ML23331A308

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FOIA-2023-000056 - Resp 1 - Final, Released Set
ML23331A308
Person / Time
Issue date: 11/14/2023
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NRC/OCIO
To:
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ML23331A319 List:
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FOIA-2023-000056
Download: ML23331A308 (125)
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GREAT ORGA_NIU IONS

I SBCRHome AboutSBCR Affirm.tive Empjoymeni &

Diversity Mzt Pr<>ilom Clvil Rii/",ts Pr~r.im O SrNJI Business Progr,m EEO Advisory Committees/Affinity & Re50urce Groups HR nfornution AfDM lnfonm1tion EOPolicy SBCR Sh,rePoint 0 C

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OUR MISSION VISION V

ABOUTAEOM V

AFFIRMATIVE EMPLOYMENT "MODEL EEO EMPLOYER" (M0-71~)

V DIVERSITY MANAGEMENT SPECIAL EMPHASIS PROGRAMS MINORITY SERVING INSTITUTIONS PROGRAM (MSIPVACTIVITIES V

GUIDANCE MATERIALS V

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10 Tips for Leaders to Support Workplace Diversity - Things To Do at Work Paolo Gaudiano and Ellen Hunt, Forbes February 27, 2017.

https://www.cio.com/article/3262704

1 O Tips for Leaders to Support Workplace Diversity -

Things To Do at Work Continued

Overarching Presentation Objectives Importance of D&I and Employee Participation At All Levels Ell X Disciplines Communicates Establishes Focuses thinking accurately indicators for effort (Keeps (The major (Lees everyone measuring progres.s organizations in goals will know what's (Shows how far step with each surface) irnpo~nt) along we are) other)

Agency Mission & Strategic Plan Strategic Goals 9 Objectijves, and Strategies

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~ity Mgt Progr.m CiVl1 Riih!S Protram O Sm.ill Business Pr0iJ".im EfOAdvisory Committees!Af'm;ty & Resource Groups HR lnformatioo AEOM lnform.tlon EOPolicy SBCR Sh.irePoint O Semi-Annual Subrm:bl ol the I OSP Reports s Fre<p.iently Asked Questions AEOMSTAFF V

OUR MISSION V

VISION ABOUTAEOM V

AFFIRMATIVE EMPLOYMENT "MODEL EEO EMPLOYER" (MD-715)

DIVERSITY MANAGEMENT SPECIAL EMPHASIS PROGRAMS MINORITY SERVING INSTITUTIONS PROGRAM (MSIP)/ACTIVITIES V

GUIDANCE MATERIALS LIBRARY

~U.S.NRC I I Diversity Change Strategy Ideas For Today And Tomorrow

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DISCUSSION POINTS If You Want To Improve Something, Measure It 0 i i r

f iii' Purpose, Outcome, and Process Purpose -Promote Managerial Thinking, Planning, Execution Outcome-Diverse Inclusive Workplace And Workforce Process - Examine Workforce Demographics, Conditions, And Shed Light On Relevant Factors

~U.S.NRC GOAL AND OBJECTIVE VISION AND LONG-TERM DIRECTION Agencywide Alignment With NRC's Strategic Plan Effective Implementation Of The IDSP Diverse Recruitment, More Innovation, and Increased Productivity Change In Workforce Demographics At All Levels

~U.S.NRC CURRENT SITUATION Diversity And Inclusion Should Be Visible At All Workforce Levels (See fresentation Materials Charts 1-15 for SBCR's Wor~forceAnalysis).

EEOC Requires Agencies To Review Operations For "Red Flags." Examples Include:

Women and minorities represent a small

~rcentage of GG 13-SES JX)Sitions.

Participation rates in management/mission-critical occupations below CLF.

Disparities noted in participation and separation rates.

Exit interviews reflect concerning comments.

EEO/other complaints made regarding non-promotion to GG13-SESJX)sitions.

~U.S.NRC CURRENT SITUATION MD-715 Triggers Related to NRC Voluntary Separations FY 2021 Exit Interview Survey responses from employees assigned to 17 NRC offices. OCHCO received 104 responses, 241 total comments were made, 62 comments identify the most importantfactorfor separation,37 identify the second most important factor for separation.

12 Dissatisfaction With Inaction

'y 4 Dissatisfaction With Incentives (Retention, Relocation, Awards) 16 Dissatisfaction With My Immediate Supervisors

, 7 Dissatisfaction With Organization GoalsNalues

, 5 Dissatisfaction With The Corrective Action Taken To Address Concern

, 8 Dissatisfaction With The Process (Timeliness, Confidentiality, Available Courses Of Action) 15 Favoritism

, 9 Fear Of Reprisal For Raising A Differing View

- 2 Dissatisfaction With Work Schedule Flexibilities

, 2 Dissatisfaction With Telework Opportunities 3 Dissatisfaction With Office Environment (Office Space, Safety, Etc.)

- 10 Inability To Influence Organizational Decisions 8 Lack Of Meaningful Work

,. 18 Lack Of Opportunity For Career Advancement

, 5 Lack Of Opportunity For Training And Development

, 7 Pay/Cost Of Living 10 Poor Communication 16 Poor Morale 19 Stressful Work Environment

, 1 Workload Too Heavy; And

,, 18 Work Not Valued/A reciated

rtU.S.NRC Em ployrnent Activity Process Not Tracked CURRENT SITUATION

  • !* FY 2021 SES SELECTIONS - MEASURABLE PERFORMANCE Diversity In Selections from Ma*, 2021 - Present I '

Percent Percent Percent I Percent Total Males Females M inorities of Tot.al of Total of Total of Total Conversions. into SES lD 35.71%

3 30.00%

7 70.00%

5 50.00%

Promotions to 42.. 86%

33.33%

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4 4

33.33%

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66.67%

2 33.33%

All Permanent Movei~ n Tod) g 100.<00%

13 46..43%

15 53.57%

1'.L 39.29%

t Diversity In Selections from Last Year's Succession Planning Perce*nt Percent Percent Percent Total of Total Males of Total Females of Total M inorit ies of Total Conversions. into SES g

29.03%

3 33.33%

6 66.67%

5 55.56%

Promotions to Higher !Responsibility 18 58.06%

12 66.67%

6 33.33'%

7 38.89'%

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12.90%

3 75.00%

1 25.00%

1 25.00%

All Permanent Moves 31 100.. 00%

18 58.06%

13 41.94%

13 41.94%

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HOW DID WE GET HERE?

In addition to examining whether there is diversity within the total workforce, Federal agencies are required to explore all levels of the workforce to determine if EEO groups have the same opportunities for career advancement.

Barriers that address the most significant milestones within an employee's careerpath are:

Glass Ceiling (SES Level)

Blocked Pipelines (Senior Grades)

Glass Walls (Mission-Critical Occupations)

~U.S.NRC BARRIERS TO CAREER ADVANCEMENT MD-715 requires agencies to take proactive steps to ensure EEO for all their employees and applicants by regularly evaluating employment practices to identify and eliminate barriers that hamper advancement of any racial or ethnic group in federal agencies.

Glass Ceiling (SES Level)

A glass ceiling exists when a particular EEO group cannot reach the executive level of leadership in an organization, despite their presence in positions that comprise the feeder pool for executive Blocked Pipelines (Senior Grades)

EEO groups may encounter obstacles in the grade levels prior to the executive level positions. This situation is referred to as the "blocked pipeline." A blocked pipeline occurs when people who are in upwardly mobile occupations fail to reach the senior grade levels within those occupations.

Glass Walls (Mission*

Critical Occupations)

Some EEO groups experience a glass wall because they are unable to obtain employment in the major occupations of the agency.

~U.S.NRC

~;=.=- wHAT ARE MAJOR CONTRIBUTING FACTORS?

In addition to examining whether there is diversity within the total workforce, Federal agencies are required to explore all levels of the workforce to determine if EEO groups have the same opportunities for career advancement.

Other contributing factors that impact employees' career development and advancement are:

Unavailability of Data TIit HJJ~8t ~ ~AALL Y ~tAk f Ol lHL~~L m, 8Ul LA ltl Y Tk!r'~t 8ttN UNAYAII.A8Lt,oa COIWH1.

No Career Advancement Ladder Limited Upward Mobility Focused Training/Development & Guidance

!~:~ WHAT ARE OTHER MAJOR CONTRIBUTING FACTORS?

In addition to examining whether there is diversity within the total workforce, Federal agencies are required to examine incentives to determine disparities/impact on retention of women and minorities.

MD-715 Retention Incentives Include:

Salary Distribution Time Off and Cash Awards, and QSls Telework and Remote Work Opportunities

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~U.S.NRC AVAILABLE OPTIONS With Federal workplaces/Federal workforce undergoing change and transition, it is more important than ever to improve diversity, equity, inclusion, accessibility, and employee engagement to maintain and retain a strong and dedicated civil service.

OPM's Center for Leadership Development OPM catalog of Agency sponsored leadership programs Other agencies offer management and leadership development courses for emerging and senior leaders (GS-12 to GS-15 levels)

Other agencies are employing strategic approaches to accelerate their employees upward move to SES by:

Helping GS 12 to GS-15 get the practice needed to demonstrate the leadersfiip capabilities required for ECQ Acquire SES job specific training to improve skills and capabilities SES CDPs to gain skills and QRB certification

rtU.S.NRC DISCUSSION QUESTIONS

1) Are there opportunities to advance to the SES level?
2) What is the immediate feeder pool for promotions to SES?
3) Does it include GG-14/GG-15 employees?
4) How much opportunity currently exists for the advancement of women and people of color?
5) Is there a mentoring program focused on upward mobility to SES level?
6) What are the retention and promotion obstacles confronting employees who bring diversity to the organization?
7) What are the challenges and what steps are necessary to address them?
8) What are the grade levels, or occupations in which the participation rates of the various EEO groups decline? What are the contributing factors?
9) What are the participation rates of EEO groups in each major occupation to their availability in the occupational Civilian Labor Force?
10) What disparities, if any, are revealed by an analysis of the applicant flow data for new hires and competitive promotions for those occupations?

~U.S.NRC l_,!uli~l!pBC-..

"""'"'""'""'"'i-OPEN DISCUSSION

rtU.S.NRC NEXT STEPS Summarize Discussion

, What has been agreed on?

>" What are the recommended strategies going forward?

What are the expected results if things go as proposed?

What to do next?

What are the action items?

When/How will we measure status/progress How do we report on progress/status?

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THANK YOU FOR THE OPPORTUNITY TO PRESENT

EMBRACING DIVERSITY AND MAKING INCLUSION WORK DEJA Recognition., New Behaviors., Diversity Ski/I-Building.,

Practices., Communications, and Empowerment

PURPOSE To share the Office of Small Business and Civil Right's (SBCR) perspectives, knowledge, insights, skills, and basic diversity concepts.

New SES staff are aware of how important inclusive diversity is to achieving NRC's business results and their responsibility to assure effective Diversity, Equity, Inclusion, and Accessibility (DEIA) and Equal Employment Opportunity(EEO) efforts at the office level.

SBCR will lead discussions related to:

Topic : Workplace DEIA Topic 2* SBC R's observations regarding equal opportunity matters and behaviors leading to discrimination complaints Topic 3: Participants' questions, concerns, and feedback

l Understand the need for DEIA at the office level Identify, build, and practice diversity skills Transition behaviors from "knowing to doing" Apply DEIA communications and change strategies to help employees achieve NRC's desired business results Avoid behaviors and attitudes that lead to discrimination complaints

Ice Breaker Exercise TOPIC 1:

DIVERSITY & INCLUSION 4

Office of Small Business and Civil Rights

s JourneyingToward Creating a Diverse and Inclusive Culture The demographics of today's workplace continues to change rapidly. Almost every organization looks different in terms of who's employed and the positions they hold. Managers must strive to balance cultural diversity and employee well-being with the productivity needed to meet the organization's mission and strategic goals.

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The 2018 Gallup report defines diversity as the full spectrum of human differences.

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Whereas Cultural Diversity is defined as people with distinctly different world views and a sense of self resulting from practicing the norms, laws, taboos, rituals, beliefs shared and experienced by members of a group.

~

The Gallup report asserts, "Inclusion refers to a cultural and environmental feeling of belonging. It can be assessed as the extent to which employees are valued, respected, accepted and encouraged to fully participate in the organization."

> The Gallup report contends recognizing that D&I are very different is the first step in the journey toward creating a uniquely diverse and inclusive workplace culture.

Office of Small Business and Civil Rights

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  • Determining the Need for Diversity and Ways to Create an Open Work Environment Income I.anguagr and C'..ommunicadon Skills The work environment plays a big role in determining whether an office can maximize the benefits of its diversi.

> An Open Environment for Diversity requires: 1) collaboration and support, and 2) encourages everyone to reach their full potential.

> The level of management's openness helps determine the level of the office's openness.

> Leaders (you) help create office culture.

~

Leaders lead by doing (example); how they behave sets the tone for the entire office.

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Leaders can't do it alone. To make diversity work, other employees must take responsibility for working towards common goals and shared Office of Small Business and Civil Rights

7 Working to Achieve a Critical Mass to Create the Desired Reaction The ideal office environment is one where everyone treats each other with respect, actively listens to each other, includes each other in conversations, and uses each others unique qualities to achieve the mission and shared vision.

~

If enough people in a diverse office do learn and use good communication skills1 the office will realize the potential benefits of diversity.

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When enough people model good behavior; enough people will feel they are valued, enough teamwork will improve, and enough conflict will be resolved in a beneficial manner and the office will be more productive.

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As people see the benefits of good communication, they will try to communicate in a similar manner.

Office of Small Business and Civil Rights

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Encouraging Leadership at Every Level When people feel respected and know their input will be appreciated and potentially used, they will take on leadership roles even if they are not in leadership positions.

Those in management can help their office by modeling, mentoring, and coaching to develop leadership at all levels and create an office that benefits from its diversity.

Office of Small Business and Civil Rights

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9 Understanding Diversity and Practicing Diversity Skills is an Ongoing learning Process Geia Ahoj Ho/a Hello Ciao Hoi Salut Servu.s Bok Hallo I

In order to model, mentor, and coach we need to continually work on our skills especially when these skills are practiced in a diverse workplace.

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Understanding diversity and realizing its benefits.

> Keys to benefiting from diversity are self-awareness and understanding people's differences.

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If there are people differences, Leaders must be prepared for the unexpected, ready to anticipate the new twist, and watch out for the potential of misunderstanding.

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Take responsibility for not assuming that what is not immediately known is not knowable.

> Be sure that you understand communication, how to take a leadership role, and know how to help others do the same.

Office of Small Business and Civil Rights

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10 ldentifying7 Tools Leaders Need in a Diverse Office Workplace y

Diversity

  1. ]l Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

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Self-awareness Skills:

Understand your own background Become more conscious of your values

  • Recognize and challenge the perceptions, assumptions, and biases that affect your thinking Recognize your areas of insecurity and how they may affect your communication and leadership styles Ask for feedback on how clearly you communicate
  • Ask other questions about yourself and listen to the answers; perceived situations (e.g., roll the D.I.E)
  • Continually work on your self-awareness.

EXERCISE: ROLL THE D.J.E. TOOL Time: 5 min.

Office of Small Business and Civil Rights

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Diversity Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

> Listening:

  • Frequently check the accuracy of your perceptions Use paraphrasing and summarizing Work on reducing obstacles to effective listening
  • Listen to learn about others.

Office of Small Business and Civil Rights

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Diversity atte Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

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Empathy:

  • Actively attempt to see things from another person's point of view
  • Think about times you have been a member of a nondominant group, and how you felt
  • Respect and appreciate differences in communication style, background, and values.

Office of Small Business and Civil Rights

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  1. 4 Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

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Nonverbal Communication:

  • Remember that gestures and other body language, preferences for distance, and conceptions of time vary among cultural groups Watch for indications that someone is confused or embarrassed
  • Be sure you understand the nonverbal communication before you respond.

13 Office of Small Business and Civil Rights

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  1. 5 Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

> Understanding Different Communication Styles:

  • Understand the general nature of different styles of communications
  • Learn all you can about the different culture groups in the office workplace and their communication styles
  • Learn about your own and other groups experience, history, culture, and communication style Office of Small Business and Civil Rights

15 Seven Tools Leaders Need in a Diverse Office Workplace y

Diversity Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

~ Effective Communication Skills:

  • Be open-minded
  • Listen proactively
  • Communicate empathy Use inclusive language
  • Speak with a sense of equality Be supportive
  • Exhibit confidence
  • Be other-oriented
  • Be flexible Office of Small Business and Civil Rights
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Diversity Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

(> Leadership Skills:

Take responsibility

  • Empower others to take leadership roles
  • Tell employee relatable stories to build a shared understanding
  • Build skills in delivering constructive criticism
  • Develop problem-solving skills, conflict management skills, and mediation skills
  • Understand and use rhetoric to promote branding Office of Small Business and Civil Rights

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Diversity Managers need to understand diversity skills well enough to conduct a self-assessment, to spot people who need help, to understand what they are missing, be able to help them with their deficiencies, and teach and motivate others to embrace diversity and make inclusion work.

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Leadership Skills: Resolving Conflict

  • A leader needs to understand conflict and get as much benefit as possible from it while helping people work together.
  • The first step in conflict resolution is understanding the communication styles people use during conflict situations. Some conflict styles are, as follows:
  • The Turtle - avoid, withdraw
  • The Teddy Bear -

accommodating, soothing

  • The Fox-clever, manipulating, and promotes self interest
  • The Shark - competition, forcing
  • The Owl - collaboration, problem solving Office of Small Business and Civil Rights

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18 TOPIC 2:

SBCR'S OBSERVATIONS REGARDING EQUAL OPPORTUNITY MATTERS AND BEHAVIORS LEADING TO DISRIMINA TION COMPLAINTS Jerry McGuire Movie, 1996 Office of Small Business and Civil Rights

TOPIC 2:

Discussions concerning observations and issues raised related to:

Recruitment outreach, equity issues, hiring/selection processes, data collections, recordkeeping, etc.

Employee retention (e.g., opportunities, incentives, separations)

Education investment training, development, and placement initiatives Behaviors and attitudes potentially impacting the filing of discrimination complaints Provide LEP translation services for NRC programs and activities 11 Grant and contract opportunities with the NRC DIVERSITY *m INCLUSION JUSTICE ofpeople1 lnpoky,p,dce viapower,voice&

withequalrii!ts&

perspectives lpoilian orpmtionalmtin equitable opport111ities 19 Office of Small Business and Civil Rights

TOPIC 3:

PARTICIPANT QUESTIONS & FEEDBACK 20 Office of Small Business and Civil Rights

TOPIC 3:

Discussions based on participant questions, concerns, and feedback:

21 DIVERSITY of people, perspect ives EQUITY in poHcy, practice

&position INCLUSION via power, voice &

organizational culture Office of Small Business and Civil Rights JUSTICE with equal rights &

equitable opportunities

Embracing Diversity and Making it Work

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NRC Partnership Opportunities, Programs, and Support Systems Our Mission To license and regulate the nation's civilian use of byproduct, source and special nuclear materials to ensure adequate protection of public health and safety, promote the common defense and security, and protect the environment.

NATIONAL HISTORICALLV SLACK COUEGES AND UNJVERSITIES WEEK CO NFEREN CE

NRC Partnership Opportunities, Programs, and Support Systems The Minority Serving Institutions Program

  • !* MSIP/HBCU Partnership Program
  • Restart of the MSIGP ($1M)
  • !* NRC FY2021-2022 HBCU Competitiveness Strategic Framework Plan
  • !* FY 2022 HBCU Plan
  • !* MSIP staff recognized as NRC's liaison
  • !* Member of each White House Initiative Offices' lnteragency Working Groups NATIONAL HISTORICA.LLV BLACK COlLEGES AND UNJVERSITIES WEE K CO NFEREN CE

NRC Partnership Opportunities, Programs, and Support Systems NRC Programs That Might be of Interest

  • !* Temporary Student Internship Program
  • !* Nuclear Regulator Apprenticeship Network (NRAN)

Program

  • !* Student Cooperative Education Program
  • !* Honor Law Graduate Program
  • !* Law Clerks Training/Hiring Programs
  • !* Resident Inspector Development Program
  • !* Direct Hire Authority Program
  • !* Grants Program
  • !* Contracts Program NATIONAL HISTORICALLV SLACK COUEGES AND UNJVERSITIES WEEK CO NFEREN CE

NRC Partnership Opportunities, Programs, and Support Systems H1STORICALLY 61.ACI( COUEGES AND lJMIVERSrTIES WEEK CONFERENCE NRC Small Business Goaling and HBCU Requirements Our Current Efforts Include:

  • !* HBCU contracting support program launched
  • !* Participates in NIH's HBCU C-CAP program
  • !* Works with businesses that have HBCU MOUs
  • Symposit LLC - Subcontractor on BPA Est. $679M Value &

lmmersive Concepts, LLC - Prime Contractor on 3 NRC multimillion-dollar contracts Conducts outreach events

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  • !* Provides SB counseling sessions & res~urces
  • !* Issues competitions that offer partnering opportumt1es Click Hyperlinks for Information Human Performance Experimentation using Simulated Nuclear Power Plant Control Rooms Characterizing Nuclear Cyber Security Using Artificial Intelligence/Machine Learning Boiling Water Reactor Maintenance Training Overview Course

NRC Partnership Opportunities, Programs, and Support Systems Promoting Small Business Goaling and HBCU Requirements Resources Online:

  • !* Search for Federal Contracting Opportunities https://sam.gov /content/home

NRC Partnership Opportunities, Programs, and Support Systems Q&A and Closing Remarks t<egion JV IJ IX Region Ill Reg.

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NATIONAL HISTORICALLV SLACK COUEGES AND UNJVERSITIES WEEK CON FERENCE Interested in Doing Business Office of Small Business and Civil Rights Minority Serving Institutions Program Tuwanda M. Smith, Esq., Manager Tuwanda.Smith@nrc.gov (301) 415-7394 Office of Small Business and Civil Rights Small Business Program Anthony ("Tony") Briggs, Esq., Manager smallbusiness@nrc.gov (800) 903-SBCR (7227)

(301) 415-7381

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Agenda

  • University Program Background
  • Consortia Model
  • Program Goals and Outcomes
  • Current Participants
  • Existing and Forthcoming Opportunities NATIONAL HISTORICALLY SU.CK COlLEGES AND UNJVERSITIES WEEK CO NFEREN CE Na!Da~Ss:ultMlritabl INNIIIJPlaglnlllAal(i

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NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Program Implementation

  • Each consortium, consisting of "'10 universities in collaboration with DOE/NNSA National Laboratories1 is awarded $2SM over 5 years and is re-competed every 5 years
  • Program authorized and first funded by Congress in 2009 and first consortia established in 2011
  • Currently support three consortia and expanding to a fourth consortium focused on nuclear forensics NATIONAL HISTORICA.LLV SLACK COUEGES AND UNNERSITIES WEEK CONFERENCE
  • Bridges the academic and national laboratory knowledge bases
  • Supports a "pipeline" of talent for the next generation of national security technical experts
  • Builds broader support for nonproliferation funding 8

Nuclear Science and Security Consortium (Lead - UC Berkeley)

Consortium for Monitoring Technology and Verification (Lead - U of Michigan)

Consortium for Enabling

"' I r

,1u&INMJ\\'Ar1os Technologies and Innovation (Lead - Georgia Tech)

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview University Program Goals

1) Support a "pipeline" of talent for the next generation of national security technical experts Transition students to the National Labs, private industry, or other government agencies which contribute to nuclear science and engineering
2) Bridge the academic and National Lab knowledge bases Exchange of the most current research, technology, and techniques between basic and applied communities Peer reviewed work across the R&D spectrum
3) Increase collaboration for nonproliferation R&D Universities are the critical mechanism for truly unclassified collaborative efforts NATIONAL HISTORICALLY SLACK COUEGES AND UNJVEASITIES WEEK CONFERENCE

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Nuclear Science and Security Consortium (2021-2026)

Lawrence Livermore National Laboratory University of Califomia-1 (

University of California-Davis National Laboratories National Laboratory Texas A&M University University of Illinois, Urbana-Champaign George Washington University North Carolina State University University of Tennessee-Knoxville NATIONAL HISTORICALLY SLACI< COUEGES AND UNIVERSITIES WEEK CO NFERENCE Focus Thrusts Nuclear & particle physics Radiochemistry & forensics Nuclear engineering Radiation detection Nuclear data Modeling& simulation Nuclear security policy Education

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Consortium for Monitoring, Technology, & Verification(2019-2024)

Nevada National Security Sit Lawrence Livermore National Laboratory f,)f Univerntyo Ca Ii fornia-Berkeley Lawrence Berkeley National Laboratory Sandia National Laboratories Pacific Northwest National Laboratory Ida ho National National La boratoryUnive rsityof

.o New Mexico

~

UniversityofHawaii Universityof Wisconsin Argonne Nation Laboratory Brookhaven National Laboratory Universityof Michigan Y-12 NationalSecurityComplex Oak Ridge National Laboratory Pri nee ton University Virginia Polytechnic Institute &

State University Savannah River National Laboratory University of Tennessee-Knoxville Georgia Institute ofTechnology University of Florida NATIONAL HISTOIUCALLY SU.Cl( COUE'GES ANO UNIVERSTTIES WEEK CONFERENCE Focus Thrusts

  • Fundamentalsof nuclear and particle physics
  • Signals and source terms for nuclear nonproliferation
  • Nuclear explosion monitoring
  • Modeling and simulation
  • Nuclear Policy
  • Education and outreach

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Consortium for Enabling Technologies & Innovation (2019-2024)

Washington Pacific Northwest Nevada National Lawrence Livermore National Lawrence Berkeley National Laboratory Sandia National Los Alamos Laboratories National Laboratory Universityof Idaho National ColoradoSchoo1Wisconsin Laboratory of Mines Argonne Nation Laboratory Universityof oO '---

Texas-Austin "9-._____ Universityof Hawaii Texas A&M University

Brookhav, Nationa La borato1 as sachusetts Institute of Technology The Ohio State University Duke University Savannah River National Laboratory Claflin University Georgia Institute of Technology NATIONAL HBCU HISTOIUCALLY &LACI( COUEGES AND UNIVERSITIES WEEK CONFERENCE Focus Thrusts
  • Computer and engineering sciences for nonproliferation
  • Advanced manufacturing for nonproliferation
  • Novel instrumentation for nuclear fuel cycle monitoring

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview NATIONAL HBCU HISTOIUCALLY &LACI( COUEGES AND UNIVERSITIES WEEK CONFERENCE Current Support to Minority Serving Institutions Consortium for Monitoring, Technology, and Verification IMTV 2019

  • 2024)

University of Michigan !lead)

Columbia University Georgia Institute ofTechnology Massachusetts Institute ofTechnology Pennsylvania State University Princeton University Texas A&M University University of California, Berkeley University of Florida University of Hawaii IANNH)

University of New Mexico (HSI)

University ofTennessee, Knoxville University of Wisconsin, Madison Virginia Polytechnic Institute and State University Consortium for Enabling Technology & Innovation IETI 2019

  • 2024)

Georgia Institute ofTechnology Uead)

Claflin University (HBCU)

Colorado School of Mines Duke University Massachusetts Institute of Technology Spelman College (HBCU)

TexasA&M University The Ohio State University University of Hawaii IANNH)

University of Michigan University of North Carolina, Chapel Hill University ofTexas, Austin University of Wisconsin, Madison Washington State University Nuclear Science and Security Consortium INSSC-3 2022-2027)

University of california, Berkeley Uead)

Air Force Institute of Technology George Washington University Michigan State University North carolina State University Texas A&M University University of california, Davis IAANAPISI)

University of Illinois, Urbana-Champaign University of Nevada, Las Vegas IAANAPISI & HSI)

University of New Mexico IHSI)

University ofTennessee at Knoxville South carolina State University IHSBU) *

  • Student pipeline to NCSU Asian American and Native American Pacific lslander-Servinglnstitutions (AANAPISI l Alaskan Native-serving and Native Hawaiian-serving institutions (ANNH)

Hispanic-Serving Institutions (HSI l Historically Black Colleges and Universities (HCBU)

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Opportunities

  • Funding Opportunity for Nuclear Forensics
  • Recompeting two consortia next year
  • Engagement with current consortia leads
  • Doctoral Fellowships in Applied Antineutrino Physics
  • Summer schools, bootcamps, and online courses focused on Nuclear Science and Engineering for Non pro I if eration
  • Summer or year-long opportunities through the National Nuclear Security Administration Minority Serving Institutions Internship Program NATIONAL HISTORICALLY SU.CK COUEGES AND UNJVEASITIES WEEK CONFERENCE

NNSA Defense Nuclear Nonproliferation Research & Development University Program Overview Questions?

v* '... *. '*~

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

NRC's University Nuclear Leadership Program (UNLP}

History of the University Nuclear Leadership Program (UNLP)

  • !* Started in Fiscal Vear 2009 {FY 2009) as the Integrated University Program {IUP)
  • !* Formally renamed UNLP in FY 2020
  • !* $15 million {$1SM) annually
  • !* $16M annually since 2020
  • !* Program initially supported educational grants
  • !* Broadened in FV20 to support research projects relevant to agency mission NATIONAL H*STORIC4LLY SL.ICK COLLEGES AND UNIVERSITIES WEEK CON FE RENCE

UNLP Goals and Objectives

  • !* Provides R&D and educational grants to universities/institutions of higher education
  • !* Helps agency assess the future nuclear energy landscape and prepare for upcoming technical challenges
  • !* Focuses on university led projects to complement current and future research needs
  • !* NRC seeks to leverage universities 1 capabilities through R&D grants NATIONAL HISTORICA.LLV SUCK COUEGES AND UNJVERSITIES WEEK CONFERENCE

NATIONAL HISTORICALLV SU.Ck COUEGES AND UNJVERSITIES WEEK CONFERENCE UNLP Award Descriptions

  • !* Scholarships-3 year, $20,000 per student over the 3-year period of the grant, awarded to institution (up to $200,000)
  • !* Fellowships-4 year, $50,000 per student per year, awarded to institution (up to $400,000)
  • !* Trade schools/community colleges-2 year, $10,000 per student per year, awarded to institution (up to $150,000)
  • !* Distinguished Faculty Advancement* -4 year, up to $500,000 base award OR $600,000 provided $100,000 institution match

($600,000from NRC + $100,000from institution)

  • !* Research & Development-3 year, up to $500,000, awarded to institution
  • Previously known as Faculty Development Program
  • Only US universities are eligible for funding
  • All grants are fully funded

Award History

  • !* Since 2009, 598 educational grants totaling more than $192M awarded
  • 107 grants awarded to MSls 17 grants awarded to HBCUs Approximately $3M awarded to HBCUs
  • 166 faculty development grants, 146 scholarship grants, 173 fellowship grants, and 86 trade school and community college scholarship grants Supported more than 165 individual faculty members and 4,500 students located in 38 states and Puerto Rico
  • !* Since 2020, 26 research grants totaling more than $12.7M awarded 21 institutions in 18 states NATIONAL HISTORK'ALLY Sl.lCio. COUE'GES AND l.Nf\\JERSfl1H WEEK CON FEREN CE Awarded 4 grants to MSls, $1.8M Abstracts of all awards can be found at:

https://www.nrc.gov/about-nrc/grants/awards/index.html

R&D Grant Outcomes

  • !* NRC completed its second year of R&D grants. The number of responses for mission R&D grants has been overwhelming, more than 235 proposals submitted in FYs 20 & 21.
  • !* Twenty-six projects funded, totaling more than $12M
  • !* Areas advertised in the announcement for R&D projects Nuclear cyber security Data Analytics and Intelligence Aging/Degradation of nuclear plant systems Characterization of fresh and spent nuclear fuel for nuclear power plants Safety analyses for reactor design and fuel cycle technologies NATIONAL HISTORICALLY 61.ACI( COUEGES AND UNJVEASITIES WEEK CONFERENCE

Upcoming Opportunities with UNLP

  • !* FY 2022 Notice of Funding Opportunity (NOFO) for educational grants was issued in August 2022 NOFO Closes ("'October 2022)

Panel Evaluation (November/December 2022)

Award Selections ("'January 2023)

Award Announcements ("'April 2023)

  • !* FY 2023 NOFO for Research Grants to be issued in

"'February 2023 The NOFO provides incentives for partnerships with one or more Minority Serving Institutions (MSls).

Not yet ready to apply?

Get involved with the evaluations as a proposal reviewer! We need your support!

NATIONAL HISTORICALLY SU.Ck COUEGES AND UNJVERSITIES WEEK CON FE RENCE

.. /

~

GRANTS.GOVSM r1ND, APPLY, SUCC

  • 0,

NRC's University Nuclear Leadership Program (UNLP}

NRC Student Service Agreement

  • !* Service agreement only applies to scholarships and fellowships
  • !* Maintain satisfactory academic progress
  • !* Serve six months in nuclear-related employment for each year of grant support Employment may be with NRC or other Federal agency, State agencies, national laboratories, nuclear industry, academia
  • !* NRC may non-competitively select grant recipients for job opportunities NATIONAL HISTORK'ALLV SL.\\CIC COUE'GES AND UNIVERSITIES WEEK CON FERENCE

NRC's University Nuclear Leadership Program (UNLP)

Award History

  • !* Since 2009, awarded 598 educational grants totaling more than $192M
  • 107 grants awarded to MSls 17 grants awarded to HBC Us Approximately $3M awarded to HBCUs
  • 166 faculty development grants, 146 scholarship grants, 173 fellowship grants, and 86 trade school and community college scholarship grants
  • Supported more than 165 individual faculty members and 4,500 students located in 38 states and Puerto Rico
  • !* Since 2020, awarded 26 research grants totaling more than $12. 7M
  • 21 institutions in 18 states Awarded 4 grants to MSls, $1.SM
  • !* Abstracts of all awards can be found at:

https://www.nrc.gov/about-nrc/grants/awards/index.html NATIONAL HISTORK'ALLY Sl.lCio. COUE'GES AND l.Nf\\JERSfl1H WEEK CON FEREN CE

NATIONAL NRC's University Nuclear Leadership Program (UNLP}

H1STOIUCA.LLY &LACI( COUEGES ANO UNIVERSITIES WEEK CONFERENCE Program Contacts

  • !* Nancy Hebron-Isreal-Program Manager/Sr. Grants Admin.

Specialist

  • Email: nancy.hebron-isreal@nrc.gov
  • Phone: (301) 415-6996
  • !* Sarah Shaffer-Sr. Grants Adm in. Specialist
  • Email: sarah.shaffer@nrc.gov
  • Phone: (301) 415-2031
  • !* Ashley Willen - Grants Program Analyst
  • Email: ashley.willen@nrc.gov
  • Phone: (301) 415-3327

NATIONAL HISTORICALLY BLACK COLLEGES AND UNIVERSITIES WEEK CONFERENCE

Office of Nuclear Energy-University Nuclear Leadership Program Overview

  • Established in 2009 through the Omnibus Appropriations Act
  • Joint effort with the Department of Energy {DOE), the Nuclear Regulatory Commission (NRC), and the National Nuclear Security Administration (NNSA) to provide support for university research and development, faculty, and students in areas critical to maintaining the discipline of nuclear science and engineering
  • Each agency independently manages its own portion of the program NATIONAL HISTORICA.LLV SLACK COUEGES AND UNNERSITIES WEEK CONFERENCE

NE UNLP Objectives

  • Attract the brightest students to nuclear energy professions by providing undergraduate scholarships and graduate fellowships to students pursuing a nuclear energy-related degree
  • Enhance the research and development capabilities of U.S. universities
  • Build the next generation NE workforce, fulfilling the

'~.-.:

national demand for highly trained scientists and engineers to work in NS&E areas NATIONAL BCU 0

IE WEEK CONFERE NCE

NATIONAL Office of Nuclear Energy-University Nuclear Leadership Program HBCU H*STORM:A.LLY &LACI( COUEGES ANO UNfVEFJSfTIES WE EK CO NFE REN CE NE UNLP Funding Opportunities Scholarship and Fellowship Requests for Applications (RFAs)

  • Undergraduate and graduate students from two and four-year Institutions of Higher Education (IHEs) pursuing a discipline related to nuclear energy
  • Opportunities are promoted through a mailing list and website posting, as well as at various conferences and university visits
  • Up to 70 scholarships and 30 fellowships depending on funding level ("'$6M)
  • Next round of RFAs anticipated for September 2022 release University Funding Opportunity Announcement (FOA)
  • For universities and colleges to establish their ability to accept student scholarship and fellowship funds through UNLP and manage the award on behalf of NE

Office of Nuclear Energy-University Nuclear Leadership Program Four-year College/University Program Award Amounts:

  • Scholarship -$10,000 one-year award
  • Fellowship -$169,000 NATIONAL HBCU HISTORICALLV SU.Ck COUEGES AND UNJVERSITIES WEEK CONFERENCE RFA General Requirements:

University Nuclear Leadership Program

  • U.S. citizen or legal permanent resident
  • Beyond first year in college (scholarships only)
  • Enrolled in a UNLP-approved college or university determined by the FOA application
  • Minimum 3.25 undergraduate GPA; 3.5 GPA graduate GPA (fellowships)
  • Minimum 3.0 GPA (scholarships)

Required Documents Fellowships:

  • Personal Career Goals Essay
  • Proposed Graduate Research Essay
  • Leadership Summary
  • Three Letters of Reference
  • Academic Transcripts Scholarships:
  • Personal Career Goals Essay
  • Three Letters of Reference (Four-year Schools)
  • Two Letters of Reference (Trade Schools/Community Colleges)
  • Academic Transcripts

NATIONAL Office of Nuclear Energy-University Nuclear Leadership Program HBCU H*STORM:A.LLY &LA.Ck COUEGES ANO UNfVERSfTIES WEEK CON FE RENCE Fellowships: Internships and Required Reporting Internship

  • Fellows are required to participate in a 10-week minimum internship at DOE, a DOE national laboratory, or a facility designated and approved by NE.
  • An additional $7,000 allowance is provided to offset the costs of travel and housing.
  • Students work with their advisors to identify an appropriate internship.
  • Fellowship submit a report at the end of their internship.

Reporting

  • Fellows submit an annual report at the end of each academic year, as well as a final report at the conclusion of their award.

Reports include accomplishments for the year, plans for the following year, and a list of presentations/papers/patents.

Concluding fellows also provide annual updates on career progress for up to 5 years after their award ends.

ISU

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Puerto Rico

University Nuclear Leadership Program (UNLP) Resources formerly /UP Students Scholarship and Fellowship opportunities will open again in Fall 2022.

Students Is yru umverstty 1JtllP-ApprO'le<r1 If not, talk to your a<MSOI and haw them apply to the IUP FDA above FY21 Scholamnp and fellowship Rec1pientJ -lnstrtubon1 Universities Universites appfy to the FOA to prol'lde suppo<t IOI sludents IUP FOA-DE-0002265 (open continuousfy 2021-2022)

, UlllP FDA Document

, Unll'ers,ties sibrlt apphcabons here

, Current UNLP-Approved UMffl4bes

, 'wldeo on how to beome an UNLP-Approved lnstitu!Jon UNLP Program Resources (fonnerly IUP)

, UnlVeBlty Nueiear Leadershll) Program (UtllP) P05ter

, Schotanll,p and feW owsl11p 8gib~ty Poster Upcoming Events University of Puerto Rico, Mayaguez UNLP Presentation OOE's UNLP Scholarship and Fellowship program will be presented to students and faculty at the University of Puerto Rico, Mayaguez A Q&A sessi...

2022 ANS Winter Meeting and Technology Expo NEUP will have a display booth, student sessions, and more at the 2022 Winter ANS Conference in Phoenix, AZ Stop by and say hello and learn ab.

DELOITTE SERVICES CIVIL SECTOR "ALL HANDS" MEETING Panelist MARCH 11, 2022

~US.NRC OPENING REMARKS "MAKING OUR BUSINESS YOUR BUSINESS" Presenter: Tuwanda M. Smith, Esq., CDP/CDT, Manager, Affirmative Employment and Diversity Management (AEDM) and The Minority Serving Institution Program/HBCU Program Tuwanda.Smith@nrc.gov 301-415-7394 Office of Small Business and Civil Rights Panel Discussion - Deloiitte Services Civil Sector "All Hands" Meeting Held on 0311112022

~US.NRC ABOUT THE NRC OUR MISSION To license and regulate the nations civilian use of byproduct, source and special nuclear materials to ensure adequate protection of public health and sat ety, promote the common defense and security, and protect the environment.

Panel Discussion

  • Deloiitte Services Civil Sector "All Hands" Meeting Held on 0311112022

~US.NRC How Can Industry Better Support Civil Government Agencies?

I GENERAL BEST PRACTICES 1 I 1

  • Building rapport w/authorized POC 1; 1
  • Understanding agency characteristics

~

  • Identifying agency needs and challenges
  • Leveraging industry expertise
  • Networking across sectors
  • Establishing viable PARTNERSHIPS Panel Discussion* Deloiitte Services Civil Sector "All Hands" Meeting Held on 03111 12022

~US.NRC NRC PROGRAMS AND OPPORTUNITIES FOR COLLABORATION WITH INDUSTRY Programs That Might Be Of Interest:

  • Temporary Student Internship Program
  • Nuclear Regulator Apprenticeship Network (N RAN) Program
  • Student Cooperative Education Program
  • Honor Law Graduate Program
  • Law Clerks Training/Hiring Programs
  • Resident Inspector Development Program
  • Direct Hire Authority Program
  • Grants Program
  • Contracts Program Panel Discussion
  • Deloiitte Services Civil Sector "All Hands" Meeting Held on 0311112022

1US.NRC

~~==-TRAINING AND PLACEMENT PROGRAMS The NRC has recruitment programs that focus on current college students and recent graduates to build its talent pipeline.

Summer Temporary Student Internship Program

  • Nuclear Regulator Apprenticeship Network (NRAN) FAQs:

https://www.nrc.gov/about-nrc/ employment/n ran-f aq. html Student Cooperative Education Program The program establishes student co-op appointments initially as 13-month terms rather than as permanent appointments, with flexibility to extend in appropriate increments (typically one year or less), for up to 120 days after the student's expected graduation.

Panel Discussion - Deloiitte Services Civil Sector All Hands" Meeting Held on 0311112022

ROG-A

  • FY 2022 R&D NOFO 31310022K0001 on Grants.gov.

Proposal response period ends April 5th.

https://www.grants.gov/web/grants/search-grants.htm1?keywords=31310022K0001 Evaluation criterion to incentivize minority partnerships

  • R&D program budget $6M
  • Up to 12 Grants will be awarded
  • Funds may be requested up to $SOOK for 3-yr.

project

  • FY 2022 UNLP NOFO for Scholarships, Fellowships, Trade School and Community Scholarships and Faculty Development will be issued in July 2022 timeframe.
  • UNLP program budget $6M
  • Scholarship funds up to $200K, 2Yr. program
  • Fellowship funds up to $400K, 4Yr. program
  • Faculty Development funds up to $450K, 3Yr.

program

  • Trade School and Community College funds up to

$150K, 2Yr. program lcn C vii StctOf All Manda" Mtollna ltlld on 03, 1 t i022 8

U.S.NRC l'* t~ \\u,o ~.-Int ~,~ulf, t,.I'!

"""'""'¥*"',i,,r,.,;,.,,,.,,,, PROMOTING AND Click Hyperlinks for Information Human Performance Experimentation using Simulated Nuclear Power Plant Control Rooms Characterizing Nuclear Cyber Security Using.,

Artificial Intelligence/Machine Learning Boiling Water Reactor Maintenance Training Overview Course Panel Dlacusslon

  • Oeki SMALL BUSINESS GOALING HBCU REQUIREMENTS NRC's HBCU contracting support program was recently launched Our Current Efforts include:
  • Participating in NIH's HBCU C-CAP program
  • Working with businesses that have HBCU MOUs Symposit LLC - Subcontractor on BPA Est. $679M Value lmmersive Concepts, LLC - Prime Contractor on Three NRC multimillion-dollar contracts
  • ,~ *Providing SB counseling session and resources It.,~
  • Issuing competitions that may offer partnering opportunities ervices Civil Sector "All Hands" Meeting Held on 03/1112022 9

U.S.NRC CLOSING REMARKS Thanks for the opportunity to present NRC's partnership opportunities!

Panel Discussion

  • Deloiitte Services Civil Sector "All Hands Meeting Held on 0311112022

IL T Enrollment Report DATE{TIME TITLE SESSION ID LOCATION COMPLETED 7/26/2022 8: 15 EEO and Diversity Training for EEO and Diversity - 07/26/2022 -

Virtual Classroom 74 Managers and Supervisors 07/27/2022 ITr;,in i nn 8/16/2022 8: 15 EEO and Diversity Training for EEO and Diversity - 08/16/2022 -

Virtual Classroom 59 Managers and Supervisors 08/17/2022 ITr;,ininn 11/1/2022 8:00 Fostering a Diverse and Inclusive Workplace (Virtual) -

Virtual Training 22 ITnrl,,c jvp \\A/nrlml~ro 1111nJ - 11,.,nJ 11/1/2022 8: 15 EEO and Diversity Training for EEO and Diversity - 11/1/2022 -

Virtual Classroom 91 Managers and Supervisors 11/2/2022 ITr;,in i nn Report Criteria :

Date Criteria :

1/1/2022 - 1/23/ 2023 Facility :

All Vendor:

All Instructor :

All Event:

All Locator Number :

All Report Date :

1/ 23/2023

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