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Chief Human Capital Officer: Jennifer Golder
Deputy Chief Human Capital Officer: Eric Dilworth
Provides overall leadership and management of agency human capital planning and human resources (HR) planning, policy, and program development. Leads in the development of the agency's strategic human capital plan. Develops and implements the HR strategic plan, performance plan, and operating plan consistent with agency-wide programmatic goals and objectives. Assists and advises NRC management in the planning and implementation of human capital goals consistent with agency policies and mission. Establishes accountability for achievement of human capital goals; monitors performance and provides feedback. Delivers human resources services in support of NRC's strategic management of human capital. Plans and implements NRC policies, programs, and services to provide for employment services and operations, training, employee and labor relations, organizational development, and workforce information and analysis. Administers and manages the NRC work life services program, including oversight of the employee assistance program, and the headquarters child care facility, health unit, and fitness center. Provides advice and support for the planning, development, implementation, oversight, and evaluation of HR information systems. Conducts formulation, justification, and execution activities for agency human capital budget and for human resources office budget.
Human Capital and Analytics Branch
Chief: Nicholee Valentine
Manages oversight of Office's financial resources, oversees development, implementation and security of human resources (HR) management information systems, and manages wellness and recognition programs on an agency-wide basis. Participates in agency-wide Planning, Budgeting and Performance Management processes to integrate with Office's plans. Processes agency-wide external training requests and supports financial responsibility of leadership development programs. Develops and maintains automated systems for staffing, recruitment, strategic workforce planning and other HR support activities for managing human capital. Works in partnership with HR operations staff, program managers, and liaison with oversight agencies to identify and solve human capital issues. Collects, analyzes, and provides statistical data on human capital processing and trends. Implements information technology solutions to improve collaboration and efficiencies of HR systems and staff. Provides leadership in processing external data requests and guidance on emergency accountability planning. Develops, coordinates and implements agency-wide wellness policies and programs. Establishes and manages interagency agreements and contracts for the agency health services program, fitness services program, ergonomics and Automated External Defibrillator program. Responsible for the oversight of Headquarters health center and fitness center.
Associate Director for Human Resources Operations and Policy
Associate Director: Richard Revzan
Deputy Associate Director: Kirk Foggie
Manages the implementation and delivery of human resources policy and operations agency-wide. Implements human capital policies and operating procedures in a consistent manner throughout the agency. Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems. Provides program direction and liaison in support of regional human resources operations. Provides management advice and recommendations concerning all operational aspects of human capital management. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Through human resources service centers, provides advice, guidance, information products, and support services for NRC managers and employees. Implements and administers a full range of human capital policies, programs, and services including employment, recruitment, staffing, position management and evaluation, benefits, employee and labor relations, performance management and personnel processing. Participates on planning and implementation team for agency competitive sourcing studies. Supports equal employment opportunity in the implementation of human capital policies and programs; and maintains Official Personnel Files, performance appraisal files and merit selection files. Oversees all employee and labor relations activities within the agency as well as all human capital policies and programs.
Policy, Labor and Employee Relations, and Accountability Branch
Chief: Mark James
Manages employee and labor relations activities on an agency-wide basis. Develops, coordinates, and implements substantive human capital policy and program initiatives related to labor-management relations, which include negotiating and administering collective bargaining agreements; conducting day-to-day interactions with the employee union; processing of grievances filed under the negotiated grievance procedure, and responding to requests for information. Handles all negotiations dealing with the impact and implementation of changes in working conditions affecting members of the bargaining unit, provides training to managers and supervisors on labor relations, and oversees all activities related to the Agency's labor-management partnership.
Provides guidance, counseling, and training for managers and supervisors with regard to all employee relations issues, which includes, but is not limited to, disciplinary and adverse actions, performance-based actions, administrative grievance procedure, prevention of harassment, and general employee conduct and performance issues. Provides advice, guidance and assistance in the implementation of agency policies in the areas of reasonable accommodation. Maintains and fosters relationships with all appropriate internal offices, including, Office of the Executive Director for Operations, Office of the Inspector General, Office of the General Counsel, Office of Small Business and Civil Rights, and each Regional Office in order to ensure that all sensitive employee matters are handled in an appropriate manner. Maintains and fosters relationships with all appropriate external organizations, including the Office of Personnel Management and the National Treasury Employees Union in order to ensure that all appropriate statutory, regulatory and Government-wide requirements are met in a timely and quality manner.
Develops, implements, and evaluates results-oriented performance management systems for supervisors, and employees that link with agency and organizational goals. Establishes and manages contracts for the agency’s employee assistance program. Maintains and fosters relationships with external organizations to become aware of and participate in the formulation of new concepts in strategic human capital management. Ensures HR management & accountability is established and maintained over time. This allows the agency to manage its workforce efficiently & effectively in support of the agency mission in accordance with the merit system principles.
Headquarters Staffing and Recruitment Branch
Chief: Kelly Barrie
Implements human capital recruitment, staffing, and hiring policies for all Headquarter Offices. Provides guidance and recommendations to hiring managers and executive leadership concerning all operational aspects of human capital hiring and personnel processing. Assists managers and supervisors in applying human capital hiring strategies to solve workforce planning issues and close skills gaps.
Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems (e.g., Monster, USAJobs). Supervises the Headquarters Processing and Quality Control Team (HQPQCT) to process HQ personnel actions. Interfaces with our payroll provider (Department of the Interior) and functions as a central processing unit to facilitate internal HR quality control efforts. Oversees and facilitates HQ New Employee Orientation every two weeks.
Regional Operations Branch
Chief: Colleen Todd
Implements human capital policies and strategies for each Regional Office. Provides guidance to management and recommendations concerning all operational aspects of human capital management. Assists managers and supervisors in applying human capital strategies to solve workforce planning issues and close skills gaps. Employs technology to improve the efficiency and effectiveness of operations, including electronic government recruitment and staffing systems. Processes personnel actions, interfaces with our payroll provider (Department of the Interior) and functions as a central processing unit to facilitate internal HR quality control efforts.
Benefits and Worklife Programs Branch
Chief: Karen Cobbs
Manages all benefits and worklife activities and programs for the Headquarter offices. Develops, coordinates and implements benefits policies, such as health insurance, life insurance, Thrift Savings Plan, retirement estimates, counseling and processing, and worker's compensation. Oversees the policy and implementation of the agency’s various awards programs (e.g., performance awards, agency group awards, length of service awards, etc.), other employee recognition programs, performance management, and the agency’s telework programs.
Special Authorities and Advisory Services Branch
Chief: Ann Dublin
Implements human capital policies and strategies for position classification, position management, and advisory services. Oversees outreach and targeted recruitment efforts (e.g., ADVANCE Act hiring authorities, student hiring, veterans hiring, etc.) to secure a highly qualified workforce that meets current and future agency needs, while identifying and tracking critical skill needs. Serves as the principal advisor to NRC staff on strategic recruitment, outreach activities, and special hiring authorities. Responsible for developing and implementing a comprehensive, integrated, and strategic approach to human resources initiatives, including identifying best practices and making recommendations to improve hiring metrics to meet agency goals consistent with merit system principles and applicable law. The Branch also serves as the liaison for all collaborative and reporting efforts related to strategic recruitment and outreach associated with agencywide hiring efforts. Writes and maintains operating guidance (e.g., SOPs) for Staffing and Recruitment processes.
Associate Director for Human Resources Learning and Development
Associate Director: Susan Abraham
Deputy Associate Director, TTC: Steve Cochrum
Provides overall leadership and management of agency-wide training and development policies, programs and systems designed to establish, maintain, and enhance the skills employees need to perform their current jobs effectively and to meet the future skill needs of the agency. Maintains, updates and implements the NRC Training and Development Strategic Plan. In consultation with the NRC headquarters offices and regions, coordinates policy development and provides regulatory, technical, and professional training to meet agency needs defined by formal NRC staff qualification and training programs including the Nuclear Regulator Apprenticeship Network training program. Leads and coordinates research, analysis, development and implementation of NRC knowledge management activities to maintain agency core competencies and support the needs of the program offices and regions. Establishes and maintains an integrated budget for all agency training-related activities. Manages the Technical Training Center, Professional Development Center, facilities, and associated capital assets. Manages development, implementation, and technical support for selected agency information technology applications in support of agency human capital programs. Manages, controls, and supports operation of TTC local area networks and all associated information technology infrastructure. Provides technical assistance in areas of expertise to NRC programs and provides training development advice and assistance to offices and regions. Provides training assistance to foreign regulatory counterparts. Leads all agency changes necessary to advance the vision of learning transformation at the NRC, including ensuring the NRC learning environment is adaptable, effective and efficient in meeting validated learning objectives, accomplishing the NRC mission; technology is leveraged to deliver an innovative, effective and standardized enterprise learning environment; current knowledge and expertise within the workforce is harnessed to advance the learning of others; learning is available anytime, anywhere; learners are empowered for their own learning and development; and instruction is interactive, self-paced where possible, and appropriate to learning outcomes.
Talent and Knowledge Management Branch
Chief: Jawanza Gibbs-Nicholson
Coordinates research, analysis, development, and implementation of NRC’s agency-level knowledge management program to effectively capture, transfer, and share knowledge to support human capital goals and performance of the mission. Maintains, oversees, and implements the NRC’s professional training in the areas of leadership, Speed of Trust, coaching, communications, computer applications, and financial management. The Branch develops, maintains, and implements the NRC’s organizational development services to support NRC's organizational health and effectiveness. The Branch supports the implementation of the NRC's learning management system and the Training Support Help Desk function. The Branch manages the Professional Development Center facility and the NRC's centralized agency-level external training program. The branch supports the training records for NRC staff. The Branch focuses the NRC efforts on the analyses of the results of employee surveys such as the Federal Employee Viewpoint Survey and recommends effective strategies for action.
Employee Development Programs Branch
Chief: Scott Kelberg
Provides a variety of supporting programs for NRC staff development. This includes the Nuclear Regulator Apprenticeship Network (NRAN) program, training for the Senior Executive Service Candidate Development Program (SESCDP), the NRC Ambassador and NRC Connect programs, and the external leadership programs for all NRC staff. For the NRAN program, provides an 18-month technical training program for a cohort of apprentices that builds regulatory knowledge and experience. Provides the ability for agency employees to pair with career mentors to support individual development. For new employees, provides the NRC Ambassador and NRC Connect programs to help acclimate to the agency. Provides the SESCDP training program to support a talent pipeline for senior executive positions. Facilitates NRC staff participation in external leadership programs. Ensures activities align with the agency Strategic Plan.
Learning Innovation and Support Branch
Chief: Jeff Griffis
Enhances the NRC training programs through focus on program design, evaluation, and learning effectiveness. Provides performance consulting services and assists in developing training programs to meet NRC mission needs. Modernizes the training efforts with the design, development, and management of in-person, online and blended courses offered by the NRC. Supports NRC training initiatives using active learning, learning theories, instructional design models, and best practices in learning. Integrates current learning technologies into training to measure and promote effective teaching strategies and improve learner’s learning experiences. Manages the competency-based training and modeling program which assists the NRC with analysis of individual skills and development needs and organizational needs to support the mission. Manages specialized training software and hardware programs like the reactor technical training full-scope simulation program to meet training needs defined by formal NRC staff qualification and training programs. Establishes and manages interagency agreements and commercial contracts for training program support needs. Develops, maintains, and provides expert technical assistance for training processes and systems programs to meet the training objectives. Develops and manages the training program policies for the division. Ensures activities align with the agency Strategic Plan.
Reactor Technology Training Branch
Chief: Matt Emrich
Manages the reactor technology training curriculum in each of the General Electric, Westinghouse, Combustion Engineering, Babcock, and Wilcox, AP1000, and Advanced/SMR reactor vendor designs based on agency needs. Provides a spectrum of classroom and full scope simulator courses to meet the cumulative reactor technology and regulatory skills training needs of the NRC inspection staff. Provides training to develop and maintain agency skills related to performance-based regulatory safety assessment of control room configuration, integrated plant operation, and application of emergency operating procedures, severe accident guidelines, and emergency procedure guidelines. Develops new courses and modifies existing courses to meet new or changing needs. Establishes and manages interagency agreements and commercial contracts for training course needs. Ensures reactor technology training activities align with the agency Strategic Plan. Provides expert technical assistance to NRC, other government agencies, and foreign regulatory agencies on reactor operations, regulatory programs, human resources development, and training systems methodology and standards.
Specialized Technical Training Branch
Chief: Latonya Mahlahla
Manages the NRC specialized technical training programs. Provides or coordinates specialized technical training to meet the needs defined by formal NRC staff qualification programs and to meet Agreement State Training requirements to support the National Materials Program. Manages training in the curriculum areas of probabilistic risk assessment, engineering support, radiation protection, fuel cycle technology, security and safeguards, and regulatory skills based on integrated agency needs. Establishes and manages interagency agreements and commercial contracts to satisfy agency specialized technical training needs. Develops new courses and modifies existing courses to meet new or changing skills. Ensures specialized technology training activities align with the agency Strategic Plan. Provides expert technical assistance and support to NRC, other government agencies, and foreign regulatory agencies on radioactive materials, health physics, regulatory programs, human resources development, and training systems methodology and standards.
Page Last Reviewed/Updated Thursday, February 27, 2025