ML20206P947
| ML20206P947 | |
| Person / Time | |
|---|---|
| Issue date: | 08/21/1986 |
| From: | Hoyle J NRC OFFICE OF THE SECRETARY (SECY) |
| To: | Stello V NRC OFFICE OF THE EXECUTIVE DIRECTOR FOR OPERATIONS (EDO) |
| References | |
| REF-10CFR9.7 M860723A, NUDOCS 8608270390 | |
| Download: ML20206P947 (3) | |
Text
ts IN RESPONSE, PLEASE REFER TO:
M860723A J
4 UNITED STATES
[
1 NUCLEAR REGULATORY COMMISSION M[
I WASHINGTON, D.C. 20556 e
'% * * * *
- J' August 21, 1986 s
OFFCE OF THE SECRETARY MEMORANDUM FOR:
Victor Stello, Jr.
Executive Di ector for Operations D
FROM:
John C. Hoy e, g Secretary
SUBJECT:
STAFF RE IREMENTS - BRIEFING ON STATUS OF EEO PROGRAM, 9:00 A.M., WEDNESDAY, JULY 23, 1986, COMMISSIONERS' CONFERENCE ROOM, D.C. OFFICE (OPEN TO PUBLIC ATTENDANCE)~
The Commission was briefed by staff and by representatives of Equal Employment Opportunity (EEO) Advisory Committees on the EEO program.
As discussed during the briefing, Commission requests that you:
a.
Emphasize the importance of achieving the FY 86 hiring goals for women and minorities, b.
Examine the appraisal ratings for NRC managers in their EEO performance element and provide an evaluation of their performance to the Commission.
c.
Examine the disparity in performance ratings between minorities and non-minorities and provide recommendations appropriate to the results of this review, d.
Provide information on the turnover of SES positions and the number filled by women and minorities.
This should also include information on women and minorities in the SES candidate development program, e.
Report on the agency-wide policy and practices regarding the granting of leave for reasons of pregnancy, childbirth, adoption and infant care, f.
Review the trend of increasing percentages of outstanding and excellent performance appraisals in light of our highly talented workforce to determine if a problem exists and recommend solutions, if appropriate.
g.
Report on the nature of the positions in the " rotational program" and what efforts are'being made to ensure that l
they provide meaningful developmental' opportunities.
8608270390 E60821 PDR 10CFR PT9.7
,PDR
t h.
. Report to the Commission on the feasibility on increasing the number of positions in the " rotational program."
i.
Provide copies of the proposed employee ~ questionnaire to the Advisory Committees and consider any comments they might have.
j.
Ensure that the Advisory Committees receive, within reason, the assi* stance they need to perform their functions, ensure the Committees are kept fully and-currently informed of staff plans and actions in the EEO area, and provide information to the Committees so that they will have enough time to review and make comments-and/or recommendations.
Also expressed during the meeting was the Commission's preference for achieving staff reductions through early retirement and attrition rather than actual reduction-in-force where possible.
Actual reduction-in-force should be used as a last resort in 2
achieving any required reductions.
In addition, the Commission requests the following:
k.
Survey programs that other agencies have used to increase hiring and promotion of women and minorities at the upper grades and report the results of that to the Commission with any recommendations for programs that might be useful at the NRC.
1.
Conduct a study of the rate of promotion of women and minorities in grades 11-15.
The study should compare the numbers and percentages of promotions of women and minorities with those of white males.
The study should also report on the length of time between promotions from one grade to the next for woren and minorities and compare that to the length of time between promot' ions for white males.
Also provide any information available on the number of desk audits associated with promotion of women and minorities as compared with these same numbers for white males.
Staff may limit its study to the past 3 years.
m.
Provide the Commission with a copy of the revised NRC Form 347, " Exit Interview Form."
n.
With respect to the staff's initiatives on developing criteria for judging manager's EEO performance (reference memo of May 14, 1986), please provide answers for the i
following questions:
1.
Do those criteria apply to all managers, not just Office Directors and Regional Administrators?
l l
~
s t '
2.
If not, what criteria are applied to lower level
_ managers?
3.
What steps are taken to ensure that all managers are aware of those criteria which apply to them?
o.
Recommend any additional criteria which could be added to those in existence to ensure that the work environment is free of hara'ssment based on race or sex.
p.
Develop a means of ensuring that the Agency capitalizes on the skills and knowledge gained by participants in such programs as the Executive Leadership Program.
What,can be done within the merit system to ensure that participants do not simply return to their same positions once the programs end.
q.
Inform all supervisors and employees that.it is the policy of the Commission that maximum fle::ibility is to be afforded NRC employees (consistent with exist.ing regulations) when granting leave to new parents.
Supervisors are to be encouraged to work with their employees and with Personnel to find creative solutions (i.e. work at home or temporary part-time status) that will accomplish agency work goal during temporary absences of employees made necessary by
.the recent birth or adoption of a child.
(EDO)
(SECY Suspense:
1/30/87 for all requirements) cc:
Chairman Zech Commissioner Roberts Commissioner Asselstine Commissioner Bernthal Commissioner Carr Commission Staff Offices PDR - Advance DC3 - 016 Phillips M
e