Commission Briefing Commission Briefing on on Human Ca Human Capital and pital and Equal Equal Emplo Employment Oppor yment Opportunity tunity Office of the Chief Human Capital Officer Office of Small Business and Civil Rights June 23, 2015 1
Agenda • NRC Human Capital Snapshot • Organizational Readiness to Change • Shaping the Future Workforce • Transforming Learning to Enhance Employee Agility • Senior Executive Service Candidate Development Program Candidate Perspective on the Future • Diversity and Inclusion Update 2
NRC Human Capital Snapshot Miriam L. Cohen Chief Human Capital Officer 3
Permanent Staff On Board 3900 3800 3700 Number of Staff 3600 3500 3400 3300 3200 3100 3000 FY 12 FY 13 FY 14 FY 15 (as of FY 16 (projected) 5/30/15) Fiscal Year 4
Permanent Attrition by Type 7.00% Attrition Rate 6.00% 5.00% 4.00% 3.00% 2.00% 1.00% 0.00% FY 05 FY 06 FY 07 FY 08 FY 09 FY 10 FY 11 FY 12 FY 13 FY 14 Fiscal Year Transfers Retirements Resignations 5
Organizational Readiness for Change Jason Lising, Senior Organizational Development Specialist Human Resources Training and Development Office of the Chief Human Capital Officer 6
Ca Capacity to Ada pacity to Adapt pt • NRC has a history of positively responding to change • Our mission has grounded us in the past and it will continue to guide us into the future • Building the capacity to adapt at the individual and organizational levels 7
Strengthening our Individual Readiness for Change • Leadership at all levels • Building skills that enhance adaptability • Behavior Matters, Phase II • Advances in knowledge management • Enabling staff to succeed 8
Strengthening our Organizational Readiness for Change • Trust and communication • Organizational development engagements • Expanding leadership capacity 9
Shaping the Future Workforce Kristin Davis, Branch Chief Human Resources Operations and Policy Office of the Chief Human Capital Officer 10
Strong Human Capital Foundation • Strategies in place to: – Acquire the right talent – Invest in our current workforce – Retain an engaged, mission-focused workforce 11
Preparing for the Future • Proactive workforce planning will enable us to: – Identify work priorities – Determine the optimum workforce of the future – Identify gaps and surpluses • Aligns with Project Aim 2020 12
Transforming Learning to Enhance Employee Agility Doug Doug T Thar harp, , Senior Technical Training Program Specialist Human Resources Training and Development Office of the Chief Human Capital Officer 13
Video Please refer to http://video.nrc.gov/ one day after briefing for video footage 14
Expected Benefits • Greater flexibility/agility • Reduced time to competency • Reduced costs (e.g., less travel) • Increased experience through learning 15
Proposed Methods • Competency modeling • Blended learning • Performance support • Micro-learning 16
Micro-Learning Example 17
Impact on Agility Less time away from Reduced the job time to competency Blended/ performance focus Critical positions mapped 18
Senior Executive Service Candidate Development Program Candidate: A Perspective on the Future Pam Ba am Baker er, , Director Division of Resource Management Region I 19
A Perspective on the Future • Future realities • Change imperative • What is needed in leaders: – Collaboration: “One NRC” – Connection: tapping talent – Catalyst: effecting change 20
Equal Employment Opportunity & Diversity Melody Fopma, Associate Director Civil Rights and Diversity Directorate Office of Small Business & Civil Rights 21
Equal Employment Opportunity Status • EEO complaint statistics and trends • Alternative Dispute Resolution update • EEO training 22
All Complaints (Informal and Formal) Filed FY 2005 - FY 2015 35 30 25 20 15 10 5 0 FY FY FY FY FY FY FY FY FY FY FY 2005 2006 2007 2008 2009 2010 2011 2012 2013 2014 2015 Informal Formal As of May 15, 2015 23
EEO Complaints Filed During FY 2015 by Bases 6% Age 23% (8) 6% 23% Sex 20% (7) 6% Reprisal 15% (5) Race 15% (5) 9% Disability 9% (3) National Origin 6% (2) 20% 15% Religon 6% (2) Color 6% (2) 15% As of May 15, 2015 24
EEO Complaints Filed During FY 2015 by Issues Evaluation/ Appraisal 22% (8) 3% 3% Harassment (Non-Sexual) 19% (7) 6% 22% Harassment (Sexual) 14% (5) 8% Promotion/ Non-Selection 14% (5) Assignment of Duties 11% (4) 11% Awards 8% (3) 19% Time and Attendance 6% (2) 14% Training 3% (1) 14% Terms and Conditions 3% (1) As of May 15, 2015 25
Diversity and Inclusion Update • Supporting and keeping employees engaged • On-going initiatives • Sharing best practices 26
Closing 27
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