ML20294A169

Fy 2020 NRC Dvaap Accomplishment Report Form

ML20294A169
Person / Time
Issue date:	11/30/2020
From:	Miriam Cohen Office of the Chief Human Capital Officer
To:
K. English/OCHCO
Shared Package
ML20294A131	List: ML20294A169 ML20294A176
References
200500367
Download: ML20294A169 (13)

Text

Disabled Veterans Affirmative Action Program (DVAAP) Plan and Certification

1. Agency U.S. Nuclear Regulatory Commission 2. FY 2021

3. POC Name Tamla Ransford 4. Phone (301) 415-3559

5. A statement of the agency's policy with regard to the employment and advancement of disabled veterans, especially those who are 30 percent or more disabled (Attach supporting addendums if needed)

The U. S. Nuclear Regulatory Commission's (NRC) policy is to promote and improve the recruitment, hiring, placement and advancement of qualified veterans, especially those who are 30% or more disabled. This policy is in accordance with Section 403 of the Vietnam Era Veterans Readjustment Assistance Act of 1974, as amended (38 U.S.C. 2014 and Title S of the Code of Federal Regulations Part 720, "Affirmative Employment Programs"), and Section 307 of the Civil Service Reform Act of 1978 (5 U.S.C. 3112).

NRC does not discriminate in employment on the basis of race, color, religion, sex (including pregnancy and gender identity), national origin, political affiliation, sexual orientation, marital status, disability, genetic information, age, membership in an employee organization, retaliation, parental status, military service, or other non-merit factors.

As a member of the Veterans Council, the NRC continues to promote federal government hiring and retention of veterans, and reintegration of employees who deploy on active duty. As a Veteran Employment Program Office (VEPO), the NRC will continue to promote recruitment, employment, training and development, and retention of veterans. The NRC will also continue to carry-out the objectives of the Government-wide Veterans Recruitment and Employment Strategic Plan.

In addition to the above, the Office of Small Business and Civil Rights (SBCR) identifies underrepresentation or underutilization of employees with disabilities (including disabled veterans) in the NRC workforce. As appropriate and in conjunction with the Equal Employment Opportunity (EEO) advisory committees, SBCR will recommend policies, methods, or procedures likely to improve veteran representation or utilization. In coordination with the Office of the Chief Human Capital Officer (OCHCO), SBCR will provide EEO training including disability nondiscrimination to NRCs managers, supervisors and employees. Additionally, the agencys Comprehensive Diversity Management Plan (CDMP) requires all NRC offices to submit annual reports to SBCR, which include employment activities related to recruitment and advancement of individuals with disabilities (including veterans and disabled veterans).

Continued on Addendum

6. OPM DVAAP Manager Official Use Only: Did agency provide a policy outline in regards to the employment and advancement of disabled veterans, especially those that are 30 percent or more disabled?

Yes Somewhat No Page 1

NRC DVAAP Plan and Certification Addendum:

5. A statement of the agency's policy with regard to the employment and advancement of disabled veterans, especially those who are 30 percent or more disabled.

The OCHCO Disability Program Manager (DPM) will assure reasonable accommodations, resources, and personal assistance services are made available to employees and applicants to allow greater participation in the NRC workforce. The DPM will conduct ongoing assessments to determine cultural barriers that impact the recruitment and selection of disabled individuals including veterans (i.e., management and employee concerns); evaluate current agency policies and procedures related to disability employment; evaluate current workplace accessibility to include information, technology, and facility issues; and evaluate the current workplace climate related to veterans and veteran disability employment. The results of these assessments will help to effectuate cultural changes within the NRC.

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7. An assessment of the current status of disabled veteran employment within the agency, with emphasis on those veterans who are 30 percent or more disabled (Attach supporting graphs/charts if needed)

8. Total # 2,732 9. # Of 556 10. # Of Disabled 152 11. # Of 30% Or More 80 Employees Veterans Veterans Disabled Veterans There were 2,732 permanent employees on board at the NRC as of September 30, 2020, of which 556 (20.4%)

were veterans. Of the 556 veterans in the workforce, 152 (5.6%) are disabled. Disabled veterans of 30% or more comprise 2.9% (80) of the workforce.

Permanent New Hires:

There were 111 permanent new hires during FY 2020 of which 20 were veterans. Of the 20 veterans, nine were disabled veterans with a 30% or more disability.

Promotions:

There were 194 promotions during FY 2020 of which 41 were veterans. Of the 41 veterans, 12 were disabled veterans with a 30% or more disability.

Mentoring:

During FY 2020, there were 36 veterans in the mentoring program of which 31 served as mentors and five participated as mentees (participants may serve in both capacities).

Separations:

During FY 2020, 148 employees separated from the NRC, of which 48 were veterans. Of the 48 veterans, 20 were disabled veterans and ten were a disabled veteran with a 30% or more disability.

Support to employees called to active duty:

The NRC continued to support seven employees that were called to active duty military service by ensuring a seamless transition of benefits and other entitlements from civilian to military status and upon return to the civilian workforce.

12. OPM DVAAP Manager Official Use Only: Did agency provide an assessment of the current status of disabled veterans, especially those that are 30 percent or more disabled?

Yes Somewhat No Page 3

13. A description of recruiting methods which will be used to seek out disabled veteran applicants, including special steps to be taken to recruit veterans who are 30 percent or more disabled (Attach supporting addendums if needed)

The NRC will focus on our outreach and recruitment efforts in a variety of media outlets such as print and online publications, online job boards, and career fairs that target diversity including disabled veterans. Examples of media outlets and outreach and recruitment careers fairs may include:

CorporateGray.com - online job board that connects transitioning and former (separated/retired) military personnel with employers nationwide; GettingHired.com - online job board that empowers job seekers with disabilities to find employment, by removing barriers and connecting them to jobs, partners and resources; AbilityJobs.com- online job board targeting people with disabilities.

Careers and the disABLED Career Expo sponsored by Equal Opportunity Publications, Inc. focuses on job seekers with disabilities including veterans; Service Academy Career Conference (SACC) administered by the Alumni Associations and Association of Graduates of the U.S. Military Academy, U.S. Naval Academy, U.S. Air Force Academy, U.S. Coast Guard Academy, and the U.S. Merchant Marine Academy, this is the only job fair exclusively for service academy alumni; Operation War Fighter (OWF) Intern fairs afford service members who are recovering at military medical centers and want to return to military or civilian work the opportunity to meet with agencies and explore available employment resources and provide agencies an understanding of what service members have to offer. The OWF program is a temporary internship at no cost to the agency.

Wounded Warrior Project focuses on veterans and service members who incurred a physical or mental injury, illness, or wounded while serving in the military on or after September 11, 2001.

Navy Nuclear Power Officer Career Conference (NUPOCC) which is open to all nuke officers of all ages and warfare specialties not just Junior Officer submariners.

Continued on Addendum

14. OPM DVAAP Manager Official Use Only: Did agency provide a description of recruiting methods that they will use to seek out disabled veterans?

Yes Somewhat No

15. OPM DVAAP Manager Official Use Only: Did agency provide special steps that would be taken to recruit 30 percent or more disabled veterans?

Yes Somewhat No Page 4

NRC DVAAP Plan and Certification Addendum:

13. A description of recruiting methods which will be used to seek out disabled veteran applicants, including special steps to be taken to recruit veterans who are 30 percent or more disabled.

The NRC will continue to use USAJOBS and ensure that all external vacancy announcements provide information regarding veterans preference, as well as other veteran specific hiring options. All merit promotion announcements open to status candidates outside NRC will include a statement that eligible veterans under the provisions of VEOA may apply for career or career-conditional appointments. Non-competitive applicants such as Veterans Readjustment Appointment (VRA) and thirty percent (30%) or more disabled veteran candidates applying under a job opportunity announcement who meet all the qualifications and eligibility criteria will be referred to NRC hiring managers. After two years of satisfactory service a VRA candidate may be converted to a career or career conditional appointment, as appropriate.

The Veterans Employment Coordinator (VEC) will continue to assist veterans to secure employment, navigate USAJOBS, assist with recruitment and training programs, and provide employment counseling to help match the career aspirations of veterans to NRC needs. The NRCs Veterans Employment Resource Group (VERG) will continue to provide advice and recommendations to SBCR and OCHCO regarding factors that impact the recruitment, selection, development, retention, and well-being of veteran employees.

The OCHCO will continue to train hiring managers, Human Resources professionals, and others on special hiring authorities, direct hiring authorities for veterans, communicating with job applicants with disabilities, and the interview process. The OCHCO will monitor hiring managers use of recruitment tools and programs such as Schedule A, Workforce Recruitment Program, and the Operation War Fighter Program. In addition, OCHCO will continue to provide training for recruiters regarding special hiring authorities, targeting recruitment, conducting recruitment events, etc.

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16. A description of how the agency will provide or improve internal advancement opportunities for disabled veterans (Attach supporting addendums if needed)

The NRC will continue to provide opportunities for internal advancement for disabled veterans through mentoring, assistance with preparing Individual Development Plans (IDP) and continuing education. The NRC offers instructor-led computer-based, self-study, traditional classroom, computer laboratories, full scope nuclear power plant control room simulators, and Web-based training to support disabled veteran employees to further advance their careers. The NRC will ensure that veterans are aware of career counseling and all employee development and training offerings and will continue to provide support to employees called to active military service. The NRC will continue to encourage all employees, including disabled veterans, to complete an IDP with their supervisors, which is used to identify training needs necessary to be successful in their current position, and in possible future advancement opportunities.

The VEC will continue to assist and provide counseling for veteran employees to help match their career aspirations to NRC needs. The Veterans Employment Resource Group (VERG) will continue to provide advice and recommendations to SBCR and the OCHCO regarding factors that impact opportunities to appoint and promote veterans and other areas such as advancement, training and development, reasonable accommodations, personal assistance services, retention, and well-being of NRC veteran employees. The SBCR will evaluate and recommend corrective plans, and report on EEO matters related to disabled veterans based on information collected from civil rights compliance audits, review and analysis of workforce demographic data, new hire and exit surveys, interviews, etc.

The NRC will achieve its retention goal through providing training, stretch assignments, mentoring, coaching, job rotations, accommodations, and awareness of work-life balance programs within the agency. To support reasonable accommodations and return to work needs, the NRC will utilize a multitude of resources such as, the Job Accommodation Network (JAN); the Computer/Electronic Accommodations Program (CAP); and State Vocational Rehabilitation Services. Providing reasonable accommodations and more return-to-work opportunities help to extend careers and allow an opportunity for advancement and retention of employees (including disabled veterans). These efforts also demonstrate NRCs commitment to retaining valuable employees over a lifetime of service.

17. OPM DVAAP Manager Official Use Only: Did agency provide a description of how they will provide internal advancement opportunities for disabled veterans?

Yes Somewhat No

18. OPM DVAAP Manager Official Use Only: If needed, is there a plan of how the agency will improve internal advancement opportunities for disabled veterans?

Yes Somewhat No Not Needed Page 6

19. A description of how the agency will inform its operating components and field installations, on a regular basis, of their responsibilities for employing and advancing disabled veterans (Attach supporting addendums if needed)

The Quarterly Performance Review (QPR) will be used to inform and shed light on the progress of veterans employment and advancement of disabled veterans, as appropraite. The data will continue to be aggregated and reviewed on an annual basis to observe trends in hiring and advancement. The NRC continues to restructure the workforce to more effectively and efficiently support its safety and security mission. As a result of the agencys Strategic Workforce Planning (SWP) the five-year hiring projections indicate a considerable increase in external hires to replace the loss of staff in mission critical positions. The advancement of disabled veterans working for the NRC will continue to be based on merit principles.

The VEC will continue to work closely with regional offices and headquarters to ensure a comprehensive understanding of how special appointing authorities can be used to hire veterans.

20. OPM DVAAP Manager Official Use Only: Did agency provide a description on how they will inform their operating components and field installations, on responsibilities such as the employment and advancement of disabled veterans? (Not Applicable for agencies that do not have operating components or field installations)

Yes Somewhat No Not Applicable Page 7

21. A description of how the agency will monitor, review, and evaluate its planned efforts, including implementation at operating component and field installation levels during the period covered by the plan (Attach supporting addendums if needed)

The VEC will monitor and review the veterans program in the regional offices and headquarters by using the QPR as needed. The results will be evaluated, and strategies will be developed to address any findings.

Emphasis will be placed on outreach to veterans organizations and ensuring that qualified veterans are properly considered for opportunities as they become available.

22. OPM DVAAP Manager Official Use Only: Did agency provide a description on how they will monitor, review and evaluate its planned efforts? (If applicable as well as for major operating components and field installations)

Yes Somewhat No Page 8

23. POCs Name, Email, and Phone Number of Operating Components and Field Installations (If Applicable)

Not Applicable.

Page 9

Plan Certification The plans shall cover a time period of not less than one year, and may cover a longer period if concurrent with the agency's Section 501(b) Plan. Each plan must specify the period of time it covers.

Agency must have a plan covering all of its operating components and field installations. The plan shall include instructions assigning specific responsibilities on affirmative actions to be taken by the agency's operating components and field installations to promote the employment and advancement of disabled veterans. OPM must be informed when headquarters offices require plans at the field or installation level.

Agency operating components and field installations must have a copy of the plan covering them, and must implement their responsibilities under the plan. OPM may require operating components and field installations to develop separate plans in accordance with program guidance and/or instructions.

Certification The below certification indicates that the program is being implemented as required by 5 CFR Part 720, Subpart C and appropriate guidance issued by the U.S. Office of Personnel Management. Additionally, this agency has a current plan as required by the regulation.

Please type or print clearly. After an original signature is obtained, scan and return this sheet.

24. Dates of the Period of Time the Plan is Covered From 10/01/2020 To 09/30/2021

25. Agency Name U.S. Nuclear Regulatory Commission

26. DVAAP POCs Name Tamla Ransford

27. Title Chief, Workforce Management and Benefits Branch

28. Telephone Number (301) 415-3559 29. Email Tamla.Ransford@nrc.gov

30. Date Plan Last Amended 31. Date Effective

32. DVAAP Certifying Officials Name Margaret Doane

33. Title Executive Director for Operations

34. Telephone Number (301) 415-7000 35. Email Margaret.Doane@nrc.gov Digitally signed by Margaret M.

36. DVAAP Certifying Official Signature Margaret M. Doane Doane Date: 2020.11.27 17:29:56 -05'00'

37. Date 11/27/2020 Page 10

Agency Disabled Veterans Affirmative Action Program Plan and Certification Electronic Reporting Instructions General Instructions:

1. Complete all items and questions in the forms field.

2. Electronic Requirements - Agency should only submit data for what they are planning to do for the next Fiscal Year in accordance with the minimal requirements of the plan content from Title 5 CFR Part 720 Subpart C, which is provided on this form.

3. Collection of plan data requires a completed plan data element that has been recorded to be used throughout the Fiscal Year. Plans may vary from agency to agency. This form provides conformity and standardization for the minimal required core data. The forms have limited characters so agency may attach addendums when needed, if the form does not allow you to capture the data completely.

DVAAP Plan and Certification Information

1. Agency - Provide the name of the agency.

2. FY - Provide the Fiscal Year of which the plan will be covered under. If the plan is covering more than one year capture it in the form field, as seen on the following example: 2016-2018.

3. POC Name - Provide the name of the point of contact.

4. Phone - Provide the phone number of point of contact.

5. A statement of the agency's policy with regard to the employment and advancement of disabled veterans, especially those who are 30 percent or more disabled - Provide a statement of the agency's policy in regards to the employment and advancement of disabled veterans, especially those who are 30 percent or more disabled. You may attach supporting addendums if the information provided pertains to the requirement.

6. Did agency provide a policy outline in regards to the employment and advancement of disabled veterans, especially those that are 30 percent or more disabled? - OPM DVAAP Manager should click on Yes, Somewhat or No to indicate if the agency provided a policy in regards to the employment and advancement of disabled veterans, especially those that are 30 percent or more disabled.

7. An assessment of the current status of disabled veteran employment within the agency, with emphasis on those veterans who are 30 percent or more disabled Provide an assessment of the current status within the agency of the total amount of employees, veterans, disabled veterans and emphasizing those veterans who are 30 percent or more disabled. You may attach supporting graphs, charts, and addendums if the information provided pertains to the requirement.

8. # of Employees - Provide the total number of employees within the agency.

9. # of Veterans - Provide the total number of veterans within the agency.

10. # of Disabled Veterans - Provide the total number of disabled veterans within the agency.

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11. # of 30% or More Disabled Veterans - Provide the total number of 30% or more disabled veterans within the agency.

12. Did agency provide an assessment of the current status of disabled veterans, especially those that are 30 percent or more disabled? - OPM DVAAP Manager should click on Yes, Somewhat or No to indicate if the agency provided an assessment of the current status of disabled veterans, especially those that are 30 percent or more disabled.

13. A description of recruiting methods which will be used to seek out disabled veteran applicants, including special steps to be taken to recruit veterans who are 30 percent or more disabled - Provide a description of recruiting methods which will be used to seek out disabled veteran applicants, including special steps to be taken to recruit veterans who are 30 percent or more disabled. You may attach supporting addendums if the information provided pertains to the requirement.

14. Did your agency provide a description of recruiting methods that they will use to seek out disabled veterans? - OPM DVAAP Manager should click on Yes, Somewhat or No to indicate if the agency provided a description of recruiting methods that they will use to seek out disabled veterans.

15. Did your agency provide special steps that would be taken to recruit 30 percent or more disabled veterans? - OPM DVAAP Manager should click on Yes, Somewhat or No to indicate if the agency provided special steps that would be taken to recruit 30 percent or more disabled veterans.

16. A description of how the agency will provide or improve internal advancement opportunities for disabled veterans - Provide a description of how the agency will provide or improve internal advancement opportunities for disabled veterans. You may attach supporting addendums if the information provided pertains to the requirement.

17. Did your agency provide a description of how they will provide internal advancement opportunities for disabled veterans? - OPM DVAAP Manager should click on Yes, Somewhat or No to indicate if the agency provided a description of how they will provide internal advancement opportunities for disabled veterans.

18. If needed, is there a plan of how your agency will improve internal advancement opportunities for disabled veterans? - OPM DVAAP Manager should click on Yes, Somewhat, No, or Not Needed to indicate if agency provided a description of how they will improve internal advancement opportunities for disabled veterans.

19. A description of how the agency will inform its operating components and field installations, on a regular basis, of their responsibilities for employing and advancing disabled veterans - Provide a description of how the agency will inform its operating components and field installations, on a regular basis, of their responsibilities for employing and advancing disabled veterans. You may attach supporting addendums if the information provided pertains to the requirement. For agencies that do not have operating components or field installations, state in the form field N/A.

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20. Did your agency provide a description on how they will inform their operating components and field installations, on responsibilities such as the employment and advancement of disabled veterans? - OPM DVAAP Manager should click on Yes, Somewhat, No, or Not Applicable to indicate if agency provided a description on how they will inform their operating components and field installations on a regular basis, on responsibilities such as the employment and advancement of disabled veterans.

Not Applicable for agencies that do not have operating components or field installations.

21. A description of how the agency will monitor, review, and evaluate its planned efforts, including implementation at operating component and field installation levels during the period covered by the plan - Provide a description of how the agency will monitor, review, and evaluate its planned efforts, if applicable, including implementation at operating component and field installation levels during the period covered by the plan. You may attach supporting addendums if the information provided pertains to the requirement.

22. Did your agency provide a description on how they will monitor, review and evaluate its planned efforts? OPM DVAAP Manager should click on Yes, Somewhat or No to indicate if the agency provides a description on how they will monitor, review and evaluate its planned efforts.

23. POCs Name, Email, and Phone Number of Operating Components and Field Installations - If applicable provide point of contacts name, email, and phone number of operating components and field installations.

24. Dates of the Period of Time the Plan is Covered - Provide the start date of the plan and the end date of the plan.

25. Agency Name - Provide the name of the agency.

26. DVAAP POCs Name - Provide the DVAAP point of contacts name.

27. Title - Provide the title of the point of contact.

28. Telephone Number - Provide the phone number of the point of contact.

29. Email - Provide the email of the point of contact.

30. Date Plan Last Amended - Provide the date of when the plan was last amended.

31. Date Effective - Provide the date when the plan is effective.

32. DVAAP Certifying Officials Name - Provide the DVAAP Certifying Officials name.

33. Title - Provide the title of the DVAAP Certifying Official.

34. Telephone Number - Provide the phone number of the DVAAP Certifying Official.

35. Email - Provide the email of the DVAAP Certifying Official.

36. DVAAP Certifying Official Signature - DVAAP Certifying Official must provide an electronic signature or print out the page and hand sign the plan certification.

37. Date - Provide the date that plan was signed.

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