Post on 02-Jan-2016
description
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
Presentation Overview
OHR Employee Profile
OHR Diversity Management Status, Actions & Accomplishments
Wrap-Up
OHR EMPLOYEE PROFILE
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
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
On Board FY02
Ethnicity
Hispanic 3%Non Minority
67%
AFAM 29%
Asian/ P I 0%
GenderMale 13%
Female 87%
SkillClerical 25%
Prof Admn 75%
Disability
Non Trgt'd
Disablty 0%
Targeted Disability
0%
No Disablty 100%
Age Group
0 5 10 15 20
Under 25
30-34
40-44
50-54
65+
64 Civil Servants
Male Female Clerical Prof.Adm.
Ethnicity Total
AFAM 19 5 14 19
Asian/PI
Hispanic 1 1 1
NonMinority 7 36 10 33 43
Disability No Disability - 61 Non-Targeted - 2 Targeted - 1
Age 29&Under
730-39
2840-49
1950-59
1060+
0
Grade 1-6 - 9 7-9 - 9 10-12 - 25 13/14 - 19 15 - 1
1 SES Employee
GenderMale 12%
Female 88%
On Board FY01
Ethnicity
AFAM 32%
Non Minority 63%
Asian/ P I 2%
Hispanic 3%
SkillClerical 25%
Prof Admn 75%
Disability
Non Trgt'd
Disablty 2%
Targeted Disability
2%
No Disablty
96%
Age Group
0 5 10 15 20
Under 25
30-34
40-44
50-54
65+
65 Civil Servants
Male Female Clerical Prof.Adm.
Ethnicity Total
AFAM 21 6 15 21
Asian/PI 1 1 1
Hispanic 1 1 1 1 2
NonMinority 7 34 8 33 41
Disability No Disability - 63 Non-Targeted - 1 Targeted - 1
Age 29&Under
930-39
2740-49
1850-59
1060+
1
Grade 1-6 - 12 7-9 - 7 10-12 - 27 13/14 - 17 15 - 1
1 SES Employee
OHR Diversity Management
Strategy 1: Develop employees to their maximum potential
Goal 1: Opportunities for growth exist equitably for all employees
OHR Diversity Management
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
Ensure diverse participation in, and recognition for awards
Awards FY02 41 Thru June (Performance, QI, Special Act, & Time Off)
GenderMale 17%
Female 83%
SkillClerical 17%
Prof Admn 83%
Disability
Non Trgt'd
Disablty 5%
Targeted Disability
0%
No Disablty
95%
Ethnicity
AFAM 34%
Non Minority 59%
Hispanic 7%
Asian/ P I 0%
Age Group
0 5 10 15 20 25
Under 25
30-34
40-44
50-54
65+
Male Female Clerical Prof.Adm.
Ethnicity Total
AFAM 14 2 12 14
Asian/PI
Hispanic 3 3 3
NonMinority 4 20 5 19 24
Disability No Disability - 39 Non-Targeted - 2 Targeted -
Age 29&Under
230-39
2540-49
1050-59
460+
0
Grade 1-6 - 3 7-9 - 4 10-12 - 12 13/14 - 21 15 - 1
Ethnicity
AFAM 31%
Non Minority 68%
Asian/ P I 0%
Hispanic 1%
Awards FY01116 (Performance, QI, Special Act, & Time Off)
Gender
Male 9%
Female 91%
Disability
Non Trgt'd
Disablty 1%
Targeted Disability
4%
No Disablty
95%
Skill
Clerical 22%
Prof Admn 78%
Age Group
0 10 20 30 40
Under 25
30-34
40-44
50-54
65+
Male Female Clerical Prof.Adm.
EthnicityTotal
AFAM 36 6 30 36
Asian/PI
Hispanic 1 1 1
NonMinority 10 69 19 60 79
Disability No Disability - 110 Non-Targeted - 5 Targeted - 1
Age 29&Under
1230-39
6940-49
2250-59
1360+
0
Grade 1-6 - 18 7-9 - 9 10-12 - 45 13/14 - 43 15 - 1
Promotions FY02
Gender
Male 0%
Female 100%
SkillClerical
33%
Prof Admn 67%
DisabilityNon
Trgt'd Disablty
0%
Targeted Disability
0%
No Disablty 100%
Ethnicity
Hispanic 0%
Non Minority 78%
AFAM 22%
Asian/ P I 0%
Age Group
0 1 2 3 4 5 6 7
Under 25
30-34
40-44
50-54
65+
Male Female Clerical Prof.Adm.
Ethnicity Total
AFAM 2 1 1 2
Asian/PI
Hispanic
NonMinority 7 2 5 7
Disability No Disability - 9 Non-Targeted - 2 Targeted -
Age 29&Under
230-39
640-49
150-59 60+
Grade 1-6 - 2 7-9 - 1 10-12 - 2 13/14 - 4 15 -
9 Promotions Thru June
Promotions FY01
Ethnicity
Non Minority 50%
AFAM 50%
Asian/ P I 0%
Hispanic 0%
Gender
Male 6%
Female 94%
Skill
Clerical 50%
Prof Admn 50%
Age Group
0 2 4 6 8 10
Under 25
30-34
40-44
50-54
65+
Disability
Non Trgt'd
Disablty 6%
Targeted Disability
0%
No Disablty
94%
18 Total Promotions
Male Female Clerical Prof.Adm.
EthnicityTotal
AFAM 9 5 4 9
Asian/PI
Hispanic
NonMinority 1 8 4 5 9
Disability No Disability - 9 Non-Targeted - Targeted -
Age 29&Under
630-39
1040-49
150-59
160+
Grade 1-6 - 5 7-9 - 4 10-12 - 5 13/14 - 4 15 -
OHR Diversity Management
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
Ensure diverse participation in, and recognition for developmental assignments (formal details requiring paper)
OHR Diversity Management
HR employee participation in formal GSFC Mentoring Program
FY01 - 3 Mentors
FY01 - 1 Mentee
FY02 - 5 Mentors
FY02 - 4 Mentees
Promote and expand mentoring opportunities
OHR Diversity Management
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
Promote and expand mentoring opportunities
OHR Diversity Management
Strategy 1: Develop employees to their maximum potential
Goal 2: Supportive environment exists for employee development
OHR Diversity Management
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
Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs
OHR Diversity Management
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
Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs
Grade Ethnicity Gender Age Disability
GS-5 AFAM Female 20-29 No Disability
GS-7 Non-Minority Male 20-29 No Disability
Program Grade Ethnicity Gender Age Disability Skill
USDA/ELP GS-12 AFAM Female 30-39 No Disability Prof. Adm.
CEG GS-14 AFAM Female 40-49 No Disability Prof. Adm.
OHR Diversity Management
Seven Undergraduate Study Program Participants
Four Part-time Graduate Study Program Participants
One Research Study Fellowship Program
Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs
GS-11 Non-Minority Female 40-49 No Disability Prof. Adm.
GS-11 AFAM Female 40-49 No Disability Prof. Adm.
GS-11 AFAM Female 30-39 No Disability Prof. Adm.
GS-7 AFAM Female 30-39 No Disability Clerical
GS-6 AFAM Female 20-29 No Disability Clerical
GS-4 Non-Minority Female 20-29 No Disability Clerical
Grade Ethnicity Gender Age Disability Skill
GS-14 AFAM Female 40-49 No Disability Prof. Adm.
GS-13 AFAM Female 30-39 No Disability Prof. Adm.
GS-12 Non-Minority Female 30-39 No Disability Prof. Adm.
GS-12 Non-Minority Female 40-49 No Disability Prof. Adm.
GS-14 Non-Minority Female 30-39 No Disability Prof. Adm.
OHR Diversity Management
Fourteen Center or Agency sponsored Leadership and Management Development Course Participants
Supervisors create supportive environment by encouraging and enabling employees to participate in developmental programs
Total Grade Ethnicity Gender Age Disability Skill
3 GS-12 Non-Minority Female 30-39 No Disability Prof. Adm.
1 GS-13 Non-Minority Female 50-59 No Disability Prof. Adm.
3 GS-13 Non-Minority Female 30-39 No Disability Prof. Adm.
1 GS-13 AFAM Female 30-39 No Disability Prof. Adm.
2 GS-13 Non-Minority Male 30-39 No Disability Prof. Adm.
1 GS-14 Non-Minority Female 40-49 No Disability Prof. Adm.
2 GS-14 AFAM Female 40-49 No Disability Prof. Adm.
1 GS-14 Non-Minority Male 40-49 No Disability Prof. Adm.
OHR Diversity Management
Strategy 2: Create an Inclusive Environment/Culture
Goal 1: Environment is well-balanced and stress-reduced
OHR Diversity Management
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.
Develop and execute a Human Capital Management strategy that considers Quality of Work Life (QWL)
OHR Diversity Management
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
Develop and execute a Human Capital Management strategy that considers Quality of Work Life (QWL)
OHR Diversity Management
Strategy 2: Create an Inclusive Environment/Culture
Goal 2: Communication with and among employees is timely and open
OHR Diversity Management
OHR Participation in Diversity Dialog Project Phase A
Phase B
Phase C
Provide forum for diversity discussion
Grade Ethnicity Gender Age Disability Skill
GS-14 AFAM Female 40-49 No Disability Prof. Adm.
GS-13 AFAM Female 30-39 No Disability Prof. Adm.
GS-12 Non-Minority Female 20-29 No Disability Prof. Adm.
GS-14 AFAM Female 40-49 No Disability Prof. Adm.
GS-14 AFAM Female 30-39 No Disability Prof. Adm.
GS-13 Non-Minority Female 30-39 No Disability Prof. Adm.
GS-12 AFAM Female 20-29 No Disability Prof. Adm.
GS-7 Non-Minority Female 40-49 No Disability Clerical
Grade Ethnicity Gender Age Disability Skill
GS-13 Non-Minority Female 50-59 No Disability Prof. Adm.
GS-12 Hispanic Male 40-49 No Disability Prof. Adm.
GS-7 AFAM Female 30-39 No Disability Clerical
GS-5 Non-Minority Female 30-39Targeted Disability Clerical
OHR Diversity Management
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
Provide forum for diversity discussion
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
OHR Diversity Management
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
Make diversity training courses and other in-house resources available for employees
OHR Diversity Management
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
Support and encourage Directorate Diversity Groups
• Accountability
• Communication
• Recruitment
•Career Development and Training
• Awards and Recognition
•Implementation and Assessment
OHR Diversity Management
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
Supervisors, managers and team leaders communicate need to develop inclusive environment and hold or support regular and timely sessions on diversity-related topics
OHR Diversity Management
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!
Implement a diversity appreciation day
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
OHR Diversity Management
Strategy 3: Become an Employer of Choice
Goal 3: Management is accountable for developing and maintaining a diverse workforce