FAA Civil Rights Programs, Metrics, and Restructuring Initiative
Presented to: NHCFAE National Training Conference
Presented by: Mamie Mallory, ACR-1
Date: August 6, 2014
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ACR External & Internal Programs & Metrics
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Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE)
American Disabilities Act (ADA)
Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI
Disadvantaged Business Enterprise/Airport Concessions Disadvantaged Business Enterprise (DBE/ACDBE)
American Disabilities Act (ADA)
Limited English Proficiency/Environmental Justice (LEP/EJ) and Title VI
External EO Services
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External EO Activities
FY11 FY12 FY13 FY14(goal)
National Training Conference for Airports
Conference with 155 participants
Conference with 200 participants
Conference with 171 participants
Conference Planned for September 23, 2014
Compliance Reviews*
(goal/actual)
ADA 4/4 ADA 6/9 ADA 6/7 ADA 9Completed
LEP 4/4 LEP 4/4 LEP 5/5 LEP 4In Progress
DBE 7/7 DBE 7/7 DBE 7/7 DBE 7In Progress
*Develop national methodology on selecting locations for compliance reviews
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Model EEO Program
Complaint Services
Consultations
Mediation Program
Outreach
EEO Training
Trend/Barrier Analysis
Model EEO Program
Complaint Services
Consultations
Mediation Program
Outreach
EEO Training
Trend/Barrier Analysis
Internal EEO Services
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Internal EEO ActivitiesFAA Informal EEO Complaints
Fiscal Year
Cases Initiated
FAA Employment
Complaint Ratio1
ADR Settlement
s
Counseling Settlements
With-drawals
Cases Closed
2011 494 48,411 0.0102 45 4 50 5122012 474 48,364 0.0098 50 6 49 4462013 447 46,027 0.0097 43 2 52 4872014
(to date)
360 45,153 0.0096 10 1 11 106
FAA Formal EEO Complaints
Fiscal Year
Cases Initiated
FAA Employment
Complaint Ratio1
ADR Settlements
Non-ADR Settlement
s
With-drawals
Cases Closed
2011 293 48,411 0.0061 1 60 13 2742012 257 48,364 0.0053 0 70 10 2512013 309 46,027 0.0067 3 55 24 3082014
(to date)
186 45,153 0.0034 1 17 4 96
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
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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%
Actual= 85%
Goal= 90%
Actual= 90%
Goal= 90%
Actual= 89%
Goal= 90%
YTD= 91%
No Fear Training Total Completion= 95%
Total Completion= 95%
YTD= 27%
EEO Training Goal= 3% of workforce/50% of ATCS students.
Actual= 12.2% of workforce/93.8% of ATCS students.
Goal= 4% of workforce/60% ATCS students.
Actual= 12.8% of workforce/100% of ATCS students
Goal= 60% of managers/10% of employees.
Actual= 79.27% of managers/29.79% of employees.
Goal= 60% of managers/10% of employees.
YTD= 50.92%% of managers/11.52% of employees.
Conduct MD 715 Compliance Assessments
Goal=6
Actual=6
Goal= 6
Actual=6
Goal= 14
Actual= 14
Goal= Review 6 In progress
Outreach Events to targeted groups
114 106 47 Completed
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Internal EEO Activities (cont’d)TASK FY 11 FY 12 FY 13 FY 14
Alternative Dispute Resolution
Goal: 35% engage in the ADR process.
Actual= 30%
Goal= 30% engage in the ADR process.
Actual= 36%
Goal= 70% of all managers agree to mediation.
Actual= 68%
Goal= 35% engage in the ADR process.
Actual= 52%
Goal= 60% of all managers engage in mediation when employees request.
YTD= 56%
EEO Action Committee- Attendance of Executives
Met quarterly Revamped EEO Action Committee
Goal= EAC members to attend at least 5 meetings.
Actual= Goal met
Continue the efforts.
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Barrier Analysis
Funded Barrier Analysis
Corrective Action
Evaluation
ATCS (2152)Phase I – hiring process
Complete In process 4th quarter FY14
ATCS (2152)Phase II – Academy to CPC
1st quarter FY15
ASI (1825)Phase I – hiring process
In process
ASI (1825)Phase II – career progression to journey level
TBD
ATSS (2101)Phase I – hiring process
3rd quarter FY15
ATSS (2101)Phase II – career progression to journey level
TBD
IT Specialists
Engineers
Integrate trend/barrier analysis into FAA culture
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EEO Action Committee
EEOAction
Committee
Actions
•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
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
LOB/SO
Outcomes
•PWTDProposed 1.67%
of new hires•EEO Training•Train 60% of managers/10% employees•ADR75% 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/re-alignment
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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
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ACR Restructuring Initiative
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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
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Current Organization Structure
VacantAMC-9
Director of Civil RightsEEO
Training Institute(Acting)
Mamie MalloryAssistant Administrator for Civil Rights
and FAA Diversity Advocate
*Myrna RiveraACR-3/6
Director of Civil Rights National
Executive Resources
Wilbur BarhamACR-4
Director of Civil RightsNational Airport Civil
Rights Policy and Compliance
Harnetta WilliamsACR-5
Director of Civil Rights National EEO Policy and
Alternate Dispute Resolution
VacantACR-7
Director of Civil Rights National Outreach
Program for Diversity and Inclusion
Cheryl WilkesACT-9
Director of Civil Rights WJH Technical Center,
Washington Headquarters and
EEO Complaint Services
Maria SarraAEA-9
Director of Civil Rights Eastern and New England
Regions and Airport Non-Discrimination
Compliance
VacantAGL-9
Director of Civil Rights Great Lakes, and Central
Regions and Disability Compliance
Kelly BoodellANM-9
Director of Civil RightsNorthwest Mountain, Alaskan Regions and Western Service Area
Millie StricklandASO-9
Director of Civil Rights Southern Region
and Eastern Service Area
Joyce DavisASW-9
Director of Civil Rights Central Service Area,
MMAC and Southwest Region
Michael FreilichAWP-9
Director of Civil Rights Western-Pacific Region
and DBE /ACDBECompliance
Deputy AssistantAdministrator for Civil
Rights
VacantACR-6
Director of Civil Rights National Model EEO
Program n
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ACR Study Phases – Our Approach
Phase 1 Phase 2Phase 3
Study -
Management Elements
*Organizational Governance
*Delivery of Services
*Availability of Resources
*Technology Insertion
*Operations Modeling and Improvement
Services
*EEO Internal
*CR External
*Policy and
Compliance
*Resources Mgmt
Workload Drivers*Complaints
*Counseling
*Reports
*Training
*Consultation
*Dispute Resolution
*Compliance Evaluations, Reviews,
Audits, Barrier Analysis, Assessments
* CR Investigations and Adjudications
* Pre-Award Reviews
* Employees, Performance, Finance, Baselines
Modeling, Assign Resources
* Headquarters
* 3 Service
Areas
* 9 Regions
* 2 Centers
Validation of Models
*Benchmarks
*Tech Reviews
*Coordination with All Stakeholders
Phase 4 & 5 --> Transition and Performance
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Review of Our ApproachPhase 1
Phase 2Phase 3
Fiv
e M
ajor
Ser
vice
s
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
Mo
de
ling
& A
ssig
n R
es
ou
rce
s
Wo
rklo
ad
Dri
ve
rs
Va
lida
tio
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f O
rgan
iza
tio
n M
od
els
Currently - Phase 4
Future Organization
ACR Headquarters
Executivesand
Admin
ACR Headquarters
Executivesand
Admin
National
EEOComplaints
ACT & AWA EEO
National
CR External Programs
CR Complaints DBE, ADA, EJ,LEP
Western
SERVICE AREA #3
EEO ServicesTraining, OutreachSpecial Emphases
Central
SERVICE AREA #2
EEO ServicesTraining, OutreachSpecial Emphases
Eastern
SERVICE AREA #1
EEO ServicesTraining, OutreachSpecial Emphases
Headquarters
All Policy and ComplianceGuidance
+Executive and Operations
Support+
EEO Training Institute
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5, 5
21, 22
5, 8 6, 8 4, 6 13, 13 14, 19