ML23010A092
| ML23010A092 | |
| Person / Time | |
|---|---|
| Issue date: | 01/20/2023 |
| From: | Cardona M NRC/SBCR, US Dept of Education, President's Board of Advisors on Historically Black Colleges & Univs |
| To: | |
| References | |
| SRM-LTR-22-0333 | |
| Download: ML23010A092 (16) | |
Text
2023 Annual Plan to Increase Support and Opportunities for HBCUs White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity through Historically Black Colleges and Universities Submission Instructions: By January 20, 2023, prepare and submit an electronic copy of your agencys 2023 Annual HBCU Agency Plan to the following office:
U. S. Department of Education White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity through Historically Black Colleges and Universities whireports@ed.gov 202-288-2437 The Initiative will submit your report to the Secretary of Education, the Executive Director, the Committee on Health, Education, Labor, and Pensions of the Senate, the Committee on Education and Labor of the House of Representatives, and the President's Board of Advisors on HBCUs (as established in section 3 of Executive Order 14041).
1
Part I Federal Agency Name:
U.S. Nuclear Regulatory Commission Agency Mission:
The U.S. Nuclear Regulatory Commission (NRC) licenses and regulates the Nation's civilian use of radioactive materials to provide reasonable assurance of adequate protection of public health and safety and to promote the common defense and security and to protect the environment.
Agency Plan Point of
Contact:
Email Address:
Tuwanda M. Smith, Esq., Manager, Affirmative Employment and Tuwanda.smith@nrc.gov Diversity Management Program Plan Preparation Office: Office of Small Business and Civil Rights (SBCR) 2
Part II Agency HBCU Goal(s) 1 On February 14, 2020, NRCs Fiscal Year 2021-2022 Historically Black Colleges and Universities (HBCU) Competitiveness Strategic Framework Plan was publicly issued by the White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity Through HBCUs. This plan serves as the agencys baseline for fulfilling the requirements in Executive Order 14041, White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity Through Historically Black Colleges and Universities. The agencys HBCU goals are identified in the table below.
NRCs FY 2021-2022 HBCU Competitiveness Strategic Framework Plan Goal Measurable Action Performance Timeframe Status as of Level End of Year December 2021 HBCU Goal 1: Increase (1) Campus-based (1) 25% 2022 In progress outreach to, and employment recruitment events will be of, HBCU students, including conducted at HBCUs. (2) 10%
through special hiring (2) The number of HBCU authorities. students offered noncompetitive employment will increase HBCU Goal 2: Increase Increase HBCU student 5+ 2022 In progress HBCU students participation in NRC career representation in NRC career development and placement development and placement programs or initiatives.
programs.
HBCU Goal 3: Increase the Increase annual contracting $3 million 2022 No contracts awarded percentage and amount of with HBCUs to $3 million. to HBCUs.
funds awarded to HBCUs through contracts, grants, cooperative agreements, the NRCs Scholarship and Fellowship Program, and other sources.
HBCU Goal 4: Increase (1) Increase HBCU (1) 5+ 2022 A grant was issued to opportunities for HBCUs to participation in research Florida Memorial participate in research and and development grant (2) $3 million University development, and NRC opportunities.
program-specific research 1
Goals: This is a high-level outcome you seek to achieve or improve. Agencies may have more than one goal or submit an all-inclusive goal.
3
and development (2) Increase grant awards to opportunities. $3 million. This goal will be further evaluated in FY 2022 to determine how to increase HBCU participation and awarding.
HBCU Goal 5: Increase Increase small business 5+ 2022 Increasing outreach to outreach to HBCUs and outreach, training, and HBCUs HBCU participation in the counseling geared toward NRCs Small Business NRC contracting opportunities Program (i.e., outreach, to HBCUs.
training, contract opportunities).
Metrics of Success The NRC will continue to work toward meeting the HBCU metrics identified in the NRCs FY 2021-2022 HBCU Competitiveness Strategic Framework Plan and identified in the table above.
Provide details on The NRC contracts for services related to information technology (IT) and cybersecurity, corporate Contracts, Grants and support and research, and engineering. The NRC provides an annual forecast of contract opportunities, Other Funding which includes opportunities open to institutions of higher education (IHEs), including minority serving Opportunities in which institutions (MSIs)/HBCUs. The NRC works collaboratively to develop public-private partnerships geared IHEs may participate toward increasing contracting opportunities for HBCUs, transferring knowledge to HBCUs about (Include contract cycles) participating in Federal contracting and NRC prime and subcontract opportunities and doing business with the NRC.
The NRCs current Global Infrastructure and Development Acquisition (GLINDA) Blanket Procurement Acquisition (BPA) has six awardees, two of which are small businesses. The BPA has a 6-year period of performance and an estimated value of $679 million. It provides the NRC with a wide range of IT infrastructure and application maintenance and operations services. For example, Symposit LLC (a GLINDA subcontractor) is a Small Business Administration (SBA)-certified small disadvantaged Business and SBA-certified 8(a) firm that provides modern IT solutions. Symposit participates in the National Institutes of Healths Path to Excellence and Innovation Program, which provides partnership opportunities between Government contractors and HBCUs to assist HBCUs in securing Federal Government contracts. In addition, Symposit actively recruits and engages with local HBCUs from the DC metro area for consideration as Government contractor support. Similarly, Immersive Concepts, LLC (Immersive), is an SBA 8(a) firm and HUBZone Certified Business that provides technical innovation and professional services to the Federal Government and public-private sectors. Immersive is a prime contractor on three NRC multimillion-dollar contracts. Immersive has a memorandum of understanding (MOU) with Bowie State University and is in active discussions with Howard University to hire its undergraduate students to work on acquisition contracts that Immersive has with the Federal Government and the public-private sectors and to pay students tuition so they can acquire their graduate degree/certifications. For example, Immersives contract with the NRC for multimedia services includes support from an HBCU graduate that recently received a master's degree in information technology (IT) 4
from Bowie State University. Moreover, Immersive currently employs graduates and active students from several HBCUs to support their public and private sector contracts, which include Morgan State University, Howard University, Florida Agricultural and Mechanical University, Bowie State University, Spelman College, North Carolina Agricultural and Technical State University, Tennessee State University, and Virginia State University.
The NRCs University Nuclear Leadership Program (UNLP) (formerly the Integrated University Program (IUP)) awards $16 million annually through nuclear education-related competitive grants to IHEs for scholarships and fellowships, faculty development, research and development, and scholarships for 2-year trade schools and community colleges. Students supported under an NRC scholarship or fellowship must agree to serve in the nuclear industry for a period of time, as required by the NRC service agreement.
Program FY2022 Funds FY2022 Funds HBCU Funding Goal Additional Comments Categories to All IHEs ($) to HBCUs for FY2023 (% and or FY20222 $)
Research & $9.9M $0 N/A To increase MSI participation, a selection criterion was added Development to the proposal technical evaluation process incentivizing MSI partnerships, whereby institutions could receive up to 10 points when including a MSI partnership in the project description.
Program $0 $0 N/A N/A Evaluation Training $0 $0 N/A N/A Facilities and $0 $0 N/A N/A Equipment Internships (N/A), Estimated FY 2022 NOFO N/A Nuclear Leadership Program (formerly the Integrated Traineeships Budget $10M has not been University Program).
(N/A), issued, and no Scholarships, awards have Fellowships and been made.
Recruitment Strategies 2
Program Category definitions can be found in Part III: Definition of Terms 5
Direct $0 $0 N/A N/A Institutional Subsidies Private-Sector $0 $0 N/A N/A Involvement Administrative $0 $0 N/A N/A Infrastructure Economic $0 $0 N/A N/A Development Other Activities $0 $0 N/A N/A TOTALS $16M N/A N/A Part III (1) List the programs and initiatives at your agency in which an HBCU may participate. (Agencies may include a comprehensive list as an addendum.)
The Office of Small Business and Civil Rights (SBCR) administers the NRCs Minority Serving Institutions Program (MSIP), which includes a HBCU Program and several MSI subprograms. The MSIP was established in 2006, to promote a diverse skilled workforce pipeline. The program manager for the MSIP/HBCU program serves as the agencys point of contact and assist HBCUs in their efforts to interact with the NRC.
HBCUs are encouraged to participate in NRCs regulatory planning and decision-making processes open to the public (if applicable), programs, activities, training, development, job placement, employment, and funding opportunities (e.g., grants, contracts).
The following programs may be of particular interest to HBCUs:
Temporary Student Internship Program Nuclear Regulator Apprenticeship Network (NRAN) Program Student Cooperative Education Program Honor Law Graduate Program Law Clerks Training/Hiring Programs (e.g., Atomic Safety and Licensing Board Panel, Advisory Committee on Reactor Safeguards)
Resident Inspector Development Program 6
Direct Hire Authority Program (under 5 U.S.C. 3304)
NRC grants programs NRC contracts (2) How is the agency approaching implementation of actions pursuant to EO 14041 and the HBCU Partners Act? What steps has your agency taken to strengthen the capacity of HBCUs to participate or be eligible to participate in the programs and initiatives under your agencys jurisdiction?
The NRCs FYs 2021-2022 HBCU Competitiveness Strategic Framework Plan (Plan) was drafted in accordance with mandates from the White House Policy Management Counsel to improve the competitiveness, capacity, and contributions of HBCUs (e.g.,
participation in Federal programs, career development and placement, and funding opportunities). The Plan follows the model Framework for the Development of a Federal HBCU Competitiveness Strategy, which was issued to agencies on February 14, 2020. The NRCs Plan serves as the agencys baseline for advancing and achieving the goals of the Biden administration and mission of Executive Order 14041, White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity Through Historically Black Colleges and Universities, dated September 3, 2021.
(3) What changes is the agency making to policies and practices to ensure that barriers to participation for HBCUs are addressed and removed?
In accordance with Title 29 of the Code of Federal Regulations (CFR) 1614.102(a), the NRC, similar to other Federal agencies, is required to maintain a continuing affirmative program to promote equal opportunity and to identify and eliminate discriminatory practices and policies. Under 29 CFR 1614.102(a)(3), the agency is required to conduct a continuing campaign to eradicate every form of prejudice or discrimination from the agencys personnel policies, practices, and working conditions. Agencies are also required to follow Equal Employment Opportunity Commissions (EEOC) guidance, including the instructions to Federal agencies set forth in Management Directive 715 (MD 715). Under MD 715, the Equal Employment Opportunity (EEO) Director is responsible for the implementation of the affirmative employment program, including matters to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity. SBCR conducts a thorough barrier analysis of the agencys workforce, involves senior managers in the barrier analysis process (including development and implementation of action plans), conducts root-cause investigations, and reports to the EEOC on the agencys progress.
Additionally, 29 CFR 1614.102(a)(13) requires Federal agencies to participate at the community level with other employers, schools and universities, and public and private groups in cooperative action to improve employment opportunities and community conditions that affect employability.
7
(4) Provide details on grant and contract funding provided to HBCUs from your agency during FY22.
GRANTS/COOPERATIVE AGREEMENTS There were no grants/cooperative agreements provided to HBCUs during FY 2022.
CONTRACTS The NRC contracts for services related to IT and cybersecurity, corporate support, research, and engineering. The agency provides an annual forecast of contract opportunities, which includes opportunities open to institutions of higher education, including HBCUs.
In FY 2021, the NRC received an SBA Scorecard grade of A+, which is the highest grade available. The Scorecard measures the agencys efforts toward achieving prime and subcontract small business goals, as well as the compliance, technical assistance, and outreach activities of the NRCs Small Business (SB) Program. The NRCs specific achievements include exceeding all five of its prime contract goals, such as more than doubling the goal for contracting with women, service-disabled veterans, and companies located in historically underutilized business zones.
In FY 2022, the NRC worked collaboratively to develop public-private partnerships geared toward increasing contracting opportunities for HBCUs, transferring knowledge to HBCUs about participating in Federal contracting, NRC prime and subcontract opportunities, and doing business with the NRC. The agency recently launched its HBCU contracting support program, so it is too early in the developmental process to determine the correlation between the increase in small business goals and HBCU requirements. There were no contracts awarded to HBCUs during FY 2022. However, the Affirmative Employment and Diversity Management/MSIP and SB program staff collaborated to provide the following support to HBCUs:
The SB Program partnered with the National Institute of Health (NIH) in its educational campaign. The NRC was offered a featured spot to collaborate with the NIH on its HBCU Contracting Competitiveness Academy Pilot Program, which offers selected agencies the opportunity to participate in outreach events designed to promote contracting opportunities for HBCUs and explain how to conduct business with the agency. This outreach event assists HBCUs with navigating the Federal procurement process, identifying contract opportunities, and enhancing their competitiveness when bidding on agency acquisitions.
The SB Program currently works with small businesses that have MOUs with HBCUs to market research efforts and identify the capabilities of the small business marketplace to support upcoming agency requirements. The MOUs with HBCUs state that these small businesses are required to participate in recruitment efforts with local HBCUs and send their employees to a local HBCU for a higher education degree, thereby improving the skills and qualifications of the staff supporting the agency.
The SB Program offers one-on-one counseling sessions and resources, such as the Small Business Toolbox, to businesses and institutions of higher education, including HBCUs, regarding how to effectively identify relevant business opportunities.
The Toolbox has been essential in assisting businesses to navigate the agencys purchasing practices for acquisition opportunities that range from $15,000 to over half a billion dollars.
8
The NRCs current GLINDA BPA has six awardees, two of which are small businesses. The BPA has a 6-year period of performance and an estimated value of $679 million. It provides the NRC with a wide range of IT infrastructure and application maintenance and operations services. For example, Symposit LLC (a GLINDA subcontractor) is an SBA-certified small disadvantaged Business and SBA-certified 8(a) firm that provides modern IT solutions. Symposit participates in the NIH Path to Excellence and Innovation Program, which offers partnership opportunities between Government contractors and HBCUs to assist HBCUs in securing Government contracts. In addition, Symposit actively recruits and engages with local HBCUs from the Washington, DC, metro area for consideration as Federal Government contractor support.
Similarly, Immersive is an SBA-certified 8(a) firm and HUBZone Certified Business that provides technical innovation and professional services to the Federal Government and public-private sectors. Immersive is a prime contractor on three NRC multimillion-dollar contracts. Immersive has an MOU with Bowie State University and is in active discussions with Howard University to hire its undergraduate students to work on acquisition contracts that Immersive has with the Federal Government and the public-private sectors, and to pay students tuition so they can acquire their graduate degrees or certifications. For example, Immersives contract with the NRC for multimedia services includes support from an HBCU graduate who recently received a masters degree in IT from Bowie State University. Moreover, to support its public and private sector contracts, Immersive currently employs graduates and active students from several HBCUs, which include Morgan State University, Howard University, Florida Agricultural and Mechanical University, Bowie State University, Spelman College, North Carolina Agricultural and Technical State University, Tennessee State University, and Virginia State University.
(5) Identify federal programs and initiatives under the jurisdiction of your agency in which HBCUs are underrepresented and describe the plan, where appropriate, to address those disparities.
The NRC has three recruitment programs that focus on, current college students and recent graduates to build its talent pipeline.
These recruitment programs include summer interns, the NRAN Program, and co-ops. The NRC is also committed to increasing the number of entry-level hires, through formal training programs such as the NRAN and through non-NRAN entry-level positions.
Although progress has been made, additional progress is required to increase diversity within these programs. The subsections below give a summary of each program.
TRAINING AND PLACEMENT PROGRAMS Temporary Summer Student Internship Program A key resource for improving diversity in the NRCs workforce pipeline is its summer internships, during which students are employed by the NRC for the summer. The agency selected a total of 60 students for the FY 2022 Temporary Summer Student Internship Program (TSSIP), two of which attended HBCUs (Howard University and Morgan State University). The TSSIP offers internships to students pursuing a variety of degrees, including but not limited to engineers, scientists, IT, accounting, and business majors who maintain a minimum 2.85 GPA. The TSSP occurs between May and August.
The NRC posts the vacancy announcement for the TSSP on www.USAJobs.gov each year from late August through late October.
9
The vacancy announcement was placed on USAJobs August 29, 2022, and closed October 31, 2022.
The starting salary is $33,221 (GG 04-09).
U.S. citizenship is required.
Answers to frequently asked questions (FAQs) are available at https://www.nrc.gov/about-nrc/employment/students-summer-faq.html.
Nuclear Regulator Apprenticeship Network Program The NRAN Program is a paid, full-time, 18-month training program for outstanding engineers and scientists who are graduating (B.S., M.S., PhD) and wish to start an advancement-oriented career. U.S. citizenship is required. The program is designed to develop well-rounded regulators by focusing on skill development in multiple areas across the agency through the support of mentors and NRC leaders. Participants gain real-world experience by completing three to four separate apprenticeships with technical experts to build a fundamental skill set to support future career growth. The NRAN Programs goal is to recruit, hire, develop, and retain recent college graduates who possess a technical degree (e.g., engineering, science, health physics; science, technology, engineering, and mathematics disciplines (STEM)) to fill critical skill gaps and projected vacancies in regulatory positions. The NRCs first NRAN cohort started in 2020, with future cohorts launching every 2 years. The first cohort consisted of 23 new NRAN employees, including four students from HBCUs (Alabama Agricultural and Mechanical University and South Carolina State University). Recruitment for the second group took place from September 2, 2021, to December 21, 2021. There are currently 25 members in the 2022 Cohort including one student from an HBCU (Alabama Agricultural and Mechanical University); this group began in July 2022.
Frequently Asked Questions (FAQs) about the NRAN Program are available at https://www.nrc.gov/about-nrc/employment/nran-faq.html.
Honor Law Graduate Program Each year, the NRC selects a small number of graduating law students or judicial law clerks to serve in the agencys Honor Law Graduate Program (HLGP), which is the agencys primary mechanism for hiring entry-level attorneys. During the open period for the HLGP vacancy, the Office of the Chief Human Capital Officer (OCHCO) staff conducted recruitment outreach with the National Black Law Students Association, Howard University School of Law, University of the District of Columbia, and Texas Southern University.
The agencys Professional Development Committee identified mentors for incoming honor law graduates. In 2022, four employees were hired in the HLGP (i.e., non-HBCU students).
Student Cooperative Education Program The Student Cooperative Education Program (Co-Op) establishes student co-op appointments initially as 13-month terms rather than as permanent appointments, with flexibility to extend in appropriate increments (typically 1 year or less), for up to 120 days after the students expected graduation. This ensures that students remain eligible for Federal benefits, and it affords the NRC the flexibility to convert successful Co-op Program participants to term or permanent positions. When implementing co-op appointments, NRC is committed to these future conversions. The NRCs high conversion rate has helped make its student employment programs an especially successful pipeline to meet long-term agency needs. As of September 30, 2022, the NRC 10
employed a total of 50 co-ops in the program, including one student attending South Carolina State University and one attending Howard University.
(6) Provide a description of how your agencys proposed efforts to increase the capacity of HBCUs to compete effectively for grants, contracts, or cooperative agreements in FY23.
Grants/Cooperative Agreements HBCUs face two commonly known challenges related to grants acquisition at the NRC. First, the NRC grants support research and development and education programs for nuclear science, engineering, technology, and related disciplines to develop a workforce capable of supporting the design, construction, operation, and regulation of nuclear facilities and the safe handling of nuclear materials. The program provides financial assistance for projects relevant to the NRCs programmatic mission. Many HBCUs offer broadly focused STEM related programs which limit the number of HBCUs from competitive review. In 2021, the NRC addressed this area by expanding the program scope outlined in its Notice of Funding Opportunity (NOFO) to provide a more level playing field for MSIs. The NRC encouraged IHE partnerships with HBCUs through the FY 2022 NOFO. The NRC will continue to conduct outreach activities to promote HBCUs awareness of and involvement in NRC funding opportunities. The agency will continue to solicit volunteers from HBCUs to serve as grant proposal reviewers, and AEDM will monitor pre- and post-award grant administration processes to ensure equal opportunity and equity in all operating phases of the programs.
Second, a gap exists because of a lack of NRC Federal financial assistance available to support MSIs and HBCUs. In 2017, as part of the agencys Project Aim (An effort to find ways for the NRC to plan and execute its mission in a more effective, efficient, and agile manner) recommendations for corporate support reductions, the NRC discontinued the Minority Serving Institutions Grants Program (MSIGP). Before that time, the NRC had been repeatedly identified as having a model MSIP and was a top supporter of HBCUs. From 2006 through 2017, the MSIP conducted extensive outreach and provided support services to HBCUs. In 2022, the agency restarted NRCs MSIP/MSIGP to address current challenges MSIs/HBCUs face in applying for NRC funding, which will create an immediate return on NRC investments, as demonstrated through the formerly conducted MSIGP conducted from 2006-2017.
Acquisitions Examples of contracts that universities currently support at the NRC and for which the agency intends to purchase in the future include systematic human performance data collection, motor-operated valve training, alternative dispute resolution neutral services, guidance for evacuation time estimate studies, research on degrading under dry storage and transportation conditions, and technical assistance for the reactor and environmental programs. The annual Forecast of Contract Opportunities lists all current active contracts and awarded amounts at the agency. The SB Toolbox is a great resource to identify procurement opportunities at the NRC and the DOE national laboratories the NRC works with across the Nation.
While the NRC has not made any prime/subcontract contract awards to HBCUs, the agency is actively engaging with HBCUs to explain how to identify and respond to agency prime and subcontract opportunities, along with what resources are available to 11
HBCUs to expand their footprint into the Federal marketplace. The staff will continue to: (1) Schedule counseling sessions to explain the resources available under the SB Toolbox and how to effectively use them; (2) Provide information on Federal procurement opportunities, mentor/protégé and support programs, important things to know and do, how to get on the U.S. General Services Administration contractor vendor list, and best practices for doing business with the Federal Government; (3) Explore contractors recruitment practices and participation in HBCU contracting programs during market research for upcoming agency contract opportunities; and (4) Partner with the NIHs HBCU Contracting Competitiveness Academy Pilot Program to showcase the services offered by the SB Program to assist HBCUs identify and respond to contract opportunities. Additionally, the staff have implemented a Helpline Support button to access assistance during normal business hours on how to use resources in the SB Toolbox.
(7) Describe any progress your agency has made towards advancing or achieving the mission of Executive Order 14041 and the HBCU PARTNERS Act in the past year.
The NRCs FYs 2021-2022 HBCU Competitiveness Strategic Framework Plan serves as the agencys baseline for advancing and achieving the goals of the Biden administration and mission of Executive Order 14041, White House Initiative on Advancing Educational Equity, Excellence, and Economic Opportunity Through Historically Black Colleges and Universities, dated September 3, 2021. The NRC will continue to work towards meeting the HBCU metrics identified in the Plan. The NRC's outreach and recruitment strategy will help to develop a diverse pipeline of candidates who possess critical skills and educational backgrounds to meet the demands of the NRC. The following paragraphs provide examples of agencywide progress towards achieving the mission of E.O. 14041 during FY 2022.
Recruitment Outreach This years outreach and recruitment schedule includes the mix of schools, professional organizations, and diversity events that will sustain the NRCs strong relationships now and into the future and generate applicants for all positions, including entry-level and summer-hire positions. During calendar year 2022, the NRC participated in twelve recruitment events which included the following:
2022 White House HBCU Conference Week; Alabama Agricultural and Mechanical University (civil, electrical, and mechanical engineering and business management); Florida Memorial University (radiochemistry and radiobiology); Fort Valley State University (STEM pipeline for underrepresented minorities and female students); North Carolina Agricultural and Technical State University (information technology and cybersecurity); Southern University and Agricultural and Mechanical College (civil, environmental, electrical, and mechanical engineering; computer science; physics, mathematics, chemistry, criminal justice, accounting, finance, management and marketing); South Carolina State University (nuclear engineering and health physics); Grambling State University (chemistry, cloud computing, computer science, cybersecurity, mathematics, physics, accounting, marketing, and criminal justice);
Lincoln University (accounting, chemistry, criminal justice, finance, information technology, mathematics, physics and environmental science); Howard University (chemical, civil, computer, electrical, and mechanical engineering; computer science, accounting, finance, marketing and computer information systems); Morgan State University (civil, electrical & computer engineering; computer science, information systems, finance, engineering, and physics); and the Atlanta University Center Consortium Federal Career Fair, which included all eligible disciplines offered at Clark Atlanta University, Morehouse College, Morehouse School of Medicine, and Spelman College.
12
University Champions The NRC developed the University Champions (UC) Program as part of the agencys overall human capital strategy to position the NRC to be as competitive as possible in this evolving environment. Through this program, NRC managers and senior staff volunteer to serve as emissaries of the NRC and establish a close individual liaison with university officials. A UC establishes a high-level presence on a university campus. NRC currently has fourteen UCs at eleven HBCUs. Examples of UC activities include the following:
Participate in meetings with engineering and science department heads, professors, and career counselors to discuss student and entry-level employment opportunities and disciplines of interest to the NRC.
Provide NRC grants information and promote the NRC as an employer of choice.
Participate in career fairs and conduct classroom technical presentations.
Conduct NRC information sessions for student organizations.
Review résumés for the TSSP or other vacancies at the agency.
Participate on campus by serving on panels or technical advisory committees, or as a guest lecturer or speaker.
Develop webinars and host résumé clinics.
NextGen The agencys NextGen cohort is a group of NRC staff members who have volunteered to help attract, recruit, and retain the next generation of nuclear regulator leaders to better position the NRC to support future nuclear energy demands. The group helps to coordinate events between the staff and summer interns, foster workplace engagement, and participate in internal and external networking opportunities to increase the NRC's presence in the local community and at recruitment events. The NextGen cohort leads efforts to identify gaps and solutions for optimizing recruitment of the next generation of regulators. The group also helps the agency identify and address needs as the NRC and the nuclear industry evolve.
Summer RISE Program The NRC Chapter of Blacks in Government and the Advisory Committee for African Americans, along with SBCR, cohosted the agencys FY 2022 Montgomery County Public Schools Summer RISE Program, which works with local companies to provide opportunities to high school students (connecting students to careers). Each July, the NRC staff provides rising juniors and seniors with in-person or virtual enriching summer career-based learning experiences.
13
Montgomery County Science Fair The NRC staff members helped coordinate and participated in the 2022 Hybrid Montgomery County Science Fair targeted to high school students. On May 9, 2022, in the Commission Hearing Room, the NRC honored local high school students who received NRC community awards during the March 2022 Montgomery County Science Fair. A panel of NRC judges chose the winners, who demonstrated scientific excellence in their research projects that correlated with the NRC's mission. The students YouTube video presentations summarizing their projects were played during the ceremony for the Commission and the Executive Director for Operations. Those NRC employees who volunteered to judge the projects were also recognized during this program. The NRC staff was invited to attend the ceremony in person or virtually to support these impressive participants while they presented their projects.
EmbraceNRC The EmbraceNRC summer 2022 program consisted of a team of NRC employees (volunteers and ambassadors) who welcomed summer interns to the agency. From June 2 to August 4, the program provided a broad range of experiential learning activities, including the introduction to the NRC; a social welcome event; NRC history; lunch chats with the staff; and sessions titled Back to Basics: Nuclear Science and Reactor; Constructing a Nuclear Power PlantVogtle Edition; Perspectives on Risk-Informed Decision-Making; Health Physics; Cybersecurity Oversight Program; Staying Alert: The Importance of the NRCs Drug & Alcohol Policy at Nuclear Power Plants; High-Level Waste: Policy and Plans; Careers in Acquisitions/Agency/Approach to Contracting and How We Leverage National Labs; Inner Workings of the NRC: How Things Actually Get Done & Giving Presentations; Lets Talk Culture: Change Agents x EmbraceNRC; Decommissioning Financial Assurance; Walking in Two Worlds: (1) Tribal Liaison (2)
Advisory Committees and Affinity Groups; and Inspecting the Inspectors: The Role of the Inspector General at the NRC.
(8) Describe how your agency plans to encourage public sector, private sector, and community efforts to improve the capacity of HBCUs to compete effectively for grants, contracts, or cooperative agreements, and to participate in programs and initiatives under the jurisdiction of your agency.
GRANT/COOPERATIVE AGREEMENTS The NRC plans to continue provide funding opportunities and encouraging HBCUs to apply for our competitive grants, which are described in the following paragraphs.
The NRCs Office of Nuclear Regulatory Research (RES) awards $16 million annually through two nuclear education-related grants.
RES issues two NOFO announcements each year on Grants.gov.
The NRC invites research and development (R&D) projects that complement its current research portfolio and that help the NRC prepare for upcoming challenges. The NRC seeks projects that provide a variety of direct and indirect, near- and long-term benefits.
The NOFO identifies research areas of particular interest. The estimated budget for the R&D Program is $6 million. Individual grant funds may be requested up to $500,000 for a 3-year project period. The NRC anticipates that it may award up to 12 grants as a result of this NOFO. All R&D grants are fully funded upon award.
14
RES also issues a University Nuclear Leadership Program (UNLP) NOFO for scholarships, fellowships, trade school and community scholarships, and faculty development. The total amount of funding available for the scholarship, fellowship, distinguished faculty advancement, and trade school and community college programs is $10 million. Scholarship grants are awarded for a year period, and funds may be requested for up to $200,000. Fellowship grants are awarded for a 4-year period, and funds may be requested for up to $400,000. Distinguished Faculty Advancement grants are awarded for a 4-year period, and funds may be requested for up to $500,000.Trade school and community college grants are awarded for a 2-year period, and funds may be requested for up to $150,000. All UNLP grants are fully funded upon award.
Additionally, the MSIGP, which is administered by the SBCR, issues grants to support MSIs including HBCUs. The MSIGP provides
$1 million in funding for scholarships and fellowships in exchange for the transfer of knowledge and skills relevant to nuclear safety, security, environmental protection, or any other field the Commission deems critical to its mission. The NRC anticipates that up to five grants may be awarded as a result of the MSIGP NOFO. The number of awards depends on the number, quality, duration, and costs of the applications received. Scholarships will be awarded for a 1-2-year period, and funds may be requested for up to
$100,000 total costs (direct costs and facilities and administrative costs) for the project period. A scholarship student may not receive more than $10,000 per year or exceed $20,000 over a 2-year period. Fellowships will be awarded for a 4-year period, and funds may be requested for up to $400,000 total costs (direct costs and facilities and administrative costs) for the project period. A postgraduate student may not receive funding in excess of $50,000 per year or exceed $200,000 over a 4-year period.
The RES and SBCR grants both require student recipients to sign a service agreement, committing them to obtaining nuclear-related employment upon graduation. This employment may be with nuclear-related industries, the NRC or other Federal agencies, national laboratories, or academia.
CONTRACTS Incorporate the information previously provided under questions 4 and 6, in this section.
(9) Provide any other information relevant to promoting opportunities to fund, or partner, contract, or otherwise interact with, HBCUs.
The NRC continues implementing strategies to recruit and onboard 400 new employees in FY 2023 to cover anticipated losses and fill skill gaps to conduct mission-critical work identified through the Strategic Workforce Planning process. The NRC plans to fill these positions through the recruitment programs mentioned throughout this document, and methods described related to the aforementioned grant and contracting opportunities.
15
(10) Provide examples of any HBCU partnerships formed and new opportunities developed during FY22.
The NRC has formed longstanding partnership alliances with each White House Initiatives office, other Federal agencies, public-private sector organizations, academia (including HBCUs), and a host of stakeholders to help realize the goal of diversity and inclusion in all NRC opportunities (e.g., processes, programs, training, development, employment, grants, and contracts). Examples of HBCU partnerships initiated/continued during FY 2022 are described in the following bulleted paragraphs.
The NRC participated in the White House 2022 National HBCU Week Conference. The NRC serves on the HBCU Inter-agency Working Group, Conference Planning Committee, and the Federal Funding Opportunity Cluster. The NRC conducted a Conference workshop on Identifying Mega Federal Dollars that Advance HBCU Economic Opportunities, which included presentations by the Director of SBCR (also NRCs OSDBU), and representatives from RES, the National Nuclear Security Administration, and the Department of Energy. The purpose of the workshop was to provide insight into types of educational programs, funding opportunities, and other Federal money available to institutions and to inspire HBCU participation in pursuing those funds. Members of the agencys Advisory Committee for African Americans represented NRC at the Journey Across the Federal Government Meet and Greet, and OCHCO and SBCR participated in the HBCU Conference Career Fair.
The MSIP staff collaborated with and sent numerous notifications to our HBCU partner contacts regarding NRCs NOFOs, events, activities, announcements, and solicitations such as, the TSSIP, virtual hiring session for an Emergency Preparedness Specialist and vacancies for Advisory Committee Board Members. Staff also collaborated and sent notifications regarding other Federal agencies programs, events, activities, announcements and job and funding opportunities to support Governmentwide HBCU involvement and participation.
The MSIP/HBCU program manager participated in Fort Valley State Universitys annual 39th Energy Career Day Conference and attended the annual member consortium meeting.
The MSIP/HBCU program manager served as a panelist for the Deloitte Services Civil Government Sector Strategy &
Transformation Speaker Series. The panelist were women at the forefront of HBCU partnerships with Civil Government agencies (and included leadership from the White House Initiative). The panel discussion focused on Collaborating with HBCUs to Deliver Results in Civil Government Agencies.
The MSIP/HBCU staff, along with OCHCO Recruitment program manager, and Deputy Director from NRCs Region II office participated in an informational exchange meeting with a representative of an HBCU consortium (comprised of Clark, Spellman, and Morehouse) to discuss increase UC and Region II participation in recruitment efforts, Career Fairs, etc. Staff presented on NRCs funding opportunities (e.g., grants, contracts) and agency programs including the MSIP/MSIGP restart.
The SB program manager partners with NIH and NRCs prime- and sub-contractors to promote vendor partnerships with HBCUs and their students (See responses provided for questions 4 and 6).
16