NHCFAE
Conference
VIP Panel Discussion: Hiring
Strategy, Succession Planning
August 6, 2014
Teri Bristol
Chief Operating Officer Air Traffic Organization
Peggy Gilligan
Associate Administrator for Aviation Safety
Federal Aviation
Administration
Leadership & Career Development ATO
Partnering Agreement
“The Leadership and Career Development Partnership (LCD) will operate as informed
stakeholders that partner with the ATO in leading cultural change by linking employees
and leadership in pursuit of the Agency value ‘people are our strength’.”
Employee
Selection
Career
Planning
Performance
Management
Succession
Planning
Employee
Development
Federal Aviation
Administration
2
ATO Demographics
Race, National Origin Categories Comparison
CLF
White
77%
72%
9%
Black
12%
10%
7.5%
Hispanic
Asian
4%
4%
AIAN
1%
1%
TWO+
1%
0.54%
NHPI
0.14%
0.39%
AIAN: American Indian/Alaska Native
NHPI: Native Hawaiian/Pacific Islander
TWO+: Two or more races
CLF: Civilian Labor Force (2010)
Source: FFPS Datamart, Office of Civil Rights, FY2014, Q3
Gender
31,550 employees
ATO
80%
25,384 employees
Male
Female
20%
6,166 employees
CLF
Hispanic
52%
Male
48%
Female
2,351 employees
6%
1,870 employees
1.5%
481 employees
Federal Aviation
Administration
3
ATO Hiring Overview and Forecast
FY 2014:
Projected through the end of FY14
2152s
2101/856s
Non-Safety
1,286
401
153
FY 2015:
Projections for FY15
• ATO plans to hire approximately 1,900 controllers in FY 2015.
• Technical Operations intends to hire approximately 450 positions to reach its
goal of having, 5,979 employees in its technical workforce. This includes 2101,
856, 802 and 334 series.
• ATO is projected to hire approximately 526 non-safety positions.
Source: FFPS Datamart, Office of Civil Rights, FY2014, Q3
Federal Aviation
Administration
4
AVS Demographics
Race, National Origin Categories Comparison
CLF
White
79%
9%
Black
12%
10%
6%
Hispanic
Asian
4%
3%
AIAN
TWO+
NHPI
72%
2%
1%
.72%
0.54%
0.14%
0.49%
AIAN: American Indian/Alaska Native
NHPI: Native Hawaiian/Pacific Islander
TWO+: Two or more races
CLF: Civilian Labor Force (2010)
Source: FFPS Datamart, Office of Civil Rights, FY2014, Q3
Gender
7,049 employees
AVS
74%
5,219 employees
Male
Female
26%
1,830 employees
CLF
Hispanic
52%
Male
48%
Female
458 employees
4.68%
330 employees
CLF
5.17%
4.79%
1.81%
128 employees
Federal Aviation
Administration
5
AVS Hiring Overview and Forecast
FY 2014:
Projected through the end of FY14
Total AVS Hires
(as of FY14, Q3)
ASI Hires
(as of FY14, Q3)
Additional
Projected Hires
345
201
290
FY 2015:
Projections for FY15
AVS plans to hire approximately 110
Aviation Safety personnel in FY 15.
We expect an attrition of approximately
449 positions.
Total hire for FY 15 is 550.
Source: FFPS Datamart, Office of Civil Rights, FY2014, Q3
Federal Aviation
Administration
6
AVS Outreach and Recruitment:
Focused Priorities
Outreach/Recruitment
Vehicles:
• Primary vehicle – USAJOBS
• Industry
Aerospace Engineers
Aviation Safety
Inspectors (ASIs)
Qualified Candidate Pool
supplemented with PWTDs
and Veterans
Operational
Support
•
•
•
•
•
•
Aircraft Repair Stations
Private Pilots
Commercial Pilots
Agriculture Aircraft Operators
Aircraft Mechanics
Aircraft Maintenance Supervisors
and Directors
• Virtual Career Fairs
• HR Partnership
• NHCFAE and Local Hispanic
Communities
• Military – Veterans Affairs
• Minority Serving Institution
(MSI) Intern Programs
Federal Aviation
Administration
7
ATO Outreach and Recruitment:
Focused Priorities
Technicians
Controllers
Qualified Candidate Pool
supplemented with PWTDs
and Veterans
Outreach/Recruitment
Vehicles:
• LCD Partnership
• Virtual Career Fairs
• HR Partnership
• NHCFAE and Local
Hispanic Communities
• STEM Programs
Non-Safety
Federal Aviation
Administration
8
Barrier Analysis
Federal Aviation
Administration
9
ATO Career Planning
More than 4,600 Career Plans Created Since Program Launch
Federal Aviation
Administration
10
AVS Diversity and Inclusion (D&I) Strategies
June 2013 – Released the AVS D&I Work Plan, which serves as our roadmap to increase diversity and
improve inclusion
FY 2013: Completed 13 activities from our D&I Work Plan
 Issued memo to AVS managers encouraging attendance to Employee Association Conferences
 Exceeded the Agency’s 1.67% People with Targeted Disabilities (PWTD) hiring goal
- 5.6% of all new AVS hires in FY 2013 were PWTD
FY 2014: Identified 23 D&I activities to complete in FY 2014
 Added D&I components to two of our AVS training courses
- AVS Overview
- AVS Crucial Accountability & Leading and Leveraging Diversity for Managers
 Trained over 500 AVS managers on hiring people with disabilities
 Monitoring ADR engagement activities – AVS requires 100% management participation
FY 2015:
Reviewing our D&I Work Plan to identify new activities to complete in FY 2015
Federal Aviation
Administration
11
Partnering with NHCFAE
Federal Aviation
Administration
12
Outreach and Recruitment
"I was hoeing a row of sugar beets in a field
near Stockton, California, and I heard on my
transistor radio that Franklin Chang-Diaz had
been selected for the Astronaut Corps.— I was
already interested in science and engineering,
but that was the moment I said, 'I want to fly in
space.' And that's something I've been striving
for each day since then."
- Jose Hernandez, NASA Mission Specialist
Jose Hernandez
NASA Mission Specialist
Federal Aviation
Administration
13