ML18158A216

M180606: Scheduling Note and Slides - Briefing on Human Capital and Equal Employment Opportunity (Public Meeting)

ML18158A216
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Issue date:	06/06/2018
From:	NRC/SECY
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M180606
Download: ML18158A216 (1)

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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 6, 2018 2:00 p.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 , 1 51 FL OWFN Participants:

Presentation NRC Staff 50 mins.* Daniel Dorman, Acting Executive Director for Operations Topic:

• Opening Remarks Miriam Cohen, Chief Human Capital Officer Topic:

• Overview on Human Capital Susan Salter, Chief , Workforce Management and Benefits Branch , Office of the Chief Human Capital Officer Topic:

• Programmatic Update on Strategic Workforce Planning Michael Weber, Director , Office of Nuclear Regulatory Research Topic:

• Strategic Workforce Planning Pilot Melody Fopma, Deputy Director , Office of Small Business and Civil Rights Topic:

• Civil Rights and Diversity and Inclusion Update Commission Q & A 50 mins. 1 Discussion

-Wrap-up 5mins. Maria Schwartz, Executive Vice President of the National Treasury Employees Union, will be invited to sit in the well. The Chairman will ask for union remarks, as permitted, under the formal meeting provision of the Collective Bargaining Agreement.

• For presentation only and does not include time for Commission Q & A's 2 U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Briefing on Human Capital and Equal Employment Opportunity Commission Meeting June 6, 2018 --------------

. ' Agenda

• Overview of Human Capital -Miriam Cohen, CHCO

• Equal Employment Opportunity and Diversity

& Inclusion Trends and Developments

-Melody Fopma, SBCR

• Strategic Workforce Planning Update -Susan Salter, OCHCO

• Using Strategic Workforce Planning to Enhance RES Capabilities

-Michael Weber, RES U.S.NRC

• United States Nuclear Regulatory Commission Protecting People and the Environment Overview of Human Capital Miriam Cohen Chief Human Capital Officer Office of the Chief Human Capital Officer Reflections on the Past Year

• Successfully addressed workload and workforce challenges

• Employee engagement remains high

• Fostering greater trust at all levels Vl w 4100 3900 3700 ....J c.. 2 3500 0 0:: w a:i 2 3300 ::J z 3100 2900 2008 Staffing Levels by Year Fi s cal Y e ar 4018 3736 3739 2009 2010 2011 2012 2013 2014 2015 2016 FISCAL YEAR 2017 2018 (March)

First Line Supervisor to Staff Ratios FY 2008-2018 (Q2) 10 8.9 9.0 9.2 9 9.3 9.1 9.1 9*3 -8.6 8.5 8 7 6 0 :;:; Ill 0::: 5 4 3 2 1 2008 2009 2010 2011 2012 2013 2014 2015 2016 2017 2018 Fiscal Year -staff 200 172 172 174 173 150 1 00 2008 2009 SES Levels by Year 170 164 2010 Reduction in NRC SES Positions September 2008 -May 2018 170 170 170 170 149 147 141 2011 2012 2013 2014 160 138 2015 -Authorized Allocation

-Established NRC Positions 160 138 2016 (Filled Positions and Vacant Positions) 150 150 135 129 2017 2018 u, G) G) >. 0 -C. E w Retirement Eligibility Distribution of Permanent Employees 200 175 150 125 100 75 50 25

• 0 ~~=z: 36 28 20 12 4 0 4 8 12 16 20 Years to/of Eligibility FY 2004 a FY 2008 D FY 2018 (Mar) I Where Are We Now -Time of Opportunity

• Rebuilding corporate capacities

• Supporting agency initiatives: NRO merger, transformation

• Refocusing leadership development programs

• Positioning staff for future opportunities U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Equal Employment Opportunity and Diversity

& Inclusion Trends and Developments Melody Fopma Deputy Director Office of Small Business & Civil Rights Enhancing the Culture of Diversity

& Inclusion

• Demonstrating the Value of Diversity

-DIALOGUE -Privilege Walks Complaint Activity is Stable and Low 35 30 25 20 15 10 5 0 2.4 A ll Complaints (Informal and Formal) . Filed (FY 2008 -March 31 , 2018) 27 25 22 17 7 16 15 1 1 24 19 FY 08 FY 09 FY 10 FY 11 FY 12 FY 13 FY 14 FY 15 FY 16 FY 17 FY 18 (As a Informal Formal of March 31, 2018)

L Bases for Complaints Remain Consistent EEO Complaints Filed During FY 2018 by Bases (As of March 31, 2018)

• Age 28% (8)

• Gender 24% (7) Race 21% (6)

• Reprisal 17% (5)

• Disability 3% (1) Color 3% (1)

• National Origin 3% (1)

Resolving Informal and Formal EEO Complaints Alternative Dispute Resolution (ADR}:

• Encourages open communication

• Emphasizes problem solving and creative solutions

• Resolves issues quickly Strengthening Our Civil Rights Program

• Proactive Anti-harassment Training

• Implementing EEOC Final Rule §501 -Heightening the Focus on Individuals with Disabilities U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Strategic Workforce Planning (SWP) Update Susan Salter Workforce Management and Benefits Branch Chief, Office of the Chief Human Capital Officer Piloted Enhanced SWP Process

• January 2017 -Working group formed

• April 2017 -Proposed enhancements to SWP process provided to the EDO

• July 2017 -EDO approved a pilot approach -RES -OCFO -REG II

• June 2018 -Lessons Learned Report P_ilot Met All Established Milestones Septembe r J uly Kick-Off SWP Training Implementation for Managers J ul 17 Oct 17 November Offices November Completed Completed Environmental Job Analyses for Scan Core Positions Jan 18 Submit Proposed December Offices Completed Workload Forecast January March J an 18 Mar 18 Offices Offices Completed Completed Workforce Workforce Demand Supply *-~~".;,.'

-~ * ... ~, .. 4.0 Gap Analysis &Risk Assess. . . . f ,...,~ '":. * -----4*-Apr 18 Jun 18 April May Submit Projection Prioritized list Strategies

& Workload Workforce of Current of Gaps or Action Plans Forecast Demand Workforce Overages to Address Supply (Gap Analysis Gaps/ Results) Overages Pilot Met All Established Milestones July Kick-Off Implementation Jul17 September SWP Training for Managers Oct 17 November Offices Completed Environmental Scan November Completed Job Analyses for Core Positions December Submit Proposed Workload Forecast Pilot Met All Established Milestones November December Jan 18 Mar 18 Offices NOi/ember Offices Offices Offices September Completed Completed Completed Completed Completed July Kick-Off SWP Training Environmental Job Analyses for Workload Workforce Workforce Implementation for Managers Scan Core Positions Forecast Demand Supply Prepare for Jul 17 January March April Submit Proposed Submit Projection Prioritized list Workload Workforce of Current of Gaps or Forecast Demand Workforce Overages Supply (Gap Analysis Results)

Pilot Met All Established Milestones September July SWP Training Kick-Off Implementation for Managers Jul17 Oct 17 November Offices November Completed Completed Environmental Job Analyses for Scan Core Positions Jan 18 December Submit Proposed December Jan 18 Mar 18 Offices Offices Offices Completed Completed Completed Workload Workforce Workforce Forecast Demand Supply January Submit .0 Workforce Supply Analysis March Projection Apr 18 ',* *.-', ,, 4.0 Gap Analysis &Risk Assess. ,t V . ---Jun 18 April May Prioritized list Strategies

& Workload Workforce of Current of Gaps or Action Plans Forecast Demand Workforce Overages to Address S"upply (Gap Analysis Gaps/ Results) Overages Pilot Provided Helpful Insights

• Overages lower than anticipated when estimated attrition factored in

• Highly skilled staff, but small pipeline

• Retaining staff to perform work today, while preparing them for future

• Maintaining core capabilities is important Best Practices Identified

• Process is sound; offices see benefits in providing a forward look for staff

• Provided "just in time" training for managers

• Office/Region POCs provided necessary process support Challenges to Address

• Forecasting workload beyond 2-year budget cycle

• Level of transparency

• Manager engagement due to competing priorities

• Timing and requirement to attend classroom training Implementing Phase II

• Phase II to include: -Phase I -Pilot Offices (RES, OCFO, and REG II) -Program Offices (NMSS, NRO, NRR, NSIR) -Region I, Ill, IV -OCIO

• Represents approximately 79% of N RC workforce

• Consistent with best practices (GAO, OPM, etc.)

-U.S.NRC United States Nuclear Regulatory Commission Protecting People and the Environment Using Strategic Workforce Planning to Enhance RES Capabilities Michael Weber Director Office of Nuclear Regulatory Research RES successfully enhanced strategic workforce planning

• Gained useful insights to prepare the office for transformation

• Drove staffing based on projected workload

• Enhanced understanding of core capabilities

• Assisted agency wide implementation RES successfully enhanced strategic workforce planning ( continued)

• Demonstrated that the new approach is very different than the historical NRC approach to workforce planning Environmental scan and workload forecast enabled SWP

• Focused on workload and planning beyond the 2-yr budget cycle

• Sharpened understanding of core . competencies, potential gaps, and strategies

• Leveraged competency modeling

• Trained supervisors just in time Pilot validated importance of including external resources

• RES relies on core competencies of both NRC staff and extramural resources

• National Laboratories

• Other Federal agencies

• Universities

• International partners Forward focus integrated well with N RC processes and initiatives

• Strategic planning and scenario analysis

• Speed of Trust & Leadership Model

• Workforce of the future -Succession planning and staffing -Graduate Fellows Program -Integrated University and Minority Serving Institution Programs Key Messages

• Significant progress on the enhanced Strategic Workforce Planning Pilot

• Continuing focus on strengthening agency culture

• Maintaining strong EEO/Diversity and Inclusion Programs Acronyms

• CHCO -Chief Human Capital Officer

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

• EDO -Executive Director for Operations

• EEO -Equal Employment Opportunity Acronyms ( continued)

• FY -Fiscal Year

• GAO -U.S. Government Accountability Office *. NRC -U.S. Nuclear Regulatory Commission

• NMSS -Office of Nuclear Material Safety and Safeguards

• NRO -Office of New Reactors Acronyms ( continued)

• NRR -Office of Nuclear Reactor Regulation

• NSIR -Office of Nuclear Security and Incident Response

• OCFO -Office of the Chief Financial Officer *

• OCHCO -Office of .the Chief Human Capital Officer L Acronyms ( continued)

• OCIO -Office of the Chief Information Officer

• OEDO. -Office of the Executive Director for Operations

• OPM -u~s. Office of Personnel Management

• POCs -Points of Contact Acronyms ( continued)

• RES -Office of Nuclear Regulatory Research

• SBCR -Office of Small Business and Civil Rights

• SWP -Strategic Workforce Planning