12/15/2015 1 change management project md-715: project status october 12, 2010 change management...

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Change Management Project MD-715: Project Status

October 12, 2010 Change Management Lead: Val Burr

Facilitator: Karen Weaver

Procurement Operations Division

Objectives

To provide some background information for new employees

To provide an overview and comparison of the March and June MD-715 culture surveys

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Agenda

Exercise

Background

Update

Recommendations

Next Steps/Questions

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Exercise

Find a partner and share something that most people don’t know about you

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What do these findings have to do with diversity?

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What is MD-715?

A Management Directive from the U.S. Equal Employment Opportunity Commission

Provides policy guidance around effective affirmative action programs

To ensure federal agencies maintain a fair workplace for everyone

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How did we get involved with MD-715?

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Activities by the GSFC 2006/2007

Equal Opportunity Program Office was involved in a self-assessment of our workplace

Assessed the Management and Operations Directorate (Code 200)

Statistical analysis of the Center’s Procurement Operations Division showed under-representation of African Americans in the 1102 occupational series at grades 13 and above

Survey conducted with a group of employees from the Procurement Operations Division (POD) to learn more about what it is like to work in the POD and identify any barriers regarding recruitment, retention and advancement for minorities

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Survey FindingsConcerns in the following areas:

Career Advancement

Career Development

Access to Management

How did the Procurement Operations Division respond?

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Created an approach and an objective to address the concerns

Approach - create a change management process

Objective - To create an organizational culture that is open, inclusive and transparent and is readily perceived as equitable by all Code 210 employees irrespective of race or national origin

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Main activities

Developed a questionnaire to obtain a baseline for culture change

Distributed a pre-survey to employees (paper copy)

Developed guidelines for every role in the organization

Distributed a post survey to employees (paper copy)

Automated the survey (in 2009)

Automated survey distributed in March and June 2010

Survey Responses

March 2010 – 133 responses

June 2010 – 88 responses

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Scale for Automated Survey

5- Strongly Agree 4- Agree 3- Neutral 2- Disagree 1- Strongly Disagree

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Comparing March and June Survey Data

Question #1: Identify your supervisor

Question #2: Satisfied in my current position (4-4)

Question #3 Understand criteria for advancement and educational requirements (4-5)

Question #4 Receive challenging work assignments(5-5)

Question #5: Ready for more challenging work

assignments (4-3)

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Comparing March and June Survey Data

Question #6: Receive training as needed (4-5)

Question #7: Comfortable with the level of interaction with my Associate (4-5)

Question #8: Comfortable with my relationship with my Procurement Manager (5-5)

Question #9: Warrant policy clearly addresses what is needed to get a warrant (4-5)

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Comparing March and June Survey Data

Question #10: Performance requirements for Contract Specialist are clear (4-4)

Question #11: Code 210 website is helpful (4-4)

Question #12: Career Path: Roadmap Guidelines are helpful (4-4)

Question #13: Code 210 is open to new ideas (4-4)

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Comparing March and June Survey Data

Question #14: Code 210 organization is inclusive of all employees (4-4)

Question #15: I am familiar with the Code 210 Orientation package (4-4)

Question #16: I was comfortable with my on-boarding experience (4-4)

Question #17: I am comfortable with my co-workers (4-4)

Question #18: I would recommend NASA GSFC POD to others looking for employment (4-5)

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Comparing March and June Survey Data

Question #19: Communication is trustworthy Procurement Officer (5-5) Deputy (4-5) Strategic Planner (3-x) Associate (x-5) Procurement Manager (4-5) Policy Review (4-5) Training Coordinator (5-5) Non-Supervisory 14 (4-5) Procurement Systems Support Team (5-5) Industry Assistance (4-4)

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Comparing March and June Survey Data

Question #20: Communication is consistent Procurement Officer (4-5) Deputy (5-5) Strategic Planner (3-x) Associate (x-5) Procurement Manager (5-5) Policy Review (4-4) Training Coordinator (4-5) Non Supervisory 14 (4-4) Procurement Systems Support Team (5-5) Industry Assistance (4-4)

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Comparing March and June Survey Data

Question #21: Communication is open Procurement Officer (5-5) Deputy (5-5) Strategic Planner (3-x) Associate (x-5) Procurement Manager (5-5) Policy Review (4-4) Training Coordinator (4-5) Non Supervisory 14 (4-5) Procurement Systems Support Team (5-5) Industry Assistance (4-4)

Themes from the March Survey

Need more training – On-the-job, on-boarding

Better communication– Philosophy of promotion on potential– Desire upper management to visit offices

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Themes from March Survey

More opportunity for movement – Details, rotation, cross-training

Miscellaneous – Provide lessons learned– Workload of GS-14 Team Leads – Telework (consistency)– Appreciation for generational differences

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Themes from the June Survey

Need more training and guidance

Some don’t know the contents of:– Career Paths document– Warrant policy

Communication– Better in some offices than others

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Themes from June Survey

Miscellaneous– Desire for more social activities (early career

employees and others)

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Recommendations

Implement the new training initiatives as soon as practical

Management should review routine documents at least every 2-3 months– Career Paths– Warrant– On-boarding

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Recommendations

Continue to identify ways to enhance communication– Lessons learned– Managers and Employees – continue to

share concerns with each other– Policy Reviewer’s survey

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Recommendations

Long Term– Consider developing a structured program

for activities rotations

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Next Steps

Survey will be conducted again in January 2011

Continue to monitor progress

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Change Management Advocates

Allen, Monica (210.S) Boon, David (210.H) Compton, Viola (210) Jett, Jasmine (210.M) Mason, Ricarda (210.H) McNair, Jonas (210.I) Merritt, Mickey (210.I)

Merritt, Mickey (210.I) Mullen, Lisa (210.Y) OrtizCollazo, Nylsevalis

(210.M) Robinson, Forestine (210.Y) Robinson, Williams, Yolanda (210.M)