NASA Headquarters Ombuds Program Brief for New Employees.

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Presentation transcript:

NASA Headquarters Ombuds Program Brief for New Employees

2 Explore. Discover. Understand. “Ombuds” – A Swedish word meaning “designated neutral” An Alternate Dispute Resolution option for all employees (Civil Servants and On-Site Contractors) that is: Neutral Informal Confidential Independent What Is a NASA Ombuds?

3 Explore. Discover. Understand. Neutrality: Ombuds do not serve as a representative or advocate for a visitor's issues or concerns within NASA; however, an Ombuds does advocate for fair processes and informal resolution of issues The Ombuds, as a designated neutral, remains unaligned and impartial. The Ombuds does not engage in any situation which could create a conflict of interest Informality: The Ombuds functions outside of all formal management, administrative, or criminal processes The Ombuds is an informal resource, does not participate in any formal adjudicative or administrative procedure related to concerns brought to his/her attention What are the NASA Ombuds Standards of Practice?

4 Explore. Discover. Understand. Confidentiality: The Ombuds maintains complete confidentiality of the identity of visitors except when the visitor gives permission to disclose his/her identify or pursue further action such as factfinding or when the situation that appears to present an imminent risk of serious harm to an individual, damage to property, or a crime. What are the NASA Ombuds Standards of Practice? Independence: The Ombuds is not encumbered by line management functions.

5 Explore. Discover. Understand. As outcome of CAIB (Columbia Accident Investigation Board). Ombuds Program Goals: Reduce safety risk by providing a confidential place to raise concerns. Reduce time and costs of resolving conflict. Reduce costs associated with error and fraud. Promote trust and an ethical work environment. Eliminate barriers to an engaged and productive workforce. Provide one or more resources to ensure people have a place to be heard. Why have an Ombuds Program?

6 Explore. Discover. Understand. Employees (visitors) contact the Ombuds: Phone Face-to-Face One or more conversations take place to: Clarify issue(s) Determine what visitor wants as resolution Develop options for action Consider coaching Escalate, with permission of visitor Help visitor decide next steps How does it work?

7 Explore. Discover. Understand. This is issue dependent. If ‘imminent risk of serious harm’, the Ombuds reports to Security or appropriate resource immediately. If a Health and Safety issue, the Executive Director of HQ Operations and Ombuds Program Coordinator are concurrently notified. If alleging discrimination or harassment, advice on formal deadlines (ex: 45 days to file an EEO complaint) and processes is provided. What happens next?

8 Explore. Discover. Understand. Other resources include: Mediators, Employee Assistance Program (EAP), OGC Ethics Officials, NASA Human Resource Division, Security Officers, NASA Anti-Harassment Programs, and Other NASA Ombuds. Ombuds may meet with second party in a conflict and provide listening, mediating or coaching. What happens next?

9 Explore. Discover. Understand. From Inside NASA HQ Site (Services): To See Info on the Ombuds Program, go to: To See Info on Workplace Dispute Options, go to: (lower left hand link) Additional Resources?

10 Explore. Discover. Understand. Who are the NASA Headquarters Ombuds? Patricia Currier Room 8N27, Headquarters Bldg. John Lopez Room 8N35, Headquarters Bldg. Brenda Mulac Room 6H73, Headquarters Bldg.