Code 200 Diversity Council Presentation Presented by: Val Burr Division Chief, Code 210 April 18, 2002

4/18/01200 Diversity Council Presentation by Val Burr2 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

4/18/01200 Diversity Council Presentation by Val Burr3 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)

4/18/01200 Diversity Council Presentation by Val Burr4 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

4/18/01200 Diversity Council Presentation by Val Burr5 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 external/into Code 200

4/18/01200 Diversity Council Presentation by Val Burr6 UPDATE TO SATISFACTION METRICS (CONTINUED) Code 200 Mission Enhancement Training Seminar scheduled June 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 % minority representation Representation

4/18/01200 Diversity Council Presentation by Val Burr7 MOD EMPLOYEE PROFILE As of 9/30/01 Age Employee Population

4/18/01200 Diversity Council Presentation by Val Burr8 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) FY011,028 FY02148 to date Promotions (See separate chart for breakdown) FY0181 FY0238 to date Developmental assignments 58 formal details/rotations for Code 200 employees Work teams and mentoring opportunities Complete data not yet available

4/18/01200 Diversity Council Presentation by Val Burr9 FY01 AWARDS

4/18/01200 Diversity Council Presentation by Val Burr10 FY02 AWARDS

4/18/01200 Diversity Council Presentation by Val Burr11 FY01 PROMOTIONS

4/18/01200 Diversity Council Presentation by Val Burr12 FY02 PROMOTIONS

4/18/01200 Diversity Council Presentation by Val Burr13 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

4/18/01200 Diversity Council Presentation by Val Burr14 DIVERSITY STRATEGIC PLAN (CONTINUED) 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

4/18/01200 Diversity Council Presentation by Val Burr15 DIVERSITY STRATEGIC PLAN (CONTINUED) 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 out 59 supervisors

4/18/01200 Diversity Council Presentation by Val Burr16 DIVERSITY STRATEGIC PLAN (CONTINUED) 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

4/18/01200 Diversity Council Presentation by Val Burr17 DIVERSITY STRATEGIC PLAN (CONTINUED) 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

4/18/01200 Diversity Council Presentation by Val Burr18 DIVERSITY STRATEGIC PLAN (CONTINUED) 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 Women’s Advisory Committee Michelle Mumford, Code 213 Joyce Brooks, Code 235

4/18/01200 Diversity Council Presentation by Val Burr19 DIVERSITY STRATEGIC PLAN (CONTINUED) 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

BACKUP Status of Actions Plans/Recommendations from the Workforce Diversity Focus Group

4/18/01200 Diversity Council Presentation by Val Burr21 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

4/18/01200 Diversity Council Presentation by Val Burr22 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

4/18/01200 Diversity Council Presentation by Val Burr23 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

4/18/01200 Diversity Council Presentation by Val Burr24 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

4/18/01200 Diversity Council Presentation by Val Burr25 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

4/18/01200 Diversity Council Presentation by Val Burr26 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

4/18/01200 Diversity Council Presentation by Val Burr27 STATUS OF ASSIGNMENTS (CONTINUED) 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

4/18/01200 Diversity Council Presentation by Val Burr28 STATUS OF ASSIGNMENTS (CONTINUED) 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