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Office of the Chief Financial Officer Code 150

Office of the Chief Financial Officer Code 150. Diversity Council Presentation. July 2002. Strategy 1: Develop employees to the maximum potential. Goal 1: Opportunities for growth exist equitable for all employees Goal 2: Supportive environment exists for employee development.

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Office of the Chief Financial Officer Code 150

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  1. Office of the Chief Financial OfficerCode 150 Diversity Council Presentation July 2002

  2. Strategy 1: Develop employees to the maximum potential Goal 1: Opportunities for growth exist equitable for all employees Goal 2: Supportive environment exists for employee development Office of the Chief Financial OfficerDiversity Council Status

  3. Office of the Chief Financial OfficerDiversity Council Status • Participation and recognition of workforce • On board count as of 9/30/01 = 92 • Awards – not reported on this cycle • Promotions – not reported on this cycle • Developmental Assignments • CEG – 1 employee • Leadership Alchemy – 4 employees • Work Teams • IFM Core Finance (HQ and GSFC), IFM Travel Manager (HQ and GSFC) and Code 150 Diversity Council

  4. Office of the Chief Financial OfficerDiversity Council StatusStrategy 1 Develop employees to the maximum potential • Leadership alchemy program available to all employees • Extremely successful program for employees involved • Become a center program for 03 • Conferences such as AGA (7 participants in 02), NABA (2 participants in 02) • CEG program • Many employees participating in program to further their education (work study, undergraduate and graduate programs) • IFM details and participation has proven to be a significant developmental opportunities for employees

  5. 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 Office of the Chief Financial OfficerDiversity Council Status

  6. Office of the Chief Financial OfficerDiversity Council StatusStrategy 2 • Create an inclusive environment/culture • Our organization has never been under the stress that we have today • Financial Statement Audit • IFM core finance and travel manager implementation supporting 2 centers • Taking various steps to reduce stress among employees however it’s still a huge concern for the organization • Picnics, lunches, social activities such as games and special events • Brown bag lunches for IFM

  7. Office of the Chief Financial OfficerDiversity Council StatusStrategy 2 (cont) • Steps to reduce stress, communicate and promote diversity in Code 150 • Creative Learning Group for supervisors • New employee orientation package • PIP parties • Large amount of participation in GSFC diversity day • Leadership alchemy • Excellent participation in Diversity Dialogue project • Staff meetings and email • Participated in Telecommuting and Flexible Work Schedule Committee • SUMMARY: Using any excuse to celebrate, socialize and communicate within Code 150 to minimize stress, improve communication and emphasize diversity

  8. 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 Office of the Chief Financial OfficerDiversity Council Status

  9. Office of the Chief Financial OfficerDiversity Council StatusStrategy 3 • Emphasis is on hiring and maintaining a diverse workforce • Interns from University of Puerto Rico and Howard University (limited by physical space to house interns) • 10 new hires in finance/clerical field within the African American, Asian P/I and non-minority categories • Extremely difficult to recruit and hire males • Targeted University of Gallaudet and Rochester Institute of Technology as recruiting universities • Interviewed 1 candidate from Rochester Institute of Technology early in FY02

  10. Office of the Chief Financial OfficerDiversity Council StatusStrategy 3 (cont) • Hiring Emphasis • Targeted the University of Puerto Rico as a recruiting opportunity • Actively recruited students • Visited the University in February • Posted an accounting vacancy in February • Result: • No University of Puerto Rico students made the Cert. • Corrective Action: • Will continue to work with the University of Puerto Rico and mentor students to ensure their applications are competitive • Continue to utilize the intern program and expand use for next FY • Begin to utilize coop program (1 planned for 03 at this time and would like to expand use of program)

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