ML22125A181
| ML22125A181 | |
| Person / Time | |
|---|---|
| Issue date: | 05/05/2022 |
| From: | Lamary M, Vonna Ordaz Office of the Chief Human Capital Officer, NRC/SBCR |
| To: | NRC |
| K. English/OCHCO | |
| Shared Package | |
| ML22109A066 | List: |
| References | |
| 200500366 | |
| Download: ML22125A181 (13) | |
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U.S. Nuclear Regulatory Commission, Office of the Chief Human Capital Officer (OCHCO) MS: TWFN 2 A 77M, Washington, DC 20555
% 1DPHDQG7LWOHRI'HVLJQDWHG)(2532IILFLDO(Include e-mail address, telephone and fax numbers. In addition, please include address)
Tamla Ransford, Chief, Workforce Management and Benefits Branch (WMBB),
OCHCO, MS: TWFN 2 A 77M, Washington, DC 20555;
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Kimberly English, Recruitment Program Manager, WMBB, OCHCO, MS: TWFN 2 A 77M, Washington, DC 20555; Kimberly.English@nrc.gov;
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Digitally signed by Mary A.
Mary Lamary 3ULQW1DPH BBBBBBBBBBBBBBBBBBBBBBBBBB Mary A. Lamary 6LJQDWXUHBBBBBBBBBBBBBBBBBBBBBBBB'DWHBBBBBBBB
Lamary Date: 2022.05.05 06:53:56 -04'00' Chief Human Capital Officer 7LWOH BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
(Chief Human Capital Officer or Head of Human Resources)
Mary.Lamary@nrc.gov (PDLO$GGUHVV BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
301-415-3300 7HOHSKRQH BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
Digitally signed by Jeanne Jeanne Dempsey for Vonn6LJQDWXUHBBBBBBBBBBBBBBBBBBBBBBBB'DWHBBBBBBBBB
3ULQW1DPH BBBBBBBBBBBBBBBBBBBBBBBBBB Jeanne Dempsey Dempsey Date: 2022.05.05 11:08:40 -04'00' Director, Equal Employment Opportunity 7LWOH BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
'LUHFWRU(TXDO(PSOR\PHQW2SSRUWXQLW\
Vonna.Ordaz@nrc.gov (PDLO$GGUHVV BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
301-415-7380 7HOHSKRQH BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
Digitally signed by Jeanne Jeanne Dempsey for Vonn6LJQDWXUHBBBBBBBBBBBBBBBBBBBBBBBB 3ULQW1DPHBBBBBBBBBBBBBBBBBBBBBBBBBB Jeanne Dempsey Dempsey Date: 2022.05.05 11:08:55 -04'00' 'DWHBBBBBBBBB
Director, Diversity and Inclusion 7LWOH BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
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Vonna.Ordaz@nrc.gov (PDLO$GGUHVV BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
301-415-7380 7HOHSKRQH BBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBBB
Fiscal Year (FY) 2021 Report on Accomplishments and Successful/Promising Practices The NRC is committed to maintaining a diverse workforce to achieve the NRCs mission. To demonstrate our commitment, the agency has developed an Inclusive Diversity Strategic Plan (IDSP). Below are FY 2021 examples of best practices that support several plan goals.
Goal: Diversify the Federal Workforce through Active Engagement of Leadership Action: The IDSP set expectations for management and employees behaviors and decisions.
Office Directors and Regional Administrators submit IDSP reports demonstrating their actions to attract, recruit, retain, and cultivate diverse leaders by communicating, accounting for, and modeling inclusive behaviors.
Accomplishments: The IDSP reports reflect that Office Directors/Regional Administrators, managers and supervisors promoted the Speed of Trust principles, engaged in Speed of Trust Huddles, and encouraged staff participation in Speed of Trust training activities.
Managers and supervisors also supported diversity initiatives, cultural events, lunch and learn seminars, served on safety culture teams, and engaged staff through teambuilding, mentoring, and awards.
Outcome: The NRC remains a best place to work in the Federal Government. Our FY 2021 Federal Employee Viewpoint Survey Employee Engagement index ranking (76%) aligns with mid-size agency results (77%). Similarly, the NRCs rating (3.8) slightly exceeded the government-wide rating (3.7) on the OMB Employee Voice Pulse Survey question, Agency leadership shows that diversity and inclusion (D&I) are important through their actions.
Action: The NRC launched an Agency Desired Culture Initiative, to align our culture with our transformation vision of being a modern, risk-informed regulator. Additionally, the Executive Director of Operations (EDO) established an Agency Culture Improvement Team (Culture Team) in which the Equal Employment Opportunity (EEO) Director serves as the Executive sponsor.
Accomplishments: The Culture Team helps to promote agencywide cultural diversity inclusion.
Outcomes: The Culture Team achieved the following outcomes: Implemented a Bring Your Whole Selves to Work initiative; Created three conversation guides that facilitate constructive dialogues about key behaviors that support the NRC Leadership Model, our agency culture behavior shifts and creating a safe space for candid and respectful dialogue; Created a mechanism to recognize other change agents who are modeling desired behaviors; Leveraged IdeaScale to capture stories that reflect #Culture Success as one way to positively reinforce, celebrate and share constructive habits; Administered a Culture Pulse Survey to measure progress made in aligning the agencys cultural norms and expectations with our desired culture.
Action: The Leadership Model narratives are incorporated into SES performance plans to ensure structural elements are in place to reinforce behaviors consistent with Leadership Model expectations (e.g., promote the agencys ideal culture). Whistleblower language was also added to the supervisor element for GG supervisors, and in the Leading People element for SES and both will take effect in FY 2022.
Accomplishments: The NRC is able to evaluate, demonstrate, and reward managers, supervisors, and team leaders based on their commitment to the NRCs EEO and D&I policies and principles.
Outcomes: Alignment with the NRCs vision, accountability, and measurable performance results.
Goal: Include and Engage Everyone in the Workplace Action: The NRC Diversity Management and Inclusion Council (DMIC) provides oversight and leadership for the IDSP with support from the EEO office and the Office of the Chief Human Capital Officer (OCHCO). The DMIC consists of 17 employees, of whom 13 (76 percent) are supervisors and non-supervisors, and 4 (24 percent) are senior leadership. Each Regional office has a Diversity Management Advisory Committee that assists the Regional Administrators create open and collaborative environments. The NRC also has eight EEO Advisory Committees that help achieve our EEO and diversity objectives. The NRC has established an Executive Sponsor Program to help the EEO Advisory Committees operate efficiently and effectively.
Accomplishments: Employee involvement in committees, programs, activities, and events.
Outcomes: The DMIC focuses on implementation of the IDSP with support from the EEO office and OCHCO. The EEO office and DMIC sponsored initiatives to promote diversity engagement.
An example is the DIALOGUE program (Diversity Inclusion Awareness - Leading Organizational Growth, Understanding, and Engagement), which promotes appreciation for the value and positive impacts made by diverse groups. The NRC has completed 13 cohorts since 2017. The EEO office also created a Civility, Awareness, Respect and Engagement (iCARE) initiative to facilitate listening sessions and promote deeper understandings and appreciation for multicultural diversity, equity, and inclusion through group discussion. The EEO Advisory Committees prepared a joint statement for the 2021 public annual EEO Commission Briefing, and sponsored lunch and learn seminars, and roundtable discussions. The EmbraceNRC Summer 2021 initiative consisted of a team of 12 volunteer employees and over 40 ambassadors, who formed an alliance to welcome summer interns and hosted events and experiential learning.
Goal: Optimize Inclusive Diversity Efforts Using Data-Driven Approaches Action: The EEO office provided training sessions utilizing data analytics to influence decision-making and how to incorporate data analysis into action planning by using FEVS and the NRCs Safety Culture and Climate Survey results, along with other sources of feedback (e.g.,
trends). Emphasis is placed on the analysis of the five inclusive habits (fairness, openness, cooperativeness, supportiveness and empowerment) and recognizing and addressing implicit and unconscious bias.
Accomplishments: Incorporating insights from data sources helped to identify common themes and develop a unified improvement planning approach to target change efforts going forward.
Outcome: Conducted EEO and D&I training sessions for managers, supervisors, and team leaders. Office heads developed culture improvement plans to outline specific behaviors and process changes that will help us move from the current culture to our desired culture.
U.S. Nuclear Regulatory Commission (NRC)
Federal Equal Opportunity Recruitment Program (FEORP)
Fiscal Year (FY) 2022 Inclusive Diversity Strategic Plan As an independent agency, the U.S. Nuclear Regulatory Commission (NRC) has taken the position that Executive Order (EO) 14035, Diversity, Equity, Inclusion, and Accessibility in the Federal Workforce, is not applicable. The agency is not required to comply with EO 14035 but does have a Fiscal Year 2021-2026 Inclusive Diversity Strategic Plan (IDSP) that follows the provisions set forth under EO 13583. The IDSP provides a blueprint for linking diversity and inclusion to NRC's mission and productivity, increased employee engagement, and healthy organizational culture transformation. The IDSP serves as a support mechanism to help NRC's employees, supervisors, and managers remain committed to building, maintaining, and retaining a diverse, high-quality workforce where employees are recognized and their talents are valued; barriers to employment are eliminated and all employees are treated fairly in the performance of their assigned duties and responsibilities; and employees are encouraged to openly express their ideas and opinions to solve problems of national and international scope.
U.S. Nuclear Regulatory Commission (NRC)
Federal Equal Opportunity Recruitment Program (FEORP)
Fiscal Year (FY) 2021 Report on Hispanic Employment Strategies and Applicant Flow Data The NRC utilizes multiple strategies and activities to recruit, develop, and retain Hispanics.
The following actions were taken to improve the number of Hispanics hired and retained:
- During FY 2021, 63% (15 out of 24) of our recruitment activities focused on diversity which includes minority serving institutions/organizations, including veterans, veterans with disabilities or people with disabilities of which one was cosponsored by the Society of Hispanic Professional Engineers (SHPE) and three are Hispanic Serving Institutions (HSIs).
- The NRC FY 2021 Summer Internship Program included two participants that were enrolled in HSIs.
- The NRCs Hispanic Employment Program Advisory Committee (HEPAC) works with the Office of Small Business and Civil Rights to identify issues of concern to Hispanic-Americans in the NRC, implemented initiatives to increase Hispanic representation at all levels in the agency.
- In celebration of Hispanic Heritage Month, HEPAC sponsored an agencywide celebration luncheon with the theme Esperanza: A Celebration of Hispanic Heritage and Hope. Opening remarks were given by NRC Chairman Christopher Hanson. The keynote speaker was Dr. Carlos Vargas-Silva, Director of the Centre on Migration, Policy and Society and Professor in Migration Studies at the University of Oxford.
- The NRCs HEPAC, along with three other Equal Employment Opportunity (EEO)
Advisory Committees provided a status report during the Human Capital and EEO Mid-Year Commission Briefing. HEPAC implemented initiatives to increase Hispanic representation at all levels in the agency and eliminate barriers that may hinder equal opportunity in hiring, training, retention, and career advancement.
- The HEPAC, along with the other EEO Advisory Committees, the Veterans Employee Resource Group, Blacks in Government, and the NRCs Technical Womens Network co-sponsored the following virtual events: Lunch n Learn on COVID-19 and Vaccine Updates, which included a presentation by Dr. Hana Akselrod; Commemoration of the 20th Anniversary of 9/11; Commemoration event honoring Justice Ruth Bader Ginsburg; and a military appreciation month event.
- The NRC awarded $19.4M in University Nuclear Leadership Program grants in FY 2021 to support research and development, fellowship, scholarship, and faculty development.
Awards were made to 33 institutions of which 6 grants were awarded to Minority Serving Institutions, totaling $1.93M, including HSIs. Grants were awarded to the following
HSIs: Columbia Basin Community College, University of Texas at San Antonio, University of Texas at Arlington, and Florida International University totaling $1.34M.
- Our FY 2021 applicant flow data indicated that, of the 881 applicants who provided their Race and National Origin (RNO) information, 9.2% (81) self-identified as Hispanic. Out of the 81 self-identified Hispanic applicants, 79% (64) were deemed qualified, and 6.3%
(4) of those 64 were selected. Hispanics represented 4.9% (4) of new permanent hires, internal promotions and those who converted into permanent positions in FY 2021.
Point of Contact for the NRCs applicant flow data analysis:
Tamla Ransford, Chief, Workforce Management and Benefits Branch, Office of the Chief Human Capital Officer, U.S. Nuclear Regulatory Commission
U.S. Nuclear Regulatory Commission (NRC) Federal Equal Opportunity Recruitment Program (FEORP) Fiscal Year (FY) 2021 Report on Employment of Individuals with Disabilities To fulfill Executive Order 13548, Increasing Federal Employment of Individuals with Disabilities, the NRC continued to implement activities to improve recruitment and retention of people with disabilities (PWD), including people with targeted disabilities (PWTD).
Outreach and Recruitment - The following actions were taken to increase the number of applications from PWD and PWTD:
x During FY 2021, 63% (15 out of 24) of our recruitment activities focused on diversity of which two events (Equal Opportunity Publications and City Career Fair 21st Annual Diversity Day) focused on PWD/PWTD and vacancies were posted on the Ability Corps/Ability Magazine and GettingHired.com job boards.
x Shared 29 vacancies with contacts at Maryland Department of Rehabilitative Services.
x Partnered with the Department of Defense Operation Warfighter (OWF) Program, which provides Federal internship opportunities in a supportive work setting to recovering service members.
x Partnered with the Workforce Recruitment Program (WRP) by accessing their resume database to search for candidates for Administrative Assistants and Regulations Assistants.
As a result of these actions the following outcomes were achieved:
x Referred 18 resumes from our internal Schedule A database to HR Specialists for various jobs.
x Referred and hired a OWF Program Intern for a five-month rotation.
x Referred and subsequent hiring of a veteran whose resume is from the Veterans Resume database for a Region IV Physical Security Inspector position.
Hiring -- The following actions were taken to increase the number of PWD and PWTD hired:
x The NRC continued to implement its Affirmative Action Plan, which includes a 12%
representation rate goal for people with disabilities, both at the GG-11 level and above (including Senior Executive Service (SES), and at the GG-10 level and below. The Plan also includes a 2% representation rate goal for people with targeted/severe disabilities, both at the GG-11 level and above (including SES), and at the GG-10 level and below.
x Promoted the use of our Schedule A equivalent hiring authority by providing training for supervisors on special hiring authorities and forwarding resumes of eligible applicants to hiring managers.
x To improve career advancement opportunities for PWD and PWTD, the NRC offered training, internship, and mentoring programs.
As a result of these activities, the NRC hired 21 people with disabilities (16% of all new hires),
and 3 of the 21 people had a targeted disability. This represents an increase of 8% when compared to the 13 hires (including 1 hire with a targeted disability) in FY 2020. Although we
have not yet achieved our 12%/2% goals, we have shown progress by increasing the number of PWD/PWTD employed at the NRC.
Reasonable Accommodations: The following actions were taken to ensure that employees and applicants can fully participate in the workplace:
x Received approval from the Equal Employment Opportunity Commission (EEOC) for the NRCs Reasonable Accommodations Procedures (RAP) and annual Disability Affirmative Action Plan for the Recruitment, Hiring, Advancement, and Retention of Persons with Disabilities, in compliance with Section 501 regulations and EEOC guidance.
x Conducted four Equal Employment Opportunity and Diversity & Inclusion training courses for managers and supervisors, which covered disability regulations, requirements, NRC procedures and processes, and manager/supervisor responsibilities related to reasonable accommodations.
x Posted notices explaining employees and applicants rights under applicable regulations, including how to file a complaint.
x The NRCs Advisory Committee for Employees with Disabilities sponsored the Disability Employment Awareness Month Luncheon and a lunch and learn on Seeing into the Future.
x Provided training on the new reassignment guidance consistent with the RAP. To support reasonable accommodations and return to work needs, the NRC utilizes resources such as, the Job Accommodation Network; the Computer/Electronic Accommodations Program (CAP); and the State Vocational Rehabilitation Services. The NRC is working to standardize a process to obtain Personal Assistant Services (PAS) from an independent contractor, if needed, to ensure compliance with the Rehabilitation Act.
x The NRC Deaf Community was surveyed for comments and concerns regarding services to be performed by a new sign language and transcription service contract. One member of the Deaf community served on the panel to review capabilities presentations from potential sign language/transcription service vendors.
x The NRC continues to post the RAP and PAS procedures on the agencys internal and public Web sites, pursuant to the Rehabilitation Act requirements.
As a result of these activities, the NRC has established processes, procedures, and training to reinforce staff and supervisor rights and responsibilities under the agencys reasonable accommodations programs.
On January 3, 2017, the EEOC updated Section 501 of the Rehabilitation Act. To achieve compliance, the NRC implemented a FY2019 - FY2024 Disability Program Strategic Project Plan, annual Disability Affirmative Action Plan, and is committed to providing PAS for people with targeted disabilities. The NRC ensures individuals with disabilities equal access to electronic information and data. Policy and guidance are found on NRC Site Accessibility web page (https://www.nrc.gov/site-help/access.html). The NRC also ensures agency facilities and equipment are compliant with current Americans with Disabilities Act Accessibility Guidelines.
Complaints are filed with the NRCs Office of Small Business and Civil Rights.
FY 2021 FEORP Progress Tracker U.S. Nuclear Regulatory Commision (NRC)
Mentoring If "No" or "Other", please use this section to provide a Mentoring Qualitative Questions (Text) detailed explanation.
Response OCHCO designed a self-service career mentoring program designed to connect Agency has a Formal Mentoring Program people who are interested in being a mentor or mentee. They learn from each Yes other and help create a more inclusive workplace.
Response Mentoring Training is provided in a self-service model; Several online videos Mentoring Training provided are available, written resources. and other mentoring resources are posted on Yes the agency internal mentoring Web page.
Response The current Mentoring Program is a self-service program in which employees Program is evaluated enroll themselves and access online resources. The NRC does not perform a No formal evaluation of this program.
Frequency of Program Evaluation (e.g. annual, semiannual, Response The NRC does not perform formal evaluation of this program.
quarterly, other) Other
Response
Feedback is provided Yes
Response
Program is announced to all qualified individuals Yes
Response
Agency collects demographic data of mentoring participants (Race, National Origin, Veteran, People with Disabilities, etc.) Yes Mentoring Quantitative Questions (# or %)
Response
Percent of employees involved with mentoring in FY 2021 6.62%
Response
Percent of SES involved with mentoring in FY 2021 41.46%
Response
Percent of managers involved with mentoring in FY 2021
Response
Percent of supervisors involved with mentoring in FY 2021 21.01%
Response
Count of employees involved with mentoring in FY 2021 196
Response
Count of SES involved with mentoring in FY 2021 51
Response
Count of managers involved with mentoring in FY 2021
Response
Count of supervisors involved with mentoring in FY 2021 54
Response
Total number of employees eligible to participate in FY 2021 2962 Diversity and Inclusion Training If "No" or "Other", please use this section to provide a Diversity and Inclusion Training Qualitative Questions (Text) detailed explanation.
Response
Formal Diversity and Inclusion Training provided Yes
Frequency of Diversity and Inclusion Training per year (e.g. Response annual, semiannual, quarterly, other) Annual All employees briefed on agencys Diversity and Inclusion Response The NRC issued a formal Diversity and Inclusion Policy Statement on February 17, 2021, which was signed by the agency's Chairman and distributed to all Policies Yes employees through a Yellow Annoucement.
Diversity and Inclusion Training Quantitative Questions (# or %)
Percent of employees who have participated in formal Diversity Response and Inclusion Training in FY 2021 4.70%
Percent of Senior Leadership that have participated in formal Response Diversity and Inclusion Training in FY 2021 24.10%
Count of employees who have participated in formal Diversity Response and Inclusion Training in FY 2021 142 Count of Senior Leadership that have participated in formal Response Diversity and Inclusion Training in FY 2021 13 Total number of employees eligible to participate (this should Response not be equal to the total count that has participated unless 3012 100% of workforce has participated) in FY 2021 Diversity and Inclusion Council If "No" or "Other", please use this section to provide a Diversity and Inclusion Council Qualitative Questions (Text) detailed explanation.
Response
Agency has a Diversity and Inclusion Council Yes
Response
Diversity and Inclusion Council has a charter Yes
Response
Council members have received training Yes
Response
Councils mission aligns to agency mission Yes Frequency of council meetings (e.g. annual, semiannual, Response quarterly, other) Quarterly Diversity and Inclusion Council Quantitative Questions (# or %)
Response
Percent of employees on council 76.00%
Response
Percent of Senior Leadership on council 24.00%
Response
Count of employees on council 13
Response
Count of Senior Leadership on council 4
Response
Total number of people on council 17 Development Programs If "No" or "Other", please use this section to provide a Development Programs Qualitative Questions (Yes or No) detailed explanation.
Agency has a SES Candidate Development Program that is Response announced to all qualified individuals Yes
Response
The SES Candidate Development Program is evaluated regularly Yes Agency has a Career Development Program that is announced to Response
all qualified individuals (this is a CDP that is different from the SES CDP program and geared towards the lower grade levels) Yes
Response
The Career Development Program is evaluated regularly Yes Agency collects demographic data of development program Response participants (Race, National Origin, Veteran, People with Yes Disabilities, etc.)
Development Program Quantitative Questions (# or %)
Percent of employees who participated in the SES Candidate Response Development Program in FY 2021 Percent of employees who participated in a Career Response Development Program in FY 2021 18.39%
Count of employees who participated in the SES Candidate Response Development Program in FY 2021 Count of employees who participated in a Career Development Response Program in FY 2021 529 Performance Plans Does your agency have a Diversity and Inclusion (D&I) element in the following groups performance plans (this may also be incorporated in the leading people element)?
Use this section to provide additional response or explanation as it D&I Element in SES performance plans relates to a D&I element in performance plans (required for "No" responses)
Yes or No Percentage Count Yes 100.00% 118 Use this section to provide additional response or explanation as it D&I Element in Management/Supervisor performance relates to a D&I element in performance plans (required for "No" plans responses)
Yes or No Percentage Count Yes 100.00% 257 Use this section to provide additional response or explanation as it D&I Element in employee performance plans relates to a D&I element in performance plans (required for "No" responses)
Yes or No Percentage Count D&I element is included in managerial or higher level performance plans.
No 0.00% 2587