OFFICE OF HUMAN RESOURCES Report to the Diversity Council August 29, 2001

OHR Diversity Management Steering Committee Sheri Brown, Team Lead Kathy Dinsmore Linda Ledman Arletta Love Kellie Murray (Reassigned to Code 400, Aug01) Yahaira Pineda, (PSI Intern, detail ended, Aug01) Nelson Rodriguez Cheryl Rosanova Jerry Simpson Donna Swann Karen Weaver, Facilitator OHR Diversity Management Steering Committee Re-established March 5, 2001 Team Membership 1

Contents Definition of Diversity Diversity Management Mission Diversity Management Goal Areas Recent Accomplishments Near Term Objectives Future Plans 2

Definition …recognizing, accepting, and appreciating the unique differences among individuals so that productivity in the work place is maximized (excerpt from OHR’s 1994 Diversity Plan). 3

Mission OHR Has a Dual Role With Diversity Management Strengthen and implement diversity friendly practices and policies into the OHR organization to benefit OHR employees and enhance the productivity of the OHR. Assist the Center’s Diversity Council, and at times lead specific efforts, with respect to HR systems and processes to strengthen diversity and to implement diversity friendly practices and systems across the Center. 4

Mission Office of Human Resources Mission Statement We strive to create and maintain a supportive work environment for all people to achieve success in the Center's mission. Through the use of leading edge concepts in the human resources field, the Office of Human Resources (OHR) provides customer-focused services and innovative solutions that position the Goddard Space Flight Center to optimize its most valuable resource-- its employees. We strive to create and maintain a supportive work environment for all people to achieve success in the Center's mission. 5

Mission In order to achieve this in the Office of Human Resources, we will strive to achieve the following: remove any subtle barriers that prohibit the inclusion of all employees from participating in our organization or keep them from reaching their full potential; and create a work environment where all employees can become full members of the team, who are valued for their unique abilities and contributions 6

OHR Diversity Goal Areas Accountability Communication Recruitment Career Development Diversity Training Awards and Recognition 7

Recent Accomplishments OHR Diversity Management Team re-established, March 5, 2001  Briefing on Lessons Learned from Code 200 Diversity Working Group by Karen Weaver (Facilitator)  Identified accomplishments against the existing 1994, OHR Diversity Plan 8

Recent Accomplishments African American Advisory Committee (AAAC) Andrea Ables  Asian and Pacific American Advisory Committee Kathy Dinsmore (New)  Hispanic Advisory Committee Nelson Rodriguez (New)  People with Disabilities Advisory Committee Tina Reed  Woman’s Advisory Committee (WAC) Nichole Richmond  Wallops Equal Opportunity Advisory Committee Linda Ledman (New) Reinitiated Code 110 Representatives Identified to Support Each of the GSFC Advisory Groups 9

Recent Accomplishments Used all-employee involvement approach to develop a transformational OHR Operational Plan ( ) OHR Race for Change ( ) Organized all OHR employees into cross-functional teams to focus on and implement actions to benefit OHR employees in areas of communications, training, new employee orientation/adjustment, teamwork, empowerment. 10

Recent Accomplishments Transformed the central focus of the OHR Leadership through:  Reshaping ethnic and gender composition of the leadership to mirror OHR workforce make-up.  Adopting a standing “Leadership Team” structure to work major organizational as well as functional transformation. OHR Brown Bag Lunch and Chat with Special Assistant for Diversity, Sharon Wong, April 3, 2001 OHR Diversity Event, July 18, 2001  Public Service Intern, Yahaira Pineda, hosted discussion on culture of the Dominican Republic  OHR Director presented OHR Report to the Diversity Council to HR employees 11

Recent Accomplishments OHR collaboration with the Spring 2001 Diversity Dialog Session sponsored by the GSFC Diversity Council  Two OHR employees were members of Diversity Dialog groups  Significant support to the project through Career Management and Organizational Development Team OHR attendance to OPM Leadership Training – “Diversity for the New Millennium”  Sheri Brown, Special Assistant for Communications and OHR Diversity Management Steering Committee Lead, June 2001  Don Wolford, Human Resources Development Office Group Leader, June

Near Term Objectives Review and update the 1994 OHR Diversity Plan  Designate leads for each section of the existing OHR Diversity Plan to oversee completion of the updates  Ensure OHR Diversity Plan update is aligned with: » HR Operational Plan » GSFC Diversity Plan  All OHR employees will be invited to participate in the development of the revised plan  OHR Diversity Plan Update Feedback Session to OHR employees 13

Future Plans Diversity Awareness Maturity Assessment to be offered to OHR Employees Diversity Awareness to be a standing agenda item for Quarterly OHR All Hands  Director, OHR presents Diversity Council Updates  OHR Diversity Team Status Report  110 GSFC Advisory Group representatives reporting of Advisory Group activities  OHR Employee Cultural Awareness activity 14

Future Plans Create Diversity Management section on Internal OHR Home Page and link to the GSFC Diversity page Seek opportunities to partner and assist the Center’s Diversity Council accomplishment of objectives, e.g. Quality of Work Life Implementation and Continuous Process Improvement of OHR Diversity Plan objectives Continue to advocate that the Center develop and adopt a Human Capital Strategy 15