Federal Workforce (2020 Presidential transition)

From USApedia
Book 1 - Corporate overview

Transition 2020 - Corporate Overview cover.png

Entire 2020 Transition book

As of October 2020

DOE’s Federal Human Capital Management programs and policies aim to create a Department- wide high-performance culture and attract, motivate, and retain a highly skilled and diverse workforce capable of meeting the organizational challenges well into the 21st Century.

The Department employs a highly technical and specialized workforce to accomplish its various scientific and technological missions. There is an increasing competition within the American working population for individuals with the requisite knowledge, skills, and competencies that the Department needs. As a result, recruitment and retention of critical staff is becoming increasingly problematic. As such, the Department continues to explore the use of corporate recruitment and retention strategies to retain our high performing employees and personnel in mission critical occupational series; especially through the use of recruitment, retention, relocation, and student loan incentives.

Throughout this section, tables are used to provide the on board count of federal employees by Headquarters office and field sites; pie charts are used to display federal workforce information on gender, race, education, occupational series, age, and scientific and technical occupations; and graphs are used to display some retirement projections. Finally, the last section provides information on union representation at DOE.

Federal Employee Staffing Levels

The following table displays the number of DOE employees on board at the end of FY 2020. The data is displayed by reporting organization, referred to as Program Secretarial Offices (PSO).

Staffing Analysis Tables

As depicted in the following five tables, DOE had a total of 13,137 federal employees onboard as of the end of FY 2020, excluding FERC.

Table 1

Department of Energy
Departmental Staff and Support Offices 2,044
Under Secretary for Energy 1,975
Power Marketing Administrations (PMAs) 4,514
Under Secretary of Science 2,076
Under Secretary for Nuclear Security 2,528
DOE TOTAL 13,137
FERC* 1,462
TOTAL 14,599

*Note: FERC was created as an independent regulatory agency through the Department of Energy Organization Act of 1977. In performance of this function, the employees of FERC are not responsible or subject to the supervision, management, or direction of any office or employee of any part of the Department of Energy. The management and execution of resources are maintained separately by each organization. As such, FERC employees are not included in any representation of the DOE workforce.

Table 2

Departmental Staff and Support Offices
HQ Secretary Of Energy 22
HQ General Counsel 176
HQ Inspector General 277
HQ Congressional & Intergovernmental Affairs 29
HQ Hearings and Appeals 16
HQ Public Affairs 19
HQ Economic Impact and Diversity 31
HQ/Field Chief Information Officer 106
HQ Advanced Research Projects Agency-Energy (ARPA-E) 52
HQ Strategic Planning and Policy 5
HQ Intelligence and Counterintelligence 193
HQ Secretary of Energy Advisory Board 6
HQ Enterprise Assessments 81
HQ Small & Disadvantaged Business Utilization 13
HQ U.S. Energy Information Administration 321
HQ International Affairs 80
HQ Chief Financial Officer 196
HQ Chief Human Capital Officer 194
HQ Management 227
Sub-Total SSO- 2,044

Table 3

Under Secretary for Energy
HQ Indian Energy Policy And Programs 7
HQ Loan Programs 89
HQ Arctic Energy 0
HQ Energy Efficiency And Renewable Energy 416
Field Golden Field Office 127
HQ Nuclear Energy 114
Field Idaho Operations Office 171
Field NE Oak Ridge Site Office 3
HQ Fossil Energy 132
Field National Energy Technology Laboratory 480
Field Strategic Petroleum Reserve 88
HQ Office of Electricity 65
PMA Bonneville Power Administration 2,843
PMA Southeastern Power Administration 39
PMA Southwestern Power Administration 168
PMA Western Area Power Administration 1,464
HQ Environment, Health, Safety & Security 235
HQ Project Management Oversight & Assessments 26
HQ Cybersecurity, Energy Security & Emergency Response 22
Sub-Total USE 6,489

Table 4

Under Secretary for Science
HQ Legacy Management 69
HQ Office of Science 452
Field Consolidated Service Center 192
Field Ames Site Office 4
Field Argonne Site Office 22
Field Bay Area Site Office 26
Field Brookhaven Site Office 23
Field Fermi Site Office 20
Field Pacific Northwest Site Office 31
Field Princeton Site Office 10
Field Thomas Jefferson Site Office 10
Field ORNL Site Office 38
HQ Technology Transitions 15
HQ Artificial Intelligence & Technology 3
HQ Planning & Management Oversight 2
HQ Environmental Management 232
Field Richland Operations Office 336
Field Savannah River Operations Office 224
Field Consolidated Business Center 173
Field Carlsbad Field Office 45
Field Environmental Management Los Alamos Field Office 25
Field Carlsbad Field Office 45
Field Portsmouth & Paducah Project Office 51
Sub-Total USS 2,076

Table 5

Under Secretary for Nuclear Security
HQ NNSA – Office of Administrator 40
Field Emergency Operations 46
HQ Def Nuclear Security 83
HQ Counter-Terrorism 56
HQ External Affairs 19
HQ General Counsel 39
HQ Acquisition and Project Mgt. 171
HQ Management and Budget 255
HQ Info Mgt. and Chief Information 34
HQ Safety, Infrastructure and Operations 105
HQ Deputy Admin for DP 753
Field NNSA Production Office 127
Field Sandia Site Office 85
Field Kansas City Site Office 37
Field Los Alamos Site Office 88
Field Nevada Site Office 77
Field Livermore Site Office 76
Field Savannah River Site Office 39
HQ Deputy Admin for NN 170
HQ DA for Naval Reactors 143
Field NR Lab Field Office 85
Sub-Total for NNSA 2,528

Federal Employee Demographics and Skills

Gender and Race

The charts below show the diversity and gender make-up of DOE’s federal workforce in FY 2020. The gender profile in FY 2020 indicates that 64% of the workforce is male and 36% female. The race/nation of origin profile shows that 74% of the DOE workforce self-identifies as being white. These percentages have largely been stable over the past decade.

File:Image24.jpg
File:Image25.jpg

Education

The chart below indicates a highly educated DOE workforce with most (~70%) of DOE employees having earned a Bachelor’s Degree or higher. This is not unexpected in a science and technology agency. (as of September 2020)

File:Image26.jpg

Occupational Mix

The chart below displays the occupational makeup of DOE’s federal workforce. The slices are groupings of different categories of occupations, called Occupational Series (OS). The three largest occupational series include: scientific and technical (35%); administration (20%); and business (including procurement 12%).

File:Image28.jpg

Scientific and Technical Workforce Breakdown

As indicated in the chart above, DOE’s scientific and technical workforce makes up 35% of DOE’s total workforce. A breakdown of this workforce is shown in the chart below.

The scientific and technical workforce is defined by the following categories: Engineering; Physical Science; Safety and Occupational Health Management; Safety Technicians; Environmental Protection Specialists; Fire Protection and Fire Prevention Specialists; Industrial Hygienists; Environmental Health Technicians; Quality Assurance Specialists; and all Excepted Service Employees (Pay Plan EK) hired under the National Defense Authorization Act.

The chart below shows that General Engineers, Electrical Engineers, and Nuclear Engineers together make up roughly half of DOE’s federal scientific and technical workforce. Several other engineering series have small populations (miscellaneous, civil, electronic, and safety), and when combined with general, electrical, and nuclear engineers, the engineering category makes up roughly two thirds of the DOE scientific and technical workforce.

File:Image29.jpg

Federal Employee Staffing Retirement

Age

DOE’s federal workforce is aging. The chart below displays the current age distribution of DOE’s federal workforce. Over the last five years, DOE’s average age has increased to just over 49 due to steady increases in the population of employees ages 40-49, 50-59, and 60-69.

File:Image30.jpg

Retirement Eligibility

The Department’s retirement eligibility forecast, coupled with the aging workforce, presents a significant human capital challenge. The chart below shows the percentage of the present population that will be eligible to retire over the next four years. This is simply an eligibility chart, not a prediction of what will happen. However, this chart indicates that over one-third (33%) of the current federal employee population will be eligible to retire by the end of 2024.

File:Image31.png

Retirement Projections

Based on historical data that assesses when employees actually retire, the Department has determined that, on average, employees retire about 3.5 years after they have become eligible. This analysis has implications for

DOE’s projected retirement losses. The chart below shows a projection of 9 percent of the workforce being likely to retire, as opposed to the 18 percent that is eligible to leave in FY 2020. This value grows to a projection of 20 percent of the retirement eligible population actually separating from the workforce by the end of FY 2024 (as opposed the 33 percent that is eligible to leave that year).

(with more than 3.5 years of Retirement Deferment)

File:Image32.png

Federal Employee Unions

Overview

Bargaining unit employees are employees of the Agency not excluded by statute (e.g., managers, supervisors, or confidential employees), who are entitled to representation by a recognized labor organization and are covered by a collective bargaining agreement. Bargaining unit employees may elect to pay dues or not pay dues. About 6,300 DOE employees, located at numerous sites Department-wide, are included in bargaining units.

The Collective Bargaining Agreement (CBA) is the written document incorporating the agreed-to conditions of employment affecting bargaining unit employees. Conditions of employment subject to bargaining include, but are not limited to, personnel policies, practices, and matters such as hours of work, leave administration, performance management, awards, merit promotions, hours of work, and discipline.

The union has an obligation to represent all bargaining unit employees whether they pay dues or not. Representation includes collective bargaining, negotiated grievances, formal meetings, responses to proposed disciplinary actions, and third party representation.

The union has a right to be present and invited to comment or speak during formal meetings with bargaining unit employees. Generally, a meeting is considered to be formal when it is held with a supervisor or higher level manager; has a scheduled time and place; has an established agenda; is mandatory; may have a note taker; and discusses changes in personnel policies and procedures, and other conditions of employment. It does not include an operational staff meeting.

Bargaining unit employees are entitled to representation during investigatory meetings or interviews. Known as Weingarten Rights, the employee may request union representation during any examination by an Agency representative in connection with an investigation if the employee reasonably believes that the examination may result in disciplinary action against the employee.

In accordance with the CBA, DOE HQ bargaining unit employees who may be subject to discipline as a result of the investigation will be apprised of their Weingarten Rights at the beginning of the investigatory interview.

Department of Energy Headquarters, Labor Relations

The National Treasury Employees Union (NTEU) is the most visible union due to its location at headquarters. However, the American Federation of Government Employees (AFGE) is the largest union within the Department; AFGE is located at most of DOE’s field sites. NTEU has had bargaining recognition with DOE Headquarters (HQ) since 1979. Anthony “Tony” Reardon is the current National President of NTEU. William Li is the NTEU national representative for the NTEU HQ Chapters. There are two NTEU Chapters: Chapter 213 (covers bargaining unit employees in Washington D.C.) and Chapter 228 (covers bargaining unit employees in Germantown, MD).

Below is a list of all federal labor unions within DOE.

Retrieved from ‘https://openusaproject.com/w/index.php?title=Federal_Workforce_(2020_Presidential_transition)&oldid=16519’