ML19170A379

M190618B: Scheduling Note and Slides - Briefing on Human Capital and Equal Employment Opportunity (Public)

ML19170A379
Person / Time
Issue date:	06/18/2019
From:	NRC/SECY
To:
Shared Package
ML19170A371	List: ML19170A379 ML19171A335
References
Download: ML19170A379 (43)

Text

SCHEDULING NOTE Title: BRIEFING ON HUMAN CAPITAL AND EQUAL EMPLOYMENT OPPORTUNITY (Public)

Purpose: Provide the Commission an update on significant human capital initiatives and equal employment opportunity.

Scheduled: June 18, 2019 10:00 a.m.

Duration: Approx. 2 hours2.314815e-5 days <br />5.555556e-4 hours <br />3.306878e-6 weeks <br />7.61e-7 months <br /> Location: Commissioners' Conference Room , P 1 fl. OWFN Participants: Presentation NRC Staff 60 mins.*

Margaret Doane, Executive Director for Operations Topic: Opening Remarks Miriam Cohen, Chief Human Capital Officer

• Topic: Overview on Human Capital Jason Shay, Associate Director, HR Operations and Policy

• Topic: Update on Strategic Human Capital Management o Planning for the future NRC workforce

• Entry level hiring - future generations

• Critical skills Susan Abraham, Associate Director, Training and Development

• Topic: Update on Learning and Development o How learning and development efforts are aligning with agency transformation efforts

• Learning Transformation Initiative (blended and streamlined training)

• Competency Modeling,

• Talent management system ,

• Knowledge Management initiatives Pamela Baker, Director, Office of Small Business and Civil Rights Topic: Civil Rights and Diversity and Inclusion Update 1

Commission Q & A 40 mins.

Serita Sanders, Executive Vice President, National Treasury 5 mins.

Employees Union A representative of the National Treasury Employees Union will be invited to sit in the well. The Chairman will ask the union for remarks as permitted, under the formal meeting provision of the Collective Bargaining Agreement.

Discussion - Wrap-up 5 mins.

• For presentation only and does not include time for Commission Q & A's 2

xav USNRC

...__,. , *\ . .

United States Nuclear Regulatory Commission Protecting People and the Environment Briefing on Human Capital and Equal Employment Opportunity Commission Meeting June 18, 20 19

Agenda

• Opening Remarks

- Margaret Doane, EDO

• Overview on Human Capital

- Miriam Cohen, CHCO

• Update on Strategic Human Capital.

Management - Jason Shay, OCHCO

• Update on Learning and Development

- Susan Abraham, OCHCO

• Civil Rights and Diversity and Inclusion Update - Pamela Baker, SBCR

U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Overview on Human Capital Miriam Cohen Chief Human Capital Officer Office of the Chief Human Capital Officer

Permanent Staff on Board 4500 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

3500 2868 2500 1500 500 FY 08 FY 09 FY 10 FY 11 FY 12 FY 13 FY 14 FY 15 FY16 FY17 FY18 FY19 (Mar)

Permanent Attrition by Type 9.00o/o ~ - - - - - - - - - - - - - - - - - - - - - - -

...

G) ca 8.00% - - - - - - - - - - - - - - - - - - - +

7.00% - - - - - - - - - - - - - - - - - + -

c::: 6. 00°/o __,____ __

...*-...

C 5.00°/o I

• -

/

• 0 4.00%

1.. 3.00%

~ 2.00%

1.00%

0. 0 0% --L..-L-,-_i.---L~ --L-..,__,---L----l--,--.L.---'------,---'--...____,.__.___._- , -_,__....__.---,- '------,

FY11 FY12 FY13 FY14 FY15 FY16 FY17 FY18 FY19 (Mar}

Fiscal Year Transfers o Retirements

• Resignations

Staff by Retirement Eligibility FY 2019 752 26%

FY 2020 FY2024+ 120 1650 4%

58%

FY 2021 118 4%

FY2022 132 FY2023 5%

96 3%

Staff by Age 29 and Under 52 2%

60+

639 30-39 22% 610 40-49 596 21%

34%

Investments in Human Capital

• Enhancing how we do strategic workforce planning

• Developing competency models to improve employee agility

• Strengthening 1*e adership development at all levels

• Supporting organizational culture initiatives

U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Update on Strategic Human Capital Management Jason Shay Associate Director for Human Resources Operations and Policy Office of the Chief Human Capital Officer

A Lack of Entry-Level Hiring has an Impact

• What is an entry-level hire?

• Current state of entry-level hires

• Impacts on demographics (employees under the age of 30)

Percentage of Employees by Age Group (Agency wide) FY 2019 Q2 40%

35%

1/'l Q) a, 30%

>

0

-

Q.

E 25%

w 0

~ 20% {962t

....C ro Q)

~ 15%

w (590) n.

10%

(52) 5%

1.83%

0%

Age Groups

• 29 Under

• 30 39 r 40 49

• 50 59

• 60 Plus

Percentage of Employees by Age Group (Corporate, Technical and Legal)

FY 2019 Q2 50%

45%

V, 40%

QJ QJ

>

0 35%

-

C.

E 30%

w 0

QJ 25%

b.O

....t:

ffl

0) 20%

y I.,

cu 0.. 15%

10%

-

• -

• - M

"

rl 5% *- 0 (1)

II N

st r-.i ci 0%

Corporat e Technica l Lega l

• 29 Under

• 30 39 40 49

• 50 59

• 60 Plus

How Did We Get Where We Are? .

• Right-sizing the agency

• Preference for mid-career vs. entry-level hires

• Deferment of/the Nuclear Safety Professional Development Program

• Attrition

Attrition Rates by Age Groups Y 2018 and FY 2019 (Q2) 16%

-

14.4%

14%

12.7%

12%

-- --

~ 10%

ffi

-*-

ci:::

- 7.70%

C 8%

...,

0

• FY 2018

-

6%

ii,,.,

• FY 2019 1 3.54%

I

~

~

<(

-* -

4 .0%

4% 3 .1% 31

• % 2.86%

-- -*

2% . 1.45%

1.34%

0%

29 Unde r 30 39 40 49 so 59 60 Plus Age Groups

The New Workforce Is Different

• Blend of High-Touch and High-Tech

• Work-Life Balance

• Collaborative and mobile approa*c h to learning

• Diversity and Inclusion

Reinvigorating Traditional Entry-Level Hiring Strategies

• Temporary Summer Student Program

• Integrated University Program

• University Champions Program

Pursuing Innovative Solutions To Increase Entry-Level Hiring

• Modernized NRC developmental program

• New marketing campaign

• Exposure to non-traditional entry-level workforce

We Hired Them, But How Do We Retain Them?

• Expanded use of the Student Loan Repayment Program

• Emphasizing work-life programs

Progress Continues, But Challenges Remain

• Workload - Planning for work in the future (Strategic Workforce Planning)

• Prioritizing a demographically balanced workforce

U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Update on Learning and Development Susan Abraham Associate Director for Human Resources Training and Development Office of the Chief Human Capital Officer

a,

....u 0

~ ....

0 3:

uo=: "'C C!

ro z t:l1t)

• -

C!

...

a,

.c

• -C

...a, C)

• - *-

N C C!

!....!.

u, QJ

"'C

> 0

- C ~

Modernizing Training Delivery with the Learning Transformation Initiative

• Ongoing investment in blended solutions

• Learning flexibilities and efficiencies

• Insights: Adapting instruction to blended learning and ownership of training

Developing Talent Today and Preparing for the Future with Competency Models

• Complements SWP

• Bridges a skill gap/broadens a skill _ _

• Supports two-way career Learning&

• Development Competency Competency Based Based development discussions Training Qualification Programs

• Promotes learning through Skill-based Mentoring

• Expands into competency based training and qualification programs

Leveraging Technology with the Talent Management System

• Integrated solution

• Capabilities:

- Performance appraisal system automation

- Qualification tracking

- Course accessibility with mobile devices

• Phased implementation TALENT MANAGEMENT SYSTEM

Innovation in Collaborative Learning

• Implementation of an NRC Wiki tool

• Topics of interest - sponsored by the office KM champion

• Significant events captured by the Senior Level Staff

• Challenge: Adoption and use of the tool

v~~U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Civil Rights and Diversity and Inclusion Update Pamela Baker Director Office of Small Business and Civil Rights

Empowering Talent Through Inclusion

• EEO Engage me nt in Organizational Initiatives

• Advisory Committee Leadership Model Passport Series

• DMAC and DIALOGUE involved with Futures Assessment

• Targeting IUP /MSIP Grant Recipients for Entry Level Hiring

• Integrating Special Emphasis Program Events into Mission Work

• Women's History Month Luncheon during the RIC (FEWPAC/NTWN)

• Downland film viewing/discussion (NAAC/NMSS)

• Safe Spaces training (ACLGBT /GLOBE)

Preserving Relationships through Early Intervention and Creative Resolution

• DIALOGUE Ambassadors

• Workplace Listeners

• 11 Cohorts to Date - 8% of Staff

• Expanding to Regions

• EEO Counselors

• Trained to Facilitate Understanding

• Reinforcing Community

• Restructuring Cadre

• Trainers, Facilitators, and Mediators

• EEO Refresher Training

• Anti-Harassment Sessions

• Speed of Trust

Resolving Differences

• Alternative Dispute Resolution

• Increased Activity

• Programmatic Changes ADR 2018 to 2019 Comparison FY 2019 TO-DATE FY 2018

!I 0 2 4 6 8 10 12 14 Settl ement s 11 ADR Held

• ADR Offered

All Complaints (Informal and Formal)

FY 2009 - March 31, 2019 35 33 33 30

'

I, I I I I - 28

- 27 I

25 26 25 1 I 24

-

I I 22 I i I 22 ~ I I 22 I

I 20

!

I I I I I i

-

.--

l I

I I ,

15 16 I

--i I . ;J. _ I I '1 '6 13 10 10 8

5 0 -

FY 09 FY 10 FY 11 FY 12 FY 13 FY 14 FY 15 FY 16 FY 17 FY 18 FY 19 (As of March 31, 2019)

Informal 1:1 Formal

Analyzing EEO Complaint Activity

• By the numbers:

• In comparison to similarly sized Federal agencies, NRC's activity remains low

• Number of complaints relatively static, despite decreased staffing

• By Bases :

• Age, gender, and retaliation remain among the top allegations, equating to 70% of complaints.

• Race as a claimed basis is increasing as disability complaints are decreasing

• By issue:

• Most frequent issues are assignment of duties, harassment, and performance appraisals

• This is consistent with FY201 7 data

Progressing Beyond Awareness &

Tolerance to Integration and Inclusion

,.....

fl)

<

fl)

....

0 n

,..

C:

C

""'

QJ n

0

• 3

"'O

,..

t'D t'D

~

n t'D

[)Mil [)"'

Conventional Defensive Ambivalent Integrative Inclusive Copyright DTUl.com 2006

Moving from Vision to Reflection SBCR 2016-2019

Acronyms

• ACLGBT - Advisory Committee for Lesbian, Gay, Bisexual and Transgender Employees

• CHCO - Chief Human Capital Officer

• DIALOGUE - Diversity Inclusion Awareness Leading Organizational Growth, Understanding, and Engagement

• DMAC - Diversity Management Advisory Council

Acronyms ( continued)

• EDO - Executive Director for Operations

• EEO - Equal Employment Opportunity

• FEWPAC - Federal Women's Program Advisory Committee

• FY - Fiscal Year

Acronyms ( continued)

• IUP - Integrated University Program

• KM - Knowledge Management

• LMS - Learning Management System

• LTI - Learning Transformation Initiative

Acronyms ( continued)

• MSIP - Minority Serving Institution Program

• NAAC - Native American Advisory Committee

• NRC - U.S. Nuclear Regulatory Commission

• NTWN - NRC Technical Women's Network

Acronyms ( continued)

• NMSS - Office of Nuclear Material Safety and Safeguards

• OCHCO - Office of the Chief Human Capital Officer

• SWP - Strategic Workforce Planning

• SBCR - Office of Small Business and Civil Rights

• Acronyms ( continued)

• TMS - Talent Management System

Full-Time Equivalent Allocations 4200

---

4000 -I -- I

---

--

C 3800 ._

0 m 3600 -

~ ~

-c -

~ 3400

...~ -

- ------- ------ -

- - - - - - - - - - I 3200 ,_. - * * * * * * * * * * * ~

l'I w 3000 -f - - - -

1-

u. 2800 _, * --- * * * * * * * * * ---- * * * * - - - *- -

2600 -t-a * * * * * * * * * * .* * * --- - - - - - - - - -

2400 -1 * *

--- - b- - -~

• * * * * * * * * * * * * -- * * * * * * - - -

2200 * - - - -

~ ~ ~ ~ ~ ~ b ~ ~ -~ ~

~ ~ ~ ~ ~ ~ ~ ~ - ~ ~ ~ ~ ~

~ ~ ~ - ~ ~ ~ ~ ~ ~ ~ ~ ~ ~

Fiscal Year

Hiring Trends I

Number of New Hires 250 ~. ~~~~~~~~~~~~~~

200 . .,--~~~~~~~~~~~~~~~~~-

150 100 50 ~

0 -+------------.-----,---~---,-----.------~

FY 12 FY 13 FY 14 FY 15 FY 16 FY 17 FY 18 FY 19 (Mar)