C2U.S.NRC UNITED STATES NUCLEAR REGULATORY COMMISSION

Protecting People and the Environment

Commission Briefing on

Equal Employment

Opportunity, Diversity

Management, and Small

Business

December 9, 2008
Opening Remarks- Bill Borchardt,

EDO

" Agenda

* NMSS Accomplishments

" Region I Accomplishments

" Committees Joint Statement

* NRC EEO, Diversity Management

and Small Business: Leveraging

Through Partnerships

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Diversity in NMSS

Mike Weber, Director

Vision

Tap the full potential of each

employee

Strategies

Leverage partnerships

Continuous improvement

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Diversity in NMSS

" What is diversity?

-Differences in knowledge, skills,

gender, race, physical abilities,

age and other attributes

" How do we manage diversity?

-Recruit, develop, retain, and

leverage

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Success through Leveraging Diversity

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How are we doing?

* Office of Small Business and Civil

Rights assessed NMSS in 2008

* Same approach used for Regional

Offices

* Results

- Model program

- Belief in diversity

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Continuous Improvement

" Encourage staff awareness and

leverage diversity

* Re-activate NMSS diversity

panel to enhance organizational

effectiveness

• Demonstrate commitment

through action

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Diversity in Region I

Marc Dapas, Deputy Regional Administrator

Leveraging Through

Partnerships to Advance EEO

Principles

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Affirmative Employment

Principles

" Provide a Discrimination-Free

Work Environment

" Ensure Opportunity for All

Employees to Develop and

Advance

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Affirmative Employment

Principles

* Attract, Hire, and Retain a

Representative Workforce

* Support a Work Environment that

Fosters Trust, Values Diversity,

and Encourages Inclusiveness

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Region I Partnerships

* Diversity Management Advisory Committee

* Inclusive Decision Making and

Open Communication Forums

* Union/Management Partnership

* Staff/Management Partnerships

that Encourage Differing and

Diversified Views

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Discrimination-Free Work

Environment

• Diversity Management Advisory

Committee (DMAC) is a proactive

council that partners with various

internal and external stakeholders

to promote awareness as well as

educate staff on diversity

management initiatives and issues

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Opportunity for All Employees

to Develop and Advance

* Region I decision making forums

ensure full access of employees

to opportunities:

- Training Council

- Directors Council

-Awards Board

- Partnership Council

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Opportunity for All Employees

to Develop and Advance

* Region I decision making forums

ensure full access of employees

to opportunities (cont'd):

- Branch Chief Forum

-Office Administrative Staff

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Attract, Hire, and Retain a

Representative Workforce

e DMAC participates in agency

recruitment activities providing

for a diverse team

* Staff recruit at Minority Serving

Institutions and participate in

career fairs sponsored by

minority professional

organizations

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Attract, Hire, and Retain a

Representative Workforce

" Outreach to Local Schools

" Network with other Federal

Partners

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.Inclusive Work Environment

that Fosters Trust and Values

Diversity

• "Ask Management" Process

" Communication Forums:

-All Supervisor and All

Employee Meetings

-Brown Bag Lunches

- Partnership Council

-I

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Inclusive Work Environment

that Fosters Trust and Values

Diversity

* Communication Forums (cont'd):

-DMAC Sponsored "Lunch &

Learns" and Socials

- Regional Seminar and

Leadership Retreat

-Differing Views are Exercised

and Encouraged

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Leveraging Partnerships Has...

* Created appreciation for the

diverse talents and perspectives in

Region I

* Resulted in representative

participation in training and

developmental opportunities

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Leveraging Partnerships Has...

* Yielded diverse applicant pools via

broadened outreach and

affiliations

* Fostered inclusive

communications and encouraged

different views to optimize

approaches

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Joint Committee Statement

Autumn Szabo, Committee Spokesperson and Chair NAAC

Major Agency Accomplishments

-CDMP

- Implemented Administrative

Qualification Program (AQP)

-Supported Mentoring Program

-Diversity Management: hires and

developmental programs

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Joint Committee Statement

• Areas for additional focus

-Expand the AQP agency-wide

-Increase diversity at GGI3- 15

level

-Increase diversity in SES, SL,

LPP and SESCDP

- Continue diversity recruiting

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Leveraging through Partnerships

Agenda

Corenthis Kelley, Director, SBCR

* Diversity Management

" Valuing Differing Views

• Affirmative Employment

, Civil Rights

" Outreach and Compliance

" Small Business

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Partnering- Diversity

Management

" Partner with offices on CDMP

* Revised CDMP/DVD rollout

" Agency green on CDMP

performance measures

* Employee diversity management

training- FY 2009

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Valuing Differing Views

* Continued Management Support

" Identified Office Liaisons

" Continued Training and Outreach

* Revised Web Site

" Team Player Success Stories

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Partnering -Affirmative

Employment

* Partnerships result in diverse

hires

* Employee representation

increased

* Diversity in leadership and GG 13.

15 positions increased

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Partnering - Affirmative

Employment (cont'd)

° Women and minority hires exceed

50% in many programs

* Representation of persons with

disabilities

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Partnering -Affirmative

Employment (cont'd)

" Managers and staff serve in

mentoring program

" Held Sr. Level Admin. career

seminar

" MSIP builds partnerships

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Partnering - Civil Rights

" Resolved issues at lowest level

e Increased ADR participation

* No backlog of cases

* EEO/diversity assessments

* Reasonable accommodations

training

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Civil Rights - Trends

- Informal complaints increased

- Frequent bases: age, race, and reprisal

- Frequent issues:

* non-selection for promotion

* non-sexual harassment

* assignment of duties

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Partnering - Outreach

" Federal and external partners

" A 2008 Top Supporter of HBCU

Engineering programs

* Sponsored outreach events

" Grants and institutional capacity

increased

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Partnering - Compliance

* Limited English Proficiency

services implemented

* Translate office/agency

documents

* Completed over 100 pre-award

reviews

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Outreach - Minority Serving

Institutions Program

Performance Measures

1. Outreach to Minority Serving

Institutions, students and

faculty

2. Develop human capital

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Partnering - Small Business

• Small Business Program rated

"green"

" Developed Small Business

strategic plan

* "Helmets to Business" Veterans

Initiative

* Outreach/training activities reach

hundreds

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Challenges

* Maintain positive work environment

" Maintain discrimination-free

environment

• Diversity in the SES

* Representation of employees with

targeted disabilities

• Opportunities for Service-disabled

veteran owned small businesses

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Acronyms

* ADR

" CDMP

* LPP

* SES

• SESCDP

* SLS

" OCCP

" MSIP

" GG

• NMSS

* DMAC

* NAAC

*AQP

Alternative Dispute Resolution

Comprehensive Diversity Management Plan

Leadership Potential Program

Senior Executive Service

Senior Executive Service Candidate Development

Program

Senior Level Service

Outreach and Compliance Coordination Program

Minority Serving Institutions Program

General Grade

Nuclear Material Safety and Safeguards

Diversity Management Advisory Committee

Native American Advisory Committee

Administrative Qualification Program

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