Climate Advisory Team Recommendations - PowerPoint Presentation

1. Climate Advisory Team RecommendationsIncrease Organizational AccountabilityTake personal responsibility for success of the organizationClarify roles, responsibilities, expectationsImprove respectful communicationsImprove quality of work productsActions: Emphasize Code 210 Guiding Principles; review all Performance Plans to ensure priorities are appropriately captured; establish more structured mentoring system; emphasize accessibility of managers/senior staff; expand project management approach to non-SEB actions to define roles/responsibilitiesImprove Division-led TrainingActively encourage attendance; focus on specific day-to-day activities/processes Make interactive vs. one-way, and “retribution free” Use real-time feedback methods to determine value of trainingActions: Survey training needs by office; adjust training formats; clarify attendance expectations; establish Code of Conduct for meetings; use feedback tools

2. Climate Advisory Team RecommendationsAssess Procurement-related knowledge of workforce to improve qualityAssess competency at all levels of organization Use techniques such as discussions over file content as well as alternatives that assess competency without sacrificing anonymityActions: Look for competency trends using performance management processes; emphasize positive working relationships that improve knowledge sharing; establish mentor/buddy system (see Recommendation #1)Raise awareness of probationary period for new supervisorsEnsure focus on Code 210 Guiding Principles, completion of required and optional training to improve communication skills for new supervisorsEnsure coordination with OHCM, including assessment by PO that probationary period successfully completedActions: More frequent check-ins with new supervisors; solicit feedback; coordinate with OHCM; establish mentors for new managers

3. Climate Advisory Team RecommendationsImprove communications during file reviewsDevelop review guidelines; communicate distinctions between comments based on regulatory/statutory requirements vs. recommended/style-basedProvide clear rationale for commentActions: Review process and procedures to be re-examined as part of potential use of Sharepoint for virtual file reviews; ensure that reviews consistently provide context/explanation for comments; encourage face-to-face discussion if comments not understoodImprove orientation for employees during office reassignmentsEnsure receiving manager meets with moving employee prior to announcementNew manager designate office “buddy” for new employee to help with transitionActions: Reinforce current expectation that losing and gaining supervisor will meet with employee prior to move announcement; designate “buddy” in new office to help acclimate moving employee

4. Climate Advisory Team Recommendations7. Improve physical work environment of officesPerform routine office surveys/inspections to determine needs Office should provide prioritized list of needed items to Associates/PO. Associates/PO to advocate for requested items to Center management, to extent feasibleActions: Establish requirement for Associates/PM’s to perform annual assessment and report to PO; Code 210 to ensure improvements are included in annual Code 200 budget call8. Ensure Wallops and IV&V training/travel needs are accommodated Allocate budget for WFF and IV&V employees to travel to Greenbelt for trainingCognizant Associate advocate for budget to Center/200 management Actions: Associates perform detailed review of WFF/IV&V travel needs on annual basis, and report to PO; ensure Division submittal to annual Code 200 travel budget call includes adequate estimates for WFF and IV&V travel

5. Climate Advisory Team RecommendationsImprove communication of personnel movement/reassignmentsAdvertise opportunities for inter-office moves, special assignments, to maximum extent practicableExamples include advertising in Division newsletter, Management Team meeting notes, or internal adsActions: Now emphasizing more frequent open calls to 210 All via email for opportunities; e.g., Call for Self-Assessment review members; advertise Shadowing Program; pursue semi-annual calls for opportunities, such as SEB support, to establish pool of employees who have expressed interest in performing certain actionsClarify Code 210 Telework/Core Hour PolicyCode 210 Telework Guidance presented at February All Hands Meeting, and guidance and FAQ’s posted on 210 home page