Faa vip panel hiring hiring strategy succession planning
Download
1 / 22

- PowerPoint PPT Presentation


  • 196 Views
  • Uploaded on

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 

loader
I am the owner, or an agent authorized to act on behalf of the owner, of the copyrighted work described.
capcha
Download Presentation

PowerPoint Slideshow about '' - gavin


An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.


- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -
Presentation Transcript
Faa vip panel hiring hiring strategy succession planning

FAAVIP 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
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."


Faa vip panel hiring hiring strategy succession planning

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


1 hiring forecast w tentative timelines
1. Hiring forecast w/ Tentative Timelines

  • ACR Restructuring Initiative



Faa vip panel hiring hiring strategy succession planning

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)


Motivation to act
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
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


Future organization left side
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


2 strategy for outreach and recruitment with avs ato and ahr
 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



Faa vip panel hiring hiring strategy succession planning

Barrier Analysis Update

  • Integrate trend/barrier analysis into FAA culture


4 succession planning leadership training
4. Succession Planning & Leadership Training

  • Building a strong Leadership structure

    • Leadership development for Team Leads

  • Developing People to Move up & Move on


5 partnering with nhcfae all ea s
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


Faa vip panel hiring hiring strategy succession planning

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


Demographics
Demographics

  • RNO & Gender

  • RNO & Gender by Mission Critical Occupations

  • RNO & Gender by LOB/SO




Faa vip panel hiring hiring strategy succession planning

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