FAA VIP Panel – Hiring, Hiring
Strategy, Succession Planning
Presented to: NHCFAE National Training Conference
Presented by: Mamie Mallory, ACR-1
Date:
August 6, 2014
Panel Sequence
“left side”
•
Introduction of the topic - Moderator
•
Panel member introductions - Moderator
•
Panelist presentations - 10 to 12 minutes each
•
Panel follow-up dialogue: Expand or add to key points - Moderator and
panelists
•
Audience questions and panelist responses - 15 to 20 minutes
•
Last word: "Best piece of career progression advice you can offer."
2
Five Topics:
Left side
1.
Hiring forecast and if possible tentative timelines
2.
Strategy for outreach and recruitment with AVS, ATO and AHR
3.
AVS and other LOBs Barrier analysis results and future plans
4.
Succession Planning and Leadership Training
5. Partnering with NHCFAE and other employee associations on
how we can help your strategy
3
1. Hiring forecast w/ Tentative Timelines
• ACR Restructuring Initiative
4
ACR Restructuring Initiative
5
Current Organization Structure
Mamie Mallory
Assistant Administrator for Civil Rights
and FAA Diversity Advocate
Deputy Assistant
Administrator for Civil
Rights
*Myrna Rivera
Wilbur Barham
Harnetta Williams
Vacant
ACR-5
ACR-4
ACR-3/6
ACR-6
Director of Civil Rights Director of Civil Rights Director of Civil Rights Director of Civil Rights
National Airport Civil National EEO Policy and National Model EEO
National
Alternate Dispute
Rights Policy
Executive
Program n
Resolution
and Compliance
Resources
6
Joyce Davis
Millie Strickland
Maria Sarra
Michael Freilich
Cheryl Wilkes
Vacant
Kelly Boodell
Vacant
ACT-9
ASW-9
ASO-9
AEA-9
AWP-9
AGL-9
ANM-9
ACR-7
AMC-9
Director of Civil RightsDirector of Civil RightsDirector of Civil Rights
Director of Civil Rights Director of Civil RightsDirector of Civil Rights
Director of Civil RightsWJH Technical Center,
Director of Civil Rights Director of Civil Rights
Central Service Area, Western-Pacific Region
Southern Region
Eastern and New England
Great Lakes, and Central
Northwest Mountain,
National Outreach
EEO
Washington
MMAC and
and
Regions and Airport Regions and Disability
and DBE /ACDBE
Alaskan Regions and
Program for Diversity Headquarters and
Training Institute
Southwest Region
Eastern
Service
Area
Non-Discrimination
Compliance
Compliance
Western Service Area
and Inclusion EEO Complaint Services
(Acting)
Compliance
Vacant
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
7
ACR Study Phases – Our Approach
“left side’
Phase 2
Phase 1
Study Modeling,
Management
Workload
Assign
Elements Services
Drivers
*Organizational
Governance
*Delivery of
Services
*Availability of
Resources
*Technology
Insertion
*Operations
Modeling and
Improvement
*EEO Internal
*CR External
*Policy and
Compliance
*Resources
Mgmt
*Complaints
*Counseling
*Reports
*Training
*Consultation
*Dispute Resolution
*Compliance
Evaluations, Reviews,
Audits, Barrier Analysis,
Assessments
* CR Investigations and
Phase 3
Validation of
Resources
Models
* Headquarters
*Benchmarks
*
*Tech Reviews
3 Service
Areas
* 9 Regions
*Coordination
with All
Stakeholders
* 2 Centers
Adjudications
* Pre-Award Reviews
* Employees,
Performance,
Finance, Baselines
Phase 4 & 5 -->
Transition and Performance
8
Future Organization “left side”
ACR
Headquarters
Executives
and
Admin
5, 5
Headquarters
National
Eastern
Central
Western
All Policy and Compliance
Guidance
SERVICE AREA SERVICE AREA SERVICE AREA
National
CR External
EEO
Programs
#3
#2
#1
Complaints
+
EEO Services EEO Services EEO Services
CR Complaints
Executive and OperationsTraining, Outreach Training, Outreach Training, Outreach
ACT
&
AWA
Special
Emphases
DBE,
ADA, EJ,LEP
Support
Special Emphases Special Emphases
EEO
+
4, 6
6, 8
5, 8
14, 19
13,
13
EEO Training Institute
21, 22
9
2. Strategy for outreach and recruitment
with AVS, ATO and AHR
• Developed partnership with Schools/Universities
• Developing strategies to work with outside
organizations to reach Hispanic SES candidates
10
3. AVS and other LOBs Barrier Analysis & Update
11
Barrier Analysis Update
ATCS (2152)
Phase I – hiring process
ATCS (2152)
Phase II – Academy to CPC
ASI (1825)
Phase I – hiring process
ASI (1825)
Phase II – career progression to journey level
ATSS (2101)
Phase I – hiring process
ATSS (2101)
Phase II – career progression to journey level
Funded
Barrier
Analysis
Corrective
Action
Post
Analysis

Complete
In process
4th quarter
FY14

1st quarter
FY15

In process

TBD

3rd quarter
FY15

TBD
IT Specialists
Engineers
 Integrate trend/barrier analysis into FAA culture
12
4. Succession Planning & Leadership
Training
• Building a strong Leadership structure
– Leadership development for Team Leads
• Developing People to Move up & Move on
13
5. Partnering with NHCFAE & all EA’s
• EEO Action Committee (EAC)
– Participation on Workgroups/sub-workgroups
• Partner with EA’s by developing scheduled
events/training throughout the year:
– Training schedule to deploy throughout the
regions/centers
– Outreach/Career Fair Partnership
– Heritage month events throughout the regions/centers
14
EEO Action Committee “left side”
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
Actions
•
•
•
•
EEO
Action
Committee
•
•
•
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
Outcomes
•
•
•
LOB/
SO
•
•
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/realignment
15
EAC Accountable Executives
FAA Administrator: Michael P. Huerta
LOB/SO
EAC Accountable Executive
LOB Head
ACR
Mamie Mallory
Mamie Mallory
ATO
Michael J. McCormick
Terri Bristol
AVS
Julie Lynch
Peggy Gilligan
ARP
Mike O'Donnell
Benito DeLeon
AST
George Zamka
Dr. George C. Nield
AGC
Andrea Armstead
Jerry Mellody
AOC
Deborah Green
Kristie Greco
AFN
Amy Corbett
Victoria B. Wassmer
AGI
Molly Harris
Roderick Hall
AHR
Maria Fernandez-Greczmiel
Carrolyn J. Bostick
ANG
Paul Fontaine
Ed Bolton
APL
Carl Burleson
Rich Swayze
ASH
Angela H. Stubblefield
Claudio Manno
16
Demographics
• RNO & Gender
• RNO & Gender by Mission Critical
Occupations
• RNO & Gender by LOB/SO
17
*Charts to be inserted here
18
Internal EEO Complaint Activity
19
Internal EEO Activities
FAA Informal EEO Complaints
Fiscal
Year
2011
2012
2013
2014
Cases
Initiated
494
474
447
177
FAA
Employment
48,411
48,364
46,027
45,045
Complaint
Ratio1
0.0102
0.0098
0.0097
0.00942
ADR
Counseling
Settlements Settlements
45
4
50
6
43
2
10
1
Withdrawals
50
49
52
11
Cases
Closed
512
446
487
106
Withdrawals
13
10
24
4
Cases
Closed
274
251
308
96
(to date)
FAA Formal EEO Complaints
Fiscal
Year
2011
2012
2013
2014
Cases
Initiated
293
257
309
73
FAA
Employment
48,411
48,364
46,027
45,045
Complaint
Ratio1
0.0061
0.0053
0.0067
0.00392
ADR
Non-ADR
Settlements Settlements
1
60
0
70
3
55
1
17
(to date)
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
20
Internal EEO Activities (cont’d)
TASK
FY 11
FY 12
FY 13
FY 14
PWTD Hiring
Actual = .56%
Actual = .38%
Actual = .59%
Goal = 1.67%
Reasonable
Accommodation
(25 business days)
Goal= 85%
Goal= 90%
Goal= 90%
Goal= 90%
Actual= 85%
Actual= 90%
Actual= 89%
No Fear Training
Total Completion=
95%
EEO Training
Goal= 3% of
workforce/50% of
ATCS students.
Goal= 4% of
workforce/60%
ATCS students.
Actual= 12.2% of
workforce/93.8%
of ATCS students.
Actual= 12.8% of
Actual= 79.27% of
workforce/100% of managers/29.79%
ATCS students
of employees.
Goal=6
Goal= 6
Goal= 14
Actual=6
Actual=6
Actual= 14
106
47
Conduct MD 715
Compliance
Assessments
Outreach Events
114
to targeted groups
Total Completion=
95%
Goal= 60% of
managers/10% of
employees.
Goal= 60% of
managers/10% of
employees.
Goal= Review 6
previous
assessments
Goal= 50
21
Internal EEO Activities (cont’d)
TASK
Alternative
Dispute
Resolution
FY 11
FY 12
FY 13
Goal: 35% engage Goal= 30% engage Goal= 70% of all
in the ADR process. in the ADR process. managers agree to
mediation.
Actual= 30%
Actual= 36%
Actual= 68%
FY 14
Goal= 75% of all
managers engage
in mediation when
employees request.
Goal= 35% engage
in the ADR process.
Actual= 52%
EEO Action
CommitteeAttendance of
Executives
Met quarterly
Revamped EEO
Action Committee
Goal= EAC
Continue the
members to attend efforts.
at least 5 meetings.
Actual= Goal met
22