Commission Briefing on Human Capital and Equal Employment Opportunity (EEO) Office of Human Resources Office of Small Business and Civil Rights April 16, 2009
Agenda � State of Human Capital � Worklife � Federal Human Capital Survey � State of Training � The Future � Outreach and Compliance Coordination Program 2
State of Human Capital James F. McDermott, Director Office of Human Resources 3
Permanent Employees on Board 5000 4000 Employees 3000 2000 1000 0 FY FY FY FY FY FY FY FY FY FY 03 04 05 06 07 08 09 10 11 12 Fiscal Year Permanent Staff Projected 4
Age Distribution of Permanent Employees 175 150 Employees 125 100 75 50 25 0 19 24 29 34 39 44 49 54 59 64 69 74 79 Age FY 2008 FY 2003 FY 2013 5
Hiring and Recruitment Current/Future Emphasis on: � Planning Ahead � More Focused Advertising � Selective Recruitment Events � Forging Stronger Relationships � Special Emphasis Hiring � Streamlining Hiring Process 6
Permanent Attrition by Type 7.00% 6.00% Attrition Rate 5.00% 4.00% 3.00% 2.00% 1.00% 0.00% FY 04 FY 05 FY 06 FY 07 FY 08 FY 09 Fiscal Year Transfers Retirements Resignations 7
Retention Focus on: � Employee Engagement � Worklife Program � Training and Development � Use of Incentives 8
Worklife Miriam Cohen, Deputy Director Office of Human Resources 9
Enhancing NRC Worklife � Worklife Steering Committee � NewFlex Pilot: � NRO (August 2008 – present) � Potential Pilots (Region I, Office of International Programs) � Expanded Telework � Outreach and Communication are Key 10
Federal Human Capital Survey James Horn, Chief, Program Management, Policy Development and Analysis Staff 11
Federal Human Capital Survey � #1 in Leadership and Knowledge Management � #1 in Talent Management � #1 in Job Satisfaction � #2 in Results-Oriented Performance Culture 12
Federal Human Capital Survey Areas of most improvement were: � Leadership � Learning-Knowledge Management � Job Satisfaction 13
State of Training James Morris, Deputy Associate Director, Professional Development Center 14
State of Training � Learning Management System (iLearn) � Advanced Training Methods � Leaders Academy � Graduate Education 15
Learning Management System (iLearn) � Deployed April 2008 � Technical and User Challenges � Actions Underway � Incorporate Qualification and Mandatory Curricula � Integrate On-line Content 16
Advanced Training Methods � Utilize New Technology and Learning Tools � Reduce Time to Competency � Develop e-Learning Strategy and Business Case � Test Prototypes 17
Leaders Academy � A Leader at Every Level � New Blended Leadership Curriculum � Individualized Approach to Leader Development � Continual Learning and Development 18
Graduate Education � Full-time Graduate Fellowship Program � Currently 3 Participants � Expand Beginning in FY 2010 � Offices Identifying Most Critical Needs � Part-time Graduate Education � Leverages Employee Willingness to Pursue Advanced Education � Agency Funding Available 19
The Future Jeri Buchholz, Associate Director, Human Resources Operations and Policy 20
The Future � Emerging Technologies � Worklife Programs � e-Gov Initiatives NRC will continue to be a Great Place to Work 21
The Outreach and Compliance Coordination Program Corenthis B. Kelley, Director Office of Small Business and Civil Rights 22
Increased Federal Oversight Emphasis on: � Compliance Monitoring and Evaluation � Analyzing Reports � Conducting Reviews and Audits 23
Agency Progress Enhanced Compliance Efforts: � OMB Approved Data Collection � 100% Pre-award Review Requirement � External Activities � Agency-wide Services to LEP Population 24
Impact on Program Offices � Provide Information and Staff Training � Broaden Outreach � Offices use LEP Contract � SBCR Role in Financial Assistance Review Process 25
Acronyms EEO Equal Employment Opportunity e-Gov Electronic Government LEP Limited English Proficiency NRO Office of New Reactors OMB Office of Management and Budget SBCR Office of Small Business and Civil Rights 26
Closing 27
Recommend
More recommend
