Briefing on Human Capital and Equal Employment Opportunity
35
Briefing on Human Capital and Equal Employment Opportunity • Commission Meeting • June 22, 2017
Transcript of Briefing on Human Capital and Equal Employment Opportunity
Briefing on Human Capital and
Equal Employment Opportunity
• Commission Meeting
• June 22, 2017
Agenda
• Key Messages – Victor McCree, EDO
• Overview of Human Capital
– Miriam Cohen, CHCO
• Strategic Workforce Planning Working Group
– Christian Araguas, OEDO
• Strategic Workforce Planning Process
– Dafna Silberfeld, OCHCO
• Project (Security) Clearance Review
– Jason Shay, OCHCO
• Civil Rights and Diversity and Inclusion
Update – Pamela Baker, SBCR
2
Staffing Levels by Fiscal Year
3
37743736 3739
3671
3367
3245
3200
3300
3400
3500
3600
3700
3800
3900
4000
2012 2013 2014 2015 2016 2017 (5/6)
Nu
mb
er o
f Em
plo
yees
Fiscal Year
Staff Count
Note: All fiscal year 2017 numbers are as of May 6, 2017.
Five Year Attrition
4
39 42 44
59
27
109121 122
235
97
36 34
53
68
40
20
40
60
80
100
120
140
160
180
200
220
240
2013 2014 2015 2016 2017 (5/6)
Co
un
t
Fiscal Year
Resignations Retirements Transfers
Note: All fiscal year 2017 numbers are as of May 6, 2017.
5
NRC Service Distribution of
Permanent Employees
0
50
100
150
200
250
300
350
400
450
500
0 5 10 15 20 25 30 35 40
Em
plo
yee
s
Years of NRC Service
FY 2004 FY 2008 FY 2017 (Mar)
6
Retirement Eligibility Distribution
of Permanent Employees
0
25
50
75
100
125
150
175
200
-40 -36 -32 -28 -24 -20 -16 -12 -8 -4 0 4 8 12 16 20
Em
plo
yee
s
Years to/of Eligibility
FY 2004 FY 2008 FY 2017 (Mar)
Sustaining Engagement
Remains a Priority
• Foster a greater climate of trust
• Continue strong rotational program
• Provide opportunities for staff growth
• Continue advancements in learning
and development programs
• Continue strong emphasis on diversity
and inclusion 7
NRC is Enhancing its Approach to Strategic Workforce Planning (SWP)
• Executive Director for Operations
tasking and formation of working
group
• Goals and objectives of the working
group
8
Established and Implemented
a Comprehensive Plan to
Develop Recommendations
• Identified best practices
• Conducted benchmarking
• Conducted outreach activities
• Collaborated with the National
Treasury Employees Union (NTEU)
9
Incorporated Best Practices into
Enhanced Process
• Implement OPM workforce planning
model
• Share responsibility between mission
organizations and OCHCO
• Leverage existing agency processes
• Pilot new processes1
0
Incorporated Best Practices into
Enhanced Process (continued)
• GAO’s Key Principles
– Involve stakeholders
– Determine the critical skills and
competencies
– Develop strategies to address gaps
– Build the capability needed
– Monitor and evaluate
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1
Enhanced SWP Process Steps
1
2
1.0 Set Strategic Direction
• Initiate Annual Strategic Workforce Planning Process
• Conduct environment scan
• Conduct workload forecast
2.0 Identify Core Positions and Conduct Workforce Demand Analysis
• Identify core positions
• Perform demand analysis to identify workforce needed
3.0 Conduct Workforce Supply Analysis
• Assess inventory (supply) of current workforce
• Identify inventory (supply) of future workforce
Enhanced SWP Process Steps
(continued)
1
3
4.0 Perform a Gap Analysis and Risk Assessment to Prioritize Results
• Perform gap analysis
• Perform risk assessment on gaps and surpluses
5.0 Develop and Execute Agency Strategies
• Formulate strategies
• Incorporate into budget formulation/ execution
• Execute strategies
6.0 Monitor, Evaluate, and Revise Strategies
• Set performance indicators
• Assess performance
• Adjust plans based on performance feedback
• Communicate progress
SWP Process Enhancement
Expected Outcomes
• Set of strategies to ensure the agency
has the people with the right skills and
knowledge required to accomplish
NRC’s mission
• Systematic and comprehensive
approach for tracking employee skills
• Establish agency-wide goals for the overall workforce size and skills
1
4
Recommended Next Steps
• Conduct pilot demonstration in three
offices
• Assess results of pilot to determine
strengths, challenges, gaps, and
scalability
• Develop training for supervisors on
strategic workforce planning
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5
Project (Security) Clearance Review (PCR) – Relevant Agency and
Federal Directives/Laws Influencing NRC’s Clearance Review Process
• SRM-SECY-16-0052
• Executive Order 12968
• 5 CFR Part 1400
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6
Clearance/Access Levels Being Considered at the NRC
1
7
Clearance/ Access National Security
Sensitivity
Designation
Security
Forms
Investigation
Level
Reinvestigation
Every 5 Years?
Random Drug
Testing Pool
Designation
SCI Special Sensitive
(National Security)
SF-86 Tier 5 Yes Yes
Q Critical Sensitive
(National Security)
SF-86 Tier 5 Yes Yes
L Non-Critical Sensitive
(National Security)
SF-86 Tier 3 Yes Yes
Public Trust (High
Risk)- 1
Non-Sensitive
(Public Trust)
SF-85P Tier 4 Yes No, unless meets
exception to be tested
Public Trust
(Moderate Risk)- 2
Non-Sensitive
(Public Trust)
SF-85P Tier 2 Yes No, unless meets
exception to be tested
Public Trust (Low
Risk)- 3
Non-Sensitive
(Public Trust)
SF-85 Tier 1 No No, unless meets
exception to be tested
Methodology in Determining Appropriate Designations
within the NRC
• Utilized Office of Personnel
Management’s (OPM’s) Position
Designation Tool
• Conducted Test Phase
• Conducted Pilot Phase
1
8
OPM’s Position Designation Tool Allows for Systematic and
Uniform Designations
• Determine the potential damage to
national security
• Determine the potential impact to the
efficiency or integrity of the public trust
• Point adjustment for program scope
and level of supervision
• Final position designation and
investigation 1
9
Refined Instructions and
Guidance for NRC Designators
• Evaluated and finalized instructions in
preparation for Pilot Phase
• Resulted in the elimination of Low
Public Trust as a possible designation
• Created NRC Composite Glossary
2
0
Utilized Lessons Learned from the
Test Phase to Roll Out Pilot Phase
• Five offices participated (ADM,
OCHCO, OIP, NRO, and Region IV)
• Held comprehensive informational
sessions for designating officials
• Conducted consistency reviews of
pilot designations with Subject Matter
Experts2
1
Progress Continues butChallenges Remain
• Designating NRC Covered Positions in
response to 5 CFR Part 1400
• OPM backlog and investigation delays
• Workforce planning flexibilities
2
2
EEO Programs Update –Sustaining through Change
• Agency profile and EEO activity
• Re-organizing SBCR
• NRC EEO and Diversity & Inclusion
Community
2
3
Relative Representation
• Agency downsizing has not impacted
our representation
• Number of complaints currently stable
• Increase in complexity continues
2
4
Representation of Women and Minorities
2
5
All Complaints (Informal and Formal)
Filed FY 2007 – April 30, 2017
2
6
14
24
16
25
33 33
22
2628
27
16
1113
8
1517
16
11
17
22
17
12
0
5
10
15
20
25
30
35
FY 07 FY 08 FY 09 FY 10 FY 11 FY 12 FY 13 FY 14 FY 15 FY 16 FY 17 (As of
April 30, 2017)
Informal Formal Linear (Informal) Linear (Formal)
Re-Structuring SBCR
• Create synergy among EEO programs
• Maintain essential functions
• Enhance strategic outreach
• Employ technology
2
7
Focusing on Our Core
• Federal benchmark of model EEO
program
• Leverage interagency resources
• Inter-office collaboration
• SBCR serving a facilitating role
2
8
Including the Entire NRC Community
• Internal partners: counselors,
committees, affinity and resource
groups, and networks
• Expand capacity: DIALOGUE cohorts,
re-engaged DMIC and Executive
Sponsors
• NRC EEO Conference – “From Diversity
to Inclusion: Building on Our Past and
Partnering to Last”2
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Key Messages
• Achieving alignment between
expected work and workforce size
• Enhancing the approach to Strategic
Workforce Planning
• Progressing though challenges remain
for Project Clearance Review initiative
• Continuing to carry out EEO, and
Diversity and Inclusion programs
3
0
Acronyms
• ADM – Office of Administration
• CHCHO – Chief Human Capital Officer
• DIALOGUE – Diversity Inclusion
Awareness Leading Organizational
Growth, Understanding, and
Engagement
• DMIC – Diversity Management
Inclusion Council
3
1
Acronyms (continued)
• EDO – Executive Director for
Operations
• EEO – Equal Employment Opportunity
• FTE – Full-Time Equivalent
• FY – Fiscal Year
• GAO – U.S. Government
Accountability Office
3
2
Acronyms (continued)
• NRC – U.S. Nuclear Regulatory
Commission
• NRO – Office of New Reactors
• NTEU – National Treasury Employees
Union
• OCHCO – Office of the Chief Human
Capital Officer
3
3
Acronyms (continued)
• OEDO – Office of the Executive
Director for Operations
• OIP – Office of International Programs
• OMB – U.S. Office of Management and
Budget
• OPM – U.S. Office of Personnel
Management
3
4
Acronyms (continued)
• SBCR – Office of Small Business and
Civil Rights
• SWP – Strategic Workforce Planning
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