Report to DIVERSITY COUNCIL July 30, 2002

Report to DIVERSITYCOUNCILJuly 30, 2002

OFFICE OF HUMAN

RESOURCES

Diversity management should be evident both in

how we relate to each other within our

organization and in the services we deliver to

the Center. Because of what we do, we have

the highest responsibility to lead by example

and set the standard for the Center in

embracing diversity. Jerry Simpson, Director Human Resources

Presentation Overview

OHR Employee Profile

OHR Diversity Management Status, Actions & Accomplishments

Wrap-Up

OHR EMPLOYEE PROFILE

FY01 FY02 Description

65 64 Total

75% 75% Prof.Adm.

32% 30% AFAM

2% 0% Asian/PI

3% 3% Hispanic

63% 67% Non-Minority

88% 87% Female

42% 44% Age 30-39

41% 44% GS 11/12

96 % 95% No Disability

OHR Demographics remain virtually unchanged for FY01 and FY02

Only two skill categories represented: Prof.Adm. and Clerical

Non-Minorities are the largest ethnicity represented followed by AFAM at a 2/1 ratio

Organization is predominantly female Predominant age range 30-39, followed

by 40-49 age range Predominant grade range is GS11/12

followed by GS13/14

On Board FY02

Ethnicity

Hispanic 3%Non Minority

67%

AFAM 29%

Asian/ P I 0%

GenderMale 13%

Female 87%

SkillClerical 25%

Prof Admn 75%

Disability

Non Trgt'd

Disablty 0%

Targeted Disability

0%

No Disablty 100%

Age Group

0 5 10 15 20

Under 25

30-34

40-44

50-54

65+

64 Civil Servants

Male Female Clerical Prof.Adm.

Ethnicity Total

AFAM 19 5 14 19

Asian/PI

Hispanic 1 1 1

NonMinority 7 36 10 33 43

Disability No Disability - 61 Non-Targeted - 2 Targeted - 1

Age 29&Under

730-39

2840-49

1950-59

1060+

0

Grade 1-6 - 9 7-9 - 9 10-12 - 25 13/14 - 19 15 - 1

1 SES Employee

GenderMale 12%

Female 88%

On Board FY01

Ethnicity

AFAM 32%

Non Minority 63%

Asian/ P I 2%

Hispanic 3%

SkillClerical 25%

Prof Admn 75%

Disability

Non Trgt'd

Disablty 2%

Targeted Disability

2%

No Disablty

96%

Age Group

0 5 10 15 20

Under 25

30-34

40-44

50-54

65+

65 Civil Servants


Ethnicity Total

AFAM 21 6 15 21

Asian/PI 1 1 1

Hispanic 1 1 1 1 2



Age 29&Under

930-39

2740-49

1850-59

1060+

1

Grade 1-6 - 12 7-9 - 7 10-12 - 27 13/14 - 17 15 - 1

1 SES Employee

OHR Diversity Management

Strategy 1: Develop employees to their maximum potential

Goal 1: Opportunities for growth exist equitably for all employees


Formal Award Opportunities

Code 110 Awards Ceremony

» Categories: Rookie of the Year, Superior Customer Service, Supervisor/Group Leader of the Year, Outstanding Team Work, Process Improvement, and Navigator

Peer Awards

OHR Managers Empowered to make Special Act, Performance and Time-Off Awards

NASA and Goddard Honor Award Recipients – 9 recipients

Awards and Recognition goals and actions incorporated in OHR Diversity Management Plan

Ensure diverse participation in, and recognition for awards

Awards FY02 41 Thru June (Performance, QI, Special Act, & Time Off)

GenderMale 17%

Female 83%

SkillClerical 17%

Prof Admn 83%

Disability

Non Trgt'd

Disablty 5%

Targeted Disability

0%

No Disablty

95%

Ethnicity

AFAM 34%

Non Minority 59%

Hispanic 7%

Asian/ P I 0%

Age Group

0 5 10 15 20 25

Under 25

30-34

40-44

50-54

65+


Ethnicity Total

AFAM 14 2 12 14

Asian/PI

Hispanic 3 3 3


Disability No Disability - 39 Non-Targeted - 2 Targeted -

Age 29&Under

230-39

2540-49

1050-59

460+

0

Grade 1-6 - 3 7-9 - 4 10-12 - 12 13/14 - 21 15 - 1

Ethnicity

AFAM 31%

Non Minority 68%

Asian/ P I 0%

Hispanic 1%

Awards FY01116 (Performance, QI, Special Act, & Time Off)

Gender

Male 9%

Female 91%

Disability

Non Trgt'd

Disablty 1%

Targeted Disability

4%

No Disablty

95%

Skill

Clerical 22%

Prof Admn 78%

Age Group

0 10 20 30 40

Under 25

30-34

40-44

50-54

65+


EthnicityTotal

AFAM 36 6 30 36

Asian/PI

Hispanic 1 1 1



Age 29&Under

1230-39

6940-49

2250-59

1360+

0

Grade 1-6 - 18 7-9 - 9 10-12 - 45 13/14 - 43 15 - 1

Promotions FY02

Gender

Male 0%

Female 100%

SkillClerical

33%

Prof Admn 67%

DisabilityNon

Trgt'd Disablty

0%

Targeted Disability

0%

No Disablty 100%

Ethnicity

Hispanic 0%

Non Minority 78%

AFAM 22%

Asian/ P I 0%

Age Group

0 1 2 3 4 5 6 7

Under 25

30-34

40-44

50-54

65+


Ethnicity Total

AFAM 2 1 1 2

Asian/PI

Hispanic

NonMinority 7 2 5 7

Disability No Disability - 9 Non-Targeted - 2 Targeted -

Age 29&Under

230-39

640-49

150-59 60+

Grade 1-6 - 2 7-9 - 1 10-12 - 2 13/14 - 4 15 -

9 Promotions Thru June

Promotions FY01

Ethnicity

Non Minority 50%

AFAM 50%

Asian/ P I 0%

Hispanic 0%

Gender

Male 6%

Female 94%

Skill

Clerical 50%

Prof Admn 50%

Age Group

0 2 4 6 8 10

Under 25

30-34

40-44

50-54

65+

Disability

Non Trgt'd

Disablty 6%

Targeted Disability

0%

No Disablty

94%

18 Total Promotions


EthnicityTotal

AFAM 9 5 4 9

Asian/PI

Hispanic


Disability No Disability - 9 Non-Targeted - Targeted -

Age 29&Under

630-39

1040-49

150-59

160+

Grade 1-6 - 5 7-9 - 4 10-12 - 5 13/14 - 4 15 -


Formal details outside of OHR difficult due to workload challenges

Several details/rotations internal to OHR occurred during FY02 at the Office Chief, Deputy Office Chief and team leader levels. Included a combination of AFAMs and Non-minorities

Opportunities for individuals outside the organization to participate in OHR detail assignments

Ensure diverse participation in, and recognition for developmental assignments (formal details requiring paper)


HR employee participation in formal GSFC Mentoring Program

FY01 - 3 Mentors

FY01 - 1 Mentee

FY02 - 5 Mentors

FY02 - 4 Mentees

Promote and expand mentoring opportunities


New Employee Support Team (NEST)

Many OHR employees informally mentor/coach OHR colleagues

OHR hosts Public Service Interns, a Presidential Management Intern, and high school interns (SHARP)

OHR employee serving as mentor for NASA Headquarters NAFEO program

Promote and expand mentoring opportunities


Strategy 1: Develop employees to their maximum potential

Goal 2: Supportive environment exists for employee development


Employee Supervisory Performance Feedback

Some supervisors met with consultant to review and analyze feedback

» Utilized facilitation resources when meeting with employees» Presented feedback and areas to work on to employees

OHR Customer Service Feedback Tool

Web-based survey instrument used to identify strengths and areas for improvement

Customers provide feedback on specific work-related interactions

Responses checked regularly

» Feedback provided to employees

» Employees Coached» Positive feedback and recognition shared at staff meetings

Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs


185 instances of training in FY02 thru JuneDiverse participation in a wide range of developmental programs

Two Cooperative Education Students

Two Long-Term Development Program Participants


Grade Ethnicity Gender Age Disability

GS-5 AFAM Female 20-29 No Disability

GS-7 Non-Minority Male 20-29 No Disability

Program Grade Ethnicity Gender Age Disability Skill

USDA/ELP GS-12 AFAM Female 30-39 No Disability Prof. Adm.

CEG GS-14 AFAM Female 40-49 No Disability Prof. Adm.


Seven Undergraduate Study Program Participants

Four Part-time Graduate Study Program Participants

One Research Study Fellowship Program


GS-11 Non-Minority Female 40-49 No Disability Prof. Adm.

GS-11 AFAM Female 40-49 No Disability Prof. Adm.


GS-7 AFAM Female 30-39 No Disability Clerical


GS-4 Non-Minority Female 20-29 No Disability Clerical

Grade Ethnicity Gender Age Disability Skill







Fourteen Center or Agency sponsored Leadership and Management Development Course Participants


Total Grade Ethnicity Gender Age Disability Skill

3 GS-12 Non-Minority Female 30-39 No Disability Prof. Adm.



1 GS-13 AFAM Female 30-39 No Disability Prof. Adm.

2 GS-13 Non-Minority Male 30-39 No Disability Prof. Adm.


2 GS-14 AFAM Female 40-49 No Disability Prof. Adm.

1 GS-14 Non-Minority Male 40-49 No Disability Prof. Adm.


Strategy 2: Create an Inclusive Environment/Culture

Goal 1: Environment is well-balanced and stress-reduced


OHR chartered and supported Centerwide team to explore and propose expansions to Alternative Work Schedule and Tele-working programs at the Center. Team is finalizing results of its work.

Develop and execute a Human Capital Management strategy that considers Quality of Work Life (QWL)


OHR employees have opportunity to exercise a variety of flexible work options

Most employees use flexible work schedules

Over 30 employees have an Alternative Work Schedule day off

Approximately 10 employees telecommute (regular/intermittent)

Several employees work Part-time

OHR Diversity Management Committee events (i.e., Ice Cream Social)

Recently established OHR Social Committee

Develop and execute a Human Capital Management strategy that considers Quality of Work Life (QWL)



Goal 2: Communication with and among employees is timely and open


OHR Participation in Diversity Dialog Project Phase A

Phase B

Phase C

Provide forum for diversity discussion









GS-7 Non-Minority Female 40-49 No Disability Clerical



GS-12 Hispanic Male 40-49 No Disability Prof. Adm.


GS-5 Non-Minority Female 30-39Targeted Disability Clerical


Diversity is a standing agenda item at OHR Quarterly Reviews

Open forums used as a general practice for OHR employees to discuss new policies and practices

OHR Intranet and “I” Drive used by employees to access information

Provide forum for diversity discussion



Goal 3: Employees and supervisors are educated on diversity and its value to the GSFC mission


OHR Participation in Diversity Training Courses

Diversity: The Value of Mutual Respect Two Prof. Adm. AFAM females, GS-14; Two Clerical non-minority females, GS-7

Diversity: Building Bridges of UnderstandingOne Prof. Adm. AFAM female, GS-14

Crossing BoundariesOne Prof.Adm. non-minority male, GS-12

OHR Resource Room with Diversity Awareness Materials

Make diversity training courses and other in-house resources available for employees


OHR Diversity Management Committee

Diversity Champions facilitate implementation of the OHR Diversity Management Plan

Coordination of OHR Diversity Website development/upkeep

Promoted “Lunch with Someone New”

OHR Dedicated to Diversity Lanyard and pledge card presented at 110 Internal Awards Ceremony

Support and encourage Directorate Diversity Groups

• Accountability

• Communication

• Recruitment

•Career Development and Training

• Awards and Recognition

•Implementation and Assessment


Diversity Management Committee minutes, upcoming events and opportunities to participate in diversity initiatives discussed during staff meetings

Work group lunches encouraged

OHR Diversity dialogue on “Class Action Settlement”

OHR Transformation forums held at Directorate and work-group levels

Supervisors, managers and team leaders communicate need to develop inclusive environment and hold or support regular and timely sessions on diversity-related topics


OHR Participated in all facets of Celebrate Goddard Day(CGD)

Two OHR Representatives to CGD Committee

OHR created internal OHR CGD work group

OHR hosted a booth at the CGD Expo on the lawn

OHR awarded an appreciation door prize to recognize GSFC employee support of CGD

OHR WON THE CGD KARAOKE CUP!

Implement a diversity appreciation day


Strategy 3: Become an Employer of Choice

Goal 1: High Awareness of, and respect for diversity

New OHR position established in Code 112 to concentrate on benchmarking and identification of Best Practices

OHR Diversity Management plan includes strategies and actions to facilitate diversity awareness


Strategy 3: Become an Employer of Choice

Goal 3: Management is accountable for developing and maintaining a diverse workforce

OHR Diversity ManagementBecome an Employer of Choice

OHR reported to the DC on directorate diversity activities August 2001 and July 2002

OHR currently has no formal award in place specifically for Diversity

Report to DIVERSITY COUNCIL July 30, 2002

Documents

Transcript of Report to DIVERSITY COUNCIL July 30, 2002