vimarsana.com

All witnesses. Please discuss the profile of persons of diverse backgrounds within your organization and then for the record, the Committee Requests the addition of grade, years of service and career categories to the annual be added to the annual demographic report. Mr. Coker, why dont you begin . We took a look at our great profile, gg 12 and 13 as recently required by our manager from her directive, 715. We noticed there was a gap there between minority and nonminority and that triggered further analysis. We are in the midst of a study we began in march of this year and expect to complete this fall, september 2019, to take a look at why that gap and promotion rate. Not likely to be one particular item but nonetheless evil have data to support some understanding of that gap. In terms of its effects i can tell you our current senior profile for Senior Officers 32 is female which is good and our minority representation at the senior ranks, nsa, 15 and for people with disabilities it is 7 senior ranks. Recently elevated 61 nsa employees to the senior ranks and it was relatively consistent in this most recent elevation cycle, 20 women, 6 people with disability and 50 minorities. Do you have an opportunity brief and if so, how often the person at the top on the numbers in the gaps in light you believe those gaps are there. How often do you have an opportunity to discuss those numbers with the person at the top . I share a suite with general [inaudible] and Deputy Director and we talk regularly about these numbers in the importance of the supporting in america. Back to the big six on diversity and inclusion, two of those big items were a National Security agency are entering the pipeline is in place for seniors and Senior Leadership accountability for diversity and inclusion. The latter one on the senior champion for. I speak with the director and Deputy Director on a regular basis and just as importantly, our board of directors which is another very senior level National Security agency we have a monthly report from our workforce support activity that talks about the metrics and demographics at the various grades at nsa. Like you miss being him. Yes, maam. If i can make three general trends. Although progress for percentage of the workforce are women have been stagnating or declining in the last eight years we are seeing a promotion of women to the gs 13 and above levels, generally at a higher percentage than with men however, minority promotions from gs 13 level through seniorlevel still remain a challenge and a work in progress. I am one of the seniors there receive the separation and although i knew we had several initiatives in multiple dimensions of the challenge it was not until recently the data had been presented to me and frankly, part of the reason we wanted to write the placement today is wanted to be transparent and candid about where we have challenges and i was a, they depart inside with women and minorities whether recruiting, promotion, retention we have significant challenges that we have to work at Getting Better at and would like to work in partnership. Mrs. Simpson. Yes, thank you. I look at the minority women and persons with disabilities across trinity and we are seeing the same trends that ms. Bingham and mr. Coker both referenced individually within elements and collectively across the enterprise. Minorities are about 60 or 60 of minorities are between the g11 ng 13 pay grade and those numbers as you would guess steadily decrease over the higher pay grade. Women are promoted at a rate that is higher than our overall representation overseen promises areas there and persons with disability are also left and then representing in comparison to their overall representation of the population as you go to the senior ranks. Some of the things we are doing to address that include mentoring, sponsorship programs and what we call summits, where we get the workplace together around. This year we had over 500 women attend the icy summit and focused on networking and the Court Leadership skill expandinl branding and the effect of a sponsorship and the full range of skills that women can acquire internal to be more competitive. The more important thing is to enlist the visibility of our allies and to not just be able of problems that the looks the same but exposing the entire workforce and providing opportunities to assist one another. Mr. Chairman, may i continue . Mrs. Simpson, you spoke earlier about the impact of having to meet for applicants who might be qualified and ready to go to work with the exception of the background checks, security track and talked about the possibility of bringing them in the jobs that dont necessarily require that level of security but to hold onto them. Have you implemented or is that something youre working on doing . If a Pilot Program that nga has become. The buildings in which we work are highly secure so finding the appropriate assignment that can keep a person fully employed at that level will be one of the challenges and be able to give them access to space will be another challenge. But these are things we can try to address. On the front and we are attempting to be far more transparent communities to help them understand what the security clearance process is to begin with. What is entailed in the process and why is it the song. And to encourage them that dont illuminate yourself from the process because it is just that. It is surmountable and you can get security clearance. Do you believe minority communities, or even aware, of the opportunities within the icy community . Ive certainly been a part of College Fairs and job fairs at all levels and theres a lot of organizations in different careers and professions that are represented but never have i or do i remember the Intelligence Community opportunity even introduced at the community level. Would you say that the challenge . Minority Communities Just dont understand the opportunities that exist and if you agree with that, how can we work to improve and educate and increase our awareness within the community. There has been a cultural shift within the Intelligence Community in itself and our culture has been secretive and over recent years we become far more transparent and with that degree of transparency weve been able to have a a high touch in terms of Community Access and involvement. I think thats what we have to continue to trend to do. This year we were involved in a number of very large stem conferences and we presented at those conferences and we were not just in the recruitment but a part of the panel and brought officers of very diverse backgrounds to talk about their experiences in the community in the range of careers that are offered within that community. It is a barrier, if you will, to access to information or underserved communities. I had no clue there was such a thing called the Intelligence Community but inside there was a place for you o or absolutely and there really is and i think these are the kind of things we have to be able to tell our stories. The power of storytelling is that im a member of the Intelligence Community and have been for ten years and the people who i see and meet the opportunities all around the world is every career field you can think of exists within this community and its global and 365 days of the year, 247. There is something in the community for everyone and if they know about it then they can do that and be a part of it. Weve been realizing can be everywhere so there are opportunities to Virtual Career fairs and we have one next week, Intelligence Community Virtual Career fair and that can reach anybody who has a computer or cell phone can plug in and chat with people in the Intelligence Community. Thats a big plus but technology alone will not do it but we have to have stronger and better relationships with every academic institution, professional organization et cetera. Okay. Thank you. Did you want to add something to mac. If i may, man. Its important for us to get out to the communities and one reason we want to get out beyond that is because we need to get to that part of the nation that are not sufficiently exposed to the opportunities and i can tell you personally i was able to talk to a hispanic professional engineers a year and half ago and we had a recruiting there but we acknowledge nsas efforts outreach efforts and the Hispanic Latino Research Group is active and realizes the nation has a stake in what we do there. [inaudible] teach cryptography 101 to a school that is often overlooked and i was delighted i got to go there because it was energizing and those young fourth and fifth graders pick that information up and excited them and demonstrated to myself and some colleagues were with me that we have a talent pool that we are not optimizing and to follow along with that let me look at my schedule later today at the prep session to get down to Baltimore City and meet the superintendent of schools there to talk about how we can alter a strong relationship between nsa and Baltimore City. Not just baltimore i was going to say dont leave out the rest of your country. Thank you. I go back. Thank you. Mr. Welch mac thank you. That started going to the school is wonderful and we may get them genius cryptographer that would have some inspired kids so thank you. Im going to yield my time to the person whose been our leader on this. That is a course representative school. Thank you, very much for all youve done. Thank you for yielding. Thank you all for being here. I fall on the same line of questioning my colleagues did that your outreach is definitely critically important, not only in creating a pipeline of Diverse Talent to come into the workforce but dispelling what has been a tenuous feelings in our Minority Community with government generally and with the cia and fbi reticular nsa in particular and would be remiss if we do not think that what happened in the 1960s and 70s in terms of targeting civil rights organizations by an fbi and the cia civil rights leaders how that frankly, how that co intel pro and all of that is a story history that we have to overcome and so i would encourage all of us who are part and to have more. Outreach in that regard. I wanted to ask a question about how icd is with managers who, at a minimum, do not get promoted and managers who do not promote an inclusive workforce. What happens to those managers within the icy . I dont know if you talk ms. Simpson creating a more inclusive environment. Recently we have incorporated performance objective into the Senior Executive in many agencies in all management objectives and they include a dimension where it is clear that the response ability of managers and supervisors to promote a more diverse and inclusive workforce. Have you seen cases in which they have engaged in unacceptable conduct . But have not been adversely affected in any way. Does that happen and if so, what we do to mitigate that in todays culture . Part of my role is equal Employment Opportunity. We are take those matters very seriously and some are not reported there. There is a challenge of underreporting but those things we are made aware of we address and we address immediately. Sometimes its not the most popular thing for a person to be disciplined but it is what has to happen for the workforce to have confidence in the system. In 2018 how many ceos investigations took place why . Pgh. I dont have that number. Can you get that for us can. Yes. Can you assure an underrepresented minority or physically challenged applicants to the icy that they work on a level Playing Field and not face harassment or discrimination, listing on can we make those assurances and if so, how can we what are we doing and what is the agency doing to make that right . I would like my personal commitment to it and i can say across the board that we are strong as we need to be in seen positive trends. For example, persons with disability and the Defense Intelligence and the racine recruitment intention of those folks of rates that are checking pretty well to what were seen across the federal workforce. I can say in all areas it goes back to having the data is i dont have the data on some of these protective classes to present that to you. Its an area im committed to but i need to have more fulsome data to provide you that pictu picture. Ms. Samson, [inaudible] the claims, are they, what portion for the completed versus the agency, do you know that . I did have that figure because we were looking at some but i dont have it off the top of my head. The majority of cases are not in favor of being complete because burden of proof in our legal system resides with the complaint and and thats not to be said that we dont have cases that clearly where they have prevailed in those matters but my philosophy is lets not wait until we get all the way to trial and not focusing on early conflict resolution and intervention because trials do take years to come due and we dont want those issues within the workplace to permeate that will so my focus is more on the proactive prevention of dissemination and being prompt to remedy it even without a finding from any kind of adjudicative body. If we can and it within our power to make change at the early stage and that is what we need to do. I had a breathing recently about the cia and their manager and they had 18 cases and more cases had 18 being investigated and in previous years if theres any indication all of them go to the agency not being appalled and i want to make sure because a lot of underreporting goes on and i think when you have results that show complaint and is not heard or was hard but never at fault always at fault but not the agency that attracts for people wanting to bring so we have to create an environment that on the frontend we are receptive but also need to drill down on those numbers to see if we are getting to the heart of the problem which is dissemination. Right. Things. Thank you. Thank you, mr. Chairman. I want to go back the favorite topic of security clearance. I want to make sure i understood what i heard this morning correctly i think it was security with the Ranking Member we all know it could stipulate here to the fact that the security clearance taking way too long to complete the what i think i heard is that our efforts to recruit divers candidates are disproportionately impacted by that protracted process. Would that be your perspective . I would not pull the string that far but what i did say is in relation to having to wait to financially for a security clearance for anyone, whether or not you follow a minority. You do not believe that is true . We have a general problem not an additional specific problem with respect to attempting to recruit divers candidates . Before i can make that conclusion i need to look at the specific of what i did say is that there are specific if i could i would have to say there is a general problem and i dont have the data as well to give you mr. Coker. Thank you. I think its more socioeconomic whether they can afford to wait. We thank you have a different proportion asian [inaudible] would it not stand to reason against general publishing data that that would more apply to divers candidates . Im not able to make that connection but we just cant afford to wait. Its a problem we need to fix agree. I dont think we can achieve the demographic diversity we all seek if we dont also take into account your graphic diversity. My perspective is strongly held based solely on anecdotal evidence that there seems to be a bit of a bias east of the mississippi or east of the rockies in that our efforts to have people within the icy reflect the geographic diversity of this country are falling short as well. I think that relates to todays topic is we have a lot of pretty incredible outstanding diverse candidates in the left as well and i dont think we can afford to turn a blind eye to geographic region in this country and in furtherance of our shared goal of increased diversity. Mr. Coker are giving me a lot of affirming head nods. Weigh in, sir. I absolutely agree. A couple initiatives we are stating to get outside of the beltway if you will include our general fiber, weeklong cyber camps we have targeted early to our middle schools and High Schoolers in more than 40 states plus the district of columbia and puerto rico. He gets to go west, young man. Yes, sir were out there past mississippi but in addition to the. Your graphic diversity that helps with our recruitment of women and that is not the intent of the program but when we are exposing capabilities and mission it does excite the folks. I think its roughly 80 of Computer Science students are women and in the general cyber camps more than 40 of the participants are girls and likewise, marty 40 of the participants are minorities. We partnered with the girl scouts of america and the feedback from their parents has been that their daughters are more excited about technology and more excited about college so were pressing on that as well. I will add, sir, on the centers for academic excellence, Cyber Defense that National Security Agency Partners with ghs. We are in every state with the exception of two plus dc and frederico. Those 270 plus colleges and universities have the opportunity to expose our mission and develop expertise. So, i think the data suggest that with respect to your diversity agreement efforts you had Noble Success in the stem fields particular and are there any efforts, one or two efforts, contributing to that above and beyond what you mentioned to the congresswomen or just to me just now. What accounts for the success . What are the best practices here . We have a great student intern program. When those students get their clearances and are able to work sidebyside with an estate professionals that does motivate them not only to adjust their studies but they see an area of interest but also to get their degrees and come back and work in the field as intelligence professionals. Thank you, sir. I go back. Thank you. Want to ask a few questions and then go to a few second other questions. You may have covered this earlier but i like to nail it down further. How would you compare the problem of agreement to the problem of retention and do we see a greater attrition of people from the agencies that we do the general population at the agencies and to conduct exit injured and what can you share with us about that. Mr. Chairman, on the department of Defense Intelligence area one of the things that was eyeopening to me as i dug into this data was women in particular although they are showing up the hiring and numbers are increasing they are also leaving at a higher rate as well and so we have a problem there we need to dig into and we are seeing across the agencies a better trend where we are starting to recruit more women into the workforce and promote them in retaining them better but i think we do have an issue on the military side back what do you attribute the higher the increase i think in the rate of attrition among women and the icy. I dont have exit survey so thats one way of come back to try to implement that and get better data reduce the icy climate surveys that individuals participate in every year and we are seeing everything from challenges and workplace bucks ability to the promotion and thats why there are things we have undertaken across the board there with air force pilots to provide greater flex ability for expectant mothers, working parents, more flexible which is a challenge but we make it work. Things like that. And also i mentioned earlier on areas like the army when you are drying from a talent pool where only ten15 are women to begin with and 75 of your intake is army that represents that, that is challenging. You dont have a big pool to draw from. I see that challenge showing up in retention numbers but at the same point in time veterans coming out of service have immense skills and knowledge of the service and we got a balance and see value in those veterans but also knowing things like Army Future Command and going to ai and we need to change the model so might not necessarily be 5 coming out of the service but certainly in the spleen workforce. I would probably say that with the offset there is an offset between hiring and attrition that gets you to a point of overall representation. The overall representation is more steadily increasing for minorities, women in prison of disabilities. We are always concerned the reason behind the departures of the employees and we dont have consistent exit survey data and one entity that offer more opportunities for exit surveys but we also look at the climate surveys and beginning to have discussions with industry best practices of pulse survey people to find out what their current experience is right now. The concern is we dont want to lose our best talent but we realize that when we are in a competitive environment with the many Job Opportunities that are out there that we have to make sure our experiences are internal and the people have opportunity for growth and attrition is not because they cannot grow. Its all related to how we shape our culture and we hope its not related to things such as negative workplace environment. How we focus on it is at the cultural level and making sure people know if you come in to the Intelligence Community you dont necessarily have to leave to go back to school to get your graduate degree because we offer certified degree programs internal to the ic. You can stay or if you need to move geographically we have locations all around the country so we can support or make sure you know opportunities are out there. We have a very mobile workforce in the younger hires that we have and you will see trends that within about threefor your window these employees are looking for different opportunities and some may or may not be within the ic so we want to have the flex ability is when those individuals to leave they can come back with better skills having worked in a different environment in different specter and coming in and out of the federal government over the course of their careers. Hopefully, its not just a door you go out of it cant ever come back. We want people to have diverse experiences in their career as well. The improvement you mentioned in the overall composition of the workforce is that a function of increased hiring and that our attention and comminution of both, as with increased better attention which is the area that needs more work . I think we cant put our eggs in any one basket but we have to do better hiring. There have been years let me put it this way then. Is the attrition rate going up or down . Over the course of years weve seen different trends. This past year from 272018 minority attrition increased from 23. 8 to 24. 5 and the question is where these reflective of retirements, resignations or of decisions to choose other career paths et cetera and for women between 20172018 and in 2017 women were a 37. 3 attrition and 37. 4 in 2018 but again some elements experience more attrition than others but with women were looking at. 1 difference for attrition from last year to this year. What would that look like for the overall workforce . The actual numbers . Well, im just trying to compare whether attrition rates for women and people of color are higher than for the general preparation of the agencies it sounds like attrition rates are going in the wrong direction visavis the bluecollar and they have remained fairly flat for women. If you look at the Broader Workforce is that reflective of attrition rates of a Broader Workforce or does that stand out as high among other workforce . I think it is on par in the intelligence committee. Compared to other sectors is fairly low so i think and id have to be that number somewhere around 4 so once that workforce gets in the generally are here. Yes, could you explain then if the overall rate is 4 in what you are referring to when you say 27 attrition rate . You asked me overall number or im kind of asking you the difference . You mentioned attrition rates for women and people of color. Were there a more markedly attrition rates are we comparing apples to apples or no, no, this is a shared minorities and people of disability employee and so of the people who departed from the ic. If you will i will provide that information to you anymore. Presentation let me ask you this way. Is the rate of attrition for people of color within the ic higher than the rate of attrition with people not of color . Without that information in front of me i cant answer but i do believe its slightly higher but i do not i cant give you any degree of certainty. If you could follow up with us on that. Finally, is there also a delta and offers made to people of color and offers accepted and i guess are those offers accepted the people who show up for the first day of work on that implicates something part of what mr. Haack asked about in terms of the clearance process but also how long people can afford to wait. I have a colleague who has applied and been accepted into the icy and has been waiting endlessly to be clear. Not everyone has the luxury of waiting that long to be cleared. Can you break it down for us in terms of what the acceptance rate of offers and the success rate of people showing up when the process is complete. Unfortunately i dont have that data in front of me. It would be helpful to know if the data exists and what it tells us about the disproportionate impact. If for example, its the case that its more difficult because of economic circumstances for people of color to wait during the clearance process and maybe that means we need to speed up the clearance process as a means of increasing diversity within the agencies. Thanks. Along the same lines i would like to note that we have the numbers for minorities in the court missions versus support. The experience with a large diversity has been that there is a pipeline and its entrylevel and we lose folks as they get mid level and those that advance and promoted to the top levels where the numbers are really slim. I was wondering if you could speak to the data with respect to numbers of minorities, racial minorities, disabled and you can bring it down to whatever you have it with those groups in the court missions versus support. I can tell you overall there are fewer minorities and Core Mission Areas will be call core mission and that overall minorities make up the greater share of what is termed to be support. By support it can be any number of highly Technical Skills but just not collection and analysis. Are there special effort to try to get at promotion ability, mobility within the ic once you get them in the door . There are some really good on boarding programs and i know within the Counterterrorism Center there is a twoyear on boarding program where people are given experiential learning through different parts of the directorate and through the organization. Thats a promising practice in that way. We are mourning more mentorship and more involvement in employee Resource Groups so theres a peer to peer type of mentoring that can occur and also ensure that people are supported and connected to the mission through those groups. I could add one example. We are working with the air for air force on a pilot where we are testing a more centralized promotion process. For example, rather than someone coming in with one specific collection management skill set and only compete meet her promoted within that skilled pipe we work with basic to look at a much broader or across all the pool of sg13 candidates and regardless of that type to be able to promote at large so youre not inhibited or limited by a particular skill set and work more broadly. Could you talk about your experience mr. Coker . Your personal experience of both coming in and your ability to be promoted within the icy. Yes, maam. The key for me is we all need to be confident and high character. Its not simply what ill call a trade craft expertise. Becomes what i referred to earlier as leadership expertise and interpersonal skills and being aware of opportunities and needs. Wouldnt you say unconscious bias sometimes plays a role in that . Tend of the day were not devoid ic lives in he Larger Population and world that we live in, and i assume that unconscious bias is part of the tool kit of exposing your midlevel and Senior Leadership to making them aware of unconscious bias. Thats a required training segment for our manager, unconscious bias to be aware to be selfaware so we require that off our managers and supervisors. How important was mentoring to your elevation . Absolutely important. Again, folks were making decisions about me i was not aware of in the smokefilled rooms if you will. Need to have in people that are aware of an individuals capabilities and have a trusting relationship, and the trust really is developed by getting to know people different than we are, getting those folks comfortable to where they are comfortable, advocating on our behalf. So worth meant forship and sponsorship i would note have been able to take advantage of the tubs. What do you in your career what have you seen as the biggest barrier to promotion within the ic. Thats a tough one. Ive been in the job two years, spend time on the hill and the private sector before that. But its its the aware in the, training, the unbiased training and when we fill board we have a diversity candidate and you dont have like looking at like. So several things were doing and then just leadership. We have a monthly hr board that ive started attending to just to let them know its leadership believes this is absolutely important. Miss simpson, you have had a broad career in this as an hr professional. What is the biggest barrier to promotionability because you can get an entry level, you may lose folks to attrition, they may get to midlevel and some feel theyre stuck in midlevel and cant seem to get elevated to likeminded skill sets. And im assuming excellence. Thats obviously the type criteria. Absolutely. I think that it has to do with the diversity of an individuals network, and having mentors and sponsors that both look like you and do not look like you, having a Multicultural Network is critical, because it gives you greater access to information and often times people fall into patterns of comfort, where they do we have formal networking opportunities, formal mentoring opportunities with the ic . Yes. I know theres asevennity groups and ive affinity groups and thats more informal but formalized mentoring. Yes, and were really exploring the idea of formalized crosscultural mentoring, fbi has started strong in that area, and establishing matching programs where youre making sure youre not putting people in a room with someone who looks exactly like you or has the same Life Experience as you, because from that its less likely you will grow from different perspectives. And so taking mentors and taking it up self notches and several notches and making sure when we talk but people, were sponsoring people that might not look like you, and that we i want to get to mr. Heck but i think that sponsoringship is the being in the room, being given opportunities to show ones skill set, ones tradecraft, when it comes to the core mission, moving from entry level to senior level you have to be given an opportunity to develop those skill sets, and then be given missions that will give you a chance to show your ability to do that. Are there efforts like that are documented, that are part of the review process for Senior Management . I think from a formalized sponsorship program, ive not seen that in any large scale across the community. Are senior managers judged in their eveil situation on the ability to promote diversity within their units . Yes, they are. Theyre held to the standard of creating the culture where diversity and collusion ininclusion and shadowing opportunities, certain seniors have taken the responsibility for making sure that when theyre going to meetings, theyre bringing people along with them so that these people cannot only see whats actually happening at the meeting so they understand the corporate culture, and the people at the table can then say who is this person you have brought with you . And give that opportunity for once again goes to that second thing, exposure, and teaching seniors you have to create purposefully crosscultural teams or look at your diversity of your teams. I think you can be writing needs to be intentional. Thank you. Mr. Heck . Thank you, madam chair. What i didnt hear today was any notion of a Strategic Plan of action. What i heard was, strong commitment, pretty explicit recognition of the overall problem. I guess what i want to ask is, moves beyond that weave have an only challenge here and i would argue an opportunity. Not all elements of the problem are equally egregious, and often in frankly dialogue like this between the members of the legislative and executive branch, its like were for everything. You know what . That never works. So what i want to ask you is, what are the come anyones of components of you that you think are the priorities for attacking and i dont want to bias you but heres what i heard. Heard women had modestly declined as a percentage over the last many years, pretty egregious if heard hispanics were vastly underrepresented and heard that all diverse categories were significantly underrepresented among Senior Leadership. What i would walk out of here take away if you dont correct me, if i were in charge id be focusing on them, those elements of the problem. Aim missing any . Or do you disagree, and what are your priorities . Thank you for that question. We actually do have an Intelligence Community enterprise strategy on diversity and inclusion, and it in very large goal areas we look at leadership and accountability, which i think we all agree is critical. Leadership at the very top, leadership at the midlevel, and those who are acting as leaders in shaping Organizational Culture. The second problem is Work Force Development and session planning. We have to develop our work force so everybody is on equal Playing Field because were only hiring highly qualified candidates so we have to make sure we give everybody the opportunity to succeed equal limit he to focus on recruit little, hiring and retention, Career Development and advancement is also critical. And then removing the barriers to equal Employment Opportunity that missle miss sill spoke of. You cannot hire focusing on one area. All of these areas are critical in order to shape Organizational Culture and effect change. I would also argue you cant make meaningful progress if you focus on everything at the same time. Thats why you decide who is going to champion what aspect of the strategy. So one person you absolutely correct cannot focus on all five areas. It takes strategic partnerships. You have strategic framework and have to have your strategic partners, your mission partners. Ill give an example of increasing Technology Access for persons with disabilities. It would not make sense for us to take that on as a heavy left when we over our iccio, john sherman, who stepped into the space to create more Accessible Information technology for all persons, and so i see him as a champion and a goal owner to execute on parts of this strategy. With each of these areas, for example, our Human Capital offices. Its critical that we work in tandem with them and we are doing a lot more emerging of our diversity outreach and recruitment efforts so we when did you adopt the five year plan. 2015. Doesnt steam be working that well. One could argue that it is an effective framework. I dont know that i would im looking at the numbers, maam. The numbers can tell the whole story with all due respect, and i argue that every enterprise better tell an important part of the store. Youre not measuring progress i suggest you need to take a second look at your framework. Mr. Coker no 2020. I want get back to the Priority Issues because im completely dissatisfied with that approach. Its out in how i would have managed my business and we had challenges like this as well. Yes, sir. Just yesterday ganache our board of directors are were working on distract and top tier component is talent, and the three bulleted for now under their retension, hiring, retention and hiring is one, development is three, and the environment is three. So thats going to be part of our emerging strategy and that strategy will be used to prioritize the nsa, to include our resources and also would like to go back, sir, to the directors big six, diversity and inclusion focus areas we implemented and for calendar year 19, the first one is to implement fair Personnel Practices across the nsa. And our senior champion thats one of the most senior colleagues at the nsa is director of the work force support activity. Thats number one. Theres only six. Number two is Senior Leader accountability, and im the senior champion on that one. I not just making words but turning that interest oaks and holding the most Senior Leaders accountable the third of the big six focus areas are accessibility of facilities, usability of services and the champions for that focus area is our capabilities lead who is responsible for developing the systemses that we use in our mission but also our facilities lead, who is responsible for the brick and mortar, making sure that access is there. The fourth of the six is recrewing and hiring a diverse work force and the senior champion for that is our chief of hr. The fifth is onboarding and mentor anding and the senior champion its deputy direct of Work Force Development and the last of the big six, nsas focus areas developing a pipeline of diverse senior candidates. So were confident we have the right priorities and focus area and the senior lead ifers we expect to deliver on those six focus areas. My time is up, obviously, madam chair. I want to reinforce something that the chair did say earlier. In expressing disappointment the most Senior Leadership isnt here because it strikes me as we look at the elements of the problem, and underrepresentation among Senior Leadership being one. For all of the good work that the three of you do within your respective agencies, the issue of Senior Leadership in particular is one that unless we have the directors here, it would be difficult to get as i dont know in depth a conversation that we need to have them here especially for that, and so i want to add my voice of disappointment to that of the chair. Im way over my time. Youre very indulgent. Thank you, madam chair. Thank you all for being here, i hope your takeway is twofold. Want our top leadership to be accountable for the priorities and Strategic Plans efforts and most importantly, the results, getting to the results we all want to see, and i want to thank you all for your time. Know its been broken up during the day, and also want to thank the three of your for your expertise and leadership in your various areas. This committee stands as a partner in that endeavor and this it not simply an oversight. We truly believe the strength of the ic is diversity and exceptionalism and if were continue to be as exceptional as we, especially given our Global Threats we have to make sure were not living talent on the sideline and that talent comes in different shades, colors ables, and thought. So the peck trump of diversity is what were interested in making sure we get geographical, thought, racial, disability, we want it all and i know that you do, too. The second thing i thick is a takeway we have to fifth out ways to get more figure out ways to get more doctor see the best practice that you have identified as part of your strategies are actually working and figuring out matrixes that will help us determine are women how are we getting more women to stay, getting more minorities to get to promotion levels and those are very specific goals that our that your meat trix, your data is matrix, you database indicating we should be focused on if look forward to wife, you on that issue and want to thank all of our able men and women in ic who every day daycare of our non security. Know its a tough job and i know that we are better for it when we have the diversity, the buff tapestry of diversity in this nation represented in our work force. So i want to thank you all. Thanks. This hearing stands adjourned. [inaudible conversations] [inaudible conversations] [inaudible conversations] [inaudible conversations] our coverage includes author interviews with Justice Ruth Bader ginsburg or he book by my own words and then the heartbeat of wound in the and then the child of the dream. The author of the british are coming and tommies malonefounding director of the the National Book festival, live saturday, august 31st, at 10 00 a. M. Eastern on book tv, on cspan2. Sunday at 9 00 a. M. Eastern, a washington journal and American History tv live speck callin program looking back at woodstock, the 1969 cultural and nonphenomenon. The book, author. Drugs matter but who takes the drugs and why the drugs hat the effect they did in the 60s and early 770s is something were city is wrestling with as scholarships to understand the technology of drugs, we got dave courtright and other people. Is imperative as an understanding not just of the sinces in d60s but the production of heir. What drugs we use and period and place have an incredible able to change the direction of a given society. Tall in to take with david farber but the official movements of the 6 associations leading up to woodstock and its legacy. And live on American History tv on cspan3. Next, hearing examines facial recognition, transparent and privacy concerns over the governments use of the technology. We heard tim from fbi and tsa officials held by the House Oversight it andee this is three hours. The committee will come to order. Without objection the chair is authorized to declare a recess of the committee at the time. This is our second hearing on facial Recognition Technology and now

© 2025 Vimarsana

vimarsana.com © 2020. All Rights Reserved.