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Flight Programs and Projects Directorate Diversity Council Presentation April 18, 2002

Flight Programs and Projects Directorate Diversity Council Presentation April 18, 2002. Strategy 1: Develop employees to their maximum potential. Goal 1: Opportunities for growth exist equitably for all employees Goal 2: Supportive environment exists for employee development.

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Flight Programs and Projects Directorate Diversity Council Presentation April 18, 2002

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  1. Flight Programs and Projects DirectorateDiversity Council Presentation April 18, 2002

  2. Strategy 1: Develop employees to their maximum potential Goal 1: Opportunities for growth exist equitably for all employees Goal 2: Supportive environment exists for employee development Flight Programs and Projects

  3. Flight Programs and Projects • Participation and recognition of workforce • On board count a/o 9-30-01 = 328 • Awards = 335 • Center • Performance • Special Acts • Time Off • Quality Increases • Promotions • Developmental Assignments • 2 rotational assignments • Work Teams

  4. Code 400 Directorate

  5. Distribution of Awards Total Directorate Total Awards

  6. GSFC Honor Awards

  7. Performance Awards

  8. Special Act Awards

  9. Time Off Awards

  10. Quality Increase Awards

  11. Promotions

  12. Flight Programs and Projects • Developmental Activities • 180 Feedback • Low Response • PMDE • General Announcement 03/29/02 • CPP Announcement – end of April • # of opportunities = TBD • Educational Opportunities • PTG • US • Leadership Development Programs

  13. Flight Programs and Projects • Mentoring Program • Program Modifications from last year • Automated matching process • Added brown bags, forums, newsletter, etc. • Number of participants – 61 (17% of total population) • 38 Mentees and 23 Mentors • Number of unofficial mentoring relationships

  14. Flight Programs and Projects • Professional Coaching • Objective – to provide senior directorate managers an opportunity to experience the benefit of having a personal advocate and coach • Continued from last year • Expanded beyond senior management

  15. Strategy 2: Create an inclusive Environment/Culture Goal 1: Environment is well-balanced and stress-reduced Goal 2: Communication with and among employees is timely and open Goal 3: Employees and supervisors are educated on diversity and its value to the GSFC mission Flight Programs and Projects

  16. Flight Programs and Projects • Deputy Center Director Dialogue • 11 participants • Directorate Diversity Groups • 400 Diversity Council • Dorothy Tiffany’s Discussion Group • Creative Learning Group

  17. Flight Programs and Projects • Creative Learning Group • Diverse • Talented • Change Agents

  18. Flight Programs and Projects • Diversity Dialogue Project • One intact work group • Selected by management • 8 participants on cross center group • All voluntary

  19. Strategy 3: Work towards being an employer of choice Goal 1: High awareness of, and respect for diversity Goal 2: Diversity initiatives linked to Center’s strategy and outcomes Goal 3: Management is accountable for developing and maintaining a diverse workforce Flight Programs and Projects

  20. Flight Programs and Projects • Initiatives • New Employee site on web page • Lunch with the Director • Meet with Programs/Projects and identify strategies to enhance or manage diversity in their areas.

  21. Flight Programs and Projects • Accountability • Added a Diversity and Mentoring category for the Peer Awards • Evaluating diversity element in performance plans to assess effectiveness • Developed diversity element for PMDE performance plans

  22. Flight Programs and Projects • What we are doing to increase diversity • Hiring 7 students from Puerto Rico this summer • Hired 2 coop students • PMI’s

  23. Flight Programs and Projects • What we plan to do to increase diversity competency • Self-Assessment tools on web site

  24. Flight Programs and Projects • Accomplishments • Web Site (http://fpd.gsfc.nasa.gov/diversity/index.html) • Creation of Diversity and Mentoring Peer Awards

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