ML24143A165

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Fy 2024 Accomplishments and Action Plan in Support of Executive Order 14045 and the White House Initiative on Advancing Educational Equity, Excellence and Economic Opportunity for Hispanics (Whhi)
ML24143A165
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U.S. Nuclear Regulatory Commission s Accomplishments & Action Plan In Support of Executive Order 14045 and the White House Initiative on Advancing Educational Equity, Excellence and Economic Opportunity for Hispanics

Table of Contents Section I: About Our Agency.......................................................................................................................................................... 2 Section 2: Topline Accomplishments in Support of the Hispanic/Latino Community...................................................................... 2 Section 3: Actions in Support of the Hispanic/Latino Community.................................................................................................. 8 Section 4: Assessment - Communications and Public Engagement with Latino and Spanish-Speaking Communities................... 16 Section 5: Assessment - Hispanic Representation in Agencys Workforce.................................................................................... 17 Section 6: Assessment - Agencys Funding, Contracting & Collaboration with Hispanic Owned Businesses, Hispanic Serving Institutions (HSIs), & Latino not-for-profit organizations............................................................................................................. 19 A. Narrative on Actions to Advance Inclusion of Hispanic-Owned Businesses in Your Agencys Procurement........................................................ 19 B. Narrative on Agency Funding to, and Collaboration With, Hispanic Serving Institutions (HSIs).......................................................................... 21 C. Narrative on Agency Funding to, and Collaboration with, Latino Organizations................................................................................................ 24 Section 7: Supplemental Materials.............................................................................................................................................. 25

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Section I: About Our Agency Agency Name: U.S. Nuclear Regulatory Commission

Agency Mission: The U.S. Nuclear Regulatory Commission (NRC) licenses and regulates the Nations civilian use of radioactive materials to provide reasonable assurance of adequate protection of public health and safety, to promote the common defense and security, and to protect the environment.

Key links:

  • Agency primary web site: nrc.gov
  • Agencys DEIA plan: While NRC did not update our current equity plan (link provided above) through the implementation of Executive Order 14035, our current Inclusive Diversity Strategic Plan focuses on similar elements of diversity, equity, inclusion, and accessibility.

Key Social Media Accounts:

  • Agency: Facebook, Twitter, Instagram, LinkedIn
  • Secretary: N/A
  • Other key offices accounts: N/A

Section 2: Topline Accomplishments in Support of the Hispanic/Latino Community and EO 14045 In issuing Executive Order (EO) 14045, President Joe Biden re -establish ed, and expanded the scope of the White House Hispanic Initiative. This EO outlines twelve policy goals for federal agencies to ad vance to address equity and access issues affecting Hispanic/ Latino, Spanish -dominant and immigrant students, families, parents, workers ; Hispanic Serving Institutions ; Latino organizations and others in the Hispanic and Latino communities directly impacted by this work.

Please list your agencys topline accomplishments since January 2021 in support of EO 14045 policy goals listed below.

POLICY PRIORITIES:

1: Childhood & Family Success A. Increasing Hispanic and Latino children's and families' access to and participation in high -quality early childhood programs and services that promote children's healthy development and learning, prepare them for success in school, and affirm their cultural and linguistic identity.

B. Addressing the inequitable treatment of Hispanic and Latino children, such as eradicating disparities in disciplinary actions.

C. Enhancing student support services and fostering positive engagement among schools, families, community leaders, and communit y-based organizations to increase the high school graduation and post-secondary attendance rates and decrease the high school dropo ut rate for Hispanic and Latino students.

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D. Promoting a positive school climate that supports equitable access to and participation in college-readiness, advanced placement courses, and internship opportunities, as well as innovative dropout prevention and recovery strategies that better engage Hispanic and Latino youth in their learning, help them progress academically as needed, and provide those who have left the educational system with pathways to reentry.

2: HSI & Higher Education Capacity E. Breaking down barriers that impede the access of higher education institutions that serve Hispanic and Latino students, such as Hispanic Serving Institutions (HSIs), to Federal funding, and strengthening the capacity of those institutions to participate in Federal programs, partnerships, and opportunities (such as the Intergovernmental Personnel Act temporary assignments to work in federal agencies).

F. Ensuring that all Hispanic and Latino students have access to excellent teachers, school leaders, and other professionals, including by supporting efforts to improve the recruitment, preparation, development, and retention of qualified, diverse teachers and school leaders and other professionals who understand students lived experiences and can effectively meet their learning, social, and emotional needs.

G. Supporting and improving data collection related to Hispanic and Latino students and the implementation of evidence -based strategies to increase the participation and success of Hispanic and Latino students in all levels of education and prepare them for c areers and civic engagement.

H. Increasing general understanding of systemic causes of educational challenges faced by many Hispanic and Latino students, whether these students are in urban, suburban, rural, or migrant learning environments, and working across Federal agencies to address these challenges.

3: Workforce Development & Economic Success I. Advancing racial equity and economic opportunity by connecting education to labor market needs through programs such as dual enrollment, career and technical education, registered apprenticeships, work-based learning, and career advancement, particularly in the fields of science, technology, engineering, and mathematics.

J. Ensuring that Hispanic and Latino communities have access to resources for economic success, such as in the areas of financial education, small business development, entrepreneurship, arts, science, technology, engineering, and mathematic s.

K. Ensuring equitable access to educational resources, professionals, and technology, including by addressing racial disparities in school funding and expenditures.

L. Eliminating discriminatory enrollment, housing, transportation, and other policies that lead to racial and socioeconomic segr egation among and within schools.

Additional Criteria Prioritized by the Initiative and Initiative Chair:

4: Federal Workforce Opportunity M. Promoting strategies to enhance representation from diverse communities, including the Hispanic and Latino communities, in the federal workforce (including student volunteers, internships, fellowships, Intergovernmental Personnel Act authority assignments, career jobs, full-time and volunteer appointments, etc.) and addressing historical barriers that can increase Latinos access to serve more equitably, and thrive in, the federal government.

5: Federal Procurement and Economic Opportunity

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N. Addressing historical barriers and promoting strategies to ensure that the Hispanic and Latino communities (including Hispani c-Owned Businesses and Hispanic Serving Institutions) have equal opportunity to access federal procurement opportunities, federal g rants, federal research and development funds and other funding resources.

Lead Office(s) Which policy within the Agency goal letter(s) A-Responsible for Accomplishments Public Links if Available N noted above this does this relate Accomplishment to?

Office of Nuclear UNIVERSITY NUCLEAR LEADERSHIP PROGRAM (UNLP) Grants.gov N Regulatory The UNLP provides grants to academic institutions in support of education in Research nuclear science, nuclear engineering, and related fields. The program provides funding in two separate opportunities to support research and development (R&D) and one for education in the for m of scholarships, fellowships, trade school and community college scholarships and distinguished faculty advancement. In 2022, a fifth criterion was added to the Notice of Funding Opportunities for R&D to provide 10 additional points to applicants who partnered with a Minority Serving Institution.

In Fiscal Year (FY) 22, under R&D, 20 applications were received (10 MSI and 10 partnerships) 6 grants of the 2 0 applications were awarded.

o 1 grant was awarded to an Hispanic Serving Institutions (HSI) o 5 grants were awarded with an MSI partnership. Of the partnerships, 4 grants were partnered with HSIs Under Education, 14 applications were rec eived from MSIs and 3 grants were awarded to HSIs.

In FY23, under R&D 26 applications were received 5 MSIs and 21 partnerships) 10 grants were awarded from the 26 applications submitted.

o 3 grants were awarded to HSIs o 7 grants were awarded with an MSI partnership. Of the partnerships, 2 were partnered with HSI s Under Education - FY23 awards will be made June 2024 Office of Small MINORITY SERVING INSTITUTIONS GRANTS PROGRAM (MSIGP) Grants.gov N Business and Civil The MSIGP objectives are to assist MSIs in their efforts to achieve academic Rights excellence; build capability, capacity, and infrastructure; develop human capital; and to create a diverse skilled Science, Technology, Engineering, and Mathematics (STEM) pipeline of underrepresented groups in fields related to the nuclear and/or STEM-related industry. This program provides funding for R & D projects as well as other projects relevant to nuclear safety, security, environmental protection, or

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any other fields the Commission deems critical to its mission. The MSIGP was sunset in 2017 due to reductions in corporate support resources and was reinstituted in 2023.

  • In FY23, 13 applications were received. 3 applications were eliminated because they were outside the scope on the institutional requirements outlined in the notice of funding opportunity. Of the 10 remaining applications, eight (8) were HSIs. There were four (4) grants awarded, and three (3) were HSIs.

The NRC also established an Intergovernmental Personnel Act (IPA) agreement with the University of Puerto Rico Mayaguez (UPRM) to assist UPRM with nuclear curricula instruction to baccalaureate students. The IPA is a program created by the Office of Personnel Management which allows agencies to provide for the temporary assignment of personnel between the Federal Government and state and local governments, colleges and universities, Indian tribal governments, federally funded research and development centers, and other eligible organizations.

Office of Chief NUCLEAR REGULATOR APPRENTICESHIP NETWORK PROGRAM https://www.nrc.gov/about-M Human Capital The NRAN Program is a paid, full-time, 18 -month training program for engineers nrc/employment/students.html Officer and scientists who are graduating (B.S., M.S., PhD) and wish to start an advancement-oriented career. 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 on the job, practical 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. Here is the data for FY 2020 through FY 2024:

FY 2020: 23 NRAN employees, including six from HSIs FY 2022: 25 NRAN employees, including four from HSIs FY 2024: Anticipate having 25 NRAN employees starting in July 2024, including two from HSIs.

Office of Chief TEMPORARY SUMMER STUDENT PROGRAM www.USAJobs.gov M Human Capital and Officer

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A key resource for improving diversity in the NRCs workforce pipeline is its https://www.nrc.gov/about-summer internships, during which students are employed by the NRC for the nrc/employment/students.html summer. Here is the data for FY 2021 through FY 2024:

FY 2021: hosted 61 summer interns of which two attended HSIs; FY 2022: hosted 60 summer interns of which two attended HSIs FY 2023: hosted 70 summer interns of which five attended HSIs FY 2024: anticipate hosting 62 summer interns of which five students are enrolled in HSIs. The Temporary Summer Student Program (TSSP)TSSP 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 placements occur 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.

Office of Chief STUDENT COOPERATIVE EDUCATION PROGRAM https://www.nrc.gov/about-M Human Capital The Student Cooperative Education Program (Co-Op) establishes student co-op nrc/employment/students.html Officer appointments initially as 13-month term appointment, with flexibility to extend in appropriate increments 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 a non-competitive permanent position. 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. FY 2024 Co -Op selections will be made in the July/August timeframe at the end of the summer work period. Here is the data for FY 2021 through current FY 2023 selections:

FY 2021: 44 Co -Ops of which three attended HSIs FY 2022: 51 Co -Ops of which one attended an HSI FY 2023: 59 Co-Ops of which four attended HSIs Office of Chief MONTGOMERY COUNTY PUBLIC SCHOOLS SUMMER RISE PROGRAM N/A D Human Capital The NRC hosts Montgomery County public high school students to provide rising Officer juniors and seniors with in-person and virtual enriching summer career-based learning experiences.

Office of Chief UNIVERSITY CHAMPIONS PROGRAM N/A M Human Capital The NRC developed the University Champions (UC) Program as part of the agencys Officer overall human capital strategy to position the NRC to be a competitive recruiter.

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, sustained presence on a university campus.

NRC currently has 140 University Champions, of which 29 are with MSIs and of the 29, 9 are with HSIs. Examples of UC activities include the following:

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  • 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.
  • Participate in on-campus activities such as discussion panels and technical advisory committees, or as a guest lecturer or speaker.
  • Develop webinars and host résumé clinics.

Office of Chief NEXTGEN N/A M Human Capital The agencys NextGen cohort is a group of NRC staff members who have Officer 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 staf f 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 gener ation of regulators. The group also helps the agency identify and address needs as the NRC and the nuclear industry evolve.

Office of General HONOR LAW GRADUATE PROGRAM https://www.nrc.gov/about-M Counsel Each year, the NRC selects a small number of graduating law students or judicial nrc/employment/honor-law clerks to serve in the agencys Honor Law Graduate Program (HLGP), which is law.html the agencys primary mechanism for hiring entry-level attorneys. The Office of the General Counsel continues outreach to ethnically diverse law schools and ensures that posted job opportunities are presented to organizations such as the Latin American Law Student Association (LALSA).

Office of Chief EMBRACE NRC N/A D Human Capital A team of NRC employees (volunteers and ambassadors) who welcome summer Officer interns to the agency and provides a broad range of experiential learning activities.

Office of Small MINORITY SERVING INSTITUTIONS PROGRAM (MSIP) Grants.gov D Business and Civil The NRCs MSIP, established in 2006, is one mechanism used to decrease barriers Rights and increase participation of Hispanics and Latinos in Federal opportunities. The MSIP has staff members who serve as liaisons to support efforts in building and maintaining partnerships with MSIs. The MSIP is a workforce development program with the following six overarching objectives, (1) achieve academic excellence, (2) develop human capital (e.g., faculty and students); (3) build capability, capacity, and infrastructure; (4) participate in Federal, State, local, and

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public-private programs and activities; (5) gain knowledge and skills needed to compete for and win contracts, grants, cooperative agreements, and other resources; and (6) develop a diverse skilled workforce to support the nation, the NRC, and the industry.

The MSIP staff are currently working on two new initiatives to promote capability, capacity, and infrastructure building at Historically Black Colleges and Universities (HBCUs), Tribal Colleges and Universities (TCUs), HSIs and MSIs including: 1)

Partnering w/a SBA-certified 8(a) firm and HUBZone Certified Business to help build support/capacity and grant/contract opportunities, and 2) Partnership with Oak Ridge Associate Universities in an effort which focuses on nuclear STEM opportunities.

Office of Small SMALL BUSINESS PROGRAM https://www.nrc.gov/about-N Business and Civil In FY 2023, NRC added four contract awards to Hispanic owned companies. nrc/contracting/small-Rights business.html

Section 3: Actions in Support of the Hispanic/Latino Community and EO 14045

Please describe the actions your agency will take in support of the following four questions drawn from EO 14045 priorities:

1. Advancing Equity: Using information reported in your Equity Action Plan, DEIA Plan, and other agency sources, please describe the following:
  • Actions your agency will take to ensure that Federal programs and initiatives administered by your agency are advancing the ed ucation, equity, and economic needs of the Hispanic/Latino community, including by encouraging the agency to incorporate best practices into appropriate discretionary programs where the agency sees fit and as permitted by law.
  • Describe actions your agency is taking to advance equity and inclusion in your agencys contract procurement process, including among Hispanic/Latino and Latina -owned businesses. Such steps may include targeted outreach and removal of barriers in your agency's contracting and procurement processes.
  • Include highlights relating to your agencys work around the American Rescue Plan, Bipartisan Infrastructure Law, Bipartisan Safer Communities Act, CHIPS and Science Act, Inflation Reduction Act, Justice40 efforts and other Administration priorities, as applicable.

Agency Response:

HSIs and Hispanic/Latino communities are encouraged to participate in all the NRC's regulatory planning and decision-making processes open to the public, and to participate in the education investment programs and activities described in the following paragraphs. The NRC actively partners and builds constructive relationships with Federal agencies, educational institutions, public-private entities, community-based organizations, small businesses, professional associations, and other groups to ensure that a wide variety of communities participate in the agency's programs, activities, and career and funding opportunities. The following paragraphs describe how the NRC supports HSIs and Hispanic/Latino communities.

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RECRUITMENT, OUTREACH, AND PERFORMANCE OUTCOMES

Recruitment Strategies and Outreach Initiatives/Efforts The NRC aims to improve diversity in the workforce pipeline, and in the current workforce through strategic recruitment, effective collaboration, and outreach to a broad population. The following are examples of the agency 's efforts in 2023:

  • The Office of the Chief Human Capital Officer (OCHCO) and the Office of Small Business and Civil Rights (SBCR) developed the NRC's annual recruitment calendar jointly with other Federal employers, schools and universities, and other groups to maximize community-level outreach and engagement.
  • OCHCO and SBCR work continuously to increase diversity in the recruitment pipeline by leveraging NRC's Equal Employment Opportunity (EEO)

Advisory Committees, the Diversity Management Inclusion Council, the Diversity Management Advisory Committee, affinity groups (e.g., the NRC's chapter of Blacks in Government), and other committees and groups (e.g., #HIRENRC) to raise awareness, tap into networks, and reinforce the NRC's focus on diversity, equity, inclusion and accessibility. Collaboration with these groups also serves to broaden the NRC's outreach to minority serving institutions, including H Sls.

  • In FY 2023-2024, the NRC's MSIP, administered by SBCR, conducted outreach, and sent notices to MSls of NRC vacancies posted on USAJOBS. These included positions for Law Clerk; Nuclear Systems Engineer/Scientist; Project Engineer (RIDP) (Regions I, II, and Ill); Administrative Judge; Administrative Judge (Technical) (Part Time-Intermittent); Public Notice for Direct Hire (Engineering/Physical Science); Public Notice for Direct Hire (Acquisitions); Public Notice for Direct Hire-Information Technology (IT) Specialist (INFOSEC); Reliability and Risk Analyst-Direct Hire Authority; Public Notice for Direct Hire (Reactor Systems Engineer); and Administrative Assistant. The NRC also accepted resumes from individuals with disabilities (Schedule A) and veterans.

University Champions Program The NRC developed the University Champions Program to strengthen its relationship with universities, as part of the agency's overall human capital strategy.

University Champions are NRC staff members who establish a high -level, sustained presence on university campuses and maintain contact with university officials and career centers. The University Champions Program increases awareness of the opportunities available to students and new graduates, while also giving the NRC access to substantial talent pools. Examples of University Champion 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 in disciplines of interest to the NRC.
  • providing information on NRC grants, promoting the NRC as an employer of choice, participating in career fairs, conducting classroom technical presentations, conducting NRC information sessions for student organizations, and reviewing resumes for vacancies at the agency, including the NRC's Temporary Summer Student Program.
  • serving on panels or technical advisory committees on campus, serving as a guest lecturer or speaker, and developing webinars and hosting resume clinics.

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In FY 2023, OCHCO recruited new employees to become University Champions and expand outreach to MSls and other underrepresented groups. Training was held for all University Champions to ensure alignment on the program's purpose and expectations. The NRC has 23 volunteer University Champions at the following eleven HSIs: Ana G. Méndez University - Gurabo, City; University of New York-Queens College; Florida International University, New Mexico State University, Texas A&M University - College Station and Kingsville; University of New Mexico; University of Nevada-Las Vegas; University of Puerto Rico-Mayaguez; University of Texas-Austin, El Paso, and Permian Basin.

NextGen The agency's NextGen cohort is a group of NRC staff members who have volunteered to help attract, recruit, and retain the next generation of nuclear regulatory leaders, to better position the NRC to support future nuclear energy demands. The NextGen cohort helps coordinate events between staff members and summer interns, fosters workplace engagement, and participates in internal/external networking opportunities to increase the NRC's presence in local communities and at recruitment events. The NextGen cohort leads efforts to identify gaps and solutions for optimizing recruitment of the next generation of regulators. The cohort also helps the agency identify and address its needs as the NRC and its workload evolve.

Total Annual Recruitment and Outreach Events In FY 2023, the NRC participated in 55 recruitment events that were identified in the formal annual recruitment schedule. Of the 40 campus-based events, seven took place at the following HSIs : University of Texas-Permian Basin; City University of New York-City College; Ana G. Méndez University - Gurabo; University of Puerto Rico-Mayaguez; University of New Mexico; Florida International University; University of Texas-El Paso plus the career fair at Rensselaer Polytechnic Institute was co-sponsored by Society of Hispanic Professional Engineers.

In-Person Career Expo On May 11, 2023, the NRC conducted an in-person career expo at the Bethesda North Marriott Hotel and Conference Center. This event provided hiring opportunities for several NRC offices, including on -the-spot interviews and letters of intent to hire (where applicable). Positions the NRC was seeking to fill included, but were not limited to, Administrative Assistants; Correspondence Analysts; Information Specialists; Health Physicists; Human Resources Specialists; Intelligence Analysts; International Relations Specialists; IT Specialists; Cybersecurity Specialists; Technical Assistants; Financial Management Specialists; Engineers (General, Electronics, Fire Protection, Fuel Cycle, Materials, Metallurgist, Mechanical, Nuclear, Operations, Reactor); Reactor Inspectors; Physical Scientists; Security Specialists; Cost, Budget, and Financial Analysts; Instructors; Risk and Reliability Analysts; Emergency Preparedness Coordinators and Specialists; Program and Project Managers; Licensing Assistants; Management Analysts, and more. The MSIP sent notification of the NRC's career expo to the universities, colleges, and other organizations mentioned above.

Other Partnerships and Engagement with Federal Agencies, Education Institutions, and Groups NRC staff members at all levels support the NRC's efforts to produce a diverse skilled workforce. Some examples are described below:

  • On April 11, 2023, NRC regional staff members participated in Science Careers in Search of Women, an event for high school students, at Argonne National Laboratory. During the event, staff members interfaced with over 100 high school students.
  • An NRC licensing officer served as the Montgomery County Science Fair Coordinator. Thirteen other NRC staff members also volunteered, reviewing over 24 middle school and 127 high school projects. They ultimately selected 19 students to be recognized at NRC Headquarters on April 26, 2023.
  • NRC staff members participated in a North Carolina community college career day event, presenting opportunities within the NRC, sharing their experiences, and offering advice on career growth and development.

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EMPLOYMENT

New Hires for Fiscal Years 2021, 2022 and 2023

In FY 2021, the NRC hired 120 new employees, of which 13 attended HSIs: 2 from City College of New York, a Budget Analyst and a Transport & Storage Safety Inspector; 3 from Texas A&M University, a Nuclear Engineer, Health Physicist and a Reactor Inspector; 1 from Texas Tech University, a Criminal Investigator; 1 from University of Nevada, Las Vegas, an Administrative Assistant; 1 from University of Puerto Rico, a Reactor System Scientist; 1 from University of New Mexico-Main Campus, a Project Engineer (RIDP); 1 from University of Texas, a Mechanical Engineer; 1 from Florida International University, a Physical Security Inspector; 1 from Roosevelt University, an Administrative Assistant; and 1 from Fresno City College, a Licensing Assistant.

In FY 2022, the NRC hired 120 new employees of which 15 attended HSIs: 5 from Texas A&M University, a Reactor Systems Engineer, Health Physicist (2),

Health Physicist (Inspector), and General Engineer (NRAN); 2 from University of Puerto Rico-Mayaguez, a Reactor Inspector and General Engineer (NRAN); 1 from Florida International University, a Chemical Safety Scientist; 1 from Tarrant County Junior College, an Administrative Assistant; 1 from Texas State Technical College-Waco Campus, a Health Physicist; 1 from The University of Texas -Austin, a Legal Intern; 1 from University of California-Santa Barbara, a Reactor Engineer; 1 from University of Texas-San Antonio, a Fuel Facility Inspector; 1 from University Of Texas-El Paso, a General Engineer (NRAN); and 1 from Wayland Baptist University, a Human Resources Specialist.

In FY 2023, the NRC hired 208 new employees of which 24 attended HSIs: 3 from University of Puerto Rico -Mayaguez, a Physical Scientist, Deputy Comptroller and Senior Risk And Reliability Analyst; 2 from City College of New York, an Emergency Response Coordinator and Reactor Engineer; 2 from Polytechnic University of Puerto Rico, an Electronics Engineer and Project Manager; 3 from University of Texas-Austin, a Reactor Systems Engineer, Reactor Engineer and Intelligence Analyst; 2 from Texas A&M University-College Station, a Reactor Engineer and Geophysicist; 1 from Texas A&M University-Central Texas, an International Relations Specialist; 2 from University of Texas-Arlington, a Reactor Inspector and Information Technology Specialist; 1 from California State Polytechnic University-Pomona, a Fuel Facilities Inspector; 1 from Wayland Baptist University, a Project Manager; 1 from Florida International University, an Emergency Preparedness Specialist; 1 from New Mexico Institute of Mining and Technology, a Geophysicist; 1 from New Mexico State University-Main Campus, a Reactor Systems Engineer; 1 from Texas Tech University, an Emergency Preparedness Specialist; 1 from University of California-Irvine, a Senior Criminal Investigator; 1 from University of Central Florida, a Congressional Affairs Officer; and 1 from University of North Texas, a Reactor Inspector.

TRAINING AND PLACEMENT PROGRAMS

Temporary Summer Student Program A key strategy for improving diversity in the NRC's workforce pipeline is the agency's TSSP, which offers internships to students in various fields (including but not limited to engineering, science, IT, accounting, and business) who maintain a minimum GPA of 2.85. A goal for FY 2024 is to increase HSI student participation in the program.

The TSSP takes place between May and August.

The vacancy announcement is posted on USAJOBS each year from early September through mid-October.

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More information is available at https://www.nrc.gov/about-nrc/employment/students.html.

Student Cooperative Education Program Through the Student Cooperative Education (Co-op) Program, the NRC hires student trainees who will fill positions at the agency upon graduation. Student co-op appointments are initially established 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 student's expected graduation. This ensures that students remain eligible for Federal benefits, and it lets the NRC convert successful co-op program participants to term or permanent positions. When implementing co-op appointments, the NRC is committed to these future conversions. The NRC's high conversion rate has helped make its student employment programs a valuable pipeline to meet long-term agency needs.

Nuclear Regulator Apprenticeship Network (NRAN) Program The NRC's NRAN is a paid, full-time 18-month training program for outstanding engineers and scientists who are graduating with a B.S., M.S., or Ph. D degree. The program is designed to develop well-rounded regulators by focusing on skill development in multiple areas, through the support of mentors and NRC leaders across the agency. Participants complete three to four apprenticeships with technical experts to build a fundamental skill set to support future career growth. The NRAN program's goal is to recruit, hire, develop, and retain recent college graduates with science, technology, engineering, or mathematics (STEM) degrees to fill critical skill gaps and projected vacancies in regulatory positions. The first NRAN cohort started in 2020, with future cohorts launching every 2 years.

In 2023, OCHCO led 25 NRAN employees through their last round of apprenticeships. Several NRAN employees participated in recruitment trips for the agency to provide diverse representation at universities. For the 2022 NRAN cohort, the NRC used diverse tiger teams for the interview and selection processes. OCHCO hired 25 entry-level staff members for the NRAN in 2024, of whom 44 percent are nonwhite, 44 percent are female, and 16 percent are individuals with disabilities. Five members (20 percent) of the 2024 cohort are students graduating from MSls. More information about the NRAN program can be found at https://www.nrc.gov/about -nrc/employment/students.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 agency's Honor Law Graduate Program (HLGP).

The HLGP is the primary mechanism for hiring entry-level attorneys at the NRC.

In December 2023, SBCR, implementing the MSIP, reached out to several organizations and educational institutions requesting circulation of an announcement to law schools about the OGC Summer Intern program. This opportunity for first-and second-year law students was posted on USAJOBs from December 13, 2023, through January 16, 2024, and 75 applications were received. N otifications of the USAJOBS announcement were sent to HSIs.

GRANTS AND COOPERATIVE AGREEMENTS

Grants Administered by the Office of Nuclear Regulatory Research In FY 2023, the NRC awarded $17.8 million through the University Nuclear Leadership Program (UNLP). The UNLP program provides grants to academic institutions to support education in nuclear science, nuclear engineering, and related fields. The program provides funding for university research and development (R&D) projects, fellowships, scholarships, and distinguished faculty advancement awards. The NRC's Office of Nuclear Regulatory Research

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(RES) issues two Notice of Funding Opportunity (NOFO) announcements each year, one for R&D and one for educational grant awards. The NRC invites 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 longer-term benefits. Research areas of particular interest are identified in the R&D NOFO.

RES also issues an educational NOFO for scholarships, fellowships, trade school and community college scholarships and distinguished faculty advancement.

Scholarship grants are awarded for a 3-year period, in amounts up to $200,000. Fellowship grants are awarded for a 4-year period, in amounts up to

$400,000. Distinguished Faculty Advancement grants are awarded for a 4-year period, in amounts up to $600,000. Trade School and Community College grants are awarded for a 2-year period, in amounts up to $150,000. As noted in the accomplishments section there was one grant awarded in FY 2022 and two grants awarded in FY 2023 to HSIs. Both the R&D and UNLP grants are fully funded upon award.

Minority-Serving Institutions Grants Program The NRC also provides educational funding through the MSIGP, which is administered by SBCR. In 2023, the NRC reinstituted the MSIGP to address challenges faced by MSls (including HSIs) in applying for NRC funding. As noted in the accomplishments section, i n FY 2023, the MSIGP issued four grants to HSIs.

CONTRACTS The NRC contracts for services related to information technology and cybersecurity; corporate support; research; and engineering. The agency provides an annual forecast of contract opportunities, including opportunities open to institutions of higher education such as HSIs. Examples of areas in which the NRC contracts with universities (and may do so in the future) include systematic human performance data collection, motor-operated valve training, alternative dispute resolution neutral services, gui dance for evacuation time estimate studies, research on degrading under dry storage and transportation conditions, and technical assistance for the reactor and environmental programs. In FY 2023, the NRC awarded 17 contracts to institutions of higher education, totaling

$13,268, 548.58, through open competition, the Simplified Acquisition Process, and sole source methods.

The NRC's 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 operation 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.

Similarly, lmmersive Concepts is an SBA-certified 8(a) firm and HUBZone Certified Business that provides professional services to the Federal Government and the public and private sectors and is a prime contractor on three multimillion-dollar NRC contracts. The NRC's MSIP is partnering with lmmersive Concepts to increase opportunities for future participation by MSls (including HSls).

In FY 2023 NRC added four contract awards to Hispanic owned companies, three of which were identified through the five activities listed below that we do in support of maximizing contract awards to small businesses, including Hispanic-owned small businesses.

  • Market Research Support Focused on Exploring the Small Business Marketplace. The SBCR Small Business (SB) Program provides market research services that identify the capability of the small business marketplace and explore the feasibility governmentwide contract vehicles. This support includes vetting company capabilities, exploring governmentwide contract vehicles and small business acquisition strategies, scheduling, and hosting capability briefings, facilitating Q&A sessions with vendors, assisting with the release draft solicitations for feedback, and conducting site tours of relevant areas for both onsite and offsite locations.

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  • Small Business Counseling Sessions. The SB Program conducts daily counseling sessions with small businesses to explain what the agency buys and how it buys it, helps match company capabilities with agency prime and subcontract opportunities, demonstrates how to view copies of redacted acquisitions in our contract library, and describes how to use the resources available on the agencys public website.
  • Dedicated Small Business Helpdesk. The SB Program has dedicated helpdesk support where companies can ask any questions they may have and it offers great value to new entrants as it answers the common question many of them face, which is where they should begin. The Small Business Program directs new entrants to begin with contacting the helpdesk because it functionally plays a GPS role in that the Hel pdesk explains where to go to find what a business is looking for and then guides a company along throughout the process, whether it be to get them procurement ready or describe how to use one of the resources available in the agencys Small Business Toolbox.
  • Virtual Small Business Event. The SB Program developed a virtual event series to help break down barriers to conducting business with the Federal Government and includes two featured events, the Small Business Exchange and Matchmaking Event and the Chip & Chat, an interactive education event that showcases pre and post award best practices to help companies win and successfully perform agency contract-related support services.

The Small Business Exchange and Matchmaking Event is the premier small business event for the agency and is focused on governmentwide topics that impact the small business community and typically provides a regulatory update, accessing capital options, innovations in contracting practices, and offers one-on-one sessions with agency prime contractors. The event also includes a crowdsourcing component via poll questions to gauge critical topics facing the small business community and concludes with a question-and-answer session. The Chip & Chat is a spinoff of the Small Business Exchange and Matchmaking Event that is solely focused on the NRC and its procurement practices.

  • Agency Developed Resources. The SB Program developed the Small Business Toolbox, which is located on the Small Business Programs public webpage. The Small Business Toolbox serves as the one-stop-shop for small business information contains the following agency resources: Forecast of Contract Opportunities, E-Bulletin Board, Calendar of Events, Current Contracting Opportunities, Subcontracting Opportunities, and the guide How to View an NRC Contract.

BEST PRACTICES THAT IMPACT HSIs AND HISPANIC/LATINO COMMUNITIES The following are examples of the best practices the NRC followed in FY 2023 :

  • In support of the NRC's hiring initiatives, OCHCO conducted four hiring manager workshops to enhance knowledge of the agency's hiring process and noncompetitive hiring options.
  • The NRC's Office of Public Affairs launched social media campaigns to highlight career opportunities at the NRC.
  • In fall 2023, the NRC issued a newsletter entitled "ReActions: Career Opportunities at NRC," which highlighted the many educational and employment programs offered by the agency for both students and mid -career individuals. The newsletter is being widely circulated.
  • OCHCO and SBCR continue to use data collected through various systems (e.g., electronic surveys) to inform the NRC's recruitment and hiring efforts. Data are routinely analyzed to identify progress as well as opportunities to enhance diversity, inclusion, and engagement.

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  • NRC staff members participated in courses at the National Judicial College and the Administrative Conference of the United States, including a series on agency best practices for increasing accessibility to agency adjudications for underprivileged communities.
2. Federal student and employment opportunities: Describe how your agency has, and will, decrease barriers to participation of Hispanics and Latinos in Federal employment and student engagement opportunities.

Agency Response:

The SBCR also oversees the barrier analysis that the NRC conducts to comply with the Equal Employment Opportunity Commission's (EEOC's) Management Directive 715 (MD -715), which requires the agency to conduct a thorough barrier analysis of the workforce, involve senior managers in the barrier analysis process (including development and implementation of action plans), conduct root-cause investigations, and report to the EEOC on the agencys progress.

The NRC has processes in place to identify and eliminate barriers for HSIs. For example, SBCR concurs on the agency's annual recruitment schedule, participates in pre-and post-recruitment activities, and coordinates efforts with the University Champions to ensure inclusion of HSIs and other groups in campus outreach efforts. SBCR reviews recruitment and applicant flow data to assess the effectiveness of the NRC 's recruitment and outreach efforts and applicant selections and provides input on future efforts. SBCR also monitors tracked sources (e.g., recruitment schedules, outreach efforts, the Inclusive Diversity Strategic Plan activities reports, agency workforce assessments, and statistical data tables) to identify possible barriers related to EEO. Additionally, SBCR monitors and coordinates efforts involving the NRC's education investment pre-and post-award grants administration processes to ensure fairness, equality, and compliance with applicable regulations.

OCHCO seeks feedback from SBCR, University Champions, and other involved agency staff on how to enhance the agency's recruitment and outreach programs and assess potential barriers to building a diverse talent pipeline. A survey tool has been developed and is currently provided to all NRC employees who participate in a recruitment or outreach event to gather their feedback on the success of the event and to identify challenges or areas for improvement.

3. Addressing Challenges Brought on, or Exacerbated by, COVID -19: Describe how your agency has addressed - and will continue to address -

challenges brought on by, or exacerbated by, the COVID 19 pandemic facing the Latino community - including students and higher education institutions that serve Hispanic and Latino students, such as Hispanic Serving Institutions (HSIs).

Agency Response:

The NRC partners at the community level with employers, schools and universities, and public and private groups to improve education and employment opportunities and the community conditions that affect employability. This involves refining strategies and processes, monitoring and evaluating performance outcomes and continuing to partner with HSIs, and other organizations to develop a diverse skilled workforce pipeline.

The NRC will continue to explore ways to alleviate challenges HSIs face in applying and competing for grants, continue outreach efforts to solicit volunteers from HSIs to serve as grant proposal reviewers, and promote PSI and HBCU participation in NRC programs and funding opportunities (e.g., grants, contracts, cooperative agreements).

4. Advancing Civil Rights: Describe how your agencys Office of Civil Rights and/or other applicable offices have addressed - and will address -

discriminatory policies and practices that limit educational and economic opportunity for Hispanics and Latinos.

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Agency Response:

In accordance with Title 29 of the Code of Federal Regulations (29 CFR) 1614.102(a), the NRC, like 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 subsection (a)(3),

the agency is required to "[conduct] a continuing campaign to eradicate every form of prejudice or discrimination from [its] personnel policies, practices and working conditions." Agencies are also mandated to follow guidance issued by the EEOC, including the instructions in MD-715. MD-715, which states, states, "The EEO Director is responsible for the implementation of the affirmative employment program, including national and regional EEO plans, reports, and other matters to improve EEO program efficiency and/or eliminate identified barriers to the realization of equality of opportunity." (Section II, Element B, Subsection 81,)

Additionally, 29 CFR 1614.102(a)(13) requires Federal agencies to "[participate] at the community level with other employers, with schools and universities and with other public and private groups in cooperative action to improve employment opportunities and community conditions that affect employability."

The NRC has delegated authority to SBCR to administer the agency's civil rights programs, including the Affirmative Employment and Diversity Management (AEDM) Program, MSIP, and Diversity, Equity, Inclusion, and Outreach (DEIO) Program.

Throughout FY 2023, SBCR/AEDM conducted focused outreach efforts, using MD-715 reports and plans, to promote interest in and increase office-level use of information and data analysis as a basis for operational decision-making. Such efforts help foster diversity, participation, and inclusion of women, minorities, and individuals with disabilities, both in the NRC workforce and workplace and in all aspects of NRC operations.

Section 4: Assessment - Communications and Public Engagement with Latino and Spanish-Speaking Communities Multilingualism and language access are priorities under the Biden -Harris Administration, as noted in the Presidents first EO ( 13985) and the U.S.

Department of Educations Raise the Bar: Lead the World initiative. The 62 million Latinos in the U.S. are part of a rapidly growing demographic that federal agencies serve. Nearly 68 million people in the U.S. speak a language other than English at home, per the U.S. Census Bureau. A majority, 62 percent of them, speak Spanish. Spanish is the fourth most spoken language in the world and most common non -English language in the U.S. A reported 3.9 million K -12 students are Spanish speakers, with families and caretakers who speak the language.

In assessing quantitative and qualitive data related to your agencys Latino engagement and bilingual English/Spanish language media and online engagement work, please respond in narrative form to the following questions :

  • Barriers: What barriers or challenges are you experiencing in this work?
  • Planned Actions: What actions is your agency planning to do to improve language access ? You may include information from your agencys language access plan.
  • How Will You Measure Success: How does your agency measure success in its public engagement and communications work, including with Hispanic and Spanish-language traditional and social media? How will you be measuring success moving forward?
  • Best Practices: Please share your agencys best practices and methods for establishing and leveraging relationships with, and communicating with, the Hispanic and Spanish-speaking dominant community as well as traditional, ethnic, and social media outlets.

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Agency Response:

In FY 2023 NRC, per direction of the Attorney General and in compliance with Executive Order 13166 Improving Access to Services for Persons with Limited English Proficiency, updated its 2011 Limited English Proficiency Plan now known as the Strategic Limited English Proficiency Plan (SLEPP). This allowed NRC to reassess how we could continue to provide and enhance giving individuals with limited English proficiency (LEP) meaningful access to agency programs and activities. The NRC has determined that the SLEPP will do the following:

  • Create more opportunities for public engagement (e.g., periodic feedback from persons receiving LEP translation services).
  • Identify process improvements;
  • Realize greater efficiencies;
  • Benchmark best practices;
  • Match behaviors to real-world conditions and situations (e.g., address lessons learned from the Coronavirus Disease 2019 (COVID-19) public health emergency);
  • Address rapid changes in circumstances;
  • Prepare for future challenges;
  • Incorporate flexibilities;
  • Enable better oversight; and
  • Perform assessments, barrier analysis, monitoring, and reporting while promoting the NRCs organizational transformation values and vision of being a model equal employment opportunity employer and a modern risk-informed regulator.

Section 5: Assessment - Hispanic Representation in Agencys Workforce

While t he 62 million Latinos in the nation represent 18.7 percent of the U.S. population and the 29 million Latino workers compose 1 8 percent of the U.S. labor force ( per the U.S. Department of Labor), Hispanic/Latino employees have historically been underrepresented in the federal government. Hispanics/Latinos represent just 210,823 (or 9. 7 percent) of the 2,169,6 29 people in the federal workforce according to June 2022 FedScope data and represent as little as 3 or 4 percent of the workforce in some agencies.

Numer ous executive orders and actions advanced by the Biden-Harris Administration, including EO 14045, offer an important opportunity to address historical barriers that can increase Latinos access to more equitably serving and thriving in the federal government. This section seeks additional quantitative and qualitative information that can support the Administration, Initiative, Initiative IWG and your agency in advancing equity in the federal workforce, especially around Hispanic representation in the federal workforce.

  • Barriers: What barriers or challenges are you experiencing in this work?
  • Planned actions: What actions and next steps will your agency take to improve Hispanics fair and equitable access to employment opportunities and inclusion in your agency?
  • How Will You Measure Success: What metrics will your agency use to measure success in improving Hispanic fair and equitable access to employment opportunities and inclusion in your agency?

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  • Best practices: Please share your agencys best practices and methods to increase Latinos access to more equitably serving and thriving in the federal government. Describe the top mission-critical occupations and workforce needs your agency is hiring for right now and will be prioritizing in the next five years.

Agency Response:

The NRC recognizes that its implementation of change strategies has resulted in significant progress towards achieving the mission of EO 14045. These strategies include recruiting University Champions to support additional outreach activities and interactions with HSIs; increasing representation of HSI faculty on grant review panels; promoting interest and participation by HSIs in programs and funding opportunities; encouraging partnerships between educational institutions by incorporating rating incentives into the grant application process; and pursuing partnerships to promote opportunities at the NRC (e.g., educational, employment, and funding opportunities) and build capability, capacity, and infrastructure at HSIs. All the NRC programs, activities, and initiatives described in the response to section 3 of this document are showing measurable performance results that align with the intent of the executive order.

The NRC also partners at the community level with employers, schools and universities, and public and private groups to improve education and employment opportunities and the community conditions that affect employability. These partnerships are crucial to the success of the NRC's recruitment and outreach efforts; onboarding, training, development, and placement programs; and funding opportunities (including summer hires and the TSSP, the NRAN, the HLGP, the Co-op Program, noncompetitive and competitive hires, grants, and contracts). The NRC relies heavily on the change strategies, communication methods, employee engagement methods, and internal and external partnerships to measure and improve access to educational and economic opportunities for Hispanic/Latino Americans, including students and faculty at HSIs.

The NRC is continuing to explore ways to alleviate challenges HSIs face in applying for agency grants. The agency pursues a wide range of outreach efforts, solicits volunteers from HSIs to serve as grant proposal reviewers, and actively promotes HSI participation in NRC employment and funding opportunities (e.g.,

grants and contracts). For example, in FY 2023, the NRC held two virtual exchange events covering topics that affect small business capital and Federal/NRG contracting and compliance. While the NRC is unable to verify HSI attendance, both events were open to the public. The NRC will continue to (1) schedule counseling sessions to explain the resources available under the Small Business Toolbox and how to use them effectively, (2) provide information on Federal procurement opportunities, mentor/protege 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 HSI contracting programs during market research for upcoming agency contract opportunities, and (4) showcase the services offered by the Small Business Program to help HSIs identify and respond to contract opportunities. Additionally, the SBCR staff has implemented a support helpline, available during normal business hours, which helps to assist individuals with using the resources in the Small Business Toolbox.

The NRC conducts ongoing assessments as part of its MD-715 compliance requirements. SBCR A ffirmative Employment and Diversity Management (AEDM) staff monitors all aspects of NRC operations (e.g., recruitment, outreach, hiring, promotion, advancement, training and development, incentives, retention, and separations). The SBCR AEDM staff also monitors the agency's pre-and post-award grant administration processes to ensure equal opportunity and equity in all operating phases. Additionally, AEDM staff coordinates efforts with the SB Program to enhance contracting opportunities.

In 2021-2022, the NRC recognized that a significant challenge existed in relation to its RES -administered educational and R&D grants. The R&D and UNLP solicitations both focus on nuclear science, engineering, and technology, as well as related disciplines capable of supporting the design, construction, operation, and regulation of nuclear facilities and the safe handling of nuclear materials. However, many MSls (including HSIs) offer only broad STEM programs that do not

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cover these specialized disciplines, which means they cannot compete for these NRC funds. To address this problem, the NRC has enacted the following measures:

  • In 2021, the NRC expanded the program scope of both RES NOFOs (R&D and Education) to provide a more level playing field for MSls (including HSI s).
  • To increase participation from MSls/HSIs, the NRC added an evaluation criterion to incentivize minority partnerships. During the competitive proposal review process, the NRC awards up to 10 discretionary points to grant applications whose research proposal includes a partnership arrangement with one or more MSls/HSIs.
  • The NRC encourages faculty members from MSls/HSIs to volunteer as proposal reviewers to gain familiarity with the agency and the competitive grant process.
  • SBCR, the Office of Nuclear Regulatory Research (RES), the Acquisition Management Division, and the Office of General Counsel collaborated to broaden the eligibility criteria for scholarships under the agency's FY 2023 UNLP NOFO, to include community colleges. The NRC adopted this change after finding that approximately 24 States have legislatively authorized their community colleges to award bachelor's degrees to meet workforce demands, increase access to educational and career advancement opportunities, address affordability, and raise attainment rates. Additionally, emerging research suggests that community college bachelor's degrees may better serve a diverse student population.

Also, in late 2021, the NRC recognized that its suspension of the MSIGP in 2017, as part of corporate support reductions had left a significant gap. Over the years (since 2006), the MSIGP had helped numerous MSls/HSIs provide STEM education, conduct projects and activities, and develop infrastructure, capacity-building, and experiential learning opportunities that would inspire and inform the next generation of the NRC's workforce, including scientists, engineers, and innovators. In 2022, the Commission directed staff to revive the MSIGP. The MSIGP was reinstituted in FY 23 and awarded four scholarship and fellowship grants to four MSI's, totaling $1.5M FY 2023. MSIGP also established an Intergovernmental Personnel Act (IPA) agreement with the University of Puerto Rico Mayaguez (UPRM) to assist UPRM with nuclear curricula instruction to baccalaureate students.

Section 6: Assessment - Agencys Funding, Contracting & Collaboration with Hispanic Owned Businesses, Hispanic Serving Institutions (HSI s), & Latino not-for-profit organizations

This section seeks to gather insights about your agency's grants and contracts to Hispanic -owned businesses and funding to, and collaboration with, Hispanic-Serving Institutions or Latino organizations.

A. Narrative on Actions to Advance Inclusion of Hispanic-Owned Businesses in Your Agencys Procurement Through The White House Office of Management and Budget Advancing Equity in Federal Procurement memorandum, which notes that the Federal Government is the largest consumer of goods and services in the world, spending more than $650 billion each year, and other efforts, the Administration is leveraging Federal procurement and other strategies to advance more equitable spending practices to und erserved

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communities and broaden historically underserved communities participation within the Federal governments resources/programs. Data that was disaggregated and released for the first time under this Administration by the U.S. Small Business Administration to address inequities in the procurement process show that Hispanic-owned businesses have historically received 1.8 percent of all federal contracts.

Describe actions your agency is taking to advance equity and inclusion in your agencys contract procurement process, including among Hispanic/Latino and Latina-owned businesses. Such steps may include targeted outreach and removal of barriers in your agency's contracting and procurement processes.

  • Barriers: What barriers or challenges are you experiencing in this work?
  • Planned Actions: What actions is your agency planning to take to improve procurement opportunities for Hispanic -owned businesses,

including improving access to grants and contracts, and what programs are currently available to these businesses?

  • How Will You Measure Success: How does your agency measure success to improve participation by Latinos?
  • Best Practices: Please share your agencys best practices and methods for advancing opportunity for Hispanic-owned businesses.

Agency Response:

In FY 2023 NRC added four contract awards to Hispanic owned companies, three of which were identified through the five activities listed below that we do in support of maximizing contract awards to small businesses, including Hispanic-owned small businesses.

  • Market Research Support Focused on Exploring the Small Business Marketplace. The SBCR SB Program provides market research services that identify the capability of the small business marketplace and explore the feasibility governmentwide contract vehicles. This support includes vetting company capabilities, exploring governmentwide contract vehicles and small business acquisition strategies, scheduling, and hosting capability briefings, facilitating Q&A sessions with vendors, assisting with the release draft solicitations for feedback, and conducting site tours of relevant areas for both onsite and offsite locations.
  • Small Business Counseling Sessions. The SB Program conducts daily counseling sessions with small businesses to explain what the agency buys and how it buys it, helps match company capabilities with agency prime and subcontract opportunities, demonstrates how to view copies of redacted acquisitions in our contract library, and describes how to use the resources available on the agencys public website.
  • Dedicated Small Business Helpdesk. The SB Program has dedicated helpdesk support where companies can ask any questions they may have and it offers great value to new entrants as it answers the common question many of them face, which is where they should begin. The Small Business Program directs new entrants to begin with contacting the helpdesk because it functionally plays a GPS role in that the Helpdesk explains where to go to find what a business is looking for and then guides a company along throughout the process, whether it be to get them procurement ready or describe how to use one of the resources available in the agencys Small Business Toolbox.
  • Virtual Small Business Event. The SB Program developed a virtual event series to help break down barriers to conducting business with the Federal Government and includes two featured events, the Small Business Exchange and Matchmaking Event and the Chip & Chat. The Small Business Exchange and Matchmaking Event is the premier small business event for the agency and is focused on governmentwide topics that impact the small

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business community and typically provides a regulatory update, accessing capital options, innovations in contracting practices, and offers one-on-one sessions with agency prime contractors. The event also includes a crowdsourcing component via poll questions to gauge critical topics facing the small business community and concludes with a question-and-answer session. The Chip & Chat is a spinoff of the Small Business Exchange and Matchmaking Event that is solely focused on the NRC and its procurement practices. The Chip & Chat is an educational session that showcases pre and post award best practices to help companies win and successful perform agency contract-related support services.

  • Agency Developed Resources. The SB Program developed the Small Business Toolbox, which is located on the Small Business Programs public webpage. The Small Business Toolbox serves as the one-stop-shop for small business information contains the following agency resources: Forecast of Contract Opportunities, E-Bulletin Board, Calendar of Events, Current Contracting Opportunities, Subcontracting Opportunities, and the guide How to View an NRC Contract.

Data About Your Agencys Procurement with Hispanic-Owned Businesses

Please list the representation of Hispanic-owned businesses in your agencys procurement categories.

Procurement Category Total Contract amount Amount and % Awarded to Hispanic-Owned Businesses COMPETENCY MODELING SUPPORT AND DEVELOPMENT (31310023F0025). $1,666,511.55 100%

SPACE PLANNING PROPERTY MANAGEMENT SYSTEM AND ARCHIBUS SUPPORT $1,496,293.96 100%

SERVICES (31310023C0002).

ENGINEERING ASSESSMENT OF WORKFLOW AND WORK REQUIREMENTS FOR $687,199.52 100%

HEADQUARTERS OPERATIONS OFFICERS, THE INCIDENT RESPONSE PROGRAM AND TWO SPECIAL USE AREAS TO DETERMINE ESTIMATED COST OF RELOCATING (31310023C0013).

RENEWAL OF EVERBRIDGE CRITICAL EVENT MANAGEMENT SOFTWARE-AS-A- $72,160.00 100%

SERVICE (SAAS) LICENSES 31310023F0048).

B. Narrative on Agency Funding to, and Collaboration With, Hispanic Serving Institutions (HSIs)

There are now 571 Hispanic Serving Institutions (HSIs) in the U.S. (colleges whose Latino students are 25 percent of the student population on campus), 401 emerging HSIs (which are approaching the 25 percent level of a Latino student population) and 241 gHSIs (HSIs with gra duate programs). HSI engagement and capacity building is critical given that HSIs educate 62 percent of all Latino students and a majority of students of color. The latest list of HSIs is posted at https://sites.ed.gov/hispanic -initiative/hispanic-serving-institutions-hsis.

Describe actions your agency has taken - and will take - to collaborate with HSIs and increase access to applying for, and serving on grant review teams for, your agency s grants and federally funded research opportunities. What new grant -making practices is your agency taking to create a more equitable and inclusive funding process? Include barriers/challenges, planned actions your agency will take, measurements of success and other relevant information in response to your agencys quantitative and qualitative reflection.

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  • Barriers: What barriers or challenges are you experiencing in this work?
  • Planned Actions: What actions is your agency planning to take to improve opportunities for HSIs and access to grants, and what programs are currently available to HSIs?
  • How Will You Measure Success: How does your agency measure success to improve participation by HSIs in your agencys grant and funding processes ?
  • Best Practices: Please share your agencys best practices and methods for advancing opportunity for HSIs.

Agency Response:

MSIs (including HSIs) face two commonly known challenges related to grants acquisition at the NRC. First, the NRC grants support R&D 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 MSIs (including HSIs) offer broadly focused STEM related programs which limit the number of HSI s from competitive review. In 2021, the NRC addressed this area by expanding the program scope outlined in its NOFO to provide a more level playing field for MSIs (including HSIs). Since FY 2022, the NRC has, through its NOFOs, encouraged IHE partnerships with MSIs (including HSIs). The NRC will continue to conduct outreach activities to promote HSI awareness of and involvement in NRC funding opportunities. The agency will continue to solicit volunteers from HSIs 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 (including HSIs). 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 MSIGP. From 2006 through 2017, the MSIP conducted extensive outreach and provided support services to MSIs (including HSIs). In 2023, the agency restarted NRCs MSIP/MSIGP to address current challenges MSIs/ HSIs 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.

Data About Your Agencys HSI Funding FY 2022-2023 Funds to all HSI Funding Goal for FY Program Categories Institutions of Higher FY 2022-23 Funds to HSIs 2023-2024 (% and/or $) Additional Comments Education (IHEs)

Research & Development $1,749,963. $1,749,963.0 N/A N/A Awards/Contracts Program Evaluation Awards/Contracts Training Awards/Contracts Facilities and Equipment Awards/Contracts Direct Institutional Subsidies

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Other Activities $897,943 $988,281 Scholarships and Fellowships TOTALS

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C. Narrative on Agency Funding to, and Collaboration with, Latino Organizations Latino 501(c)(3) nonprofit, civil rights, social service, and community organizations are at the heart of delivering information, resources and supports that can bridge Latino and Spanish-speaking communities to federal resources. While comprehensive data is not available on the federal sectors funding to Latino organizations, it has been reported that between 2009 and 2019, Latino-serving organizations and causes received just 1.3 percent of philanthropic sector funding in the U.S.

To better understand the data and dynamics around federal investments in, and collaboration with, Latino organizations with m issions serving the Latino community such as those noted above, please describe actions your agency has taken - and will take - to collaborate with Latino organizations and increase access to your agencys grants, federally funded research opportunities, Intergovernmental Personnel Act Mobility Program placements and other funding mechanisms. (for example, sponsoring a Hispanic organi zation conference for recruitment, etc.). Include bright spots, the impact of the organizations work because of federal funding, challenges/barriers, planned actions you intend to take and your measurements of success.

  • Barriers: What barriers or challenges are you experiencing in this work?
  • Planned Actions: What actions is your agency planning to do to improve opportunities for Latino organizations?
  • How Will You Measure Success: How does your agency measure success to improve participation by Latino organizations in your agencys grant and funding processes?
  • Best Practices: Please share your agencys best practices and methods for advancing opportunity for Latino organizations.
  • Examples: Provide examples of grants and contracts to which Latino organizations may apply (Include grant/contract cycles), programs an d initiatives at your agency in which Latino organizations may participate. (Agencies may include a comprehensive list as an addendum.

Identify federal programs and initiatives under the jurisdiction of your agency in which Latino organizations are underrepresented and describe the plan, where appropriate, to address those disparities.

Agency Response:

SBCR administers the MSIP, through which the NRC staff builds and maintains partnerships with MSIs and assists with efforts to provide support to these institutions. The MSIP currently supports partnerships with HBCUs, HSIs, and TCUs, as well as other MSIs such as PBIs, AANAPISIs, and Native American-Serving Nontribal Institutions (NASNTIs). The MSIP was approved in 2006 under legislative authority of the Energy Policy Act of 2005 (EPA), section 651(c)(4),

Partnership Programs with Institutions of Higher Education; EPA section 622, Nuclear Regulatory Commission Scholarship and Fellowship Program; and a host of presidential executive orders directed towards HBCUs, TCUs, and MSIs (e.g., PBIs, HSIs, AANAPISIs, and NASNTIs). The MSIP was established to develop partnership programs to promote a diverse skilled workforce pipeline; improve education and employment opportunities and conditions that affect employability; and broaden participation by underrepresented groups in NRC occupations, programs, and activities. The MSIPs measurable objectives are to assist MSIs in their efforts to (1) achieve academic excellence; (2) develop their human capital (e.g., faculty and students) ; (3) build capability, capacity, and infrastructure, (4) participate in Federal, State, local, and public-private programs and activities, (5) gain knowledge and skills needed to compete for and win contracts, grants, cooperative agreements, and other resource;, and (6) develop a diverse skilled workforce to support the nation, the NRC, and the industry. The MSIP serves as the NRCs liaison between internal and external partners.

In 2017, the NRC discontinued its MSIGP due to reductions n corporate support resources. However, in 2023, the NRC reinstituted the MSIGP to address challenges faced by MSIs, HSIs, HBCUs, and TCUs in applying for NRC funding. The MSIGP staff is conducting outreach to create awareness and encourage participation in the MSIGP.

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The NRC has also broadened the eligibility criteria in its NOFO for scholarships to include community colleges legislatively authorized to award 4year bachelors degrees. This was done as a strategy to meet workforce demands, increase access to educational and career advancement opportunities, address affordability, and raise attainment rates. The NRC is starting to recognize a return on its newly implemented change strategies.

Section 7: Supplemental Materials Please share any other relevant data, reports, or links that you are using to inform your agencys plans or highlight work related to this EO and your agencys efforts aimed at advancing education, equity, and economic opportunity for Hispanics.

Description of Supplemental Attachments Link (if available)

N/A

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