Finding, recruiting, and retaining women engineers for national security R&D positions Presentation for ICWES 15 July 20, ...
Addressing Our Evolving National Security Environment is of the Greatest Importance Threats from other nation states Tradi...
People and Budget ( As of October 15, 2010 ) Mechanical engineering 16% Electrical engineering 21% Other engineering 15% O...
A massive challenge: <ul><li>Recruiting, hiring, and retaining highly qualified, exceptional candidates for our national s...
First challenge:  finding US Citizens *Excerpted from  Engineering by the Numbers,  by Michael T. Gibbons, American Societ...
Next challenge: finding diverse candidates *Excerpted from  Engineering by the Numbers,  by Michael T. Gibbons, American S...
Final challenge:  finding the right disciplines *Excerpted from  Engineering by the Numbers,  by Michael T. Gibbons, Ameri...
How to address these issues? Look at the numbers <ul><li>Many more graduates with Bachelor’s degrees (78K, vs 43K MS degre...
Master’s Fellowship Program Critical Skills Master’s Program <ul><li>Identify and hire outstanding BS candidates in their ...
Measures of success <ul><li>Approximately 600 participants since 1970 </li></ul><ul><li>High percentages of females (35%) ...
Mining talent from top schools –  Science and Engineering Expo <ul><li>First deployed in 2006 to bring in top MS and PhD c...
Recent successes <ul><li>AISES – American Indian Science and Engineering Society </li></ul><ul><ul><li>Invited 19 top recr...
Critical success factors <ul><li>Corporate overhead funding and support </li></ul><ul><li>Organizing efforts provided by H...
Conclusions <ul><li>These special recruiting programs have been and continue to be key factors in our ability to recruit t...
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ICWES15 - Finding, Recruiting, and Retaining Women Engineers for National Security R&D Positions. Presented by Ms Janet L Williams, Sandia National Laboratories, United States and Michael Kline, United States.

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Presentation from ICWES 15 Conference - July 2011, Australia

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ICWES15 - Finding, Recruiting, and Retaining Women Engineers for National Security R&D Positions. Presented by Ms Janet L Williams, Sandia National Laboratories, United States and Michael Kline, United States.

  1. 1. Finding, recruiting, and retaining women engineers for national security R&D positions Presentation for ICWES 15 July 20, 2011 Janet L. Williams, Manager, and Michael M. Kline, HR partner Sandia National Laboratories Sandia National Laboratories is a multi-program laboratory managed and operated by Sandia Corporation, a wholly owned subsidiary of Lockheed Martin Corporation, for the U.S. Department of Energy’s National Nuclear Security Administration under contract DE-AC04-94AL85000.
  2. 2. Addressing Our Evolving National Security Environment is of the Greatest Importance Threats from other nation states Traditional strategic nuclear threats Threats from non nation states Other threats: natural disasters, climate change, energy supply Threats of tech surprise
  3. 3. People and Budget ( As of October 15, 2010 ) Mechanical engineering 16% Electrical engineering 21% Other engineering 15% Other fields 12% Computing 16% Chemistry 6% Math 2% Other science 6% Physics 6% Nuclear Weapons Defense Systems & Assessments Energy, Climate, & Infrastructure Security International, Homeland, and Nuclear Security FY10 operating revenue $2.3 billion 13% 13% 31% 43% <ul><li>On-site workforce: 11,677 </li></ul><ul><li>Regular employees: 8,607 </li></ul><ul><li>Gross payroll: ~$898.7 million </li></ul>Technical staff (4,277) by discipline: (Operating Budget)
  4. 4. A massive challenge: <ul><li>Recruiting, hiring, and retaining highly qualified, exceptional candidates for our national security positions </li></ul><ul><ul><li>Requirements for most technical positions </li></ul></ul><ul><ul><ul><li>MS or higher in engineering, primarily electrical, mechanical, computer science, or computer engineering fields </li></ul></ul></ul><ul><ul><ul><li>High academic achievement </li></ul></ul></ul><ul><ul><ul><li>US Citizenship </li></ul></ul></ul><ul><ul><ul><li>Able to obtain a high level security clearance </li></ul></ul></ul>
  5. 5. First challenge: finding US Citizens *Excerpted from Engineering by the Numbers, by Michael T. Gibbons, American Society of Engineering Educators, 2010 46% of MS degrees awarded in the US went to foreign nationals
  6. 6. Next challenge: finding diverse candidates *Excerpted from Engineering by the Numbers, by Michael T. Gibbons, American Society of Engineering Educators, 2010 Only 22% of these degrees were awarded to women
  7. 7. Final challenge: finding the right disciplines *Excerpted from Engineering by the Numbers, by Michael T. Gibbons, American Society of Engineering Educators, 2010 Women are least represented in the disciplines we seek
  8. 8. How to address these issues? Look at the numbers <ul><li>Many more graduates with Bachelor’s degrees (78K, vs 43K MS degrees) </li></ul><ul><li>Much higher percentage of US citizens at BS level (94%, vs 54% of MS graduates) </li></ul><ul><li>Similarly low percentages of minorities and women, but greater numbers means more candidates overall </li></ul>These numbers suggest that finding and developing BS grads would be easier than recruiting MS grads
  9. 9. Master’s Fellowship Program Critical Skills Master’s Program <ul><li>Identify and hire outstanding BS candidates in their final year of studies </li></ul><ul><li>Send them to a top rated graduate school of their choice </li></ul><ul><li>Pay for tuition, books, expenses, and include a living stipend </li></ul><ul><li>Upon graduation, pay them commensurate with MS new hires </li></ul><ul><li>Require service to Sandia equal to the amount of time spent in graduate school </li></ul>
  10. 10. Measures of success <ul><li>Approximately 600 participants since 1970 </li></ul><ul><li>High percentages of females (35%) and minorities relative to the available discipline pool </li></ul><ul><li>Retention rates* slightly lower than SNL at large, BUT </li></ul><ul><ul><li>Many still at Sandia, or recently retired </li></ul></ul><ul><ul><li>Many in leadership positions, from manager to Executive VP. </li></ul></ul>*Five-year retention rates are approx. 4 in 5 participants
  11. 11. Mining talent from top schools – Science and Engineering Expo <ul><li>First deployed in 2006 to bring in top MS and PhD candidates in a variety of areas </li></ul><ul><li>Candidates invited on site as a group for 2-3 days </li></ul><ul><li>Introduced to Sandia at an opening function, often a social or dinner prior to interviews. </li></ul><ul><ul><li>At least ½ day for round-robin interviews by multiple managers in a central location, jokingly referred to as “speed dating”. </li></ul></ul><ul><ul><li>Tours are conducted for at least ½ day. </li></ul></ul><ul><ul><li>PhD candidates are usually invited to give seminars on their thesis topics. </li></ul></ul><ul><li>Can be tailored to target specific minority groups, schools, or organizations. </li></ul>
  12. 12. Recent successes <ul><li>AISES – American Indian Science and Engineering Society </li></ul><ul><ul><li>Invited 19 top recruits attending a local minority engineering conference on site </li></ul></ul><ul><ul><li>Sandia extended ten offers and received eight acceptances to date. </li></ul></ul><ul><li>Targeting top schools </li></ul><ul><ul><li>Invited 13 top technical MS and PhD candidates from across the nation (UT-Austin, Purdue, and the University of Florida) </li></ul></ul><ul><ul><li>Extended twelve offers and received eleven acceptances. </li></ul></ul>
  13. 13. Critical success factors <ul><li>Corporate overhead funding and support </li></ul><ul><li>Organizing efforts provided by HR </li></ul><ul><li>Participation by line organization technical managers </li></ul><ul><li>Leveraging of established recruiting relationships at top schools and annual conferences </li></ul>
  14. 14. Conclusions <ul><li>These special recruiting programs have been and continue to be key factors in our ability to recruit top talent in a competitive job market. </li></ul><ul><li>Even in years of budget challenge, they have been preserved as key to our future talent pipeline. </li></ul>Questions?
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