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{{#Wiki_filter:Appendix - C - Complete List of HEART Recommendations Recommendation 1: Presence with Purpose - Revise policies and implementation procedures to develop a Presence with Purpose Approach -
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where the staff work from specific locations for a purpose.
Sub-Recommendation                                          Organizational Health      Source          Policy Change Proposed Basis                                      Required      Assignments Encourage and support more flexibility and team              Builds trust between work  HEART          No            EDO - Office autonomy within the current hybrid work model (6-4)          groups and their leaders                                Directors and
- Empower staff and first-line supervisors to use in-        by optimizing flexibility                                Regional person and out-of-office time in a manner to best support    and team input in work                                  Administrators the mission by promoting project-based telework              modes, times, and flexibilities                                                locations. Optimizes staff productivity and engagement Increase telework and remote work flexibilities on a        Improves recruitment and  External        No            OCHCO, First position-specific basis                                      retention. Optimizes staff Research and                  Line supervisors
- Set a timeline for carrying out functional analyses by the productivity and          Benchmarking, first line supervisors for each position to determine full  engagement                Presidents extent of maximum telework possibilities. Encourage an                                  Management "Excellence from Everywhere" approach.                                                  Council
- Use existing tools (i.e., from State Dept, NASA, etc.) to evaluate job specific in-office and telework requirements Establish agency-wide guiding principles to                  Builds trust between work  External        ?            OCHCO, First communicate expectations for in-person presence              groups and their leaders  Research and                  Line
- Adopt a team-based approach to implement those            by optimizing flexibility  Benchmarking                  Supervisors, criteria. Teams should consider the work that people do      and team input in work                                  Team Members and define when being in person makes a measurable          modes, times, and difference.                                                  locations. Optimizes staff
- Enable experimenting and piloting at team levels to        productivity and define moments that matter in their work.                    engagement.
Encourage the practice of multiple office visits per        Promotes impromptu        Straight to the No            EDO - Office year for remote workers for focused events (i.e., team      conversations,            HEART,                        Directors and building, management briefings, initiating a new project    relationship and team      External                      Regional team, conference-style meetings)                            building                  Research and                  Administrators Benchmarking C-1
 
Sub-Recommendation                                          Organizational Health  Source          Policy Change Proposed Basis                                  Required      Assignments Provide full-time telework options for rotational and        Promotes cross-        Sr. Leader      No            Office Directors detail assignments                                          organizational        Interviews,                  and Regional development, more      Straight to the              Administrators opportunities for      HEART HQ/Regional experience Increase resident inspector "non-scheduled"                  Optimizes staff        Direct staff    Yes          Regional telework hour limits beyond 8 to include regularly          productivity and      feedback                      Administrators scheduled hours/meetings (i.e., plant status meetings)      engagement
- Push the decision level down to the first line supervisor.
Embrace that the hybrid environment is here to stay          Improves staff        TPIWG          No            EDO - All and cease using hybrid terminology                        engagement and trust  Listening                    Offices Sessions C-2
 
Recommendation 2: Equip managers and staff to work in a hybrid environment - Working in a hybrid environment takes new skills. Everyone in the agency must work together to adopt new habits and hold each other accountable to expectations. We must adopt new norms for hybrid work and learn how to be inclusive in a hybrid environment.
Sub-Recommendation                                          Organizational Health    Source            Policy Change    Proposed Basis                                      Required          Assignments Commit to norms and expectations for hybrid                Enhances agency culture,  Agency Culture    No                Agency Culture meetings and make people accountable to them                optimizes staff          Team, HEART,                        Team, First
  - Develop/utilize/enforce existing "norms"/etiquette and    productivity, engagement, Sr. Leader                          Line clear expectations for hybrid meeting behaviors            and wellbeing            interviews,                        Supervisors
  - Use engagement techniques to make meetings and                                      direct staff                        OCIO discussions more open and collaborative                                              feedback,
  - Prevent solidly booked Teams Meeting schedules by                                  Straight to the setting 1) "no meeting zones", 2) blocks of time for                                  HEART, training, 3.) time for personal, informal chats                                      External
  - Create built-in break periods by updating the agencys                              Research and Outlook settings to default to a 25- or 50-minute                                    Benchmarking schedule/meeting norm (i.e., have them start 5 or 10 minutes late or end 5 or 10 minutes early)
Train staff to work effectively in a hybrid                Enhances organizational  Focus Groups,    No                OCHCO, OCIO environment                                                effectiveness            Straight to the
  - Utilize/Develop training, guidelines, and tools around                              HEART, Senior leading in hybrid organizations, building relationships,                              Leader respecting boundaries                                                                Interviews
  - Advertise existing resources, best practices, tools and techniques to optimize the hybrid meeting experience.
  - Schedule team training so teams learn together how to be inclusive in hybrid meetings
  - Build awareness of OCIO resources for conference room equipment use. Require training on the conference room technology. Advertise the "IT concierge" to facilitate meeting room set-up.
C-3
 
Sub-Recommendation                                          Organizational Health  Source          Policy Change Proposed Basis                                  Required      Assignments Develop structured support systems to optimize              Promotes impromptu      Direct staff    No            OCIO, collaboration, knowledge management, and                    conversations,          feedback, NRR                OCHCO, All relationship building                                        relationship and team  Hybrid Working                Offices
- Structure activities for new employees to meet needs      building, enhances      Group, Straight for onboarding, relationship building, and knowledge        organizational          to the HEART, management. Develop new employee                            effectiveness, improves Senior Leader communities/cohorts that meet regularly (similar to          efficiency and data    Interviews NRAN, but for non-NRAN participants, expansion of            tracking, enhances Ambassadors program)                                        agency culture
- Dedicate resources (i.e., job positions or assigned duties) to assist teams with coordinating virtual, hybrid or in-person activities to optimize collaboration and team building.
- Create and promote virtual communities to encourage cross-team interactions (Slack Channels, Virtual Coffee Breaks, Guilds) Example - technical subject guilds.
Regular meetings to discuss technical issues or interesting topics. The meeting times are charged training.
Incorporate the competencies needed for leading in a        Improves implementation HEART, TPIWG    No            OCHCO, All hybrid organization into supervisory and staff              and accountability                                    Offices Elements & Standards C-4
 
Recommendation 3: Invest in connection through technology and space use for the future of work - The future of the office in a hybrid environment will focus more on collaboration spaces while also continuing to meet the needs of staff who prefer the office environment for independent, high-concentration tasks. Collaborative spaces should be available for in-person connection and optimized for inclusion of virtual participants.
Sub-Recommendation                                        Organizational Health        Source            Policy Change        Proposed Basis                                          Required            Assignments Utilize space as a tool for work/mission                  Promotes impromptu          External          No                  ADM accomplishment                                            conversations,              Research and
  - Develop a space planning strategy to reduce office      relationship and team        Benchmarking space to facilitate co-location and in-person interactions building. Reduces feelings
  - Build spaces to promote collaboration including          of isolation while in the temporary team spaces                                      building
  - Build quiet areas for staff that need to do heads-down work.
  - Promote the use of electronic records management tools, digitization of historical paper files, and shared cloud-based workspaces to reduce the amount of file cabinet and file server spaces needed
  - Maximize staff involvement in the space strategy and design processes Evaluate worksite features to enhance the in-office        Enhances staff wellbeing    Straight to the    No                  ADM experience (i.e., noise, lighting, food options, etc.)    and organizational          HEART, direct
  - Improve conference room equipment, furniture, and        effectiveness                staff feedback layout to optimize hybrid connection and collaboration.
  - Utilize noise eliminating technologies (use of headphones for meetings/noise cancelling headphones and ambient sound reducing technologies/architecture)
  - Increase the timing for lights to automatically shutoff
  - Bring in food options in common areas C-5
 
Sub-Recommendation                                          Organizational Health    Source Policy Change Proposed Basis                          Required      Assignments Invest in technology tools and equipment to support        Promotes impromptu      HEART  No            OCIO, ADM connection, transparency, and productivity                  conversations,
- Develop/Utilize applications to coordinate in-office time relationship and team (work schedules)                                            building
- Develop capabilities to identify who is in the office and who is teleworking on any given day (both for individual teams and the agency as a whole).
- Pursue robust cloud storage for accessing and managing sensitive information
- Leverage available technology-based knowledge management tools for broad staff use Improve the telework experience                            Enhances staff wellbeing HEART  No            OCIO, ADM
- Improve awareness of available tools and equipment to    and organizational support productivity (e.g., monitors, headphones,          effectiveness collaboration software)
- Perform ergonomic checks, assess the need for monitors and access to printers, etc.
- Develop a home office in a box C-6
 
Recommendation 4: Prioritize trust through communications - Communications related to the hybrid environment need to be authentic and demonstrate openness to listening. Decisions about the work environment should be data-based and communicated quickly and transparently to staff.
Sub-Recommendation                                        Organizational Health      Source        Policy Change        Proposed Basis                                    Required            Assignments Communicate with the staff, with the understanding        Enhances effective        HEART          No                  All Managers that the staff is not a singular entity. It is a large and communications, diverse group that has disparate views and needs.          promotes understanding Communicate/think about issues as if the staff is not a monolith.
Acknowledge that trust has been broken and needs          First step to rebuilding  Agency Culture No                  EDO, to be repaired. Acknowledge the mental health              trust                      Team, HEART,                        Senior Leaders challenges created by the pandemic and re-entry                                      direct staff decisions. Promote resource available to staff.                                      feedback, Senior Leader Interviews Continually engage staff as partners in defining and      Restoring Trust in        Sr. Leader    No                  EDO, HEART, designing the future of work.                              Leadership and            interviews,                        TPIWG
- Coordinate communications about next steps with          transparency with          HEART focus HEART and TPIWG recommendations                            employees, Addresses      groups
- Host open sessions with all employees on the hybrid      concerns there is mis-    HEART working environment so that senior leaders can address    alignment among concerns                                                  leadership on interpreting
- Demonstrate listening and perspective-taking in small    and implementing group meetings between senior leaders and staff            telework policy
- Advertise agencywide actions to show that senior leaders are listening to feedback and committed to improving the employee experience
- Clarify EDO vision and expectations for all NRC managers and staff on the new telework policy, flexibilities, can/cant dos, authorities/decision-makers, etc. Clearly explain the rationale for being in the office and expectations going forward.
C-7
 
Sub-Recommendation                                      Organizational Health    Source        Policy Change Proposed Basis                                  Required      Assignments First line supervisors - have in-depth discussions      Builds trust between work NRR Hybrid    No            First Line with their staff to understand their comfort levels      groups and their leaders  Working Group              Supervisors with in-person interactions and to identify              by optimizing flexibility appropriate team building activities                    and team input in work modes, times, and locations Recognize, in a meaningful way, front-line              Shows understanding of    External      No            EDO employees, i.e., Resident Inspectors, security officers, front-line worker issues, Research and maintenance personnel, etc., who stayed on the job (in  builds trust              Benchmarking person) from the start of the pandemic - those who will not have maximum telework capabilities in the future C-8}}

Latest revision as of 03:35, 16 November 2024

Appendix C - Complete List of Recommendations
ML22271A897
Person / Time
Issue date: 09/29/2022
From: Aaron Mccraw, Sean Peters
NRC/EDO/AO, NRC/RGN-III
To:
NRC/EDO
Peters S
Shared Package
ML22271A894 List:
References
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