Commission Briefing on Office of Human Resources HUMAN CAPITAL February 1, 2007
Agenda � Critical Skills Staffing � Space � Training and Development � Performance and Engagement 2
Critical Skills Staffing � Hiring � We exceeded our FY 2006 hiring goal and are well on our way to achieving our FY 2007 goal � Recruitment Plans � Innovative Hiring Strategies � Effects of Continuing Resolution 3
FY 2006 Hires Demographics 50.0% 63.34% Female = 38.27% 40.0% Male = 61.73% 30.0% 20.0% 17.25% 10.24% 10.0% 7.01% 1.35% 0.81% 0.0% African Asian Hispanic Native White Two+ Amer Pac Amer Races Amer Women Men 4
FY 2007 Projected Hires & Losses 400. 400 350. 350 300. 300 250. 250 200. 200 150. 150 Perm Staff 100. 100 50. 50 0. 0 Oct Nov Dec Jan Feb Mar Apr May Jun Jul Aug Sep -50. -50 -100. -100 -150. -150 -200. -200 Month Proj Gains Gains Proj Losses Losses Net 5
NRC FY 2007 Net Staff Gain Targets 500 400 300 200 Net Staff Gain 100 0 1 2 3 4 5 6 7 8 9 10 11 12 13 14 15 16 17 18 19 20 21 22 23 24 25 26 -100 -200 -300 Pay Period Actual Net Staff Gains Hiring to FY 06 +$30M Hiring to FY 06 Ceiling Hiring to FY 07 Budget 6
Incentive Actions by Fiscal Year Recruitment Bonus Retention Allowance Relocation Bonus Student Loan Repayment 140 120 ployees 100 80 60 Em 40 20 0 2002 2003 2004 2005 2006 Fiscal Year Fiscal Year 2002 2003 2004 2005 2006 Recruitment Bonus 73 58 42 52 128 Relocation Bonus 9 7 11 10 7 Retention Allowance 42 55 41 36 39 Student Loan Repayment 0 0 10 22 9 Assumption: The use of recruitment and retention incentives is expected to increase in the next few years. 7
Lean Six Sigma (LSS) Project Cycle Time versus date of offer 175 Target = 45 days 150 Average = 65 days Median = 64 days Cycle Time in Days 125 Mode = 75 days 100 75 BaseLine Target 50 25 0 9/30/05 1/8/06 4/18/06 7/27/06 11/4/06 2/12/07 5/23/07 8/31/07 Date of offer 8
Critical Skills Staffing � Retention � Attrition Rate has gradually increased over the past several years to 6.29% in FY 2006. We expect this trend to continue as more staff retire and market competition increases 9
Attrition Rate by Fiscal Year Retirement Transfer Resignation Other 7.0% Attrition Rate 6.0% 5.0% 4.0% 3.0% 2.0% 1.0% 0.0% FY 2002 FY 2003 FY 2004 FY 2005 FY 2006 Fiscal Year 10
Age Distribution of Permanent Employees FY 2000 FY 2006 FY 2010 175 150 Employees 125 100 75 50 25 0 20 25 30 35 40 45 50 55 60 65 70 75 80 Age 11
Equal Employment Opportunity and Diversity Management Update � FY 2006 Attrition � Alternative Dispute Resolution Policy � Anti-Harassment Policy 12
FY 2006 Attrition Rate by Gender Female Male 4.0% Attrition Rate 3.0% 2.0% 1.0% 0.0% Retirement Transfer Resignation Other 3.85% 1.56% 2.13% 0.25% Female 3.33% 0.98% 0.69% 0.29% Male 13
Space � Issue � Actions � Challenges 14
Training & Development � Implementing Strategic Plan � Scheduling additional sessions of existing training as appropriate for new hires � Developing Regulatory and Technical Training for new reactors � Evaluating appropriate delivery methods and sources � Implementing Knowledge Transfer methodologies 15
Performance and Engagement � Audit findings for general workforce performance management � SES performance management system as a model for strategic alignment � Employee Engagement 16
Engaging Staff � Building organizational capacity through early training and assigning meaningful and challenging work � Welcoming new employees � New employee orientation training � Qualifications program � Roles and responsibilities � Senior staff mentoring and training 17
Engaging Staff � Building organizational capacity through early training and assigning meaningful and challenging work( continued) � Broadening staff through new assignments � Accelerating developmental programs � Responding to staff feedback � Keeping staff informed 18
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