# Presentation: 688793

## Report to Diversity Council
May 14, 2001

Alison McNally
Code 200
NASA GSFC

**Report to Diversity Council**
**May 14, 2001**
**Alison McNally**
**Code 200**
**NASA GSFC**

## Code 200 DiversitySatisfaction Metrics

**Retention**

**Complaints & **
**Settlements**

**Alternate Work**
**Arrangements**

**Code 200 Diversity****Satisfaction Metrics**

**Representation**

**5/14/01**

## Code 200 Diversity Satisfaction Metrics (Revised)

**Communication**
**Tools**

**Training and**
**Development**

**Quality of Worklife**
**(QWL)**

**Representation**

**Code 200 Diversity Satisfaction Metrics (Revised)**

**5/14/01**

## Communication Tools

**Communication Tools**

**Code 200 Strategic Plan (Blueprint)**
**Mission**
**Values**
**Quality Principles**
**Strategic Goals and Objectives**
**Workforce Diversity Management Goals and Plan**
**Annual State of the Directorate**
**Monthly Division Status Reviews (DSR’s)**
**MODBOD (Monthly and Weekly)**
**Bi-weekly one-on-one with Division Chiefs**
**Newsletter**
**Code 200 Website**
**Code 200 Listserve**
**Code 200 Bulletin Board**

## QWL Program

**Committee Established**
**Management advisor, divisions rotate representation, critical membership (resources, facilities, furniture)**
**Empowered to make decisions**
**Employee driven**
**Distributes QWL survey to all Code 200 employees (CS and SSC)**
**Survey responses divided into two categories:**
**Worklife (issues of morale, policies, procedures, etc.)**
**Work environment (physical issues)**
**Work environment issues resolved by committee**
**Worklife issues (hiring policies, space utilization, etc.) referred to MODBOD with recommendations by the QWL committee**

**5/14/01**

## QWL

**Awards**
**NASA Agency Awards**
**GSFC Awards**
**Directorate Code 200 Peer Awards**
**Division Peer Awards**
**Time-Off Awards**

**5/14/01**

## QWL

**Link to Center Values**
**No meeting Fridays**
**Workforce Diversity Focus Group Brown Bag**
**Division Socials/Bake-Off Contests**
**Code 200 Picnic**
**Transportation Subsidy**

**5/14/01**

## Alternate Work Arrangements

**1998 Code 200 Population = 542**
**2001 Code 200 Population = 547**

_**Other Opportunities**_
**LWOP**
**Leave Donor Program**

**5/14/01**

**AWS**

## Training and Development

**Undergraduate Study Programs (formerly UPS and USE)**
**Part-Time Undergraduate Studies Program**
**Professional Intern Program (PIP)**
**8% of Code 200 Employees in FY00 Performed Details/Rotational Assignments**
**Division-Specific Training Programs**
**Customer Service**
**NASA Procurement****Development Program**
**Leadership Training**
**Training Matrix Process**

**SEB Training**
**Performance Based Contracting**
**TWISTER**

**5/14/01**

**5/14/01**

## Code 200 Mission Enhancement And Team-building Seminar (METS)

**METS was established as a Code 200 GLES-type Training Session in May 1989**
**GOALS AND OBJECTIVES**
**A 4-Day Workshop for Code 200 employees to participate in a knowledge and skill-building seminar**
**Provides an opportunity for Code 200 Division Chiefs and Senior Managers to communicate and interact with employees on the Directorate’s mission and values, and the range of GSFC services provided**
**Learn and reinforce communication, team participation, and customer service skills and be able to apply them in structured workshop and job settings**
**We have just completed our 25th session and a total of 649 Code 200 employees have participated**

**5/14/01**

## Code 200 Culture Survey Assessment

**The Code 200 Workforce Diversity Focus Group reviewed the Code 200 results of the 1999 Culture Survey Assessment**
**Narrowed the assessment to top 3 areas based on highest variation both from Center average and 1997 survey results**
**1)****	**** Diversity****	****5 Observations**
**2)****	**** Systems****	****5 Observations**
**3)****	**** Teamwork****	****2 Observations**
**Each recommendation has been assigned to a MODBOD Champion or the Code 200 Career Development Working Group (CDWG)**
**Action plans are being developed and reported on at our monthly MODBOD meetings**

**5/14/01**

## Career Development Working Group

**Established the CDWG led by Karen Weaver to –**
**Promote career development for Code 200 employees and partner with the Goddard Training Office and other directorates to facilitate opportunities for career enhancement and job satisfaction.**
**Formulate ways to enable Code 200 to take a more proactive approach to address the career development needs of their employees.**
**Vision**
**“****Foster a supportive environment that clearly demonstrates the importance of training and career development for our diverse workforce where every employee maximizes their potential and works to achieve success in accomplishing the Directorate’s mission.”**
**Mission**
**“****The Career Development Working Group will provide the Directorate’s diverse group of employees with a focal point that will channel the Center’s career development services to enhance employee success and the success of the Directorate.”**

**5/14/01**

## Career Development Working Group

**Goals**
**Needs Assessment**
** ****Identify career planning and training needs across the directorate**
**Benchmarking**
**Ensure career planning activities and training are aligned with Centerwide activities**
**Communication**
**Ensure successful coordination of career development activities throughout the Center**
**Feedback**
**Provide feedback to the Code 200 Board of Directors and coordinate our activities and needs with the Human           Resources Development Office, Code 114**
**After one year, conduct a survey in Code 200 to assess the impact of the CDWG activities**

**5/14/01**

## Career Development Working Group

**Next Steps**
**Schedule a meeting with Code 200 Management, the Office of Human Resources, and the Code 200 Career Development Working Group**
**Announce activity to the Directorate**
**Develop a Project Plan**
**Continue to develop working plans**

**5/14/01**