ML24227A537
| ML24227A537 | |
| Person / Time | |
|---|---|
| Issue date: | 08/14/2024 |
| From: | Kimberly English NRC/OCFO/DOC/LAEBB |
| To: | |
| References | |
| 200500366 | |
| Download: ML24227A537 (1) | |
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U.S. Nuclear Regulatory Commission Federal Equal Opportunity Recruitment Program Plan Accomplishments and Successful/Promising Practices for Fiscal Year 2023
The U.S. Nuclear Regulatory Commission (NRC) is committed to maintaining a diverse workforce to achieve the NRC's mission. To demonstrate our commitment, the agency has developed an Inclusive Diversity Strategic Plan (IDSP). Below are fiscal year (FY) 2023 examples of best practices that support several plan goals.
Goal 1: Diversify the Federal Workforce through Active Engagement of Leadership
Action: The Chair, Commissioners, and the Executive Director for Operations { EDO) issue policies, approve cultural celebrations, support Equal Employment Opportunity (EEO) and Diversity, Equity, Inclusion, and Accessibility (DEIA) activities, and reaffirm their commitment during Human Capital and EEO briefings.
Accomplishment 1: A Futures Jam 2.0 Podcast-a 2.5-day virtual collaborative "Jam 2.0" initiating discussions between the EDO and employees.
Outcome: The Jam 2.0 facilitated a forum where employees could contribute to optimizing the NRC. This initiative empowered employees' voices, fostering idea-sharing aimed at enhancing the agency's strategic planning, current assessment, and future direction. Key objectives included leveraging technology, cultivating organizational adaptability, advancing as a contemporary risk informed regulator, integrating artificial intelligence, and establishing foundational frameworks to propel mission excellence.
Accomplishment 2: Development of a new 2-day course on "Fostering a Diverse and Inclusive Workplace."
Outcome: Course participants engaged in self-reflection and discussions to better understand how diversity and inclusion_affect the workplace, determined strategies for contributing to an inclusive work culture that leveraged different dimensions of diversity, and identified ways to create inclusive work relationships.
Accomplishment 3: Conducted information sessions to explain the concepts of Inclusive Language and How It Can Be Used.
Outcome: Inclusive Language Ambassadors, along with other interested NRC persons and groups engaged employees at all levels in facilitated discussions about different aspects of inclusive language and how it can (and should) be integrated into people's interactions and written work products, consistent with Chapter 8 of the NRC Style Guide.
Goal 2: Include and Engage Everyone in the Workplace
Action: The NRC fosters a culture that encourages employees to feel valued and to experience a sense of belonging, engagement, and connection to the agency's mission.
1 Accomplishment 1: Employee mentoring opportunities within the NRC and across other Federal agencies.
Outcome: The NRC provided many mentoring opportunities and resources to help employees improve their job performance, increase job satisfaction, and pursue career advancement. For example, the NRC provides the Career Mentoring SharePoint site, Career Mentoring App, and Mentor Nuclepedia Page. The agency also hosts webinars/interactive training sessions to help employees learn how to strengthen, engage, and connect with opportunities and mentors anywhere in the Federal Government through participating agencies within the mentoring community.
Accomplishment 2: EmbraceNRC Summer 2023 Initiative.
Outcome: The EmbraceNRC summer 2023 program consisted of a team of NRC employees (volunteers and ambassadors) who welcomed NRC summer interns to the agency. From May 30 to August 27, 2023, the EmbraceNRC program provided a broad range of experiential learning activities, which included information about NRC careers and training programs, mentoring, and commitment to a diverse inclusive workplace. The summer interns shadowed NRC employees and attended various agency-and office level meetings.
Goal 3: Optimize Inclusive Diversity Efforts Using Data Driven Approaches
Action: The NRC uses data-driven approaches to optimize policies, processes, and programs that drive inclusive diversity efforts and support the agency ' s mission.
Accomplishment 1: Launching of the NRC ' s New Federal Employee Viewpoint Survey (FEVS)
Dashboard.
Outcome: The NRC 2023 FEVS results were uploaded to the agency ' s internal FEVS SharePoint site and new FEVS Dashboard, an internal tool developed to assist with benchmarking and identifying agency and office level performance results and trends that includes FEVS data from 2018-2023. The Agency Culture Team, in collaboration with the Office of the Chief Human Capital Officer and EMBARK Venture Studio, will continue to evaluate the new dashboard ' s usefulness and collect feedback for enhancements in future iterations.
Accomplishment 2: Government-wide Section 508 Assessment Report
Outcome: Consistent with 0MB Directive 24-08, on August 11, 2023, the agency submitted its 1st annual response to the Government Services Administration (GSA) in support of the Government-wide Section 508 Assessment Report conducted by The Office of Management and Budget, GSA, and the Access Board. This report captures Federal agencies strategic activities and compliance in advancing digital accessibility by maintaining an accessible Federal technology environment, promoting accessible digital experiences, and continuing the implementation of accessibility standards in accordance with Section 508 of the Rehabilitation Act of 1973, as amended (Section 508).
2 U.S. Nuclear Regulatory Commission Fiscal Year 2023 Report on Strategic Activities Related to Hispanic Employment in the Federal Government
The U.S. Nuclear Regulatory Commission (NRC) employs numerous strategies and initiatives to attract, develop, and retain Hispanic individuals. Examples of the strategies and initiatives that occurred in Fiscal Year (FY) 2023 to increase the recruitment and retention of Hispanic employees are as follows:
The NRC continuously involves managers and employees in the implementation of its Title VII and Rehabilitation Act programs. For example, the NRC has eight Equal Employment Opportunity (EEO) Advisory Committees (also known as Special Emphasis Committees) made up of employees who help agency management achieve EEO and diversity objectives, which includes the Hispanic Employment Program Advisory Committee (HEP AC). The committees enhance opportunities for all employees and applicants for employment by providing advice and recommendations to the Executive Director for Operations (EDO) and EEO director on factors that affect selection, promotion, placement, training and development, and upward mobility in addition to hosting observance celebrations such as Hispanic Heritage Month.
The EEO Office reviewed NRC's permanent workforce, in comparison to the Federal Government, other independent agencies, and the civilian labor force (CLF). In FY 2023, the NRC's permanent workforce included 238 Hispanic or Latino employees (9.00 percent), of whom 135 were male (5.00 percent) and 103 were female (4.00 percent). Hispanic or Latino employees represented 9.4 percent (188,633) of the permanent Federal workforce and 18.0 percent of the CLF. Hispanic or Latino males represented 5.5 percent of the permanent Federal workforce and 10.3 percent of the CLF. Hispanic or Latino females represented 3.9 percent of the permanent Federal workforce and 7.7 percent of the CLF.
Out of 28 listed independent agencies, the NRC had the eighth highest representation of Hispanic or Latino employees. The NRC's representation of Hispanic or Latino males is similar to the Federal Government level, but below the CLF level. The NRC's representation of Hispanic or Latino females is above the Federal Government percentage, but below the CLF percentage. The NRC's Hispanic or Latino male representation has remained unchanged from FY 2020 (5.00 percent).
The NRC's representation of Hispanic or Latino males is similar to the Federal Government level but below the CLF level. The NRC' s representation of Hispanic or Latino females remained unchanged from FY 2022; it continues to be around 4.00 percent, 41 which is above the Federal Government percentage but below the CLF percentage.
The NRC established an Intergovernmental Personnel Act (IP A) agreement with the University of Puerto Rico Mayaguez (UPRM) to assist UPRM with nuclear curricula instruction to baccalaureate students. The IP A is a program created by the Office of Personnel Management which allows agencies to provide 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.
3 The NRC participated in 55 outreach and recruitment activities, which included campus-based and professional organization job fairs and information sessions of which 32 (58%) were focused on diversity. Of those 32 events, one was co-sponsored by the Society of Hispanic Professional Engineers and seven were with Hispanic-or Latino-serving institutions (Univeristy ofTexas Permian Basin, City University of New York-City College of New York, Universidad Ana G.
Mendez (Universidad del Turabo), University of Puerto Rico-Mayaguez, University Of New Mexico-Albuquerque, Florida International University, and University of Texas-El Paso). In addition, NRC ' s Office of General Counsel (OGC), OCH CO and the Equal Employment Opportunity (EEO) office conducted outreach directly to ethnically diverse law schools to ensure that posted job opportunities were presented to organizations such as the Latin American Law Student Association.
The NRC FY 2023 Summer Internship Program included seven participants who were enrolled in Hispanic-serving institutions (HSis) (University of Puerto Rico, Texas A&M University and Florida International University and University of North Texas). Of the seven, four interns transitioned to Co-Op positions continuing their employment beyond the summer intern program.
The NRC enhanced the University Champions (UC) program as part of its comprehensive human capital strategy to remain competitive in today's evolving environment. Through the UC program, NRC managers and senior staff volunteer to conduct recruitment outreach, serve as emissaries of the NRC, and establish a close individual liaison with university officials. The UC program has 140 members; 29 represent MSis, of which nine represent HS Is.
NRC ' s Office of Nuclear Regulatory Research awarded over$ l.6M to fund four grants under the University Nuclear Leadership Program (UNLP) to HSis. Three of the grants were awarded under Research and Development (University of Puerto Rico - Mayaguez, Texas A&M University-Kingsville and University of New Mexico) and one Education Fellowship was awarded (Florida International University).
The NRC's applicant flow data indicated that, of the 2,919 applicants who provided their Race and National Origin (RNO) information, 10. 7 percent (312) self-identified as Hispanic. Out of the 312 -self-identified Hispanic applicants, 91.0 percent (284) were deemed qualified, and 4.2%
(12) of those 284 were selected. Hispanics represented 8.5percent (12) of new permanent hires,
internal promotions, and those who converted into permanent positions in FY 2023.
Point of Contact for the NRC ' s applicant flow data analysis:
Ann Dublin, Chief, Special Authorities and Advisory Services Branch. NRC /OCHCO.
4 U.S. Nuclear Regulatory Commission Fiscal Year 2023 Report on Strategic Activities Related to Employment of Individuals with Disabilities
The U.S. Nuclear Regulatory Commission (NRC) continues to work towards achieving the goals and requirements established by the Rehabilitation Act (e.g., Federal Benchmark Goals: hire 12 percent persons with disabilities (PWD) and 2 percent persons with targeted disabilities (PWTD) in the permanent workforce) and Executive Order 13548, "Increasing Federal Employment of Individuals with Disabilities," dated July 26, 2010. The NRC has two disability plans in-place, namely the NRC's Fiscal Year (FY) 2019-2024 Disability Program Strategic Project Plan (led by the Office of the Chief Human Capital Officer (OCHCO) and the NRC's annual Disability Affirmative Action Plan required by EEOC under Section 501 of the Rehabilitation Act, as amended (led by the EEO office). The following activities occurred during FY 2023 to improve the number of individuals with disabilities hired and retained:
The NRC involved managers and employees in the implementation of its Title VII and Rehabilitation Act programs and evaluated managers and supervisors on their commitment to the agency's Diversity, Equity, Inclusion, and Accessibility (DEIA) policies and principles as part of the revised Leadership Model narratives and expectations (e.g., promote the agency's ideal culture) and added a DEIA element for GG supervisors, and in the Leading People element for the Senior Executive Service_(SES).
The NRC has eight EEO Advisory Committees (also known as Special Emphasis Committees) made up of employees who help agency management achieve EEO and diversity objectives one of which is the Advisory Committee for Employees with Disabilities. Each committee has one or more SES sponsors, who serve as sounding boards, mentors, and coaches for the committee's planning and activities.
Employees may self-designate a disability by using the NRC "Self-Identification of Handicap" (SF-256) Form and sending it in a confidential envelope to the Reasonable Accommodations Specialist. Using the Self-identification form assists the NRC with benchmarking, analysis and accountability.
The NRC publishes its Reasonable Accommodation Program and Personal Assistance Services procedures on both internal and public web sites. They ensure that applicants and employees with disabilities receive necessary accommodations. For instance, the NRC:
- 1. Offers alternative work schedules and telework options as reasonable accommodations.
- 2. Arranges for sign language interpreters to assist hearing-impaired employees during work-related activities.
- 3. Provides support to enable participation in training sessions.
- 4. Collaborates with the Department of Defense's Computer Electronic Accommodation Program (CAP) to supply specific computer and workplace equipment.
5 The NRC considers employees with disabilities for inclusion in training and developmental opportunities designed to enhance their professional skills. Disability awareness issues are included in many ofNRC's training courses. These courses are helpful to all levels of agency employees. The NRC ' s supervisors and hiring managers are required to participate in training on the Uniformed Services Employment and Reemployment Rights Act of 1994, which gives them greater awareness of laws and resources available to veterans, including disabled veterans.
To improve career development, advancement and retention, the NRC partners at the community level with employers, schools and universities, and public and private groups to improve education and employment opportunities. The NRC ' s mentoring program empowers participants by providing an opportunity to set and achieve career goals as they grow personally and professionally through the knowledge exchange. The NRC's NextGen cohort is a group of employees who have volunteered to help attract, recruit, and retain the next generation of nuclear regulatory leaders so that the NRC can better support future nuclear energy demands.
The following actions were taken to increase the number of applications from PWD and PWTD :
- NRC hosted its first ever Career Expo, which focused on candidates eligible for special hiring authorities such as people with disabilities including disabled veterans. In addition to the Career Expo, the agency hosted a virtual event for veterans and veterans with disabilities supported by NRC ' s Veterans Employment Resource Group (VERO).
- NRC participated in 55 outreach and recruitment events of which 58% (32 out of 55) focused on diversity. Two events (Gallaudet University and Equal Opportunity Publications Careers and the disABLED) focused on PWD /PWTD and five events were focused on veterans and included veterans with disabilities. NRC vacancies were posted on the Ability Corps / Ability Magazine,
GettingHired.com, Corporate Gray job boards and through Professional Diversity Network jobs were posted on military2career.com, abilitycareers.com.
- NRC partnered with the following organizations to share various job opportunities or to seek candidates for open vacancies: Maryland Department of Rehabilitative Services, Department of Defense Operation Warfighter Program, and Workforce Recruitment Program. In addition,
utilized the USAJ obs Agency Talent Portal (ATP) to search for candidates eligible for Schedule A hiring authority.
These actions resulted in the following outcomes:
- Referred 30 resumes to Human Resource Specialists for various jobs from our internal Schedule A database, internal Veterans resume database or the USAJobs ATP.
- The NRC hired 40 people with disabilities (16.9 percent of all new hires), and 1 of the 40 had a targeted disability. This represents an increase of 1.9 percent when compared to the 55 hires (including 5 hires with a targeted disability) in FY 2022.
6 Appendix3
Annual FEORP Plan Certification For the Fiscal Year 2023
A. Name and Address of Agency:
U.S. Nuclear Regulatory Commission, Office of the Chief Human Capital Officer (OCHCO) MS: TWFN 3B05B, Washington, DC 20555
B. Name and Title of Designated FEORP Official (Include e-mail address, telephone and fax numbers. In addition, please include address):
Ann Dublin, Chief, Special Authorities and Advisory Services Branch (SMSB),
OCHCO, MS: TWFN 2 A 77M, Washington, DC 20555; Ann.Dublin@nrc.gov.
301-415-7000.
C. Name and Title of Contact Person (Include e-mail address, telephone and fax number. In addition, please include address):
Kimberly English, Recruitment Project Manager, SMSB, OCHCO, MS : TWFN 2 A 77M, Washington, DC 20555; Kimberly.English@nrc.gov ; 301-287-0711.
Certification
I certify the above agency: 1) Has a current Federal Equal Opportunity Recruitment Program (FEORP) plan and the program is being implemented as required by Public Law 95-454 and subsequent regulations and guidance issued by the U.S. Office of Personnel Management; 2) All field offices or installations with fewer than 500 employees are covered by a FEORP plan; 3) All field offices or installations with 500 or more employees are covered either by this plan or by a local plan; and 4) Such plans are available on request from field offices or installations.
Chief Human Capital Officer or Head of Human Resources:
Print Name Eric Dilworth Signature Enc L. Dr wort Dilworth.. 1 h Digitally signed by Eric L.
Date: 2024.08. 13 10:56:03 -04 '00 '
Date
Title:
Acting Chief Human Capital Officer
Email Address: Eric.Dilworth@nrc.gov
Telephone: 301-415-7000
Director, Equal Employment Opportunity:
Print Name Vonna Ordaz
Digitally signed byVONNAORDAZ Signature VON NA ORDAZ Date: 2024.08.06 11 :21 :34 -04'00'
Date
Title:
Director, Office of Small Business and Civil ~
Email Address: Vonna.Ordaz@nrc.gov
Telephone: 301-415-7380
Chief Diversity/Inclusion Officer:
Print Name Vonna Ordaz
signed by VON NA ORDAZ Signature VONNAORDAZ Digitally Date : 2024.08.06 1 1 :20:46 -04'00'
Date
Title:
Director, Office of Small Business and Civil ~
Email Address: Vonna.Ordaz@nrc.gov
Telephone: 301-415-7380