)

REQUEST FOR RECORDS DISPOSITION AUTHORITY LEAVE BLANK (NARA Use Only)

TO: NATIONAL ARCHIVES AND RECORDS ADMINISTRATION JOB NUMBER

WASHINGTON, DC 20408 //- •,3/7 -" <

1. FROM (Agency or establishment) DATE RECEIVED

U.S. Nuclear Regulatory Commission

2. MAJOR SUBDIVISION or PROGRAM NOTIFICATION TO AGENCY

Office of Human Resources In accordance with the provisions of 44 U.S.C.

3303a, the disposition request, including

3. MINOR SUBDIVISION amendments, is approved except for items that

may be marked "disposition not approved" or

"withdrawn" in column 10.

4. NAME OF PERSON WITH WHOM TO CONFER 5. TELEPHONE

Deborah H. Armentrout, CRM 301-415-7228 ,RUIIS OF TH NTDSATES

6. AGENCY CERTIFICATION

I hereby certify that I am authorized to act for this agency in matters pertaining to the disposition of its records and that the

records proposed for disposal on the attachedpage(s) are not now needed for the business of this agency or will not be needed

after the retention periods specified; and that written concurrence from the General Accounting Office, under the provisions of

Title 8 of the GAO Manual for Guidance of Federal Agencies,

N is not required; El is attached; or El has been requested.

DATE /A.* SIGNATURE t, OF Jney, AGrCY,,,PRESENTATIVE ý-/N TITLENRC Records Officer

7. 9. GRS or 10. Action

Item 8. DESCRIPTION OF ITEM AND PROPOSED DISPOSITION Superseded Taken (NARA

No. Job Citation Use Only)

Title: Strategic Workforce Planning (SWP) and

SES Succession Planning System (SESSPS)

(See Attached Schedule)

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Ot Director dhMDA las e

Office of General Counsel Date
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U. S. Nuclear Regulatory Commission

Strategic Workforce Planning (SWP) and SES Succession Planning System (SESSPS)

Strategic Workforce Plannin2 System (SWP) and SES Succession Planning System (SESSPS)

A. The Strategic Workforce Planning System (SWP)

SWP is an NRC-developed database with a password secured website interface used to store and

manage information about available and critical employee skills sets. SWP assists NRC managers to

manage staff who have skills needed to perform functions supporting NRC missions by ensuring the

availability of the right skill sets in the proper quantity and proper placement in the right jobs. NRC

employees are responsible for updating personal data regarding skills, and preferences for locations.

Managers review employee data entry and identify critical skills.

ouc DoIn•Wt is entered on line through the web interface. No written

G - documentation is prepar týted; all information is entered into SWP through the web

needed for data entry.

2) Master File

Information contained in SWP master files include:

* General Employee information

* Employee's Name and birth date

* Contact Information (e-mail addresses, and organization)

* Employment Dates (Projected Retirement, Adjusted retirement)

* Employee Skills

* Education (degrees earned or courses completed, significant areas of training)

* Past employment functions

* Assessment of level of proficiency for identified skills

* Awards, Licenses, and Significant Achievements

* Professional Organization Membership

* Location and Mobility preferences.

* Management Input

0 Review of skills assessment

0 Identification of critical skills for their organization

* Audit records (dates information changed, who revised)

Disposition: TEMPORARY. Cutoff employee's information when an employee terminates

employment. Destroy or delete the General Employee Information and Employee Skill data and

any related Management Input and Audit Records from the master file, 5 years after cutoff.

NShow Report~~~~ ~~~~~~~~ ~canfrmassereotmn.Rglrepoeshvacestalitd ~~s 

access a report where they can see all the information about themselves ' d in the

5/21/2008 .NRCFinal SW M+ESSPS-5-21!-08.doe
) )

Attachment A - Strategic Workforce Planning System (SWP) and

SES Succession Planning System (SESSPS)

BACKGROUND:

SWP and SESSPS are used to provide the NRC with the ability to plan for the skills required to staff the

Agency. SWP in particular provides a resource that identifies the skills and proficiencies of current

employees and the need to plan for replacing these employees with others with similar skills. SWP is

able to identify those individuals who may be reaching the end of their Federal career for succession

planning and to identify other employees with special expertise needed for special projects or emergency

staffing. This information is used to target recruitment and training needs and to assist the offices in

filling skilled positions to increase the effectiveness of the NRC.

This information is supplied to the SWP by the employees themselves with oversight by their managers to

validate the skills assessments. The information is kept current by annual updates. Prior to

implementation of these programs the function was performed manually by the NRC's offices without

common sharing of the data. Access to both systems is through password protected user accounts. All

information is retained in SWP electronically and no information or records are created or retained

elsewhere. Data entry and data verification is performed as indicated below. This information is updated

at least annually.

a. General Employee Information

Basic employee information is imported from the HRMS (Human Resources Management

System) when the employee begins work at NRC. Basic information such as name, pay

grades, retirement eligibility date and organization assigned is downloaded from HRMS.

b. Employee Skills

The employee provides an assessment of his/her skills including the level of competency for

S', each skill identified. Additionally, employee preferences regarding work location and other

licenses or certificates are included in the SWP. Data is collected for full and part time

employees and retired annuitants.

c. Management Input

NRC managers review the individual employee's SWP data and concur with its accuracy.

NRC managers also identify skills that are considered critical for the performance of their

organization's work in the near and short term. Near term is defined as 0-2 years and long

term 3-5 years.

Privacy Act information is contained in SWP/SESSPS by virtue of the personnel names and contact

information, however social security numbers are not kept in the systems. The SWP database and

transaction log is backed up hourly.

SESSPS is no longer actively maintained for the SES employees since SWP provides a more versatile

repository for this information, except for the listing and status of the SES Candidates.

Dates: Data has been collected in SWP since June 2002. There was no previous electronic system for this

function prior to June 02. Information in SESSPS other than the Names of SES grade employees and

SES Candidates Names and Status have not been updated.

5/21/2008 NRCFinalSWP+SESSPS-5-21-08.doc