OSSMA Report to Diversity Council November 15, 2001

2 Background In Response to 1999 Cultural Survey an OSSMA Management Review Team established Team of non-management volunteers representing each OSSMA organization Team chartered to identify ways to improve weak areas in survey – Code 300 Management Performance – Promotions – Awards – Directorate Operations Proposed actions presented to OSSMA management

3 Team Members Michael Kelly Karen Fisher Lou Jean Jackson Esmond Marvray Harold Mitchell Louis Thomas Byron Wong Sue Sekira Dennis Reed Steve Raque Dennis Dilman

4 Sample of Recommendations Increase management investment in employee IDPs, Performance Plans, Performance Reviews Increase use of time-off awards Establish internal Peer Award Process Establish “Employee of the Month” award Management should attend “Team Building” sessions and participate in 360 Degree Feedback exercise Establish and charter a standing Social Committee to promote regular social activities Diversity is broad and important area and should be handled separately

5 Actions To Date Updated OSSMA web page with updated org charts and functional statements Released 300-PG , OSSMA New Employee Orientation Updated and published OSSMA Strategic Implementation Plan Issue weekly newsletter to employees from OSSMA Director

6 Actions To Date (continued) Formalized “All-Hands Meetings” content and schedule to enhance communication – 300-PG , All-Hands Meetings, released. Established Management Coordination Meetings within senior staff for problem solving and internal issues Released 300-PG , Individual Development Plan. Released 300-PG , Employee Performance Communication System

7 Actions To Date (continued) Increasing use of time-off awards Senior staff participated in “360 Degree Feedback” exercise Social committee established to handle all social events of the directorate

8 Diversity Management Significant Events 300-PG , Diversity Management, released OSSMA Diversity Advisory Committee (DAC) established with non-management representation from each organization DAC meeting bi-monthly in conjunction with GSFC Diversity Council meetings DAC acts as a sounding board to OSSMA management and as support to GSFC Diversity Council OSSMA Rep. DAC and OSSMA management to develop appropriate metrics

9 Diversity Advisory Committee Actions Pending Establish suitable metrics for management performance Determine suitability of establishing an OSSMA peer award process Establish criteria for selecting employee of the month Investigate methods for anonymous reporting of diversity issues outside of the DAC