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Diversity Council Status

“We build the systems of tomorrow, today.” . Diversity Council Status . June 13, 2002. Formal Details by Ethnicity & Gender. Formal Details by Skill & Grade. Formal Details by Age & Handicap. Analysis of Details.

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Diversity Council Status

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  1. “We build the systems of tomorrow, today.” Diversity Council Status June 13, 2002

  2. Formal Details byEthnicity & Gender

  3. Formal Details bySkill & Grade

  4. Formal Details byAge & Handicap

  5. Analysis of Details • Formal details do not encompass all developmental assignments but non-formal ones hard to track • Opportunities made available to AFAM and API-F exceeded percentage of population • Attention is needed on API-M and HISP population • High degree of developmental opportunities is being afforded to clericals • More thought needs to be given to opportunities in professional administrative area • Technicians frequently assigned to special jobs without formal details

  6. Promotions byEthnicity & Gender

  7. Promotions bySkill & Grade

  8. Promotions by Age & Handicap

  9. Senior (14/15) Promotions by Ethnicity & Gender

  10. Analysis of Promotions • Ethnicity and gender data looks reasonable—much progress is being made to balance grade levels and parity numbers • Skill and age distribution not surprising considering work and FPL’s

  11. Awards byEthnicity & Gender (Cash & TO)

  12. Awards bySkill & Grade (Cash & TO)

  13. Awards byAge & Handicap (Cash & TO)

  14. Analysis of Awards • Data looks good except drop in Technician 12 & Under

  15. Training byEthnicity & Gender (LMD & TMT)

  16. Training bySkill & Grade (LMD & TMT)

  17. Training byAge & Handicap (LMD & TMT)

  18. Analysis of Leadership Training • Large amount of year-to-year fluctuations in ethnicity and gender but overall good • Variation by skill and age about as would expect

  19. Mentoring byEthnicity & Gender FY01-AETD MCMP & PIP’s FY02-PMDE, Center Mentoring, AETD MCMP, SEED, & PIP’s

  20. Mentoring bySkill & Grade FY01-AETD MCMP & PIP’s FY02-PMDE, Center Mentoring, AETD MCMP, SEED, & PIP’s

  21. Mentoring byAge & Handicap FY01-AETD MCMP & PIP’s FY02-PMDE, Center Mentoring, AETD MCMP, SEED, & PIP’s

  22. Analysis of Mentoring • This data set was very difficult to collect and only reflects the programs indicated on the charts • The FY02 numbers reflect several programs not included in FY01 which may have had an influence on the numbers • We need to encourage more AFAM mentors • There is a surprising lower participation of people over 45 as mentors • Minorities and females seem to indicate more interest in being mentored

  23. Work Teams byEthnicity & Gender

  24. Work Teams bySkill & Handicap

  25. Analysis of Work Teams • Work Team data good but not very helpful. Few teams are formed by Code 500, many of the AETD teams have a diversity focus • Code 400 team data would be more reflective of AETD involvement in teams

  26. Workforce Matrixedto Code 400 • AETD provides a very large percentage of our workforce to support Code 400 that is fully representative of our available population • We provide Code 400 with 36.4% minorities and non-minority women; this compares to our AETD population, which has 37.8% minorities and non-minority women available to support all Goddard activities • For our GS-14 engineer and technician population, AETD has 32.1% minorities/non-minority females • For the GS-15 engineers and technicians, we have 28.4% of our available population in the minority/non-minority female categories.

  27. Directorate Diversity Groups • AETD has a Directorate Diversity Focus Group • Members from all over AETD, different skill groups, and ages • Meets monthly • Has yearly retreat • Developed Web site • Rewrote AETD Diversity Policy • Wrote criteria for AETD Diversity Award • Created AETD Quality of Work Life Committee • Planning speakers series • Planning AETD booth and “Rick’s Rap” for Celebrate Goddard Day

  28. Directorate Diversity Groups (cont.) • The Division/Engineering Centers all have various activities. Some examples: • Pizza lunches for new employees • Brown bag lunches for education/training • Branch and/or Division picnics • Celebratory lunches after PIP presentations • Retreats

  29. Diversity Recognition • AETD has created a new Directorate Award “Excellence in Diversity” • Winner(s) receive a $1000 award and an AETD pyramid • Anyone in the Directorate can nominate a candidate • A diverse committee (including supervisors and non-supervisors) selects winner

  30. Diversity Awareness • Frequent discussions at Staff Meetings and All Hands • Will have Diversity topic speaker and discussion at next retreat

  31. Other Diversity Activities • Rick’s “Talking to the Troops” sessions • New Employee AETD orientations and tours • Associate Director’s series with female Technicians

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