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# Office of the Chief Human Capital Officer

On this Page:
            - Office of the Chief Human Capital Officer
            - Human Capital Analysis Branch
            - Associate Director for Human Resources Operations and Policy
            - Associate Director for Human Resources Training and Development

**Chief Human Capital Officer: Mary LamaryDeputy Chief Human Capital Officer: Eric Dilworth**

Provides overall leadership and management of agency human capital planning and human resources (HR) planning, policy, and program development. Leads in the development of the agency's strategic human capital plan. Develops and implements the HR strategic plan, performance plan, and operating plan consistent with agency-wide programmatic goals and objectives. Assists and advises NRC management in the planning and implementation of human capital goals consistent with agency policies and mission. Establishes accountability for achievement of human capital goals; monitors performance and provides feedback. Delivers human resources services in support of NRC's strategic management of human capital. Plans and implements NRC policies, programs, and services to provide for employment services and operations, training, employee and labor relations, organizational development, and workforce information and analysis. Administers and manages the NRC work life services program, including oversight of the employee assistance program, and the headquarters child care facility, health unit, and fitness center. Provides advice and support for the planning, development, implementation, oversight, and evaluation of HR information systems. Conducts formulation, justification, and execution activities for agency human capital budget and for human resources office budget.

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### Human Capital Analysis Branch

**Chief:** Vacant

Manages oversight of Office's financial resources, oversees development, implementation and security of human resources (HR) management information systems, and manages wellness and recognition programs on an agency-wide basis. Participates in agency-wide Planning, Budgeting and Performance Management processes to integrate with Office's plans. Processes agency-wide external training requests and supports financial responsibility of leadership development programs. Develops and maintains automated systems for staffing, recruitment, strategic workforce planning and other HR support activities for managing human capital. Works in partnership with HR operations staff, program managers, and liaison with oversight agencies to identify and solve human capital issues. Collects, analyzes, and provides statistical data on human capital processing and trends. Implements information technology solutions to improve collaboration and efficiencies of HR systems and staff. Provides leadership in processing external data requests and guidance on emergency accountability planning. Develops, coordinates and implements agency-wide wellness policies and programs. Establishes and manages interagency agreements and contracts for the agency health services program, fitness services program, ergonomics and Automated External Defibrillator program. Responsible for the oversight of Headquarters health center and fitness center.

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### Associate Director for Human Resources Operations and Policy

**Associate Director:**Richard Revzan

Manages the implementation and delivery of human resources policy and operations agency-wide. Implements human capital policies and operating procedures in a consistent manner throughout the agency. Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems. Provides program direction and liaison in support of regional human resources operations. Provides management advice and recommendations concerning all operational aspects of human capital management. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Through human resources service centers, provides advice, guidance, information products, and support services for NRC managers and employees. Implements and administers a full range of human capital policies, programs, and services including employment, recruitment, staffing, position management and evaluation, benefits, employee and labor relations, performance management and personnel processing. Participates on planning and implementation team for agency competitive sourcing studies. Supports equal employment opportunity in the implementation of human capital policies and programs; and maintains Official Personnel Files, performance appraisal files and merit selection files. Oversees all employee and labor relations activities within the agency as well as all human capital policies and programs. 

#### Policy, Labor and Employee Relations Branch

**Chief:** Bi Smith

Manages a comprehensive framework of human capital policies and programs. Develops human capital policies and programs for agency-wide implementation. Provides overall coordination and integration of substantive human capital policy and program initiatives. Evaluates and revises human capital policies and programs as necessary to assure efficiency and effectiveness. Develops, implements, and evaluates results-oriented performance management systems for supervisors, and employees that link with agency and organizational goals. Establishes and manages contracts for the agency’s employee assistance program. Performs analyses of significant human capital initiatives and potential issues. Maintains and fosters relationships with external organizations to become aware of and participate in the formulation of new concepts in strategic human capital management.Manages employee and labor relations activities on an agency-wide basis. Develops, coordinates, and implements all issues related to labor-management relations, which include negotiating and administering collective bargaining agreements; conducting day-to-day interactions with the employee union; processing of grievances filed under the negotiated grievance procedure, and responding to requests for information. Handles all negotiations dealing with the impact and implementation of changes in working conditions affecting members of the bargaining unit, provides training to managers and supervisors on labor relations, and oversees all activities related to the Agency's labor-management partnership. Provides guidance, counseling, and training for managers and supervisors with regard to all employee relations issues, which includes, but is not limited to, disciplinary and adverse actions, performance-based actions, administrative grievance procedure, prevention of harassment, and general employee conduct and performance issues. Maintains and fosters relationships with all appropriate internal offices, including, Office of the Executive Director for Operations, Office of the Inspector General, Office of the General Counsel, Office of Small Business and Civil Rights, and each Regional Office in order to ensure that all sensitive employee matters are handled in an appropriate manner. Maintains and fosters relationships with all appropriate external organizations, including the Office of Personnel Management and the National Treasury Employees Union in order to ensure that all appropriate statutory, regulatory and Government-wide requirements are met in a timely and quality manner.

#### Headquarters Operations (HOps) Branch A

**Chief:** Ann Dublin

Implements human capital policies and strategies for all of the Headquarters' offices. Provides guidance to management and recommendations concerning all operational aspects of human capital management. Administers the SES and Executive Resources program agencywide. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems. Processes personnel actions, interfaces with our payroll provider (Department of the Interior) and functions as a central processing unit to facilitate internal HR quality control efforts. 

#### Headquarters Operations (HOps) Branch B

**Chief:** Kelly Barrie

Implements human capital policies and strategies for all of the Headquarters' offices. Provides guidance to management and recommendations concerning all operational aspects of human capital management. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems. Processes personnel actions, interfaces with our payroll provider (Department of the Interior) and functions as a central processing unit to facilitate internal HR quality control efforts.

#### Regional Operations Branch

**Chief:** Colleen Todd

Implements human capital policies and strategies for all of the Regional offices. Provides guidance to management and recommendations concerning all operational aspects of human capital management. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems. Processes personnel actions, interfaces with our payroll provider (Department of the Interior) and functions as a central processing unit to facilitate internal HR quality control efforts. 

#### Workforce Management and Benefits Branch

**Chief:** Karen Cobbs

Develops and implements effective agency-wide human capital strategies and programs to ensure the Agency has the right people in the right place at the right time to meet mission demands. Through development and implementation of a comprehensive workforce planning process, assists the Agency in developing hiring strategies, guidance, and programs to reshape the workforce. Oversees the Outreach and Targeted Recruitment (OTR) Team initiatives in order to secure a highly qualified workforce to meet current and future agency needs and to identify and track critical skill needs. Responsible for agency human capital communications. Provides advice, guidance and assistance in the implementation of agency policies in the areas of awards, telework, retirement, death benefits, spouse equity, health and life insurance and the Thrift Savings Plan. Manages benefits activities for all of the Headquarters' offices. Develops, coordinates and implements benefits policies, including but not limited to health and life insurance, Thrift Savings Plan, retirement and worker's compensation.

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### Associate Director for Human Resources Training and Development

**Associate Director:** Susan Abraham**Deputy Associate Director, TTC:** Steve Cochrum

Provides overall leadership and management of agency-wide training and development policies, programs and systems designed to establish, maintain, and enhance the skills employees need to perform their current jobs effectively and to meet the future skill needs of the agency. Maintains, updates and implements the NRC Training and Development Strategic Plan. In consultation with the NRC headquarters offices and regions, coordinates policy development and provides regulatory, technical, and professional training to meet agency needs defined by formal NRC staff qualification and training programs including the Nuclear Regulator Apprenticeship Network training program. Leads and coordinates research, analysis, development and implementation of NRC knowledge management activities to maintain agency core competencies and support the needs of the program offices and regions. Establishes and maintains an integrated budget for all agency training-related activities. Manages the Technical Training Center, Professional Development Center, facilities, and associated capital assets. Manages development, implementation, and technical support for selected agency information technology applications in support of agency human capital programs. Manages, controls, and supports operation of TTC local area networks and all associated information technology infrastructure. Provides technical assistance in areas of expertise to NRC programs and provides training development advice and assistance to offices and regions. Provides training assistance to foreign regulatory counterparts. Leads all agency changes necessary to advance the vision of learning transformation at the NRC, including ensuring the NRC learning environment is adaptable, effective and efficient in meeting validated learning objectives, accomplishing the NRC mission; technology is leveraged to deliver an innovative, effective and standardized enterprise learning environment; current knowledge and expertise within the workforce is harnessed to advance the learning of others; learning is available anytime, anywhere; learners are empowered for their own learning and development; and instruction is interactive, self-paced where possible, and appropriate to learning outcomes.

#### Nuclear Regulator Apprenticeship Network Branch

Chief: Vacant

Manages the Nuclear Regulator Apprenticeship Network (NRAN) program. Directs, oversees, coordinates, and monitors the training and activities of NRAN participants. Manages the development and implementation of all NRAN program aspects including mentoring, training, and apprenticeships. Coordinates with Program and Regional Offices to provide appropriate apprenticeship activities for NRAN participants and serves as point-of-contact and overall liaison for the NRAN program. Ensures NRAN training activities align with the agency Strategic Plan.

#### **Learning and Talent Development Branch**

**Chief:** Jawanza Gibbs-Nicholson

Designs, develops, maintains, and implements the NRC’s professional training in such areas as leadership, communications, computer applications, and financial management. The Branch develops formal training and development programs while coordinating research, analysis, development and implementation of NRC’s knowledge management activities to maintain the NRC’s core competencies that support human capital goals.  The Branch develops, maintains, and implements the NRC’s organizational development services to supervisors, managers, and executives who request such services to maintain individuals and NRC's organizational health and effectiveness.  The Branch manages the leadership development program. The Branch supports and manages the Learning Management Systems and the implementation of the NRC's talent management system, manages the Professional Development Center and the NRC's process for prioritizing external training needs and training coordination, and ensures agency funds are used to fund high priority external training requirements and maintains training records for all NRC staff.  The Branch focuses NRC efforts on the internal safety culture and the analyses of the results of employee surveys and recommends effective strategies for action. The Branch supports NRC improvement initiatives.

#### Reactor Technology Training Branch

**Chief:** Matt Emrich

Manages the reactor technology training curriculum in each of the General Electric, Westinghouse, Combustion Engineering, Babcock and Wilcox, AP1000, and Advanced/SMR reactor vendor designs based on integrated agency needs. Provides a spectrum of classroom and full scope simulator courses to meet the cumulative reactor technology and regulatory skills training needs of the NRC inspection staff. Provides training to develop and maintain agency skills related to performance-based regulatory safety assessment of control room configuration, integrated plant operation, and application of emergency operating procedures, severe accident guidelines, and emergency procedure guidelines. Develops new courses and modifies existing courses to meet new or changing needs. Establishes and manages interagency agreements and commercial contracts for training course needs. Manages the reactor technical training full-scope simulation program to meet training needs defined by formal NRC staff qualification and training programs. Ensures reactor technology training activities align with the agency Strategic Plan and the Training and Development Strategic Plan. Provides expert technical assistance to NRC, other government agencies, and foreign regulatory agencies on reactor operations, regulatory programs, human resources development, and training systems methodology and standards. 

#### Specialized Technical Training and Support Branch

**Chief:** Latonya Mahlahla

Manages the NRC specialized technical training programs. Provides or coordinates specialized technical training to meet the training needs defined by formal NRC staff qualification and training programs and in support of Agreement State staff training. Manages training in the curriculum areas of probabilistic risk assessment, engineering support, radiation protection, fuel cycle technology, security and safeguards, and regulatory skills based on integrated agency needs. Establishes and manages interagency agreements and commercial contracts to satisfy agency specialized technical training needs. Develops new courses and modifies existing courses to meet new or changing needs. Ensures specialized technology training activities align with the agency Strategic Plan and the Training and Development Strategic Plan. Provides expert technical assistance to NRC, other government agencies, and foreign regulatory agencies on radioactive materials, health physics, regulatory programs, human resources development, and training systems methodology and standards.  Manages training modernization efforts by assisting NRC Instructional faculty with the design, development, and management of online and blended courses offered by the NRC. Using active learning, learning theories/instructional design models, and best practices in online distance learning, the branch integrates current learning technologies to promote effective teaching strategies and to improve learner’s learning experiences.  Manages the competency modeling program which assists NRC Instructional faculty with the analysis of learning and development needs and the design and evaluation of appropriate informal, social, and formal learning activities to provide NRC employees the opportunity to take responsibility for their own learning and development. 

Page Last Reviewed/Updated Thursday, March 14, 2024

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Page Last Reviewed/Updated Thursday, March 14, 2024