Transcript FAA Civil Rights Program-By Mamie Mallory

FAA Civil Rights Programs,
Metrics, and Restructuring
Initiative
Presented to: NHCFAE National Training Conference
Presented by: Mamie Mallory, ACR-1
Date:
August 6, 2014
ACR External & Internal Programs &
Metrics
2
External EO Services
 Disadvantaged Business Enterprise/Airport Concessions
Disadvantaged Business Enterprise (DBE/ACDBE)
 American Disabilities Act (ADA)
 Limited English Proficiency/Environmental Justice (LEP/EJ) and
Title VI
3
External EO Activities
FY11
FY12
FY13
FY14
(goal)
National
Training
Conference
for Airports
Compliance
Reviews*
(goal/actual)
Conference
with 155
participants
Conference
with 200
participants
Conference
with 171
participants
Conference
Planned for
September
23, 2014
ADA 4/4
ADA 6/9
ADA 6/7
ADA 9
Completed
LEP 4/4
LEP 4/4
LEP 5/5
LEP 4
In Progress
DBE 7/7
DBE 7/7
DBE 7/7
DBE 7
In Progress
*Develop national methodology on selecting locations for compliance
reviews
4
Internal EEO Services
Model EEO Program
 Complaint Services
 Consultations
 Mediation Program
 Outreach
 EEO Training
 Trend/Barrier Analysis
5
Internal EEO Activities
FAA Informal EEO Complaints
Fiscal
Year
2011
2012
2013
2014
Cases
Initiated
494
474
447
360
FAA
Employment
48,411
48,364
46,027
45,153
Complaint
Ratio1
0.0102
0.0098
0.0097
0.0096
ADR
Counseling
Settlements Settlements
45
4
50
6
43
2
10
1
Withdrawals
50
49
52
11
Cases
Closed
512
446
487
106
Withdrawals
13
10
24
4
Cases
Closed
274
251
308
96
(to date)
FAA Formal EEO Complaints
Fiscal
Year
2011
2012
2013
2014
Cases
Initiated
293
257
309
186
FAA
Employment
48,411
48,364
46,027
45,153
Complaint
Ratio1
0.0061
0.0053
0.0067
0.0034
ADR
Non-ADR
Settlements Settlements
1
60
0
70
3
55
1
17
(to date)
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
6
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%
Goal= 90%
Goal= 90%
Goal= 90%
Actual= 85%
Actual= 90%
Actual= 89%
YTD= 91%
No Fear Training
Total Completion=
95%
Total Completion=
95%
YTD= 27%
EEO Training
Goal= 3% of
workforce/50% of
ATCS students.
Goal= 4% of
workforce/60%
ATCS students.
Goal= 60% of
managers/10% of
employees.
Goal= 60% of
managers/10% of
employees.
Actual= 12.2% of
workforce/93.8%
of ATCS students.
Actual= 12.8% of
Actual= 79.27% of
workforce/100% of managers/29.79%
ATCS students
of employees.
YTD= 50.92%% of
managers/11.52%
of employees.
Goal=6
Goal= 6
Goal= 14
Actual=6
Actual=6
Actual= 14
Goal= Review 6 In
progress
106
47
Conduct MD 715
Compliance
Assessments
Outreach Events
114
to targeted groups
Completed
7
Internal EEO Activities (cont’d)
TASK
Alternative
Dispute
Resolution
FY 11
FY 12
FY 13
Goal: 35% engage Goal= 30% engage Goal= 70% of all
in the ADR process. in the ADR process. managers agree to
mediation.
Actual= 30%
Actual= 36%
Actual= 68%
Goal= 35% engage
in the ADR process.
FY 14
Goal= 60% of all
managers engage
in mediation when
employees request.
YTD= 56%
Actual= 52%
EEO Action
CommitteeAttendance of
Executives
Met quarterly
Revamped EEO
Action Committee
Goal= EAC
Continue the
members to attend efforts.
at least 5 meetings.
Actual= Goal met
8
Barrier Analysis
ATCS (2152)
Phase I – hiring process
ATCS (2152)
Phase II – Academy to CPC
ASI (1825)
Phase I – hiring process
ASI (1825)
Phase II – career progression to journey level
ATSS (2101)
Phase I – hiring process
ATSS (2101)
Phase II – career progression to journey level
Funded
Barrier
Analysis
Corrective
Action
Evaluation

Complete
In process
4th quarter
FY14

1st quarter
FY15

In process

TBD

3rd quarter
FY15

TBD
IT Specialists
Engineers
 Integrate trend/barrier analysis into FAA culture
9
EEO Action Committee
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
Actions
•
•
•
•
EEO
Action
Committee
•
•
•
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
Outcomes
•
•
•
LOB/
SO
•
•
PWTD
Proposed 1.67% of new
hires
EEO Training
Train 60% of
managers/10%
employees
ADR
75% 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/realignment
10
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
Sunny Lee Fanning
Peggy Gilligan
ARP
Mike O'Donnell
Eduardo Angeles
AST
TBD
Dr. George C. Nield
AGC
Jerry Mellody
Pat McNalt
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
11
ACR Restructuring Initiative
12
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
13
Current Organization Structure
Mamie Mallory
Assistant Administrator for Civil Rights
and FAA Diversity Advocate
Deputy Assistant
Administrator for Civil
Rights
*Myrna Rivera
Wilbur Barham
Harnetta Williams
Vacant
ACR-5
ACR-4
ACR-3/6
ACR-6
Director of Civil Rights Director of Civil Rights Director of Civil Rights Director of Civil Rights
National Airport Civil National EEO Policy and National Model EEO
National
Alternate Dispute
Rights Policy
Executive
Program n
Resolution
and Compliance
Resources
14
Joyce Davis
Millie Strickland
Maria Sarra
Michael Freilich
Cheryl Wilkes
Vacant
Kelly Boodell
Vacant
ACT-9
ASW-9
ASO-9
AEA-9
AWP-9
AGL-9
ANM-9
ACR-7
AMC-9
Director of Civil RightsDirector of Civil RightsDirector of Civil Rights
Director of Civil Rights Director of Civil RightsDirector of Civil Rights
Director of Civil RightsWJH Technical Center,
Director of Civil Rights Director of Civil Rights
Central Service Area, Western-Pacific Region
Southern Region
Eastern and New England
Great Lakes, and Central
Northwest Mountain,
National Outreach
EEO
Washington
MMAC and
and
Regions and Airport Regions and Disability
and DBE /ACDBE
Alaskan Regions and
Program for Diversity Headquarters and
Training Institute
Southwest Region
Eastern
Service
Area
Non-Discrimination
Compliance
Compliance
Western Service Area
and Inclusion EEO Complaint Services
(Acting)
Compliance
Vacant
ACR Study Phases – Our Approach
Phase 2
Phase 1
Study Modeling,
Management
Workload
Assign
Elements Services
Drivers
*Organizational
Governance
*Delivery of
Services
*Availability of
Resources
*Technology
Insertion
*Operations
Modeling and
Improvement
*EEO Internal
*CR External
*Policy and
Compliance
*Resources
Mgmt
*Complaints
*Counseling
*Reports
*Training
*Consultation
*Dispute Resolution
*Compliance
Evaluations, Reviews,
Audits, Barrier Analysis,
Assessments
* CR Investigations and
Phase 3
Validation of
Resources
Models
* Headquarters
*Benchmarks
*
*Tech Reviews
3 Service
Areas
* 9 Regions
*Coordination
with All
Stakeholders
* 2 Centers
Adjudications
* Pre-Award Reviews
* Employees,
Performance,
Finance, Baselines
Phase 4 & 5 -->
Transition and Performance
15
Review of Our Approach
Phase 3
Validation of Organization Models
Phase 2
Modeling & Assign Resources
Workload Drivers
Five Major Services
Study - Management Elements
Phase 1
Currently - Phase 4
Transition &
Implementation
* Communicate & Coordinate
* Gain Approval to Document - AOA
* Change Notice Coordination
* Approval to Move Forward - 1s
* Final Notice to Employees
* Develop Support Documentation
* Transition & Implement New ACR
- Continue Communication
- Mass Change & Update Systems
* Post-Evaluation Performance
Review & Report
Next Step: Phase 5 ---->
Performance Measures & Close Out
16
Future Organization
ACR
Headquarters
Executives
and
Admin
5, 5
Headquarters
National
Eastern
Central
Western
All Policy and Compliance
Guidance
SERVICE AREA SERVICE AREA SERVICE AREA
National
CR External
EEO
Programs
#3
#2
#1
Complaints
+
EEO Services EEO Services EEO Services
CR Complaints
Executive and OperationsTraining, Outreach Training, Outreach Training, Outreach
ACT
&
AWA
Special
Emphases
DBE,
ADA, EJ,LEP
Support
Special Emphases Special Emphases
EEO
+
4, 6
6, 8
5, 8
14, 19
13,
13
EEO Training Institute
21, 22
17