ML24150A139
| ML24150A139 | |
| Person / Time | |
|---|---|
| Issue date: | 06/04/2024 |
| From: | NRC/OCM |
| To: | |
| Shared Package | |
| ML24116A085 | List: |
| References | |
| M240604 | |
| Download: ML24150A139 (36) | |
Text
Human Capital and Equal Employment Opportunity June 4, 2024 Commission Briefing on 1
Agenda
- Opening Remarks
- Overview Of Strategic Human Capital Management
- Realignment to Support HR Operational Efficiencies
- Increasing Technical Instructor Capacity
- Building the NRC Culture of Tomorrow
- Civil Rights and Diversity Equity Inclusion and Accessibility (DEIA) Update 2
Strategic Human Capital Management Overview Eric Dilworth Acting Chief Human Capital Officer, Office of the Chief Human Capital Officer 3
Human Capital Overview Human Capital Operating Plan
- Workforce Planning
- Recruiting and Hiring
- Identify and Close Skill Gaps
- Modernize Processes
- Data Analytics 44
Average Years Past Retirement Eligibility by Fiscal Year Data as of 3/23/24 5
Separations and Agency Attrition Rate by Fiscal Year 6
Data as of 3/23/24
Gains and Separations by Fiscal Year 7
Data as of 3/23/24
FTE Onboard and Projections Q1 Q2 Q3 Q4 8
Data as of 3/23/24 104 127.5 137.5 16.5
Human Capital Overview Strategic Workforce Planning Activities to Meet Hiring Goal Knowledge Management 9 9
Realignment to Support Human Resources Operational Efficiencies Kelly Barrie Chief, Headquarters HR Operations Branch Office of the Chief Human Capital Officer 10
Realignment
- Office-wide participation in identification of misalignments
- Alignment under lines of business for better continuity, knowledge management and bench strength 11
Data Visualization with Dashboards Goals:
- Identify bottlenecks
- Identify deficiencies in meeting human capital objectives
- Opportunities for enhancements 12
Increasing Technical Instructor Capacity Matthew Emrich Chief, Reactor Technology Training Branch, Office of the Chief Human Capital Officer 13
Attrition Related Impacts at the Technical Training Center
- Background
- Hiring Strategy 14 14
Attrition Related Impacts at the Technical Training Center Successes
- Experience spans all current light water reactor designs
- Extensive operations experience
- Many have INPO instructor certification / higher level degrees in Adult Learning 15
Attrition Related Impacts at the Technical Training Center Areas for continued monitoring External competitive advantage Bench strength Regulatory expertise 16
One of the NRCs Best Kept Secrets
- Collaboration with Program and Regional Offices
- New ways of using our resources
- Emphasis on bench-strength and cross-qualifications 17 17
Where Do We Go From Here?
18
- Increased focus on learning and development
- Gap Assessment / Making training more effective
- Strategic Partnerships
Where Do We Go From Here?
19
- International regulatory support
- Simulation Flexibility / New Technologies
Building the NRC Culture of Tomorrow Chris Craighead Team Lead, Agency Culture Team, Office of the Executive Director for Operations 20 20
Ideal Culture Statement We achieve mission excellence by fostering an ideal culture centered on trust, characterized by high engagement, mutual support, and a sense of belonging. All employees demonstrate behaviors consistent with the ISOCCER values and fully embrace the traits established in the NRC Leadership Model.
21
Culture Leader Model
- Leadership in the form of constructive behaviors to leverage our values and strategic thinking to increase employee engagement, empowerment and make the NRC a better place to work.
- Built to leverage our strengths to address challenges throughout the enterprise regardless of how specific or unique
- Responsive to employee feedback (FEVS, OCI) that demonstrates NRC Leaderships collective decision to take ownership for meaningful actions in moving the NRC towards our desired or ideal culture.
22
NRC Culture Leaders 23
Change Agents Culture Leaders Agency Culture Team NRC Culture Network 24
NRCs Rankings in the Best Places to Work Over the Years 3
3 1
1 1
1 2
3 4
6 7
12 11 11 9
12 20 21 23 0
5 10 15 20 25 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 2019 2020 2021 2022 2023 25
26 Civil Rights and Diversity and Inclusion Update Meredith Neubauer Senior Civil Rights Specialist, Office of Small Business and Civil Rights
What is Accessibility?
The design, construction development, and maintenance of facilities, information and communication technology, programs, and services so that all people, including people with disabilities, can fully and independently use them.
- Includes accommodations to ensure equal access to employment and participation in activities for people with disabilities,
- the elimination of physical and attitudinal barrier to equitable opportunities,
- a commitment to ensuring that people with disabilities can independently access every outward-facing and internal activity or electronic space.
27 From Executive Order 14035 (Paraphrased)
Rehabilitation Act of 1973 28
All Complaints Filed Fiscal Years 2020 - 2024 29 25 15 14 15 7
33 22 22 21 12 12 13 34 31 21 0
5 10 15 20 25 30 35 40 FY 2020 FY 2021 FY 2022 FY 2023 FY 2024 Formal Informal Contacts FY24 data from 10/1/23 to 04/30/24
Bases of Discrimination Alleged in Fiscal Year 2024 Complaints 30 Bases Race (3)
Reprisal (3)
National Origin (3)
Age (3)
Color (2)
Sex (Female)
(2)
Disability (1)
FY24 data from 10/1/23 to 04/30/24
Top Issues in Fiscal Year 2024 Complaints Top 4 Issues 31 FY24 data from 10/1/23 to 04/30/24
Complaints that Alleged a Disability as a Basis 32 Fiscal Years 2020 - 2024 0
2 4
6 8
10 12 14 FY 2024 FY 2023 FY 2022 FY 2021 FY 2020 Physical Disability Only Mental Disability Only Physical and Mental Disability FY24 data from 10/1/23 to 04/30/24
Comparison of Reasonable Accommodation in Disability Complaints 33 Fiscal Years 2020 - 2024 0
2 4
6 8
10 12 14 FY 2024 FY 2023 FY 2022 FY 2021 FY 2020 Reasonable Accommodation Total Complaints Alleging Disability as a Basis FY24 data from 10/1/23 to 04/30/24
How we are Making Accessibility a Priority 34 ACED National Disability Employment Month Panel Presentation October 2023 Goals Promoting self-identification of disabilities in personnel records Sharing best practices for interacting with persons with disabilities in the workplace Identifying opportunities to address accessibility issues in NRCs policies and procedures More!
Masters of Acquisition Training - 508 Compliance Inclusive Language Ambassadors
More Work to Do 35
- SBCR and partners crafting a Section 508 Policy Document
- More training needed for staff
- More identification and correction of accessibility barriers 35
Closing Remarks 36