ML25177A072
| ML25177A072 | |
| Person / Time | |
|---|---|
| Issue date: | 06/25/2025 |
| From: | Allen R Office of the Chief Human Capital Officer |
| To: | |
| References | |
| 200500366 | |
| Download: ML25177A072 (1) | |
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United States (U.S.) Nuclear Regulatory Commission Federal Equal Opportunity Recruitment Program (FEORP)
FY 2024 Accomplishments and Successful/Promising Practices The U.S. Nuclear Regulatory Commission (NRC) is dedicated to fostering a healthy, mission-focused workforce. Below are the FY 2024 best practices exemplifying our commitment to advancing FEORP goals.
Goal 1: Diversify the Workforce Representation Through Active Engagement of Leadership Action: The NRC's leadership reaffirmed their commitment to Equal Employment Opportunity (EEO) and fostering a healthy organizational culture during formal Human Capital and EEO public briefings.
Measures and evidence-building activities:
NRC conducted two public Commission briefings on Human Capital and EEO in FY 2024. One occurred on December 14, 2023, and the other on June 4, 2024.
NRC's leadership issued the following EEO policy statements through agency-wide yellow announcements:
o Equal Employment Opportunity Policy Statement (06/03/24);
o Section 508 Accessibility Policy Statement (06/14/24); and o Alternative Dispute Resolution Program for Equal Employment Opportunity Complaints and Related Issues (07 /22/24 ).
Outcomes:
The two briefings provided the Commission and public with a status update from the Office of the Chief Human Capital Officer (OCH CO) and EEO office on high-level, strategic matters related to Human Capital and EEO, such as recruitment and hiring activities designed to eliminate underrepresentation of minorities.
The briefings served as a forum for NRC leadership to publicly reaffirm its commitment to EEO and organizational health objectives, create awareness and buy-in, provide feedback on agency recruitment efforts, set the direction for compliance at all employee levels, and define behavioral expectations.
The EEO policy statements released to all NRC employees reinforced the agency's commitment to equal opportunity and a discrimination-free workplace.
Goal 2: Include and Engage Staff at Every Level Action: Throughout FY 2024, executive leadership promoted and advanced an NRC workplace culture where employees feel valued, connected, and aligned with the agency's mission.
Measures and evidence-building activities:
The NRC's employee participation in the 2024 Federal Employee Viewpoint Survey (FEVS) increased from 71.9% in 2023 to 73.4% in 2024. This was among the highest participation rates in the federal government. The high participation rate reinforces the
commitment in shaping organizational improvements that are aligned with the NRC's Strategic Plan.
Outcome:
The NRC reaffirmed leadership's commitment to agency culture by encouraging employees to actively support office-level and agency-wide objectives through the Agency Desired Culture Initiative, Town Hall meetings, and actively participate in recruiting activities aimed at attracting top talent from broad segments of the population to produce a workforce that reflects America and those we serve.
Goal 3: Optimize EEO and Cultural Efforts Using Data Driven Approaches Action: The NRC leveraged data-driven methods such as Safety Culture and Climate Survey and culture assessment focus groups to enhance policies, processes, and programs to support EEO and culture initiatives, in alignment with the agency's mission.
Measures and evidence-building activities:
The NRC improved internal data collection systems to expand capacity and efficiency of HR information/data collections. In addition, OCHCO is working to produce real-time information/data on a bi-annual basis to support MD-715 annual reporting.
The NRC-led initiatives, such as establishing agency Change Agents, employee-led culture action planning efforts, and the Organizational Culture Effectiveness Inventory, continue to strengthen organizational culture throughout the agency.
Outcomes:
The NRC enhanced its data collection, analysis, and reporting capabilities to improve data tracking challenges. Collaborative efforts between OCHCO and the EEO office resulted in five achievements:
I. Identified required data.
- 2. Removed erroneous entries.
- 3. Expanded infrastructure to improve capacity and efficiency in HR data collection.
- 4. Enhanced data integrity and quality.
- 5. Launched bi-annual real-time data reporting.
The Office Culture Leaders analyzed internal and external data to identify specific focus areas for culture improvement and implemented improvement plans aligned with the agency's overall strategy. The Agency Culture Team consolidated common themes to develop a unified strategic approach, enhancing organizational performance and guiding cultural transformation.
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Annual FEORP Plan Certification For Fiscal Year 2024 A. Name and Address of Agency:
U.S. Nuclear Regulatory Commission Office of the Chief Human Capital Officer (OCH CO)
MS: TWFN 3B05B Washington, DC 20555-0001 Appendix 2 B. Name and Title of Designated FEORP Official (Include e-mail address, mailing address, and telephone and fax numbers):
Ann Dublin, Chief, Special Authorities and Advisory Services Branch (SAASB)
U.S. Nuclear Regulatory Commission OCHCO/HR Operations and Policy (HROP)/SAASB MS: TWFN 2A77M Washington, DC-20555-0001 Ann.Dublin@nrc.gov Ph: 301-415-7000 C. Name and Title of Contact Person (Include e-mail address and telephone and fax numbers.
Rickea Allen, HR Specialist U.S. Nuclear Regulatory Commission OCHCO/HROP/SAASB MS: TWFN 2A77M Washington, DC-20555-0001 Rickea.AI len@nrc.gov 301-415-7000 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.
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Appendix 2 Chief Human Capital Officer or Head of Human Resources Print Name:
Signature:
Date:
Title:
Email Address:
Telephone:
Jennifer Golder JENNIFER GOLDER Digitally signed by JENNIFER GOLDER Date: 2025.06.25 08:17:34 -04'00' Chief Human Capital Officer Jennifer.Golder@nrc.gov 301-415-3300 Director, Equal Employment Opportunity Print Name:
Signature:
Date:
Title:
Email Address:
Telephone:
Vonna Ordaz VONNAORDAZ Digitally signed by VONNA ORDAZ Date: 2025.06.24 10:06:33 -04'00' Director, Office of Small Business and Civil Rights Vonna.Ordaz@nrc.gov 301-415-7380 Page 2 of 2