| At Lawrence Berkeley National Laboratory, the objectives of our scientific programs and projects are represented by a diverse range of scientific disciplines with key research in fundamental studies of the universe; quantitative biology; nanoscience; new energy systems and environmental solutions; and the use of integrated computing as a tool for discovery.
It is from this diverse range of program and project objectives
that the skills, knowledge, and abilities (SKA) requirements
for the Engineering Division are determined.
Each employee in the Division must show an appreciation for the diversity represented by every employee in every Division at the Laboratory. Appreciation for diversity is demonstrated when employees in scientific, engineering, technical, and business disciplines treat one another with respect, seek to maintain productive and harmonious working relationships, and recognize one another for their unique efforts and contributions to program and project objectives.
Appreciating diversity includes, but must go beyond, increasing the representation of qualified employees who are currently underrepresented in some engineering disciplines. Appreciating diversity must include engineering line managers who partner with the scientific divisions to identify, develop, and retain employees who possess the qualifications needed to assure scientific and engineering success. This cannot be accomplished unless there is an equality of opportunity, or a level playing field, for every qualified and available employee or candidate.
The diversity of our staff will advance richer and more effective solutions to our scientific and engineering challenges. Cultivating and appreciating diversity remains one of our core values, and therefore, a fundamental goal.
Background
Beginning in September of 2003, under a Charter from the Laboratory Director, the Engineering Task Force (ETF) completed a comprehensive reassessment of the Engineering Division.
The ETF demonstrated that the Engineering Division and the scientific divisions needed to forge a partnership to assure that the purposes of the Engineering Division were properly aligned with the purposes of scientific programs and projects.
As steps were taken to forge this partnership, we identified specific Engineering Division SKA requirements essential to advance the success of the Laboratory’s ongoing and future scientific research.
The SKA requirements, combined with an alarming growth in the number of staff between assignments, necessitated a workforce reduction in the Engineering Division, in 2004.
In 2005, Engineering and scientific divisions have had to reduce their staffing levels, and current and future programmatic priorities and objectives do not allow a significant addition of staff positions above current levels.
It is within the present programmatic and funding environment that Engineering must cultivate and promote diversity among its own staff and with our scientific partner divisions.
Action Items for 2005
The Engineering Division Director has established the following
action plan:
- On or before 10/01/05: The Engineering Division Director
reestablishes and charters the Engineering Diversity
Committee. The charter of the Committee will provide
centralized guidance, but assure decentralized execution.
In addition, the Committee will be expected to (a) identify
constraints, opportunities, and resources; (b)
establish realistic, achievable, and measurable initial
diversity goals; and (c) identify realistic,
achievable, and measurable actions that employees, supervisors,
and managers will be expected to take to advance each
diversity goal.
- On or before 3/01/06: The Engineering Diversity Committee
establishes a set of initial goals for diversity that
support program requirements and are realistic to internal
and external constraints.
- On or before 6/01/06: The Engineering Diversity Committee, with input from Engineering management, recommends steps that will achieve the set of initial goals. The set of initial goals and steps must recognize:
- 2003 Engineering Task Force Recommendations.
- SKAs needed by partner divisions for strategic recruitment, “pipeline” development, retention, succession planning, etc.
- Input from the Workforce Diversity Office (WFDO),
Human Resources (HR), Labor Employee Relations
(L/ER), the Engineering Staffing Committee, the
Center for Science and Engineering Education
(CSEE), and Public Affairs.
- Input from a representative set of Division line managers.
- The Staffing and Diversity Committees are linked by membership.
- The Engineering Diversity Committee and Laboratory Best Practices Diversity Committee are linked by membership.
The plan will identify specific realistic, measurable, and achievable actions that employees, supervisors, and line managers will be expected to take in support of each initial diversity goal.
- On or before 07/01/06: The Engineering Division Director reviews the Engineering Diversity Implementation Plan with partner divisions and senior Laboratory management to secure shared ownership. This is essential as Engineering is an integral part of endeavors within many scientific divisions, and the realization of Engineering’s goals depends on a full partnership.
- On or before 07/01/06 – 09/30/06: With support from HR, L/ER, WFDO, and the Engineering Diversity Committee, the Division provides training, tools, and resources for Engineering employees, supervisors, and Division management on how and when to accomplish the actions identified in the plan.
- 10/01/06: Engineering supervisors and department heads assume accountability for measuring the success of the Diversity Implementation Plan in their functional areas. Actions in support of diversity goals should be reflected in 2006/2007 performance expectations.
- Between 10/01/06 and 09/30/07: Engineering supervisors and department heads oversee Diversity Implementation Plan activities within Electronics, Software, and Instrumentation Engineering, Mechanical Engineering, and Engineering Division Operations. The Engineering Diversity Committee provides guidance and resources as needed.
- Between 10/01/06 and 09/30/07: WFDO and/or the Engineering Diversity Committee provide(s) support/guidance to the Engineering Division supervisors and line managers as needed. Progress against the Implementation Plan and impact on diversity goals is measured at least quarterly by engineering line supervisors and managers.
- Between 10/01/06 and 09/30/07: The Engineering Diversity Committee/Engineering Division Management revises the Diversity Implementation Plan to reflect constraints, opportunities, and resources that could not be known on or before 10/01/07. Material changes are reviewed with Laboratory senior management, WFDO, and partner divisions. Guidance for change management is provided by the Diversity Committee to Division line managers and supervisors.
|
