ML20147C159
| ML20147C159 | |
| Person / Time | |
|---|---|
| Issue date: | 01/05/1988 |
| From: | Chilk S NRC OFFICE OF THE SECRETARY (SECY) |
| To: | Stello V NRC OFFICE OF THE EXECUTIVE DIRECTOR FOR OPERATIONS (EDO) |
| References | |
| REF-10CFR9.7 M871119, NUDOCS 8801190097 | |
| Download: ML20147C159 (3) | |
Text
.
o IN RESPONSE, PLEASE
/v" "'6w'o,i REFER TO:
M871119 UNITED STATES g
NUCLEAR REGULATORY COMMISSION 8
{,
W ASHIN GT ON, 0.C. 20555
%,,,,, J January 5, 1988 OFFICE OF THE SECRETARY MEMORANDUM FOR:
Victor Stello, Jr.
Executive Director for O rations l
FROM:
Samuel J. Chilk, Secreta g
bNGONEEOPROGRAM,
SUBJECT:
STAFF REQUIREMENTS - BR] EP 2:30 P.M., THURSDAY, NO\\tFBER 19, 1987, COMMISSIONERS' CONFERENCE ROOM, D.C. OFFICE (OPEN TO PUBLIC ATTENDANCE)
The Commission
- was briefed by the staff and representatives of selected employee advisory committees on the status and progress of NRC's Equal Employment Opportunity Program.
The Commission requests an information paper outlining the EEO training programo and how they tulfill the needs of the Commis-1 4
sion.
The paper should also respond to the following:
a.
The Commission desires improvements in staff's presenta-tion of statistical data in future meetings.
(1)
For the statistics provided in the briefing, submit consistent graphical representations of the signifi-cant data (e.g., at minimum, between 1980 and the present).
All graphs should be readily comparable, j
(2). Provide graphical representation of years in service j
1 versus number of women and minorities leaving the Commission.
Discuss trends and reasons for leaving.
Include information on the overall turnover rate for the Commission as well as that for individual offices and compare with the respective turnover rates for 4
women and minorities.
b.
The Commission is concerned about NRC's ability to attract and retain more women and minorities to its senior level 2
and SES positions.
1 (1)
Provide data on female and minority representation within NRC, differentiating between legal, technical, and non-technical job classifications reflecting incumbent academic background and job experience.
Compare these data with similar breakdowns for other f
agencies (e.g., DOE, NSF, EPA, FERC and DOJ).
- Commissioner Carr was not present.
)
8801190o97 880105
~
e 1 (2)
Examine the EEO programs at EPA and FERC, and how they differ from those at the NRC.
Specifically, address how these agencies attract a larger number of qualified women into their SES pool than does NRC.
(3)
Provide the Commission with a recent update of NRC's assessment of the pool of technically trained /
qualified women and minorities within the work force and compare the applicable information with the current personnel situation at NRC.
Data on the availability of attorneys should also be included.
(4)
Address how management intends to more actively review the selection and approval of SES promotions where women are on the "best qualified" list and are not selected.
Supply data showing the average grade level for NRC women dating back at least to 1980.
c.
Describe how the staff has taken an active role and how it intends to improve publicizing available training programs to all employees and offering women and minorities the opportunity for strengthening their backgrounds to compete for promotions.
4 d.
Address the imbalance of EEO performance among regions and headquarters and what actions, if any, are being taken or can be taken to remedy the imbalance.
e.
Determine if secretarial positions can be upgraded to account for increasing responsibilities beyond the tradi-tional secretarial duties, and if the NRC can expand its secretarial pool by entering in cooperative arrangement with local high schools and recruiting male secretaries, I
as examples.
Staff should assess the extent to which NRC's high average grade is attributable to clerical positions (and others GG-10 and below).
I f.
Reassess NRC's RIF procedures to determine whether the 1
inclusion of bumping and retreat rights will have an adverse affect on women, minorities, and the NRC's age discrimination program.
Compare NRC's RIF procedures with those of similar agencies to assure a thorough assessment and recommendation for the needs of this Commission.
Discuss the legal issues which must be considered.
g.
Pursue efforts to improving staff morale at all levels and on refocusing management attention on leadership and obtaining the best from all employees.
Report on the status of morale within the staff and actions required to improve morale.
Address whether poor morale is a contr butor to the turnover rate of qualified and desirable personnel.
i 1 l h.
Address the eff' orts made to recruit each of the minority I
groups into NRC.
Discuss what new efforts, if any, will be made to attract minorities.
1.
Discuss the findings of the April 1987 child care "needs assessment" survey and if these findings will be applicable at the time the second building is ready for occupancy.
l Participation in this survey was restricted to those l
employees currently using child care.
If staff elects to i
update or repeat the survey, efforts should be made to l
query all employees as to whether they would have made use j
of such a service when their children were younger.
I (EDO)
(SECY Suspense:
3/31/88) l t
The staff should be prepared to discus 9 all of the above mentioned items at the next EEO briefing, which tentatively will be scheduled in May, 1988, i
cc Chairman Zech Commissioner Roberts i
Commissioner Bernthal Commissioner Carr Commissioner Rogers OGC (H Street) l GPA I
PDR - Advance l
DCS - 016 Phillips l
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