ML23331A308

FOIA-2023-000056 - Resp 1 - Final, Released Set

ML23331A308
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Issue date:	11/14/2023
From:	NRC/OCIO
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ML23331A319	List: ML23331A308 ML23331A309
References
FOIA-2023-000056
Download: ML23331A308 (125)

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Disciplines Communicates X

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Great HR ma~e~

GREAT ORGA_NIU IONS

SBCRHome AboutSBCR Affirm.tive Empjoymeni &

Diversity Mzt Pr<>ilom Clvil Rii/",ts Pr~r.im O SrNJI Business Progr,m EEO Advisory Committees/Affinity& Re50urce Groups HR nfornution AfDM lnfonm1tion AEDMSTAFF V EOPolicy SBCR Sh,rePoint 0 OUR MISSION VISION V C

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ABOUTAEOM V AFFIRMATIVE EMPLOYMENT "MODEL EEO EMPLOYER" (M0-71~) V I

Sl!rni-Annual Submittal of the IDSP Reports I DIVERSITY MANAGEMENT Fr~ntfy Asked Questions SPECIAL EMPHASIS PROGRAMS I

MINORITY SERVING INSTITUTIONS PROGRAM (MSIPVACTIVITIES V GUIDANCE MATERIALS V LIBRARY V

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10 Tips for Leaders to Support Workplace Diversity - Things To Do at Work Paolo Gaudiano and Ellen Hunt, Forbes February 27, 2017.

https://www.cio.com/article/3262704

1OTips for Leaders to Support Workplace Diversity -

Things To Do at Work Continued

Overarching Presentation Objectives Importance of D&I and Employee Participation At All Levels Disciplines thinking Ell Communicates accurately X

Establishes indicators for Focuses effort (Keeps (The major (Lees everyone measuring progres.s organizations in goals will know what's (Shows how far step with each surface) irnpo~nt) along we are) other)

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SBCRHome AboutSBCR A.'nrmative Employment &

~ i t y Mgt Progr.m CiVl1 Riih!S Protram O Sm.ill Business Pr0iJ".im EfOAdvisory Committees!Af'm;ty & Resource Groups HR lnformatioo AEOM lnform.tlon ..,

AEOMSTAFF V EOPolicy SBCR Sh.irePoint O OUR MISSION V VISION "

ABOUTAEOM V AFFIRMATIVE EMPLOYMENT "MODEL EEO EMPLOYER" (MD-715)

Semi-Annual Subrm:bl ol the IOSP Reports s DIVERSITY MANAGEMENT SPECIAL EMPHASIS PROGRAMS Fre<p.iently Asked Questions MINORITY SERVING INSTITUTIONS PROGRAM (MSIP)/ACTIVITIES V GUIDANCE MATERIALS LIBRARY

~U.S.NRC II Diversity Change Strategy Ideas For Today And Tomorrow

rtU.S.NRC DISCUSSION POINTS

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If You Want To Improve Purpose, Outcome, and Something, Measure It Process Purpose -Promote Managerial Thinking, Planning, Execution Outcome- Diverse Inclusive 0 Workplace And Workforce i

i rf Process - Examine Workforce iii' Demographics, Conditions, And Shed Light On Relevant Factors

~U.S.NRC GOAL AND OBJECTIVE VISION AND LONG-TERM DIRECTION Agencywide Alignment With NRC's Strategic Plan Effective Implementation Of The IDSP Diverse Recruitment, More Innovation, and Increased Productivity Change In Workforce Demographics At All Levels

~U.S.NRC CURRENT SITUATION Diversity And Inclusion EEOC Requires Agencies To Review Should Be Visible At All Operations For "Red Flags." Examples Workforce Levels (See Include:

fresentation Materials Charts 1-15 for SBCR's Wor~forceAnalysis).

Women and minorities represent a small

~rcentage of GG 13-SES JX)Sitions.

Participation rates in management/mission-critical occupations below CLF.

Disparities noted in participation and separation rates.

Exit interviews reflect concerning comments.

EEO/other complaints made regarding non-promotion to GG13-SESJX)sitions.

~U.S.NRC CURRENT SITUATION MD-715 Triggers Related to NRC Voluntary Separations FY 2021 Exit Interview Survey responses from employees assigned to 17 NRC offices. OCHCO received 104 responses, 241 total comments were made, 62 comments identify the most importantfactorfor separation,37 identify the second most important factor for separation.

12 Dissatisfaction With Inaction

'y 4 Dissatisfaction With Incentives (Retention, Relocation, Awards) 16 Dissatisfaction With My Immediate Supervisors

, 7 Dissatisfaction With Organization GoalsNalues

, 5 Dissatisfaction With The Corrective Action Taken To Address Concern

, 8 Dissatisfaction With The Process (Timeliness, Confidentiality, Available Courses Of Action)

, 15 Favoritism

, 9 Fear Of Reprisal For Raising ADiffering View

- 2 Dissatisfaction With Work Schedule Flexibilities

, 2 Dissatisfaction With Telework Opportunities 3 Dissatisfaction With Office Environment (Office Space, Safety, Etc.)

- 10 Inability To Influence Organizational Decisions 8 Lack Of Meaningful Work

,. 18 Lack Of Opportunity For Career Advancement

, 5 Lack Of Opportunity For Training And Development

, 7 Pay/Cost Of Living

, 10 Poor Communication

, 16 Poor Morale 19 Stressful Work Environment

, 1 Workload Too Heavy; And

,, 18 Work Not Valued/A reciated

rtU.S.NRC CURRENT SITUATION Em ployrnent Applicant Flow Activity Process *!* FY 2021 SES SELECTIONS - MEASURABLE PERFORMANCE Data Not Not Tracked . - "' - - r Tracked Diversity In Selections from Ma*, 2021 - Present I:

I Percent Percent Percent I Percent Total Ma les Females M inorities of Tot.al of Total of Total of Tota l Conversions. into SES lD 35.71% 3 30.00% 7 70.00% 5 50.00%

Prom otions to 12 4 2..86% B 66.67% 4 33.33% 4 33.33%

Higher IRes.pons.ibility 1A .-.. n ,, ............. ...._, ...... f'll' Lateral 6 2 4 66.67% 33.33%

.Ill L..l.4.j,7rl .j,.j, * .j,.j, 7 o 2 All Permanent Mov ei~nTod) g 100.<00% 13 46..43% 15 53.57% 1'.L 39.29%

t Diversity In Selections from Last Year's Succession Planning Perce*nt Percent Percent Percent Total Males Females M inorit ies of Total of Total of Total of Tota l Conversio ns. into SES g 29.03% 3 33.33% 6 66.67% 5 55.56%

Prom otio ns to 18 58.06% 12 66.67% 6 33.33'% 7 38.89'%

Higher !Responsibility Lateral 4 12.90% 3 75. 00% 1 25.00% 1 25.00%

All Permanent Moves 31 100..00% 18 58.06% 13 41.94% 13 41.94%

~US.NRC l..i'iilll~lcpii_.C....

HOW DID WE GET HERE?

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In addition to examining whether there is diversity within the total workforce, Federal agencies are required to explore all levels of the workforce to determine if EEO groups have the same opportunities for career advancement.

Barriers that address the most significant milestones within an employee's careerpath are:

Blocked Pipelines (Senior Glass Walls (Mission-Glass Ceiling (SES Level)

Grades) Critical Occupations)

~U.S.NRC BARRIERS TO CAREER ADVANCEMENT MD-715 requires agencies to take proactive steps to ensure EEO for all their employees and applicants by regularly evaluating employment practices to identify and eliminate barriers that hamper advancement of any racial or ethnic group in federal agencies.

Glass Ceiling (SES Blocked Pipelines Glass Walls (Mission*

Level) (Senior Grades) Critical Occupations)

EEO groups may encounter Some EEO groups experience a Aglass ceiling exists when a obstacles in the grade levels glass wall because they are particular EEO group cannot prior to the executive level unable to obtain employment in reach the executive level of positions. This situation is the major occupations of the leadership in an organization, referred to as the "blocked agency.

despite their presence in pipeline."Ablocked pipeline positions that comprise the occurs when people who are in feeder pool for executive upwardly mobile occupations fail to reach the senior grade levels within those occupations.

~U.S.NRC

~;=.=- wHAT ARE MAJOR CONTRIBUTING FACTORS?

In addition to examining whether there is diversity within the total workforce, Federal agencies are required to explore all levels of the workforce to determine if EEO groups have the same opportunities for career advancement.

Other contributing factors that impact employees' career development and advancement are:

Unavailability of Data No Career Advancement Limited Upward Mobility Focused Ladder Training/Development & Guidance TIit HJJ~8t ~ ~AALLY~tAk fOl lHL~~Lm ,8Ul LAltlYTk!r'~t 8ttN UNAYAII.A8Lt ,oa COIWH1.

!~:~ WHAT ARE OTHER MAJOR CONTRIBUTING FACTORS?

In addition to examining whether there is diversity within the total workforce, Federal agencies are required to examine incentives to determine disparities/impact on retention of women and minorities.

MD-715 Retention Incentives Include:

Salary Distribution Time Off and Cash Telework and Remote Work Awards, and QSls Opportunities

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~U.S.NRC AVAILABLE OPTIONS With Federal workplaces/Federal workforce undergoing change and transition, it is more important than ever to improve diversity, equity, inclusion, accessibility, and employee engagement to maintain and retain a strong and dedicated civil service.

OPM's Center for Leadership Development OPM catalog of Agency sponsored leadership programs Other agencies offer management and leadership development courses for emerging and senior leaders (GS-12 to GS-15 levels)

Other agencies are employing strategic approaches to accelerate their employees upward move to SES by:

Helping GS 12 to GS-15 get the practice needed to demonstrate the leadersfiip capabilities required for ECQ Acquire SES job specific training to improve skills and capabilities SES CDPs to gain skills and QRB certification

rtU.S.NRC DISCUSSION QUESTIONS

1) Are there opportunities to advance to the SES level?

2) What is the immediate feeder pool for promotions to SES?

3) Does it include GG-14/GG-15 employees?

4) How much opportunity currently exists for the advancement of women and people of color?

5) Is there a mentoring program focused on upward mobility to SES level?

6) What are the retention and promotion obstacles confronting employees who bring diversity to the organization?

7) What are the challenges and what steps are necessary to address them?

8) What are the grade levels, or occupations in which the participation rates of the various EEO groups decline? What are the contributing factors?

9) What are the participation rates of EEO groups in each major occupation to their availability in the occupational Civilian Labor Force?

10) What disparities, if any, are revealed by an analysis of the applicant flow data for new hires and competitive promotions for those occupations?

~U.S.NRC OPEN DISCUSSION l_,!uli~l!pBC-..

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rtU.S.NRC NEXT STEPS Summarize Discussion I

, What has been agreed on? *

>" What are the recommended strategies TfianKroufm \

going forward?

I What are the expected results if things go fom*~u~~ort! I as proposed? \

What to do next?

' I What are the action items?

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When/How will we measure status/progress I How do we report on I \

progress/status? .. ' , f , by Unknown Author is licensed under~

~U.S.NRC

=;== THANK YOU FOR THE OPPORTUNITY TO PRESENT

EMBRACING DIVERSITY AND MAKING INCLUSION WORK DEJA Recognition., New Behaviors., Diversity Ski/I-Building.,

Practices., Communications, and Empowerment

PURPOSE To share the Office of Small Business and Civil Right's (SBCR) perspectives, knowledge, insights, skills, and basic diversity concepts.

New SES staff are aware of how important inclusive diversity is to achieving NRC's business results and their responsibility to assure effective Diversity, Equity, Inclusion, and Accessibility (DEIA) and Equal Employment Opportunity(EEO) efforts at the office level.

SBCR will lead discussions related to:

Topic : Workplace DEIA Topic 2* SBC R's observations regarding equal opportunity matters and behaviors leading to discrimination complaints Topic 3: Participants' questions, concerns, and feedback

Understand the need for DEIA at the office level Identify, build, and practice diversity skills Transition behaviors from "knowing to doing" Apply DEIA communications and change strategies to help employees achieve l

NRC's desired business results Avoid behaviors and attitudes that lead to discrimination complaints

Ice Breaker Exercise TOPIC 1:

DIVERSITY & INCLUSION 4 Office of Small Business and Civil Rights

JourneyingToward Creating ~ The 2018 Gallup report defines a Diverse and Inclusive diversity as the full spectrum of human differences.

Culture

~ Whereas Cultural Diversity is defined as people with distinctly different world views and a sense of self resulting from practicing the norms, laws, taboos, rituals, beliefs shared and experienced by members of a group.

~ The Gallup report asserts, "Inclusion refers to a cultural and environmental feeling of belonging. It can be assessed as the extent to which employees are The demographics of today's workplace continues to valued, respected, accepted and change rapidly. Almost every organization looks encouraged to fully participate in the different in terms of who's employed and the positions they hold. Managers must strive to balance organization."

cultural diversity and employee well -being with the > The Gallup report contends recognizing productivity needed to meet the organization's mission and strategic goals. that D&I are very different is the first step in the journey toward creating a uniquely diverse and inclusive workplace culture.

s Office of Small Business and Civil Rights

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Determining the Need for > An Open Environment for Diversity Diversity and Ways to Create requires: 1) collaboration and an Open Work Environment support, and 2) encourages everyone to reach their full potential.

> The level of management's openness helps determine the level of the office's openness.

> Leaders (you) help create office culture.

~ Leaders lead by doing (example); how they behave sets the tone for the entire office.

I .anguagr and C'..ommunicadon Income Skills

~ Leaders can't do it alone. To make The work environment plays a big role in diversity work, other employees must determining whether an office can maximize the benefits of its diversi .

take responsibility for working towards common goals and shared 6 Office of Small Business and Civil Rights

Working to Achieve a ~ If enough people in a diverse office do Critical Mass to Create learn and use good communication skills1 the office will realize the the Desired Reaction potential benefits of diversity.

~ When enough people model good behavior; enough people will feel they are valued, enough teamwork will improve, and enough conflict will be resolved in a beneficial manner and the office will be more productive.

~ As people see the benefits of good The ideal office environment is one where communication, they will try to everyone treats each other with respect, actively communicate in a similar manner.

listens to each other, includes each other in conversations, and uses each others unique qualities to achieve the mission and shared vision.

7 Office of Small Business and Civil Rights

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Encouraging Leadership at Every Level When people feel respected and know their input will be appreciated and potentially used, they will take on leadership roles even if they are not in leadership positions.

Those in management can help their office by modeling, mentoring, and coaching to develop leadership at all levels and create an office that benefits from its diversity.

8 Office of Small Business and Civil Rights

Understanding Diversity and ~ Understanding diversity and realizing Practicing Diversity Skills is an its benefits.

Ongoing learning Process > Keys to benefiting from diversity are self-awareness and understanding people's differences.

Geia Ahoj Ho/a Hello

~ If there are people differences, Hallo Ciao Salut Servu.s Hoi Bok Leaders must be prepared for the unexpected, ready to anticipate the new twist, and watch out for the potential of misunderstanding.

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~ Take responsibility for not assuming that what is not immediately known is not knowable.

In order to model, mentor, and coach we need to continually work on our skills especially when > Be sure that you understand these skills are practiced in a diverse workplace. communication, how to take a leadership role, and know how to help others do the same.

9 Office of Small Business and Civil Rights

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~ Self-awareness Skills:

ldentifying7 Tools Leaders Understand your own background Need in a Diverse Office Become more conscious of your values Workplace

• Recognize and challenge the perceptions, assumptions, and biases that affect your thinking y Recognize your areas of insecurity and Diversity # ]l how they may affect your communication and leadership styles Ask for feedback on how clearly you communicate

• Ask other questions about yourself and listen to the answers; perceived Managers need to understand diversity skills well situations (e.g., roll the D.I.E) enough to conduct a self-assessment, to spot people who need help, to understand what they

• Continually work on your self-are missing, be able to help them with their awareness.

deficiencies, and teach and motivate others to embrace diversity and make inclusion work. EXERCISE: ROLL THE D.J.E. TOOL Time: 5 min.

10 Office of Small Business and Civil Rights

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Seven Tools Leaders Need in a > Listening:

• Frequently check the accuracy of Diverse Office Workplace your perceptions

• Use paraphrasing and summarizing

• Work on reducing obstacles to effective listening y

• Listen to learn about others.

Diversity Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

11 Office of Small Business and Civil Rights

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Seven Tools Leaders Need in a

• Actively attempt to see things Diverse Office Workplace from another person's point of view

• Think about times you have been a member of a nondominant group, y and how you felt Diversity

• Respect and appreciate differences in communication style, background, and values.

atte Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

12 Office of Small Business and Civil Rights

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Seven Tools Leaders Need in a ~ Nonverbal Communication:

Diverse Office Workplace

• Remember that gestures and other body language, preferences for distance, and conceptions of time vary among cultural groups

• Watch for indications that someone y is confused or embarrassed Diversity #4

• Be sure you understand the nonverbal communication before you respond.

Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

13 Office of Small Business and Civil Rights

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Seven Tools Leaders Need in a > Understanding Different Diverse Office Workplace Communication Styles:

• Understand the general nature of different styles of communications

• Learn all you can about the different y culture groups in the office workplace and their communication Diversity #5 styles

• Learn about your own and other Matte groups experience, history, culture, and communication style Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

14 Office of Small Business and Civil Rights

Seven Tools Leaders Need in a Diverse Office Workplace ~ Effective Communication Skills:

• Be open-minded

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• Speak with a sense of equality Diversity

• Be supportive

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• Be other-oriented

• Be flexible Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

15 Office of Small Business and Civil Rights

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Seven Tools Leaders Need in a Diverse Office Workplace (> Leadership Skills:

• Take responsibility

• Empower others to take leadership roles

• Tell employee relatable stories to y build a shared understanding Diversity

• Build skills in delivering constructive criticism

• Develop problem-solving skills, conflict management skills, and mediation skills Managers need to understand diversity skills well

• Understand and use rhetoric to enough to conduct a self-assessment, to spot promote branding people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

16 Office of Small Business and Civil Rights

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~ Leadership Skills: Resolving Conflict Seven Tools Leaders Need in a

• A leader needs to understand conflict Diverse Office Workplace and get as much benefit as possible from it while helping people work together.

• The first step in conflict resolution is y understanding the communication Diversity styles people use during conflict situations. Some conflict styles are, as follows:

• The Turtle - avoid, withdraw

• The Teddy Bear -

accommodating, soothing Managers need to understand diversity skills well

• The Fox- clever, manipulating, enough to conduct a self-assessment, to spot people who need help, to understand what they and promotes self interest are missing, be able to help them with their

• The Shark - competition, deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

forcing

• The Owl - collaboration, problem solving 17 Office of Small Business and Civil Rights

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TOPIC 2:

SBCR'S OBSERVATIONS REGARDING EQUAL OPPORTUNITY MATTERS AND BEHAVIORS LEADING TO DISRIMINA TION COMPLAINTS Jerry McGuire Movie, 1996 18 Office of Small Business and Civil Rights

TOPIC 2:

Discussions concerning observations and issues raised related to:

• Recruitment outreach, equity issues, hiring/selection processes, data collections, recordkeeping, etc.

• Employee retention (e.g., opportunities, incentives, separations)

• Education investment training, development, and placement initiatives

• Behaviors and attitudes potentially impacting the filing of discrimination complaints DIVERSITY *m INCLUSION JUSTICE ofpeople1 lnpoky,p,dce viapower,voice& withequalrii!ts&

• Provide LEP translation services for NRC programs perspectives lpoilian orpmtionalmtin equitable and activities opport111ities 11 Grant and contract opportunities with the NRC 19 Office of Small Business and Civil Rights

TOPIC 3:

PARTICIPANT QUESTIONS & FEEDBACK 20 Office of Small Business and Civil Rights

TOPIC 3:

Discussions based on participant questions, concerns, and feedback:

DIVERSITY EQUITY INCLUSION JUSTICE of people, in poHcy, practice via power, voice & with equal rights &

perspect ives &position organizational culture equitable opportunities 21 Office of Small Business and Civil Rights

Embracing Diversity and Making it Work

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NATIONAL NRC Partnership Opportunities, Programs, and Support Systems HISTORICALLV SLACK COUEGES AND UNJVERSITIES WEEK CO NFE REN CE Our Mission To license and regulate the nation's civilian use of byproduct, source and special nuclear materials to ensure adequate protection of public health and safety, promote the common defense and security, and protect the environment.

NATIONAL NRC Partnership Opportunities, Programs, and Support Systems HISTORICA.LLV BLACK COlLEGES AND UNJVERSITIES WEE K CO NFE REN CE The Minority Serving Institutions Program

• !* MSIP/HBCU Partnership Program

• Restart of the MSIGP ($1M)

• !* NRC FY2021-2022 HBCU Competitiveness Strategic Framework Plan

• !* FY 2022 HBCU Plan

• !* MSIP staff recognized as NRC's liaison

• !* Member of each White House Initiative Offices' lnteragency Working Groups

NATIONAL NRC Partnership Opportunities, Programs, and Support Systems HISTORICALLV SLACK COUEGES AND UNJVERSITIES WEEK CO NFE REN CE NRC Programs That Might be of Interest

• !* Temporary Student Internship Program

• !* Nuclear Regulator Apprenticeship Network (NRAN)

Program

• !* Student Cooperative Education Program

• !* Honor Law Graduate Program

• !* Law Clerks Training/Hiring Programs

• !* Resident Inspector Development Program

• !* Direct Hire Authority Program

• !* Grants Program

• !* Contracts Program

NRC Partnership Opportunities, Programs, and Support Systems H1STORICALLY 61.ACI( COUEGES AND lJMIVERSrTIES WEEK CONFERENCE NRC Small Business Goaling and HBCU Requirements Our Current Efforts Include:

• !* HBCU contracting support program launched

• !* Participates in NIH's HBCU C-CAP program

• !* Works with businesses that have HBCU MOUs

• Symposit LLC - Subcontractor on BPA Est. $679M Value &

Click Hyperlinks for Information lmmersive Concepts, LLC - Prime Contractor on 3 NRC Human Performance Experimentation using multimillion-dollar contracts Simulated Nuclear Power Plant Control Rooms Conducts outreach events ~ Jf Characterizing Nuclear Cyber Security Using

• !* Provides SB counseling sessions & res~urces .. ; ; Artificial Intelligence/Machine Learning

• !* Issues competitions that offer partnering opportumt1es Boiling Water Reactor Maintenance Training Overview Course

NATIONAL NRC Partnership Opportunities, Programs, and Support Systems HISTORICALLY SLACK COUEGES AND UNJVERSITIES WEEK CONFERENCE Promoting Small Business Goaling and HBCU Requirements Resources Online:

• !* Search for Federal Contracting Opportunities https://sam.gov/content/home

• !* Forecast of Agency Contract Opportunities https://www.nrc.gov/about-nrc/contracting/small-business/forecast.html

• !* NRC Small Business Toolbox https://www.nrc.gov/about-nrc/contracting/small-business.html

NATIONAL NRC Partnership Opportunities, Programs, and Support Systems HISTORICALLV SLACK COUEGES AND UNJVERSITIES WEEK CON FERENCE Q&A and Closing Remarks Interested in Doing Business Office of Small Business and Civil Rights t<egion JV Reg. Minority Serving Institutions Program Region Ill Tuwanda M. Smith, Esq., Manager IJ Tuwanda.Smith@nrc.gov I

Pf u (301) 415-7394 P:

Office of Small Business and Civil Rights IX

• Small Business Program

• HffdqJantnfl)

Anthony ("Tony") Briggs, Esq., Manager f<<tviuf Ir II I.ff ( II smallbusiness@nrc.gov (800) 903-SBCR (7227)

(301) 415-7381

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development HISTORICALLY SU.CK COlLEGES AND UNJVERSITIES University Program Overview WEEK CO NFE REN CE Agenda

• University Program Background

• Consortia Model

• Program Goals and Outcomes

• Current Participants

• Existing and Forthcoming Opportunities Na!Da~Ss:ultMlritabl INNIIIJPlaglnlllAal(i

.,_e-10,m ,,...

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development HISTORICA.LLV SLACK COUEGES AND UNNERSITIES University Program Overview WEEK CONFERENCE Program Implementation

• Bridges the academic and national laboratory

• Each consortium, consisting of "'10 knowledge bases

• Supports a"pipeline" of talent for the next generation universities in collaboration with of national security technical experts DOE/NNSA National Laboratories is 1

• Builds broader support for nonproliferation funding awarded $2SM over 5 years and is re-Nuclear Science and competed every 5 years 8 Security Consortium (Lead - UC Berkeley)

• Program authorized and first funded by Congress in 2009 and first consortia Consortium for Monitoring established in 2011 Technology and Verification (Lead - Uof Michigan)

• Currently support three consortia and expanding to afourth consortium focused "' I r Consortium for Enabling

,1u&INMJ\'Ar1os Technologies and Innovation on nuclear forensics (Lead - Georgia Tech)

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development HISTORICALLY SLACK COUEGES AND UNJVEASITIES University Program Overview WEEK CONFERENCE University Program Goals

1) Support a"pipeline" of talent for the next generation of national security technical experts Transition students to the National Labs, private industry, or other government agencies which contribute to nuclear science and engineering

2) Bridge the academic and National Lab knowledge bases Exchange of the most current research, technology, and techniques between basic and applied communities Peer reviewed work across the R&D spectrum

3) Increase collaboration for nonproliferation R&D Universities are the critical mechanism for truly unclassified collaborative efforts

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development HISTORICALLY SLACI< COUEGES AND UNIVERSITIES University Program Overview WEEK CO NFERENCE Nuclear Science and Security Consortium (2021-2026)

University of Illinois, Lawrence Urbana-Champaign Livermore National Laboratory George University of Washington Focus Thrusts Califomia-University 1 (

Nuclear & particle physics University of North Carolina Radiochemistry & forensics California-Davis State University Nuclear engineering University of National Tennessee-Knoxville Radiation detection Laboratories Nuclear data National Laboratory Texas A&M Modeling& simulation University Nuclear security policy Education

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development HISTOIUCALLY SU.Cl( COUE'GES ANO UNIVERSTTIES University Program Overview WEEK CONFERENCE Consortium for Monitoring, Technology, &Verification(2019-2024)

Pacific Northwest National Laboratory Brookhaven Universityof National Ida ho National Wisconsin . Laboratory Argonne Nation Laboratory Universityof Michigan Nevada National Security Sit Lawrence Livermore National Laboratory Pri neeton

' ' f ,)f Univerntyo University Focus Thrusts Ca Ii fornia-Berkeley Lawrence Virginia PolytechnicInstitute &

• Fundamentalsof nuclear and Berkeley State University National Savannah River particle physics Laboratory National Laboratory University of Tennessee-Knoxville

• Signals and source terms for Sa ndia National Georgia Institute ofTechnology nuclear nonproliferation Laboratories National La bo ratoryUnive rsityof University of

• Nuclear explosion monitoring

.o New Mexico Florida

• Modeling and simulation

~ UniversityofHawaii Y-12 NationalSecurityComplex Oak Ridge National Laboratory

• Nuclear Policy

• Education and outreach

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview HBCU HISTOIUCALLY &LACI( COUEGES AND UNIVERSITIES WEEK CONFERENCE Consortium for Enabling Technologies &Innovation (2019-2024)

Washington Pacific Northwest Brookhav, Universityof Nationa Idaho National ColoradoSchoo1Wisconsin La borato1 Laboratory ofMines Argonne NationLaboratory Nevada National as sachusetts Institute of Lawrence Technology Livermore National The Ohio State University Focus Thrusts Lawrence

• Computer and engineering Berkeley National sciences for nonproliferation Duke University Laboratory Savannah River

• Advanced manufacturing for Sandia National Laboratory National Los Alamos Claflin University nonproliferation Laboratories National Georgia Laboratory Ins tituteof

• Novel instrumentation for Universityof Technology oO

'--- Texas-Austin nuclear fuel cycle monitoring "9-._____ Universityof Hawaii Texas A&M University

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview HBCU HISTOIUCALLY &LACI( COUEGES AND UNIVERSITIES WEEK CONFERENCE Current Support to Minority Serving Institutions Consortium for Consortium for Nuclear Science and Security Consortium Monitoring, Technology, and Verification IMTV Enabling Technology & Innovation INSSC-3 2022-2027) 2019

• 2024) IETI 2019

• 2024)

University of Michigan !lead) Georgia Institute ofTechnology Uead) University of california, Berkeley Uead)

Columbia University Claflin University (HBCU) Air Force Institute of Technology Georgia Institute ofTechnology Colorado School of Mines George Washington University Massachusetts Institute ofTechnology Duke University Michigan State University Pennsylvania State University Massachusetts Institute of Technology North carolina State University Princeton University Spelman College (HBCU) Texas A&M University Texas A&M University TexasA&M University University of california, Davis IAANAPISI)

University of California, Berkeley The Ohio State University University of Illinois, Urbana-Champaign University of Florida University of Hawaii IANNH) University of Nevada, Las Vegas IAANAPISI &HSI)

University of Hawaii IANNH) University of Michigan University of New Mexico IHSI)

University of New Mexico (HSI) University of North Carolina, Chapel Hill University ofTennessee at Knoxville University ofTennessee, Knoxville University ofTexas, Austin South carolina State University IHSBU)

• University of Wisconsin, Madison University of Wisconsin, Madison

• Student pipeline to NCSU VirginiaPolytechnic Institute and State Washington State University University Asian American and Native American Pacific lslander-Servinglnstitutions (AANAPISIl Alaskan Native-serving andNative Hawaiian-serving institutions (ANNH)

Hispanic-Serving Institutions (HSI l Historically Black Colleges and Universities (HCBU)

NATIONAL NNSA Defense Nuclear Nonproliferation Research & Development HISTORICALLY SU.CK COUEGES AND UNJVEASITIES University Program Overview WEEK CONFERENCE Opportunities

• Funding Opportunity for Nuclear Forensics

• Recompeting two consortia next year

• Engagement with current consortia leads

• Doctoral Fellowships in Applied Antineutrino Physics

• Summer schools, bootcamps, and online courses focused on Nuclear Science and Engineering for Non proIiferation

• Summer or year-long opportunities through the National Nuclear Security Administration Minority Serving Institutions Internship Program

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Questions?

v* '. ..*. -'*~

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NATIONAL NRC's University Nuclear Leadership Program (UNLP}

H*STORIC4LLY SL.ICK COLLEGES AND UNIVERSITIES WEEK CON FE RENCE History of the University Nuclear Leadership Program (UNLP)

• !* Started in Fiscal Vear 2009 {FY 2009) as the Integrated University Program {IUP)

• !* Formally renamed UNLP in FY 2020

• !* $15 million {$1SM) annually

• !* $16M annually since 2020

• !* Program initially supported educational grants

• !* Broadened in FV20 to support research projects relevant to agency mission

NATIONAL HISTORICA.LLV SUCK COUEGES AND UNJVERSITIES WEEK CONFERENCE UNLP Goals and Objectives

• !* Provides R&D and educational grants to universities/institutions of higher education

• !* Helps agency assess the future nuclear energy landscape and prepare for upcoming technical challenges

• !* Focuses on university led projects to complement current and future research needs

• !* NRC seeks to leverage universities capabilities 1

through R&D grants

NATIONAL HISTORICALLV SU.Ck COUEGES AND UNJVERSITIES WEEK CONFERENCE UNLP Award Descriptions

• !* Scholarships- 3year, $20,000 per student over the 3-year period of the grant, awarded to institution (up to $200,000)

• !* Fellowships-4 year, $50,000 per student per year, awarded to institution (up to $400,000)

• !* Trade schools/community colleges-2 year, $10,000 per student per year, awarded to institution (up to $150,000)

• !* Distinguished Faculty Advancement* -4 year, up to $500,000 base award OR $600,000 provided $100,000 institution match

($600,000from NRC +$100,000from institution)

• !* Research & Development- 3 year, up to $500,000, awarded to institution

• Previously known as Faculty Development Program

• Only US universities are eligible for funding

• All grants are fully funded

NATIONAL HISTORK'ALLY Sl.lCio. COUE'GES AND l.Nf\JERSfl1H WEEK CON FEREN CE Award History

• !* Since 2009, 598 educational grants totaling more than $192M awarded

• 107 grants awarded to MSls 17 grants awarded to HBCUs Approximately $3M awarded to HBCUs

• 166 faculty development grants, 146 scholarship grants, 173 fellowship grants, and 86 trade school and community college scholarship grants Supported more than 165 individual faculty members and 4,500 students located in 38 states and Puerto Rico

• !* Since 2020, 26 research grants totaling more than $12.7M awarded 21 institutions in 18 states Awarded 4 grants to MSls, $1.8M Abstracts of all awards can be found at:

https://www.nrc.gov/about-nrc/grants/awards/index.html

NATIONAL HISTORICALLY 61.ACI( COUEGES AND UNJVEASITIES WEEK CONFERENCE R&D Grant Outcomes

• !* NRC completed its second year of R&D grants. The number of responses for mission R&D grants has been overwhelming, more than 235 proposals submitted in FYs 20 & 21.

• !* Twenty-six projects funded, totaling more than $12M

• !* Areas advertised in the announcement for R&D projects Nuclear cyber security Data Analytics and Intelligence Aging/Degradation of nuclear plant systems Characterization of fresh and spent nuclear fuel for nuclear power plants Safety analyses for reactor design and fuel cycle technologies

NATIONAL HISTORICALLY SU.Ck COUEGES AND UNJVERSITIES WEEK CON FE RENCE Upcoming Opportunities with UNLP

• !* FY 2022 Notice of Funding Opportunity (NOFO)

../

~...,.,. GRANTS.GOVSM for educational grants was issued in August 2022 r1ND , APPLY, SUCC

• 0 ,

NOFO Closes ("'October 2022)

Panel Evaluation (November/December 2022)

Award Selections ("'January 2023)

Award Announcements ("'April 2023)

• !* FY 2023 NOFO for Research Grants to be issued in

"'February 2023 The NOFO provides incentives for partnerships with one or more Minority Serving Institutions (MSls).

Not yet ready to apply?

Get involved with the evaluations as a proposal reviewer! We need your support!

NATIONAL NRC's University Nuclear Leadership Program (UNLP}

HISTORK'ALLV SL.\CIC COUE'GES AND UNIVERSITIES WEEK CON FERENCE NRC Student Service Agreement

• !* Service agreement only applies to scholarships and fellowships

• !* Maintain satisfactory academic progress

• !* Serve six months in nuclear-related employment for each year of grant support Employment may be with NRC or other Federal agency, State agencies, national laboratories, nuclear industry, academia

• !* NRC may non-competitively select grant recipients for job opportunities

NATIONAL NRC's University Nuclear Leadership Program (UNLP)

HISTORK'ALLY Sl.lCio. COUE'GES AND l.Nf\JERSfl1H WEEK CON FEREN CE Award History

• !* Since 2009, awarded 598 educational grants totaling more than $192M

• 107 grants awarded to MSls 17 grants awarded to HBC Us Approximately $3M awarded to HBCUs

• 166 faculty development grants, 146 scholarship grants, 173 fellowship grants, and 86 trade school and community college scholarship grants

• Supported more than 165 individual faculty members and 4,500 students located in 38 states and Puerto Rico

• !* Since 2020, awarded 26 research grants totaling more than $12. 7M

• 21 institutions in 18 states Awarded 4 grants to MSls, $1.SM

• !* Abstracts of all awards can be found at:

https://www.nrc.gov/about-nrc/grants/awards/index.html

NATIONAL NRC's University Nuclear Leadership Program (UNLP}

H1STOIUCA.LLY &LACI( COUEGES ANO UNIVERSITIES WEEK CONFERENCE Program Contacts

• !* Nancy Hebron-Isreal- Program Manager/Sr. Grants Admin.

Specialist

• Email: nancy.hebron-isreal@nrc.gov

• Phone: (301) 415-6996

• !* Sarah Shaffer- Sr. Grants Adm in. Specialist

• Email: sarah.shaffer@nrc.gov

• Phone: (301) 415-2031

• !* Ashley Willen - Grants Program Analyst

• Email: ashley.willen@nrc.gov

• Phone: (301) 415-3327

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NATIONAL Office of Nuclear Energy- University Nuclear Leadership Program HISTORICA.LLV SLACK COUEGES AND UNNERSITIES WEEK CONFERENCE Overview

• Established in 2009 through the Omnibus Appropriations Act

• Joint effort with the Department of Energy {DOE), the Nuclear Regulatory Commission (NRC), and the National Nuclear Security Administration (NNSA) to provide support for university research and development, faculty, and students in areas critical to maintaining the discipline of nuclear science and engineering

• Each agency independently manages its own portion of the program

NATIONAL BCU 0 WEEK CONFERE NCE IE NE UNLP Objectives

• Attract the brightest students to nuclear energy professions by providing undergraduate scholarships and graduate fellowships to students pursuing a nuclear energy-related degree

• Enhance the research and development capabilities of U.S. universities

• Build the next generation NE workforce, fulfilling the ' ~.-.:

national demand for highly trained scientists and engineers to work in NS&E areas

NATIONAL Office of Nuclear Energy- University Nuclear Leadership Program HBCU H*STORM:A.LLY &LACI( COUEGES ANO UNfVEFJSfTIES WE EK CO NFE REN CE NE UNLP Funding Opportunities Scholarship and Fellowship Requests for Applications (RFAs)

• Undergraduate and graduate students from two and four-year Institutions of Higher Education (IHEs) pursuing a discipline related to nuclear energy

• Opportunities are promoted through a mailing list and website posting, as well as at various conferences and university visits

• Up to 70 scholarships and 30 fellowships depending on funding level ("'$6M)

• Next round of RFAs anticipated for September 2022 release University Funding Opportunity Announcement (FOA)

• For universities and colleges to establish their ability to accept student scholarship and fellowship funds through UNLP and manage the award on behalf of NE

NATIONAL Office of Nuclear Energy- University Nuclear Leadership Program HBCU HISTORICALLV SU.Ck COUEGES AND UNJVERSITIES WEEK CONFERENCE Four-year College/University Program Award Amounts:

• Scholarship - $10,000 one-year award

• Fellowship -$169,000 RFA General Requirements: University Nuclear Leadership Program

• U.S. citizen or legal permanent resident

• Beyond first year in college (scholarships only)

• Enrolled in a UNLP-approved college or university determined by the FOA application

• Minimum 3.25 undergraduate GPA; 3.5 GPA graduate GPA (fellowships)

• Minimum 3.0 GPA (scholarships)

Required Documents Fellowships:

• Personal Career Goals Essay

• Proposed Graduate Research Essay

• Leadership Summary

• Three Letters of Reference

• Academic Transcripts Scholarships:

• Personal Career Goals Essay

• Three Letters of Reference (Four-year Schools)

• Two Letters of Reference (Trade Schools/Community Colleges)

• Academic Transcripts

NATIONAL Office of Nuclear Energy- University Nuclear Leadership Program HBCU H*STORM:A.LLY &LA.Ck COUEGES ANO UNfVERSfTIES WEEK CON FE RENCE Fellowships: Internships and Required Reporting Internship

• Fellows are required to participate in a 10-week minimum internship at DOE, a DOE national laboratory, or a facility designated and approved by NE.

• An additional $7,000 allowance is provided to offset the costs of travel and housing.

• Students work with their advisors to identify an appropriate internship.

• Fellowship submit a report at the end of their internship.

Reporting

• Fellows submit an annual report at the end of each academic year, as well as afinal report at the conclusion of their award.

Reports include accomplishments for the year, plans for the following year, and a list of presentations/papers/patents.

Concluding fellows also provide annual updates on career progress for up to 5 years after their award ends.

NATIONAL HISTORiCA.LLV SLACK COUEGES AND UNJVEASITIES WEEK CONFERENCE SU OCC '- ~ UML

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• PSU ers uu **BYU

• u Alaska UMD MU t KSU* t STCM t UIUC MST* VU ITU UNM 1

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University Nuclear Leadership Program (UNLP) Resources formerly /UP Students Upcoming Events Scholarship and Fellowship opportunities will open again in Fall 2022.

Students Is yru umverstty 1JtllP-ApprO'le<r1 If not, talk toyour a<MSOI and haw them apply to theIUPFDA University of Puerto Rico, Mayaguez above FY21 Scholamnp and fellowship Rec1pientJ -lnstrtubon1 UNLP Presentation OOE's UNLP Scholarship and Fellowship program will Universities be presented to students and faculty at the University of Puerto Rico, Mayaguez A Q&A sessi. ..

Universites appfy tothe FOA to prol'lde suppo<t IOI sludents IUPFOA-DE-0002265(open continuousfy 2021-2022) 2022 ANS Winter Meeting and

, UlllP FDA Document Unll'ers,ties sibrlt apphcabons here Current UNLP-Approved UMffl4bes Technology Expo

, 'wldeo on how to beome an UNLP-Approved lnstitu!Jon NEUP will have a display booth, student sessions, and more at the 2022 Winter ANS Conference in Phoenix, UNLP Program Resources (fonnerly IUP)

AZ Stop by and say hello and learn ab.

, UnlVeBlty Nueiear Leadershll) Program (UtllP) P05ter

, Schotanll,p and feW owsl11p 8gib~ty Poster

DELOITTE SERVICES CIVIL SECTOR "ALL HANDS" MEETING Panelist MARCH 11, 2022

~US.NRC OPENING REMARKS "MAKING OUR BUSINESS YOUR BUSINESS" Presenter: Tuwanda M. Smith, Esq., CDP/CDT, Manager, Affirmative Employment and Diversity Management (AEDM) and The Minority Serving Institution Program/HBCU Program Tuwanda.Smith@nrc.gov 301-415-7394 Office of Small Business and Civil Rights Panel Discussion - Deloiitte Services Civil Sector "All Hands" Meeting Held on 03111 12022  :

~US.NRC ABOUT THE NRC OUR MISSION To license and regulate the nations civilian use of byproduct, source and special nuclear materials to ensure adequate protection of public health and satety, promote the common defense and security, and protect the environment.

Panel Discussion

• Deloiitte Services Civil Sector "All Hands" Meeting Held on 0311112022 __

~US.NRC How Can Industry Better Support Civil Government Agencies?

GENERAL BEST PRACTICES 1

I

• Building rapport w/authorized POC 1

1

*Understanding agency 1

characteristics

~ *Identifying agency needs and I challenges

• Leveraging industry expertise

• Networking across sectors

• Establishing viable PARTNERSHIPS Panel Discussion* Deloiitte Services Civil Sector "All Hands" Meeting Held on 03111 12022  :.

~US.NRC NRC PROGRAMS AND OPPORTUNITIES FOR COLLABORATION WITH INDUSTRY Programs That Might Be Of Interest:

• Temporary Student Internship Program

• Nuclear Regulator Apprenticeship Network (N RAN) Program

• Student Cooperative Education Program

• Honor Law Graduate Program

• Law Clerks Training/Hiring Programs

• Resident Inspector Development Program

• Direct Hire Authority Program

• Grants Program

• Contracts Program Panel Discussion

• Deloiitte Services Civil Sector "All Hands" Meeting Held on 0311112022 "

1 US.NRC

~~==-TRAINING AND PLACEMENT PROGRAMS The NRC has recruitment programs that focus on current college students and recent graduates to build its talent pipeline.

Summer Temporary Student Internship Program

• FAQs: https://www.nrc.gov/about-nrc/employment/students-su mmer-faq. html Nuclear Regulator Apprenticeship Network Program

• Nuclear Regulator Apprenticeship Network (NRAN) FAQs:

https://www.nrc.gov/about-nrc/employment/n ran-faq. html Student Cooperative Education Program The program establishes student co-op appointments initially as 13-month terms rather than as permanent appointments, with flexibility to extend in appropriate increments (typically one year or less), for up to 120 days after the student's expected graduation.

Panel Discussion - Deloiitte Services Civil Sector All Hands" Meeting Held on 0311112022 -

ROG-A

• FY 2022 R&D NOFO 31310022K0001 on Grants.gov.

Proposal response period ends April 5th .

https://www.grants.gov/web/grants/search-grants.htm1?keywords=31310022K0001 Evaluation criterion to incentivize minority partnerships

• R&D program budget $6M

• Up to 12 Grants will be awarded

• Funds may be requested up to $SOOK for 3-yr.

project

• FY 2022 UNLP NOFO for Scholarships, Fellowships, Trade School and Community Scholarships and Faculty Development will be issued in July 2022 timeframe.

• UNLP program budget $6M

• Scholarship funds up to $200K, 2Yr. program

• Fellowship funds up to $400K, 4Yr. program

• Faculty Development funds up to $450K, 3Yr.

program

• Trade School and Community College funds up to

$150K, 2Yr. program 8

lcn C vii StctOf All Manda" Mtollna ltlld on 03, 1t i022

U.S.NRC l'* t~ \u,o ~.-Int ~,~ulf, t ,.I'!

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PROMOTING SMALL BUSINESS GOALING AND HBCU REQUIREMENTS NRC's HBCU contracting support program was recently launched Our Current Efforts include:

• Participating in NIH's HBCU C-CAP program

• Working with businesses that have HBCU MOUs Click Hyperlinks for Information Symposit LLC - Subcontractor on BPA Est. $679M Human Performance Experimentation using Value Simulated Nuclear Power Plant Control lmmersive Concepts, LLC - Prime Contractor on Three Rooms NRC multimillion-dollar contracts Characterizing Nuclear Cyber Security Using . , *,~ *Providing SB counseling session and resources Artificial Intelligence/Machine Learning It.,~

• Issuing competitions that may offer partnering Boiling Water Reactor Maintenance Training opportunities Overview Course Panel Dlacusslon

• Oeki ervices Civil Sector "All Hands" Meeting Held on 03/1112022 9

U.S.NRC CLOSING REMARKS Thanks for the opportunity to present NRC's partnership opportunities!

Panel Discussion

• Deloiitte Services Civil Sector "All Hands Meeting Held on 0311112022 ::

ILT Enrollment Report DATE{TIME TITLE SESSION ID LOCATION COMPLETED 7/26/2022 8 : 15 EEO and Diversity Training for EEO and Diversity - 07/26/2022 - Virtual Classroom 74 Managers and Supervisors 07/27/2022 ITr;,in i nn 8/16/2022 8 : 15 EEO and Diversity Training for EEO and Diversity - 08/1 6/2022 - Virtual Classroom 59 Managers and Supervisors 08/17/2022 ITr;, ininn 11/1/2022 8 :00 Fostering a Diverse and Inclusive Workplace (Virtual ) - Virtual Training 22 ITnr l, ,c j vp \A/nrlml~ro 1111nJ - 11 ,.,nJ 11/1/2022 8 : 15 EEO and Diversity Training for EEO and Diversity - 11/1/2022 - Virtua l Classroom 91 Managers and Supervisors 11/2/2022 ITr;,in i nn Report Criteria :

Date Criteria : 1/1/2022 - 1/23/ 2023 Facility : Al l Vendor: Al l Instructor : Al l Event: Al l Locator Number : Al l Report Date : 1/ 23/2023