1. FAA Civil Rights Programs, Metrics, and Restructuring Initiative Presented to: NHCFAE National Training Conference Presented by: Mamie Mallory, ACR-1 Date: August 6, 2014

2. 2 ACR External & Internal Programs & Metrics

3. 3  Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE)  American Disabilities Act (ADA)  Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI  Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE)  American Disabilities Act (ADA)  Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI External EO Services

4. 4 External EO Activities FY11FY12FY13FY14 (goal) National Training Conference for Airports Conference with 155 participants Conference with 200 participants Conference with 171 participants Conference Planned for September 23, 2014 Compliance Reviews* (goal/actual) ADA 4/4ADA 6/9ADA 6/7ADA 9 Completed LEP 4/4 LEP 5/5LEP 4 In Progress DBE 7/7 DBE 7 In Progress *Develop national methodology on selecting locations for compliance reviews

5. 5 Model EEO Program  Complaint Services  Consultations  Mediation Program  Outreach  EEO Training  Trend/Barrier Analysis Model EEO Program  Complaint Services  Consultations  Mediation Program  Outreach  EEO Training  Trend/Barrier Analysis Internal EEO Services

6. 6 Internal EEO Activities FAA Informal EEO Complaints Fiscal Year Cases Initiated FAA Employment Complaint Ratio 1 ADR Settlements Counseling Settlements With- drawals Cases Closed 201149448,4110.010245 450 512 201247448,3640.009850 649 446 201344746,0270.009743 252 487 2014 (to date) 36045,1530.009610111106 FAA Formal EEO Complaints Fiscal Year Cases Initiated FAA Employment Complaint Ratio 1 ADR Settlements Non-ADR Settlements With- drawals Cases Closed 2011 29348,4110.00611 6013 274 2012 25748,3640.00530 7010 251 2013 30946,0270.00673 5524 308 2014 (to date) 18645,1530.0034117496 1 Complaint Ratio is based on the number of Cases Initiated; Cases-Initiated ÷ FAA-Employment 2 The Complaint Ratio for the current fiscal year is normalized; Cases-Initiated ÷ FAA-Employment x 12 ÷ 5

7. 7 Internal EEO Activities (cont’d) TASKFY 11FY 12FY 13FY 14 PWTD HiringActual =.56%Actual =.38%Actual =.59%Goal = 1.67% Reasonable Accommodation (25 business days) Goal= 85% Actual= 85% Goal= 90% Actual= 90% Goal= 90% Actual= 89% Goal= 90% YTD= 91% No Fear Training Total Completion= 95% YTD= 27% EEO Training Goal= 3% of workforce/50% of ATCS students. Actual= 12.2% of workforce/93.8% of ATCS students. Goal= 4% of workforce/60% ATCS students. Actual= 12.8% of workforce/100% of ATCS students Goal= 60% of managers/10% of employees. Actual= 79.27% of managers/29.79% of employees. Goal= 60% of managers/10% of employees. YTD= 50.92% of managers/11.52% of employees. Conduct MD 715 Compliance Assessments Goal=6 Actual=6 Goal= 6 Actual=6 Goal= 14 Actual= 14 Goal= Review 6 In progress Outreach Events to targeted groups 11410647Completed

8. 8 Internal EEO Activities (cont’d) TASKFY 11FY 12FY 13FY 14 Alternative Dispute Resolution Goal: 35% engage in the ADR process. Actual= 30% Goal= 30% engage in the ADR process. Actual= 36% Goal= 70% of all managers agree to mediation. Actual= 68% Goal= 35% engage in the ADR process. Actual= 52% Goal= 60% of all managers engage in mediation when employees request. YTD= 56% EEO Action Committee- Attendance of Executives Met quarterlyRevamped EEO Action Committee Goal= EAC members to attend at least 5 meetings. Actual= Goal met Continue the efforts.

9. 9 Barrier Analysis FundedBarrier Analysis Corrective Action Evaluation ATCS (2152) Phase I – hiring process CompleteIn process4 th quarter FY14 ATCS (2152) Phase II – Academy to CPC 1 st quarter FY15 ASI (1825) Phase I – hiring process In process ASI (1825) Phase II – career progression to journey level TBD ATSS (2101) Phase I – hiring process 3 rd quarter FY15 ATSS (2101) Phase II – career progression to journey level TBD IT Specialists Engineers  Integrate trend/barrier analysis into FAA culture

10. 10 EEO Action Committee EEO Action Committee Actions Provide briefings Propose business plan goals/shared STIs Propose measurable performance standard Provide funding/ resources for Trend/Barrier Analyses Provide upcoming hiring projections Response for effective communication with LOB/SO heads, managers and employees Establish workgroups Requirements FAA Diversity & Inclusion Plan EEOC Management Directive (MD 715) Congressional Inquiries EEOC 462 Report (EEOC complaint activity) STIs/Business Plan/Performance Standards DOCR Scorecard Request National Employee Forum Request LOB/ SO Outcomes PWTD Proposed 1.67% of new hires EEO Training Train 60% of managers/10% employees ADR 75% of mgrs engage in mediation when empl request EEO Action Committee Participation –MD-715 Part G briefing –Communication plan –Workgroup participation –Sharing/implement-ing best practices –Coordinate restructuring/re- alignment

11. 11 EAC Accountable Executives FAA Administrator: Michael P. Huerta LOB/SOEAC Accountable ExecutiveLOB Head ACRMamie Mallory ATOMichael J. McCormickTerri Bristol AVSSunny Lee FanningPeggy Gilligan ARPMike O'DonnellEduardo Angeles ASTTBDDr. George C. Nield AGCJerry MellodyPat McNalt AOCDeborah GreenKristie Greco AFNAmy CorbettVictoria B. Wassmer AGIMolly HarrisRoderick Hall AHRMaria Fernandez-GreczmielCarrolyn J. Bostick ANGPaul FontaineEd Bolton APLCarl BurlesonRich Swayze ASHAngela H. StubblefieldClaudio Manno

12. 12 ACR Restructuring Initiative

13. 13 Motivation to Act What Drives Our Management Actions? FAA and ACR had experienced a tremendous amount of change with more anticipated Change required improvements in quality of customer service and organizational efficiencies Multiple (non-standard) operating procedures and structures throughout FAA Impacts to ACR’s ability, capability and competence to deliver optimum and predictable services

14. 14 Current Organization Structure Vacant AMC-9 Director of Civil Rights EEO Training Institute (Acting) Mamie Mallory Assistant Administrator for Civil Rights and FAA Diversity Advocate * Myrna Rivera ACR-3/6 Director of Civil Rights National Executive Resources Wilbur Barham ACR-4 Director of Civil Rights National Airport Civil Rights Policy and Compliance Harnetta Williams ACR-5 Director of Civil Rights National EEO Policy and Alternate Dispute Resolution Vacant ACR-7 Director of Civil Rights National Outreach Program for Diversity and Inclusion Cheryl Wilkes ACT-9 Director of Civil Rights WJH Technical Center, Washington Headquarters and EEO Complaint Services Maria Sarra AEA-9 Director of Civil Rights Eastern and New England Regions and Airport Non-Discrimination Compliance Vacant AGL-9 Director of Civil Rights Great Lakes, and Central Regions and Disability Compliance Kelly Boodell ANM-9 Director of Civil Rights Northwest Mountain, Alaskan Regions and Western Service Area Millie Strickland ASO-9 Director of Civil Rights Southern Region and Eastern Service Area Joyce Davis ASW-9 Director of Civil Rights Central Service Area, MMAC and Southwest Region Michael Freilich AWP-9 Director of Civil Rights Western-Pacific Region and DBE /ACDBE Compliance Deputy Assistant Administrator for Civil Rights Vacant ACR-6 Director of Civil Rights National Model EEO Program n

15. 15 ACR Study Phases – Our Approach Phase 1 Phase 2 Phase 3 Study - Management Elements *Organizational Governance *Delivery of Services *Availability of Resources *Technology Insertion *Operations Modeling and Improvement Services *EEO Internal *CR External *Policy and Compliance *Resources Mgmt Workload Drivers * Complaints * Counseling * Reports * Training * Consultation * Dispute Resolution * Compliance Evaluations, Reviews, Audits, Barrier Analysis, Assessments * CR Investigations and Adjudications * Pre-Award Reviews * Employees, Performance, Finance, Baselines Modeling, Assign Resources * Headquarters * 3 Service Areas * 9 Regions * 2 Centers Validation of Models * Benchmarks * Tech Reviews * Coordination with All Stakeholders Phase 4 & 5 --> Transition and Performance

16. 16 Review of Our Approach Phase 1 Phase 2 Phase 3 Study - Management Elements Five Major Services Transition & Implementation * Communicate & Coordinate * Gain Approval to Document - AOA * Change Notice Coordination * Approval to Move Forward - 1s * Final Notice to Employees * Develop Support Documentation * Transition & Implement New ACR - Continue Communication - Mass Change & Update Systems * Post-Evaluation Performance Review & Report Next Step: Phase 5 ----> Performance Measures & Close Out Modeling & Assign Resources Workload Drivers Validation of Organization Models Currently - Phase 4

17. Future Organization ACR Headquarters Executives and Admin ACR Headquarters Executives and Admin National EEO Complaints ACT & AWA EEO National CR External Programs CR Complaints DBE, ADA, EJ,LEP Western SERVICE AREA #3 EEO Services Training, Outreach Special Emphases Central SERVICE AREA #2 EEO Services Training, Outreach Special Emphases Eastern SERVICE AREA #1 EEO Services Training, Outreach Special Emphases Headquarters All Policy and Compliance Guidance + Executive and Operations Support + EEO Training Institute 17 5, 5 21, 22 5, 8 6, 8 4, 6 13, 13 14, 19