Frank LoweryAssociate Administrator

for Management and BudgetNational Nuclear Security Administration

“Safety Culture Workshop” October 22-24, 2019 - Idaho Falls, Idaho

Y-12

Savannah River Site

Sandia National Laboratories

Los Alamos National Laboratories

Nevada National Nuclear SiteNNSA - DC

NNSA - Albuquerque

Lawrence Livermore

2

GermantownHeadquarters

NPO - Y-12Nevada National Security Site

Sandia National LaboratoriesSavannah River Site

NNSA Missions and Cross-cutting Capabilities

Y-12

Savannah River Site

Sandia National Laboratories

Los Alamos National Laboratories

Nevada National Nuclear SiteNNSA - DC

NNSA - Albuquerque

NNSA Production Office - Pantex Plant

Lawrence Livermore

3

GermantownHeadquarters

NNSA Production Office - Y-12Nevada National Security Site

Sandia National LaboratoriesSavannah River Site

National Security Enterprise Sites

Kansas City National Security Campus

Over the next five years, nearly 40 percent of our workforce will be eligible to retire.

• Managers are actively using succession plans to address the future NNSA need.

• Workforce transition plan is begun with innovative ways to attract, retain, and strengthen our workforce.

• NNSA developed a corporate human resources perspective to improve communication and strengthen recruiting efforts.

NNSA is participating in joint recruitment activities, such as the Job Fair with our HQ, field offices, laboratory, plant, and site partners in the Washington, DC area in January and July 2019.

As recruitment and retention efforts progress, NNSA will evaluate and adapt our approach to future needs.

Reference: NNSA Governance & Management Framework

4

Building A World Class Workforce

Enhancing NSE Mission

• Exciting time across the National Security Enterprise (NSE).

• NSE is busier than we have been since the Cold War.

• We are modernizing our weapons systems and infrastructure.

• Our work load is only growing.

• We are expanding our complex in the first time in several decades.

• We are integrating hiring across the NSE.

“The mission is our top priority and our people are our top asset. NNSA’s world-class workforce helps ensure the security of our Nation each and every day.”

Lisa E. Gordon-HagertyUnder Secretary for

Nuclear Security and NNSA Administrator

5

Enhancing theNational Security Enterprise Mission

Nuclear Security Enterprise (NSE):DOE/NNSA National Laboratories, Production Plants and Sites around the

country work together to maintain and enhance nuclear security. 6

Strengthening Our NationThrough National Security

• Owning a place in the mission.

• Working with state-of-the-art experimental, computational, and manufacturing capabilities.

• Employing modern business and operating systems.

• Working in up-to-date and modern workspaces.

• Career development opportunities.

7

Drivers for WorkforceRecruitment

Reference: NNSA Governance & Management Framework

RecruitmentJoint Recruiting Events

Career Fairs

NSE Days

Mission Presentations

Student and Professional Organizations

Academic AlliancesFaculty Relationships Exchanges

Shared Research

University Contracts

Special Event Sponsorships

Formalized Student Internship &

Fellowship Programs

Recruitment Calendar Based on Data Analytics and NNSA Future Years Nuclear Security Plan Site Split Projections 8

NSE Recruitment StrategyA Two-Pronged Approach

Challenges• Very competitive external talent market

• Sites currently use different HR systems, that were designed to optimize candidate and employee experience

• Site recruitment policies and processes affect timeliness of hire

• Benefit and compensation approaches vary

• Legacy mentality of competition between M&O sites

• Some policies restrict certain activities and funds

SolutionDevelop a comprehensive enterprise-wide program to effectively attract and retain

talent factoring in environmental concerns and eliminating barriers 9

NSE RecruitingBarriers and Solution

NSE Recruitment

NNSA w ill a ttra ct a nd re ta in the be st a nd b righte st from co lle ge s, unive rsitie s, tra de schoo ls, community co lle ge s a nd industry to build the ca pa b le w ork fo rce ne ce ssa ry to susta in our future nucle a r se curity missions a cross a ll o f our site s.

10Recruiting As One Entity

NSE Recruiting Vision

10

31 January 2019 25 March

13 June

UPCOMING RECRUITING EVENTS• University of California, Davis (October 16-17, 2019)

• New Mexico State University (March 11, 2020)• University of New Mexico (September 15-16, 2020)

08 April09 September

11 July

11 April05 September

11

Job FairArlington, V.A.July 11, 2019Washington, D.C.

June 13, 2019

Fiscal Years 2019 & 2020 Recruiting Events

27 August 07 October 2020

NSE Recruiting EventJanuary and July 2019

• Crystal City DoubleTree Hotel - Three metro stops within 8-10 minute walk:

Strategically located to audience with security clearances. Hiring Manager meeting and training // Inclusive Partnership - M&O – NNSA. College and University career centers use an online platform called a Handshake

account (database) to connect students and alumni to a network of career opportunities, e.g. to post internships, announce recruiting events, and other job opportunities.

12

• HR established over 60 handshake accounts with the colleges/universities during the last year as part of the Recruiting Strategy and we continue to add more agreements with those schools aligned geographically to our NNSA locations and in accordance with our Recruiting Strategy.

• The July 11th Recruiting Event information was posted on each school career/recruitment page and advertised via social media. We also made full use of the Alumni Associations.

NNSA social media and marketing campaign marketed to more than 3 million people in the National Capital Region (NCR). If you rode the metro and/or listened to the radio, you heard or saw NNSA advertisement. This was particularly important for July since over 20,000 college interns were in the NCR.

• Over 2,500 candidates attended the July and January events.

• Conducted more than 230 interviews for mission critical positions to include Engineers, Physical Scientists, Information Technology Specialists, Foreign Affairs Specialists, and Program Analysts.

• Extended 96 tentative job offers, both within and outside NCR.

• Over 1600 candidates in Yello database for consideration for future vacancies.

• Made significant strides towards the Fiscal Year 2019 hiring goal of 1,753.• Key to success is:

• Hiring managers to make candidate selection.

• External hires.

• On-board employee count as of 30 September 2019 was 1,722 and counting.

• Management and Operating Partners (M&O) met hiring goals for 2019, totaling 7,087.

Year-To-Date Hiring Actions ~440 13

NNSA Job FairsReturn on Investment

NNSA mission is . . . to plan for, attract, recruit, and hire highly qualified, talented, and diverse NNSA employees . . . partnership with the Program Hiring Managers, Labs, Sites and Plants: Single Day Event Designed to Result in Tentative Job Offer Letters.

On Site Drug Testing, Reference Checks, Security review, etc.…

EN and/or Direct Hiring Authority (DHA) – Cybersecurity, Engineering, Physical Sciences, IT, Foreign Affairs

Mission Critical Occupations (e.g., Engineers, Physical Sciences, Operations Research, Security, etc.) and Locations (various locations)

Target Audience: External hires, Veterans, Federal Employees, Private Sector, and Schedule A (Individuals with Disabilities)

ENERGY.GOV/NNSA/JOBFAIR ~ @NNSANEWS ~ #NNSAJOBFAIR

Recruitment Event Expedited Hiring

14

BACKUP SLIDES

15

Program Offices

return 1-N list of

priority positions and hiring managers’

names

Vacancy Announcements

Posted on USAJOBS

Field Offices Make Travel

Arrangements

Certificates to Program

Offices

Program Offices Submit

Interview Questions

to HR

Program Offices provide names

of candidates to interview to HR (from USAJOBS)

HR provides qualified

resumes to Program

Offices daily (Yello)

Hiring Event

10 May 17 May 17- 24 May 10 June23 May 19 June

1 -11 July June 27

Training for Hiring

Managers and Program Offices

Paid Advertising on Metro, Radio

Stations, Newspaper

Hotel Walk-Through & IT Set-Up

Program Offices provide

names of candidates

to interview to HR (from

daily resume review)

24 June – 1 July

Training for Program Offices

ENERGY.GOV/NNSA/JOBFAIR ~ @NNSANEWS ~ #NNSAJOBFAIR

Refresher Training

for Hiring Managers

and Program Offices

NNSA Job Fair Website Goes

Live

25 June– July 2

20 June

20 June – 8 July 11 July 10 July

HR Schedules Interviews

NSE July Hiring EventTimeline

16

• Attraction and Retention Initiatives – Improve and leverage national candidate awareness of NSE through branding, marketing, recruiting and engagement activities

• Enablers – IT solutions, NSE-wide contracts, and consistent policy enable efficient recruitment and retention processes

• Benefits and Compensation Alignment – Ensure the sharing of talent by enabling similar benefit and compensation plans

NSE RecruitingProject Roadmap

17

Results in NNSA Robust and Flexible Workforce Model of the Future

NNSA RecruitingNext Steps – Leverage

Scope & Scale of NNSA

• Define Opportunities

Phase 1 (CY2018)

• Plan for regional joint recruiting

• Informed by FYNSP Site Splits

• Refine university relationship plan

• HRIS IT Contractor Implement 2019 Plan

• Compensation and benefits alignment review

Phase 2 (CY2019-CY2020)

• HRIS IT Contractor Implement 2020-2023 Plan

• Compensation/ benefits alignment review

Phase 3 (CY2020+)

• Benefits/Desired Outcome• Become recognized as a top place to work and retain the best talent• Hire to the NNSA’s workforce plan• Reduce “time to fill” critical roles by 50% • Minimize churn across the sites and attract candidates with a good “fit”• Increase the engagement of our workforce and reduce attrition

18

FY19 Recruiting Events Coming Events Chart

19

FY19 Recruiting Events Upcoming Events Chart

20

Executive Steering Council

Frank LoweryManagement and Budget / Policy

CHAIR

Michelle ReichertCNS/Y-12 & Pantex

CO-CHAIR

Keith HamiltonAcquisitions and Project

Management

DJ JohnsonHoneywell

Jeff HarrellSandia Field Office

Brian SmithNaval Reactors

Dimitri KusnezovChief Scientist

Workforce Recruitment

Strategy Team

Carol Barry (SRS), John Myers (SNL), Renee Breyer (LLNL), Sue Harris (LANL), Rebecca Sisk (NNSS), Diane Grooms

(CNS), Amy Tills (KCNSC)M&O Human Resources Leads

Mischell Navarro (HR)Management and Budget

Monica Sanchez (NFO), Rob Crosby (SRFO, Jeff Shoulta

(KCFO)Field Office Representatives

-Stephanie Duran

Policy

Lisa Daley MangiGeneral Counsel

Ray BacaAcquisition and Program

Management

Dave Rude (LCM)Management and Budget

NSE Organizational Structure

21

We connect with the students who work on our grants to invite them to NSE Day

Ask Principle Investigators to bring their students to our event

Send alumni to represent NSE at events

Send out Connect Messages to all NNSA employees to advertise event

We arrange meetings with faculty to build relationships

Connect with university social media staff for pictures and hashtags for all plants, sites and labs

Connect with university staff to make sure we are on their event calendar

Person to Person Contact

Social Media

NSE Day Social Media Stats:

On Twitter: 17,188 impressions255 engagements

On Facebook:35,997 impressions669 engagements

On LinkedIn:24,818 impressions964 engagements

Building the NSE Brand

22

NSE Workforce Recruitment Strategy Plan (1/3)

23

NSE Workforce Recruitment Strategy Plan (2/3)

24

NSE Workforce Recruitment Strategy Plan (3/3)

25

Nuclear Security Enterprise Days - Recruiting Event, Panel Discussion, and Mission Presentations

Driven by data analytics of largest occupational need, school ranking, and proximity to mission

NSE Alliance Partners University of Michigan Georgia Institute of Technology Texas A&M University Purdue University University of Ohio and Toledo University of New Mexico New Mexico State University University of Tennessee Missouri University University of California; Davis and Merced

NSE Day at Texas A&M University, 4/8/19 26

NSE RecruitmentHolistic & Targeted

Sample NSE Day ProgramApril 11, 2019 - Purdue

27

28

NSE Marketing Channels

• NNSA Website: Monthly website traffic for January 2019 was the highest since 2015

• Facebook: Followers grew .5% in January – Facebook “likes” stood at 40,426 at the end of January

• Top 3

Multiple Sources

Radio

NNSA Employees

Other, 406, 24%

Radio, 302, 18%

NNSA Employee, 244, 15%

USAJOBS, 200, 12%

NNSA Website, 196, 12%

Public Transportation Ads, 157, 9%

Social Media, 72, 4%

College or University, 57,

3%

Newspaper, 32, 2% Professional Organization, 19, 1%

Vocational Rehabilitation, 2, 0%

29

NSE Marketing Results

“NNSA’s university programs are an integral role in NNSA’s workforce strategy. These programs not only contribute to a strategic succession planning pipeline to develop, recruit, and retain a highly qualified and diverse workforce across the nuclear security enterprise, but also provide key contributing research in support of national security missions, and cultivate important networking and relationship-building among the nuclear security workforce.”

Report, p. iii

• College / University Strategic Partnership: Faculty relationships and on-going exchanges, shared research / university contracts, special event sponsorships, formalized student internship/fellowship programs

• NSE Alliances Subcommittee: a formal body designed to create and maintain meaningful partnerships with universities beyond joint recruiting events and NSE days

• Academic Alliances and Partnership: A program funded from RDT&E which invests in competitively- solicited academic centers of excellence, grants, and fellowships

30

Recruitment Results

• Additional Staff• Hiring Managers• Human Resources• Others to Provide Overview of Agency, Serve as Runners, etc.

• Additional Space• Triage Candidates • Interviews

• Additional Training for HM and Support Staff• Additional Time Needed for Pre-Event Work

• Qualifications Review, Certificate Issuance• Certificate Review, Candidate Identification• Schedule Interviews

• NGFP/Pathways Table Needed• Scheduling of Interviews for Walk-Ins• Accommodations for persons with disabilities

31

January 2019 Job FairLessons Learned

Unified and Collaborative National Security Recruitment Strategy

• CREATE A COMMUNITY OF PRACTICE TO SHARE BEST PRACTICES

• DEVELOP METRICS TO WORK ACROSS THE ENTERPRISE

• NEW MARKETING CAMPAIGN HIGHLIGHTING NNSA AND M&O’S AS AN EMPLOYER OF CHOICE

• CONTINUE TO BROADEN OUTREACH TO UNDER-REPRESENTED GROUPS

• LINK RECRUITMENT TO CAREER PATHS

• INCREASE ROTATIONS AND JOB-EXCHANGES BETWEEN DOE/NNSA AND NATIONAL LABS

• DEVELOP ENTERPRISE WIDE BRANDING

PRE-DECISIONAL/NOT FOR PUBLIC RELEASE

32

Activities & Products

• Education and outreach efforts organized to highlight the national laboratory system as a cornerstone of the U.S. innovation ecosystem.

• Concept brings national laboratories together to one central location to display the Nuclear Security Enterprise mission, vision, and accomplishments, while showcasing national lab employment opportunities.

• Could potentially be broadened to include plants and sites.

2

National Lab Day at Howard University

PRE-DECISIONAL/NOT FOR PUBLIC RELEASE

33

National Labs Day

M&O

M&O

Fed

IN RESPONSE TO DISCUSSIONS AT THE NNSA COUNCIL IN JULY 2018 AS WELL AS INPUT FROM THE 2018 LAB, PLANT, AND SITE STRATEGIC PLANNING CYCLE, NNSA WILL:

• COORDINATE RECRUITMENT EVENTS REGIONALLY WITH PARTICIPATION FROM MULTIPLE M&O PARTNERS AND FEDS

• EXPLORE RECRUITMENT PROGRAMS THAT COULD BE APPLIED TO AND FROM M&O PARTNERS (E.G., NGFP PROGRAM)

• UTILIZE NSE BRANDING AND REFERENCE MATERIALS AT RECRUITMENT EVENTS

• FIND WAYS TO DEMONSTRATE AND HIGHLIGHT NNSA TECHNOLOGIES AND APPLICATIONS (E.G., 3D PRINTED MODELS)

• LEVERAGE GRANTS TO CONSORTIA/PARTNER UNIVERSITIES FOR ACCESS AND SUPPORT

• BUILD MISSION AND BRAND AWARENESS WITHIN TARGET COLLEGES AND UNIVERSITIES AT UNDERGRADUATE AND GRADUATE LEVEL

• USE INTERNSHIPS AND APPRENTICESHIP PROGRAMS AS PIPELINES TO PERMANENT EMPLOYMENT

PRE-DECISIONAL/NOT FOR PUBLIC RELEASE

34

NSE Goals

M&O

M&O

FedWORKING AS ONE TEAM ACROSS THE NUCLEAR SECURITY ENTERPRISE, WE WILL:

• COLLECT LESSONS LEARNED AND BEST PRACTICES ON RECRUITMENT FROM ACROSS THE SITES THAT CAN BE IMPLEMENTED CORPORATELY

• UTILIZE DATA FROM LAB, PLANT, AND SITE STRATEGIC PLANNING SESSIONS

• WORK WITH HR REPRESENTATIVES AT EACH SITE TO BETTER UNDERSTAND ISSUES AND EVALUATE SOLUTIONS

M&OFed

• ESTABLISH EXECUTIVE STEERING COMMITTEE AND WORKFORCE RECRUITMENT STRATEGY TEAM

• PROVIDE ACTION PLAN THAT IDNTIFIES PRODUCTS, RESPONSIBLE PARTIES, AND TIMELINES TO NA-1 BY THE END OF CALENDAR YEAR 2018

PRE-DECISIONAL/NOT FOR PUBLIC RELEASE

35

Next Steps

• STAND UP EXECUTIVE STEERING COMMITTEE AND STRATEGY TEAM – BY SEPTEMBER 21

• HOLD KICK-OFF MEETING WITH EXECUTIVE STEERING COMMITTEE, STRATEGY TEAM, AND HR REPRESENTATIVES AT EACH SITE – BY SEPTEMBER 28

• STRATEGY TEAM TO PRESENT RESULTS AND RECOMMENDATIONS TO EXECUTIVE STEERING COMMITTEE – BY OCTOBER 31

• EXECUTIVE STEERING COMMITTEE TO PROVIDE FEEDBACK – BY NOVEMBER 9

• EXECUTIVE STEERING COMMITTEE TO BRIEF M&O PARTNERS – BY NOVEMBER 16

• EXECUTIVE STEERING COMMITTEE TO BRIEF DASH-1S/DASH-2S – BY DECEMBER 7

• BRIEF NA-1 ON RESULTS AND RECOMMENDATIONS – BY DECEMBER 14

• BEGIN IMPLEMENTATION OF ADOPTED RECOMMENDATIONS – BY JANUARY 1

PRE-DECISIONAL/NOT FOR PUBLIC RELEASE

36

Timeline