ML20205H094
| ML20205H094 | |
| Person / Time | |
|---|---|
| Issue date: | 09/09/1985 |
| From: | Chilk S NRC OFFICE OF THE SECRETARY (SECY) |
| To: | Dircks W NRC OFFICE OF THE EXECUTIVE DIRECTOR FOR OPERATIONS (EDO) |
| References | |
| REF-10CFR9.7 COMJA-85-6, NUDOCS 8608190721 | |
| Download: ML20205H094 (4) | |
Text
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- a September 9, 1985 OFFCE OF THE SECRETARY COMJA-85-6 MEMORANDUM FOR:
William J. Dircks, Executive Director for Operations
/c FROM:
Samuel J. Chilk, Secreta 7
SUBJECT:
STAFF REQUIREMENTS MEMORAb DUM ON THE MARCH 6, 1985 COMMISSION E RIEFING ON THE EEO PROGRAM As a result of its deliberation on the March 6, 1985 Staff Briefing on the EEO Program and subsequent discussions, the Commission by a vote of 5-0 directs that the following items be implemented:
1.
The Commission will hold semi-annual meetings on the EEO program.
The Commission will hear from the OSDBU/CR the EDO and EEO Advisory Committees at these meetings.
The EEO Advisory Committees will have the responsibility to report periodically to the EDO on EEO policies, programs and progress and during the semi-annual briefings tc the Commission directly.
In order to present a professional analysis regarding Agency EEO policies and procedures, the briefing should focus on presentations by the Directors of OSDBU/CR and ADM who are tasked with relevant aspects of the EEO program.
These Office Directors will reflect input from all committees in formulating the content of the briefing.
2.
The EEO Program Plan will add the statement that the EEO Advisory Committees are providing a valuable service to the agency, and they are to be encouraged in their work by assistance from OSDBU/CR and the staff management.
This assistance will include providing the EEO Advisory Commit-tees with full and timely access to information, consulta-tion on the development of subsequent EEO plans and policies, and cooperation in providing time for members to attend meetings of the committees.
(SECY SUSPENSE:
11/15/85) l 3.
The upward mobility program for FY 1986 will be increased l
from 6 to 15 participants as long as this can be accomplished within budget constraints.
(SECY SUSPENSE:
12/30/85) 8609190721 e30909 1
- 4.
The qualifications review portion of the EEO Program Plan will be revised to provide that the Division cf Organization and Personnel will conduct a review of each vr.cancy before an announcement is issued to ensure that the qualifications requirements fit what is needed to do the job and are stated in a way that enhances opportunities to recruit from available pools of special emphasis,cEndidates.
Personnel will report to the Commission on whether these reviews disclose a pattern of unduly restrictive qualifications requirements in the Agency as a whole or in individual program offices.
(SECY SUSPENSE:
11/15/85) 5.
The EEO Program Plan will require the development of a program for career advancement, including necessary training, for paraprofessional positions to provide upward mobility.
The managers of the Upward Mobility Program will make clear to candidates that upward mobility envisions pro-gression through paraprofessional towards a professional career; however, each upward mobility position can provide assistance in making only a limited number of steps.on that career path.
Each upward mobility position is estab-lished with a target grade to which the employee selected can advance after training and on-the-job experience.
Li-censing Assistant positions, for example, do not offer career potential beyond the GG-11 level.
Jobs that are paraprofessional in nature generally can not effer a direct bridge to professional engineering or scientific positions with the rigorous academic qualifications, l
because the credential requirement for these professional positions can not be overridden.
It is up to the individual
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to provide him/herself with the necessary credentials via continuing education or training to move into these kinds of professional slots.
The Upwari Mobility Program is intended to offer assistance in th.s process but it is not intended to supplant required credentials.
The managers of the Upward Mobility Program will work with the Training Programs to define the potential of each upward mobility position for career advancement.
The limits of each upward mobility program career ladders will be delineated.
The possibility of forward linkages with relevant higher level career ladder will be detailed.
The credentials required for progressing beyond the current i
l ladder limit in related fields will also be identified.
The Training Office will provide as much training and counseling assistance as possible to upward mobility program participants to enable each to realire his/her upward mobility pregram and career goals.
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i e I The EDO will review what grade caps exist for the 15 Upward Mobility positions to make sure that they meet the overall upward mobility objectives.
A significant number of the Upwardly Mobile positions should be in disciplines which, with NRC-sponsored training, can lead up career ladders to genuinely professional positions.
(SECY SUSPENSE:
11/30/85) 6.
The EEO Program Plan will state that the Commission intends to take the broadest permissible interpretation of the Commission's authority to provide additional training to qualify employees for advancement into other career paths within the Agency.
Further, in providing training, the training office will apply the broadest interpretation of the Commission's authority to provide additional training to qualify employees for advancement into other career paths within the agency.
(SECY SUSPENSE:
11/1/85) 7.
The EEO Program Plan will require that OSDBU/CR and the FWP Manager, in consultation with the EEO Advisory Com-mittees, conduct a survey of all minorities and women who leave the Agency to determine whether EEO program perfor-mance contributed to their decision to leave the Agency and if so, what can be done to correct the problem.
The results of these surveys are to be factored into subse-quent EEO Program Plan updates and be used by the Direc-tor, OSDBU/CR in his evaluations of the EEO performance of staff managers.
To minimize the resources required, the Commission recom-mends a written form to be administered to all employees I
during the exiting procedures.
With respect to Item 7, Chairman Palladino and Commissioner Zech would have preferred to make a strong effort to uncover EEO program performance problems by exit interviews with all employees who leave the agency.
They suggest using a form to help identify instances where followup would be advisable, particularly for regional employees.
(SECY SUSPENSE:
11/15/85) 8.
The Commission requested a complete recruiting schedule for 1986 and 1987 showing the entire spectrum of colleges and universities where NRC has recruited and intends to l
recruit.
(SECY SUSPENSE:
10/15/85) l l
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9.
The Commission requested current data on the percentage of women and minorities at different grade levels within t!RC compared with women and minorities in comparable Federal agencies.
(SECY SUSPENSE:
11/15/85) cc:
Chairman Palladino Commissioner Roberts commissioner Asselstine Commissioner Bernthal Commissioner Zech OGC OPE PDR - Advance DCS - 016 Phillips 48 l
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