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."

 

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3

 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 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  

Five Topics:Left side

 1. Hiring forecast w/ Tentative Timelines

• ACR Restructuring Initiative

4

5

ACR Restructuring Initiative

6

Current Organization Structure

VacantAMC-9

Director of Civil RightsEEO

Training Institute(Acting)

Mamie MalloryAssistant Administrator for Civil Rights

and FAA Diversity Advocate

*Myrna RiveraACR-3/6

Director of Civil Rights National

Executive Resources

Wilbur BarhamACR-4

Director of Civil RightsNational Airport Civil

Rights Policy and Compliance

Harnetta WilliamsACR-5

Director of Civil Rights National EEO Policy and

Alternate Dispute Resolution

VacantACR-7

Director of Civil Rights National Outreach

Program for Diversity and Inclusion

Cheryl WilkesACT-9

Director of Civil Rights WJH Technical Center,

Washington Headquarters and

EEO Complaint Services

Maria SarraAEA-9

Director of Civil Rights Eastern and New England

Regions and Airport Non-Discrimination

Compliance

VacantAGL-9

Director of Civil Rights Great Lakes, and Central

Regions and Disability Compliance

Kelly BoodellANM-9

Director of Civil RightsNorthwest Mountain, Alaskan Regions and Western Service Area

Millie StricklandASO-9

Director of Civil Rights Southern Region

and Eastern Service Area

Joyce DavisASW-9

Director of Civil Rights Central Service Area,

MMAC and Southwest Region

Michael FreilichAWP-9

Director of Civil Rights Western-Pacific Region

and DBE /ACDBECompliance

Deputy AssistantAdministrator for Civil

Rights

VacantACR-6

Director of Civil Rights National Model EEO

Program n

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

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ACR Study Phases – Our Approach“left side’

Phase 1 Phase 2Phase 3

Study -

Management Elements

*Organizational Governance

*Delivery of Services

*Availability of Resources

*Technology Insertion

*Operations Modeling and Improvement

Services

*EEO Internal

*CR External

*Policy and

Compliance

*Resources Mgmt

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

Modeling, Assign Resources

* Headquarters

* 3 Service

Areas

* 9 Regions

* 2 Centers

Validation of Models

*Benchmarks

*Tech Reviews

*Coordination with All Stakeholders

Phase 4 & 5 --> Transition and Performance

Future Organization “left side”

ACR Headquarters

Executivesand

Admin

ACR Headquarters

Executivesand

Admin

National

EEOComplaints

ACT & AWA EEO

National

CR External Programs

CR Complaints DBE, ADA, EJ,LEP

Western

SERVICE AREA #3

EEO ServicesTraining, OutreachSpecial Emphases

Central

SERVICE AREA #2

EEO ServicesTraining, OutreachSpecial Emphases

Eastern

SERVICE AREA #1

EEO ServicesTraining, OutreachSpecial Emphases

Headquarters

All Policy and ComplianceGuidance

+Executive and Operations

Support+

EEO Training Institute

9

5, 5

21, 22

5, 8 6, 8 4, 6 13, 13 14, 19

 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

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3. AVS and other LOBs Barrier Analysis & Update

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Barrier Analysis Update

Funded Barrier Analysis

Corrective Action

Post Analysis

ATCS (2152)Phase I – hiring process

Complete In process 4th quarter FY14

ATCS (2152)Phase II – Academy to CPC

1st quarter FY15

ASI (1825)Phase I – hiring process

In process

ASI (1825)Phase II – career progression to journey level

TBD

ATSS (2101)Phase I – hiring process

3rd quarter FY15

ATSS (2101)Phase II – career progression to journey level

TBD

IT Specialists

Engineers

Integrate trend/barrier analysis into FAA culture

4. Succession Planning & Leadership Training

• Building a strong Leadership structure – Leadership development for Team Leads

• Developing People to Move up & Move on

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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

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EEO Action Committee “left side”

EEOAction

Committee

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

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

LOB/SO

Outcomes

•PWTDProposed 1.67%

of new hires•EEO Training•Train 60% of managers/10% employees•ADR75% 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

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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

Demographics

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• RNO & Gender

• RNO & Gender by Mission Critical Occupations

• RNO & Gender by LOB/SO

*Charts to be inserted here

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Internal EEO Complaint Activity

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Internal EEO ActivitiesFAA Informal EEO Complaints

Fiscal Year

Cases Initiated

FAA Employment

Complaint Ratio1

ADR Settlement

s

Counseling Settlements

With-drawals

Cases Closed

2011 494 48,411 0.0102 45 4 50 5122012 474 48,364 0.0098 50 6 49 4462013 447 46,027 0.0097 43 2 52 4872014

(to date)

177 45,045 0.00942 10 1 11 106

FAA Formal EEO Complaints

Fiscal Year

Cases Initiated

FAA Employment

Complaint Ratio1

ADR Settlements

Non-ADR Settlement

s

With-drawals

Cases Closed

2011 293 48,411 0.0061 1 60 13 2742012 257 48,364 0.0053 0 70 10 2512013 309 46,027 0.0067 3 55 24 3082014

(to date)

73 45,045 0.00392 1 17 4 96

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

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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%

Actual= 85%

Goal= 90%

Actual= 90%

Goal= 90%

Actual= 89%

Goal= 90%

No Fear Training Total Completion= 95%

  Total Completion= 95%

 

EEO Training Goal= 3% of workforce/50% of ATCS students.

Actual= 12.2% of workforce/93.8% of ATCS students.

Goal= 4% of workforce/60% ATCS students.

Actual= 12.8% of workforce/100% of ATCS students

Goal= 60% of managers/10% of employees.

Actual= 79.27% of managers/29.79% of employees.

Goal= 60% of managers/10% of employees.

 

Conduct MD 715 Compliance Assessments

Goal=6

Actual=6

Goal= 6

Actual=6

Goal= 14

Actual= 14

Goal= Review 6 previous assessments

Outreach Events to targeted groups

114 106 47 Goal= 50

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Internal EEO Activities (cont’d)TASK FY 11 FY 12 FY 13 FY 14

Alternative Dispute Resolution

Goal: 35% engage in the ADR process.

Actual= 30%

Goal= 30% engage in the ADR process.

Actual= 36%

Goal= 70% of all managers agree to mediation.

Actual= 68%

Goal= 35% engage in the ADR process.

Actual= 52%

Goal= 75% of all managers engage in mediation when employees request.

 

EEO Action Committee- Attendance of Executives

Met quarterly Revamped EEO Action Committee

Goal= EAC members to attend at least 5 meetings.

Actual= Goal met

Continue the efforts.