ML23338A087

2023 Us NRC Dvaap Accomplishment and 2024 Action Plan and Signed Certification (One File)

ML23338A087
Person / Time
Issue date:	12/01/2023
From:	Dan Dorman NRC/EDO
To:
References
200500367
Download: ML23338A087 (1)

Text

Disabled Veterans Affirmative Action Program (DV AAP) Accomplishment Report

1. Agency U.S. Nuclear Regulatory Commission

2. FY 2023

3. POC Name Karen Cobbs

4. Phone (301) 415-3299

5. Methods used to recruit and employ disabled veterans, especially those who are 30 percent or more disabled (Attach supporting addendums if needed)

The U.S. Nuclear Regulatory Commission (NRC) Executive Director of Operations tasked the NRC's Office of the Chief Human Capital Officer (OCHCO) with hiring within one percent of the agency's allocated full time equivalent levels identified for 2023. Our aspirational hiring goal for 2023 was 400 external hires. This target was developed using several factors, such as projected attrition to include retirements, separations, and transfers. NRC Outreach and recruitment activities will support efforts to recruit a diverse, high-qualified workforce designed to support the agency's growth in hiring and exemplifies the transforming environment of the Agency. The NRC's workforce has a high percentage of people eligible to retire in the next 5-years and the agency continues to believe that it is important to focus on providing employment opportunities to veterans, especially disabled veterans, whenever possible. The agency made 281 permanent hires during FY 2023, of which 70 were veterans. Of the 70 veterans, 20 were veterans with a 30% or more disability.

The NRC participated in four veteran-focused outreach events during FY 2023 with the Navy Nuclear Power.

Officer Career Conference (NUPOCC); Ve Talent Veterans in IT and Cyber; Ve Talent Women Veterans Virtual career fair Naval Submarine Base Kings Bay. Additionally, the NRC hosted its first ever Career Expo which focused on candidates eligible for special hiring authorities such as veteran and disabled veterans. In addition to the outreach events, NRC hosted a virtual event for veterans on September 8th supported by NRC's Veterans Employment Resource Group (VERG).

n-he NRC also continued veteran outreach by posting online advertisements and/or vacancies with Corporate Gray Online, which i~ a military-niche employment web site connecting transitioning and former military with

~mployers. Furthermore, the NRC was featured in January 2023 edition of the Corporate Gray e-newsletter as a Featured Employer and highlighted the following vacancies under the Hot Jobs & Opportunities: Administrative Uudge (Technical full-time); Administrative Judge (Technical part-time); Administrative Judge (Legal); and Reactor Inspector Direct Hire Notice for Regional Offices in Atlanta, GA; Lisle, IL; King of Prussia, PA; and

~rlington, TX.

The NRC's Temporary Summer Student Program for 2023 included five veterans of which two converted to a Co-Operative Education Program (Co-Op) placement. There were internship offers made to additional veterans, but they were declined for a variety of reasons.

Continued on Addendum.

6. OPM DVAAP Manager Official Use Only: Is there an explanation of the recruitment and employment methods they have used?

Yes D I Somewhat D I No DI Page 1

NRC DVAAP Accomplishment Report Addendum

5. Methods used to recruit and employ disabled veterans, especially those who are 30 percent or more disabled.

The NRC may also use Office of Personnel Management's (OPM) established, government-wide Direct Hire Authority (DHA) (under Title 5 U.S.C. 3304) to recruit for certain hard to fill positions similar to competitive service agencies. The DHA allows the NRC to appoint candidates directly, without use of standard hiring procedures (rating and ranking and veterans' preference). The DHA limits the authority to only approved positions which have been identified as a critical need and/or severe shortage. The NRC has posted public notice vacancies for Engineering/Physical Science disciplines; Information Technology Information Security; Acquisitions; and Cybersecurity. These vacancies will serve as a resume database. Additionally, the DHA appointments will be used for veterans who may not qualify for non-competitive appointments as a result of their veteran's status. In short, the NRC is committed to hiring veterans who apply via this DHA.

The VERG provided advice and recommendations to the Office of Small Business and Civil Rights (SBCR) and the OCHCO regarding factors that impacted the recruitment, selection, development, retention, and well-being of veteran employees.

The NRC's Veteran's Employment Coordinator (VEC) assisted veterans in securing federal employment by providing personal assistance for veterans on a variety of issues related to federal employment. Those tasks included screening inquiries from the fedshirevets.gov portal, explaining special hiring authorities, reviewing resumes, and counseling veterans regarding their qualifications for federal positions. In addition, the VEC helped veterans navigate the USAJOBS vacancy announcement system to include helping them set up vacancy searches, setting up employment notifications, and applying for vacant positions. The VEC referred 25 individuals whose resumes are on file in the veterans resume database to Human Resource Specialists and Hiring Mangers for a variety of vacancies during the fiscal year (FY).

The NRC also works with Operation Warfighter Program (OWF), a Department of Defense internship program which provides recuperating service members with meaningful activity outside of the hospital environment and offers a formal means of transition back to the military or civilian workforce. This process assists with the Service members' reintegration to duty, or transition into the civilian work environment where they are able to employ their newly acquired skills in a non-military work setting.

Page2

7. Methods used to provide or improve internal advancement opportunities for disabled veterans (Attach supporting addendums if needed)

The NRC encourages all employees, including disabled veterans, to take advantage of the multiple tools available to improve their career advancement. Some of the tools are mentoring, preparation of an Individual Development Plan, and continuing education for technical and professional or leadership courses through virtual instructor-led, instructor-led traditional, and online self-study.

The NRC's mentoring program offers employees an opportunity to either serve as a mentor or mentee. It empowers employees that participate by providing an opportunity to set and achieve professional goals as they grow personally and professionally through the knowledge exchange. In FY 2023, 303 veterans participated in the program, 157 as mentors and 162 as mentees. Some employees participated in both capacities.

The VERG helps promote services available to the agency's veteran population to support their career development, upward mobility, and retention with the agency. They continually assist agency management and staff in gaining a thorough understanding of the responsibilities and considerations necessary to support the NRC veteran population.

The NRC's Career Enhancement and Employee Journey tools are available to all employees, including disabled veterans, and provide opportunities for career planning and development and future job opportunities.

All NRC employees, including disabled veterans, have access to a series of certificate programs and curriculums, targeted to specific needs, such as the Data Sciences (Big Data, Data Visualization, and Data Driven Decision making), the NRC Aspiring Leaders Certificate Program, the Leadership At All Levels Certificate Program, Career Enhancement, Administrative Assistant Qualification Program and Risk Informed Thinking Certificate Program. The Employee Journey tool was added to the NRC's public web site under the Career Opportunities section allowing external candidates to learn more about career paths the NRC.

8. OPM DV AAP Manager Official Use Only: Does agency explain the career advancement methods they have used?

Yes D I SomewhatO I No D I

Page 3

9. A description of how the activities of major operating components and field installations were monitored, reviewed, and evaluated (Attach supporting addendums if needed)

The agency monitors the results of all NRC hiring actions and other agency human capital activities on a quarterly basis through the Quarterly Performance Review (QPR). The QPR is a process used by the NRC to monitor progress and to address challenge areas, including veteran hiring, as appropriate. This information is compiled at the end of the FY in one comprehensive report, which is presented to the agency's senior management. This effort is coordinated for the agency through headquarters, as the NRC regional offices are too small to have separate DVAAP plans. In addition, the VEC works closely with the human resources specialists at headquarters and the regional offices to ensure a sound understanding and appropriate use of various special appointing authorities for veterans.

NRC supervisors and hiring managers are required to participate in the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) training which allows them to gain greater awareness of laws and resources available to veterans including disabled veterans.

The SBCR has delegated authority to administer NRC's civil rights programs including the Affirmative Employment Diversity Management (AEDM) Program. The AEDM Program has oversight for ensuring NRC-wide compliance with Title VI I of the Civil Rights Act of 1964 (Title VII) as amended, and Section 501 of the Rehabilitation Act of 1973 (Rehabilitation Act), which mandate that all federal personnel decisions be made free of discrimination on the basis of age, color, disability, gender expression, gender identity, genetic information, national origin, pregnancy, race, religion, sex, sexual orientation, and retaliation for engaging in protected Equal Employment Opportunity (EEO) activity in the workplace. These regulations require that agencies establish a program of EEO for all federal employees and job applicants.

The NRC follows Equal Employment Opportunity Commission's (EEOC) MD-715 guidance on the Title VII and Rehabilitation Act program management and accountability model, which calls for effective coordination between the agency's EEO programs and related human resource programs. This includes the efforts related to the Federal Equal Opportunity Recruitment Program (FEORP), the Selective Placement Programs and the DVAAP. To this end, both SBCR and OCHCO work collaboratively to ensure that regular internal audits are conducted on at least an annual basis, to assess the effectiveness and efficiency of the Title VII and Rehabilitation Act programs (including provisions for disabled veterans), and to ascertain whether NRC has made a good faith effort to identify and remove barriers to equal opportunity in the workplace. This information is reported to NRC officials and affected management, and to OPM and EEOC through performance reports.

Continued on Addendum.

10. 0PM DVAAP Manager Official Use Only: Does agency describe how they monitored, reviewed and evaluated their DV AAP Activities? (If applicable as well as for major operating components and field installations)

Yes D I Somewhat O I No DI Page4

NRC DVAAP Accomplishment Report Addendum

9. A description of how the activities of major operating components and field installations were monitored, reviewed, and evaluated.

The NRC continues to monitor the agency Affirmative Action Plan (AAP) which includes adoption of the goal of having a 12 percent representation rate for people with disabilities, both at the GG-11 level and above (including Senior Executive Service (SES)) and at the GG-10 level and below. The AAP also includes adoption of the goal of having a 2% representation rate for people with targeted/severe disabilities, both at the GG-11 level and above (including SES) and at the GG-10 level and below. Disabled veterans are covered under the AAP.

The NRC has a diversity and inclusion (D&I) element in the performance plans of SES managers and supervisors.

The NRC has an Inclusive Diversity Strategic Plan (IDSP) to demonstrate its commitment to making diversity management a priority for all NRC executives, managers, and employees, which is aligned to the agency's mission strategy. To further advance agency objectives at the management level, the NRC continues to have a Diversity Management and Inclusion Council (DMIC) to provide oversight and leadership for the agency's IDSP. The DMIC focuses on implementation of the IDSP with support from OCHCO and SBCR. Each regional office has a Diversity Management Advisory Committee that assists the Regional Administrators create open and collaborative environments. The NRC's eight EEO Advisory Committees provide input to enhance opportunities for all employees and applicants for employment through advice and recommendations made to SBCR's Director regarding factors that impact recruitment outreach, selection, promotion, placement, training and development, and upward mobility. All NRC offices are required to submit bi-annual IDSP reports related to their performance progress.

Additionally, the NRC continues with its Diversity Dialogue Project (DDP) which was developed to create an environment for raising concerns and enabling enhanced personal growth and effectiveness through the process of listening, introspection, finding meaning, and building acceptance for differing perspectives. These mechanisms are used to guide individual behaviors, decisions, and set expectations in order to achieve D&I and EEO objectives.

Page 5

11. An explanation of the agency's progress in implementing its affirmative action plan during the fiscal year. Where progress has not been shown, the report will cite reasons for the lack of progress, along with specific plans for overcoming cited obstacles to progress (Attach supporting addendums if needed)

During FY 2023, the NRC made progress in implementing its DVAAP despite the ever-changing environment.

NRC continued its outreach efforts to build and maintain partnerships with various veterans' organizations and publications by attending several outreach events and advertising in print and digital media. As of September 30, 2023, the NRC had 2,908 permanent employees on board of which 622 are veterans. Of the 622 veterans, 175 are disabled, with 123 of the veterans identifying themselves as 30% or more disabled.

12. 0PM DV AAP Manager Official Use Only: Does agency explain the progress in implementing DV AAP? If there was no progress, were there reasons for the lack of progress or challenges and specific plans for overcoming their challenges?

Yes D I SomewhatO I No D I Page6

13. POC's Name, Email, and Phone Number of Operating Components and Field Installations (If Applicable)

Not Applicable.

Page 7

Disabled Veterans Affirmative Action Program (DVAAP) Plan and Plan Certification 1 A U.S. Nuclear Regulatory Commission

. gency Karen Cobbs 3.POCName

2. FY l2024

'301) 415-3299

4. Phone Number

5. A statement of the agency's policy regarding the employment and advancement of disabled veterans, especially those who are 30 percent or more disabled. (Attach supporting addendums if needed) rThe 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 197 4, as amended (38 U.S.C. 2014 and Title S of the Code of Federal Regulations Part 720, "Affirmative Employment Programs"),

~nd Section 307 of the Civil Service Reform Act of 1978 (5U.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.

In July 2010, Executive Order 13548 was signed which required Federal agencies to improve their efforts to employ individuals with disabilities through increased recruitment, hiring, and retention of individuals with disabilities. On January 3, 2017, the Equal Employment Opportunity Commission (EEOC) issued an update to Section 501 of the Rehabilitation Act, as amended. Pursuant to 29 CFR 1614.203(e)(2), each agency is required to make an affirmative action plan for the hiring, placement, and advancement of individuals with disabilities and make it available to the pu'blic. To achieve the stated objectives, NRC drafted a FY2019 - FY2024 Disability Program Strategic Project Plan. NRC also drafted a FY 2022 annual Disability Affirmative Action Plan. As a part of both plans, NRC has adopted the EEOC's regulatory goals of 12 percent of the NRC workforce represent people with disabilities (PWD) at the GS-11 and above grade level to include Senior Executive Service, and at the GS-10 level and below. A focus will be on the 2 percent goals for people with targeted disabilities. These numbers include permanent employees, both veterans, non-veterans, and those individuals deemed to have a disability through the agency's reasonable accommodations process. The NRC will also continue to look to fill positions at any grade level for any position for which an individual with a disability meets the qualification standards and high-performance expectations of the agency. We also commit to providing Personal Assistance Services (PAS) for people with targeted disabilities who are unable to perform activities of daily living which cause a barrier to employment.

Continued on Addendum.

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

Yes Q I Somewhat() I No O I Page 1 OPM Form 5110 11 l""ltV',">

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.

As a member of the Veteran's 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 NRC's managers, supervisors and employees. Additionally, the agency's Inclusive Diversity Strategic Plan (IDSP) requires all NRC offices to submit semi-annual reports to SBCR, which include employment activities related to recruitment and advancement of individuals with disabilities (including veterans and disabled veterans).

The OCHCO Reasonable Accommodation Coordinator (RAC) 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 RAC 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.

Page 2 OPM Form 5110 1 1 / '"'lrV"'l'l

7. Total number of Employees 3087*

8. Number of Veterans k,38*

9. Number of Disabled Veterans 185*

11. Number of 30% or More Disabled Veterans 133*

12. An assessment of disabled veteran employment within the agency, with emphasis on those veterans who are 30 percent or more disabled.

!There were 3,087 employees (2,908 permanent+ 179 non-permanent) on board as of September 30, 2023. The breakdown is as follows:

~eterans: 638 (622 permanent & 16 non-permanent)

Disabled veterans: 185 ( 175 permanent & 10 non-permanent)

Veterans who are 30% or more disabled: 133 (123 permanent & 10 non-permanent)

Permanent New Hires:

There were 281 permanent new hires during FY 2023 of which 70 (25%) were veterans. Of the 70 veterans, 20 (29%) were disabled veterans with a 30% or more disability.

Promotions:

!There were 363 promotions during FY 2023 of which 66 ( 18%) were veterans. Of the 66 promoted veterans, 17 (26%) were disabled veterans with a 30% or more disability.

Mentoring:

During FY 2023, there were 303 veterans in the mentoring program of which 157 served as mentors and 162 participated as mentees (participants may serve in both capacities).

Separations:

During FY 2023, 188 employees separated from the NRC, of which 45 (24%) were veterans. Of the 45 veterans, 14 (31%) were disabled veterans and 9 (20%) were a disabled veteran with a 30% or more disability.

Support to employees called to active duty:

The NRC continued to support five 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.

• Include permanent and non-permanent employees.

Page 3 OPM Form 5110

12. OPM DV AAP 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 O I Somewhat Q I No Q I

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 enhancing 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 career fairs NRC may participate in include the following:

CorporateGray.com - online job board that connects transitioning and former (separated/retired) military personnel with employers nationwide.

Professional Diversity Network (PON)- is the exclusive and selected partner of twelve leading professional and community-based organizations offering employment opportunities to their diverse membership. PON has exclusive partnerships with several key groups including Women in Technology (WITI), Black Data Processing Associates (BDPA), National Association for the Advancement of Colored People (NAACP), National Urban League which provide access to a marketplace of truly diverse professionals. PON also has eight affinity sites:

Professional Diversity Network, military2career.com, abilitycareers.com (people with disabilities), acareers.net (recruiting Asian American talented professionals), womenscareerchannel.com, blackcareernetwork.com, lgbtqcareernetwork.com, ihispano.com. PON scrapes jobs nightly and continually posts across their network in addition to offering career fairs.

Careers and the disABLED Career Expo sponsored by Equal Opportunity Publications, Inc. focuses on job seekers with disabilities including veterans.

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 nuclear officers and warfare specialties; not just Junior Officer submariners.

Service Academy Career Conference (SACC) which is for U.S. Service Academy Graduates offers the availability of job board postings at the same time the agency participates in one of their recruiting events.

Continued on Addendum

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

Yes 01 Somewhat a No o I Page4 OPM Form 5110 11 /"'INil')

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 Veteran's 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 Veteran's 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 NRC's 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.

Page 5 OPM Form 5110 11 / ""11"\\I"\\")

15. OPM DV AAP Manager Official use Only: Does agency provide special steps that would be taken to recruit 30 percent or more disabled veterans?

Yes Q I Somewhat Q I No Q I

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 a variety of training modalities including 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

~o be successful in their current position, and in possible future advancement opportunities.

rrhe VEC will continue to assist and provide counseling for veteran employees to help match their career

~spirations to NRC needs. The VERG will continue to provide advice and recommendations to SBCR and OCHCO regarding factors that impact opportunities to appoint and promote veterans and other areas such as

~dvancement, training and development, reasonable accommodations, personal assistance services, retention,

~nd well-being of NRC veteran employees. 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 strive to 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 NRC's commitment to retaining valuable employees over a lifetime of service.

17. OPM DV AAP Manager Official use Only: Does agency provide a description of how they will provide internal advancement opportunities for disabled veterans?

Yes Q I Somewhat Q I No Q I

Page 6 OPM Form 5110 11 /"'IN'\\')

18. OPM DVAAP Manager Official use Only: If needed, does agency provide a description of how they will improve internal advancement opportunities for disabled veterans?

Yes O I Somewhat Q I No Q I Not Needed QI

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 VEC will analyze agency hiring data to inform regional offices and headquarters on the progress of veteran's employment and advancement of disabled veterans. The NRC continues to restructure the workforce to more effectively and efficiently support its safety and security mission. The NRC's workforce has. a high percentage of people eligible to retire in the next 5-years, and the NRC's Strategic Workforce Planning process identifies strategies to address potential gaps in the workforce. 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.

Page 7 OPM Form 5110 11 /*uvi'l

20. OPM DV AAP 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 O I Somewhat() I No Q I Not Applicable Q I

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 analyzing data each quarter to gauge progress and identify strategies to address deficiencies. The results will be evaluated, and strategies will be developed to address any findings. Emphasis will be placed on outreach to iveterans' organizations and ensuring that qualified veterans are properly considered for opportunities as they become available.

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

Yes() I Somewhat Q I No 01

23. OPM DV AAP Manager Official use Only: Did agency provide a description on how they will review its planned efforts? (If applicable as well as for major operating components and field installations)

Yes Q I Somewhat O I No () I

24. OPM DV AAP Manager Official use Only: Did agency provide a description on how they will evaluate its planned efforts? (If applicable as well as for major operating components and field installations)

Yes () I Somewhat O I No 01 Page 8 OPM Form 5110

25. POC's Name, Email, and Phone Number of Operating Components and Field Installations (If Applicable)

Not Applicable.

Page 9 OPM Form 5110

Plan Certification 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.

Each agency must have an agency wide plan covering all of its operating components and field installations.

Agency wide plans shall include instructions assigning specific responsibilities on affirmative actions to be taken by the agency's various 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 it. OPM may require operating components and field installations to develop separate plans in accordance with program guidance and/ or instructions.

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.

26. Dates of the Period of Time the Plan is Covered From 10/01/2023 To 09/30/2024

27. Agency Name U.S. Nuclear Regulatory Commission (NRC)

28. DV AAP Certifying Official's Name

'Daniel H. Dorman 29_ Title 'Executive Director for Operations

30. Telephone Number 301-415-7000 131_ Email IDaniel.Dorman@nrc.gov

32. DV AAP POC' s Name Karen Cobbs 33_ Title f hief, Workforce Management and Benefits Branch

34. Telephone Number r 01-415-3299 135. Email

'Karen.Cobbs@nrc.gov

36. Date Plan Last Amended IN/A 137. Date Effective I

38. DV AAP Certifying Official Daniel H.

Digitally signed by

39. Date 12/1/2023 Daniel H. Dorman Signature Dorman Date: 2023.12.01 11 :42:26 -05'00' Page 10 OPM Form 5110 11,..,,v,,.,