1. 12/15/2015 1 Change Management Project MD-715: Project Status October 12, 2010 Change Management Lead: Val Burr Facilitator: Karen Weaver Procurement Operations Division

2. Objectives To provide some background information for new employees To provide an overview and comparison of the March and June MD-715 culture surveys 12/15/2015 2

3. Agenda Exercise Background Update Recommendations Next Steps/Questions 12/15/2015 3

4. Exercise Find a partner and share something that most people don’t know about you 12/15/2015 4

5. What do these findings have to do with diversity? 12/15/2015 5

6. What is MD-715? A Management Directive from the U.S. Equal Employment Opportunity Commission Provides policy guidance around effective affirmative action programs To ensure federal agencies maintain a fair workplace for everyone 12/15/2015 6

7. How did we get involved with MD-715? 12/15/2015 7

8. 8 Activities by the GSFC 2006/2007 Equal Opportunity Program Office was involved in a self-assessment of our workplace Assessed the Management and Operations Directorate (Code 200) Statistical analysis of the Center’s Procurement Operations Division showed under-representation of African Americans in the 1102 occupational series at grades 13 and above Survey conducted with a group of employees from the Procurement Operations Division (POD) to learn more about what it is like to work in the POD and identify any barriers regarding recruitment, retention and advancement for minorities

9. 12/15/2015 9 Survey Findings Concerns in the following areas: Career Advancement Career Development Access to Management

10. How did the Procurement Operations Division respond? 12/15/2015 10

11. 12/15/2015 11 Created an approach and an objective to address the concerns Approach - create a change management process Objective - To create an organizational culture that is open, inclusive and transparent and is readily perceived as equitable by all Code 210 employees irrespective of race or national origin

12. 12/15/2015 12 Main activities Developed a questionnaire to obtain a baseline for culture change Distributed a pre-survey to employees (paper copy) Developed guidelines for every role in the organization Distributed a post survey to employees (paper copy) Automated the survey (in 2009) Automated survey distributed in March and June 2010

13. Survey Responses March 2010 – 133 responses June 2010 – 88 responses 12/15/2015 13

14. 12/15/2015 14 Scale for Automated Survey 5- Strongly Agree 4- Agree 3- Neutral 2- Disagree 1- Strongly Disagree

15. 12/15/2015 15 Comparing March and June Survey Data Question #1: Identify your supervisor Question #2: Satisfied in my current position (4-4) Question #3Understand criteria for advancement and educational requirements (4-5) Question #4 Receive challenging work assignments (5-5) Question #5: Ready for more challenging work assignments (4-3)

16. 12/15/2015 16 Comparing March and June Survey Data Question #6: Receive training as needed (4-5) Question #7: Comfortable with the level of interaction with my Associate (4-5) Question #8: Comfortable with my relationship with my Procurement Manager (5-5) Question #9:Warrant policy clearly addresses what is needed to get a warrant (4-5)

17. 12/15/2015 17 Comparing March and June Survey Data Question #10: Performance requirements for Contract Specialist are clear (4-4) Question #11: Code 210 website is helpful (4-4) Question #12: Career Path: Roadmap Guidelines are helpful (4-4) Question #13: Code 210 is open to new ideas (4-4)

18. 12/15/2015 18 Comparing March and June Survey Data Question #14: Code 210 organization is inclusive of all employees (4-4) Question #15: I am familiar with the Code 210 Orientation package (4-4) Question #16: I was comfortable with my on-boarding experience (4-4) Question #17: I am comfortable with my co-workers (4-4) Question #18: I would recommend NASA GSFC POD to others looking for employment (4-5)

19. 12/15/2015 19 Comparing March and June Survey Data Question #19: Communication is trustworthy Procurement Officer (5-5) Deputy (4-5) Strategic Planner(3-x) Associate (x-5) Procurement Manager (4-5) Policy Review (4-5) Training Coordinator(5-5) Non-Supervisory 14(4-5) Procurement Systems Support Team (5-5) Industry Assistance (4-4)

20. 12/15/2015 20 Comparing March and June Survey Data Question #20: Communication is consistent Procurement Officer (4-5) Deputy (5-5) Strategic Planner (3-x) Associate (x-5) Procurement Manager (5-5) Policy Review (4-4) Training Coordinator(4-5) Non Supervisory 14(4-4) Procurement Systems Support Team (5-5) Industry Assistance (4-4)

21. 12/15/2015 21 Comparing March and June Survey Data Question #21: Communication is open Procurement Officer (5-5) Deputy (5-5) Strategic Planner (3-x) Associate (x-5) Procurement Manager(5-5) Policy Review(4-4) Training Coordinator(4-5) Non Supervisory 14(4-5) Procurement Systems Support Team (5-5) Industry Assistance (4-4)

22. Themes from the March Survey Need more training – On-the-job, on-boarding Better communication – Philosophy of promotion on potential – Desire upper management to visit offices 12/15/2015 22

23. Themes from March Survey More opportunity for movement – Details, rotation, cross-training Miscellaneous – Provide lessons learned – Workload of GS-14 Team Leads – Telework (consistency) – Appreciation for generational differences 12/15/2015 23

24. Themes from the June Survey Need more training and guidance Some don’t know the contents of: – Career Paths document – Warrant policy Communication – Better in some offices than others 12/15/2015 24

25. Themes from June Survey Miscellaneous – Desire for more social activities (early career employees and others) 12/15/2015 25

26. Recommendations Implement the new training initiatives as soon as practical Management should review routine documents at least every 2-3 months – Career Paths – Warrant – On-boarding 12/15/2015 26

27. Recommendations Continue to identify ways to enhance communication – Lessons learned – Managers and Employees – continue to share concerns with each other – Policy Reviewer’s survey 12/15/2015 27

28. Recommendations Long Term – Consider developing a structured program for activities rotations 12/15/2015 28

29. 12/15/2015 29 Next Steps Survey will be conducted again in January 2011 Continue to monitor progress

30. 12/15/2015 30 Change Management Advocates Allen, Monica (210.S) Boon, David (210.H) Compton, Viola (210) Jett, Jasmine (210.M) Mason, Ricarda (210.H) McNair, Jonas (210.I) Merritt, Mickey (210.I) Mullen, Lisa (210.Y) OrtizCollazo, Nylsevalis (210.M) Robinson, Forestine (210.Y) Robinson, Williams, Yolanda (210.M)