# Presentation: 719398

## Flight Programs and Projects DirectorateDiversity Council Presentation February 2004

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- Flight Programs and Projects DirectorateDiversity Council Presentation February 2004

## Flight Programs and Projects

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- Progress towards the Center’s Diversity Strategy
- Opportunities for Improvement
- Increase awareness of Code 400 Diversity Council activities
- Clarify criteria for Code 400 Diversity Award
- Expand use of CPP ads to fill critical positions

**Notes:**
Work on publicizing Code 400 Diversity Council and the role of that Council
Code 400 Diversity Award – there was some confusion last year in the Peer Award process regarding the interpretation of the criteria for the Diversity Award.  Criteria will be better defined prior to this years’ peer award program
The Directorate wants to take the lead in creating diverse teams given the opportunities that the Lunar Exploration program provides to us

## Flight Programs and Projects

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- Progress towards the Centers Diversity Strategy
- Accomplishments
- Expanded representation on FPPD Diversity Council
- Representatives from Program areas
- Representatives from Advisory Groups
- Awards
- Created Standing Awards Committee for Directorate
- Mentoring Program
- Implemented Informal Mentoring Program
- 30 Mentors
- 10 Mentees
- Expert Practitioners
- Implemented use of expert practitioners

**Notes:**
Directorate Standing Awards CommitteeTwo year appointments (for continuity).  Chair is our Center SAC representative.Committee formed in FY04 to provide input to the Directorate representative for the Center SAC for GSFC and NASA Honor awards.Committee consists of a diverse group of individuals from both the Professional Administrative/Resources and Technical fields.
Informal mentoring program is “just in time mentoring”.  Employee driven process and the mentee and mentor decide how long the relationship should last (I.e., 1 day, 2 months, a year) whatever is needed.  Coaching support is available to the mentor. 
Expert Practitioners – supplied through APPL. Expert Practitioners are highly respected and experienced former PMs who provide in-situ project support for ad-hoc problems or mentoring. 

## Flight Programs and Projects

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- Progress towards the Centers Diversity Strategy
- Accomplishments
- Directorate Office participated in 4-D Culture Survey (400/403)
- Critical Path Newsletter
- Highlights employees in the Directorate
- Cultural Tidbits
- New PMDE class
- Successful celebrate Goddard Day booth

**Notes:**
Directorate Standing Awards CommitteeTwo year appointments (for continuity).  Chair is our Center SAC representative.Committee formed in FY04 to provide input to the Directorate representative for the Center SAC for GSFC and NASA Honor awards.Committee consists of a diverse group of individuals from both the Professional Administrative/Resources and Technical fields.
Informal mentoring program is “just in time mentoring”.  Employee driven process and the mentee and mentor decide how long the relationship should last (I.e., 1 day, 2 months, a year) whatever is needed.  Coaching support is available to the mentor. 
Expert Practitioners – supplied through APPL. Expert Practitioners are highly respected and experienced former PMs who provide in-situ project support for ad-hoc problems or mentoring. 

## Flight Programs and Projects

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- <date/time>

- Progress towards the Centers Diversity Strategy
- Accomplishments
- Expanded Hiring Methods
- Project Management Conference
- Creative Learning Group
- Mandatory participation in DDP for PMDE class
- Formed team to analyze Culture Survey Results (Center Survey)
- Using 4 Dimensional (4-D) tools and resources (see next 2 charts)

## Flight Programs and Projects

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- Progress towards the Centers Diversity Strategy
- Accomplishments
- Projects using 4-D Resources and Tools
**Stereo** - leadership assessments, cultural assessments, workshop, expert practitioner
**GLAST** - cultural assessment, expert practitioner
**JWST** - Cultural assessments
**Con-X** - expert practitioners
**LISA** -  leadership assessments, cultural assessments, workshop, expert practitioners
**MAXIM** - leadership assessment, expert practitioner
**Laser Ranging System Project** - expert practitioner
**ST-7** - Cultural assessment, leadership assessment
**Mars Telesat** - expert practitioner

## Flight Programs and Projects

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- Progress towards the Centers Diversity Strategy
-  Accomplishments
- The following projects are in the formative stages of receiving 4-D support:
**STScI**
**Earth Science Program** (George Morrow).  We hope to expand this area over the coming year.

## Flight Programs and Projects

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- Associated Activities not Mentioned
- Senior Management Retreats
- Deputy Director for Resources – Champion for ALP
- Diversity Dialogue Project
- 3 Code 400 employees completed training and serve as DDP facilitators
- 2 Code 400 facilitators volunteered to facilitate the Greenbelt/Wallops group
- Representation on GDAT Committee
- Participated in 4-D Culture Survey (400/403)
- Results expected soon

**Notes:**
Goddard Diversity Action Team (GDAT) committee – Centerwide committee that plans and delivers year long diversity activities including Celebrate GSFC Day

## Flight Programs and Projects

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- Plans for the next year
- Revamping PMDE program
- Leadership Dialogue Pilot
- TWI sessions – early March
- Clarify criteria for FPPD Diversity Award
- Expand use of 4-D resources and tools
- Conduct Directorate level meetings with supervisors to talk about Diversity
- Update FPPD Diversity Web Site
- Establish a Director of level supervisory award for diversity

**Notes:**
Leadership Dialogue Pilot – purpose is to facilitate a deeper exploration of leadership issues among managers, supervisor and team leaders. Participants will examine the commitments that leaders must make to succeed and how they execute those commitments.  The emphasis will be placed on critical reflections about leadership application in the workplace.