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    Results:

    Subject Term: "Full-time employment"

    1 publication with a total of 3 open recommendations including 1 priority recommendation
    Director: Frank Rusco
    Phone: (202) 512-3841

    3 open recommendations
    including 1 priority recommendation
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should set agencywide goals, which could be ranges, for overall workforce size and skills composition that extend beyond the 2-year budget cycle.

    Agency: Nuclear Regulatory Commission
    Status: Open
    Priority recommendation

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it will implement a new activity to project workload over a 5-year time period. The resulting workload projections will be used to identify core staff positions needed to perform the work. NRC expects that this effort will facilitate setting agency goals for FTE and appropriate agency size beyond the current 2 year budget cycle and will support the agency's effort to enhance its human capital practices. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should establish a systematic, comprehensive approach for tracking employee skills information, either through the system developed through the competency modeling pilot program or some other system.

    Agency: Nuclear Regulatory Commission
    Status: Open

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it will develop and deploy a standard agencywide system to track core staff positions and their related skills. Skills and competencies for each of the core positions will be identified and catalogued, allowing employees and supervisors to search for specific competencies needed to support work throughout the agency. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.
    Recommendation: To improve NRC's ability to strategically manage the size and composition of its workforce and respond to changes in the nuclear industry, the Chairman of the Nuclear Regulatory Commission should consistently train managers and supervisors in strategic human capital management and assessing employee skillsets.

    Agency: Nuclear Regulatory Commission
    Status: Open

    Comments: In comments on a draft of the report, NRC generally agreed with the recommendation. In its June 2017 letter on plans for implementing the recommendation, NRC stated that it developed a Supervisor Development Program SharePoint site to centrally house information pertinent to management activities and required training. NRC will provide information on the agency's strategic workforce planning process as it evolves via this site. Additionally, NRC plans to incorporate the strategic workforce planning process and concepts into existing management training that will be delivered in-person and available on-line. We will review NRC's actions, once completed, to determine whether they meet the intent of this recommendation.