# Presentation: 513347

## Office of the Chief Financial OfficerCode 150

- Diversity Council Presentation

- July 2002

## Office of the Chief Financial OfficerDiversity Council Status

- Strategy 1: Develop employees to the maximum potential

- Goal 1: Opportunities for growth exist equitable for all employees
- Goal 2: Supportive environment exists for employee development

## Office of the Chief Financial OfficerDiversity Council Status

- Participation and recognition of workforce
-  On board count as of 9/30/01 = 92
-  Awards – not reported on this cycle
-  Promotions – not reported on this cycle
- Developmental Assignments
- CEG – 1 employee
- Leadership Alchemy – 4 employees
-  Work Teams
- IFM Core Finance (HQ and GSFC), IFM Travel Manager (HQ and GSFC) and Code 150 Diversity Council

## Office of the Chief Financial OfficerDiversity Council StatusStrategy 1

- Develop employees to the maximum potential
- Leadership alchemy program available to all employees
- Extremely successful program for employees involved
- Become a center program for 03
- Conferences such as AGA (7 participants in 02), NABA (2 participants in 02)
- CEG program
- Many employees participating in program to further their education (work study, undergraduate and graduate programs)
- IFM details and participation has proven to be a significant developmental opportunities for employees

## Office of the Chief Financial OfficerDiversity Council Status

- Strategy 2: Create an inclusive environment/culture

- Goal 1: Environment is well balanced and stress reduced
- Goal 2: Communication with and among employees is timely and open
- Goal 3: Employees and supervisors are educated on diversity and its value to the GSFC mission

## Office of the Chief Financial OfficerDiversity Council StatusStrategy 2

- Create an inclusive environment/culture
- Our organization has never been under the stress that we have today
- Financial Statement Audit
- IFM core finance and travel manager implementation supporting 2 centers
- Taking various steps to reduce stress among employees however it’s still a huge concern for the organization
- Picnics, lunches, social activities such as games and special events
- Brown bag lunches for IFM

## Office of the Chief Financial OfficerDiversity Council StatusStrategy 2 (cont)

- Steps to reduce stress, communicate and promote diversity in Code 150
- Creative Learning Group for supervisors
- New employee orientation package
- PIP parties
- Large amount of participation in GSFC diversity day
- Leadership alchemy
- Excellent participation in Diversity Dialogue project
- Staff meetings and email
- Participated in Telecommuting and Flexible Work Schedule Committee
- SUMMARY: Using any excuse to celebrate, socialize and communicate within Code 150 to minimize stress, improve communication and emphasize diversity

## Office of the Chief Financial OfficerDiversity Council Status

- Strategy 3: Work towards being an employer of choice

- Goal 1: High awareness of and respect for diversity
- Goal 2: Diversity initiatives linked to Center’s strategy and outcomes
- Goal 3: Management is accountable for developing and maintaining a diverse workforce

## Office of the Chief Financial OfficerDiversity Council StatusStrategy 3

- Emphasis is on hiring and maintaining a diverse workforce
- Interns from University of Puerto Rico and Howard University (limited by physical space to house interns)
- 10 new hires in finance/clerical field within the African American, Asian P/I and non-minority categories
- Extremely difficult to recruit and hire males
- Targeted University of Gallaudet and Rochester Institute of Technology as recruiting universities
- Interviewed 1 candidate from Rochester Institute of Technology early in FY02

## Office of the Chief Financial OfficerDiversity Council StatusStrategy 3 (cont)

- Hiring Emphasis
- Targeted the University of Puerto Rico as a recruiting opportunity
- Actively recruited students
- Visited the University in February
- Posted an accounting vacancy in February
- Result:
- No University of Puerto Rico students made the Cert.
- Corrective Action:
- Will continue to work with the University of Puerto Rico and mentor students to ensure their applications are competitive
- Continue to utilize the intern program and expand use for next FY
- Begin to utilize coop program (1 planned for 03 at this time and would like to expand use of program)