FAA VIP Panel – Hiring, Hiring Strategy, Succession Planning Presented to: NHCFAE National Training Conference Presented by: Mamie Mallory, ACR-1 Date: August 6, 2014

Panel Sequence “left side” Introduction of the topic - Moderator Panel member introductions - Moderator Panelist presentations - 10 to 12 minutes each Panel follow-up dialogue: Expand or add to key points - Moderator and panelists Audience questions and panelist responses - 15 to 20 minutes Last word: "Best piece of career progression advice you can offer." 2

3 1. Hiring forecast and if possible tentative timelines 2. Strategy for outreach and recruitment with AVS, ATO and AHR 3. AVS and other LOBs Barrier analysis results and future plans 4. Succession Planning and Leadership Training 5. Partnering with NHCFAE and other employee associations on how we can help your strategy 1. Hiring forecast and if possible tentative timelines 2. Strategy for outreach and recruitment with AVS, ATO and AHR 3. AVS and other LOBs Barrier analysis results and future plans 4. Succession Planning and Leadership Training 5. Partnering with NHCFAE and other employee associations on how we can help your strategy Five Topics: Left side

1. Hiring forecast w/ Tentative Timelines ACR Restructuring Initiative 4

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6 Current Organization Structure Vacant AMC-9 Director of Civil Rights EEO Training Institute (Acting) Mamie Mallory Assistant Administrator for Civil Rights and FAA Diversity Advocate * Myrna Rivera ACR-3/6 Director of Civil Rights National Executive Resources Wilbur Barham ACR-4 Director of Civil Rights National Airport Civil Rights Policy and Compliance Harnetta Williams ACR-5 Director of Civil Rights National EEO Policy and Alternate Dispute Resolution Vacant ACR-7 Director of Civil Rights National Outreach Program for Diversity and Inclusion Cheryl Wilkes ACT-9 Director of Civil Rights WJH Technical Center, Washington Headquarters and EEO Complaint Services Maria Sarra AEA-9 Director of Civil Rights Eastern and New England Regions and Airport Non-Discrimination Compliance Vacant AGL-9 Director of Civil Rights Great Lakes, and Central Regions and Disability Compliance Kelly Boodell ANM-9 Director of Civil Rights Northwest Mountain, Alaskan Regions and Western Service Area Millie Strickland ASO-9 Director of Civil Rights Southern Region and Eastern Service Area Joyce Davis ASW-9 Director of Civil Rights Central Service Area, MMAC and Southwest Region Michael Freilich AWP-9 Director of Civil Rights Western-Pacific Region and DBE /ACDBE Compliance Deputy Assistant Administrator for Civil Rights Vacant ACR-6 Director of Civil Rights National Model EEO Program n

7 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

8 ACR Study Phases – Our Approach “left side’ Phase 1 Phase 2 Phase 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

Future Organization “left side” ACR Headquarters Executives and Admin ACR Headquarters Executives and Admin National EEO Complaints ACT & AWA EEO National CR External Programs CR Complaints DBE, ADA, EJ,LEP Western SERVICE AREA #3 EEO Services Training, Outreach Special Emphases Central SERVICE AREA #2 EEO Services Training, Outreach Special Emphases Eastern SERVICE AREA #1 EEO Services Training, Outreach Special Emphases Headquarters All Policy and Compliance Guidance + Executive and Operations Support + EEO Training Institute 9 5, 5 21, 22 5, 8 6, 8 4, 6 13, 13 14, 19

2. Strategy for outreach and recruitment with AVS, ATO and AHR Developed partnership with Schools/Universities Developing strategies to work with outside organizations to reach Hispanic SES candidates 10

11 3. AVS and other LOBs Barrier Analysis & Update

12 Barrier Analysis Update FundedBarrier Analysis Corrective Action Post Analysis ATCS (2152) Phase I – hiring process CompleteIn process4 th quarter FY14 ATCS (2152) Phase II – Academy to CPC 1 st 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 3 rd quarter FY15 ATSS (2101) Phase II – career progression to journey level TBD IT Specialists Engineers  Integrate trend/barrier analysis into FAA culture

4. Succession Planning & Leadership Training Building a strong Leadership structure –Leadership development for Team Leads Developing People to Move up & Move on 13

5. Partnering with NHCFAE & all EA’s EEO Action Committee (EAC) –Participation on Workgroups/sub-workgroups Partner with EA’s by developing scheduled events/training throughout the year: –Training schedule to deploy throughout the regions/centers –Outreach/Career Fair Partnership –Heritage month events throughout the regions/centers 14

15 EEO Action Committee “left side” EEO Action 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 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/re- alignment

16 EAC Accountable Executives FAA Administrator: Michael P. Huerta LOB/SOEAC Accountable ExecutiveLOB Head ACRMamie Mallory ATOMichael J. McCormickTerri Bristol AVSJulie LynchPeggy Gilligan ARPMike O'DonnellBenito DeLeon ASTGeorge ZamkaDr. George C. Nield AGCAndrea ArmsteadJerry Mellody AOCDeborah GreenKristie Greco AFNAmy CorbettVictoria B. Wassmer AGIMolly HarrisRoderick Hall AHRMaria Fernandez-GreczmielCarrolyn J. Bostick ANGPaul FontaineEd Bolton APLCarl BurlesonRich Swayze ASHAngela H. StubblefieldClaudio Manno

Demographics 17 RNO & Gender RNO & Gender by Mission Critical Occupations RNO & Gender by LOB/SO

*Charts to be inserted here 18

Internal EEO Complaint Activity 19

20 Internal EEO Activities FAA Informal EEO Complaints Fiscal Year Cases Initiated FAA Employment Complaint Ratio 1 ADR Settlements Counseling Settlements With- drawals Cases Closed , , , (to date) 17745, FAA Formal EEO Complaints Fiscal Year Cases Initiated FAA Employment Complaint Ratio 1 ADR Settlements Non-ADR Settlements With- drawals Cases Closed , , , (to date) 7345, 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

21 Internal EEO Activities (cont’d) TASKFY 11FY 12FY 13FY 14 PWTD HiringActual =.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% No Fear Training Total Completion= 95% 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. Conduct MD 715 Compliance Assessments Goal=6 Actual=6 Goal= 6 Actual=6 Goal= 14 Actual= 14 Goal= Review 6 previous assessments Outreach Events to targeted groups Goal= 50

22 Internal EEO Activities (cont’d) TASKFY 11FY 12FY 13FY 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= 75% of all managers engage in mediation when employees request. EEO Action Committee- Attendance of Executives Met quarterlyRevamped EEO Action Committee Goal= EAC members to attend at least 5 meetings. Actual= Goal met Continue the efforts.