ML21152A041

M210608: Slides - Briefing on Human Capital and Equal Employment Opportunity

ML21152A041
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Issue date:	06/08/2021
From:	NRC/OCM
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ML21050A175	List: ML21152A040 ML21152A041 ML21161A304
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M210608
Download: ML21152A041 (49)

Text

Opening Remarks Darrell J. Roberts Deputy Executive Director for Materials, Waste, Research, State, Tribal, Compliance, Administration and Human Capital Programs

Human Capital and Small Business and Civil Rights Culture Initiatives

• Knowledge Management

• Diversity and Inclusion

Presenters

• Larniece McKoy Moore, Esq., Technical Assistant, Office of Small Business and Civil Rights

• Mary Lamary, Chief Human Capital Officer

• Bi Smith, Chief, Policy, Labor and Employee Relations Branch

• Latonya Mahlahla, Chief, Specialized Technical Training and Support Branch

• Dafna Silberfeld, Chief, Learning and Talent Development Branch

• Alexus Willis, General Engineer, Nuclear Regulator Apprenticeship Network

Larniece McKoy Moore, Esq.

iCARE Lead Office of Small Business and Civil Rights Civil Rights and Diversity and Inclusion Update

• Assessing Equal Employment Opportunity Trends

• Supporting and Engaging the NRC Community

• Working Together to Enhance the Culture &

Accomplish the Mission

All Complaints (Informal and Formal) Filed FY 2017 - FY 2021 (As of March 31, 2021) 24 22 31 33 11 19 20 19 25 6

0 5

10 15 20 25 30 35 FY 2017 FY 2018 FY 2019 FY 2020 FY 2021 Informal Formal

EEO Complaints Filed During FY 2021 by Bases (As of March 31, 2021)

FY 2020 Race 22% (11)

Reprisal 22% (11)

Sex 20% (10)

Age 20% (10)

National Origin 6%

(3)

Disability 6% (3)

Marital Status 2% (1)

Equal Pay 2% (1)

FY 2021 Race 25% (4)

Sex 25% (4)

Reprisal 25% (4)

Age 13% (2)

National Origin 6% (1)

Color 6% (1)

The information presented is based on the bases raised in the formal complaints. The bases alleged may or may not have been accepted or dismissed. That is a legal determination made based on a review of relevant regulations and EEOC decisions.

22%

15%

13%

11%

7%

7%

7%

5%

4%

3%

3%

3%

1%

Harassment (Non-Sexual) 22%

(16)

Non-Selection/Promotion 15% (11)

Assignment of Duties 13% (10)

Terms and Conditions of Employment 11% (8)

Performance Appraisal 7% (5)

Time and Attendence 7% (5)

Discipline 7% (5)

Reasonable Accommodation 5%

(4)

Telework 4% (3)

Awards 3% (2)

Training 3% (2)

Termination 3% (2)

Sex-Stereotyping 1% (1)

EEO Complaints Filed During FY 2021 by Issues (As of March 31, 2021)

Harassment (Non-Sexual) 33% (3)

Performance Appraisal 22% (2)

Disparate Treatment 11%

(1)

Assignment of Duties 11%

(1)

Time and Attendance 11%

(1)

Non-Selection/ Promotion 11% (1)

The information presented is based on the issues raised in the formal complaints. The issues alleged may or may not have been accepted or dismissed. That is a legal determination made based on a review of relevant regulations and EEOC decisions.

FY 2020 FY 2021

Summary of ADR Program Activities for Pre-Complaints (Informal) as of March 31, 2021 0

5 10 15 20 25 30 35 FY 2017 FY 2018 FY 2019 FY 2020 FY 2021 Pre-Complaint ADR 2017 to 2021 Comparison ADR Resolutions ADR Participation ADR Rejected ADR Offered

Inclusion, Support &

Engagement During Difficult Times and on Difficult Topics...

initiative on Civility Awareness Respect and Engagement

Working Together...

.. to Enhance the Culture

& Achieve the Mission

Overview on Human Capital and Strategic Workforce Planning Mary Lamary Chief Human Capital Officer Office of the Chief Human Capital Officer

Attrition Rates by FY & Age Group Age Group 2016 2017 2018 2019 2020 2021*

Under 30 4.3%

2.5%

7.7%

9.1%

4.9%

2.7%

30-39 5.9%

5.6%

4.7%

3.5%

5.5%

1.1%

40-49 6.4%

3.5%

2.9%

3.4%

3.3%

1.1%

50-59 8.1%

4.7%

3.1%

4.8%

3.9%

1.6%

60 and Over 23.5%

16.9%

14.8%

16.3%

15.0%

17.6%

• Data as of March 2021

Risk Reduction - Retirement Eligibility All Staff Fiscal Year Eligible Retirements Rate 2016 847 228 26.9%

2017 817 130 15.9%

2018 826 106 12.8%

2019 820 125 15.2%

2020 826 116 14.0%

2021 824 55*

6.7%

Technical Staff Fiscal Year Eligible Retirements Rate 2016 519 115 22.2%

2017 498 68 13.7%

2018 499 66 13.2%

2019 480 73 15.2%

2020 469 60 12.8%

2021 468 28*

6.0%

• Data as of March 2021

The Human Side of Human Capital Management During COVID-19 Pandemic: Telling the Story on How We Support NRC Workforce Bi Smith Policy, Labor and Employee Relations Branch Office of the Chief Human Capital Officer

Telework and Work Schedules

• Telework Flexibilities oMandatory: approximately 98% of the workforce oMaximum: approximately 94% of the workforce

• Work Schedule Flexibilities

Leave

• Excused Absence

• Emergency COVID-19 Leave

• First Coronavirus Response Act - April 2020 through December 2020

• American Rescue Plan Act of 2021 -

March 2021 through September 2021

• Annual Leave

OCHCO Services

• Fitness Center

• Health Center

• Telehealth services

• Flu Shots

• 286 vaccines administered at Headquarters

• 167 vouchers provided to regions

• Employee Assistance Program

Staffing

• Virtual orientation process

• New Hires: 227

• 149 permanent hires

• 78 temporary hires

• Data from March 2020 - April 2021

Student Hires

• Summer Student Internships

• 2020: 55 students

• 2021: 60 students

• Cooperative Education (Co-Op) Program:

27 students in 2021

Nuclear Regulator Apprenticeship Network (NRAN)

• 2020 cohort: 23 graduates

• 35% graduated from Minority Serving Institutions (MSIs)

• 17% graduated from Historically Black Colleges and Universities (HBCUs)

• Beginning to plan for 2022 cohort

Recruitment

• 26 recruitment events in CY 2020

• 85% of the events were held in a virtual environment

• 62% were focused on attracting diverse candidates

• 15% were hosted by HBCUs

Training

• 50 courses converted to virtual

• 377 training sessions given

• 84 technical courses

• 293 professional development and leadership courses

• 10,752 training completions

• Data from March 2020 - March 2021

Employee Journey:

Supporting and Engaging our Workforce Today and in the Future Latonya Mahlahla Human Resources Training & Development Office of the Chief Human Capital Officer

Employee Development:

Resources, Process and Tools

• Technical and Professional Training

• The NRC Guide to Career Enhancement

• The Employee Journey Website

• Competency Modeling

• Individual Development Plans (IDPs)

Employee Journey:

Skills for Today and in the Future

• Learning & Development

- Technical Training for formal qualification programs, office qualifications and employee development

- Professional training for foundational skills and leadership development

Technical Training Professional Development Course Options Technical Training Professional Training Menu Business Writing Communication Emotional Intelligence Strategies For Managing Your Career Data Visualization Project Management Resume Writing Leadership Development Mid-Career Retirement Planning

Training Delivery Methods

Taking Charge:

Intentional Career Development

Understand Skill Needs for Potential New Roles

• Explore Careers at the NRC with expected workforce gaps

• Stay engaged and understand agency needs

• Learn more about requirements for various positions

• Connect to other employee resources

Employee Journey:

Explore The Possibilities

• Launched in December 2020 to support Strategic Workforce Planning

• Identifies 10 positions with future workforce gaps based on projected attrition

• Learn more about requirements for various positions

SWP - High Demand Careers

• 1,824 site visits

Competency Models Support Employee Development

• Provides an opportunity to explore available models for agency positions

• Employees can compare their skills to competencies identified in a competency model

• Can use the tool to build a development plan to close any identified gaps or increase the skills in the current position

Reflect and Formalize a Plan

• Reflect on Personal Priorities

• Individual Development Plan

- Discuss career goals with your supervisor

- Document your accomplishments

- Consider Rotations, Career mentoring, NRC Open Opportunities

Transformation and Modernization: Knowledge Management and Nuclepedia Dafna Silberfeld Learning and Talent Development Branch Office of the Chief Human Capital Officer

NRCS Knowledge Management Program NRCs KM Policy

• Established in July 2006 with SECY-06-0164:

The U.S. NRC KM Program ML061550002

• The policy established a foundation for the agencys KM Program, a system of governance and roles and responsibilities The program is managed out of the Office of the Chief Human Capital Officer and guided by the NRC KM Strategy (ML20023B283).

NRCs Knowledge Management Cycle

• People: Identify knowledge and experience

• Process: Capture and collect knowledge

• Technology: Access tools to use and apply knowledge Components that make up the NRCs KM Cycle begins with the Knowledge we acquire and create

GOAL:

Office of Nuclear Security and Incident Response KM Cycle Example Address the critical knowledge gap resulting from attrition/

retirement of Emergency Preparedness Specialist-Licensing

The NRCs Internal Wiki 837 current users 509 person pages 4663 pages created

Office of Research Seminar Series

The New Employee Experience Alexus Willis Nuclear Regulator Apprenticeship Network Branch HR Training and Development Office of the Chief Human Capital Officer 42

My Employee Journey Summer Hire Co-Op Student Member of the NRAN Cohort

What is NRAN?

The Nuclear Regulator Apprenticeship Network (NRAN) is an entry-level program designed to develop well-rounded regulators in areas of projected agency skill needs, through a targeted initial training phase as a cohort, followed by 3 - 4 apprenticeships that focus on mission-direct contributions and experiences.

NRAN Cohort 2020 Vision: Excellence in service to the American people and leadership for the next generation of diverse, innovative, knowledgeable, environmentally conscious nuclear regulators.

Mission: NRAN anchors the next generation of skillful regulators by fostering diverse and innovative thinking in individuals who strive to uphold and support the NRC mission to protect public health and safety, and the environment.

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Initial Training Phase

• Meet and Greets

• Technical and Regulatory Training

• NRC Culture and Organizational Training

• Career Mentor Matching

• Team Projects

• Cohort-Led Team Building Activities

Apprenticeships with mission-direct contributions

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Closing Remarks Darrell J. Roberts Deputy Executive Director for Materials, Waste, Research, State, Tribal, Compliance, Administration and Human Capital Programs