FAA Civil Rights Programs, Metrics, and Restructuring Initiative Presented to: NHCFAE National Training Conference Presented by: Mamie Mallory, ACR-1 Date: August 6, 2014 ACR External & Internal Programs & Metrics 2 External EO Services Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE) American Disabilities Act (ADA) Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI 3 External EO Activities FY11 FY12 FY13 FY14 (goal) National Training Conference for Airports Compliance Reviews* (goal/actual) Conference with 155 participants Conference with 200 participants Conference with 171 participants Conference Planned for September 23, 2014 ADA 4/4 ADA 6/9 ADA 6/7 ADA 9 Completed LEP 4/4 LEP 4/4 LEP 5/5 LEP 4 In Progress DBE 7/7 DBE 7/7 DBE 7/7 DBE 7 In Progress *Develop national methodology on selecting locations for compliance reviews 4 Internal EEO Services Model EEO Program Complaint Services Consultations Mediation Program Outreach EEO Training Trend/Barrier Analysis 5 Internal EEO Activities FAA Informal EEO Complaints Fiscal Year 2011 2012 2013 2014 Cases Initiated 494 474 447 360 FAA Employment 48,411 48,364 46,027 45,153 Complaint Ratio1 0.0102 0.0098 0.0097 0.0096 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 293 257 309 186 FAA Employment 48,411 48,364 46,027 45,153 Complaint Ratio1 0.0061 0.0053 0.0067 0.0034 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 6 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% YTD= 91% No Fear Training Total Completion= 95% Total Completion= 95% YTD= 27% EEO Training Goal= 3% of workforce/50% of ATCS students. Goal= 4% of workforce/60% ATCS students. Goal= 60% of managers/10% of employees. Goal= 60% of managers/10% of employees. 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. YTD= 50.92%% of managers/11.52% of employees. Goal=6 Goal= 6 Goal= 14 Actual=6 Actual=6 Actual= 14 Goal= Review 6 In progress 106 47 Conduct MD 715 Compliance Assessments Outreach Events 114 to targeted groups Completed 7 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% Goal= 35% engage in the ADR process. FY 14 Goal= 60% of all managers engage in mediation when employees request. YTD= 56% 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 8 Barrier Analysis 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 Evaluation 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 9 EEO Action Committee 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 10 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 Sunny Lee Fanning Peggy Gilligan ARP Mike O'Donnell Eduardo Angeles AST TBD Dr. George C. Nield AGC Jerry Mellody Pat McNalt 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 11 ACR Restructuring Initiative 12 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 13 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 14 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 ACR Study Phases – Our Approach 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 15 Review of Our Approach Phase 3 Validation of Organization Models Phase 2 Modeling & Assign Resources Workload Drivers Five Major Services Study - Management Elements Phase 1 Currently - Phase 4 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 16 Future Organization 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 17