ML25143A108
| ML25143A108 | |
| Person / Time | |
|---|---|
| Issue date: | 02/21/2025 |
| From: | NRC/OCIO |
| To: | |
| References | |
| FOIA-2025-000420 | |
| Download: ML25143A108 (1) | |
Text
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-9QVQmm6n/-def-ll!@~ngJ_
, and Ex9Ci;We Order 14168 ~ng WQl'T'lfJn From Gender ldeoiogy_
E)(tremism iir)d Rf}!>I0ring~lcal Truth to th(t Fe@@/ Govemm~nt (hHps/Jwww.f@rt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9end~r-/d§O/Qgy::(txtremi~m-t:111d-r(!St¢ri!!(J=12kl!!lgi<;BHfUth-l¢:fh,f!-fer'tJIJ Jn the interim, any previoi;sly i$$u9d divetSJly, e<,i;lty, indu.sion, Ot gendet-related guidance on this webpage should be consN:larsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
Affirmative Employment and Diversity Management O<I thlspage.
Introduction (#intro)
Affirmative Employment and Oivers.ily Management Program [#edmp)
EEOC Management Oirective (MD) 715 Report (Modef EEO Program)
(#md715J Disabitity Affirmative Aclion Pian [#daap}
Minority.Serving Institutions Program (MSIP) l#msip]
lnclustve Diversity Strategic Pian [#ldspJ Disabltily Program Stratoglc Protect Plan [#dpspp}
Introduction The NRC Cfeates and maintains a worl< environment to ma)(imi:ze the potential of an employees. Al tile NRC, we encourage trust, respect, and open communication to foster and promote an inclusive work environment. Our goal is lo build a diverse work force that is valued. apprecialed alld committed to enhancing regulatory excellence Come join our agency team and experience a rewarding and challenging career.
NRC's approxlmalely 2,880 empk)yees are localed at our Headquarters complex in Rockvme, Mar)'land, and in rour regional offices in Penns:,tvanla Georgia.
Ulln01s, and Texas. Our workforce represents diversity in gender, ethnlc:ity, educatkm, occup.alk>o, and age.
The agency's workforce is 40% female and 60% male. Workforce under the age of 40 is 22% and workforce over the age of 50 is 57%. Ethnic and racial demog,aphlcs are African-Amerlcans-15%: Asian Pacific Ametlcans-10%;
Hlspanlcs-7%: Native Americans-less than 1%: Two or more racas-1ess than 1%; and Whites-63%.
Affirmative Employment and Diversity Management Program The Office of Small Business and Civil Rights administers NRC's Affirmative Employment alld Dwersity Management (AEDM) Program, which helps the Agency pursue actioos to eradicate employment discrimination and eliminate prejudice and create an environment where NRC empfoyees a,e,..alued, respected. and free to develop and perform to their fullest potential. AEDM
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and sustain diversity in the Agency's workforoe and k!-ads In tne efforts to integrate lts EEOC Management D1rectJve 715 ReportJng. DisabllltyAff!rmaUve Action Plan, the M1notrty-Servin9 lnslituttons (MSls) F>rogram. and lhe Olsability Program Strategic Project Plan.
EEOC Management Directive (MD) 715 Report (Model EEO Program)
All Fadetal agencies are required to maintain continuing affirmative programs to provide oqual emplo)'ment opportunit!,' (EEO) on tho basis of merit and fitness and ens.um that EEO is an lnlegral part of every aspect of personnel pollcy and practice In the employment, development, advancement, and treatment of ciV1han employees in the Federal Government. Federal agencies are also required to submit an annual ManagAmMI Directive (~)~Q2d
[fdocslML24 l 5lML24156A169 J;idf].
to EEOC, which include, among other things, measurab1e performance resulls, status of activities undertaken in each Agency administered EEO program, Agency-wide self-assessment(s),
deficiencies in operational programs al'ld activities ttiat prevent Cfle Agency from reaching the statutory mandate ot being a model wor1tplace free from unlawful discrimWlation, prejudice, and corrective action plans.
Disability Affirmative Action Plan Pursuant to Section 501 of the Rehabilitatioo Aci of 1973 (29 U,S,C, § 791(b)),
all covered agencies must submit an Affirmative Act;on Plan for the recruitmenl.
hiong, placement, advancement. and retention of persoos with disabilities for EEOC's review and approval. consistent with 29 C.F.R t614.203(e). This ~an is upda1ed on an annual basis. Click on the U.S. Nuclear Regulatocy-Commissioo*s (NRCl AffirmativeActioo Plan f/docsJMI 24311MI 24319A220 ~ -
to access me agency's Oisablllty Afflrmabve Action Plan. wh11eh was approved by the EEOC.
Minority-Serving Institutions Program (MSIP)
The NRC's Histoncany Black CoOeges and Universities (HBCU) program. Tribal Col~es and Universities (TCU) program. and Hispamc Se!Wlg Institutions (HSI) was established in 2006. and is part of the agency's Minority Serving lnstitutlons Program (MSIP). The U.S. Asian Ameocan NaUi,,,e AmOOCan Pac.die lslanaer Serving lnstituuoos (AANAPISI) program was implementccJ In 2012.
The MSIP Is administered by NRC's Office of Small Suslnoss and CIVIi Rights.
The MSIP funds minority serving programs, actii,,,rties, PfOjects, symposiums and training for 1he exchange and transfer of knowt:edge and skills relevant to nuclear safety, security, environmenral protecOOO, Of any other fields the Commission deems crtticaJ to ils mission. MSIP provides assistance for minority serving pJograms and activities to include, but not limited to mentonng, leadership development, traimng, instruction. developmental Seaming, research and deveiopment. program evaluallon. and teehnJcal assistance. MSIP also provides assistance to lnelucJe direct fnstitutlonat subsK!tes. facihties and equipment acquJsrtlon. Internships. fellowsh1ps. scholarships. and tuition and housing assistance.
The goal of MSIP and NRC offices is to help achieve the Federal Government's Science, Technology, Engineering, and Mathematics (STEM) workforce development and dii,,,ersity inclusion initiatives. The MSIP's measurable objectives are to assist MSls in their efforts to 1) achieve academic excellence,
- 2) build capabillty, capacity and infrastructure. 3) develop human capital, 4) gain kOO\\vl&doge and skills needed to compete fot grants, cooperabVe agreements.
cootracts and resources, 5) part,opate in Federal ancl public programs. and 6) proouce a diverse skilled workforce.
The MSIP partners with MSls to achieve the cited goals and measurable objectives; The MSI Grams Program, which falls under the MSIP funds MSI projects and activities in ex.change for knowle<:lge and skill transfer; The Office of the Human Capital Officer Mministers the Nuclear Education Grant Program. Trade &:hool and Commu.nrty College Grant Awards Programs, the Faculty Development Grant Awards Program. and the Scholarship and Fellowship Grants Program. which provide funds for currlct.Mum <1evolopment and lraJning to enable new faculty to enhance lhetr careors and to lnc.roase the skll base m me nucloar field: and The Office or Nueiear Regulatory Rese.arcti proi,,,ides finaneral as&i$t.anoe lO conctuel research and development aclivib&S relate-d to the nueiear re9u1a1o,y riekJ.
P1ease see the following programs for additional information:
Tribal Colleges and Universities (TCU) (/about-orcJcivit..flghts.ldlvetsity-equit)'-lnduslon/tC1.J.htmQ H$torieally Blaek Colleges/\\Jr1iversili1;1s (HBCU) (fabOut-11rek:iV1l-dgh1$/div1;1rsity-equrty-inCfusion/hbcu.html)
HtSpanic Serving lnslitutes (HSls) [/about-nrcleiv1l-righls/div,er$ily-equlty-inclusionlhsi.html]
Asian American and Pacffic Islander Institutions (AANAPlSI) (fabout-nrc/civil-rightsJdive.rsity-equity-inclusion.leal)ii,hfmll Inclusive Diversity Strategic Plan
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quaflfled talent ln tooay's Job market. It ~so helps us maintain our focus on proactive pursuit of a healthy organizational culture in winch employees feet a
- !iense or belonging aM accomplish the NRC's m1ss,on In a high-tf'\\Jst environment.
It is the policy of the NRC to foster equal opportunity for all employees and to promote principfes of diversity management that will enhance the level of effectiveness and efficiency of ils programs. The concept of diversity managomont Is a strategac bus,ness ob)&Ctlve that seeks to lncreaso o,ganlzationat capacaty 1n a wotkpCace where th9 contributions of all employ88s ate recogntz.ed and valued. NRC's goal Is to bulkl a hlgh-perfornung, dlvefse workfore0 based on mutual acceptance and trust. It Is also NRC's policy to 5e,Ject the Mst-qualrfied applicant ror the jOb. re911rdless of race. C<>Jor, religion, 5e,x (lneh.Jd1ng sexuat Ori&ntal.ion, gencs&r identity and exptesstOns, and pregnancy), national o,ig,n, age, disability, manta1 status, pa,ental status.
political affiliation, mililary service. and genetic infomiation. membership man employee organization. retaliation, Of other non-merit factor The NRC's EX 2021 *2026 lnduslve PlVllCSilY~&.flall..(l.C.SeJ lldocs/ML2102/ML21027A103 pdfL is a six-year plan to help us achlove our busJnoss and people goals. The IDSP IS the centerploce of lhe NRC's diversity and IOClusion inrtiative. The rDSP p,ovieles agency direction and organi:zational commitment to foster a cUllure thal enoourages wor'kplace di1Jersity and Inclusion_ n proviCles a $Olid foundation for fvlty integrating divefS.ily and ln<:lusion into the NRC's miSStOO and s1ra1egic decision-making and for developing strategies aOO initiatives at an agency levets. The NRC considers the IOSP as a bluepfint lhat finks engagemenl of our emptoyees and trans(ormation of our organization to our safety and security objectives The NRC recognizes that a d111erse wort.force contribute-s directly to the acn1e11ement or NRC's mission by Drlnglt'lg a wide vanety of perspec11ves and app,oaches 10 our WOtk. An Ideal workforce Is.an inclusive workforce. supported Dy an.agency that draws on the creativity and innovation prOduced by emplQyees with diverse backgrounds. perspectives. experiences. approaehes, and lhoughts. By considering diversity and indusion in recruitment, hifing, promotion, advancement. and other selecUon activi5es, as well as developmental end training opportunities and iflter-ageocy wo~ing groups, we posilion our workforce to effeclively address the greatest challenges we race, Wotkforce dlverSJty ks often link9CI to strongec orgamzallooal petformance.
increased lnnovatton, and rngh productJvity. The IOSP win guide ttie NRC as il oomp.:iles for qua11t'led tal8f'II in today's,ob market. It will afSo help us maintain our focus on proactive pur$u1t of a tteallhy or9t1ni:tab0!\\al (:t.Jlture In which emplOyees reel a sense of belonging and ae<<>mplish the NRC's m,sSiOn in a high-trust environment. We also strive to ensure that the NRC is reg13rded as an agency that provides eQual employment opportunity aOO serves as an employer of choice for a diverse world"orce.
Disability Program Strategic Project Plan On July 2010, Executive Order 13548 was signed which required Federal agenc'8s to improve their efforts to empfoy individuals with disabillties through increased recruitment, hiring, and retention of individuals with disabilities. For more information, please see the U.S. Nuclear Regulatory Commls~on's (NRC)
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-9QVQmm6n/-def-ll!@~ngJ_
, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender ldeoiogy_
E)(tremism iir)d Restoring~lcal Truth to th(t Fe@@/ Govemmtmt (hHps/Jwww.f@rt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9end9r-/d§O/Qgy::(txlremi~m-and-r(!St¢ri!!(J=12kl!!lgi<;BHfUlh-l¢:fhf#*l6r'alJ Jn the interim, any previoi;sty i$$u9d divetSJly, e<,i;lty, indu.sion, Ot gender-related guidance on this webpage should be consN:larsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
Honor Law Graduate Program The application period for the 2025 Honor Law Graduate Program is open from June 10 - July 10, 2024! Please submit your application through USAJobs
[httt1s://www.usajobs.gov/job/794930400/t1ri1
. Applications must be received BEFORE 11:59 pm Eastern Time on the closing date of the announcement.
On this page:
What Is the U.S. Nudear Regulatory Commission? {#ql)
What Are the Functions of the Office of the General Counsel? l#q2J What Is the Honor Law Graduale Program? f#q3J What Does the Program Offer? (#q4)
How Do l Qualify for the Program? (#qS]
How Do I Apply to the Program? {#q6J After I Apply, What Should I Expect Next? [#q7]
What Are the Benefits of Working for the NRC? (#q8)
What Makes the NRC a Great Place To Work? f#q9]
Frequently Asked Questions (FAQs) fo, HLGP Applicants [#q10)
What Is the U.S. Nuclear Regulatory Commission?
In 1974. Corlg(ess created the U.S. Nudear Regulatory Commission (NRC) as an independent agency to enable the Nation to safely use radioaclive materials for beneficial civilian purposes while ensuring the protection of peopte and the environmenl The NRC regulates commercial nuclear p()\\Ver plams and olher uses of nuclear materials, such as In nuclear medlane, through l.censlng, Inspection, and enforcement of lts requirements.
In establishing the NRC, Congress abolished the Atomic Energy Commission and divided its responsibJl iOOs between two new agencies that ullimately became the U.S. Department of Energy {DOE) and the NRC. Congress assigned the functions of promotioo and development of nuclear eoorgy sources to DOE and gave the NRC an exclusively regulatory mission.
The NRC Is h&aded by fl\\le Commissioners appointed tly the President and eonflrme,d by the Seo.ate for 5-year fi)(Ad, st.aggere<I tenns. The President deslgnr1tes one of the Comm1sst0ners as the Chair.and official spokesperson ror lf'le agency.
What Are the Functions of the Office of the General Counsel?
The General Counsel is the chief legal advisor to the NRC and directs all matters of law and legal policy for lhe agency. The Office of !he General Counsel
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Sollcllor. TM Solla.tor has primary responsibility for supervising litigation In courts of law.
The NRC is authorized by statute to rel)f"esent n.self in the courts of appeals to defend its issu&nce &nd amendment of rules, regulations, and licenses, and its attorneys represent the agency in court in coordination with the U. S Department of Justice.
What Is the Honor Law Graduate Program?
Each year. lh8 NRC selects a small number of graduating law stud8flts or
)udic.aal law cierks to serve Nl the OGC Honor Law Graduate Program (HLG Program). EstabUshed in 1972, the HLG Program is the primary mechanism fo1 hiring entry-level attomeyS at the NRC.
As an Honor Law Graduate, yoo will be part of a two-year program designed to provide you with maximum exposure to lhe work of the Office of the General Counsel. Yoo wil experience the office's diverse legal practice dlrough rotational assignments to ttuee difrerent OGC dl\\llslons, With a broad range of assignments during aactl rotation.
The program allows you to collaborate with seasoned attorneys and work indepeodentty on a variety of assignments, such as the following*
participating in administrative litigation involving nuclear pawer plants ra\\liew/ng envlronmontal Impact statements with Iochnteal staff drafting proposed regulations for new ot revised safety standards assisting ln the revtew and litigation of personnel actions, equal employment opportunity cases, ar\\d government c::ontrac.l matters woe-king with the Solicitor in researching and preparing briefs for submission to the federal eourts of appeals What Does the Program Offer?
Career Stablllty:
After SlJccessfully completing the 2-year program, you will be plaCOO as a perrmment attorney in one of the OGC divisions wJ1hout having to reapply through the traditional fedemf application process, Competlttve Salary and lncentJves:
As an Honor Law Graduate, you will sta,t at Government Grade (GG)-11, Step 10 Attorneys who Mve served as judicial law clerks may enter at a higher level P!eose check ~'Y~~=!l<l'1f~
oY1u::ighJ/Jll}~geoeml*scbe<lilfeJ_
for the most up-to-date salary infonnation. You may also be eligible for repayment of federal student loans.
Career Advancement Opportunities:
After passing the Bar exflminatiort and one year of satisfactory perfo,milnce. you wiU be eligible for a promotion to GG* 12. Thereafter. based on your pe1fonnance and years of emf)H)yment. promotions to GG* 13 and.14 are non,.competitive.
Ongoing Profess.ional Development:
The Honor Law Graduale Program is a developmenlal program des;gned to train ahomeys to have e broad understanding of the NRC mission and legaf needs.
The program focuses on skill development across a broad range of legaf regulatory advisory areas and includes rotatK>ttal assignments designed towards gaining a variety of skiffs. comperencies. and position experience.
&lore you even amVa ai rhe N~C. you witl be aWgned a peer menlor (most likely a former Honor Law Graduate) to he/,:, prepara you for the program and acclimate you to the NRC. When you amve, you wifl meet with the Assistant GeMral Coonsef for the division to which you are first assigned to cliscvss ex~tations and mitiaf work assignments. YocJ aJso will meet with the Genef81 Counsel and Dewty General Coonsels to welcome you to the NRC and answer any questions you may have. Dunng your fifst several months. you will attend various introductory training courses and semjnars, many oonclucred by senror NRC attorneys. that wm provide foundational, NRC-.specific legal and technicBI 1nsfghts to inform your practlee as ;;m NRC attomey. You WIii recolvo menrormg and on-the-job training from seasoned attomtws throU9hOut the program. During lll6 twa-yoa.r progrom. you will havo periodic maQt/ngs to discuss your rorm1000J assignments and your ultimate permanen1 ptacem6(1t. Upon program compl9tron. you will be rea~signed ro a po$.lt,on,n a divWon maiching yotJr
- ntere$tS anr
- t o,ganizatiOnal ne&<:Js.
You also will have the opportunity to attend formal training sessions offered by the NRC Professionaf Development Center. other federal agencies (including the Departments of Just>ee, Energy. and State), and outside organizations (such as tile Natlona( lnstltuto for Trial Advocacy and the Amoncan Bar AsSOQatio,1).
How Do I Qualify for the Program?
You must be.a U.S. cltb:en. In order to qualify for the Hooor Lew Gradua!e Program, you must meet the qu.,illfication aiIerla tis-ted belO\\v. ?lease read carefully to determinate the grade at which you would qualify b.ased on your educatkm and specialized expertence. You may apply to one or both grades:
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sehool who will eam a J.D. degree no later Ulan June of Ille 2024-2025 academic year. or e graduate of American Bar Association-accredited law school who wi11 earn an LL. M. degree no later than J1.111e of the 2024-2025 academic year; or a J.D degree ancl current judicial law clefk With fess than one year or judicial law clerk experience wiihm 30 days of che closing dace of the vacancy announcement: and
- 2. Be in at least !tie upper thirty percent (3004) or your law school class and/or have an overall grade pomt average (GPA) of al le(lst a 3.25 based oo a sea.Se-of 4.0. NOTE: lfy<XJr ta-w school doe$ not calcuta1e cl~ss rank, and al.so does not provide tfaditional grades or a GPA, you should include a link ro the school's grading policy end should provkfe a na"ative e~lan.ation of how your law school performance co"elates with our req11irements, Specialized expe,lence Includes ooucallonal experience lo nudear ooergy law, NRC pracbce, onvironmenlal la\\v', go... emment contracts, employment ta,v, labor relations, lnfonri,ation law, federal admin,strab... e procedure, 2r: regulato,y law.
1, a J,0, degree; or an Ll.M. degree; and a current judicial law clerk with a minimum of one year of jud1claJ law clerk expe,tence W\\thln 30 caleodacda~
~CY. announcement; and
- 2. Be in at least the upper thirty percent (30%) of your law school class and/or have an overall grade point average (GPA) of at least 3.25 based on a sca5e of 4,0. NOTE: If your law school r:loes not ca/<;ulate class rank. and also does not provide uaditional grades 01 a GPA, you should include a link ro the school's grading policy and should provide a narrative explanation of how your law school perfonnance correlates with our requirements.
Speelahled e>eperienoe ineludes &duealional experience ir'I nud ear energy law.
NRC pi-ac;;tice, enVil'Onmen1a1 law, government contracts, emp,loymenl law, labOr re1a110ns, inrormatiOn law. federal adminrStrab... e procedure, 2! regulatory law.
At either grade, the ideal candidate for this ix,sition wiU be able to demonstrate the following:
E.i<persence in nuclear energy law, NRC practice, enviroomental law, govemmenl contracts, emp&o-,,ment law, labof relations, information law, fede,al administrative p,ocedure, Q£ regulatory law, Ability to perform legal analysis and communicate the results of lhal anatysis orally and in writing (evidenced by relevant employmenl expeneoce or internships, academic achievement, or extracurncular law school activities).
A.t>.lity to perform legal analysis and communicate the results of that analysis WI writing as evidence by an unedited writing sample, Adn-11ssion to the Bar as not a prerequiSite to applying and being considered for IM Honor Law Graduate Progtam, but you must possess a professiOnal law degtee ac(lulted through graduatiori from a law school ae<:redJted by the American Bar Association no latef than June of the 2024*2025 academic year.
Recent I.aw school graduates who join the NRC berore Bar examination results are available will provide evidence of Bar admisstOn as soon as-possi~ after admCSsion. Selectees who are not admitted to the Bar wiU not be promoted to lhe GG* 12 le,,.el. Those not admitted to the Bar within two years may be separated from the NRC.
How Do I Apply to the Program?
A complete applicabOfl must Inc-ludo the followlng mator1ats:
cover letter; resume:
list of three refe,ences, including at least one academk: and one professional reference:
copy of your law school transcript and an explanation of yol.lf school's grading system. If necessary (please do nol have your school send your officlaf uanscript soparatety from your applicaboo-an official transaipl will be req1.1es1ed If you a.re selected):
11st of your fall semester courses and intended spring semester courses, rt" they are not already ancluded on your transcript; and a sample of your legal wrihng, no looger tha.n 10 pages, that reflects your own work and is unedited by anyone else (portions of longer writing samples may require separate written introduc:6ons to provide conlexl).
To submit your application please visit ~
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We value our veterans and their unique training and e,:perience. Eligible veterans will receive preference afforded to them by Iha veterans' Prafereo<:e Act of 1944 and should submit appropriate documentation of service as part of their application. You may find additional informaOOn alxxlt Veterans' Preference at Feds Hire Ve!s [bttp-//www fedshirevets g2Y-'1.
Th9 NRC provides f6asonabl9 acoommodatlof1 to appllcants with disabllitles whore appropdata. If you naed a reasonabla accommodation for any part of the-
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Coordloaror ar (301) 415-5888 ot TDD: 240-428-3217. Determlnatlor1s on rnqu9sts for roasonable accommodatK>n will be mad9 oo a case-by-cas9 basis.
After I Apply, What Should I Expect Next?
OGC staff will review your applicaOOll for the qualification criteria outlined above.
The highest rated applicants are typically contacted in August for interviews.
Interviews usually take place in late Ai.,gust or September, and final selections occur in November. Selectees typically begin work in August or September of dle following }'ear. pending their successful completion of the security clearance process.
We Hold Ourselves to the Highest Standards The NRC will consider candidates based solely on mefit. The sgency provides equal opportunity for all a~icants and prohibils d~crimklation based on race.
color, gender. national origin, religion, age. disability, sexual orientation, or reprisal fOf participation in any actNity protected by the various civil righls statutes.
What Are the Benefits of Working for the NRC?
In addibOn to the satisfying and rewarding wort. you will perfOJm, a career with
!tie U.S. government provides employees with a compreheflsive bertefits package. As an NRC employee yoo will enjoy exoellent federal benefiCs, including: comprehensive health and life insurance plans; an optional Flexible Spending Aocount Program for health and dependent care; optional dental and vision insurance upgrades; retirement savings and investment plan c.hotces similar to private sector 401(k) plans (Thrift Savings P1an); annual (vacation) and pajd sick leave; family friendty leave policies; 11 pmd holidays per year: and lransit benefits. Learn more about federal benefits lbllos*/lwww usai2J2s..~~g:.la..--ooyemm@ollbeoeflts().
What Makes the NRC a Great Place to Work?
Our MISSION to protect people an<! the environm~nt generales a real sens.e 01 oomm1tment and camaraderie Iha! permeates.all levels of the NRC.
But our PEOPLE and ENVIRONMENT are what make the NRC such a great place to work. No malter your field or level of experience, NRC employees are atways available and willing to 18-nd a ftlondl'y ear and a tielpJng haoo.
The U.S. Nuclear Regulato,y Commission Headquarters ls situated in an area buzzing with activity. We are kX:ated in Rockvdle, Maryland,.rust a (f!W miles from downtown Washington, O.C.
Here is a sampling of what the local area offers:
Pop,ular Re$lal.lrar1ts Shoµs arld Boutiques World Cla~s Entertainment Historical Sites and Monuments Nationsl Museums Sporting Events Scenic Parks Cultural Activities Airports and Train Stations Public Transportation Frequently Asked Questions (FAQs)
How many selections wm be mado?
Out rocruitmsnt sffotts depend heavily on hinn.g noods and budgetary co.r1straint$. Typicalfy, we e-xpect 10 h1te between two and ftxJrcandidates each year.
How should I submit my appllcation: email versus mail?
To submit your application pleass visit: ~
f!JJ1p_s:llwww.usajobs.ggx_/}Qbl7949304()()lprint}_
. All app//catlons to the Honor Lew Graduate Program should be submitted through USAJobs. Paper appficatK>n$ will not be eccepted unless hardship clrc.ums.tances can be demons/rated. Requests for extensions WILL NOT be granted. If applying online pQSeS a hardship for you, the Human Resources Specialist /isled on the announcement wilt provide assislance to ensure that applications are sobmitted online by the closing date. Appfic-ants must contact the Human Resources SpeclaUst dun*ng business hours BEFORE lhe closing date of the announcement and speak to someone who can provide assistance for your online submission.
I have a comp4!tlng offer for employment that requires a response before the NRC anticipates making its hiring decisions. What should I do?
We understand that many fJpplicants are applying to positions with ol.her agencies and organizations. Please noUfy us ahead of time, and we will check.
the status of your applicatjon. If possible. we may expedite the review of your application and provide you with a final decision. If you ate no longer interested in being co,1sJcJ9red for a pos}tion with the NRC. please mfotm us of your lnient to withdraw your appliCation.
To whom should I address my cover letter?
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Specla/J'st KJentjfiQd In the vacancy announcement as the contact point.
Do I need to sutJmit an offic;ial trflmicripl flS part of my flpplication?
You do not need to submit an official transcripl as part of your application, PJoase do NOT have your school send an offiCJal transcrlpi S-OparatGly from your submitted appJICatlon. An unof/J'claJ transcript or academic record that lists your courses and grades is su/fic10nt for our rev.69w process. If you are sslectod for an HLGP poS1tion. an offlclaJ transcript may be rnquested at tliat tlmo.
Is it necessary that I submit a list of my current fall transcript and intended spring semester courses as part of my application? What if my school hasn't published its fall and/or spring course offerings, yot? What Jf I haven't docidod on my final year's courso schedule?
We uoderStand that your final year's course S(;hedula may not bB firtaflzed at the IJme of ap,:,1/cetion submfssl()r,. However, you more than lik.ely htJve a bas.ic uttd9rSUmdlrtg of the courses for which y0u plan to register. We request that you, to the be$l of your ability, provide your academlt; p/anS to, yovr final yea,. This will give our review $J.aff an insight into your 1Jrea{s) of $J.U<ly and career direciion.
I am planning my Jaw school coursework. Are there any recommended courses that may prnpare me for consideration for the Honor Law Graduate Progtam '?
We recommend courses St}4;h as administrative law, legislative Jaw, statutory interpretation, en\\llronmental law, energy law. public interest law, and trial advocacy, However, these cour5es a~ not required to qualify for the progrBm, May I submit a wtftJng sample that Is l011ger than 10 pages?
We ask that you slriclly adhere to the 1Q..page maximum Our review sJaff have determined that a sample of 10 pages or fess ;s adequate for 8-Ssessing 8fl 1Jpp/iC1Jnt's writing skills. The 10-page rrmximum Wso helps vs to stream'ine the review process, and t1ftlmately make decisions more quic.kly.
What do you mean by '1unedlted by anyone else" for the writing sample?
We want to acfeqtlfflely assess your legal writing sk.il/s We vnderstand that legal course writing assignments may have undergone some minor revisions based on professor and/or tenow classmate reviews. However. we ask that you NOT submit group papers or official publications that have undergone significant edlljng.
WIii i receive notification regarding the status of my appllcallon?
JI you are sefe!;ted for an interview, you will be contacted Qirectfy 08 the contact information yov provided in your spplicafion. We do send final status notifications once recruitment is complete.
Is a security clearance required for this position"?
An offer is contingent upon obtc,ining faVOffJble pre-employment information ancl proces.&ng of an NRC security cleanmoe. An Hl.G Program posifjon requires an ANACI investigation ("l. ~ cleer1:mce), In wder to be processed for a S-e!;un*ty clearance, you will be required to submit a security clearance package, including the Standard Form 86 (SF..a6), *oueslionnaire for National Security Positions."
This process may differ if you have held or currently hold an active security cJearance. After an official offor is extMded. the Offi'oo of tho Ch/of Human Capital Offlc81 and tlJB Office of Administration (Personnel Security Branch) w,JJ worl<. with you lo compl9te the necessary s9Cun'ty Investigation.
Selectees will be required to complete a "Declaration of Federal Employment'",
(OF-306), prior to being appointed lo determine their S(Jifability for tedenJJ employment 800 to authorize a bac-kground investigsfion. False statements or responses on your resume or questionnaire can jeopardize your employment opportunity and svbjoct you to disciplinary action, incJuding removal from federal service A transfefl3ble security deararice from artolhe, agency or a b9Cl<ground investigetion teadit'P{J Io a cJearatK;e is requ;red for an new hJres. To begin work at the NRC without a secun"ty clearance,-you must be granted a temporary waiver of the required cJearsrn;e, referred to as 8 145(b) waiver. To be e11g;ble for a 145(b) waiver you need favorable educ.ation verification, and reference, credit, and criminaJ history checks. If a wavier ;s granted, the successful completion of a bad<ground investigation and favorable adjudication is required for conb'nued employrrient. If you have resided outside the US. for an e'dended period of time, the agency may not be able to (1) grant the 145(b) waiverwf1ere the required lnvest1gatJ'on cannot be completed In a tim9/y manoor. or (2) achieve timely complellon of the back.ground Investigation requ/f9d for a security cJ9arance.
Is this position subject to drug testing?
AJJ NRC positions are st1bject to random drug testing in accordance with the NRC Drug~Free Workplace Plan. All new NRG employees most ~' a statement acknowledgfng that lhe NRC Is a "zero toloronce" agency with respGCl lo Illegal drug uss and accepting such as a condJlion of employment. Th&rQfore. an offlclal offer for an HLG Program posilion Is contingent upon obtaining a negatil/9 reading on pre..amployment drug res.ti'ng and receipt of a signed "zero toletar,ce~ statemelll, wh,ch ls included with the security Clearance pal!kage.
WJ/11 neod to serve a probatfonary or trial pcn"od?
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on Whether you hal/9 S(Jf'VQd In the milltary or a position with anomer federal agency. This trial penod 1s a gonoral agency rsqUJram&nt separato from and m addition to tne bar admissi<xl tequirement de$cribed ;n lite next FAQ.
Do I have to pass the bar eKam?
Adm1sSJon to the Bar~ not a preraqu/sJta to applying and being consldored for the Honor Law Graduate Program. but you must possess a profassJ'onaJ law degrea acquJrod through groduari'on from a law school accred1tod by the Amer,can Bar Association no Jaler than JuntJ of the 2024*2025 au,deml'c year.
Recent ~w school graduates who JOin the NRC before Bar exemlru,tron results tJre available will provide evider,ce of Bar adrmss,on as.s.oon as p,ossil'Jle after admission. Selectees who are oot adrmtted to the Bar will not be promoted to the GG*12 lev~. Tnosenot admitted totha Bar within two years may be sef)8f8fed from the NRC.
How does lhe Student Loan Repayment Program work?
After or>e full year of employment with tht1 NRC, you may be eligible lo parl.i(;ipate in the Student Loan Repayment ProgrEJm as a retention inr;entive.
Only federally insured student loans are etigible, and afl loan amounts must be ver,fied by your lenders prior to authorization of funds. You may be approve.cl for up 10 $60,()()() totaJ (taxed) and payments are made directly to your student loan lender at a rate up to $10,000 per year (taxed), You must sign a three-year service agreement obligating you to remain with tfle NRC for each student loan payment. Y9ady paymeflts incur concu<<erll, nOl conseCiJtJve. s9rvJce obllgat/011s. II you do not fulflll tM terms of tho sorv,'ce agrMrnent, you may be r8quJr9d to t9pay the eotir9 amour>t received {befote taxos). This program is-
$ubjecl 10 availability ot egency funtJing For mo~ intorm.JtiOn, go to the ~
$l1Jdent Loan RBIJ.;}~ram lW.!PS1lwww.QD.m,gQJd~~
~!J!.!1iig!JJJl2!1Y..J9@VBl,student./();ifl.(@Day!!W11.IJ_
How doos the Transportation Subskly Program work?
Th9 NRC will subsidize a port.Ion of your monthly commuting costs If you us9 public transpor1atKm to get to work. You Ci:JnnOt receive a transit subsidy if you park a1.,an NRC building, and transit subsidies canr>ot be u:;ed to pay for parking al any location. The *smarl C.1rd" that tht1 NRC p1ovides for this purpose ecannot be used to pay for loca.f official travel, such as taking the metro to downtown O.C. for a meeting. This program is subject to availabifity of agency funding.
How may I receive reimbursement of my expenses assoclatod with my reJocaUon to Washington, D.C.?
WJ/1 tho costs associated with my travel for an Interview at the NRC Headquarters bo covered?
If y0u are ~le<;led for an intetview (either vlrtualf'y or irl*Pflr$()n.Jt the NRC Headqu;}r181'$ ir, Roa<.v111e, Ma,ylantJ), you will be corrtacte<J dkectfy by OGC st&ff ro arrange a date and time. We will WOrk with you, as appropriate. to make lraveJ arrangements and cover your expenses. Such reimbr.m;ement is subject fo availability of agency funding How much travel ls Involved wllh this position?
There,s ooca-sio(raf travel assoc.lated wrttl OGC attorney positions. The amount of travel depend$ on the type of work you are performing. Attorneys ;,woJved with litigation and hearings typic.ally need to travel more often.
Is this positfon olfgiblo for teleworlf?
Tne duty $1ation for this position is RocJr.vflle, MD. Telework schedules are a,:,provad on a case--by*ca.se /Ja$/s. If setected, ttWWOri< wlll be determir>ed In accordance with agency policy afllJ the C01Jec11ve Bargaining Agreement, as epplicat,le, Pege Last Reviewed/Updated Friday. February 07, 2025
This is a preview mode of page Internal Civll Rights Program. '12a l/about*nt<:/dYil*ri9blURm9llmUSrp htmllviewmodt=OI,the preview mode.
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordance with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-99vemrrJ6n/-def-ll!@~ngJ.
, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender ldeoiogy_
E)(tremism iir)d Rf}!>I0ring~lcal Truth to th(t Fe@@/ Govemmtmt (hHps/Jwww.f@rt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9end9r-/d§O/Qgy::(txlremi~m-and-r(!St¢ri!!(J=12kl!!lgi<;BHfUth-l¢:fh,f!-fe@r'tJIJ Jn the interim, any previoi;sty i$$u9d divetSJly, e<,i;lty, indu.sion, Ot gender-related guidance on this webpage should be consNJarsd rescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Order$.
Internal Civil Rights Program The Intern~! Civil Rights Program adminislers and ensures the Agency*s compliance and enforcement of Federal nondiscrimination laws and reguLations lo include: Title VII of ttle CNil Rjghts Act of 1964, as amended; the Age Discrimination in Employment Act of 1967: Section 501 of the Rehabilitation Act of 1973; Equal Pay Act of 1963; and the Genettc Nondiscrimination Act of 2008.
The NRC Is committed lo the principles of oqual employment opportunity {EEO) and prohibits unlawful discrlmlnauon In the workplace for all employees, former employees. and Job applicants sookin9 employment on the basis of their raco.
eoior, religl()n, sex, national origin, age, disabiii1y, manta! stalu$, pa.rental status, pof1tical affiliation, military serv-::e, genetic lnformabc)(I. The NRC also preven1s emplOyees (curr&nl and fo,mer) and,ob apj)licants from being subjected to reprisal fOf either participating in a protected activity or opposing practices made unlawful by the relevanl civil rjghts stalutes and regulaUons.
Any marter that falls within the scope of the EEO complaint process may be raised in a fonnal EEO complaint or through the negotiated grievance procedure, but nol both. Employees whose claims falJ outslda the Scop8 of the EEO complaint process (i.e.. cJalms that may not be brought before the EEOC) may nonetheless raise such mc,tters, if OlhArwise gn'evable, throi;gh the negotiated grievance proc&<Jure (CBAArtfcle 46, Goevanoe Prooodures). See also 29 CFR 1614. Subp8'1 C.
EEO Policy {/about*nrclcivil*rights/programs/crpleeo.htrnl]
About the Civil Rights Program [/about*nrc/civil*
rights/programs/crpJabout*ap.html]
How to File an EEO ComplaJnt (/about-nrc/d'o'll-righlsJprograms/crpJ8dc-.
process.html)
Alternative Oispote Resolution In the NRC's EEO Program {laboul-nre/eivtl-"9hts/programs/erpll:!eO--.adr-prog,am.hln'll)
Federal Statutes, Regulations, and ?olicies r1abou1-nr¢1eivi1-rlght&Jprograms1crp/eeo-statutes-t&gs.h1m1J No FEAR Act [labool-nrc/civil-fightslprograms/crp/dca,html]
Frequently Asked Questions (FAQ) (/about-nrcfcivil-rightsJprograms/crp/faq.html)
For questions or comments about the NRC's Civll R1ghts programs.
please ~
{/about:0rvlHlgJ:ngP.IQ9ramsfcontactus.htmlJ.
The NRC's comptaint process Is adm1ni~ered in accordanoe with the regutalions of the !l.S,_Egl!fil..E.m.Q!Qy.m.e.ru.Qol2Q[W!]ity Commission (EEOC) lbttns*/fwww-eeoc 92:ilJ_
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordance with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govl doctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-fJQVQmm6n/-def-ll!@~ngJ_
, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender ldeotogy_
E)(tremism iirld Restoring~lcal Truth tO thtt FQ@@I Govemmtmt (hHps/Jwww.f@rt:1lreg~gQvldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9endl!r-/d§O/Qgy::(txtremi~m-a11d-r(!St¢ri!!(J=12kl!!lgi<;aHroth-l¢:fh,&-f6r'alJ Jn the interim, any previoi;sty i$$u9d divetSJly, e<,ulty, indu.sion, Ot gender-related guidance on this webpage should be consN:larsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
Know Your EEO Rights: Equal Employment Opportunity is the Law (NUREG/BR-0333)
ReVJSlc>n 1 lo be publ1sh1;1d in the near future.
On this page*
Publication Information {#pub-Info]
Preface (#preface]
OownloM c::ompl&I& document
- NUREGIBR-0333 (POF, 2.56 MB} [/docs/Ml 1027/Ml 102700488.pdij Publication Information Dale Published: May 2007 Office or Small Business and Civil Rights (SBCR)
U. S. Nuclear Reg~atory Commission Washington. DC 20555-0001 Preface The Commission believes lhat fostering equal employment opportunity (EEO) and enhancing diversity management are sound business pracbces that enable dle U. S. Nuclear Regulatory Commission (NRG) to utrnze the full potential of everyone in the organization and enhance the effectiveness of our programs. As the NRC recruits, develops, and takes positive st~ps to retain a high-quality workrorce that possesses the skills required to achieve its mission. lt must also ma"1tain an lnno\\fativB, effective, and discrimination-free organizational environment. One $tra1egy to ass1St with maintainmg ltt1S environment 1s vtalization of the EEO proce&s, Page La$/ ReVJ'ewed/Updaled Wednesday, Jant.Jary 22. 2025
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordance with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-9QVQmm6n/-def-ll!@~ngJ.
, and Ex9Ci;We Order 14168 ~ng WQl'T'lfJn From Gender ldeoiogy_
E)(tremism iir)d Restoring~lcal Truth to th(t Fe@@/ Govemm~nt (hHps/Jwww.faj{trt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9end~r-/d§O/Qgy::(txtremi~m-t:111d-r(!St()ri!!(J=12kl!!lgi<;BHfUih-l¢:fh,&-fer'tJIJ Jn the interim, any previoi;sty i$$u9d divetSJly, e<,i;lty, indu.sion, Ot gendet-related guidance on this webpage should be consNJarsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
No FEAR Act On this page:
OYerview (#overview]
Elijah E. Cummings Federal Employee Anti<fiscrimination Act (#ec-feaa)
Annual No Fear Act Not.ice [#notice!
Antidiscrimination Laws and Reprisal f#antJl Whistleblower Protection l aws (#laws]
Disciplinary Actions [#da}
DISalmination Complalnt Activity (#acti-M)-1 Overview On May 15, 2002, Congress enacted the Notif,cation and Federal Employee Arl1ldlscrimlnalloo and Ret1;1liation Act of 2002 (No FEAR Act). The Office of Small Business and Civil Rights (SBCR) wants to take this opportuni1y to prov.icle U.S. Nuclear Regutalory Commission (NRG) employees with an annual notification of their rights in the won<p&ace, The intent of the Act, lhen and now, is lo reduce the incidences of workplace discrimination by hofding the NRC accountable, and lo reinvigorate its obligation to provide a won( environment free from discrimill3tion and reprisal (retaliation). As this information is made available to the general public, you can access the No FEAR Act data at b...~ g ~ ~
[buos:llwww.nrc.gov/about-nrc/clvll-r!g~fdca.htmlL, This. p(Micy notification provides. a reminder to all NRC empk:,yees, former emplOyees. and applacants for employment of the right to a workplace that i$ free from discrimination. harassment. repttSal (relallation), and ptohlbite-d personnel practices, including reprisal for whistlebtowing activities.
Elijah E. Cummings Federal Employee Antidiscrimination Act of 2020 OfJ January 1. 2021, Congress enacted the Elijah E. Cummings Federal Employoe Anltdlscrimlnatlon Act of 2020, which amends tile No FEAR Act to strengthen Fede<al antldlscrlmlnatlon laws enfotced by the Eqt1al Employment Opfx,ttunlty CornmisSIOn (EEOC) and expand accountablhty within the f ecteral Governm(lnl. The C1,1mmln9s Act Increases Federal agenda$' accountability by requiring the ronowmg:
Scc1ion 207 "Complaint Tracking" - Establistvnent ot a system to uack each complaint of discrimination arising and adjudicated through the Equa1 Employment Opportunity (EEO) process from the filing of a complaint with lhe agency to resoJutlon of the complaint, Including wtiether a decision has been made regarding dlsclpllnary acbon as the res.ult of a flndlng of dlscrimlnaoon.
Section 208 "'Notation in Person net Record" - If tho agency takes an adverse action again$l an empk>yee for an act or discrimination (Including relal,alion), the agency shal. after all appeals relalmg to tha1 aclion have been exhausted, include a notahon of the adverse action and the rea$0n for the action in the personnel reoord of the employee.
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9UMt&viewmod'l=Ol.the preview mode of complaints of empk)yment dlscrJmlna!loo (lndudlng retallabon).
Sectlon 401 "Processing and Resolution of Complalnts" -
EstabltShment or a mO(fel Equal EmplOyment Opportunity (EEO) F>rogram lhal:
o Is not ul\\der tl'le control. either structurally or prtlcticany, of the age-ncy*s Offioe of the Chief Human Capital Officer (OCHCO} or Office of the General Counsel (OGC),
o Is devokl of internal conmcts of interest and ensures fairness and 1ncfusiveness within the agency: and o Ensures the efficient and fair resolution of complaints alleging discrimination (incfuding retaJiation).
Section 402 "No Limitation on Advice or Counsel - Nothing shall pre\\lent an agency 0< a subcomponenl of an agency, or the Department of Justice, from providing advice or oounse1 to employees of that agency (or subcomponent. as applicable) In the resoluUon of a complaint Section 403.. Head of Program Supervised by Head of Agency" - The h-ead of each agency's Equal Employment Opportunity (E.EO) F>rogram shall report directly to the head of the agency.
Section 404 "Referrals of Findings of Oiscrlmination"
- Not later than 30 days after the date on which the Equal Employment Opportunity Commissioo (referred to in this section as the 'Commission') receives, Of shook! have
,ccetved. an agency repon., lhe Commission may refer the matter to whfch tho rnport relates to the Office of Special Counsel if the Commission determines lhal lhe agency did not take appropriate action with respect to the finding that IS the subject of the rer,o,t.
Antidiscrimination Laws and Reprisal The NRC cannot discriminate against an emptoyee {current or former) or applicant for emJ>>i,ymen! with respect to the terms, condihons. or prlvl1e,ges or empl()yment on the basis of race. COiar, religion. sex. national origin, age (40 years or older}, d1sabihly (physical and/or mental), inantal status, and pOklical affiliation. The NRC is atso prohlbi1ed from subjecting employees to reprisal (retaliation) for either participating in a protected activity or opposing practices made unlawful by relevant crvil OQhts statutes and regu!ations. OiscrimiMtion 011 these bases is prohibited by one or more of the following statutes: 5 United States Code (U.S.C.) §2302(b)(1), 29 U.S.C. §206(d). 29 U.S.C. §631, 29 U.S.C. §633a, 29 U.S.C. §791. and 42 U.S.C. §2000e-16. Yoo can find more information about each of these statutes at.b.ll~aoyJabot1t*nrc/tjyl
- dg~.wa:tfbll~goyJabout:1ltdGIYi
- dg~aeo-statytes-reolilm!l.-
Afthough not spec:ificany listed under th& No FE:AR Act, and covered undier other statutes or ag8ncy pohcy, the NRC cannot discnminate against an Amptoyee with res~ct to lhe oompensation, t8rms, condibons. or privileges of empk>yment because of the empk>yee's genetic infonnation {information about an iocliviclual"s genetic tests 0< the manifestation of a disease or disorder in the individual's fami y members), parental status or mifitary service. Discrimination of these types are prohibited by 42 U.S,C. §20000-1 and NRC's EQ~..ill&ru Ql>llSUlllllilY..(l;.fQ)hw;~
(btlps"IJwww ore gpy(docsfML2'.l22/M! 23221MSO Qgf]
II is ths rnlsslon of SBCR to protect peoplo by enabling the NRC to have a diverse workforce, advance equal employment opportlillitlf:ls for emptoy99s and applicants f01 employment, and lO provide a fair and lmpart1at process throughout EEO complaint processing. It is 1he goat of SBCR 10 aeate a work envlronmenl free from discrimlna110n, harassment, and repnsal (re1aliati0n). If you OOUeve you have been subjected to discrimination. harassment, retatiahon andfor have knowledge of discriminatory or harassing behavior as a byslander, you are encouraged to initiate contacl with the Office of Small Business al"ld Civil Rights (SBCR) as soon as possible, but no later than 45 calelldar days from lhe date of the alleged discriminatory event or, in the case of a personnel action.
within 45 calendar days of the effective date of the action. SBCR will promptly, faioy, and impartially process your EEO complaint of discrimination. Now You may express interest in filing an EEO complaint by oontacting-SBCR's Civil Rights Team, lhttps://\\vww.nro.gov/about-nrcJelvil-rightsJprograms.htrnlJ The Agency's Collateral Duty EEO Counselors
(/lttps;/lwww.nrc,govlabout-nro'civil-rights/crp/edo-process/nro-counselors,hlmlJ,
SBCR's mailbox at EEOPROGRAMS.Resource@nrc,gov (mamo:EEOPROGRAMS.Resource@nrc.gov].
NRC's EEO eFtle Portal [https:f/nrc-efile.entellitrak_com/efile-eeo-nrc*
prodllog"1.request.do]
(NRC empk>yaes only)
OCHCO's Anti-Harassment Poftcy (https://Www.nrc.govldocs/ML2208/ML22080A075.pdf], o, the NRC and National Treasury Employees Union (NTEU) Collective Bargairnrlg Agreement (CBA)
{https://adamsxt.nro.govrldmws/ViewDoeByAccession.asp?
Acees.siooNumt)er=ML21321A2641.
Any matter 1ha1 falls within the scope of the EEO complaint process may be raised in a formal EEO complaint or through the negotiated grievance procedure, but not both. Employees whose claims fatl outside the scope of the EEO complaint process (Le.. cialms that may not tie tirought before the EEOC) may nonetnetess,alse suer, matters, If otherwise grievat>>e. through the negotJatoo grievance procedure (CBAArucle 46. Gtlevance F>rocedures). ~
afSO 29 CFR 1§14~~[!lllos*nwww.e,cfr.gov.'eyrrf!:ntJ1itl@-29U;ublitle-
~P.t*t-XIVJoart-1614lsuboa~J_
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9unt&viewmod'l=Ol.the preview mode practJces. If yoo neliew you have been d1scomlnated agaJnst based on marital status. parental status. or pollUcal affi1iabon. you may file a complaint with ttle U.S. Office of Special Counsel (www osc-~1tp:f/www.Q$C.92.Y./}.
) onune at tit1ps:11osc,9ov/Pag~p1a1nt.as~___n~~9,esJ~ilA:
CQ.rn121.amusp.i;L Whistleblower Protection OSC also "rote-els FBderal employees from whistle-biOwer retaliataon. OSC also provld@$ an lndepel\\dent, secure channel fot diS(:IOslng and 11:tsolv,ng wrongdoing in Federal agencies.
An employee with authority to take, direci others to take, recommend, or approve any personnel action must not use that authority to take (or fall to take) or threaten a personnel action against an employee or applicant because of disclosure of information that the employee reasooabty belie-ved to be a violation of law. ruk3 or regulation. gross m~management: gross waste of funds; an abuse of authority, or a substantial and specific danger to public health or safety, unless such dlsclosi.-e was specifically required by Executive Ordor to remain secret due to national security.
The NRC is prohibited from retati.ahng aga11i$1 a whistleblower empbyee-bee:,iuse that individual exercised lheir rights under wtli:stleblower pro1ee1ton Jaws (5 U.S C. §2302{b)(8)) If you believe you have been the victim of retaliation for whistleblowing activities, you can contact the Office of lhe Inspector General at whislleblower coordinalor@nrc.9QY (mail!O'whistleblower coordinator@nrc goyL or on (301) 415-1146, Of you can file a complajnt With OSC ~~[tinp*llww.y OSC g~
). The N RC encourages employees to review all the information oo whistleblOWfflg that may be found on the OCHCO WhlsUeblow@r/Anti.PISctlmloation wboagil OlllPs:l/usnrc.shareooint.com/teams/OCHCO*HR*PCo9!'.ilill..i:
$(lryicos/Sl!ePaoos/Whistlebtower*Anti*mscrlmiQ.atipr).aSP.:XL Disciplinary Actions Under the existing taws, the NRC retains the right to dlsclpllne. where appropriate, a Federal employee who engaged ln dlscrlmlnatory or retaliatory eondu<:t, up to crnd inetuding removal from Feder.al.service. If OSC has inrt.iatad an 11weshg.ation, the NRC mu$t seek c1pp,oval from lhe Special Counsel 10 dr..cipline any empfoyee for any alleged prohibited activity under 1nveslt9atl0n or for any rela18d activity undet 5 U.S.C. §1214(f). Ther'e ls no proviStOn under the No FEAR Act that atte.rs existing laws or permits the NRC to take unfounded disciplinary action against an employee or to violate the procedural rights of an empk>yee who was accused of discrimination.
Discrimination Complaint Activity Pursuant lo S$ciion 301 of th& Nobfiealaon and Federal i;mplqy~ Anti-disc:rimittalton aoo Relall~llon Ac:l of 2002 l!ll!~9RQ.~.>/lll,gl~RUl!!!l *lpdflPL AW-107fll!lllill.RJlfl (the No Fear Act). the NRC has posted summa.ry statistical data pertaining to complaints of emplO'jment discriminatioo filed by employees, former employees and applicants for employment under 29 CER Part 1614
[htlps,*ll'www ecfr' 0 oW:Cwrentltilkt29fs11b611e*R/Gba~1part* 1614 ?rpc=11
. The specific data posted is desaibef"ting data fOf' FY 2024_
Printable Ver!*ion ffabout-QCCicivil-rig~~
NRC Discrimination Complaint Activity Equal Employment Opportunity Data Posted Pursuant to the No Fear Act:
NRC (and below)
For 4th Quarter FY 2024 for period ending September 30, 2024 Compar-ative Data Previous Fiscal Ye-ar Data 2024 Complaint Acttvlty Thru 09*
2019 2020 2021 2022 2023 30 Number of COmplaints 19 25 15 15 15 14 Filed Number of Complaints 19 25 15 13 13 13 Repeat Filers 0
0 Comparative Data Complaints by Basis
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9UMt&viewmod'l=Ol.the preview mode Note: Complalnls can be flied alleglng multiple bases.
The sum of the bases may not equal total complaints: filed.
Race Color Religion r-l~priaat Sex PDA National Origin Equal Pay Act Age Oisabilily Genelics Non-EEO Complainl5 by IHue Note: Complalnts can be fllod alleging multiple bases.
The sum of the bases may not equal total compl.alnts flied.
Star-ting In FY2022, issues marked with:
- are r-eported under-Othef' Ter-ms I Conditions of Emp1oymant.
- a..-e ropor-tad unde, Other Di$Ciplinary Actions.
Appointment/Hire Assignmer\\l of Duttes*
Awards ConversJon lO Full n me/Perm Status*
01-seipllnary Action Demolro,,
Reprimand...
Suspension RemovaJ other Drsciphn81}'
Actions
Other Duty Hours*
Port. Eval.1Apptalsa1 Examioation/Te5' Haras.smant Nao-Sexual Sexual Medical Examinalioo Pa)' (Including Overtime)
Promo6on/Non-Selection Roasslgnmenl Denied Dlf8d9d ReasonabAe Accommodation Disability Re1nslatament*
2019 2020 2021 2022 2023 12 6
6 0
12 14 9
6 6
9 5
6 0
0 0
4 0
0 10 10 6
0 6
0 0
0 0
2 0
0 Comparative Data Previous Fiscal Year Data 2019 2020 2021 2022 2023 0
0 0
8 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
0 6
7 3
0 0
0 0
0 10 11 9
0 0
0 0
0 0
0 0
0 0
0 6
7 0
0 0
0 0
0 0
0 0
0 0
2024 Thru 09-30 5
0 9
10 0
4 0
6 0
2024 Thru 09-30 0
0 0
0 0
0 0
0 0
0 0
6 0
0
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9UMt&viewmod'l=Ol.the preview mode Retlremenr Sex-Slereoty~ng Tele.work Termination TarmsJCond1tlons of Employmenr n me and Attendance Other Terms/Conditions of Employment*
User Defined - Other 1*
User Defined - other 2*
User Derrned - Other 3*
User Defirt8d - Olh9r 4*
Processing Time 0
2 0
9 0
0 0
0 0
0 0
Comparative Data Previous Fisca I Year Data 0
0 0
0 0
0 0
0 0
0 0
0 0
0 0
8 0
0 0
0 2024 Thru 2019 2020 2021 2022 2023 09-30 Complaints pending during fiscal year A""n,ge number of days in investigation Ave,.ge number of days in final adion 285.30 262.36 283.85 256.17 184.57 307 80 60.00 29.50 39.50 32.86 47.00 61.50 Complalnt ponding during flseal year where hearing was requested Average 322.67 247.00 292.64 246 52 179 00 332.50 number of days in investigation Ave,.ge 0.00 15.00 39.50 25.50 31.33 0.00 number of days in final aelion Ccmplalnt pending during tis.cal year whore hearing was not requested A1<1n,ge 269.83 283.67 283.33 247,17 200 25 253 50 number of days in investigation M*-
6000 0.00 0.00 52.00 58.75 61.50
,,umber of days in final ootion Comparative Data Previous Fi scal Year Data 2024 Thru Complaints Dismissed by Agency 2019 2020 2021 2022 2023 09-30 Total Complaints 0
4 Dismissed by Agency Average days 256 266 266 0
92.50 pe,nd1ng prior to cJismissat Complaints Withdrawn by Complainants Total Complaints WithcJra-wnby C(M't'lplainanls TotaJ Final AgMey Aetlong Finding 2019 Oi!iCTimination 0
Comparative O.ata Previous Fiscal Year Data 2020 2021 2022 2023 142.29 l024 Thru 09-30
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9UMt&viewmod'l=Ol.the preview mode
'"~ ",l:11"'
Without 0
0 0
0 0
0 0
Hoar/ng With 0
0 0
0 0
100 0
0 Hearing Findings of Comparative Data Discrimination Rendered by Previoug Fiscal Year Data Basis 20:
Note:
Th Complaints c.,in Ot be flied alleging 2019 2020 2021 2022 2023 3<
multipfe bases.
The sum of the bases may not equal total complaints and findings.
Total Number 0
0 0
Findings R*co 0
0 0
0 0
0 0
0 0
Color 0
0 0
0 0
0 0
0 0
Rol;g;<,n 0
0 0
0 0
0 0
0 Repnsa/
0 0
0 0
33.33 0
0 0
Sex 0
0 0
0 2
66.67 0
0 0
PDA 0
0 0
0 0
0 0
National Origin 0
0 0
0 0
0 0
0 Equal Poy Ac/
0 0
0 0
0 0
0 0
Ag,,
0 0
0 0
0 0
0 0
DisalNlity 0
0 0
0 0
0 0
0 0
0 Geiwt/cs.
0 0
0 0
0 0
0 Non-EEO 0
0 0
0 0
0 0
0 0
Findings After 0
0 0
Hearing R*co 0
0 0
0 0
0 0
Color 0
0 0
0 0
0 0
0 Religi0,1 0
0 0
0 0
0 0
0 0
Reprisal 0
0 0
0 33.33 0
0 0
Sex 0
0 0
0 2
66.67 0
0 0
PDA 0
0 0
0 0
0 0
0 0
N9.b'Ottal Ongin 0
0 0
0 0
0 0
0 0
EquaJ Pay Act 0
0 0
0 0
0 Ag,>
0 0
0 0
0 0
0 0
0 0
Disability 0
0 0
0 0
0 0
0 0
Genetic.$
0 0
0 0
0 0
0 0
Non-EEO 0
0 0
0 0
0 0
0 0
Findings 0
0 0
0 0
Without Hearing Raco 0
0 0
0 0
0 0
0 Color 0
0 0
0 0
0 0
Religk),1 0
0 0
0 0
0 0
0 Reprisal 0
0 0
0 0
0 0
0 0
Sex 0
0 0
0 0
0 0
0 0
PDA 0
0 0
0 0
0 0
0 0
NtJtiortal Ot,gin 0
0 0
0 0
0 0
0 EquaJPayAct 0
0 0
0 0
0 0
0 Ag,,
0 0
0 0
0 0
0 0
Disabrlity 0
0 0
0 0
0 0
Getratk:s 0
0 0
0 0
0 0
0 Non-EEO 0
0 0
0 0
0 0
0
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9unt&viewmod'l=Ol.the preview mode r u,uo,1y1:> u, Previous Fisc.al Year Data 2024 Discrimination Thru Rendered by 2019 2020 2021 2022 2023 09-30 lnue Total Number 0
0 0
0 Findings AppointmenL'Hire 0
0 0
0 0
0 0
0 0
0 As$gnment of 0
0 0
0 0
0 0
0 out.es*
Awards 0
0 0
0 0
0 0
0 Conversion to 0
0 0
0 0
0 0
0 0
0 Fun ilnie!Perrn Status*
Disciplinary Actlon Demotion 0
0 0
0 0
0 0
0 0
0 0
Reprfmancr-0 0
0 0
0 0
Suspension 0
0 0
0 0
50 0
0 0
RomovaJ 0
0 0
0 0
0 0
0 0
Other Oiscipliru1ry 0
0 0
0 0
0 0
0 0
0 Ac;tkms**
Olh6r 2--
0 0
0 0
0 0
0 0
0 0
0 Duty Houra' 0
0 0
0 0
0 0
0 0
0 Perl. Eval.l 0
0 0
0 0
0 Appraisal Examination/Tes!
0 0
0 0
0 0
0 0
0 Harassment Non-Sexual 0
0 0
0 0
0 0
0 0
0 0
Sftxual 0
0 0
0 0
0 0
0 Medical 0
0 0
0 0
0 0
Examination P;i)' irl(:lud1t19 0
0 0
0 0
0 0
0 0
0 overtime Promotion/Non-0 0
0 0
50 0
0 0
Selection Reassignment DBnied 0
0 0
0 0
0 Direded 0
0 0
0 0
50 0
0 0
Reasonable 0
0 0
0 0
0 0
0 0
0 AccommOOation Disabltlly Reinstatement*
0 0
0 0
0 0
0 0
0 0
Religious 0
0 0
0 0
0 0
0 0
0 0
Accommodation Retirement*
0 0
0 0
0 0
0 0
0 0
Sex-Stereotyping 0
0 0
50 0
Telework 0
0 0
0 0
0 0
0 0
0 0
Termlnallon 0
0 0
0 0
0 0
0 0
Terms/Con<litions 0
0 0
0 0
0 0
0 of Employmenr Time and 0
0 0
0 0
0 0
0 Attendance Tram.ing 0
0 0
0 0
0 0
0 Other 0
0 0
0 0
0 0
0 0
0 Term$1Cond1tions of Employment~
User Defined 0
0 0
0 0
0 0
0 0
0
-Oth911*
User Defined 0
0 0
0 0
0 0
0 0
0 0
-Olher 2' User Defined 0
0 0
0 0
0
-Other3' User Defined 0
0 0
0 0
0 0
0
- other4*
Findings After 0
0 0
0 Hearing APPointment/Hife 0
0 0
0 0
0 0
0 Assignment of 0
0 0
0 0
0 0
0 0
0 Dulles*
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9UMt&viewmod'l=Ol.the preview mode Conve'on to 0
0 ci o*
0 0
0 Full Tlme/Petm Status*
Oisciplmary Action Demot,on 0
0 0
0 0
0 0
0 0
0 Reprimand'"
0 0
0 0
0 0
0 0
SusplHJslon 0
0 0
0 50 0
0 0
RemovaJ 0
0 0
0 0
0 Orner Oi$dpllna,y 0
0 0
0 0
0 0
0 0
0 Adiort.$'"'
Other 2° 0
0 0
0 0
0 0
0 0
0 Duty Houts*
0 0
0 0
0 0
0 0
Perf. Eval./
0 0
0 0
0 0
0 0
Appraisal Examination/Test 0
0 0
0 0
0 0
0 Harassment No,>-$e,c1.Jal 0
0 0
0 0
0 0
0 0
Sexual 0
0 0
0 0
0 0
0 0
0 Medical 0
0 0
0 0
0 0
Examination Pay Including 0
0 0
0 0
0 0
overtime Promo6on/Non-0 0
0 0
0 0
50 0
0 0
Selection Reasslgnmenl Denied 0
0 0
0 0
0 0
0 Directed 0
0 0
0 0
0 0
0 0
Reasonable 0
0 0
0 0
0 0
0 Accommodafion Disability Reinstatement*
0 0
0 0
0 0
0 0
0 0
Religious 0
0 0
0 0
0 0
0 0
0 Accommodation Ret1remenl" 0
0 0
0 0
0 0
0 Sex-Stereotyping 0
0 0
0 50 0
0 Telework 0
0 0
0 0
0 0
0 Termination 0
0 0
0 0
0 0
0 Terms1Condrtions 0
0 0
0 0
0 0
0 0
of Employment' Timo and 0
0 0
0 0
0 0
0 0
0 0
Atter'Ktance Training 0
0 0
0 0
0 0
0 Other 0
0 0
0 0
0 0
TermsfCoodltlons of Employmen1*
User Defined 0
0 0
0 0
0 0
0 0
0 0
- Other?'
User Defined 0
0 0
0 0
0 0
0 0
0
-Other 2~
User Defined 0
0 0
0 0
0 0
0 0
0
- Other3' User Del,ned 0
0 0
0 0
0 0
0
-other4' Findings 0
0 0
Without HHring AppointmenlJHlre 0
0 0
0 0
0 0
Assjgnment of 0
0 0
0 0
0 0
0 0
0 0
Duties~
Awards 0
0 0
0 0
0 Conversion lo 0
0 0
0 0
0 0
0 0
0 Ful Time/Perm Status*
Oisoiptn\\clry Action Demotion 0
0 0
0 0
0 0
0 0
Reprimand~
0 0
0 0
0 0
0 0
Suspension 0
0 0
0 0
0 0
0 RemovoJ 0
0 0
0 0
0 0
0 0
0
This is a preview mode of page No FEAR Act. ~.lmHL~etdoc/bNIOb006-77c7:4bb7*8048*9131062af89a/No-EeAB-Act 1sc.11.!J.n9~9Qb.iecUifctimt-=Cl9UMt&viewmod'l=Ol.the preview mode
..,,.,,.,.,.,.,,,1;>ry Aclkms..
Orl,e('*
0 0
0 0
0 0
Duty Hours' 0
0 0
0 0
0 0
0 0
0 Perf. Eval.f 0
0 0
0 0
0 0
0 0
0 Appraisal Examination/Test 0
0 0
0 0
0 0
0 0
0 Har~ssment Non.Sexual 0
0 0
0 0
0 0
0 Sexual 0
0 0
0 0
0 0
0 0
0 Medical 0
0 0
0 0
0 0
0 0
0 Examination
?a~ anc1udmg 0
0 0
0 0
0 0
0 overtime Promotion/Non-0 0
0 0
0 0
0 0
0 Selection Reassignmenl Dooi9<1 0
0 0
0 0
0 0
0 0
Oireded 0
0 0
0 0
0 0
0 0
0 Reasonablo 0
0 0
0 0
0 0
0 0
0 0
Accommodabon Disabillly Reinstatement*
0 0
0 0
0 0
0 0
0 0
Rellglous 0
0 0
0 0
0 AeeommodatJOn Retiremen1&
0 0
0 0
0 0
0 0
0 Sex-Slereolyping 0
0 0
0 0
0 0
0 0
0 Telework 0
0 0
0 0
0 0
0 0
0 0
Termination 0
0 0
0 0
0 0
0 Terms/Conditions 0
0 0
0 0
0 0
of Employment" Time and 0
0 0
0 0
0 0
0 0
0 Attendance Training 0
0 0
0 0
0 0
0 0
0 OthAr Terms/Conditions of Employment' User Dellood 0
0 0
0 0
0
- Othor1*
User Defined 0
0 0
0 0
0 0
0 0
0
-other 2' User Defined 0
0 0
0 0
0 0
0 0
-Other3' User Defined
- 0 0
0 0
0 0
0 0
0 Orher4" Comparative Data Ponding Complaints Flied In Provlous Previous Fisc:al Year Oat~
2024 Fiscal Years by Status Thru 2019 2020 2021 2022 2023 09-30 To1a1 complaints from 11 13 18 12 8
5 previous Fiscal Years Total Complainants 11 13 16 9
6 Number complaints pending fnvesligation 0
2 ROI i<S<m, pending 0
0 0
Complainant's RCOon Hearing 10 7
14 8
Final Agency Ac6on 0
0 Appeal with EEOC 9
8 6
0/fK:9 of Fedaral Operations Comparative Data Complaint Previous Fiscal Year Data 2024 Investigations.
Thru 2019 2020 2021 2022 2023 09-30 Peoding Complaints 7
2 Where lnvestigaOOfls
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
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, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender Ideology_
E)(tremism iir)d Rf}!>IOring~lcal Truth to th(t Fe@@I Govemmtmt (hHps/Jwww.f@rt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25..()2090/df!(Anding-women-from-9endl!r-/d§O/Qgy::(txtremi~m-t:111d-r(!St¢ri!!(J=12kl!!lgi<;BHfUth-l¢:fh,fJ*f6r'alJ Jn the interim, any previoi;sty IS-Sued divetSJly, e<,i;lty, indu.sion, Ot gendet-related guidance on this we~
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Professional Diversity Network DC Cyber Week Engineering Tech
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((publte-JnvOlve,Jr'$S-fe,ecl$.hlml)
The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tng-radical4lncJ*wasteful-99vemrrJ6n/-def-ll!@~ngJ_
, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender ldeotogy_
E)(tremism iir)d Rf}!>IOring~lcal Truth to th(t Fe@@I Govemmtmt (hHps/Jwww.f@rt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding*women*from-9endl!r*/d60/Qgy::(txtremi~m--a11d-r(!St¢ri!!(J=12kl!!lgi<;BHfUIJ?.l¢:fh,fJ*f6r'alJ Jn the interim, any previoi;sty i$$ued divetSJly, e<,i;lty, indu.sion, Ot gendet*related guidance on this webpage should be consNJarsd tescin<Jed Jhal i$ inconsistent with these Execvtiw, Orders.
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((publte-JnvOlve,Jr'$S-fe,ecl$.hlml)
The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govl doctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-9QVQmm6n/-def*ll!@~ngJ_
, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender ldeotogy_
E)(tremism iirld Restoring~lcal Truth t0 thtt FQ@@I Govemmtmt (hHps/Jwww.f@rt:1lreg~gQvldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9endl!r-/d§O/Qgy::(txtremi~m-a11d-r(!St¢ri!!(J=12kl!!lgi<;aHroth-l¢:fh,&*f6r'alJ Jn the interim, any previoi;sty i$$ued divetSJly, e<,ulty, itrdu.sion, Ot gendet-related guidance on this webpage should be consNJarsd tescin<Jed Jhal i$ inconsistent with these Execvtiw, Orders.
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This is a preview mode of page Spec.ial Emph.asis Programs and EEO Advisory Committees. -'12a. f/about-nrs/dvU-rlqb.ULJRUill.:.laloha,i:i; btmr>vicwmode-:;QJ.the preview mode.
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tng-radical41ncJ-wasteful-9QVQmm6n/-def-ll!@~ngJ_
, and ExectJWe Order 14168 ~ng WQl'T'lfJn From Gender ldeoiogy_
E)(tremism iir)d Rf}!>IOring~lcal Truth to th(t Fe@@/ Govemmtmt (hHps/Jwww.faj{trt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9endf!1r-/d§O/Qgy::(txtremi~m-t:111d-r(!St()ri!!(J=12kl!!lgi<;BHfUth-l¢:fh,&-fec:l6r'alJ Jn the interim, any previoi;sly i$$u9d divetSJly, e<,ulty, indu.sion, Ot gender-related guidance on this webpage should be consN:larsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
Special Emphasis Programs and EEO Advisory Committees Oo this page:
Introduction f#lntro)
EEO Advisory Commluees [#eeocom)
Affinity & Resource Groups !#resource!
Cultural Events (#culture)
Introduction The Special Emphasis Programs (SEPs) is a part of NRC's affirmative employment and diversity inclusion efforts. The SEPs undertake and promote initiatives that ensure affirmative steps are made towards pmviding equal opportunity,o minorities, women, and people with disabilities in all areas of employmont. The SEP activ'rtles are designed with lhe purpose of providing cultural awareness and celebrating cultural achievements.
The agency has eight Equal Employment Opportunity (EEO) Committees lo assist agency management in acoomplishing diverslty objectives. These committees provide advice and recommendations to the Director, Office of Sma11 Business and Civil Rights, rega,dirig policies, procedures, and practices related 10 career development of N RC employees and selection of appltcants for employment. See below fot how NRC Special Emphasis Groups work collectivety to promote dtversity at the NRC.
NRC Special Emphasis Groups a
EEO Advisory Committees EEO Advisory Committees Advisory Committee on African Amerleans (ACAA)
J=l'r(M'noles diversity of African Amertcan employees at all levels within the agency by embraeing lheir knowledga, skills and capabilities thereby enhancing a culture at the NRC where all are equally respecled.
This is a preview mode of page Spec.ial Emph.asis Programs and EEO Advisory Committees. -'12a. f/about-nrs/dvU-rlqb.ULJRUill.:.laloha,i:i; btmr>vicwmode-:;QJ.the preview mode.
Ad"'°<y C<lmmitt88 for *-
wrth Disablities
.[)'CA Represents the inUtrests of NRC employoo-s with dlsabihties on matters concerning WOtkplace inclusion and caree, development_
Asi.tn Pacific Amer-lean Advisory Committee (APAAC}
Be the preeminenl voice for the agency's As.3an Pacific American employees. We support the NRC's diversity objectives and develop the agency's future leaders through professlonal development. networking, and reaultment Initiatives.
Diversity Advisory Committee on Ageism (DACA)
DACA seeks to ensur& that age d~etiminatmn is not a factor in lhe sekaclion, protnotion, placement, training, career development. end performance rec:ognibon of all present or prospective employees age 40 and over Federal Women's Program Advisory Committee (FWPAC)
Empower wotnen lo establish tind achieve their cateer goals.
FWPAC advocates for the-career advancement and wor'k-life balance of its constituents by promoting a diverse 8fld indusive NRC wo~ environment.
Hispanic: Employment Progr-am Advisory Committee (HEPAC) ldentffies issues of concern for HSSpanic Americans in the NRC. implement initiatives to increase their representation al all levels In the agency, and e!im"1ate barriers that may hinder thfflr equal opportunity in hiring. training. retention, and caraer advancement.
Native Americans Advisory Committee (NAAC)
R8¢orn,nen(I mitiatr.'es ar'l(I approaches to atttael qualified Native Americ:ans and Alask.an Natives to the NRC, and wort<.
to support and retain the Native American and AJask.an Native employees of the NRC, NRC Pride Alliance Advisory Committee (NPAAC)
Identify.Ssues of concern f0< lesbian, Gay, Bisexual, Transgender, Queer. Inters.ex, As8xual and other members of the community (LGBTQ+) who are employees at the NRC, lmP,ement lnlMtlve.s that utlllZe their unique perspective In support od career growth for all NRC emp1oye8s. and e1urunate barriers that may hinder equal opportunity in ru,.,g, training, relenbOn and career a<:rvancement to ulhmale-ty promote a more dlVerse, inelus,ve. open. collat>oratrve ano safe work environment in support of the NRC's Mission, Affinity & Resource Groups NRC !lliKXS tn Go\\O~llrn.M1 Affinity & Re$ource Gr-oups NRC T~chnical Women's Network i*~~RG 111111' 1Dl'mlil
This is a preview mode of page Spec.ial Emph.asis Programs and EEO Advisory Committees. -'12a. f/about-nrs/dvU-rlqb.ULJRUill.:.laloha,i:i; btmr>vicwmode-:;QJ.the preview mode.
.,....,..-..,.,, c*,_,.,.,._.,
,....,,, c,,~,.,,c,,.. v,..
(NTWN)
Serve as an Recommends and promotes advocate of equal To c,eate a vibrant Initiatives that assist the 0PPoftunlty and and supporfuoe agency In supportlng professional community for Veierans and their interests.
develor,ment ror women 111 tec::hnical Provides advice and Afriean Arn$ican fields who aspire to rE!commendal.lOJ')$ to SBCR and other further develop and OCHCO regarding govemmenl leadership and other factors that impact the employees at the professional recruitment. selection, l ocal, State, and development skiUs development, retention, and Federal government to excel in wrrem well-being of Veteran levels, who are and future positions employees.
dedicated to justice of any level.
for al.
Cultural Events NRC proudly joins th& Nabon In celebtaling lhe following special emphasis observances. NRC Sf)O(lsors seve,al s.p,ec:ial emphasis obsetva.nce celebralions and DiverSlfy Oay al its Headquarters offices to Mghtighl contnbtitions made to this counlty by people from va,ious cultures. e:vents take vadous forms such as poster exhibits and luncheon programs, often sponsored and hosted by our Advisory Committees and Affinity stKI Resouroe Groups. Similar events are frequenNy sponsored at the regional offices.
January February March May May May June June Augusl Septemb<>r Octotl(lr November Martin Luther King, Jr., Birthday African Amor1can HlstOfY Month (Poste, ExtubltJProgram)
Women's History Month (Poster ExhibiUProgram)
Asian Pacific Amencan Her4tage Mooth (Poster Exhibit/Program)
Older Americans Month (Poster E.xh;ml/Program)
Military Appreciation Month (Poster Exhibit/Program)
Lesbian, Gay, Bisexual, Transgerlder, and Queer Pride Month (Poster Exhibit/Program & Flag Raising)
JuneteEf'lth (Poster Exflibil/Program & Flag Rais;ng)
Women's Equality Day (Poster Exhibit)
Hispanic Herilage Month (Poster e:~hibit/Program)
National Disability Employment Awareness Month (Poster Exhibit/Program)
Native American Heritage Month (Poster EXh1billPtogram)
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The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordance with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
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E)(tremism iir)d Restoring~lcal Truth to th(t Fe@@I Govemmtmt (hHps/Jwww.f@rt:1/reg~govldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9endl!r-/d§O/Qgy::(txtremi~m-t:111d-r(!Sl¢fi!!(J=12kl!!lgi<;BHfUth-l¢:fh,&-f6r'alJ Jn the interim, any previoi;sty i$$u9d divetSJly, e<,ulty, itrdu.sion, Ot gendet-related guidance on this webpage should be consNJarsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
U.S. Nuclear Regulatory Commission Comprehensive Diversity Management Plan (NUREG/BR-0316, Rev. 5)
Oo this page:
Publication lnfom,ation [#pub-Info]
lntroduc:OOf'I j#intro)
Download complete document NUREGIBR-0316, Rov. 5 (PDF - 113 MB) [/reading-rmldoc-coOectloos/nuregslb1ochures/br0316/br0316'8v5. pdij Publication Information Date Published: Oclober 2010 U.S. Nuclear Regu1a1ory Commission Wastungton, DC 20555-0001 Introduction It is the policy of the NRC to fostef equal opportunity for a11 empk)yees and to promote principles of diversity management that will enhance the level of effectiveness and efficiency of llS programs. Tho coocept of dtve,slty managamont ls a strategic bustness ob,ectlvo that s0oks to increase 0tganlzali0nat capacity in a workplace where the contributions of aJI employeos are recognized and valued. NRC'-s goal ls 10 build a high--perform1ng, diverse workforce based on mutual ar.c:eptaoce and trust It Is also NRC's policy to s.e-Ject the best-quahfied applicant for Iha job, regardless of race. nali,onal o,igin, gender, age, coloc, disability, religion, sexual orientation, or any other non-merit
- factOf, The Commission and senior management continue to support the Comprehensive Oe1181opment Management Plan to guk:le Individual behaviors.
decisions. and dlvel'Stty management lnltiatil/8s that gauge how well the agency Is achieving Its divesslty management objective. Tho Comprehensive Diversity Management Plan cepres.ents a structured approach to ensure continued progre$s in reaching its diversity management goals, promoting a discriminabOn-free work enl/1ronment, and providing opportunfhes for all employees to use their diverse talents lo support lhe agency's mission, Page Last Reviewed/Updated Wednesday, J8nuwy 22, 2025
This is a preview mode of page 21st Annual Dlvtirsity Employment Day CarNr Fair nnd Roundta.bles '1QU (/aboYt*nrc/cnrut:oR'POrtUOltiMIPYt!lach/21st*IODYAlrd!vtaitv.:.1mRl,Qy.Dl.CJ11:JDy*cartec*f.,Jr*a btmlbcicwmodo=Ql.the preview mode.
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((publte-JnvOlve,Jr'$S*fe,ecl$.hlml)
The U.S. Nuclear Regulatory Commission is In the procass of rescinding or revJsi,1g guidance and policies postod on this we-bpago In accordanco with Executive Ofder 14 f 51 Ending ROOical and Wasteful Government DEi P,oarams and
~l~govldoctJments/2025/01/29/2Q25-Q1953/end,tn9*rt:1dical-i1ncJ-wasteful-99vemrrJ6n/*def-ll!@~ngJ_
, and Execi;We Order 14168 ~ng WQl'T'lfJn From Gender ldeotogy_
E)(tremism iirld Restoring~lcal Truth t0 thtt FQ@@I Govemmtmt (hHps/Jwww.f@rt:1lreg~gQvldQcu.rrn:ints(2Q25/Q1/3Q/2()25--02090/df!(Anding-women-from-9endl!r-/d§O/Qgy::(txtremi~m-t:111d*r(!St¢ri!!(J=12kl!!lgi<;aHroth-l¢:fh,&*f6r'alJ Jn the interim, any previoi;sty i$$u9d divetSJly, e<,ulty, itrdu.sion, Ot gendet-related guidance on this webpage should be consNJarsd tescin<Jed Jhal i$ inconsistent with theS9 Execvtiw, Orders.
21st Annual Diversity Employment Day Career Fair and Roundtables Location: Virtual Day: Friday
- April 02, 2021 21st Annual orverslty Empwyment Day Career Fmr and Roundtables (Wa$hinglon. OCNA} - NRC staff ace par1ieipabog in a 11irtuaI video fair.
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