faa vip panel hiring hiring strategy succession planning n.
Skip this Video
Loading SlideShow in 5 Seconds..
FAA VIP Panel – Hiring, Hiring Strategy, Succession Planning PowerPoint Presentation
Download Presentation
FAA VIP Panel – Hiring, Hiring Strategy, Succession Planning

FAA VIP Panel – Hiring, Hiring Strategy, Succession Planning

226 Views Download Presentation
Download Presentation

FAA VIP Panel – Hiring, Hiring Strategy, Succession Planning

- - - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript

  1. FAAVIP Panel – Hiring, Hiring Strategy, Succession Planning Presented to: NHCFAE National Training Conference Presented by: Mamie Mallory, ACR-1 Date: August 6, 2014

  2. 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."

  3. 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

  4. 1. Hiring forecast w/ Tentative Timelines • ACR Restructuring Initiative

  5. ACR Restructuring Initiative

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

  7. 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

  8. ACR Study Phases – Our Approach“left side’ Services *EEO Internal *CR External *Policy and Compliance *Resources Mgmt Phase 2 Phase 1 Study - Management Elements *Organizational Governance *Delivery of Services *Availability of Resources *Technology Insertion *Operations Modeling and Improvement Phase 3 Modeling, Assign Resources * Headquarters * 3 Service Areas * 9 Regions * 2 Centers 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 Validation of Models *Benchmarks *Tech Reviews *Coordination with All Stakeholders Phase 4 & 5 --> Transition and Performance 8

  9. Future Organization “left side” ACR Headquarters Executives and Admin Headquarters All Policy and Compliance Guidance + Executive and Operations Support + EEO Training Institute Western SERVICE AREA #3 EEO Services Training, Outreach Special Emphases National CR External Programs CR Complaints DBE, ADA, EJ,LEP Eastern SERVICE AREA #1 EEO Services Training, Outreach Special Emphases Central SERVICE AREA #2 EEO Services Training, Outreach Special Emphases National EEO Complaints ACT & AWA EEO 5, 5 4, 6 6, 8 5, 8 14, 19 13, 13 21, 22 9

  10.  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

  11. 3. AVS and other LOBs Barrier Analysis & Update

  12. Barrier Analysis Update • Integrate trend/barrier analysis into FAA culture

  13. 4. Succession Planning & Leadership Training • Building a strong Leadership structure • Leadership development for Team Leads • Developing People to Move up & Move on

  14. 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

  15. 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 • 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 • 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 EEO Action Committee LOB/ SO

  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 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)

  21. Internal EEO Activities (cont’d)