ML24334A005

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M241205: Slides - Briefing on Equal Employment Opportunity, Affirmative Employment, and Small Business
ML24334A005
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Issue date: 11/29/2024
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M241205
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Equal Employment Opportunity, Affirmative Employment, and Small Business

  • Commission Briefing
  • December 5, 2024

Vonna Ordaz Director Office of Small Business and Civil Rights

3 Agenda Harold Pittman Director Office of Public Affairs Erin Carfang Branch Chief Region I Jill Shepherd Co-Chair Native American Advisory Committee Vonna L. Ordaz Director Office of Small Business &

Civil Rights Tuwanda Smith Program Manager Affirmative Employment & Diversity Management Program Richard Revzan Associate Director Division Human Resources Operation & Policy Office of the Chief Human Capital Officer

4 SBCR: Providing Essential Support Across the Agency SBCR Affirmative Employment

& Diversity Management Program Small Business Program Civil Rights Program Diversity, Equity,

& Inclusion Outreach Program

5 White House Event for Scorecard Recognition Small Business Program Rated Among Best Scorecard A+

Top achiever VIP instructor

6 Focusing on the Future:

Enhancing Small Business Toolbox Interactive Forecast Veteran Action Plan In-reach & outreach

7 COLLATERAL DUTY EEO COUNSELORS Nicole Coleman, OE Tekia Govan, OEDO George Smith, NMSS Tam Tran, NMSS Rhonda C Dorsey, SBCR Meredith Neubauer, SBCR Erin Deeds, SBCR Stephanie Garland, SBCR Chakia Robinson, SBCR Marjorie McLaughlin, RI Farrah Gaskins, RI Cynthia Taylor, RII Gena Poe, RII Judith Weaver, RII Alfred Sanchez, RIV Natalia Salazar, RIV Civil Rights Program Reinforces Commitment Collateral Duty EEO Counselors Program Compliance Review Recognition

8 Civil Rights Program Aims to Amplify Impact Instituting quarterly Collateral Duty EEO counselors training Promoting Alternative Dispute Resolution Program training Optimizing customer service

9 Analyzing Complaint Data to Identify Insights and Trends 25 15 14 15 14 33 22 22 21 23 12 13 34 31 36 0

5 10 15 20 25 30 35 40 FY 2020 FY 2021 FY 2022 FY 2023 FY 2024 Contacts Informal Formal

10 Diversity Equity & Inclusion Outreach Program Enhances Employee Engagement Special Emphasis Program events DIALOGUE iCARE 2024 Communication Workshop: Stronger Together -

Advocating for Yourself & Others

11 Hosting a DIALOGUE cohorts conference Growing the Minority Serving Institutions Grants Program Expanding use of Intergovernmental Personnel Act (IPA)

Building Off Current Foundational Successes UPRM Visit to Boiling Nuclear Superheater (BONUS)

Reactor Facility in Rincon, Puerto Rico

Tuwanda Smith Program Manager Affirmative Employment &

Diversity Management Program

13 Workforce Shows No Changes 0

200 400 600 800 1000 1200 1400 Number of Employees 5-Year Employee Representation by Sex, Race, and Ethnicity FY 2020 FY 2021 FY 2022 FY 2023 FY 2024 5-Year Average %

Hispanic or Latino White Black Asian

  • Native Hawaiian or Pacific Islander American Indian or Alaska Native Individuals Two or More Races Total Percent 9%

62%

17%

11%

0.00%

1%

1%

Male Percentage 59%

5%

41%

6%

7%

0.00%

0.00%

0.00%

Female Percentage 41%

4%

21%

11%

4%

0.00%

0.00%

0.00%

White females and minorities (e.g..,

Hispanic or Latino,. American Indian or Alaska) at the NRC are below the civilian labor force percentages.

NRCs representation in STEM-related occupations is like other scientific and technical agencies, such as:

National Aeronautics and Space Administration Federal Energy Regulatory Commission Department of Energy Department of Transportation Environmental Protection Agency Amounts are rounded and total employee percentages may not equal 100.

14 Scarcity of Females and Minorities in the Feeder-Pool Analyses were conducted of employee representation in mission critical and standard occupations.

15 5-Year Trend Analysis of Primary Separation Factors Examples: Exit Survey Comments From Departing Employees Trend Analysis - Count of Selected Primary Separation Factors by FY: 2018 - 2024 Fiscal Years 2018 2019 2020 2021 2022 2023 2024 Total Employee Separations 184 239 236 246 305 264 Number of Exit Survey Respondents 90 (48.91%)

104 (43.51%)

99 (41.94%)

104 (42.27%)

130 (42.62%)

81 (30.68%)

96 Selected Factors Stressful Work Environment 11 16 13 19 23 20 23 Dissatisfaction with Telework Opportunities 7

2 6

2 31 24 21 Poor Morale 13 11 12 16 16 18 20 Pay/Cost of Living 18 10 15 7

19 10 19 Lack of Opportunity for Career Advancement 31 19 31 18 27 20 19 Poor Communication 8

5 10 10 15 15 19 Skills Not Utilized 18 14 24 11 20 19 16 Inability to Influence Organizational Decisions 9

15 6

10 17 11 15 Work Not Valued/Appreciated 11 11 17 18 20 24 14 Dissatisfied with Inaction 5

11 7

12 9

21 12 Dissatisfaction with Incentives (Retention, Relocation, Awards) 5 5

4 4

7 8

12 Favoritism 14 12 13 15 13 14 10 Fear of Reprisal for Raising Differing View 7

7 7

9 11 10 10

16 Using Data to Inform Outcomes Collect Data Analyze Data Create Awareness Develop Action Plan Measure Effectiveness

  • NRC Statistical Workforce Tables
  • Data collection tracking systems
  • Other data sources
  • Determine
  • Effectiveness
  • Compliance
  • Whether to conduct a barrier analysis, and
  • Corrective strategy
  • Share analysis/findings
  • MD-715 Report/Plans
  • Partner to develop MD-715 corrective action plan(s)
  • Monitor progress
  • Report outcomes to EEOC and NRC EXAMPLES of Current Focus, Status, and Outcomes: Data collections systems, Hiring and promotion processes, separations, Section 501 compliance, Section 508 Policy, and ADR benchmark goals.

17 Language Assistance Plan Contract Portal Outcomes Assisting Regions and Programs to Engage Persons With Limited English Proficiency

18 Contributing to Workforce Development Partnerships Infrastructure & Coalition-building Attracting STEM Talent Outcomes

Richard Revzan Associate Director Human Resources Operations and Policy Office of the Chief Human Capital Officer

20 Robust Hiring Continues FY25 FTE Allocation

  • Office & regional FTE allocation is 2,799
  • 99% FTE filled (2,775)

FY24 Hiring Actions

  • 1,249 (45%) actions processed for GG employees o792 vacancies filled permanently o268 external hires o524 internal hires o 457 vacancies filled temporarily (rotational assignment or detail)

21

  • Emphasis on efficiency and accuracy
  • Hiring process evaluation
  • Benchmark with other agencies
  • Strategic Workforce Planning Faster Hiring Processes

22 Maximum Flexibilities for Hiring

  • University Champions
  • Student internships
  • Special authorities
  • Direct hire authority
  • Schedule A
  • Veterans preference
  • Leveraging the ADVANCE Act

23

  • NRC mission
  • Rotations and details
  • Culture initiatives Retaining Our People

Attracting a Diverse Workforce 24 Government-wide actions on pay equity

  • Implementing new OPM policy
  • Focusing on advancing pay equity across government pay systems Part-time employment

Hal Pittman Director Office of Public Affairs

26 Facebook LinkedIn Instagram X

How does social media content support diversity and inclusion?

27 Instagram and Facebook examples

28 LinkedIn Examples

29

  • Performs well on all social platforms
  • HBCU & Women in STEM content particularly strong
  • Chair Hanson visit to AAMU was top 2023 Instagram post
  • Black History Month posts had 6,500 impressions / 600+

engagements Statistics - How well does the content perform?

30 Other Content - ADVANCE Act

31 Demonstrates commitment to a diverse workforce Enables future applicants to see themselves at NRC Also helps us amplify news like ADVANCE Act activities The challenge: be creative while remaining connected to the mission Meet audience needs, within resource constraints Social media bottom line?

Erin Carfang Branch Chief Projects Branch 1 Division of Operating Reactor Safety Region I

  • 3 (42%) Minority serving institution fairs
  • 5 schools/events near hard to fill resident inspector sites
  • 125-225 applicants to each Region 33 Attracting New Talent

34 Training Rotations Inclusion Retaining Our Talent

Public Meetings Language Outreach Community Outreach 35 Developing Language Inclusivity

Jill Shepherd Secretary Native American Advisory Committee

37 ADVISORY COMMITTEE FOR EMPLOYEES WITH DISABILITIES ADVISORY COMMITTEE FOR AFRICAN AMERICANS ASIAN PACIFIC AMERICAN ADVISORY COMMITTEE NRC PRIDE ALLICANCE ADVISORY COMMITTEE FEDERAL WOMANS PROGRAM ADVISORY COMMITTEE HISPANIC EMPLOYMENT PROGRAM ADVISORY COMMITTEE DIVERSITY ADVISORY COMMITTEE ON AGEISM NATIVE AMERIAN ADVISORY COMMITTEE NRC BLACKS IN GOVERNMENT NRC VETERANS EMPLOYEE RESOURCE GROUP NRC TECHNICAL WOMENS NETWORK DMAC DIVERSITY MANAGEMENT ADVISORY COMMITTEE EEO Advisory Committees/

Affinity & Resource Groups

There is power in partnerships.

38

39 Mirela Gavrilas Executive Director for Operations Closing Remarks

Acronyms 40 AAMU - Alabama A&M University ACAA - Advisory Committee for African Americans ACED - Advisory Committee for Employees with Disabilities ADR - Alternative Dispute Resolution APAAC - Asian Pacific American Advisory Committee CLF - Civilian Labor Force DACA - Diversity Advisory Committee on Ageism DIALOGUE - Diversity Inclusion Awareness Leading Organizational Growth, Understanding, and Engagement DEIA-Diversity, Equity, Inclusion, &

Accessibility DMAC - Diversity Management Advisory Committee DMIC - Diversity Management &

Inclusion Council EEO - Equal Employment Opportunity EEOC - Equal Employment Opportunity Commission FWPAC - Federal Womens Program Advisory Committee FY - Fiscal Year GSA - General Services Administration HEPAC - Hispanic Employment Program Advisory Committee iCARE - Initiative on Civility, Awareness, Respect and Engagement IDSP - Inclusive Diversity Strategic Plan IPA - Intergovernmental Personnel Act IWGs - Interagency Working Groups MCOs - mission-critical occupations MSI - Minority Serving Institutions NAAC - Native American Advisory Committee

Acronyms continued 41 NPAAC - NRC Pride Alliance Advisory Committee NTWN - NRC Technical Womens Network OCHCO - Office of the Chief Human Capital Officer OGC - Office of the General Counsel OMB - Office of Management and Budget OPM - Office of Personnel Management ORAU - Oak Ridge Associated Universities OSTP - Office of

Science, Technology and Policy PWDs - People with Disabilities PWTDs - People with Targeted Disabilities RI - Region I SBCR - Office of Small Business and Civil Rights SES - Senior Executive Service SLEPP - Strategic Limited English Proficiency Plan STEM - Science Technology Engineering and Math TTC - Technical Training Center VERG - Veterans Employee Resource Group VIP - Veterans Institute for Procurements
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