FAA Civil Rights Programs, Metrics, and Restructuring Initiative

FAA Civil Rights Programs, Metrics, and Restructuring Initiative

Presented to: NHCFAE National Training Conference

Presented by: Mamie Mallory, ACR-1

Date: August 6, 2014

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ACR External & Internal Programs & Metrics

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Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE)

American Disabilities Act (ADA)

Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI

Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE)

American Disabilities Act (ADA)

Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI

External EO Services

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External EO Activities

FY11 FY12 FY13 FY14(goal)

National Training Conference for Airports

Conference with 155 participants



Conference Planned for September 23, 2014

Compliance Reviews*

(goal/actual)

ADA 4/4 ADA 6/9 ADA 6/7 ADA 9Completed

LEP 4/4 LEP 4/4 LEP 5/5 LEP 4In Progress

DBE 7/7 DBE 7/7 DBE 7/7 DBE 7In Progress

*Develop national methodology on selecting locations for compliance reviews

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Model EEO Program

Complaint Services

Consultations

Mediation Program

Outreach

EEO Training

Trend/Barrier Analysis

Model EEO Program

Complaint Services

Consultations

Mediation Program

Outreach

EEO Training

Trend/Barrier Analysis

Internal EEO Services

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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)

360 45,153 0.0096 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)

186 45,153 0.0034 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%

YTD= 91%

No Fear Training Total Completion= 95%

Total Completion= 95%

YTD= 27%

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.

YTD= 50.92%% of managers/11.52% of employees.

Conduct MD 715 Compliance Assessments

Goal=6

Actual=6

Goal= 6

Actual=6

Goal= 14

Actual= 14

Goal= Review 6 In progress

Outreach Events to targeted groups

114 106 47 Completed

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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= 60% of all managers engage in mediation when employees request.

YTD= 56%

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.

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Barrier Analysis

Funded Barrier Analysis

Corrective Action

Evaluation

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

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EEO Action Committee

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 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

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ACR Restructuring Initiative

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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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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

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ACR Study Phases – Our Approach

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

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Review of Our ApproachPhase 1

Phase 2Phase 3

Fiv

e M

ajor

Ser

vice

s

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

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Currently - Phase 4

Future Organization

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


Eastern

SERVICE AREA #1


Headquarters

All Policy and ComplianceGuidance

+Executive and Operations

Support+

EEO Training Institute

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5, 5

21, 22

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

Documents

FAA Civil Rights Programs, Metrics, and Restructuring Initiative