 are moving to a different career path only to find yourself in 10 a dead-end job?
11 MM. SPRINGER: That is one of the main concerns we 12 have had for increasing this number too rapidly is we want to m 13 make sure that we don't raise expectations that we can't meet.
14 COMMISSIONER ASSELSTINE: Yes.
15 MR. SPRINGER: We have to be sure that the path that 16 we put these people on is going to take them somewhere. That 17 has been one of the big criticisms of government programs like i
18 this in the past is that they don't go anywhere and people get 19 big expectations and then they are disappointed.
20 COMMISSIONER BERNTHAL: They are capped out at a 09 21 somewhere and that is it.
22 MR. SPRINGER: So the program has a negative not 23 result on everybody.
24 COMMISSIONER ASSELSTINE: On the ones that are 09's, 25 is that something that you have taken into consideration so l
. . 20 1 they may be moving into a job that is a 09 and that may be
, 2 where they start, but then there is another opportunity to 3 move?
4 MR. SPRINGER: They may be moving into a job that is 5 a 03 or a 04 and they may have an opportunity to go to a 6 09. It depends on where they start and what their capabilities 7 and their qualifications that could be developed are.
8 COMMISSIONER ASSELSTINE: But the people that are 9 going into the 09 jobs, what are those people typically now, 10 07*s?
11 MR. SPRINGER: I don't know the answer to that.
12 COMMISSIONER ASSELSTINE: All right. If they are 13 07's and moving into a 09 job, then it seems like that may be 14 of concern.
15 MR. SPRINGER: I think the approach to this would be 16 to develop a job at the full performance level and then work 17 back to the point at which people are going to enter the 18 program.
19 COMMISSIONER ASSELSTINE: Right. Exactly.
20 MR. SPRINGER: That would be the smart thing to do.
21 COMMISSIONER ASSELSTINE: that*s right.
22 MR. ROE: I think also we have to take a look at the 23 jobs and see based on the individual and some turther 24 counselling and training make them competitive for the next 25 range of jobs. They may not be Upward Mobility jobs but make i
21 1 them competitive for the next r a.ng e .
) 2 As we have described, sometimes there is this gap 3 that is very ditticult to bridge and it is making those people 4 so that they have those skills and that they have some 5 demonstrated performance against those skills and also 6 additional training.
7 So I think we are going to have to look at it pretty 8 uniquely about the individual, what the capabilities are, and 9 what training we can provide them to get them up to the next 10 step.
11 COMMISSIONER ASSELSTINE: I guess I have a growing 12 concern. We have talked a little bit about this in specific
'- 13 context with this full performance level concept. I get the 14 sense in some areas ad lawyers is one and the technical people 15 is the other that when we put those kinds of lius e r. jobs that 16 that is hurting us in terms of being able to recruit, in terms 17 of building from within the Agency.
18 Is that having adverse effects in the EEO area as 19 well in terms of providing career opportunities for people 20 particularly as vacancies open up ar1 these new lids are 21 coming into play?
l 22 I guess what I am beginning to wonder is might we be 23 better oli perhaps with fewer people telling everybody you are 24 going to have to work a little harder but you are going to get 25 paid better over time. That is broader than just the EEO I
l
._. - ..m , , . ,, . - . ,
- - 22 1 question but I guess I am wondering in the EEO area whether 2 there is an adverse spillover effect from the new full 3 performance level restrictions as well?
4 MR. SPRINGER: Of course, there are two ways to look 5 at it. The other way to look at it is that people coming in 6 want to know how far they can go before they get to the real
? crunch.
8 COMMISSIONER ASSELSTINE: that's right.
9 MR. SPRINGER: That is the sort of reasoning I guess 10 that caused management and the union to establish a full 11 performance level.
12 CHAIRMAN PALLADINO: We would have to be careful m 13 that we don't imply expectations that cannot be achieved.
s 14 MR. SPRINGER: \- e s . I think Jack made a very good 15 point getting back to the EEO program, that these Upward 16 Mobility jobs should be transition jobs and not a permanent 17 career label that one gets in and never gets out again.
18 COMMISSIONER ASSELSTINE: That's right.
19 MR. SPRINGER: It should be an in-and-out program.
20 COMMISSIONER ASSELSTINE: Yes.
21 CHAIRMAN PALLADINO: Let me suggest that we go on, 22 that we can pick up a number of these questions in a different i
23 context as we go along.
24 MR. KERE: All right. Thanks, Mike.
25 I would like to give you before you get to the l
23 I 1 package in front of you a number of one-liners on
) 2 accomplishments and activities that we were in in 1985. We ,
3 looked at the Agency for a one-year period in about March or .
4 so of 1985 and we found out in that one-year period that women 5 employees increased by 1.2-percent and minorities by !
o 6 1.3-percent. [
i 7 Further, there was a moderate increase of women and '
8 minorities in grades 13 through 15. At the same timeframe we 9 added two women to the SES roles and one minority. Also in i t
10 1985 we had two one-day sessions with attice directors and '
11 their deputies to discuss EEO matters and there was a good ;
12 turnout and'I think they were very useful sessions.
- 13 I made two appointments in 1985. I appointed Jorge !
^
) ;
14 Mestre as my Hispanic Employment Program Manager even though 15 we do just have a limited number of Hispanics in the Agency, I !
16 felt it was useful to do. I appointed Hiawatha Barber as a 17 liaison to BIG and with other outside agencies such as Urbtn l.
18 League and the NAACP. He is my Black Affairs coordinator.
19 Also in 1985 we had a senior hearing examiner from -
20 EEOC come to our Agency to give us a presentation on how we 21 can better our counsellor activities and this was during the 22 advanced counselling workshop we had for 22 counsellors and i
23 tive EEO officers.
24 Our Federal Women's Program Manager hosted a session
~/ 25 down at Region II in which he brought in the Federal Women's
24 1 Program Coordinators from all the regions ano they discussed
} 2 their 1985 plans. I think it was a very useful session.
.)
3 We continue to support BEEP which is the Black 4 Executive Exchange Program which is under the auspices of 5 Urban League in which we send Agency personnel out to the 6 Black colleges and universities to put on workshops or
? seminars.
8 I think one of the more important things we did 9 during the last fiscal year is that we required that each 10 office director put in his office operating plans EEO 11 initiatives and at the end of the rating period he was rated 12 against his accomplishments and my recommendations were
--s 13 provided to the Chairman and the EDO.
i 14 Please look at page 28 of the 1986 Consolidated Plan 15 and the audience doesn't have this, but you will see that we 16 extended most of the old initiatives and we added some new 17 ones. As Mike indicated we are now at about ten in the Upward 18 Mobility Program and we intend to top oli at 15.
19 Further, I intend to visit each regional 20 administrator to discuss with him how they can more perfect 21 their EEO plans. I have already been to Region II and 22 throughout the rest of the fiscal year I will be going to talk 23 with the rest of the regional administrators.
24 'W e will continue to have our counsellor meetings on
-- 25 a quarterly basis in which we try to get a feel for problem
25 1 areas in the Agency and try to thwart those problems when we
,y j 2 have an opportunity to do so.
1 3 Concerning hiring goals, again we contracted with j 4 Oak Ridge Associated Universities to give us the availability 5 data so we can prepare our hiring goals for this fiscal year.
6 We will be getting two sets of data from them. One will be on 7 experienced personnel, those are the available people in the 8 workplace of over tour years and for the entry level personnel, 9 sero to four years.
10 Once we get that data in, we will match this to our 11 vacancy forecast and we will be able to set our hiring goals.
12 Now if you want to go to your package one of the i
~, 13 ways we will hope to satisfy these goals, it you look at page 14 two is through college recruitment.
15 As you can see on pages two and three we have 16 Prairie View twice. This was mentioned the last time I was 17 down here that perhaps we should Prairie View and it looks 18 like we are going to go two times.
19 COMMISSIONER ZECH: I am pleased you are going to 20 Prairie View. That was my suggestion. By the way, you have 21 been there once it locks like. How did it turn out/
22 MR. KERR: Mike.
23 MR. SPRINGER: I don't know. I didn't go to Prairie 24 View.
/ 25 COMMISSIONER ZECH: How about letting me know.
I l
26 1 MR. SPRINGER: Do we know what happened at Prairie 1 2 View?
3 MS. BENGELSDORF: I think there is one potential.
4 COMMISSIONER ZECH: It is probably one good one.
5 (Laughter.)
6 COMMISSIONER BERNTHAL: How did we get on Prairie 7 View? I have forgotten.
8 COMMISSIONER ZECH: It was my suggestion.
9 COMMISSIONER ASSELSTINE: Yes, Lando said something.
10 COMMISSIONER ZECH: I visited Prairie View in my 11 other life and was impressed with the Naval RO'tC unit they 12 have down there so I thought it might be a potential for
..s 13 Nuclear Regulatory Commission, also.
14 COMMISSIONER BERNTHAL. I was just going to 15 compliment you. I have a vague recollection that this list le was not nearly as long nor as impressive last time around here 17 at the table. As I scan down the list now you really have an 18 excellent cross-section of schools here.
19 COMMISSIONER ZECH: I see some other familiar names 20 there to me too that are also excellent. I would agree with 21 Commissioner Bernthal that the list looks expanded and 22 certainly I think you have made an effort to increase 23 recruitment at some of those fine schools. I commend you for 1
l 24 that.
25 MR. KERR: If you will advance to page four you will i
. . 27 1 see our 1985 hiring goals and our accomplishments versus those 2 goals. We had about a $4-percent accomplishment and it is not 3 as dismal as you may suspect because for example NMSS hired 4 one Hispanic female in 080 series. However, they were not 5 goaled there and IE hired one Black male in the 840 series.
6 Obviously, we could be dcing better in the goal 7 accomplishment and we hope to do so in 1986 once we put our 8 hiring goals together.
9 CO!!MISSIONER BERNTHAL: I have a trivial comment, i 10 assume we will settle for a female of any kind whether or not 11 White. It seems to me that our problem is not White females.
12 It is females in general. I am not sure we need to put that
- 13 specification there.
14 MR. KEHR: When we do our under representation 15 analysis we come up with specific categories of personnel and 16 this is the way it fits in the formula.
l 17 COMMISSIONER BERNTHAL: I see.
l l 18 COMMISSIONER ASSELSTINE: How come we did so bad on 19 lawyers this year with all the women coming out of law school?
20 MR. PLAINE: I thought we did pretty good.
21 COMMISSIONER ASSELSTINE: It is on this page. I 22 think we struck out.
23 MR. KERR: I believe we should do an analysis to l
24 determine why we are having a problem bring on board attorneys.
> 25 COMMISSIONER BERNTHAL: I think we heard not long l
88 1 ago one of the reasons we are having problems bringing on 2 board attorneys, did we not?
3 COMMISSIONER ASSELSTINE: It is this full performance 4 business, that*s right. Although Ciby points out that we did 5 quite well just before this report was issued.
6 MR. KERE: There will be ample opportunity to 7 correct that this coming fiscal year because I understand that 8 we will be hiring some ten or 11 persons in the 905 series.
9 COMMISSIONER ASSELSTINE: All right.
10 COMMISSIONER BERNTHAL: I want to make sure though 11 that what you write down here when you specify t e> tle of a 12 certain rank or color whatever it might be, the goal is to 13 hire females. It doesn*t have to be a White female I trust 14 for these boxes. Is that right? I assume that is the case.
15 MR. KERR: George.
16 MR. MESTRE: Sir, that is based on a mathematical 17 formula that the EEOC has issued and based on the availability 18 of that particular sex and ethnio group in the work force so 19 this is a goal to be met.
-20 COMMISSIONER BERNTHAL: I see. It is a goal based 21 on a realistic expectation 22 MR. MESTRE: Of the civilian work force.
23 COMMISSIONER BERNTHAL: Al right.
24 MR. KERR: We did have obviously other hires in the 25 fiscal year and if you go to page five, you can see our total
- 29 1 hires and protected group hires. Interestingly enough the 2 average grade of our hires during the past fiscal year for
(
3 male was 11.1 and female, 6.3.
4 I believe this is impacted s omev ha t by entry level 5 hiring.
6 I would like to compliment ADM and NRR. ADM brought 7 on board 17 females and NRR, 26 temales during the period 8 which I think is very complimentary.
9 COMMISSIONER ASSELSTINE: Yes, but again they tend 10 to be lower grades.
11 MR. SPRINGER: They would be in ADM because generally i
12 the grades'are lower in that work force.
s 13 MR. KERR: It we can continue on to page eight.
14 CHAIRMAN PALLADINO: Is that left hand column the 15 total hired?
16 MR. KERE: yes, total hired.
17 CPAIRMAN PALLADINO: All right.
18 COMMISSIONER ASSELSTINE: Bill, does that mean that 19 when you look at the number of people we hired which grades, 20 while entry level hiring is important and something that we 21 ought to pursue that 11 we are going to bring about the longer 22 term change and improvement in the EEO situation in the 23 Agency, we really have to concentrate on the resources that we 24 have now in the Agency, build people up within the
/ 25 organization, build people into the higher level grades into
.- u. , . , , - -p. - - , m . , , . , - - - . - . - - - . _ , -, . y , . . , . , , ~ _ ,.- .
30 1 the SES ranks and have that as at least as an important an
) 2 objective or goal as the entry level hires. '
I 3 MR. XERE: i concur.
4 COMMISSIONER ASSELSTINE: I got the sense when 5 looking at the Program Plan that an awful lot of the emphasis 6 is on the entry level hiring. It is i m p o.? t a n t but it also
? seems like that is an area where we seem to be making some 8 progress and success to really concentrate on the internal 9 programs as well, 10 MR. SPRINGER: But you still need that entry level 11 feed.
12 COMMISSIONER ASSELSTINE: No question about it.
, 13 MR. SPRINGER: Because 11 your pool is already a low 14 number to begin with, you don't have much to work with.
15 COMMISSYONER ASSELSTINE: That*s right. No question 16 about it, yes, 17 MR. ROE: I think the real answer is that the focus 18 has to be on the full range, all the way from the bottom to 19 the top.
20 CHAIRMAN PALLADINO: Bill, could you explain that 21 left hand column again? For example, it says two, 100-percent?
22 MR. KERR: All the way up at the top, you hire two 23 persons, .they are both male, they are both White male.
24 MR. SPRINGER: So that was 100-percent of the total,
-' 25 MR. KERE: One hundred percent.
. . 31 1 CHAIRMAN PALLADINO: Of what?
2 MR. KERE: Of the total hires for the Commission.
3 COMMISSIONER ASSELSTINE: We are not setting a 4 very good example.
5 MR. SPRINGER: But you only had two chances.
6 COMMISSIONER ASSELSTINE: That"s true.
7 MR. KERE: Starting with page eight, I am going to 8 show you a series of charts which get at a profile of the 9 Agency. There are many ways that you can cut data and we have 10 cut it different ways and I think as we go through these 11 charts, you will see some interesting things.
12 The first two are the ones that we have shcwn all s 13 the time, the first one being the full-time permanent staff 14 and there has been a slight increase in both women and 15 minorities, very slight.
16 COMMISSIONER ASSELSTINE: Again, our percentages 17 aren*t too bad. It is where they are bunched in terms of the 18 grades.
19 MR. KERE: Right. We will see more of that 1.m er.
20 On page nine we have our GG-11 and above with again 21 minor increases in women and minorities from 1984 to 1985.
22 The next three pages will be the work force profile 23 by grade within the Agency and as anticipated as the g:ades 24 get higher, you find fewer women and minorities.
-' 25 The average rate of the Agency for male is 13.6 and
,. , - ,-g, - - - . . ,
, . 32 1 the average rate for females is 8.6. So there is quite a
.~
J 2 considerable difference.
3 Of concern to me and I am sure that Sam may speak to 4 this later if you look at GG-15 on the second page, out at 234 5 Black females in the Agency we only have one at GG-15 and none 6 at a higher grade and perhaps Sam will speak to that at a
? later time.
8 COMMISSIONER BERNTHAL: Has anybody ever tried to 9 take a look at average grade advancement per year spent in the 10 Agency of women versus men?
11 MR. KERR: Yes, we have. I believe you did this, 12 Winnie, some time ago. Do you recall your data?
13 MS. BENGELSDORF Several years ago we took the year 14 since Bachelor, the progression and the women at that point 15 were doing better than the men with the same year of 16 graduation. We have not done that recently.
17 MR. SPRINGER: That is for professional.
18 MS. BENGELSDORF: Only professional. Yes, these 1
l l
19 were engineers and there were very few women.
20 COMMISSIONER BERNTHAL: It would be interesting to 21 do it for everybody, all categories.
22 COMMISSIONER ASSELSTINE: Yes, that is a good idea.
23 MR. KERE: Beginning on page 13, you will see four l 24 pages that shows the location of persons within the Agency by I
l - 25 ethnic characteristic. Again, you will see which offices have
. . 33 l l
1 made s ame attempt to balance their staff and which ones have j j 2 not. It speaks for itself.
3 CHAIRMAN PALLADINO: Would you like to tell me who 4 is doing superbly and who isn*t? I am trying to do it here.
5 MR. KERE: It all depends on who we want to embarrass 6 the most.
? (Laughter.)
8 MR. KERR: I want to note that 25.9-percent of the 9 regional stait are women while 11.0-percent of the region's 10 regional staff are minorities. So there is a considerable 11 difference between the women and the minorities in the regions.
12 COMMISSIONER ASSELSTINE: Yes.
m 13 MR. KERE: The next page is the first time I have
! l
\
14 shown this which I think is quite interesting. It shows the 15 managers and the supervisors of the Agency, GG-09 and above.
16 The average grade of our managers, male, is 14.5.
17 The average grade of females, 12.8.
18 We have 690 managers and supervisors in the Agency, 19 60 of which are female and obviously 630 are male.
20 COMMISSIONER 2ECH: Could you give me those 21 percentages again, please, overall?
22 MR. KERE: Ne have 690 managers and supervisors, l 23 G0-09 and above, 60 of whom are female. The average grade of 1
1 24 male managers and supervisors is 14.9, the average grade at l
25 female, 12.8.
l l
. . 34 1 COMMISSIONER ZECH: All right. I appreciate that.
/
'. 2 COMMISSIONER ASSELSTINE: How about minorities?
3 MR. KERE: I don't have that.
4 COMMISSIONER ASSELSTINE: You don *t have the 5 break-out, all right.
6 MR. KERR: Hold on a minute. I just may have that.
7 in fact, I think I do.
8 COMMISSIONER ASSELSTINE: That is a good break-out 9 because it gives us something that is a little broader look 10 than just SES.
11 MR. KERR: All right. I have it. The average grade 12 of Black males and it is total minorities, Black male is 13.1 m s 13 and this is at GG-09 and above; Black female, 11.8; Hispanio i
14 male, 14.4; no Hispanic temales. Interesting enough our Asian 15 American/Facific Islanders exceed the average for the Agency.
16 The average grade is 15 for males, 13 for females and American 17 Indian is 15, average grade.
18 CHAIRMAN PALLADINO: How many do we have?
19 COMMISSIONER BERNTHAL: Just one, Ben Hayes, I 20 think.
21 COMMISSIONER ASSELSTINE: Yes.
22 MR. KERR: Yes, Ben Hayes.
23 The next page Mike has already spoken to and that is 24 the permanent part-time employees. We have increased by one 25 since February. We are doing quite well. An interesting
l I
- 35 j l
1 number here is that 91-percent are non-minorities in the l 2 permanent part-time positions.
3 CHAIRMAN PALLADINO: Say that again.
4 MR. KERE: Ninety one percent are non-minority.
5 The next page shows our SES by sex and minority 6 status. We are still making minor increases slowly.
7 COMMISSIONER BERNTHAL: Fainfully slowly.
8 MR. KERR: If you want to say we have doubled since 9 1982 in the number of women and tripled the number of 10 minorities, okay, but we are still making minor increases.
11 The last two pages I have before we get into the 12 committees is on the complaint system. We have had 53 s 13 complaints filed since the inception of the Agency which you 14 will see on page 20 and lastly on page 21, 19 of our current 15 active complaints, nine are in the regions and ten of the 16 complaints are at headquarters.
17 Since June we have added three complaints. We have 18 had one complaint based on race and sec, one based on 19 harassment and one based on retaliation.
20 COMMISSIONER ROBERTS: Would you have any feel for 21 how these numbers of complaints compare to the total employment
- 22 of the agency compared with other agencies?
l 23 MR. KERR; Compared with other agencies we are far ;
l 24 fewer than other agencies. l l
l .
25 j - COMMISSIONER ROBERTS: I don't mean in gross numbers, l
l l
36 1 I mean per number of employees.
T 2 MR. KERR: I know what you are saying and I don *t
/
3 believe we have ever done that comparison.
4 COMMISSIONER ROBERTS: But your sense or your 5 feeling is that we are fewer?
6 MR. KERR: Yes, we have far iewer complaints.
? MR. ROE: That is also based on some conversations 8 with the EEOC.
9 CHAIRMAN PALLADINO: Does the Office of Personnel 10 Management publish any figures on that?
11 MR. KERE: They do and i guess we can look at the 12 data and compare it by agencies of comparable size. They
-s 13 don *t compare it by agencies of comparable size. We could do 14 that by looking at the data.
15 CHAIRMAN PALLADINO: We don *t count complaints per 16 employee or employee per complaint.
17 MR. SPRINGER: You would appreciate you would 18 probably have to interpret what you saw because the number of 19 complaints could be affected by a lot of factors including 20 whether the employees think the system is effective or not.
21 COMMISSIONER ASSELSTINE: Yes, that is right.
22 MR. SPRINGER: A lot of subjective things begin to 23 come into play.
24 COMMISSIONER ROBERTS: Yes.
25 CHAIRMAN PALLADINO: True.
l l
- i. _ _ _ . _ _
- 37 1 MR. KERR: We would now like to start hearing from 2 committees and why don't we start with AAAC with August 3 Spector.
4 MR. SPECTOR: Are we being timed? It depends on how 5 fast I read it.
6 (Laughter.)
7 CHAIRMAN PALLADINO: How many people must we hear 8 from or do we plan to hear from?
9 MR. KERE: We have five, Mr. Chairman.
10 CHAIRMAN PALLADINO: How long were you planning to 11 speak?
12 MR. SPECTOR: A little more than five minutes.
13 CHAIRMAN PALLADINO: I think that is a good rate.
14 MR. SPECTOR: During the past year the AAAC has 15 received 11 new members and currently we have 13 members.
16 this represents a significant change in the make-up of the 17 committee.
l l
! 18 We have been actively involved in reorganizing the 19 committee, assigning tasks to members and preparing future
, 20 plans. Most recently we recommended to Mr. Kerr that our I
( 21 committee receive training in EEO principles and policies.
t I
22 We felt that in this your membership would be able 23 to provide more informed advice. Mr. Kerr accepted this 24 recommendation providing EEO training through OPM for all of 25 the advisory committees.
I l
o a 38 1 We would like to thank Mr. Kerr and MDTS and the
} 2 Commission for providing this training.
3 We have provided detailed written advice and guidance 4 and proposed specific recommendations on all policy issues 5 related to EEO and affirmative action. The committee initiated 6 a review of the RIF Manual and'the Oak Ridge Study.
7 Essentially the CSDBU/CE and Personnel Offices 8 agreed with the recommendations brought forward.
9 The AAAC has recommended management improve 10 conditions for handicapped employees. We note that the new 11 water fountains, for example, in the Maryland National Bank 12 Building have been designed for the handicapped. We would 13 like to feel that some of the recent improvements made by 14 management stem from some of our concerns.
15 My remarks will be limited to five items in the EEO 16 Program Plan and one additional item.
17 Related up to the Upward Mobility Program, since its 18 inception earlier this year, the Upward Mobility program has i
19 provided job opportunities and meaningful training for Icwor 20 level employees throughout the agency, that is to bring lower 21 level employees into professional positions. The AAAC is 22 pleased to commend the Commission on its recent accomplishments 23 in initiating a viable Upward Mobility Program.
24 Related to the hiring goals, we are pleased to see
- ' 25 that this past years EEO hiring goals-are more realistic
- . - - . - - ,-,,n r .- e-, . - . ,,.,--s ..
.
- 39 l
1 reflecting the Oak Ridge Associated Universities study which
~
2 the AAAC supports.
3 The ORAU study provides a more appropriate set of 4 standards against which to judge NRC's achievements. We would 5 like to remind the Commission that the current ORAD study is 6 limited to data relative tc employment of' experienced
? engineering and scientific / mathematics categories and not to 8 entry level employees.
9 We are pleased to hear that in the future ORAU 10 studies the NRC has requested information relative to entry 11 level employees.
12 Related to the handicapped program, according to the s 13 EEO Commission letter of March 18, 1985, NRC's handicapped 14 hiring program accomplishments were rated unsatisfactory.
15 We recommended to the nRC Commission last spring to that more emphasis be placed in this area so a more favorable 17 rating can be secured. We would like to note that the language 18 in the 1986 EEO Program Plan is identical to that of thw 1985 19 Plan in regard to the handicapped program.
20 Evidently the Program was inadequate in 1985 and 21 will probably remain inadequate unless changes to the Plan are 22 made. We suggest further attention be given to the handicapped 23 hiring program.
24 Accountability, in order to assure implementation of
-' 25 the various EEO and Affirmative Action goals and activities it
40 1 is important to assign accountability. The AAAC indicated to
) 2 the Commission in March 1985 that the 1985 EEO Program Plan 3 does not systematically assess lower level managers 4 accountability but only top level managers accountability for 5 carrying out the Plan.
6 The recent OIA audit study also discusses this 7 problem. Unfortunately the 1986 Plan has not improved. We 8 feel that all first and second level supervisors should be 9 rated in the area of EEO and Attirmative Action. To make such 10 efforts etteotive we recommend all section leaders and branch 11 chiefs have a critical element and performance standard 12 stipulating activities to be performed in support of EEO and
~ 13 Affirmative Action.
14 The last item related to the Program Plan is Human 15 Resource Planning. generally the EEO Program Plan is a 16 positive though limited step in the right direction although 17 the AAAC does not feel such one year plans to be adequate for 18 proper long term policy planning purposes.
19 The Plan does not provide a narrative of what the 20 ?iRC hopes to accomplish for its human resources through its 21 EEO program over the long term.
22 The current and future workforce will change in much 23 the same way we have seen past changes for example, in the NRC 24 organization, in technological changes and changes in the l 25 nuclear industry.
, . 41
] 1 Some of these human resource changes may include a
.m 2 reduction in hiring, a reduction in overall staff, shifts l .. J 3 toward an older work force, increase in retirements and 4 changes in our training and developmental needs.
5 How will these anticipated changes relate to the EEO t
i 6 goals and program? The NRC should be openly considering these 4
7 concerns and reflecting them in the EEO Program Plan as well 8 as other personnel management related plans.
9- We recommend the Commission initiate a specific 10 action item which will begin to consider the changing work
, 11 force. this action item could establish a human resources 12 future strategic planning task group consisting of the EEO 13 committees, employees and managers which would create a 14 dialogue among the various concerned groups as well as map out i
15 NRC*s future five year Muman Resources Plan.
16 The last item relates to the consolidation' of the i
17 various committees.
18 The AAAC strongly disagrees with the recommendations 19 made by the. Director, Office of Inspector and Auditor regarding l
20 consolidation of the advisory committees and the formulation of i
l l 21 sub-committees. The various advisory committees serve a useful l
l 22 tunction within NRC*s personnel environment.
23 The diversity of opinion of each independent 24 committee assures that management receives the broad base ci
- 25 views necessary for it to make a decision. Each committee
.- .ym- ,3--
y .y- ,,----e- . . ~ , - .--r ,---.-_,.__,,-- --,-.__, .- ,,-w., -w..-.,e,-.-.-.-..,- ,,em.--,-._- ,--
42 1 does represent a special interest which in turn provide for
- 2 a check and balance for management to weigh when deciding the 3 various alternatives and courses of action management must 4 finally make.
5 This approach is not dissimilar from other decision i 6 making processes already successfully utilized throughout NRC 7 and specified in various NEC program office policy. We feel i
8 that it is management's responsibility to make decisions and 9 it is the responsibility of the committees to provide advice.
10 When this advice is conflicting, management not only 11 has a more difficult political problem in arriving at a final i
12 decision but management also receives a very strong message s 13 from its employees that the decision or issue is controversial.
14 Having only one advisory committee although there 15 might be sub-committees present management with only one l
16 recommendation. Such a structure will not provide management l
17 with the diversity of opinion it needs to arrive at the 18 decision which rightfully is their responsibility.
19 The report alleges that the committees do not work 20 together. Unfortunately this is not altogether correct.
21 Although each committee is independent, the chairman of,the 22 committees do meet periodically to discuss their programs and 23 share information. Many members of the committees have served 24 on more than one comalttee thus providing additional 25 perspective to the internal decision making of each committee.
l l
43 1 We feel that 11 the committees w6re consolidated it
') 2 would be extremely ditticult to arrive at a consensus opinion 3 on many 18ssues. Consolidation would tend to stifle the 4 necessary positive debate related to EEO and affirmative 5 action concerns which only the individual committees can 6 adequately provide the employees and management of NRC.
? We recommend NRC not consolidate the advisory 8 committees but instead support the strengthening of the 9 existing committee structure and to strengthen the democratic 10 principle that the existence of these committees represent.
11 Thank you for the opportunity to give these remarks 12 and I also have a printed version of the presentation.
! ~ 13 CHAIRMAN PALLADINO: All right. Thank you. I have 14 two questions, one with regard to your last comment on 15 consolidating the committees. Mas that been included as a 16 formal response to the OIA report?
, 17 MR. ROE: Basically we have it under review and 18 Mr. Kerr has got an ad hoc committee that is looking at this 19 particular issue and he is going to make a recommendation.
f 20 COMMISSIONER ASSELSTINE: I think several of the l'
21 advisory committees have made basically the same comment. We
- 22 will probably hear the same thing from others as well.
' 23 MS. COBB: Yes.
24 COMMISSIONER ASSELSTINE: I know that Sharon had i
- 25 collected the comments from the other advisory committees at l
l l
44 1 our request. It might be good for her to take a fresh look at 2 that issue before we go any farther along those lines because 3 it seems to have engendered a fair degree of concern by all of 4 the advisory committees.
5 CHAIRMAN PALLADINO: Yes. I want to make sure that 6 it gets into the formal response.
? MR. ROE: It definitely will be.
8 COMMISSIONER ASSELSTINE: All right.
9 MR. KERR: We have an ad hoc committee as you 10 probably are aware that was appointed by the EDO to look at 1
11 this and provide a recommendation to him by -- well, it has 12 been exten f ed now to by the end of January on whether it would 13 be advisable to consider combining the committees or not.
14 So this ad hoc committee is going through whatever 15 deliberations they need do before they make a recommendation 16 to the EDO.
17 CHAIRMAN PALLADINO: My intuition is that you would 18 lose a lot of diversity that is very important in dealing with 19 a topic like this.
20 COMMISSIONER ASSELSTINE: Yes. I feel the same 21 way. i think you are right.
22 CHAIRMAN PALLADINO: Now may I ask my second l 23 question? August, with regard to the handicapped program l
l 24 which was found unsatisfactory, could you give a little bit of i
25 feel for what some of the things are that we ought to be doing
. . 45 1 that we apparently have not been doing?
) 2 MR. SPECTOR: Some of the things relate to 3 employment, actual looking for handicapped people, looking for 4 positions, for example, that a handicapped person could do.
5 For example, in CRESS we have a blind person who 6 does typing through the earphones, transcribing. There might
? be other positions like that in the Agency. Other things are 8 not related directly to employment or hiring. For example, 9 the water fountains is a minor thing but to a handicapped 10 person it is relatively important.
11 Regarding the consolidation of space, we indicated 12 last year that when we do look for space that we consider this m 13 in the lease or in the purchase of a building. Do they have 14 proper elevators? Can they evacuate handicapped people from 15 the building in case there are fires?
16 I think it is very similar to other programs that wo 17 have.
18 CHAIRMAN PALLADINO: You said that we had not 19 changed our program. I gather we ought to be looking at it 20 again to make sure that we have goals that are realistic and 21 also challenging.
22 MR. ROE: Yes.
23 MR. KERE: Thank you, Augie. Lana.
24 MS. COBB: Thank you. We view our role as advising 25 management of potential problems which could have a negative
.
- 46 1 impact on an older employee. Since the last commission
> 2 briefing our accomplishments include the performance of 3 various analyses, attending an EEO training class for committee 4 members, reviewing and commenting on manual chapters and 5 discussing with management and attempting to keep current 6 on federal government policies which atiect older workers.
7 We have reviewed and forwarded comments to management 8 on NRC*s new EEO manual chapter, proposed NRC procedures for 9 non-SES performance appraisal system and a report by the Office 10 of the Internal Auditor on their review of the small and 11 disadvantaged business and civil rights programs.
12 From these reviews there is one item in particular 13 that we wanted to bring to your attention. I won *t bother to 14 continue what I have written on that because it would be 15 exactly what Augie has just said.
16 For the past three years we have performed 17 statistical analyses using non-SES performance appraisal i
i 18 data. The previous year *s findings indicate strong statistical l
19 evidence of possible age discrimination against NRR engineers 20 in GG-14/15 levels.
21 As a result of our findings, we notified management 22 and met with NRR representatives to discuss this data. As a 23 result of our meeting Mr. Denton shared this information with l
l 24 his staff. Our plans include performing the same analysis for 25 FY 1985 just as soon as the data is available.
t I
(
. . 47 1 Another project includes analysis of the 1985 SES
)) 2 candidate development program. We are presently analyzing 3 this' data to determine 11 there is evidence of possible age 4 discrimination in the selection of candidates. Our findings l
5 will be forwarded to Mr. Kerr*s office.
6 Another concern we have is the recent 7 reduction-in-force. Through a joint effort with the other 8 advisory committees we have requested statistical information 9 about the persons affected by this action. The recent 10 reduction-in-force disproportionately affected older employees.
11 Of those RIF*d all but two were over 40 and 12 69-percent were over the age of 50. Because so many affected 13 employees were over 40 our committee will be taking the lead 14 on the analysis. While being subject to RIF is a traumatic 15 experience under the best of circumstances, it is especially 16 trying for the older worker who have more ditticulty in 17 finding acceptable employment than do the younger workers.
18 We have recommended to management that an ad hoc 19 committee be established to review the NRC RIF placement 20 process. This recommendation is not intended as a criticism 21 of the current process but rather is a suggestion to learn 22 what we can from the current situation so that we can ease the 23 effect of any future RIF.
24 In January our committee is planning a special 25 meeting for all advisory committees. We plan to invite an OSP l
i l
48 1 representative and an NRR representative to speak to us about
' S 2 the recent RIF. Our committee hopes to keep well informed by 3 working together with other advisory committees and with the 4 Ollice of OSDBU to better serve the EEO program.
5 CHAIRMAN PALLADINO: With regard to the numbers on 6 RIF, does the fact that older people might have an opportunity 7 to retire influence those figures or are those non-retirees?
4 8 MS. COBB: I du not know. I know some of the people 9 are planning to retire. I know that two are. Those are 50 I 10 just took the figures, you know, just put them over 50. I 11 don *t know if they are 50 and have 25 years of service or 12 anything like that.
13 CHAIRMAN PALLADINO: Even so, it would be a RIF 11 14 they are being forced to retire. It is o . . '. f if
- hey are 15 retiring voluntarily that it would make a bias on the figures.
16 MS. COBB: Yes.
17 COMMISSIONER ZECH: I had the same question. It
. 18 would be interesting to know 11 there were any of those who 19 were retirement eligible.
20 MS. COBB: Some of them were.
21 COMMISSIONER ZECH: Was it a matter of choice or 22 were they forced to go? Do you know in all cases?
23 MS. COBB: I don't know positively. I have not i
24 talked to these people personally. I have only talked to one 25 person personally that was involved in the RIF. I have heard 4
- - - . - - , - , , - - . . ~ . - ~ . ,v.-. , - , - - - - , - - - - - - - , . , . - - - . . - - . , . - - - - , ,
49
- 1. that two of the people that are going to b* retiring so called
- 2 voluntarily do not really want to retire.
3 COMMISSIONER ZECH: But they are retirement eligible, 4
4 is that correct?
5 MS. COBB: Yes.
6 MR. POTTER: That is why she is saying that she 7 thinks a study ought to be done.
8 '4S . COBB: Yes.
, 9 COMMISSIONER ZECH: I agree.
10 MR. POTTER: A study involving all concerned to see 11 if we have done well and maybe we could improve.
12 MS. COBB: We don *t know it we did a good job or a 13 had job.
4 14 COMMISSIONER ZECH: Yes. I think you should look 15 into it. I think it would be a worthwhile endeavor.
16 MS. COBB: When you have 26 it is easier to talk to 17 26 people than maybe the next time you have 100 or so.
18 COMMISSIONER ASSELSYINE: That*s right.
19 COMMISSIONER ZECH: Yes, i
i 20 COMMISSIONER ASSELSTINE: It also might be useful to 1
i 21 see how the mechanics of the process work. This is the first 22 one we did and I know that we had heard in advance how the i
23 process was intended to work, that it was intended to be fair 24 to everyone and there was suppose to be counselling and 25 assistance in finding other jobs.
. . 50 1 It would be really good, I think, to know how the
.~
2 system worked, if there are changes that we could make to the 3 process so that it we get in this situation again, the best 4 can be done for the employees affected.
5 MS. COBB: Yes. We sort of looked at it as lessons 6 learned.
7 COMMISSIONER ASSELSTINE: That is a good idea.
8 MR. SPRINGER: If you are interested, we could tell 9 you how we have been doing on the current RIF. We have some 10 recent information if you would like to hear about it.
11 COMMISSIONER ASSELSTINE: Sure.
12 MR. BENTSON: I am Nate Bentson, acting directing of i.
13 personnel. We RIF*d 24 people, 24 people were subject to 14 removal by RIF. Twenty two of them have been placed, most of 15 them in lower graded jobs. Two of them at the moment face i
i 16 separation at the end of this month. Both of them are eligible I
j 17 for retirement. Presumably they are retiring only because they 18 will otherwise be separated unless we are fortunate enough to i
19 place them.
1 20 We have a contract for out-placement in the pri~vate l 21 sector to help place people at DOE and at one of the national
! 22 labs.
23 As of this date only two grievances have been filed 24 relating to the RIF. Both of those grievances have been 25 settled. No appeals were filed with the MSPB downtown. To l
51 1 the best of our knowledge no allegations of discrimination by 2 age, race or any other fashion have been filed based on the 3 RIF.
4 COMMISSIONER ASSELSTINE: But for 22 out of the 24 5 positions, they are staying with the Agency but they have to 6 take a lower paying job.
7 MR. SPRINGER: No, lower graded. For two years they 8 have safe pay. So they may be in a lower grade job but 9 they receive the same pay that they were receiving for two 10 years.
11 CHAIRMAN PALLADINO: Did you say they are not in our 12 agency?
- 13 MR. SPRINGER: Placed in our agency in most cases, 14 sir. There were a couple of out placements.
15 MR. BENTSON: One went to Argonr.e and one went to 16 DOE.
17 COMMISSIONER ASSELSTINE: all right.
18 CHAIRMAll PALLADINO: You mentioned a number of
- 19 agencies. I was going to ask you how many of them were 20 relocated in the NRC but I got the impression as you spoke 21 that there were a number of other places they went.
22 MR. BENTSON: Just two.
23 MR. ROE: Out of the 24, 20 of them have gotten NRC 24 jobs, two of them have gone to outside type government 25 agencies, DOE and Argonne National Lab, and two are still
o *
$2 1 unresolved.
, 2 COMMISSIONER ASSELSTINE: That is interesting 3 because at least my perception was before the RIF took place 4 that there were a group of people within the Agency whose 5 skills just didn*t fit what we were doing and the exercise was 6 really to --
7 MR. ROE: I think that is true.
8 COMMISSIONER ASSELSTINE: But they apparently found 9 other jobs that their skills are suited to.
10 MR. SPRINGER: They have other skills in some cases 11 and they had those skills at lower grade levels in other jobs.
12 COMMISSIONER ASSELSTINE: All right.
13 COMMISSIONER ZECH: It sounds to me like our 14 Personnel Office, I guess it is the Personnel Office, is 15 making a highly aggressive effort and I think they should be 16 commended for what they are attempting to do to place our 17 people.
18 MS. COBB: May I say something?
19 CHAIRMAN PALLADINO: Certainly.
20 MS. COBB: Our committee has heard good things about 21 what Personnel did as far as getting a contractor to come in 22 and help them develop their resumes and do their typing, 23 things like that.
24 We have also heard and this is rumor, some of the 25 people may have had some EEO cases and were afraid to come
53 1 forward and the same way with tiling grievances.
.m 2 I don *t know 11 this is true or not but I thought 3 maybe this is one of the things the committee could find out.
4 COMMISSIONER ASSELSTINE: It sounds lika tr o u r RIF 5 study is a good idea.
6 MS. COBB: thank you.
? CHAIRMAN PALLADINO: Shall we go on?
\
8 MR. KERR: Thank you, Lana. Cherie.
9 MS. SIEGEL: Thank you. Mr. Chairman and 10 Commiasioners, I have a report here broken down into three 11 areas which we were requested to do under accomplishments, 12 initiatives and concerns. In view of the time frame I have
- 13 listed our accomplishments. I will give a copy of it to you.
14 Our initiatives includes our planning for FWPAC for 1986. I 15 will also give you a copy of that.
16 However, I did want to get into the record that 17 included among our initiatives is one of enhancing our 18 relationship with OSDBU/CH and the Federal Women's Program 19 Manager, we are working very closely with h4r and consider her 20 an asset to us and hope that we can continue to coordinate our 21 activities successfully with her.
t 22 It is also anticipated that our relationship with 23 the OSDBU/CR office will be one of continued mutual I
i 24 cooperation.
- 25 Now more importantly than anything are our concerns, t
t
54 1 Our concerns continue to be many and diverse particularly since D 2 the NRC work force consists of approximately 32-percent women 3 yet only two percent more women than all minorities hold 4 positions of GG-11 and above. In fact, the majority of women 5 at NRC hold positions at the GG-08 level and below.
6 Some concerns are as follows. The fiscal year 1986
? Consolidated EEO Program Plan continues to be an item of great 8 concern. We have reviewed it and found some inconsistenoies.
9 For example, on page tour, item 2.3, paragraph tour, first 10 sentence, the words "and the Commission" were deleted although 11 they appear and are underlined in last year *s plan.
12 As now stated this Plan deletes the Commission as a 13 recipient of our advice regarding women's issues and concerns.
14 However, the stati requirements memo of September 9, 1985 15 specifically states that the EEO advisory committees will 16 report to the Commission semi-annually.
17 We believe we should have a direct means of 18 communication to the Commission.
19 On page one the Plan states that quote-- "the 20 numbers of minorities and women in technical and scientific 21 coeupations are small." ,
22 It is assumed that this statement is based on the 23 Oak Ridge working paper of October 1984 which in turn we feel 24 was based on out dated information. For example, the Oak '
25 Ridge paper states that only 3.5-percent of chemical engineers I i 1 .
55 1 are women. However, information obtained from the American j
( 2 Institute of Chemical Engineers indicates the 8.5-percent are j 3 women.
4 4 This is almost three times as many as is stated in 5 the paper which leads one to question other information.
6 Based on this fact the above statement is 7 incomplete. Ha'ther it should state that the numbers of women 8 in technical and scientific occupations are relatively small 9 but growing. Hopefully, NRC will avail itself of a current 10 and more accurate statistical study, l
11 There is a growing population of technically" trained 12 women and a truly aggressive program to hire them would help 13 to alleviate current under' representation.
1
(.
14 Two, internal movement of NRC women continues to be 15 a major concern. We find that once women are recruited 16 progress is limited. Furthermore, in light of cut-backs in 17 external hires and reduced grade levels FWPAC in conjunction 18 with the Federal Women's Program manager must explore ways to 19 enhance women's careers possibly through training, special 20 details, increased duties and reassignments.
21 A positive step is the increase in Upward Mobility 22 positions for fiscal year 1986 from six to 15. Hopefully, 23 this program can be expanded even further. Another issue 24 needing attention is the SES candidate development program, k 25 At present FWPAC is trying to respond to questions asked by
. . 50 ;
l 1 NRC employees concerning the latest announcement of selectees l
l
( 2 for this program.
3 Of 204 applications received, 16 were selected and 4 of these only three were women. Of these three women, one was 5 from outside this Agency. The question posed to our committee 6 was why. Do we not have enough qualified NRC women? If not,
? why not?
8 In short, we must develop our human resources within 9 NRC. We must do some inside recruitment. We need to formulate 10 the means to know what talents we have within the Agency and to 11 develop and utilise these talents.
12 CHAIRMAN PALLADINO: Was that one person in a 13 specialty job?
t 14 MS. SIEGEL: I have the listing here, Mr. Chairman.
15 I really don't know.
16 CHAIRMAN PALLADINO: All right. You can answer that 17 later.
18 MS. SIEGEL: All right. Three, an item of immediate 19 concern to us is the proposed parking cost increase in 20 Bethesda. FWFAC regards this as a women *s concern. Since 21 women earn less than men, a proportionately larger portion of 22 our salaries will be spent on parking. This will pose an 23 immediate hardship on NRC employees and especially women. We 24 re protesting this proposed action in conjunction with the k
25 Federal Women *s Program Manager.
- 57 l l
I 1 Last but not least is our opposition to OIA's
( 2 recommendation to consolidate the EEO advisory committees. We 3 have responded to this proposition to OIA, to OSDBU/CH, the ad 4 hoc committee, the EDO and now to you.
5 Attached to this report I will also make available 6 to you a copy of our response to OIA. As chairperson of the 7 committee whose constituency represents the largest protected 8 group within NRC, I am taking this opportunity to again 9 protest what would be a dilution of our ettorts for the 10 reasons listed in the attachment.
11 I wish I could end this report on a positive note.
12 However, it is more important to relate the facts. So I must 13 leave you with an example of what really happens within our 14 Agency. We can deal with numbers and statistics it we wish to 15 make them say whatever we want them to say, to make us feel 16 good.
17 The following is a true case of what actually 18 happens in NRC. Despite all the EEO programs that may be 19 approved, until these programs are implemented by managers who 20 are ready to deal with women as equals we will continue to 21 waste valuable human resources.
22 Example, Miss "A" and Mr. "B" came to NRC with the 23 same degree having graduated together from the same college.
24 He was given an administrative assistant job. She was told k 25 there was only a typing job open and when something is better 1
. - - - . n ,. -n -n
]
i
$8 i i
1 is available she will have a chance. l l
( 2 Eight years later she is a grade 08 and only just 3 now has gotten out of the typing pool while,Mr. "B" is a grade 4 14 in an administrative services position.
5 This is only one case. It is true. I can cite 6 others to you and could identity the individuals. However, 7 this would serve no positive purpose.
8 The Federal Women *s Program Advisory Committee has 9 many concerns. I have given you a few. It is our hope that 10 we will work together on all levels to improve the situation 11 to benefit the Agency, to benefit women and to utilize the 12 most precious resource we have at NRC, our human resource.
13 Thank you for your time.
14 CHAIRMAN PALLADINO: Thank you, Ms. Siegel.
15 COMMISSIONER BEMNTHAL: I would just like to say 16 that I very much agree with your assessment. It really is 17 true that probably the real area that is hardest to deal with 18 for women and we have all heard it, the man.who can start sa 19 the office messenger and work his way up to run the company 20 and woman who starts out as a typist and ends up as a typist.
21 That is partly a mentality and we just all have to overcome 22 that. I agree with you. I think you are right.
23 CHAIRMAN PALLADINO: I was going to make a comment 24 that it is hard to change attitudes but we have-to work harder k 25 at it.
59 1 COMMISSIONER BERNTHAL: You see it everywhere and it
( 2 is so pervasive and we don't even think about it most of the
(
3 time but it happens.
4 COMMISSIONEM ASSELSTINE: That raises a question 5 that went back to something that Augie said earlier about the 6 review of supervisors performance.
7 I was surprised too, I think, when I saw the OIA 8 report that indicated that there are at least a number of 9 supervisors in the Agency that aren*t rated at all on EEO 10 performance. I thought that it was one of the things that we 11 talked about in the past about trying to change, whether it is 12 a critical element or at least a sub-element, making sure that 13 every supervisor has EEO performance as one of the factors
(.
14 that he or she is rated on.
15 It strikes me that while we have put a lot of 16 attention at the ottice director level, where you are really 17 going to make a difference is 11 you can drive the performance 18 down to those branch chiefs and section leaders. I suspect 19 that Augie, your suggestion of making sure that those people 20 are told that EEO is an important part of your job performance 21 and you are going to be held accountable for doing a good job 22 on that.
23 That is they way you are going to help change those 24 attitudes more than anything else. Get down to those 660 or
(
25 however many you mentioned, Bill, first-line supervisors and
- ' 00 1 make those people responsible. That is where the change
( 2 really has to take place. We have been spending a lot of time
(
3 at the upper levels. We have to drive that,down.
4 MR. KERR: Even that won *t change attitudes.
5 COMMISSIONER ASSELSTINE: It is a start.
6 MR. KERR: But it obviously will change performance.
? COMMISSIONER ASSELSTINE: That*s right. That is a 8 start toward changing attitudes anyway.
9 MR. KERR: Yes. We have a handle on obviously the 10 SES as far as what is in their contracts but as far as the f
11 non-SES supervisors it is more of a problem.
12 Thank you, Cherie, for your invigorating and 13 challenging remarks.
, (, 14 CHAIRMAN PALLADINO: May I ask one other question 15 and I don *t want to dwell on this but are we doing everything 16 we reasonably can on the parking fee question in Bethesda.
17 MS. SIEGEL: Mr. Chairman, I spoke with the Federal 18 Women *s Program Manager. She is writing a letter. I have 19 polled my committee and we are also going to protest it.
l 20 I understand that there are numerous petitions 21 circulating throughout the Agency. I don *t know what we are 22 doing otticially but we certainly would appreciate any help 23 that you could give us from your level.
24 CHAIRMAN PALLADINO: Let me take it up with Jack.
(
25 MR. SPRINGER: Mr. Chairman, we have drafted a
_ .m 01 1 letter for the EDO and it is in the process of going forward
( 2 for review to Mr. Gilchrist raising our concerns about the ,
(
3 increase in parking rates and its impact on the employees.
4 CHAIRMAN PALLADINO: Thank you.
5 MR. KEHR: Duane.
i 6 MR. POTTER: Mr. Chairman and Commissioners, I am 7 pleased to meet with you today. Our committee, the 8 Labor-Management /EEO Committee came into existence not to be 9 redundant but to remind you on April 7, 1982 through the 10 memorandum agreement between the National Treasury Employees 11 Union, NTEU, and the NRC management.
12 The committee is composed of eight headquarters 13 employees, four appointed by NTEU and four appointed by NRC 1
1
( 14 management.
15 The mission of the committee is to advise management i
16 on all matters concerning EEO. Our committee believes that 17 all EEO ettorts should point to improving opportunities for i
' 18 all employees of NRC.
f 19 We believe that management should make a concerted 20 ettort to address problems atiecting minorities, women, the 21 aged and handicapped. In general, our committee would like to 22 see a greater utilization of minorities, women, handicapped l 23 and the aged in all NRC programs.
24 With this in mind our committee believes that the 4
25 Agency has only begun to utilise these individuals in the t
I I
-_.~,. - - - - - _ _ ,
,.--. -- s . - _ _ . . _ _ - _ , . , _ . . . _ _ _ . , ,..__..,___.-,_,c. - - - - - _ . - . _ . - ~
- +
O2 1 various categories. In order to address this problem our
{ 2 committee during the past year has proposed that SES
~
.(
3 performance appr.asals should include a mandatory EEO critical 4 element for office directors.
5 I spoke on this last year when I was chairman of the 6 committee. The joint committee has researched the NHC's 7 method of evaluating SES personnel in the area of EEO and 8 Affirmative Action and has recommended to management that EEO 9 become a critical element rather than a sub-element of a 10 critical element entitled, " Management Effectivness Goal."
11 Our committee has not only recommended that EEO 12 become a critical element but that the element and performance 13 standards be so structured that it requires an SES person to I,
(, 14 demonstrate progress in improving EEO and Attirmative Action 15 during the course of a year.
16 We have recommended that an office profile be 17 generated at the beginning of the year and a profile generated 18 at the end of the year. It some progress is demonstrated via 19 these profiles that the SES person would be rated 20 satisfactory.
I 21 We are further studying means by which the EEO ;
+
2 22 critical elements and performance standards can be geared to .
1 23 accomplishing specific goals and objectives outlined i st an 24 agency-wide EEO Flan.
25 with the accomplishment of the specific goals and I
L
. . 93 1 objectives the overall EEO picture of the Agency will improve.
l 2 We recognize that what we are proposing would i
3 consume a great deal of time and ettort to , develop and finally 4 implement. We have been assured that in the past this subject 5 has been thoroughly studied and a program has been developed 6 and implemented.
? We contend that only the first step has been taken 4
j 8 anc that we need to press on to achieve equality in employment 9 for all employees.
10 We appreciate the progress that has been made in 11 Upward Mobility for employees of this Agency. Let me interject 12 here that I was in one of the stalling specialist *s ottice the t
, 13 other day and she had several stacks of 171*as on her desk and
{.
I, 14 I said, "What is all this?" She said, "This is just one Upward
. 15 Mobility Program. Those are the applications for it." So I 16 certainly was impressed.
17 We urge that continued progress be made to greatly I 18 expand Upward Mobility opportunities.
19 In conclusion, I would like to mention that we 20 appreciate the cooperation that we have experienced with the i
21 Office of OSDBU/CE stati this past year. I think it has been 22 greatly improved. We feel that the ottice has a qualtiled and 23 competent stati and we appreciate the attempt on their part to 24 communicate materials that is pertinent to us in order to
(
25 carry on our work particularly that of the current EEO issues.
k J
/
. . 04 i
1 Thank you for your time and interest.
j 2 CHAIRMAN PAL 1,ADINO: All right. Thank you.
(
3 MR. KERR: Thank you, Duane. We would like now to 4 hear from Sam Pettijohn.
5 MR. PETTIJOHN: Mr. Chairman and Commissioners, 6 Blacks In Government is a national organization that is
? concerned with the professional and cultural development of 8 Black employees. We appreciate this opportunity to address 9 the Commission.
10 Our activities over the past year have included such 11 things as sponsoring the Black History Month Program and also 1 i
4 12 conducted a number of programs that were of interest and i
13 directed to employee development.
d 14 The last three programs that we had involved such
) 15 things as a discussion on improving parformance appraisals.
16 We had a program that was a briefing by the program manager of 17 OSDBU/CR and also a seminar on networking.
$ 18 In 1986 we hope to establish and start publishing a
, 19 newsletter which we hope will improve communications with 1
20 regional employees as well as headquarters and also we are 21 working on designing and implementing a program that is '
22 designed to focus on employee career development.
23 We have two major concerns that we would like to 24 present. The first involves the findings of an analysis that I
25 was done by the Division of Organisation Personnel on 4
. . 05 1 performance appraisal ratings.
( 2 The findings that we would like to discuss are trom 3 the analysis that was done for the rating period October 1982 4 through September 1983 and they are documented in a memorandum 5 dated July 7, 1983 from Mr. Direks to ottice directors and 6 regional administrators.
7 We understand that subsequent analyses have been 8 done for more recent rating periods but that the results are 9 still in dratt and that they don't ditter significantly from 10 what I will present here.
11 The analysis that was done covered 80-percent at
, 12 NHC's employees at headquarters and Region V. Among other 13 things it showed and I will quote from the referenced 14 memorandum "a highly significant difference in ratings between 15 minority and non-minority groups."
16 1 have some bar graphs here that will show the 17 distribution and I will pass them out at this point.
18 (Above-reference document distributed to 19 Commissioners.)
20 MN. PETTIJOHN: What this shows is that only 21 17-percent of minority employees received outstanding compared 22 to 29-percent of non-minorities and when combining outstanding 23 and excellent ratings, 48-percent of minorities received such 24 ratings as compared to 63-percent for non-minorities.
( 25 Conversely, $2-percent of minorities received fully
. . 63 1
satisfactory ratings while 37-percent of non-minorities
. 2 received this rating.
3 Although we have not performed the statistical tests
- 4 approved by the Supreme Court in the area of racial
$ ciscrimination we believe that the difference in performance 6 appraisal ratings between minority and non-minority groups 7 indicates a racial bias in the use of the performance appraisal 8 system.
9 We further believe that an indication of racial bias 10 in this area should be investigated thoroughly to determine 11 11 there is a racial bias in other employment areas such as 12 hiring and promotions, j 13 This finding of a difference in the ratings of 5
4 14 minority and non-minority employees is very significant in 15 itself because of the potential negative impact on promotion 16 and retention of minority employees and has an indirect ettect 17 on hiring.
18 The ettect on hiring comes in that it a group of 19 employees are assumed to perform at a lower level then it 20 makes members of that group less desirable as employees.
21 We think that it is significant that NHC has not 22 followed up and done any vigorous investigation to determine 23 conclusively the cause of the difference in ratings and 24 implement corrective actions.
I 25 !! it is permissible we would like to submit in
. _ - . - - - -- . . ~ ~ __ - .. - - - ,
- 67 1 writing at a later time turther information to support our
( 2 position on this.
3 CHAIMMAN PALLADINO: I think the Commission and the 4 ottices certainly would be quite pleased to get your comments.
5 MM. FETTIJOHN: In relation to our comments regarding 5
6 the racial bias we would like to point out that in the data 7 supplied by OSDBU/CR the compa 1' int data shows that 19 of 46 i
8 complain's were based on race and that 11 of these complaints ;
9 are still unsolved. !
i
- 10 What we recommend is that NMC make a high priority 11 commitment to further investigate the use of the performance 12 appraisal system to determine the cause of the difference in J 13 performance appraisal ratings of minority and non-minority i 14 employees and to take appropriate corrective action regardless 15 of what is found out in the analysis.
16 We also recommend that HMC consider whether or not 17 employment practices for example in hiring and promotions
! 18 should not also be investigated to determine it racial bias is 19 used in the hiring and promoting of minority employees.
20 We would like to emphasise the importance of this in <
t 21 that in the presentations that we have had here concerning the 22 EEO Program in the fiscal year 1986 ELO Program Plan, I think 1
23 we have to consider that a lot of these programs, the 24 ettectiveness will be compromised unless we resolve an issue I.
J 25 like this.
l
08 1
For example, Upward Mobility, we heard that thoro
( 2 were a number of new Upward Mobility positions but Upward 3 Mobility positions are selected on the basis of performance at 4 4 employees. So it a group of employees are performing lower, 5 then obviously that same group may be excluded trom being 6 selected.
7, Very briefly the second concern that we have involves 8 hiring goals. The concern here is that we believe that the 9 hiring goals may be viewed or used by managers as maximum goals 10 rather than minimum ettort. In other words, we look at these 11 as a minimum ettort that should be put torth and people may 12 look at them as maximums.
13 In this regard we understand and we don't have a f
14 copy of the report but we understand that NHC's Quarterly 15 Meport to Congress showed that there was no significant it increase in the hiring and promotion of minority employees in 17 the last tiscal year.
1B What we suggest is that in addition to the hiring 19 goals set in accordance with EEOC guidelines that additional 20 goals should be established based on the under representation 21 of minority employees in mainstream supervisory and management 22 positions and that these goals should be communicated to 23 managers.
24 In other words, it we look through the charts and k 25 see rather than looking at the olvilian labor force it we
. . 99 i
1 realize in NRC that we have basically most of the minority 4
2 employees concentrated in one area, we have large areas for J example in the Ottice of Inspection and Entorcement where 4 there are no Black supervisors in that area and I think the 5 NRC should look in those terms in terms of setting goals in 5
6 addition to the goals required by EEOC.
7 Again, we appreciate this opportunity and that 8 concludes my remarks.
9 CHAIMMAN PALLADINO: Thank you. You do make a good 10 point. I think we sometimes overlook the tact that when an r 11 ottice hss achieved the goal in EEO that t, hey should not stop i 12 and sometimes there may be a tendency to say, "Oh, I have done 13 it. I have achieved my goal What more do I need to do?"
j 14 That is a problem in establishing goals. They tend .
15 to be minimum standards and 1 don't think we should rest on 16 that as our total ettort.
17 COMMISSIONEM BEMNTHAL: I guess that is what bothered 18 me a little bit about this available pool thing now that I 19 understand what that document meant. It seems to me that using l
20 the available pool data to be so specific can tend to an 1
21 attitude that it I can just get one of those, I am home i
22 tree. It seems to me that the available pool, that data is 23 somethinD that you might want to measure against atter people
- (
24 have done everything they can to get a woman, Black, White,
\ 25 Asian or whatever it might be.
_ _ . _ _ _ _ _ _ _ _ _ ___ _. _ . _ _ _ _ m .~. .. _ _ _ _ _ . - __ _ - - -
1 l
1
. . 10 l l
1 I just don *t know how it all gets used but clearly
( 2 they should be minimum and not sort of breathe a sign of 3 reliet because I happen to find the one that they said I might ,
i
- 4 he able to find.
3 CHAIMMAN PALLADINO: Do you have more to present?
i I
e MM. SPMINGEM: Mr. Chairman, could I make one 7 claritication? In Mr. Spector*s report to the Commission on t
t 8 the second page on handicapped employees he indicated that the l
4
)
1 9 ELO Commission had found NMC*s handicapped ~ hiring program i
j 10 accomplishments unsatisfactory and it is my understanding that I 11 that unsatisfactory initially was based on an error in the 12 data that was submitted to EEOC.
I 13 That error was corrected in s later submission and 14 the new data resulted in NMC being granted a satisfactory j i
15 rating.
16 CHAIMMAN PALLADINO: Is there something higher than i
3 17 satisfactory?
1
! 18 (Laughter.)
t f
l 19 ,
i i f 20 MM. SPRINOEM: Did I say "unsatistactoryta I am i
j 21 sorry.
i ,
22 COMMISSIONEW ASSELSTINE: Joe is saying, "Is there [
i i 23 something higher than satisfactory?" We are striving for I' 2. es.eiience. 1 l'
k 25 t
CHAINMAN PALLADTNO: I am glad to see that we are up t
T
- 71 1 to satisfactory.
( 2 Mk. SPRINGEM: It is better than unsatisfactory.
3 That is all I can say.
4 (Laughter.)
S MM. SPECTOR: Obviously, I was unaware of that 6 additional information. So I stand corrected.
7 MM. SPMINGEM: Thank you.
8 CHAIMMAN PALLADINO. I think having a very ettective 9 EEO Program is essential and we ought to do everything we can 10 to make it a living viable program that brings about 11 achievement of the goals that are before us.
12 I think we gain a lot by having these meetings, not 13 assuming that you don't get these reports to the various
(
14 ottices and the statt but it stimulates attention to these 15 items even 11 they include items that have been submitted to 16 the statt for action.
17 COMMISSIONEM ASSELSTINE; I agree with that, Joe.
18 In tact, I thought all the presentations were quite good today 19 and it shows a couple of things to me, one, the advantage of 20 having the diversity of the different advisory committees that 21 we have and second, as you say the opportunity to talk about 22 them and to come up with some good ideas.
23 I thought a lot of people had some good suggestions 24 and ideas that we might well incorporate into our ettorts this k 25 year. Augle's idea of trying to get more of the supervisors
. t 72 l
1 with EEO performance as part of their rating criteria is a
( 2 good one and I also thought that the longer range planning 3 idea is a good one. ,
4 We have been talking a lot about the Five Year 3 Plan. What we do with our people ought to be an essential 6 part of that, Whether we do it as part of the Five Year Plan
, 7 or do it as a separate human resources plan, one way or the i
S other what we do with our people and how we build in 9 opportunities for them over a longer period than just a 10 one-year look is something that I think we ought to pursue and 11 it is clear that the ~ ohanges in the work force are going to 12 have a potential impact on the EEO area.
13 We ought to keep track of that and see what we can 4 (
t i 14 do to make sure that those opportunities are expanded over
! 13 time.
l l 16 CHAlkMAN PALLADINO: As I was sitting here I was i
17 observing that this is one of the few meetings we have with e
i j 18 statt where we see two temales and two Blacks sitting at the
- i l
l 19 table. I just use that to emphasise the importance of our t 20 striving to achieve our goals so that this is not a rare event i 21 but a well-balanced event that we see trom time to time.
22 COMMISSIONEN ASSELSTINE: I think that highlights 23 the GES problem we have, too.
24 CHAIMMAN PALLADINO; Yes.
k 25 COMMISSIONEW ASSELSTINE: It we could do anything 1
. ~ . - _ _ _ _ _ . - _. - _ _ _ _ _ _ -
. . 73 1 this year, I would like everybody to think about what we could i 2 do to bring about some real improvement on those upper grade 3 levels particularly the SES positions. ,
4 It strikes me that that is still one of the biggest 5 problems that we face and you are right, it is very visible.
6 COMMISSIONEE NEMNTHAL: I wanted to ask one question I
? carlier 11 I might take a hall a minute here that I think 8 probably impacts women more than a number of others.
l 9 I thought that some time back we established a 10 policy of promoting part-time hiring which for obvious reasons 11 may impact the younger age groups and women in parttoular
- 12 where we would encourage professionals on a part-time basis.
i 13 I think there was some directive or goal that w .' n t or to our ;
, I i 14 managers to do that.
l 15 What ever haptened'+ Is there any eutdence that we 16 have succeedeo in making more use of part-time opportunities? !
1 17 COMMISSIONER ASSELSTINE: that is a good question, f i r 18 MS. HENGELSDOHP There are not a lot more l F
i
, 19 part-timers now than there were.
I 20 COMMISSIONER HEHNTHAL: Especially in the j 21 professional and upper levels I was curious to know whether we 1
22 managed that. Has there been a progress on thatt Not much.
I 23 uh? I i
24 MF. NUE: A small amount' r k 25 COMMISSIONER NUNNTHAL: Is everybody really alert to 1
i e
- 74 l 1 that these days?
, 2 MM. ROE: I think in the conversations that I have i
i 3 with ottice directors they feel that the program is more 4 beneficial per unit of FTE if you will, they get more out.
3 COMMISSIONER HERNTHAL: Yes, I would think so.
4 6 MR, ROE: They get more out of two 20-hour weeks 7 because they really aren't 20-hour weeks than they do out ot 8 one 40-hour week. They way that we have gone about now that ,
P l 9 we manage on FTE does give him the tioxibility of job sharing
, 10 and have part-time employees.
11 COMMISSIONER MEMNTHAL: My next question then is 7
12 atter you have been part-time for a while, is it easy to make 1
13 the re-entry to tull-time?
, ( ,
14 MN. ROC: I think it is on the individual case and 1$ upon the FTE constraints of every ottice. As you are aware, 16 that is becoming more and more of a concern these days is 17 FTE's and the utilisation of them. They are very valuable 4
18 resources these days because in most aspects as Mill would 1
19 say, we have asked him, specifically his ottice which concerns j 20 me is to do more with less. '
i 21 Nut you are all aware of the tact that we had to
}
22 make some reallocations for certain programs ano there are 23 certain programs that I still wots i d like to see increases in 24 and when I only have a certain amount, there is some give and k 25 some take.
P I
- 76 1 COMMISSIONER MkWNTHAL: We gave you more, Jack.
i 2 CHAIMMAN PALLADINO: Yes. I think there is more in 3 the wind on doing more with less. ,
f 4 Any other comments or questions?
5 COMMISSIONEW ZECH: I just have one comment, a short 6 one. I would just like to say that people are indeed are 7 greatest strength, our greatest resource and dedicated people, l 8 trained people, competent people, people who are qualitted and j 9 competent, it is our greatest strength. There is no question 10 about it.
11 8o I would just like to thank all of you who are 12 involved in our people programs because you are doing something i 13 that contributes directly to the accomplishment of our mission
{
- 14 in my view and it is a very, very important task that you 13 have. I appreciate your ettorte to help us do our job better 16 with the people that we have assigned. They are indeed our 17 greatest strength so I thank you for your ettorts.
}
10 CHA!HMAN PALLADINO: Tom.
19 COMMISSIONLk WOWENTS: I agree completely with the 20 former chtet of Naval Personnel.
21 (Laughter.)
22 COMMISSIONEW ASSELBTINE: Joe, I had two quick, real L
23 quick, questions. I wonder it the stati could bring us up to 24 date on where we s t a nti on two of the items that were in the k 23 statt requirements memo last time around on this. One was on
. . . . . .. = _- -
76 1 the job' description qualifications review, is that now in
( 2 place so that we are reviewing all of them?
3 MM. SPMINGER: We are reviewing. We are not 4 reviewing every single one yet, are wet 5 MR. BENTSON: A supervisory statiing specialist is l
6 reviewing every single one before it goes to print. Yes, sir.
7 COMMISSIONEM ASSELSTINE; Good.
8 MM. SPMINGEM: I knew we started by doing a sample.
I j 9 MM. ROE: We have expanded every one?
I I
10 MM. BENT 80N: Yes.
i
! 11 COMMISSIONEM ASSELSTINE: My second question was on 12 training. Are"we using an approach for developmental training f 13 for people so that people can get training to quality them for
(.
14 broader opportunities?
i
}
15 MM. NUE: Let me give you an up-to-date answer. An 16 announcement to all employees that focuses on our poliotes 3
17 towards training is on the EDO's desk. '
i j 18 COMMISSIONEN ASSELSTINE: All right. Good. It i
19 sends the message that we are going to help you get the ,
J 20 training you want and need.
21 WN. NOE: Yes.
22 COMMISSIONEN ASSELSTINE: Good, 23 CHAIMMAN PALLADINO: Notore I thank the participants.
l 24 let me ask 11 all partiotpants would bear with us for about j k 25 three more minutes. We have what we call an attirmation 4
i
- 77 r
1 session and it doesn*t take very long but it does take time to 2 readjust the room to handle it 3 COMMISSIONEN BEMNTHAL: It has no, thing to do with 4 this though.
l
$ CHAIRMAN PALLADINO: It has nothing to do with this, 6 right. So after I thank our participants, I am going to 7 adjourn this meeting, convene the atitraation meeting and 11 8 you would be patient with us, I think we will get the 9 attirmation meeting done in about three minutes and then wo 10 can adjourn and have some time to do agenda planning.
j 11 So thank you very much to all of you. I think it was 12 a very ettective dialogue and very valuable to all of us, So 13 I now adjourn this meeting, j 14 tWhereupon. the Commission meeting was adjourned at l l
l 13 3:40 o' clock p.m., to reconvene at the Call of the Chair.) !
16 .
) 17 l 16 1 19 i
20 21
. 1 22 l 23 l 24
(. as i
_..___-..____..___..____m_______._..._.____.______m_ _ _ ___ _ __-
4 1 CERTIFICATE OF OFFICIAL REPORTER e
2 ,
3
, 4 5 This is to certify that the attached proceedings 6 before the United States Nuclear Regulatory Commission in the 7 matter of- COMMISSION MEETING 4 e i
9 Name of proceeding: EEO Program Plah - Progress Report (Public j Meeting) 10
^
l 11 ' Docket No.
1 12 PIace: Washington, D. C.
j [
i 13 Date : Thursday, December 12, 1985 14 f 15 were held as herein appears and that this is the original k
j 16 transcript thereof for the file of the United States Nuclear 17 Regulatory Ccemission.
I l 18 te (Signature) g g ggg g (Typed Name of'Reportsh) Marilynn !!. Nations i 20 21 l l
aa l
- 23 Ann Riley & Associates, Ltd.
24 25 f
I
12/12/85 SCHEDULING NOTES TITLE: EE0 PROGRAM PLAN - PROGRESS REPORT 4
, SCHEDULED: 2:00 P.M., THURSDAY, DECEMBER 12, 1985 (OPEN)
DURATION: APPROX l-1/2 HRS PARTICIPANTS: JACK ROE, EDO W.B. KERR, OSDBU/CR MICHAEL SPRINGER, ADM AUGUST SPECTOR, AAAC CHAIRPERSON LANA COBB, AGE COMMITTEE CHAIRPERSON CHERIE SIEGEL, FWPAC CHAIRPERSON LEAH TREMPER, LABOR-MANAGEMENT /EE0 CHAIRPERSON SAM PETTIJOHN, BIG CHAIRPERSON
REFERENCES:
9/9/85 SRM (COMJA-85-6) 11/12/85 FY 1986 CONSOLIDATED EE0 PROGRAM 11/13/85 MEMORANDUM FROM W. DIRCKS TO S. CHILK 12/5/85 MEMORANDUM FROM W. DIRCKS TO S. CHILK VIEWGRAPHS
DECEMBER 12,1985 2:00 P.M.
OUTLINE COMMISSION BRIEFING ON STATUS OF EE0 PROGRAM I INTRODUCTION (DEPUTY ED0)
O BRIEFING PARTIc! PANTS O DIRECTOR, OSDBU/CR o DIRECTOR, ADM o CHAIRPERSON, AAAC 0 CHAIRPERSON, AGE COMMITTEE o CHAIRPERSON, FWPAC
'. o O
CHAIRPERSON, L-M/EEO. COMMITTEE CHAIRPERSON, BIG II FY-1985 ACCOMPLISHMENTS 1
o EE0 PLAN Acc0MPLISHMENTS o OTHER Acc0MPLISHMENTS i 0 ADMIN o OSDBU/CR III FY-1986 INITIATIVES IV FY-1985 AFFIRMATIVE ACTION PLAN HIRING GOALS 0 OAK RIDGE STUDY 0 HIRING ACCOMPLISHMENTS V WORKFORCE PROFILE VI STATUS OF DISCRIMINATION COMPLAINTS VII EE0 COMMITTEE REPORTS 0 Acc0MPLISHMENTS <
0 [NITIATIVES 0 CONCERNS i
l PAGE 1 0F 2 FY-1986 COLLEGE RECRUITMENT SCHEDULE
^
DATE SCHOOL 9/11-12/85 TEXAS A&M 9/17-18/85 PRAIRIE VIEW 9/26-27/85 MOREHOUSE/SPELLMAN ATLANTA UNIVERSITY ,
10/2/85 HOWARD UNIVERSITY '
10/10-12/85 RENSSELAER POLYTECHNIC INSTITUTE 10/15/85 UNIVERSITY OF VIRGINIA 10/16-17/85 VIRGINIA POLYTECHNIC INSTITUTE 10/18/85 UNIVERSITY OF VIRGINIA 10/18/85 CITY COLLEGE NEW YORK ,
j . 10/21/85 MASSACHUSETTS INSTITUTE OF TECHNOLOGY 10/28/85 FLORIDA A&M i
10/29/85 FLORIDA STATE UNIVERSITY 11/1/85 WAYNE STATE 11/6/85 UNIVERSITY OF HOUSTON NSBE
- 11/8/85 NORTHWESTERN UNIVERSITY 11/9/85 UNIVERSITY OF PITTSBURGH NSBE 11/14/85 UNIVERSITY OF CALIFORNIA - BERKELEY ,
11/19-20/85 UNIVERSITY OF CINCINATTI i 1/13/86 MICHIGAN STATE UNIVERSITY
! 1/15/86 UNIVERSITY OF MICHIGAN l 1/22/86 DREXEL UNIVERSITY i
1/27/86 UCLA 1/28/86 UC SANTA BARBARA 1/28/86 UNIVERSITY OF MARYLAND 1/29/86 ARIZONA STATE UNIVERSITY 1/29/86 UTAH STATE UNIVERSITY i 1/30/86 CALIFORNIA INSTITUTE OF TECHNOLOGY 1/30/86 UNIVERSITY OF ARIZONA j 1/30/86 UNIVERSITY OF UTAH 1/31/86 UNIVERSITY OF VIRGINIA 2/3/86 OHIO STATE UNIVERSITY 2/3/86 SOUTHERN UNIVERSITY 2.
. . l PAGE 2 0F 2 2/4/86 UNIVERSITY OF CINCINNATI )
2/4/86 ASEE CONFERENCE 2/4/86 UNIVERSITY OF TENNESSEE 2/6/86 TENNESSEE STATE UNIVERSITY 2/10-11/86 PRAIRIE VIEW 2/13/86 UNIVERSITY OF TEXAS - AUSTIN 2/17/86 PURDUE UNIVERSITY 2/17/86 GEORGIA TECH 2/17/86 NORTH CAROLINA STATE UNIVERSITY 2/18/86 NORTH CAROLINA AsT 2/18-19/86 PURDUE COOP 2/20/86 TUSKEGEE INSTITUTE 2/21/86 PENN STATE UNIVERSITY 3/3/86 TEXAS A&M UNIVERSITY 3/4/86 UNIVERSITY OF HOUSTON 3/5/86 UNIVERSITY OF TEXAS - EL PASO 3/6/86 UNIVERSITY OF NEW MEXICO 3/11/86 HOWARD UNIVERSITY
~
I
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9
- b, 3.
EE0 HIRING G0ALS - FY-1985 NRC HEADQUARTERS / ASSIGNED G0AL REGIONAL OFFICES G0AL ACCOMPLISHMENT ADM (080) 1 WHITE FEMALE 1 WHITE FEMALE NMSS (080) 1 WHITE FEMALE O WHITE FEMALE
., 0GC (905) 1 WHITE FEMALE O WHITE FEMALE j OELD (905) 2 WHITE FEMALES 0 WHITE FEMALE IE (840) 2 ASIAN MALES 1 ASIAN MALE (801) 1 BLACK MALE 0 BLACK MALE NRR (840) 2 ASIAN MALES 3 ASIAN MALES (801) 1 HISPANIC MALE O HISPANIC MALE REGION I (1306) 1 WHITE FEMALE 2 WHITE FEMALES REGION IV (1306) 1 WHITE FEMALE 0 WHITE FEMALES LEGEND: (080) SECURITY ADMINISTRATION (801) GENERAL ENGINEERS (840) NUCLEAR ENGINEERS (905) ATTORNEY (1306) HEALTH PHYSICS li .
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PAGE 2 0F 3 ,
FY-1985 HIRES (PERMANENT FULL-TIME)
ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE OFFICE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE ADM 5(23) 17(78) 4(18) 12(54.5) 1(4.5) 5(23) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
ELD 2(50) 2(50) 2(50) 2(50) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
IP O (0) 1(100) 0 (0) 1(100) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
NRR 11(30) 26(70) 8(21.6) 14(38) 0 (0) 12(32.4) 0 (0) 0 (0) 3 (8) 0 (0) 0 (0) 0 (0)
NMSS 9(50) 9(50) 6(33.3) 4(22.2) 1(5.6) 4(22.2) 0 (0) 0 (0) 2(11.1) 1(5.6) 0 (0) 0 (0)
RES 3(37.5) 5(62.5) 3(37.5) 4(50) 0 (0) 1(12.5) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
OI 2(40) 3(60) 2(40) 3(60) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
RM 3(60) 2(40) 2(40) 1(20) 1(20) 1(20) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
, .m
PAGE 3 0F 3 ,
FY-1985 HIRES (PERMANENT FULL-TIME)
ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE OFFICE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE IE 24(73) 9(27) 20(61) 8(24) 2 (6) 1 (3) 0 (0) 0 (0) 2 (6) 0 (0) 0 (0) 0 (0)
R-I 25(73.5) 9(26.5) 24(70.5) 7(20.5) 1 (3) 2 (6) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
R-II 13(56.5) 10(43.5) 11(48) 6(26) 2 (9) 4(17) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
R-III 7(39) 11(61) 7(39) 11(61) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
R-IV 9(53) 8(47) 8(47) 7(41) 1 (6) 1 (6) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
R-V 4(80) 1(20) 4(80) 1(20) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
TOTAL 132 118 115 84 10 33 0 0 7 1 0 0 (52.8) (47.2) (46) (33.6) (4) (13.2) (0) (0) (2.8) (0.4) (0) (0)
- PERCENTAGES ARE ROUNDED FOI THIS PRESENTATION ***
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PAGE 1 0F 3 WORK FORCE PROFILE BY A y SEPTEMBER 30. 1985) p ASIAN AMERICAN/ AMERICAN INDIAN GRADE TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE GG-1 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-2 0 (0) 3(100) 0 (0) 1(33) 0 (0) 2 (67) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-3 i (9) 10(91) 0 (0) 3(27) 1 (9) 7 (64) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-4 8(20) 32(80) 5 (13) 21(53) 2 (5) 10(25) 1(3) 0 (0) 0 (0) 0 (0) 0 (0) 1 (3)
GG-5 16(12) 112(88) 12(9) 65(51) 2 (2) 42(33) 2 (2) 2 (2) 0 (0) 2 (2) 0 (0) 1 (1)
GG-6 13(6) 202(94) 6 (3) 145(67) 6(2.8) 53(25) 0 (0) 3 (1) 0 (0) 1(0.5) 1(0.5) 0 (0)
GG-7 28(17) 141(83) 21(12) 106(62) 5 (3) 29(17) 0 (0) 1(0.6) 2(1.2) 5 (3) 0 (0) 0 (0)
GG-8 10(10) 95(90) 5 (5) 80(76) 5(4.8) 15(14) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-9 36(27) 98(73) 30(22) 75(56) 4 (3) 22(16) 0 (0) 0 (0) 2(1.5) 1 (1) 0 (0) 0 (0)
P
l PAGE 2 0F 3 '
WORK FORCE PROFILE BY GRADE LEVEL (AS OF SEPTEMBER 30,1985)
PERMANENT FULL-TIME
~
ASIAN AMERICAN/ AMERICAN INDIAN GRADE TOTAL WHITE BLACK HISPANIC PACIFIC JSLANDER ALASKAN NATIVE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMAEE MALE FEMALE MALE FEMALE MALE FEMALE GG-10 5 (15) 28(85) 5 (15) 25(76) 0 (0) 3 (9) 0 (0) 0 (0) 0 (0) C (0) 0 (0) 0 (0)
GG-11 33(34) 63(66) 23(24) 46(48) 8 (8) 17(18) 1 (1) 0 (0) 1 (1) 0 (0) 0 (0) 0 (C)
GG-12 87(55) 70(45) 74(47) 57(36) 11(7) 10(6) 1(0.6) 2(1.3) 1(0.6) 1(0.6) 0 (0) 0 (0)
GG-13 413(78) 118(22) 370(70) 97(18) 26(5) 14(2.7) 4(0.7) 0 (0) 13(2.4) 6 (1) 0 (0) 1(0.2)
GG-14 744(93) 58 (7) 639(80) 45(5.6) 26(3.2) 9 (1) 11(1.4) 1(0.1) 68(8.5) 2(0.2) 0 (0) 1(0.1)
GG-15 625(97) 22(3) 584(90) 20(3) 13(2) 1(0.1) 6(1) 1(0.1) 20(3) 0 (0) 2(0.3) 0 (0)
GG-16 29(97) 1 (3) 28(93) 1(3.5) 0 (0) 0 (0) 0 (0) 0 (0) 1(3.5) 0 (0) 0 (0) 0 (0)
GG-17 8(80) 2(20) 8(80) 2(20) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) p GG-18 1(100) 0 (0) 1(100) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
A 3 0F 3 ,
WORK FORCE PROFILE BY GRADE LEVEL (AS OF SEPTEMBER 30.1985)
PERMANENT FULL-TIME ASIAN AMERICAN/ AMERICAN INDIAN GRADE TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) RUTT>>
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMAll SES 196(97) 6 (3) 187(93) 6 (3) 4 (2) 0 (0) 0 (0) 0 (0) 4 (2) 0 (0) 1(0.5) 0 (0)
AD 0 (0) 1(100) 0 (0) 1(100) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
EX 5(100) 0 (0) 5(100) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
SR 3(100) 0 (0) 3(100) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0(0) 0 (0) 0 (0) 0 (0) 4 WG 20(100) 0 (0) 12(60) 0 (0) 8(40) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
TOTAL 2281 1062 2018 796 121 ;!34 26 10 112 18 4 4 (68.2) (31.8) (60.4) (23.8) (3.6) (7) (0.8) (0.3) (3.4) (0.5) (0.1) (0.1)
- PERCENTAGES HAVE BEEN ROUNDED FOR THIS PRESENTATION ***
4
PAGE 1 0F 4
- WORK FORCE PROFILE BY OFFICE AND REGION AS OF SEPTEMBER 30, 1985 PERMANENT FULL-TIME ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE OFFICE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE COMM 22(63) 13(37) 22(63) 10(29) 0 (0) 3(6.6) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
ACRS 22(59) 15(40) 18(49) 5 (13) 2(5.4) 8 (22) 0 (0) 0 (0) 2(5.4) 2(5.4) 0 (0) 0 (0)
SECY 12(44) 15(56) 10(37) 10(37) 2(7.4) 5 (18) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
OIA 18(69) 8 (31) 17(65) 7 (27) 1(3.8) 1(3.8) 0(0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
ASLBP 26(62) 16(38) 26(62) 14(33) 0 (0) 2(4.8) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
ASALP 7(47) 8 (53) 6 (40) 3 (20) 0 (0) 5 (33) 0 (0) 0 (0) 1(6.7) 0 (0) 0 (0) 0 (0)
OGC 14(52) 13(48) 12(48) 10(37) 0 (0) 3 (11) 0 (0) 0 (0) 1(3.7) 0 (0) 0 (0) 0 (0)
OPA 11(69) 5(31) 11(69) 5(31) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
' PAGE 2 0F 4 -
WORK FORCE PROFILE BY OFFICE AND REGION AS OF SEPTEMBER 30, 1985 1 PERMANENT FULL-TIME ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE OFFICE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) . NO.(%) NO.(%) NO.(%) ,
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE OCA 6 (60) 4 (40) 5 (50) 3 (30) 1(10) 1(10) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
OPE 13(72) 5 (28) 10(56) 5 (28) 2 (11) 0 (0) 0 (0) 0 (0) 1 (5.6) 0 (0) 0 (0) 0 (0) l EDO 12(54) 10(45) 11(50) 9(41) 0 (0) 1(4.5) 0 (0) 0 (0) 0 (0) 0 (0) 1(4.5) 0 (0)
AE0D 26(65) 14(35) 20(50) 9(22) 3(7.5) 4 (10) 0(0) 0 (0) 3(7.5) 0 (0) 0 (0) 1(2.5)
ADM 177(49) 188(51) 128(35) 131(36) 46(13) 53(14) 2(0.5) 1(0.3) 0 (0) 1(0.3) 1(0.3) 2(0.5)
ELD 53(60) 36(40) 50(56) 28(31) 3(3.4) 7(7.9) 0 (0) 0 (0) 0 (0) 1(1.1) 0 (0) 0 (0)
IP 10(38) 16(61) 9(35) 13(50) 1(3.8) 1(3.8) 0 (0) 0 (0) 0 (0) 2(7.7) 0 (0) 0 (0)
SP 13(56) 10(43) 12(52) 6(26) 1(4.3) 4(17) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
NRR 482(76) 148(23) 407(65) 115(18) 6(1.1) 27(4.3) 5(0.8) 3(0.5) 63(10) 3(0.5) 1(0.2) 0 (0)
?*
PAGE 3 0F 4 WORK FORCE PROFILE BY OFFICE AND REGION AS OF SEPTEMBER 30, 1985 -
PERMANENT FULL-TIME ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE OFFICE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE NMSS 180(65) 96(35) 166(60) 69(25) 6(2.2) 22(8) 1(0.4) 2(0.7) 7(2.5) 2(0.7) 0 (0) 1(0.4)
RES 157(75) 53(25) 137(65) 43(20) 3(1.4) 9(4.3) 3(1.4) 0 (0) 14(6.7) 1(0,5) 0 (0) 0 (0)
SDBU/CR 6 (67) 3 (33) 1 (11) 2 (22) 4 (44) 1 (11) 1 (11) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
OI 29(76) 9 (24) 28(74) 8 (21) 0 (0) 1(2.6) 0 (0) 0 (0) 0 (0) 0 (0) 1(2.6) 0 (0)
ORM 64(50) 63(50) 57(45) 45(35) 7 (5) 17(13) 0 (0) 1(0.8) 0 (0) 0 (0) 0 (0) 0 (0)
JE ~86(76) 57(23) 172(71) 50(21) 8(3.3) 7(2.9) .0 (0) 0 (0) 6(2.5) 0 (0) 0 (0) 0 (0)
R-I 203(77) 61(23) 188(71) 50(19) 4(1.5) 9(3.4) 3(1.1) 1(0.4) 8 (3) 1(0.4) 0 (0) 0 (0)
R-II 182(75) 60(25) 171(71) 25(10) 10(4.1) 34(14) 0 (0) 0 (0) 1(0.4) 1(0.4) 0 (0) 0 (0) 4
- p. R-III 173(71) 70(29) 162(67) 64(26) 5(2.1) 4(1.6) 4(1.6) 0 (0) 2(0.8) 2(0.8) 0 (0) 0 (0)
I b"
- - - - - - - - - - - - - - - - - , % = , , _ . _
WORK FORCE PROFILE BY OFFICE AND REGION AS OF SEPTEMBER 30, 1985 PERMANENT FULL-TIME ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE OFFICE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FEMALE MALE FERKEE MALE FEMALE MALE FEMALE R-IV 98(70) 41(29) 91(65) 37(27) 4(2.9) 3(2.2) 3(2.2) 1(0.7) 0 (0) 0 (0) 0 (0) 0 (0)
R-V 79(76) 25(24) 70(67) 20(19) 2(1.9) 2(1.9) 4(3.8) 1 (1) 3(2.9) 2(1.9) 0 (0) 0 (0)
TOTAL 2281(68) 1062(32) 2018(60) 796(24) 121(4) 234(7) 26(0.8) 10(0.3) 112(3) 18(0.5) 4(0.1) 4(0.1)
- PERCENTAGES HAVE BEEN ROUNDED FOR THIS PRESENTATION ***
MANAGERS AND SUPERVISORS GG-9 AND AB0VE ASIAN AMERICAN/ AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLANDER ALASKAN NATIVE GRADE NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%) NO.(%)
MALE FEMALE MALE FEMALE MALE FRALE MALE FEMALE MALE FERALE MALE FEMALE GG-9 1 (17) 5 (83) 1 (17) 2 (33) 0 (0) 3 (50) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
- GG-10 3 (50) 3 (50) 3 (50) 1 (17) 0 (0) 2 (33) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-11 5 (62) 3 (37) 3 (37) 0 (0) 2 (25) 3 (37) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-12 3 (30) 7 (70) 1 (10) 6 (60) 2 (20) 1 (10) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-13 10(43) 13(56) 9 (39) 10(43) 1 (4) 2 (9) 0 (0) 0 (0) 0 (0) 1 (4) 0 (0) 0 (0)
GG-14 122(89) 15(11) 118(86) 11(8) 1(0.7) 4 (2) 3 (2) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
GG-15 289(97) 8 (3) 272(92) 7(2.4) 8 (3) 1(0.3) 2(0.7) 0 (0) 6 (2) 0 (0) 1(0.3) 0 (0)
GG-16 1(100) 0(0) 1 (100) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0) 0 (0)
SES 196(97) 6 (3) 187(93) 6 (3) 4 (2) 0 (0) 0 (0) 0 (0) 4 (2) 0 (0) 1(0.5) 0 (0)
- D
- PERCENTAGES HAVE BEEN ROUNDED FOR THIS PRESENTATION ***
m PERMANENT PART-TIME EMPLOYEES AS OF SEPTEMBER 30, 1985 NUMBER AND PERCENTAGE BY GENDER AND MINORITY GROUP ASIAN AMERICAN AMERICAN INDIAN TOTAL WHITE BLACK HISPANIC PACIFIC ISLAND ASLASKAN NATIVE ALL MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE MALE FEMALE 151 7 144 6 132 1 8 0 2 0 2 0 0 100% 4.6% 95.4% 4.0% 87.4% 0.7% 5.3% ----
1.3% ----
1.3% ---- ----
t d
l I
l 4
- e T
4 SES BY SEX AND MINORITY STATUS S
FISCAL YEAR TOTAL WOMEN MINORITIES FY-1982 195 3 3 l
- FY-1983 197 4 6 i
FY-1984 208 5 9 e
FY-1985 202 6 9 l
- i. ;
I ,
P f
l 19.
1 PAGE 1 0F 2 I
FORMAL EE0 COMPLAINTS FILED AT NRC 1975 THROUGH NOVEMBER 30, 1985 BASIS INDIVIDUAL CLASS TOTAL i
AGE 11 1 12 SEX 8 2 10 RACE 16 2 18 4
RACE a SEX 3 2 5 AGE a SEX 2 0 2 RACE, COLOR a NATIONAL ORIGIN 1 0 1 AGE, SEX, RELIGION AND RETALIATION 1 0 1 HARASSMENT 4 0 4 4
l TOTALS 46 7 53 t
I
. _ _ _ . , _ .- _ . _ _ . . _ . _ _ - - - - _ . _ - - - - - - . - 20._ _
. - =. _ - _- .
. O PAGE 2 0F 2
- ACTIVE COMPLAINTS AS OF NOVEMBER 30, 1985 i
i j BASIS INDIVIDUAL CLASS TOTAL AGE 3 0 0 SEX 1 0 0 RACE 11 1 0 RACE a SEX 0 2 0 AGE & SEX 2 0 0 RACE, COLOR &
NATIONAL ORIGIN 0 0 0 AGE, SEX, RELIGION AND RETALIATION 1 0 0 HARASSMENT 1 0 0 TOTALS 19 3 22 21.
- hh k,Y,Y,Y,Y,Y, &hhhhhh q 9/35 TRANSMITIAL 70: / ,tw,wnt Cbntrol Desk, 016 Phillips
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