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Action Plan

Affirmative Employment and Equal Opportunity Action Plan
10/30/00

This Action Plan results from the AE & EO Retreat held on September 29, 2000. The Wallops Senior Management Officials, in conjunction with representatives from the Equal Opportunity Programs Office and Office of Human Resources, made the commitment to furthering affirmative employment and equal opportunity at Wallops as follows.

Specific objectives include:

  1. Increase representation of Hispanic, Asian, and Native American employees in all Directorates; in professional administrative, clerical, and technician positions; and at all grade levels.
  2. Increase representation of African American employees in professional administrative positions.
  3. Increase representation of African American, Asian and Native American employees in engineering positions.
  4. Increase representation of persons with targeted disabilities.
  5. Increase representation of minority women at GS-12 and above.
  6. Increase representation of minorities and women at GS-14 and GS-15.
  7. Increase nominations of women and minorities for various managerial and development programs.
  8. Market vacancies in order to increase African American clerical employees' and all women's motivation to compete for higher graded positions.
  9. Increase representation of women, minorities and persons with disabilities in various feeder programs.
  10. Improve retention of the current female and minority workforce.
  11. Improve the WFF climate with regard to retention and recruitment issues.

Action to be completed on or before December 15, 2000

Develop a comprehensive Wallops Hiring Plan to include:

For FTP, PTP, and Term Hires:

  1. Finalize Code 500 FY01 Hiring Plan
  2. Develop, as applicable, multi-year Hiring Plans for all Wallops codes
  3. Plan for Targeted Recruiting:

    • Presence at conferences, Gallaudet University and other relevant universities, and Job Fairs.
    • Develop a Recruitment Package:

      Leads: Steve Nelson in conjunction with OHR

      1. Pamphlet to include mission, benefits, and local interests information
      2. Web-based information
      3. Explore ãVIPä recruiting
      4. Explore development of a Wallops-specific link to Education Office-like University Programs

Leads: WFF Senior Management Officials in conjunction with OHR and EOPO

For the Coop Program:

  • Ensure that tuition assistance is offered in marketing and recruiting
  • Explore status of potentially paying off student loans as an incentive
  • Expand types of slots at Wallops to include various engineering fields and various types of P/A positions (examples: Resources Analyst and Accounting Technician)
  • Explore WFF Program management
  • Designate slots for WFF

Leads: WFF Senior Management Officials in conjunction with OHR

For the SHARP and Space Club Scholars Programs:

  • Implement tracking method
  • Implement procedures for OHR to contact students before their terms end
  • Explore means to retain and convert these students to other types of employment

Leads: WFF Senior Management Officials in conjunction with OHR and PAO

For the Stay-in-School (SIS) Program:

  • Explore use for other than clerical positions, i.e., technical and P/A (examples: accounting and business)
  • Explore means for SIS program to become a feeder to coop program

Leads: OHR in conjunction with Directorate points of contacts, e.g., Administrative Officers

Actions on which to report significant progress on December 15, 2000

  • Improve climate relative to recruiting and retention

    1. Update Diversity in Aerospace Brochure
    2. Identify community groups that relate to targeted groups
    3. Interface with contractor community regarding joint endeavors
    4. Evaluate accessibility compliance

  • Create one position in the ACCESS Program

    • Lead: Lisa Johnson in conjunction with Michael Hartman

  • Explore creation of new internships:
    1. Explore partnering with University of New Mexico and contractor, Physical Science Laboratory

      2. Leads: Lisa Johnson and Steve Nelson in conjunction with codes 810 and 820

    2. Explore creation of new internship(s), e.g., with the University of Maryland Eastern Shore, Delaware State University, and/or Hampton University

      3. Leads: Lisa Johnson in conjunction university officials and OHR

  • Conduct an Education Open House

    • Leads: PAO, OHR, and EOPO

  • Increase numbers of African Americans clericals who apply for Upward Mobility opportunities
    1. Position Description Reviews/Job Redesign
    2. Explore creation of para-professional position(s) to be filled competitively
    3. Identify candidates for future Gateway vacancies
    4. Conduct an open forum on upward mobility program
    5. Identify rotational, developmental assignments
    6. Offer a Wallops component of Mentoring Program(s) [Note: Action item pertains to this group and women, in particular]
      • Capitalize on existing programs
      • Create a component for WRI graduates
    7. Conduct IDP workshop(s)
    8. Expand Career Counselor role for WFF
      • Consider more frequent visits
        • Follow-on to employee concerns raised

      Leads: Lisa Johnson in conjunction with WFF Senior Management Officials, HRMS's and HRDS's; Steve Nelson is also a lead for Mentoring Program

    9. Interface with AFGE regarding a partnership approach to motivation

      10. Lead: Labor Relations Officer

    10. Explore use of the Business Management-P/A Initiative developed by Gail Williams

      11. Leads: Caroline Massey and Sandy Bowden in conjunction with HRMS's

  • Revitalize code 500 Career Development Program initiative

    • Leads: Krista Paquin in conjunction with OHR

  • Explore use of incentives and increased marketing to increase interest in Greenbelt employees relocating to Wallops

    • Leads: Steve Nelson, Craig Purdy, and Caroline Massey

  • Increased use of details and other developmental assignments, especially for employees at GS-12 and above. Consideration will be given to the identification of one potential detailee per organization.

    • Leads: WFF Senior Management Officials

  • Schedule EO Introductory and Refresher Training at Wallops

    • Lead: Leonard Brown

    Moderate Priority Action Items

  • Interview the minorities who have migrated from Wallops to Greenbelt to gain insights into retention issues

    • Lead: HRMS's
    Deadline: January 31, 2001

  • Concerted effort to identify women and minority nominees for leadership training program nomination, e.g., GLES, PDP, etc.

    • Leads: WFF Senior Management Officials in conjunction with Lisa Johnson
    Deadline: As calls for nominations occur

  • Create a multi-cultural, diverse New Employee Transition Team

    Lead: Lisa Johnson
    Deadline: January 31, 2001

  • Revitalize the Wallops Forum for a Changing Workforce

    • Lead: Craig Purdy
    Deadline: January 31, 2001

  • Revitalize the Equal Opportunity Advisory Committee on Minorities and Persons with Disabilities
    1. Interface with Sharon Wong
    2. Partner with contractors
    3. Reconsider meeting rate
    4. Ensure actions are rewarded and recognized

    Lead: Lisa Johnson
    Deadline: January 31, 2001

  • Establish a Wallops Director's Lecture Series

    • Leads: Arnold Torres in conjunction with Lisa Johnson
    Deadline: January 31, 2001

  • Evaluate feasibility of combining various EO and diversity-related groups

    • Lead: Lisa Johnson
    Deadline: January 31, 2001