Code 200 Diversity Council Presentation Presented by: Val Burr Division Chief, Code 210 April 18,...

Code 200Diversity Council

Presentation

Presented by:Val Burr

Division Chief, Code 210April 18, 2002

4/18/01 200 Diversity Council Presentation by Val Burr

2

OVERVIEW Last reporting period, Code 200

reported “Satisfaction” based on: Communication Tools Quality of Worklife (QWL) Training and Development Representation

This report will provide updates to these satisfaction metrics and include metrics identified in the Diversity Strategic Plan


3

UPDATE TO SATISFACTION METRICS Communication Tools

Code 200 Web site expanded to publish “thank you” notes received from customers

ISO Audit Preparation expanded to provide “reminders” and “quick references”

Administrative Support Group Tag-Up with Director of Code 200

Special Recognition for Centerwide Initiatives (Phone Systems, Property Accountability, Agency Procurement Awards)


4

UPDATE TO SATISFACTION METRICS (CONTINUED)

QWL Program FY02 Survey will be distributed at the end of

May Representation on Telecommuting and

Flexible Work Schedule Committee Cindy Tart Caroline Massey


5

UPDATE TO SATISFACTION METRICS (CONTINUED)

Training and Development FY02 Undergraduate Study Program FY02 Part-Time Undergraduate Studies Program Professional Intern Program

21 participants currently In FY01, 65 employees performed

details/rotational assignments 46 internal/division to division 12 external/outside of Code 200 7 external/into Code 200


6

UPDATE TO SATISFACTION METRICS(CONTINUED)

Code 200 Mission Enhancement Training Seminar scheduled June 11-14 at the University of Maryland Conference Center

FY02 Leadership Training 65 participants, 26% minority representation

FY02 Agency Fellowships 4 out of 7 slots available went to Code 200 75% minority representation

Representation


7

MOD EMPLOYEE PROFILE As of 9/30/01

11

22

66

103

99

83

79

59

28

11

0 25 50 75 100

Over 65

60-64

55-59

50-54

45-49

40-44

35-39

30-34

25-29

Under 25

Age

Employee Population

Skill

S&E13%

Wage Grade8%

Clerks9%

Prof. Admin65%

Technicians5%

Gender

Female54%

Male46%


8

DIVERSITY STRATEGIC PLAN Develop employees to their maximum

potential Goal 1: Opportunities for growth exist equitably

for all employees Awards (See separate chart for breakdown)

FY01 1,028 FY02 148 to date

Promotions (See separate chart for breakdown) FY01 81 FY02 38 to date

Developmental assignments 58 formal details/rotations for Code 200 employees

Work teams and mentoring opportunities Complete data not yet available


9

FY01 AWARDS

Skill12%

7%

60%

16%

5%

S&E Clerical Prof. Admin.Wage Grade Technical

Age Group15%

3%

9%

15%

14%

15%

16%

9%3% 1%

Under 25 25-29 30-34 35-3940-44 45-49 50-54 55-5960-64 65+

Ethnicity

29%

2%

66%

1%2%

Black HispanicWhite Asian & Pacific IslanderAmerican Indian

Gender

38%

62%

Female Male

Disability

92%

6% 2%

No Disability Non-Targeted DisabilityTargeted Disability


10

FY02 AWARDS

Skill10%

7%

70%

5%8%

S&E Clerical Prof. Admin.Wage Grade Technical

Age Group3% 3%

14%

12%

17%13%

24%

11%2%

1%

Under 25 25-29 30-34 35-3940-44 45-49 50-54 55-5960-64 65+

Ethnicity

18%

6%

75%

1%

Black Hispanic White American Indian

Gender

55%

45%

Female Male

Disability

87%

12% 1%

No DisabilityNon-Targeted DisabilityTargeted Disability


11

FY01 PROMOTIONS

Skill

1% 6%1%

10%

82%

Wage Grade S&E TechnicalClerical Prof. Admin.

Age Group9%

15%

23%

23%

12%

1%

9%

6% 2%

Under 25 25-29 30-3435-39 40-44 45-4950-54 55-59 60-64

Ethnicity

41%

2%

57%

Black Hispanic White

Gender

74%

26%

Female Male

Disability

91%

9%

No Disability Non-Targeted Disability


12

FY02 PROMOTIONS

Skill

3%

16%

81%

S&E Clerical Prof. Admin.

Age Group18%

11%

26%13%

8%

11%

5%8%

Under 25 25-29 30-34 35-39

40-44 45-49 50-54 55-59

Ethnicity

32%

10%

55%

3%

Black Hispanic White Asian & Pacific Islander

Gender

71%

29%

Female Male

Disability

95%

5%

No Disability Non-Targeted Disability


13

DIVERSITY STRATEGIC PLAN (CONTINUED)

Develop employees to their maximum potential Goal 2: Supportive environment exists for employee

development Previously reported that the Code 200 Workforce Diversity

Focus Group reviewed the 1999 Culture Survey Assessment and narrowed the assessment to 3 key areas for the Directorate

Diversity Systems Teamwork

Action plans developed (see backup charts) and the Code 200 Career Development Working Group (CDWG) formed

On March 6, a CDWG Information Session was held


14


Opportunity to learn about career development resources Partnering with Office of Human Resources, two

representatives attended and provided information/answered questions

Networking opportunity for division/CDWG representatives and opportunity to plan and implement a Directorate-wide activity

Session included Information Boards concerning: The CDWG and Websites Individual Development Plans (IDP’s) Rotational Assignments Leadership Training and Matrix Tracking METS

Approximately 200 employees attended 40 employees signed-in at the information booths Information boards were also displayed at the Center Career

Development Forum held at Wallops March 28


15


Create an Inclusive Environment/Culture Goal 1: Environment is well-balanced and stress

reduced Management Operations Directorate Board of Directors

Human Capital activities Directorate QWL program maintained, Member of the

Center QWL program

Goal 2: Communication with and among employees is timely and open

Participated in 7 Diversity Dialog Roundtable Sessions with Mr. Townsend

2 predominantly Code 200 46 out 59 supervisors


16


Participated in 2 Diversity Dialog Projects Volunteered to pilot an intact Diversity Dialog

Project Team, currently ongoing First session: 8 participants from Greenbelt, 3 from

Wallops 45% minority representation 2 Clericals, 7 P&A’s, 2 S&E’s

Second session: 9 participants from Greenbelt, 8 from Wallops

41% minority representation 3 Clericals, 9 P&A’s, 3 S&E’s, 1 Wage Grade


17


Goal 3: Employees and supervisors are educated on diversity and its value to the GSFC mission

Workforce Diversity Focus Group CDWG Group Procurement Management Team attended, “The

Value of Mutual Respect” class April 3 Participating in the planning for “Diversity

Appreciation Day” Merle Robbins Milton Cromer Cynthia Jones Andre Jackson (Point of Contact and Logistics Advisor) Most Code 200 services will be involved


18


Participating in the Center’s Advisory Committees African-American Advisory Committee

Robin Dixon, Code 292, Chair Karen Weaver, Code 210 Lavern Harris, Code 210.H

Asian and Pacific Americans Advisory Committee Darshan Gupta, Code 227, Chair

Hispanic Americans Advisory Committee Gilberto DelValle, Code 213

People with Disabilities Advisory Committee Jennell Dewitt, Code 292, Chair Lynn Clark, Code 214.6

Women’s Advisory Committee Michelle Mumford, Code 213 Joyce Brooks, Code 235


19


Work towards being an Employer of Choice Goal 3: Management is accountable for

developing and maintaining a diverse workforce

Reporting today on our activities and their effectiveness

BACKUPStatus of Actions

Plans/Recommendations from the Workforce Diversity Focus Group


21

Back Up - Action Plans/Recommendations

Action Plans and Recommendations assigned to key groups CDWG Specific division chiefs

Some assignments are tasks to be completed, other are continual efforts


22

STATUS OF ASSIGNMENTS Recommendation 1 (Code 290): Continue

to promote employment and managerial opportunities for everyone through panel interviews and post-job selection debriefings. All divisions using panel interviews Debriefings are offered to non-selected

candidates Considering ways to ask employees about

the process and encouraging a more pro-active approach to debriefings


23

STATUS OF ASSIGNMENTS (CONTINUTED)

Recommendation 2 (CDWG): Educate employees on the leadership and career development tracking system in Code 200 and the way the tool is used. Encourage management and employees to share knowledge of career development and training opportunities with all employees. CDWG Session March 6 Center Career Development Forum at Wallops

March 28 Created a Web site to share career

development information


24

STATUS OF ASSIGNMENTS (CONTINUED)

Recommendation 3 (Code 210): Encourage managers and employees to support diversity activities and celebrations. Reminder messages distributed Special guests invited to MODBOD meetings Management attendance in activities

Recommendation 4 (CDWG): Offer employees opportunities to rotate among the divisions. Continuing


25

STATUS OF ASSIGNMENTS(CONTINUED)

Recommendation 5 (Code 201): Perform outreach activities to recruit individuals with physical challenges and communicate efforts to improve the representation. Continuing

Recommendation 6 (CDWG): Consider a formal career development program for Code 200. Use Code 400’s Career Development Program as a benchmark. Communicate to employees about the career development tools that exist and how to use them effectively


26

STATUS OF ASSIGNMENTS (CONTINUED)

CDWG established with representatives from every division. Recruiting an additional representative from Wallops

CDWG Session March 6 Center Career Development Forum at

Wallops on March 28 Recommendation 7 (CDWG): Assess the

value of offering non-supervisory career paths with promotion potential for certain skill groups

Open


27


Recommendation 8 (Code 230): Provide timely performance evaluations for everyone in the Directorate. Continuing

Recommendation 9 (Code 220): Work on the timeliness of awards. Continuing


28


Recommendation 10 (CDWG): Encourage the use of IDP’s as a career development tool and assess the use of IDP’s. CDWG Information Session on March 6 Briefing to branch employees ongoing

Code 200 Diversity Council Presentation Presented by: Val Burr Division Chief, Code 210 April 18,...

Documents

Transcript of Code 200 Diversity Council Presentation Presented by: Val Burr Division Chief, Code 210 April 18,...