United States
ft
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EPA 800-R-92-001
July 1992
Office Of Water (WH-552)
Human Resources Council
Off ice Of Water
FY 90-91 Accomplishments/
Planned FY 92-93 Activities
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Human Resources Council
Office of Water
FY 90-91 Accomplishments
Planned FY 92-93 Activities
Office of Water
U.S. Environmental Protection Agency
401 M Street, SW
Washington, D.C. 20460
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kover photos: (clockwise)
The HRC arranged a trip to the Smithsonian in January 1992 to
view the exhibit on the Alaskan oil spill.
Everyone's a winner at the Office of Water Picnic in 1991.
Some Office of Water staff at the Holidays Party (left to right)
Chanda Millwright, Tamara Reid, Sheila Holcomb, Renee Hall,
and Rosslyn Fearles
Working out at EPA's Fitness Center Peter Cook and Bruce
Mintz are in the midst of a bicycle race while Peter Bahor talks to a
Jamie Bourne on the Stairmaster.
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Introduction
Are you an employee in EPA's Office of Water?
Have you heard about the OW Human Resources Council (HRQ?
Okay ... if you got a yes or no on those questions, try these:
Do you know who is on the HRC?
Do you know what the HRC is attempting to do?
What are the vision, goals, and activities of the HRC?
What has been accomplished over the last couple of years by
your HRC?
How can you get involved in the HRC?
The objective of this report is to provide you with the answers to
these questions, and it is an attempt to interest you in helping the HRC
contribute to making OW the best place to work in EPA.
Craig Vogt, Vice Chair
Human Resource Council,
Office of Water
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Contents
Introduction iii
Vision 1
OW HRC Goals 2
Charter and Procedures 3
Charter 3
Procedures 4
Council Membership and Organization 6
OW HRC FY 92-93 Activities 7
Goal 1 7
Subgoal A 7
Subgoal B 8
Subgoal C 9
Goal 2 10
Goal 3 11
Goal 4 12
Goal5 13
Goal 6 16
Goal 7 17
Highlights of 1990-91 Accomplishments 19
Office of Water Months 19
William A. Wh/ttington Human Resources Awards 19
OW Picnics 21
Coordination with the East Tower Tenants Association 24
Wellness Program 24
Rotational Assignment Program Survey 25
OW Welcome Book 25
OW Pipeline 26
OW HRC Retreat 26
OW Secretary's Retreat 27
Training 27
OW Office Team of the Future 27
OW Questionnaire 28
Background 28
Summary of Responses 28
Key Successes and Responses to Problems 28
TableEmployee Responses to Questionnaire 29
We Need Your Continued Support and Participation 30
Acknowledgments
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Vision
Attract, develop, and retain the best people.
"No agency, no department, indeed, no
corporation has ever had better employees
than EPA. Our very mission has brought
us the best: those who care deeply about
the environment; those who willingly
accept the challenge to protect it.
But today, that challenge cuts two ways:
increasing demands but tighter
budgets. So if we in the Office of Water
are to effectively protect our water
environment, we must meet our own
internal challenge that of better using
tight resources to attract, develop, and
retain the best people."
Martha Prothro
Deputy Assistant Administrator, Office of Water
Chair, Human Resources Council
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OW HRC Goals
Goal 1: OW promotes effective communication
A. OW has effective communication avenues
between management and staff and between
offices: integrate Mini-Councils into overall HRC
structure and elevate importance of Mini-Councils
in implementing HRC goals.
B. OW has effective communication avenues
between management and staff and between
offices: stimulate OW employee involvement and
morale through human resources-related activities.
C. OW has effective communication avenues
between management and staff and between
offices: establish continuing human resources
communications within OW.
Goal 2: OW obtains and retains a prepared, capable, and
educated workforce whose growth and
development needs are identified and met.
Goal 3: OW provides for and encourages rewards and
recognition for OW employees.
Goal 4: OW promotes and facilitates employee wellness.
Goal 5: OW ensures that secretarial and support staff are
accepted as an integral part of the OW team.
Goal 6: OW promotes a "productivity and quality" using
office technology and procedures.
Goal 7: OW has an "appropriate" teamwork culture.
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Charter and Procedures
Charter
1. Objective. This Council shall work to improve the management of
human resources in the Office of Water and to strengthen communica-
tions Office-wide regarding human resources management activities.
The Council shall advise and assist the Assistant Administrator in de-
veloping effective policies, strategies, and programs for organizational
development, workforce planning, and career management.
2. Functions. The Council is established to advise, consult with, and as-
sist the Assistant Administrator, Deputy Assistant Administrator, Office
Directors, and all the people in the Office of Water by:
Defining the role of human resource activities in supporting
OW's mission;
Serving as an Office-wide sounding board and early warning
network to surface human resource issues;
Generating innovative ideas and approaches to human
resource issues;
Providing a communications and mutual support network of
people who are interested in and committed to human
resource goals;
Designing, reviewing, and discussing proposed human
resource initiatives for appropriateness and effectiveness;
Acting as a catalyst in dealing with Office managers,
employee groups, and other organizations to improve
communications and human resource management; and
Encouraging the establishment of committees, coordinator
positions, and mini-councils in OW organizations to involve
more Office of Water people in human resource activities.
3. Composition. The Director of each Program Office and the Immedi-
ate Office of the Assistant Administrator should appoint a four repre-
sentative delegation. It is recommended that a broad range of
representatives be chosen from a variety of employee categories (for ex-
ample, Office Director, Deputy Office Director; other supervisory staff;
non-supervisory staff; secretary/support staff). The Office Directors
would seek recommended nominations from their respective mini-
councils. In addition, all mini-council chairs are considered as members
of the council and do not need to be appointed, resulting in five repre-
sentatives from each program office. Union representation on the coun-
cil will be consistent with current negotiated agreements. Appointment
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to the council implies that each representative has the support to act on
behalf of his/her organization to carry out the activities of the council.
Original charter signed by Rebecca Hamner on March 30,1989. Re-
vised charter signed by Lajuana Wilcher in January 1992.
Procedures
Council Chairperson: Appointed by the Assistant Administrator for
a term of two years.
Council Vice Chairperson: Appointed by the Assistant Administra-
tor for a term of two years. Represents the Office of Water on the EPA
Human Resources Council.
Council Composition: Council composition will be as stated in the
Charter. Insofar as possible, Council membership will be representa-
tive of the Office of Water employee structure.
Council Membership Appointment: The membership term will be
two years; members generally will not be reappointed. Terms will be
staggered, ending July 31. Offices will consult with the Chairperson re-
garding nominees to obtain guidance on coverage needed.
Council Executive Secretary: Will be provided by Resources Man-
agement and Administration Office, Immediate Office of the Assistant
Administrator.
Expectation of Members: Each member will attend the meetings,
participate as a representative of his/her organization and communi-
cate results back to his/her organization. Failure to attend two consec-
utive meetings without unavoidable reason (e.g., travel, leave) will
result in removal from the Council. Each member will serve on at least
one of the Council's committees.
Rights of Members: Each member in attendance will have one vote.
Commit fees and Sub-committees:
Charter/Membership/Initiatives/Program Develop the charter
for the OW Human Resources Council and establish policy and proce-
dures for membership of the Council. Develop annual human re-
sources goals and priorities and follow up with human resources
initiatives; prepare annual human resources accomplishment report
and human resources activities plans.
Work Environment Identify problems in the workplace and de-
velop a strategy to make the Office of Water a better place to work.
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Employee Involvement/Communications Develop a strategy
to disseminate information to OW employees about OW and Agency
activities and programs; develop a communications network and an
OW orientation program. The OW Pipeline Subcommittee will publish
the OW Pipeline.
Training/Career Development Find ways to enhance employees'
jobs, promote career development, implement and monitor OW Intern
Program, provide managers/supervisors with a means of recognizing
and rewarding important short-term accomplishments, and promote
wellness through health awareness seminars, free health screen-
ing/testing, and recreational activities.
The Council may form other committees as needs arise.
Schedule of Council Meetings: Regular meetings will be monthly
with special meetings at the call of the Chairperson.
Operating Procedures: In general, the Council may conduct its
meetings by consensus. Where necessary, Robert's Rules of Order will
be used.
Jack Lehman
Chair, Employee
Involvement/
Communications
Committee,
OWEC
Bruce Mintz
Chair, Membership,
Initiatives, and
Programs Committee,
OST
Peter Cook
Chair, Work
Environment
Committee,
OGWDW
Bob Blanco
Chair, Training/
Career Development
Committee,
OGWDW
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Council Membership and Organization
Current OW HRC membership includes the following individuals from
each Program Office and the OW Immediate Office. Also listed are the Pro-
gram Office Mini-Council Chairs who are also members of the OW HRC.
Office of Water
Immediate Office
Martha Prothro, Chair
John Alter
Vicki Gillispie
Mary Lou Soscia
Office of Wetlands,
Oceans, and Watersheds
Craig Vogt, Vice Chair
Joan Warren
Mary Hinton
Paulette Williams*
Judy Johnson*
Mini-Council Chair: Craig Vogt
Office of Science
and Technology
Linda Wilbur
Marion Thompson
Mini-Council Chair:
Marion Thompson
* New member, February 1992
Office of Ground Water
and Drinking Water
Peter Cook
Bob Blanco
Mini-Council Chairs: Howard Beard,
Chuck Job
Office of Wastewater
Enforcement and Compliance
Jack Lehman
Emphraim King
Chris Gaines
Karen James*
Greg Marshall*
Mini-Council Chair:
Kim Ogden Hankins
Office of Water
Ex-Officio Members
Kathy Payne
Leo Cox
Pat Keitt
Bob Pavlik
Maureen O'Neill
Martha Prothro, Chair
Craig Vogt, Vice Chair
Leo Cox, Council Coordinator
Employee
Involvement/
Communications
Committee
Jack Lehman,
Chair
Mary Lou Soscia
Mary Hinton
Leo Cox
Joan Warren
Pat Wilkins
Jim Hamilton
Betsy Tarn
Howard Beard
John Alter
Membership,
Initiatives, and
Programs
Committee
Bruce Mintz, Chair
Vicki Gillespie
Trinky Thompson
Work
Environment
Committee
Peter Cook, Chair
Chris Gaines
Beth Hall
Bob April
Betsy Tarn
Training/Career
Development
Committee
Bob Blanco, Chair
Jim Home
Baldev Bathija
Mary Belefski
Sheila Frace
Chuck Job
Roshelle
Johnson-Whitley
Jim Wheeler
Linda Wilbur
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OW HRC FY 92-93 Activities
GOAL 1
OW promotes effective communication.
mSUBGOALA
OW has effective communication avenues between management and
staff and between offices: integrate Mini-Councils into overall HRC
structure and elevate importance of Mini-Councils in implementing
HRC goals.
Activities:
A. Ensure adequate representation of Mini-Council
representatives on the OW HRC.
Description: Encourage OW HRC to communicate with Mini-Council
chairs to help identify and address OW human resource
issues and integrate OW HRC and OW Mini-Council
activities.
Contact: Bruce Mintz
B. Use Mini-Councils for formal information exchange, to
generate needs, and as a formal implementation body for
human resources activities.
(Committee: Membership, Initiatives, and Programs; Develop OW
HRC Operating Principles Guidance)
C. Establish regular Mini-Council reports at bi-monthly OW HRC
Meetings.
(Committee: OW HRC Chairperson)
D. Include Mini-Council Reports in the OW Pipeline.
Contact Leo Cox
E. Issue AA policy supporting OW HRC
activities and highlighting
importance of Mini-Councils.
Contact Mary Lou Soscia
Mary Lou Soscia,
OW
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SUBGOAL B
OW has effective communication avenues between management and
staff and between offices, stimulate OW employee involvement and
morale through human-resources-related activities.
Activities:
A. Plan and conduct another OW Month in April.
Description: The third annual OW Month will recognize and cele-
brate the people and accomplishments of the Office of
Water. An Opening Kickoff will feature a speech by the
AA. Then, various awards will be distributed, such as
the William A. Whittington Human Resources Awards,
Distinguished Career Awards, and the 10/20/30 Year
Service Awards. Later in the month, an OW Open House
will feature program office booths and computer dis-
plays. OW HRC committees will sponsor seminars and
speakers throughout the month. Finally, all OW staff will
be invited on an environmental field trip to visit
wetlands.
Contact. Sharie Centilla (overall), Jack Lehman/Leo Cox
(awards), Pat Wilkins (seminars/speakers), Betsy Tarn
(field trip)
B. Present speakers on EPA issues.
Description: Arrange at least one speaker per quarter.
Contact: Pat Wilkins
C. Arrange workshop on sexual harassment.
Description: A workshop for all managers and supervisors on sexual
harassment (possible link with cultural diversity semi-
narsee Goal 7, Activity B).
Contact: Jim Home
D. Arrange field trips on environmental themes.
Description: Each Mini-Council will sponsor one field
trip per year.
Contact' Betsy Tam
E. Arrange "fun things" outings.
Contact John Alter
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SUBGOAL C
OW has effective communication avenues between management and
staff and between offices- establish continuing human resources
communications within OW.
Activities:
A. Continue the OW Pipeline publication.
Contact: Leo Cox
B. Encourage Mini-Council publications.
(Committee Membership, Initiatives, and Programs)
HRC Trip to Smithsonian to see "Blackened Waters" Alaskan Oil Spill
(left) Betsy Tarn and Bob Brown, OWOW
(below) Bob Brown and Joan Warren, OWOW
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John Alter,
OW
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(left) Diane Davis, and
Sandy Germann, OWOW
(below) Jack Lehman, OWEC and
Janet Pawlukiewicz, OWOW
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GOAL 2
OW obtains and retains a prepared, capable, educated workforce
whose growth and development needs are identified and met.
Activities:
A. Implement an effective career counseling program: awareness
training for supervisors, training on mentoring, employee
training on development of career development plans.
(Committee: Training and Career Development)
B. Establish clearinghouses for training support.
Description: Based on a survey in OW in FY 91 of where barriers ex-
isted to getting information to people's desks on training
opportunities, establish a process for making OW em-
ployees aware of training opportunities (EPA Institute
courses and those outside of EPA) and getting this infor-
mation to them in a timely manner (with enough time to
sign up for and take courses).
Contact: Ruth Anne Keister
C. Establish a clearinghouse for rotational assignments and
revise as necessary OW's Rotational Assignment Program.
Description: Increase staff's awareness about rotational assignments
through a database of potential candidates, facilitation of
rotations, and research on funding for costs associated
with the program.
Contact: Ruth Anne Keister
D. Implement a Career Pathing Project.
Description: Conduct a pilot Agency training program with OHRM
to identify specific training needs for specialty areas.
Contact: Mary Belefski
Present speakers on
personal growth.
(Committee: Training and Career
Development)
Contact: Jim Wheeler
Mary Belefski,
owow
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(E1. Conduct a "Keeping Good People"
workshop in light of OW reorganization.)
Description- Offer a workshop for all
OW managers and
supervisors on "keeping
good people." Roger
Herman, author of
"Keeping Good People/'
will facilitate. May also
include additional
follow-up sessions for
managers, supervisors,
and all OW staff.
Contact: Linda Wilbur
Linda Wilbur
OST
F. Plan and provide for workshops/videos on human resources
topics such as motivation, time management, and leadership.
(Committee. Training and Career Development)
Contact Jim Wheeler
GOAL 3
OW provides for and encourages
rewards and recognition for
OW employees.
Activities:
A. Conduct an OW awards
ceremony. (See also
Subgoal B, Activity A)
Bob Wayland, Director ofOWOW, receives award from
Lajuana Wilcher, OWAA, while Craig Vogt, Master of
Ceremonies, tells the crowd that the award was for the
best acronym in the OW reorganization. On receiving
the award, Bob said "OWOW!" (1991 OW Holiday Party)
Develop a policy and definitions for the OW awards program.
Description: Develop and issue a brochure to all OW staff with policy
and definitions for the OW Awards Program.
Contact: Bob Pavlik, Howard Beard
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C. Institutionalize an OW awards and recognition program.
Description: Set up procedures, budget, and infrastructure for an
overall OW awards and recognition program to include
the following kinds of awards:
Bob Pavlik, OW
Monetary Awards: Peer Awards, TQM Teamwork
Awards, Innovative Idea Awards, OW Excellence
in Office Management Support, On-the-Spot
Awards;
Non-Monetary Awards: William A. Whittington
Awards, Human Resources Awards for a branch
chief and division director from each program
office, OW HRC Mini-Council Awards; and
Recognition of management and technical
performance, recycling efforts.
Howard Beard, OGWDW
Contact: Bob Pavlik, Howard Beard
GOAL 4
OW promotes and facilitates employee
wellness.
Activities:
A. Provide On-site Health Screening
Services.
Description. Provide periodic on-site health screening services, such
as blood pressure and cholesterol levels for OW employ-
ees. Literature will be provided about the screening tests,
the health significance of the results, and steps one can
take to reduce health risks
that may be found. On-site
screening would also be
used to publicize and pro-
mote the health services
routinely available through
the Fitness Center.
Contact- Beth Hall
Beth Hall, OGWDW
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B. Promote EPA Employee Counseling and Assistance Programs.
Description: Publicize the types of programs and support services
available through EPA's Employee Counseling and As-
sistance Program (ECAP), promote their use by OW em-
ployees, and identify additional programs or services
that would be helpful to employees. (Note: no action for
FY 92, possibly for FY 93).
Contact: Peter Cook
C. Establish a Match Time Fitness Program.
Description: Assess OPM policies and other Federal and private poli-
cies and programs providing time for employees to par-
ticipate in physical fitness programs. Assess costs and
benefits to organization and, based on findings, develop
a physical fitness policy and program for OW.
Contact: Peter Cook
Bruce Mintz working out.
GOALS
OW ensures that secretarial and support staff are accepted as an
integral part of the OW team.
Activities:
A. Restructure the OW HRC to ensure adequate representation
from secretarial/support staff.
Description A request for appointments to the HRC will be sent to
Office Directors.
Contact: Martha Prothro, Chair, HRC
B. Plan and conduct a seminar for supervisors, managers, and
support staff to provide information on career opportunities,
training, the changing office environment, and awards.
(Committee: Membership, Initiatives, and Programs)
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C. Plan and conduct training for secretarial/support staff on
interpersonal relations and building effective teams.
(Committee: Membership, Initiatives, and Programs)
D. Seek input from secretarial/support staff on emerging
technologies and impacts.
(Committee: Membership, Initiatives, and Programs)
E. Expand the Office of the Future recommendations
throughout OW.
(Committee: Membership, Initiatives, and Programs)
F. Sponsor an OW HRC retreat and followup meeting for OW
secretaries, support staff, and supervisors/managers.
Description: Retreat will build positive attitudes, professionalism,
and teamwork among OW secretarial and support staff.
Contact: Vicki Gillispie
Secretaries and supervisors/managers at the sessions on Stop-Start-Continue
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CODE OF PROFESSIONALISM
Office of Water B.E.S.T.
("Becoming an Excellent and Supportive Team")
Excellence Can Be Attained If You ...
RESPECT EACH OTHER
m as members of a team
as individuals
with equal treatment
COMMUNICATE
in a straightforward and considerate manner
timely and tactfully
with active listening
ARE SUPPORTIVE AND COOPERATIVE
m sharing knowledge
giving a helping hand
emphasizing career growth
SHOW APPRECIATION
m say "thank you"
give awards and rewards (letters of
recommendation, monetary, time-off)
encourage promotions
ARE DEPENDABLE
be flexible and reliable
be punctual
be dedicated
ARE FAIR
treat people as individuals
be culturally sensitive
provide equal opportunity in career growth
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GOAL 6
OW promotes a "productivity and quality" ethic using office
technology and procedures.
Activities:
A. Establish a TQM Support and Implementation Committee in OW
and implement TQM.
Description: If needed, establish a TQM Users Group in OW whose
purpose is to share information and experiences with
TQM among the OW offices and work with the AA's im-
mediate office on implementing TQM at both the office
and AA levels. TQM is intended to be the mechanism for
implementation of Goal 6 to promote a "productivity
and quality ethic using office technology and proce-
dures." It will also contribute to the development of "an
appropriate teamwork culture," which is specified in
Goal 7.
Contacts: Peter Cook and John Alter
A few of the hard working OW staff(clockwise) Bernie Campbell, (OW),
MaryHmton (OWOW), Betty Moore, (OWOW), Hoy Rathbun (OWOW),
Pat Wilken (OWOW)
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GOAL 7
OW has an "appropriate" teamwork culture.
Activities:
A. Establish a team-building committee.
Description: See Goal 6, Activity A.
Contact: Peter Cook
B. Plan and conduct a cultural diversity seminar.
Description: Hold a workshop or series of workshops on cultural di-
versity, defined in the broadest sense, including not only
race, ethnicity, and gender but also diversity in such
terms as physical and mental ability, and age. Cultural
diversity training can assist EPA with two goals: (1) to
maximize the strengths and opportunities of diversity in
our workforce, including supporting and retraining
those who are already a part of the EPA family; and (2) to
meet the challenges of attracting and recruiting the very
best candidates from a limited labor pool predicted in
Workforce 2000 reports. Generally, we will integrate our
efforts with the cultural diversity plans and policy of the
Agency.
Contact' Jim Wheeler
C. Plan and conduct a forum for supervisors and staff.
Description Seminar/workshop will focus on developing an appreci-
ation for and understanding of the needs and interests of
staff and management in the operation and function of
the office and on the effect of providing the services of
the office. The roles of simple courtesies, recognition,
and awards will also be addressed. Reverse role playing
will help participants display problems and observe op-
portunities for improving in-
terpersonal understanding
and its effect on results in an
office. This seminar/work-
shop could provide a spring
board for Total Quality Man-
agement.
Contact Chuck Job
Chuck Job, OCWDW
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D. Implement a supervisory evaluation program.
Description: Share with other OW offices ODW's experience with its
program for evaluating supervisors and work with the
other offices to encourage them to adopt a similar pro-
gram. Conduct a briefing of all OW managers early in
1992. Propose a plan of implementation and implement
when the Office Directors and the AA give the OK.
Contact: Peter Cook
E. Develop an OW mentoring policy.
(Committee: Work Environment)
F. Develop a form to solicit volunteers to participate in OW HRC
activities.
(Committee: Membership, Initiatives, and Programs)
G. Seek broad participation from OW staff and managers in
developing OW HRC activities and action plans.
(Committee: Membership, Initiatives, and Programs)
H. Use proposed OW human resources staff office to provide
strong support to OW HRC goals and activities.
(Committee: Membership, Initiatives, and Programs)
I. Establish an ombudsman in the new OW human resources staff
office to listen to complaints with amnesty.
(Committee: Membership, Initiatives, and Programs)
J. Ensure that the OW HRC has three members from each office.
(Committee: Membership, Initiatives, and Programs)
A few leaders from the Office of Water (at the annual picnic) Martha Prothro,
Bill Matuszeski, and LaJuana Wilcher
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Highlights of FY 1990-91 Accomplishments
Office of Water Months
April 1990 was chosen as the first Office of Water Month honoring OW em-
ployees. A number of varied and interesting activities were organized by
the HRC's Employee Involvement and Communications Committee. These
activities, which complemented the Agency-wide Earth Day celebration, in-
cluded an OW open house/reception with exhibits and computer demon-
strations from the various OW offices, seminars on stress management, an
inspirational speaker, health and fitness workshops, and an OW Earth Day
ceremony where the first OW William A. Whittington Human Resources
Awards were presented (see below). As a tangible symbol of OW pride,
each employee received an OW button. OMEP's Mary Lou Soscia deserves
thanks for her hard work coordinating OW Month along with Committee
Chair Jack Lehman (OMPC), Mary Hinton (OWP), and Leo Cox (OW).
OW Month was repeated in April 1991 with Sharie Centilla as coordinator.
Jim Hanlon, OST Deputy Director takes his
dunk with a smile! 1991 OW Picnic
Leo Cox, OW
William A. Whittington Human Resources Awards
In 1990, the OW HRC inaugurated a program of annual Human Resources
Awards to recognize individuals who have contributed the most toward
human resources development within the Office of Water. During OW
Month, the Assistant Administrator for Water presented two awards: one
for managerial/professional staff and one for secretarial/support staff. OW
Office Directors and OW HRC members may nominate candidates for this
prestigious honor. A Selection Committee consisting of the Office Directors
and the OW HRC Chair makes the final selections.
The awards are named for William A. Whittington, former chair of the
OW HRC. In his letter of appreciation, Whittington had the following to
say: "For a number of reasons, we should expect more from people in su-
pervisory positions. Not the least of these reasons is because they have a
number of good people working with them. Your award will recognize an
employee who goes beyond the call of duty and works with people to help
them reach their full potential. Easy to say, but tough to do!"
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Whittington called the award for secretarial/support staff "especially
pleasing to me. I saw many good things being done in this area. Unfortu-
nately this good work, while recognized within the HRC or groups like the
Office of Water Secretaries on the Move, went largely unrecognized by the
entire Office of Water. So your awards will serve to correct this oversight.
Bravo!"
At a special pre-Earth Day Ceremony on April 18, 1990, Assistant Ad-
ministrator for Water Lajuana Wilcher presented the first William A.
Whittington Human Resources Awards to OWEP's Sheila Frace (manage-
rial/professional staff) and OMPC's Sharie Centilla (secretarial/support
staff).
Sheila Frace was honored for her low-key but effective
and thoughtful approach to problem-solving. Among
her many human resources accomplishments are plan-
ning, organizing, and conducting intensive OW career
development/enhancement workshops and rejuvenat-
ing the OW policy on rotational assignments.
Sharie Centilla's five years of service on the OMPC Mini-Council are
indicative of her commitment to improving human resources. She was in-
strumental in developing the clerk-typist and secretary sections of OMPC's
Career Development Guide, helped draft the first set of OMPC human re-
sources initiatives, and provided publicity for the 1989 OMPC Career De-
velopment Month.
In addition to these recipients, 1990 saw numerous other worthy nomi-
nees, including Desiree DiMauro and Claudia O'Brien (OWEP), Judith
Leckrone (OWRS), Bruce Mintz (ODW), Mary Lou Soscia and Nadeen
Thompson (OMEP), and James Wheeler (OMPC). The OW HRC salutes
all of these individuals for their efforts to improve OW's human resources
environment.
In 1991, The Whittington Awards were presented at the OW Awards
Ceremony to the following:
Vicki Gillispie of the Immediate Office (formerly with
OGWP) for her leadership in planning and conducting
the OW secretarial and support staff retreats to promote
secretarial career development, team building, and im-
proved office operations within OW.
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Bruce Mintz of ODW (now OST) for his leadership
of the ODW Human Resources Mini-Council
(HRMC) where he developed interest and partici-
pation in the ODW HRMC. Under his leadership
the ODW HRMC made major contributions to
ODW's work environment.
James Wheeler of OMPC (now OWEC) for his 10
years of human resources innovative leadership
within OMPC, the Agency, and outside the agency.
His innovations have been models for many other
offices.
OW Picnics
OW HRC provided support for OW picnics in both 1990 and 1991 on Sep-
tember 13 and 11, respectively. Both picnics were considered smashing suc-
cesses.
The 1991 picnic will certainly be remembered for some time for its soft-
ball tournament and the dunking machine.
The "OW Softball Tournament" was everything Greg Marshall (tour-
nament master mind) told us it would be, "wonderful chaos."
OGWDW mastered the chaos for the first place trophy. The trophy
Softball on an oak pedestal was autographed by the Administrator,
our Assistant Administrator, and all Office of Water Office Directors.
The Immediate Office won the second place trophy. They received a
well-seasoned softball on an oak stand held down by chewing gum.
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When the softballers returned, one of OW's best kept secrets was an-
nounced . . . "OW 2nd Annual Senior Management Event." Off the
beaten path, under the trees sat Howard Beard's "dunking machine"
containing 360 gallons of water. People quickly realized the opportu-
nity to "DUNK THEIR BOSS." Lines formed and people loosened up
their pitching arms. Everyone wanted to be the lucky one who even-
tually dunked his/her favorite manager. Every manager this group
could locate was eventually honored.
Bill Diamond, OST, takes aim at a favorite target' 1991 OW Picnic
Many thanks to the wonderful group of people who worked on the OW
Picnic Committee. The picnic would not have been the same without the
energy of many OWers, including: Alice Walker, Betsy Tarn, Sharon Van
Meter, Charlene Shaw, Chris Gaines, Trinky Thompson, Diane Jones, Vicki
Gillispie, Howard Beard, Chuck Job, Greg Marshall, and Ken Keith.
22
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1991 OW Picnic
I (left) Annette DiLascio,
OW immediate office
(right) Ester Williams, OW
(below) Food, friends and time
to enjoy - is what the 1991 OW
I Picnic was all about.
(left)
Tom Wall,
OW immediate
office
(right)Randy Benn, Alan Fox, Kathi
Payne await Alan's turn in the dunkmgl
tank.
(below) Rosanna Cuipek, OW
immediate office, poses with some of her
closest friends
(top right) Cynthia
Puskar, OW immediate\
office, poses with her
boss, Lafuann Wilcher
(bottom right) A happy
crowd watches another
manager take a dip.
(left) Why are these OW
employees smiling?
23
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Coordination with the East Tower Tenants
Association
Chaired by Jim Wheeler, OMPC, the Association is an independent body
aiming to improve the safety, quality, and timeliness of East Tower services;
emphasize a proactive approach to problem-solving; and keep East Tower
employees in OW and other offices informed of facility improvement activ-
ities and successes. On the whole, the Association serves as a liaison for
day-to-day issues between East Tower tenants, EPA's Facilities Manage-
ment and Services Division, and the building's private management firm.
The OW HRC Work Environment Committee closely coordinates its
longer-term policy initiatives with the Association's implementation-level
work. So far, the two organizations have addressed issues related to eleva-
tor service, lighting, air quality, rodent and pest control, mechanical noise,
space, and smoking policies.
Wellness Program
OW has developed a draft wellness program largely through HRC efforts.
This program includes health and wellness seminars, a general health as-
sessment, and individual exercise programs.
i
(clockwise) Chris Gaines (OWEC), Jamie Bourne (OW), Mario Salazar (OGWDW),
Bruce Mintz (GGWDW)
24
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Rotational Assignment Program Survey
In 1990, the HRC completed a formal assessment of the Rotational Assign-
ment Program, which was initiated within OW in 1987. Approximately 80
OW rotational assignments were identified in this study. Twenty-two pro-
gram participants and five supervisors provided information for the assess-
ment by answering a questionnaire. Based on the results, the HRC has
recommended to the AA for Water that OW formally reconfirm its commit-
ment to the Rotational Assignment Program and seek to
improve planning and communication among all three parties the
rotated individual and the sending and receiving supervisors,
promote active participation by the sending supervisor throughout
the assignment, and
ensure freedom for the rotated individual from continuing previous
office responsibilities for the duration of the assignment.
The HRC also recommended that employees who have completed rota-
tional assignments serve as mentors for others to provide valuable experi-
ence and more realistic expectations for the program.
OW Welcome Book
Each office provides new employees in OW with needed information on
OW organization, people, and programs. A "model" Welcome Book was de-
veloped and distributed to each office. The model needs to be updated to
reflect the new OW organization.
More hard working OW staff (clockwise) Joan Warren (OWOW), Kim Hankins
(OWEC), Tnnky Thompson (OST), Bob April (OST), Maureen O'Neill (OW), and
Chuck Smith (OHRM)
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tJim Elder, Director, OGWDW, and Ray Cunningham, Director, Water
\Management Division, Region IV, at the 1991 OW Holidays Party
Alice Walker, OW,
1991 Holidays Party
OW Pipeline
The past year or so saw the transformation of the OW Pipeline into a regular,
bimonthly bulletin communicating OW news and information to its em-
ployees. The Pipeline attempts to improve OW cross-program communica-
tion through articles on legislative and regulatory developments,
enforcement, public outreach, TQM, and other issues. It has also high-
lighted less serious areas, such as "fun" topics. Leo Cox (OW) ably edited
the Pipeline, with support from the HRC's. Employee Involvement and
Communications Committee.
OW HRC Retreat
The OW HRC held its first-ever two-day retreat on November 6 and 7,1990,
at Solomons, Maryland. The retreat was designed to initiate development of
an overall Office of Water human resources strategy, including long-term
goals, short-term priorities, and action plans. Seventeen participants, repre-
senting the OW HRC and the Office Mini-Councils, discussed the impor-
tance of keeping good people and effective strategies for doing so, the
impacts of technology on the workforce, and the need to build trust and
credibility. All of these discussions took place in the context of the future en-
vironment for human resources management within EPA's Office of Water.
The core of the retreat came when participants developed seven overall
human resources goals and brainstormed potential activities for each goal.
After the retreat, OW HRC committees took on the goals and potential ac-
tivities for further review and discussion. In the meantime, the Office Mini-
Councils solicited comments on the goals and activities from all OW
personnel. An article in the December 1990 OW Pipeline promoted this call
for comments. On ranking sheets, individuals were asked to assign "high,"
"medium," or "low" priority designations to the potential activities, com-
ment on the appropriateness of the goals, and suggest any additional activi-
ties. In this manner, the list of potential activities for each goal could be
narrowed to reflect priorities with the "best shots" at success.
26
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OW Secretary's Retreat
Under the leadership of Vicki Gillispie and the assistance of Renelle Ray
and Ron Rago of OHRM, OW sponsored two retreats in 1991. The first, in
April, was for secretaries. Then, during the summer, a retreat for managers
focused on the "start-stop-continue" cycle. A followup retreat for secretar-
ies continued this activity in November, followed by meetings in early 1992
aimed at implementation of what was learned during the retreats.
Training
During early 1991, a survey was distributed to EPA employees to attempt to
identify where barriers existed to access for employees to get up-to-date in-
formation on training opportunities. Based on the survey results, the OW
HRC is working with the Immediate Office of OW to set up more effective
communication channels.
Office Team of the Future
OW is in a period of transition on the way it carries out its environmental
mission, including emphasis on ecological protection; risk-based decision-
making; increased state, local, and citizen rules; and rapidly changing tech-
nology that is changing the way work is done. .As a result, OW HRC
sponsored a study of its current organizational structure, management
styles, communication patterns, and staff roles.
The focus of the study was on:
a redefinition of how the organization's mission objectives are to
be achieved;
the introduction of automated technology; and
the change in staff roles, particularly the office support staff.
Three organizations volunteered to participate in the OW study:
State Programs Division in the Office of Drinking Water;
Marine Operations Division in the Office of Marine and Estuarine
Protection; and
Resources Management and Administration Office, Immediate
Office of Water.
The study was concluded and its report was published in 1991. The
report's recommendations are now being considered by OW management
for implementation.
27
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OW Questionnaire
Background
In June 1989, the OW HRC surveyed all OW employees to gauge their con-
tentment with the OW working environment. Twenty-three questions fo-
cused on physical working conditions, clerical support, supervisors,
training, exchange of technical information, performance standards, and
overall job satisfaction. Of 626 individuals employed by OW at the time, 308
answered the questionnaire.
Summary of Responses
The following table summarizes OW employee responses to 22 of the 23
questions on the questionnaire (the last question asked for a prose re-
sponse). Figures given are percentages of the 308 responses received.
Key Successes and Responses to Problems
The survey data present some important conclusions. Overall, respondents
believe that OW is doing a commendable job in nurturing its human re-
sources. However, the data also show some room for improvement. Here
are some significant successes, along with OW HRC solutions to problems
that respondents highlighted.
A. Job Satisfaction
Success. 80% like their jobs
B. Physical Working Conditions
Success. Proportion of respondents who believe various
support equipment is adequate: telephones77%,
computers57%, software58%
Problem: 40% believe overall conditions are inadequate
Solution: Work Environment Committee to address elevators,
lighting, rodents and pest control, mechanical noise,
space, smoking policy, air quality.
C. Clerical Support
Success: 50% believe clerical staff does not have too much
work
Problem. 50% believe there is a staffing shortage
Solution. Two pilot studies on the Office Team of the Future
D. Supervisors
Success: 66% believe supervisors are concerned and work to
improve employee job satisfaction
28
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/ERALL JOB SATISFACTION
ke my job
WSICAL WORKING CONDITIONS
e adequate
A/ mgmt tries to improve them
jpport equipment is adequate
Telephones
Computers
Software
Other
-ERICAL SUPPORT
as too much work
as poorly defined assignments
as staffing shortages
JPERVISORS
e concerned and work to improve my job
itisfaction
otivate me in my work
3ek my opinion and input
ive helpful directions
omote communication up and feedback
)wn with employees on work products
ive me guidance 1 need or usefully direct
e elsewhere
dvocate/make training available
now my career goals, provide career
junselmg, support my training needs
ubonndate evaluations of supervisors
lould be institutionalized in OW
RAINING
upervisors present rotational assignments
3 a tram ing activity
rofessional development and job-related
ammg are available to me at least once a
sar
gmt makes info on education/training
vailable in a useful way
XCHANGE OF TECHNICAL
vl FORMATION
Igmt provides regular opportunities to
xchange technical info across OW offices
'ERFORMANCE STANDARDS
;hange to reflect realities of work
iupervisor recognizes good work and
ewards accordingly
am rated on work 1 perform by my
lerformance standards, not on something
ilse (yes/no)
:PA's performance Mgmt and Recognition
System is fair (yes/no)
STRONGLY
AGREE
24
9
h 4
14
13
12
5
10
17
24
16
13
20
15
9
13
15
11
28
6
13
6
3
7
9
AGREE
56
49
34
63
44
46
r 19
19
24
26
50
40
51
50
49
55
58
41
41
26
61
43
21
52
52
50
24
DISAGREE
8
23
32
I 14
25
32
7
40
33
28
21
30
19
24
27
21
15
31
12
39
15
33
45
22
19
STRONGLY
DISAGREE
2
15
11
12
10
5
12
4
4
5
9
4
5
,
5
4
7
4
10
4
6
14
8
7
39
59
NO
OPINION
2
1
I 15
1
2
4
9
6
11
7
6
6
rv
i 5
.
2
5
. 6
"
16
, 4
,
13
6
10
DID NOT
RESPOND
7
3
4
\~2
5
6
55
13
11
10
2
3
3
2
4
4
3
4
4
3
3
4
4
4
4
11
17
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Problem: 38% believe supervisors are unaware of employee
career goals and provide inadequate counseling on
career goals/training needs
Solution: Training and Career Development Committee to
address
Problem: 70% believe subordinate evaluations of supervisors
should be institutionalized
E. Training
Success: 75% believe professional development/training is
available
Problem: 50% believe information on training is not available
in a useful way
Solution: HRC Training and Career Development Committee
will attempt to develop better mechanism for
distribution
F. Exchange of Technical Information
Problem: 60% believe that management does not provide
regular opportunities to exchange information across
OW offices
Solution: HRC Employee Involvement and Communications
Committee will set up mechanisms for informal
information exchange as well as formal technical
sessions
G. Performance Standards
Success: 61% believe supervisors recognize good performance
and reward accordingly
Problem: 67% believe the system is unfair, citing quotas,
subjectivity, favoritism
Solution: Further analysis of concerns
We Need Your Continued Support and
Participation
Today, the Office of Water is working hard towards providing a sensitive,
responsive, and healthy work environment for its employees. Yet much
more remains to be done. The Office of Water Human Resources Council is
very excited about the goals and activities included in this document, and
OW is committed to its objectives. However, the agenda represents a signif-
icant challenge that demands your effort to succeed. Please contact your
OW HRC representative to volunteer your time and ideas.
30
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