OFFICE OF HUMAN RESOURCES

Report to theDiversity Council

August 29, 2001

OHR Diversity Management Steering Committee

Sheri Brown, Team Lead

Kathy Dinsmore Linda Ledman Arletta Love Kellie Murray

(Reassigned to Code 400, Aug01)

Yahaira Pineda, (PSI Intern, detail ended, Aug01)

Nelson Rodriguez Cheryl Rosanova Jerry Simpson Donna Swann Karen Weaver, Facilitator

OHR Diversity Management Steering Committee Re-established March 5, 2001

Team Membership

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Contents

Definition of Diversity

Diversity Management Mission

Diversity Management Goal Areas

Recent Accomplishments

Near Term Objectives

Future Plans

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Definition

…recognizing, accepting, and appreciating the unique differences among individuals so that productivity in the work place is maximized (excerpt from OHR’s 1994 Diversity Plan).

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Mission

OHR Has a Dual Role With Diversity Management

Strengthen and implement diversity friendly practices and policies into the OHR organization to benefit OHR employees and enhance the productivity of the OHR.

Assist the Center’s Diversity Council, and at times lead specific efforts, with respect to HR systems and processes to strengthen diversity and to implement diversity friendly practices and systems across the Center.

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Mission

Office of Human Resources Mission Statement

Through the use of leading edge concepts in the human resources field, the Office of Human Resources (OHR) provides customer-focused services and innovative solutions that position the Goddard Space Flight Center to optimize its most valuable resource--its employees.  We strive to create and We strive to create and maintain a supportive work environment for all maintain a supportive work environment for all people to achieve success in the Center's mission.people to achieve success in the Center's mission.

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Mission

In order to achieve this in the Office of Human Resources, we will strive to achieve the following:

remove any subtle barriers that prohibit the inclusion of all employees from participating in our organization or keep them from reaching their full potential; and

create a work environment where all employees can become full members of the team, who are valued for their unique abilities and contributions

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OHR Diversity Goal Areas

Accountability

Communication

Recruitment

Career Development

Diversity Training

Awards and Recognition

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Recent Accomplishments

OHR Diversity Management Team re-established, March 5, 2001

Briefing on Lessons Learned from Code 200 Diversity Working Group by Karen Weaver (Facilitator)

Identified accomplishments against the existing 1994, OHR Diversity Plan

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Recent Accomplishments

African American Advisory Committee (AAAC)Andrea Ables

Asian and Pacific American Advisory CommitteeKathy Dinsmore (New)

Hispanic Advisory CommitteeNelson Rodriguez (New)

People with Disabilities Advisory Committee

Tina Reed Woman’s Advisory

Committee (WAC)Nichole Richmond

Wallops Equal Opportunity Advisory Committee

Linda Ledman (New)

Reinitiated Code 110 Representatives Identified to Support Each of the GSFC Advisory Groups

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Recent Accomplishments

Used all-employee involvement approach to develop a transformational OHR Operational Plan (1997-1998)

OHR Race for Change (1999-2000) Organized all OHR employees into cross-functional teams to focus on and implement actions to benefit OHR employees in areas of communications, training, new employee orientation/adjustment, teamwork, empowerment.

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Recent Accomplishments

Transformed the central focus of the OHR Leadership through: Reshaping ethnic and gender composition of the leadership

to mirror OHR workforce make-up.

Adopting a standing “Leadership Team” structure to work major organizational as well as functional transformation.

OHR Brown Bag Lunch and Chat with Special Assistant for Diversity, Sharon Wong, April 3, 2001

OHR Diversity Event, July 18, 2001 Public Service Intern, Yahaira Pineda, hosted discussion on

culture of the Dominican Republic

OHR Director presented OHR Report to the Diversity Council to HR employees 11

Recent Accomplishments

OHR collaboration with the Spring 2001 Diversity Dialog Session sponsored by the GSFC Diversity Council

Two OHR employees were members of Diversity Dialog groups

Significant support to the project through Career Management and Organizational Development Team

OHR attendance to OPM Leadership Training – “Diversity for the New Millennium”

Sheri Brown, Special Assistant for Communications and OHR Diversity Management Steering Committee Lead, June 2001

Don Wolford, Human Resources Development Office Group Leader, June 2000

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Near Term Objectives

Review and update the 1994 OHR Diversity Plan

Designate leads for each section of the existing OHR Diversity Plan to oversee completion of the updates

Ensure OHR Diversity Plan update is aligned with:

» HR Operational Plan» GSFC Diversity Plan

All OHR employees will be invited to participate in the development of the revised plan

OHR Diversity Plan Update Feedback Session to OHR employees

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Future Plans

Diversity Awareness Maturity Assessment to be offered to OHR Employees

Diversity Awareness to be a standing agenda item for Quarterly OHR All Hands Director, OHR presents Diversity Council Updates OHR Diversity Team Status Report 110 GSFC Advisory Group representatives reporting of

Advisory Group activities OHR Employee Cultural Awareness activity

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Future Plans

Create Diversity Management section on Internal OHR Home Page and link to the GSFC Diversity page

Seek opportunities to partner and assist the Center’s Diversity Council accomplishment of objectives, e.g. Quality of Work Life

Implementation and Continuous Process Improvement of OHR Diversity Plan objectives

Continue to advocate that the Center develop and adopt a Human Capital Strategy

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