Report to DIVERSITY COUNCIL July 30, 2002

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Report to DIVERSITYCOUNCILJuly 30, 2002
OFFICE OF HUMAN RESOURCES
OHR Dedicated to Diversity
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• Diversity management should be evident both in
  how we relate to each other within our
  organization and in the services we deliver to
  the Center. Because of what we do, we have the
  highest responsibility to lead by example and set
  the standard for the Center in embracing
  diversity.
• Jerry Simpson, Director Human Resources

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Presentation Overview

• OHR Employee Profile
• OHR Diversity Management Status, Actions
  Accomplishments
• Wrap-Up

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OHR EMPLOYEE PROFILE

• OHR Demographics remain virtually unchanged for
  FY01 and FY02
• Only two skill categories represented Prof.Adm.
  and Clerical
• Non-Minorities are the largest ethnicity
  represented followed by AFAM at a 2/1 ratio
• Organization is predominantly female
• Predominant age range 30-39, followed by 40-49
  age range
• Predominant grade range is GS11/12 followed by
  GS13/14

• FY01 FY02 Description
• 65 64 Total
• 75 75 Prof.Adm.
• 32 30 AFAM
• 2 0 Asian/PI
• 3 3 Hispanic
• 63 67 Non-Minority
• 88 87 Female
• 42 44 Age 30-39
• 41 44 GS 11/12
• 96 95 No Disability

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On Board FY02
64 Civil Servants
Male Male Female Clerical Prof.Adm. Prof.Adm. Ethnicity Total Ethnicity Total
AFAM AFAM 19 5 14 14 19 19
Asian/PI Asian/PI
Hispanic Hispanic 1 1 1 1
NonMinority NonMinority 7 7 36 10 33 33 43 43
Disability Disability Disability No Disability - 61 No Disability - 61 No Disability - 61 Non-Targeted - 2 Non-Targeted - 2 Non-Targeted - 2 Targeted - 1 Targeted - 1 Targeted - 1
Age Age 29Under 7 29Under 7 30-3928 30-3928 40-4919 40-4919 50-5910 50-5910 600 600
Grade Grade 1-6 - 9 1-6 - 9 7-9 - 9 7-9 - 9 10-12 - 25 10-12 - 25 13/14 - 19 13/14 - 19 15 - 1 15 - 1
1 SES Employee
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On Board FY01
65 Civil Servants
Male Male Female Clerical Prof.Adm. Prof.Adm. Ethnicity Total Ethnicity Total
AFAM AFAM 21 6 15 15 21 21
Asian/PI Asian/PI 1 1 1 1
Hispanic Hispanic 1 1 1 1 1 1 2 2
NonMinority NonMinority 7 7 34 8 33 33 41 41
Disability Disability Disability No Disability - 63 No Disability - 63 No Disability - 63 Non-Targeted - 1 Non-Targeted - 1 Non-Targeted - 1 Targeted - 1 Targeted - 1 Targeted - 1
Age Age 29Under 9 29Under 9 30-3927 30-3927 40-4918 40-4918 50-5910 50-5910 601 601
Grade Grade 1-6 - 12 1-6 - 12 7-9 - 7 7-9 - 7 10-12 - 27 10-12 - 27 13/14 - 17 13/14 - 17 15 - 1 15 - 1
1 SES Employee
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OHR Diversity Management

• Strategy 1 Develop employees to their maximum
  potential
• Goal 1 Opportunities for growth exist equitably
  for all employees

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OHR Diversity Management
Ensure diverse participation in, and recognition
for awards

• Formal Award Opportunities
• Code 110 Awards Ceremony
• Categories Rookie of the Year, Superior Customer
  Service, Supervisor/Group Leader of the Year,
  Outstanding Team Work, Process Improvement, and
  Navigator
• Peer Awards
• OHR Managers Empowered to make Special Act,
  Performance and Time-Off Awards
• NASA and Goddard Honor Award Recipients 9
  recipients
• Awards and Recognition goals and actions
  incorporated in OHR Diversity Management Plan

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Awards FY02 41 Thru June (Performance, QI,
Special Act, Time Off)
Male Male Female Clerical Prof.Adm. Prof.Adm. Ethnicity Total Ethnicity Total
AFAM AFAM 14 2 12 12 14 14
Asian/PI Asian/PI
Hispanic Hispanic 3 3 3 3 3 3
NonMinority NonMinority 4 4 20 5 19 19 24 24
Disability Disability Disability No Disability - 39 No Disability - 39 No Disability - 39 Non-Targeted - 2 Non-Targeted - 2 Non-Targeted - 2 Targeted - Targeted - Targeted -
Age Age 29Under 2 29Under 2 30-3925 30-3925 40-4910 40-4910 50-594 50-594 600 600
Grade Grade 1-6 - 3 1-6 - 3 7-9 - 4 7-9 - 4 10-12 - 12 10-12 - 12 13/14 - 21 13/14 - 21 15 - 1 15 - 1
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Awards FY01116 (Performance, QI, Special Act,
Time Off)
Male Male Female Clerical Prof.Adm. Prof.Adm. EthnicityTotal EthnicityTotal
AFAM AFAM 36 6 30 30 36 36
Asian/PI Asian/PI
Hispanic Hispanic 1 1 1 1 1 1
NonMinority NonMinority 10 10 69 19 60 60 79 79
Disability Disability Disability No Disability - 110 No Disability - 110 No Disability - 110 Non-Targeted - 5 Non-Targeted - 5 Non-Targeted - 5 Targeted - 1 Targeted - 1 Targeted - 1
Age Age 29Under 12 29Under 12 30-3969 30-3969 40-4922 40-4922 50-5913 50-5913 600 600
Grade Grade 1-6 - 18 1-6 - 18 7-9 - 9 7-9 - 9 10-12 - 45 10-12 - 45 13/14 - 43 13/14 - 43 15 - 1 15 - 1
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Promotions FY02
9 Promotions Thru June
Male Male Female Clerical Prof.Adm. Prof.Adm. Ethnicity Total Ethnicity Total
AFAM AFAM 2 1 1 1 2 2
Asian/PI Asian/PI
Hispanic Hispanic
NonMinority NonMinority 7 2 5 5 7 7
Disability Disability Disability No Disability - 9 No Disability - 9 No Disability - 9 Non-Targeted - 2 Non-Targeted - 2 Non-Targeted - 2 Targeted - Targeted - Targeted -
Age Age 29Under 2 29Under 2 30-396 30-396 40-491 40-491 50-59 50-59 60 60
Grade Grade 1-6 - 2 1-6 - 2 7-9 - 1 7-9 - 1 10-12 - 2 10-12 - 2 13/14 - 4 13/14 - 4 15 - 15 -
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Promotions FY01
18 Total Promotions
Male Male Female Clerical Prof.Adm. Prof.Adm. EthnicityTotal EthnicityTotal
AFAM AFAM 9 5 4 4 9 9
Asian/PI Asian/PI
Hispanic Hispanic
NonMinority NonMinority 1 1 8 4 5 5 9 9
Disability Disability Disability No Disability - 9 No Disability - 9 No Disability - 9 Non-Targeted - Non-Targeted - Non-Targeted - Targeted - Targeted - Targeted -
Age Age 29Under 6 29Under 6 30-3910 30-3910 40-491 40-491 50-591 50-591 60 60
Grade Grade 1-6 - 5 1-6 - 5 7-9 - 4 7-9 - 4 10-12 - 5 10-12 - 5 13/14 - 4 13/14 - 4 15 - 15 -
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OHR Diversity Management
Ensure diverse participation in, and recognition
for developmental assignments (formal details
requiring paper)

• Formal details outside of OHR difficult due to
  workload challenges
• Several details/rotations internal to OHR
  occurred during FY02 at the Office Chief, Deputy
  Office Chief and team leader levels. Included a
  combination of AFAMs and Non-minorities
• Opportunities for individuals outside the
  organization to participate in OHR detail
  assignments

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OHR Diversity Management
Promote and expand mentoring opportunities

• HR employee participation in formal GSFC
  Mentoring Program
• FY01 - 3 Mentors
• FY01 - 1 Mentee
• FY02 - 5 Mentors
• FY02 - 4 Mentees

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OHR Diversity Management
Promote and expand mentoring opportunities

• New Employee Support Team (NEST)
• Many OHR employees informally mentor/coach OHR
  colleagues
• OHR hosts Public Service Interns, a Presidential
  Management Intern, and high school interns
  (SHARP)
• OHR employee serving as mentor for NASA
  Headquarters NAFEO program

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OHR Diversity Management

• Strategy 1 Develop employees to their maximum
  potential
• Goal 2 Supportive environment exists for
  employee development

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OHR Diversity Management
Supervisors create supportive environment by
encouraging and enabling employees to participate
in developmental programs

• Employee Supervisory Performance Feedback
• Some supervisors met with consultant to review
  and analyze feedback
• Utilized facilitation resources when meeting with
  employees
• Presented feedback and areas to work on to
  employees
• OHR Customer Service Feedback Tool
• Web-based survey instrument used to identify
  strengths and areas for improvement
• Customers provide feedback on specific
  work-related interactions
• Responses checked regularly
• Feedback provided to employees
• Employees Coached
• Positive feedback and recognition shared at staff
  meetings

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OHR Diversity Management
Supervisors create supportive environment by
encouraging and enabling employees to participate
in developmental programs

• 185 instances of training in FY02 thru
  JuneDiverse participation in a wide range of
  developmental programs
• Two Cooperative Education Students
• Two Long-Term Development Program Participants

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OHR Diversity Management
Supervisors create supportive environment by
encouraging and enabling employees to participate
in developmental programs

• Seven Undergraduate Study Program Participants
• Four Part-time Graduate Study Program
  Participants
• One Research Study Fellowship Program

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OHR Diversity Management
Supervisors create supportive environment by
encouraging and enabling employees to participate
in developmental programs

• Fourteen Center or Agency sponsored Leadership
  and Management Development Course Participants

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OHR Diversity Management

• Strategy 2 Create an Inclusive
  Environment/Culture
• Goal 1 Environment is well-balanced and
  stress-reduced

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OHR Diversity Management
Develop and execute a Human Capital Management
strategy that considers Quality of Work Life (QWL)

• OHR chartered and supported Centerwide team to
  explore and propose expansions to Alternative
  Work Schedule and Tele-working programs at the
  Center. Team is finalizing results of its work.

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OHR Diversity Management
Develop and execute a Human Capital Management
strategy that considers Quality of Work Life (QWL)

• OHR employees have opportunity to exercise a
  variety of flexible work options
• Most employees use flexible work schedules
• Over 30 employees have an Alternative Work
  Schedule day off
• Approximately 10 employees telecommute
  (regular/intermittent)
• Several employees work Part-time
• OHR Diversity Management Committee events (i.e.,
  Ice Cream Social)
• Recently established OHR Social Committee

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OHR Diversity Management

• Strategy 2 Create an Inclusive
  Environment/Culture
• Goal 2 Communication with and among employees is
  timely and open

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OHR Diversity Management
Provide forum for diversity discussion

• OHR Participation in Diversity Dialog Project
• Phase A
• Phase B
• Phase C

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OHR Diversity Management
Provide forum for diversity discussion

• Diversity is a standing agenda item at OHR
  Quarterly Reviews
• Open forums used as a general practice for OHR
  employees to discuss new policies and practices
• OHR Intranet and I Drive used by employees to
  access information

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OHR Diversity Management

• Strategy 2 Create an Inclusive
  Environment/Culture
• Goal 3 Employees and supervisors are educated on
  diversity and its value to the GSFC mission

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OHR Diversity Management
Make diversity training courses and other
in-house resources available for employees

• OHR Participation in Diversity Training Courses
• Diversity The Value of Mutual Respect Two Prof.
  Adm. AFAM females, GS-14 Two Clerical
  non-minority females, GS-7
• Diversity Building Bridges of UnderstandingOne
  Prof. Adm. AFAM female, GS-14
• Crossing BoundariesOne Prof.Adm. non-minority
  male, GS-12
• OHR Resource Room with Diversity Awareness
  Materials

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OHR Diversity Management
Support and encourage Directorate Diversity Groups

• OHR Diversity Management Committee
• Diversity Champions facilitate implementation of
  the OHR Diversity Management Plan
• Coordination of OHR Diversity Website
  development/upkeep
• Promoted Lunch with Someone New
• OHR Dedicated to Diversity Lanyard and pledge
  card presented at 110 Internal Awards Ceremony

• Accountability
• Communication
• Recruitment

• Career Development and Training
• Awards and Recognition
• Implementation and Assessment

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OHR Diversity Management
Supervisors, managers and team leaders
communicate need to develop inclusive environment
and hold or support regular and timely sessions
on diversity-related topics

• Diversity Management Committee minutes, upcoming
  events and opportunities to participate in
  diversity initiatives discussed during staff
  meetings
• Work group lunches encouraged
• OHR Diversity dialogue on Class Action
  Settlement
• OHR Transformation forums held at Directorate and
  work-group levels

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OHR Diversity Management
Implement a diversity appreciation day

• OHR Participated in all facets of Celebrate
  Goddard Day(CGD)
• Two OHR Representatives to CGD Committee
• OHR created internal OHR CGD work group
• OHR hosted a booth at the CGD Expo on the lawn
• OHR awarded an appreciation door prize to
  recognize GSFC employee support of CGD
• OHR WON THE CGD KARAOKE CUP!

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OHR Diversity Management

• Strategy 3 Become an Employer of Choice
• Goal 1 High Awareness of, and respect for
  diversity
• New OHR position established in Code 112 to
  concentrate on benchmarking and identification of
  Best Practices
• OHR Diversity Management plan includes strategies
  and actions to facilitate diversity awareness

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OHR Diversity Management

• Strategy 3 Become an Employer of Choice
• Goal 3 Management is accountable for developing
  and maintaining a diverse workforce

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OHR Diversity ManagementBecome an Employer of
Choice

• OHR reported to the DC on directorate diversity
  activities August 2001 and July 2002
• OHR currently has no formal award in place
  specifically for Diversity