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."
2
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
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
8
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
10
12
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
14
15
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
16
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
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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.