OPM DIRECTOR'S AWARDS FOR OUTSTANDING WORK/LIFE PROGRAMS

UNITED STATES OFFICE OF PERSONNEL MANAGEMENT		OWR-31 December 1999
	OFFICE OF WORKFORCE RELATIONS

Director's Awards for

Outstanding

Work/Life Programs

Award Winning
Model Programs
1994-1999

Family-Friendly Workplace Advocacy Office

This publication contains information about the winners of the U.S. Office of Personnel Management (OPM) Director's Awards for Outstanding Work and Family Programs over the first six years the awards were presented (1994-1999). All of the winners, with the exception of the 1999 winners, were contacted to obtain updated information on their award-winning programs. Creating a family-friendly work environment is a challenge that requires continuous effort and long-range commitment. We are happy to see that all of the programs are still operating and that most have added significant enhancements to improve services to their employees and customers.

It is our hope that these examples will inspire you to initiate, develop and modify work and family-focused programs in your agency that enable employees to achieve a better balance between the demands of the workplace and the responsibilities of caring for family members. The benefits to both employees and employer can be enormous in terms of increased worker commitment and productivity, greater cost efficiency, improved customer service, and families that are well cared for.

Additional information about these programs is available from the contact given for each program and from the Family-Friendly Workplace Advocacy Office at OPM. Call (202) 606-5520 to speak with a staff member or send an email message to workandfamily@opm.gov.

Our web site at www.opm.gov/wrkfam contains information on work/life White House memoranda, Federal policies, and publications.


	CONTENTS
	Outstanding Work and Family Programs - 1994
		Social Security Administration
		Department of Justice
		Animal and Plant Health Inspection Service
	Outstanding Work and Family Programs - 1995
		Federal Aviation Administration
		DOT Connection
		Naval Undersea Warfare Center Division
	Outstanding Work and Family Programs - 1996
		National Security Agency
		Centers for Disease Control and Prevention
		Naval Air Station Lemoore
	Outstanding Work and Family Programs - 1997
		Department of Education
		Department of Labor
		Coast Guard
	Outstanding Work and Family Programs - 1998
		National Inventory Control Point
		Headquarters, 10th Air Base Wing
		General Accounting Office
	Outstanding Work and Family Programs - 1999
		National Institutes of Health
		Agency for International Development
		Defense Logistics Agency

Outstanding Work and Family Programs - 1994

SOCIAL SECURITY ADMINISTRATION
Baltimore, MD

The Social Security Administration Work and Family Program serves a workforce of over 65,000 employees across the nation. Key features of this winning program in 1994 included:

On-site child care centers at many locations.

An elder care information and referral service at headquarters.

An active Employee Assistance Program.

Community outreach via student mentoring programs.

Flexible work schedules as an option for most employees.

A voluntary leave transfer program.

The use of job sharing announcements to increase part-time employment opportunities.

Since being selected as an award winner, the Social Security Administration has added the following new programs and services for employees:

Career/Life Resource Centers in three headquarters locations with plans to open one more in an outlying building.

A Career/Life Planning Service to aid employees in dealing with changes in the workplace that affect their career plans.
The "overtime for flexiplace" program that permits one hour of work at home for each hour of overtime worked.

A "Work at Home by Exception" program that provides support for employees with short or long-term health problems and disabilities.

A "Work and Family Support Services" booklet that informs employees about work and family programs and services.

Eligibility for employees to enroll their children in Federal joint-use child care centers at or near their work sites.

Participation in the local Combined Federal Campaign and use of recycling monies to improve affordability of child care services.

Designation of work and family coordinators agency-wide who collaborate with other Federal agencies to help employees better balance their work and family needs.

Initiatives that encourage fathers to take a more active role in family life.

The Peer Leadership Program that supports youth in the Baltimore City School System.

Monthly videotapes on work and family issues produced by the Center for Employee Services.
A Grandparents Raising Grandchildren Support Group.

On-site fitness centers at headquarters and at one outlying building, with construction underway for two additional centers in outlying buildings.

Feedback mechanisms to allow users to evaluate work and family programs and offer suggestions for improvements.
Ongoing lunchtime seminars that address issues including health/wellness, financial counseling, taxes, housing, domestic violence, violence in the workplace, and paying for college tuition.
A pilot Voluntary Leave Bank, currently in development.

For more information on these programs, contact Bill Alker, Deputy Director, Center for Employee Services, at (410) 965-4508 or via email at Bill.Alker@ssa.gov.

Outstanding Work and Family Programs - 1994

DEPARTMENT OF JUSTICE
Washington, DC

The Department of Justice (DOJ) supports a family-friendly work environment for its 118,000 employees nationwide through its Worklife Program. Key components of the winning program in 1994 included:

Active promotion of the Program through continuing management training initiatives.
Nationwide dependent care counseling and referral services and dependent care fairs at headquarters.
Sponsorship of near-site child care centers in Washington, DC, including a two-week summer camp for school-age children.
Lunch-time speakers on a wide range of work and family issues, presented live in Washington, DC, and videotaped for regional offices.
Observance of an annual "Take Our Kids to Work Day."
A leave sharing program, use of credit hours, and time-off incentive award policies.
Clear top-level management support for a full range of flexible work arrangements, to include: flexible and compressed work schedules, part-time employment and job sharing, credit hours, and telecommuting.

Since then, the DOJ Worklife Program has focused efforts on increasing employee access to flexible work arrangements and enhancing dependent care support programs. Program innovations include the following:

The establishment of the DOJ Worklife Quality Council, a working group made up of 25 representatives from components within the Department to improve dialogue regarding work and family issues.
An enhanced DOJ Statistical Report, provided to the Attorney General with appropriate recommendations for program improvement.
Implementation of a department-wide process for requesting and approving flexible work options, using a standard request form and kits to guide managers and employees through the process.
The Worklife Innovation Team, an internal research team, to assess the organizational climate and determine optimum methods for increasing employee access to flexibilities in the workplace.
A multi-faceted marketing approach including a program brochure, web presence, state-of-the-art information line offering multiple communication options, and written message of endorsement of worklife initiatives from Attorney General Reno to all DOJ employees.
The Worklife 2000 Project, which established a contract to bring in an independent team of experts to assess organizational needs, carry out demonstration projects, and develop long-term strategies for implementing flexible options.
A Part-Time Special Agent Program to allow agents to balance work and family obligations.
Operation of Federal correctional complexes in a manner that allows employees to advance in their careers without frequent relocations.
A Dependent Care Resource and Referral Service offering confidential information and assistance to all employers via a toll-free phone number.
Participation in a collaborative project to provide affordable, quality child care for lower income families in the Washington, DC Metropolitan area.

For more information about these innovative program designs, contact Kathryn Wolf, Worklife Program Manager, at (202) 353-9278 or via email at Kathy.O.Wolf@usdoj.gov.

Outstanding Work and Family Programs - 1994

ANIMAL AND PLANT HEALTH INSPECTION SERVICE
Department of Agriculture
Riverdale, MD

The Animal and Plant Health Inspection Service (APHIS) has 6,000 employees nationally and internationally. The Work Life Wellness (WLW) Program serves about 900 employees at the headquarters location. Twenty-five collateral duty employees administer the WLW Program across the nation. Highlights of the award winning program in 1994 included:

Flexible and compressed work schedules and leave sharing programs for Headquarters and many field installations.
Nationwide child and elder care resource and referral services; workshops and seminars conducted at headquarters and videotaped for other locations.
A caregivers program at headquarters and a kit for field installations to develop elder care programs.
Part-time and job sharing opportunities and flexiplace options open to all employees.

In 1998, APHIS adopted a Charter for the WLW Program that provided for a steering body and six program committees. The committees are:

Caring and Assistance Team to increase awareness of dependent care resources and establish day care centers.
Health Energizes Life's Potentials Team to increase awareness of fitness options and assist with the establishment of fitness centers.
Marketing and Communication Team to prepare communication tools to increase awareness of WLW programs and resources.
Program Evaluation and Emergency Response Team to evaluate the effectiveness of resources.
Supervisory and Employee Advisory Team to train supervisors and managers in WLW issues.
Relocation Team to provide information and resources to employees affected by agency relocation and consolidation.

Under this Charter, the WLW Program has achieved the following:

Consolidation of elder and child care referral and Employee Assistance contracts into a central contract with a Federal consortium program.
Restructuring of the composition of the WLW program to improve program effectiveness.
Dissemination of relocation resource information via a web page.
Ongoing evaluation of WLW resources.
Communication of information about WLW resources in many diverse ways.

Long-term and short-term goals set by the WLW include the review of day care centers to determine whether they meet the requirements set by President Clinton's Memorandum: Steps to Improve Federally Sponsored Child Care, formal training of WLW committee members, and the addition of performance element standards for supervisors and WLW members addressing work life balancing efforts.

For more information on the WLW Program, contact Denise Coleman, WLW Specialist and Occupational Safety and Health Manager, at (301) 734-8350 or via email at Denise.Y.Coleman@usda.gov.

Outstanding Work and Family Programs - 1995

FEDERAL AVIATION ADMINISTRATION
Department of Transportation
Washington, DC

The Federal Aviation Administration (FAA) demonstrated a long-standing commitment to work/life initiatives for over 50,000 employees nationwide as a winner in 1995. The FAA's Work and Family Program featured:

Alternative work schedules for nearly 88 percent of its entire workforce, with individual authority to determine procedures within the organizations.
A comprehensive employee assistance program with on-site and 24-hour toll-free service for all employees and their families.
On-site child care centers, some with non-traditional hours of operation and sick child care.
An active and expanding telecommuting program.
Guidebooks for employees and supervisors on family-friendly options.
A resource center with materials and services for career enhancement, educational development, and dependent care issues.

Updates to FAA work/life programs feature initiatives in child care, leave programs, and telecommuting. Highlights include the following:

CHILD CARE

Establishment of seven new on-site or near-site child care centers, to bring the total number of operational centers to 21.
Approval of four additional centers for construction, pending funding approval.
Services including before and after school care, summer programs, and kindergarten.
Accreditation, licensing, and compliance of FAA child care centers with the Americans with Disabilities Act.
Development of policy and procedures by the Office of Human Resource Management.
Provision of technical support and training for regional coordinators and boards of directors.

LEAVE PROGRAMS

Active marketing of the Voluntary Leave Transfer Program through briefings and a program guide.
A study of leave flexibility issues and potential leave changes by a National Leave Issues Workgroup, who sent their findings to the Labor Relations team as background for contract negotiations with the National Air Traffic Controllers Association. This resulted in bargaining unit members being able to donate sick leave to each other under the Voluntary Leave Transfer Program. To participate as a sick leave donor, employees must maintain a sick leave balance of at least 240 hours. Bargaining unit members covered by the Federal Employees Retirement System receive a lump sum payment for 40 percent of the value of their accumulated sick leave as of the date of retirement. (Note that FAA employees are not covered by Title 5 of the Code of Federal Regulations for leave entitlements.)

TELECOMMUTING

Work by a Telecommuting Steering Committee to expand this option within the FAA. They actively market this program through management briefings, employee seminars, and newsletter articles.
Development of a telecommuting handbook of policy and guidance, and companion pamphlet with a program summary and answers to frequently asked questions.
Future expansion of telecommuting to include the "virtual office" or "mobile office" concept in which employees may report to a designated worksite only occasionally while working off-site most of the time.

For more information about these initiatives, contact Jan Armstrong, Work/Family Life Specialist, at (202) 267-7287 or via email at janice.armstrong@faa.gov.

Outstanding Work and Family Programs - 1995

DOT CONNECTION: CUSTOMER SERVICE CENTER
Department of Transportation
Washington, DC

The Department of Transportation's integrated DOT Connection merges Work/Family and Career/Employment programs in a model, state-of-the-art, customer service/resource center. Key components of the winning program were:

Aggressive support for telecommuting initiatives through the establishment of a goal to have 2 percent of all employees department-wide telecommute one to two days per week.
Flexible work schedules offered to 95 percent of the entire workforce.
Leave policies that encourage wide use of family-friendly leave entitlements.
A nationwide child care program with sponsorship of 18 on-site child care centers and a discount program for employees at more than 500 other centers across the country.
Publications, discussion and support groups, and resource fairs on timely family topics.
A lactation room for nursing mothers.

Transportation Administrative Service Center (TASC) DOT Connection has continued to change and evolve since 1996 to meet the needs of its customers. Today, there are 32 child development centers nationwide. TASC DOT Connection provides ongoing program assessment, staff development, and training for the governing board to achieve and maintain child care center accreditation. An on-site work/life advisor is available for individual appointments and provides resource and referral information to employees at headquarters and in the field through a 1-800 number and email access. The resource lending library has been expanded to include health and wellness topics. In partnership with operating administration coordinators and EAP's, services are provided to DOT employees nationwide.

Job search and career counseling and information remain important components of the program. TASC DOT Connection coordinates the Department's participation in the DC Summer Youth program. Since 1997, TASC DOT Connection has assisted the Department's operational administrations with hiring and continuing support of welfare to work participants. The computer lab and other resources in the Center are accessible to persons with disabilities.

The program uses survey cards and evaluations to design new services. TASC DOT Connection aggressively markets events and the "one-stop-shopping" concept of service delivery via information racks in the DOT cafeteria and hallways, an internal television network, email, voice mail, printed materials, and open house events.

For more information, contact Suzette Paes, Manager, TASC DOT Connection, at (202) 366-4893 or via email at suzette.paes@tasc.dot.gov.

Outstanding Work and Family Programs - 1996

NAVAL UNDERSEA WARFARE CENTER DIVISION
Department of the Navy
Newport, RI

The Naval Undersea Warfare Center Division has placed great emphasis on creating a work environment that supports employees in their efforts to balance their professional and personal needs. Features of their winning program included:

Flexible family-friendly policies and practices, including alternative work schedules, part-time employment, telecommuting, and leave sharing.
Career development services that included sponsored undergraduate and graduate studies and on-site computer-assisted and videotaped training.
Free on-site wellness services for all employees.
A comprehensive employee assistance and referral program for employees and their family members.
Child and elder care resource and referral services.
Financial planning, mid-career, and pre-retirement seminars for employees and their spouses.

Since winning the Director's Award in 1995, the Division conducted a very successful one-year trial telecommuting program to complement its highly successful flexitour and floating-forty work arrangements. Due to its success, a formal program was implemented in 1996. Currently, 230 employees work at home an average of two days per week with improved morale, retention, and productivity as a result.

The Division also implemented a six-month demonstration program in mentoring in November 1997, in response to changes occurring in the organization in regard to business resources and rapidly changing technologies. Due to its success, a mentoring program was formally opened to all employees in January 1999. The program began with training workshops for volunteer mentors and mentees. A mentee selects his or her own mentor based on needs, and completes a formal contractual agreement with an available mentor. The Mentoring Program Manager records partnerships and also assists mentees in locating an appropriate mentor, when required. The Division has also implemented a mentor program within the Long-Term Training and Distance Learning Master of Business Administration programs. Mentoring takes place on the employees' personal time.

For more information about the Division's programs, contact Joe Murphy, Workforce Effectiveness Manager, at (401) 832-7508 or via email at murphyja@npt.nuwc.navy.mil.

Outstanding Work and Family Programs - 1995

NATIONAL SECURITY AGENCY
Department of Defense
Fort George G. Meade, MD

The National Security Agency (NSA) Work/Life Services contribute to a high level of productivity and ensure competitiveness in attracting a highly skilled and motivated workforce. Highlights of programs in 1996 included:

Operation of Maryland's largest licensed child development center, accredited by the National Association for the Education of Young Children.
Child and elder care information and referrals.
An Employee Assistance Service for all civilian and military employees and their family members.
A Nursing Mothers' in the Workplace Program.
The Structured Health and Physical Enhancement Program with six fitness centers open to active and retired employees.
Alternate work schedules used by a majority of the workforce.
Flexible policies that allowed for part-time and/or job sharing options.
The Career Resource and Transition Center.
The Retirement Information Center.
NSA Family Day.

The Work/Life Services at NSA are grouped in six major areas: Family, Wellness, Recreation and Leisure, Life Planning, Worksite Assistance, and Community Outreach. Major enhancements to the award-winning program include the following:

An increased number of fitness centers, with over 2,000 members currently participating. Services are geared to all ability levels.

The recent addition of fee-for-service seated massage.
Sponsorship of an increasing number of private organizations devoted to a wide range of hobbies and interests.
An on-line forum to sell selected personal items at the trading@nsa electronic bulletin board.
VolunteerLink, a program that provides information on community service opportunities in the local area to interested employees.
Regularly-scheduled blood donation and bone marrow screening programs.
Monthly Lunch 'n' Learn workshops that meet the varying needs of a diverse population.
The Pathways program, a partnership of existing processes throughout NSA, which provides guidance and direction in case of illness or injury.
Expansion of the comprehensive Alternate Work Schedules Program and Flexible Employment Program.

Formalization of NSA's telecommuting program, with expansion to include an orientation program for managers and employees interested in this option.

A mobile Occupational Health, Environmental, and Safety Services program that includes a Mobile Health Clinic, Health Fair, newsletters, and weekly email communications. Services were recently expanded throughout the NSA complex with a specially-equipped van.
A Voluntary Leave Sharing Program comprised of the Leave Bank and the Leave Transfer Program.
Opening of the Dispute Resolution Center to offer a positive alternative for workplace disputes.
Expanded education and awareness programs relating to retirement planning.
Development of a web site for general and personal benefits information for employees.
MVA on Wheels, a mobile office of the Maryland Motor Vehicle Administration, equipped to perform a wide range of services.
Community resources software, installed to begin the transition to electronically provided information.
A Summer Care Fair, held annually.
An Adoption Resource and Referral Program.
Resource and referral information for schools, respite care, sick child care, special needs care, and summer care.
Expansion of the Adopt-a-School Program, renamed "Partners in Education."
Expansion of the National Cryptologic Museum for employees, their families, and the public.
Gift shops selling NSA logo merchandise.

An internal website for resource and referral information for employees who would like to become volunteers in their community is under development. The Work/Life Connection, providing on-line information on work/life trends and topics for employees, is also being added to the electronic resources for NSA work/life programs.

For more information about NSA work/life programs, contact Charlotte Farrand, Chief, Work/Life Services, at (301) 688-1697.

Outstanding Work and Family Programs - 1996

CENTERS FOR DISEASE CONTROL AND PREVENTION
Department of Health and Human Services
Atlanta, GA

The Centers for Disease Control and Prevention (CDC) performs administrative functions for the Agency for Toxic Substances and Disease Registry (ATSDR) in addition to its primary mission of promoting health and quality of life by preventing and controlling disease, injury, and disability. The work and family programs of both agencies were selected for the Director's Award in 1996. Highlights included:

On- or near-site child care centers for employees in Georgia, West Virginia, and Maryland.
Extensive dependent care information and referral services.
An Elder Caregiving Discussion Group.
A readily accessible Employee Assistance Program.
Flexiplace for civilian employees.
A nationwide alternative work schedule program.
A nursing mothers support program.
Services to Help All Regular Employees (SHARE) program promoting general welfare and enterprises for the benefit, assistance, recreation, or convenience of employees.

A number of work and family initiatives have been implemented since the CDC was a Director's Award winner. Highlights of these initiatives include the following:

A Quality of Work Life Program (QWL) Intranet site which provides information on work and family programs. This site receives over 150 visits per day.

A QWL Committee, formed under the auspices of the CDC Executive Partnership Council, made up of employee volunteers from headquarters and three field sites. The Committee studies and develops recommendations to improve the CDC's quality of work life, concentrating on dependent care, ergonomics, the physical workplace, and employee morale/job satisfaction.
The QWL Suggestion Mailbox, an email post office box on the CDC Intranet site.

The Work Family Programs Brochure, listing CDC work and family programs, distributed to all employees nationwide.
Expansion of the New Employee Orientation to include a session on QWL programs available.

The Work Life Reference Library, located in the Human Resources Management Office, which contains books, brochures, and video and audio tapes covering a broad range of work and family topics. Employees at remote locations can view the list of library resources on the QWL Intranet site and requested materials can be mailed through interoffice mail.
An Adoption Seminar and Networking Group. The first Adoption Seminar was conducted in March 1998, with more than 50 employees in attendance at the lunch and learn session. OPM's Adoption Benefits Guide was put on the QWL Intranet site and a networking group was formed, which meets to discuss and share adoption experiences.

Education of supervisors and administrative officers on family leave programs, conducted during 1998.
An employee electronic newsletter, Personnel Notes, published bimonthly for employees with information on a variety of human resource issues including work and family programs.
Training of managers, supervisors, and team leaders in managing change and transition.

Currently in development is the CDC Corporate University, which will work to develop and articulate occupation-specific career development plans for all major occupations throughout CDC. Organized into "Colleges" related to each of CDC's major functional areas, the CDC Corporate University will ensure that all employees have access to current information which will enable them to take an active role in planning and managing their own professional development.

For more information on QWL Programs at the CDC and ATSDR, contact Connie Blalock, Work Family Programs Specialist, at (770) 488-1915 or via email at csb1@cdc.gov.

Outstanding Work and Family Programs - 1996

NAVAL AIR STATION LEMOORE
Department of the Navy
Lemoore, CA

Naval Air Station (NAS) Lemoore's mission is to support carrier based strike fighter squadrons. At the time of its selection as a Director's Award winner, NAS Lemoore employed 5,000 military and 1,000 civilian personnel. A host of outstanding work and family programs included the following:

Alternative work schedules and flexiplace arrangements used by 40 percent of the employees.
Career development services, including summer youth employment and student educational programs.
A comprehensive Civilian Employee Assistance Program.
A model "School-to-Career" program with emphasis on non-college bound youth, developed with a grant from the Department of Defense.
A Labor-Management Partnership Council with authority to make on-the-spot decisions and implement new concepts.
The Child Development Center, offering full-time care and part-day enrichment programs.
The Family Care Center, providing referrals to certified providers.
Youth Activities' programs for elementary through high school children including arts, crafts, sports, music, cooking, and computer options.

Since winning the Director's Award in 1996, NAS Lemoore has gone through a major staff reduction. In order to facilitate this process, NAS Lemoore established a Self Service Information Center with two computers, printers, Internet access, and employment and job benefits information. Employees use the Center for job search and resume preparation. Additionally, there are computers with Internet access for employees at the Family Service Center, Computer Lab, and "Connections" coffee shop.

Approximately 500 civilian employees attended a Civilian Transition Assistance Program designed to equip them with the tools, competencies, and confidence for transition to other public and private sector employment. Other training scheduled for presentation in the first quarter of FY2000 are CSRS and FERS retirement courses and a course training facilitators on creating a climate for achievement during a period of accelerated change. The small group of facilitators will continue presentations to build foundational skills that will enable NAS Lemoore to best meet the challenges of a rapidly changing work environment.

For more information about the activities described above, contact Vincent Motto at (559) 998-3822 or via email at vmotto@hro.lemoore.navy.mil.

Outstanding Work and Family Programs - 1997

DEPARTMENT OF EDUCATION
Washington, DC

The Department of Education views a family-friendly workplace as an integral component of its overall strategy for improving performance. The Department offers its employees the full array of traditional personnel flexibilities and leave options. In addition, it actively encourages fathers to play a larger role in their children's lives and all employees to become more involved in community service. The Department's family-friendly programs include the following:

Quality, affordable child care in a new center.
Elder care information and referral services and a support group.
Tutoring assistance to local schools, with up to four hours administrative leave per pay period allowed for volunteer activities when matched with an equal amount of annual leave.
Expanded, readily accessible, on-site employee health services.
Support for part-time/job sharing arrangements.
A flexiplace option utilized by 12 percent of employees.

The Work/Life Program at the Department of Education has been enhanced by the following significant developments:

Formation of a centralized Work/Life Programs Group headed by a career Senior Executive. The group has health and environmental safety, family-friendly, Section Five Hundred Four, Workers Compensation, and flexiplace and related work/life program components.
Regional fitness centers, work/life information kiosks, and a work/life newsletter (FY2000).
An expanded lactation program, now available at all 27 Education Department (ED) Occupational Health Centers.
Work/Life Information, a new electronic format over the ED Intranet for information sharing to ensure employee access to information and timeliness of content.
Partnership with the Department of Health and Human Services providing a child care center, parenting and eldercare seminars, and use of work/life center and stress reduction lab.
A transit subsidy program for all employees, with over 70 percent participation.
A telecenter pilot project utilizing Washington-area telecenters.
A new fitness center and aerobics center (FY2000) at the ED headquarters building.
A violence prevention at the workplace policy.
A reinvigorated employee suggestion program.
Publications and policies on assisting persons with disabilities.
An environmental air and water testing program for ED facilities.
An orientation and handbook for new managers on work/life and Workers Compensation Programs.

Information on Department of Education Work/Life Programs may be obtained by contacting Ray Van Buskirk, Director, Work/Life Programs Group, at (202) 260-8979 or via email at ray_van_buskirk@ed.gov.

Outstanding Work and Family Programs - 1997

DEPARTMENT OF LABOR
Washington, DC

The Department of Labor (DOL) is a leader in creating progressive programs that deal with the diverse issues that confront working men and women. The DOL took the initiative in addressing family needs by being among the first Federal agencies to establish an on-site child care center and negotiating alternative work schedules. The Work/life Center came into being in December 1995 to provide a focal point for family-friendly workplace programs. Key elements of the winning DOL program included:

An on-site child care center with tuition assistance support from recycling proceeds.

An annual Care Providers Fair bringing together representatives from 30 dependent care organizations.
Alternative work schedules in use by 85 percent of employees; some form of telecommuting in use by
22 percent.

Significant participation in the National Office Leave Bank and Leave Transfer Program.

An annual Take Our Children to Work program.
A state-of-the-art fitness center available to national office employees, and also in some field locations.
Headquarters and regional office Adopt-a-School programs.
A bone marrow recruitment program.
The Work/life Center Clearinghouse with referral services, web sites, literature, and videos.
An Employee Assistance Program which is available to all DOL employees.
An on-site credit union in the National Office.

Additions to Work/Life Center programs include the following:

Counseling, education and referral services for all DOL employees through access by a 1-800 number as well as through the Internet.
A web version of Employee Express, enabling employees to update and/or change employment information more conveniently.
An information/communication tool through LaborNet, DOL's intranet, which is accessible to all DOL employees.
A new page on the LaborNet web site entitled "Community Outreach Opportunities at Labor," with information about DOL-sponsored volunteer activities.
Expansion of Adopt-a-School programs at headquarters and regional offices. This includes the DC Summer Initiative, which provides mentoring and tutoring in mathematics and English to approximately
50 Washington, DC, middle school students in need of this support.
An informational brochure, "Helping Balance the Needs of Work and Family," for all employees.
A private room for nursing mothers in the Safety and Health Unit, where they can express milk or bring their babies from the on-site child care center for feeding and bonding.
Transit subsidies available to all DOL employees who use public transportation.
An on-site dry cleaner and post office in the headquarters building.
A permanent flexiplace program and issuance of resource materials to all DOL employees, established through negotiations.

For more information about DOL work and family programs, contact Anne Bartels, Director, Work/life Center, at (202) 219-6741 ext.164 or via email at Bartels-Anne@dol.gov.

Outstanding Work and Family Programs - 1997

COAST GUARD
Department of Transportation
Washington, DC

The U.S. Coast Guard (USCG) Quality of Life Programs include a broad array of services to over 86,000 active-duty, civilian, non-appropriated funded, auxiliary, and selected reserve employees. Programs strive to attain a reasonable balance between the needs of the USCG and the needs of its members and their families. The award winning program in 1997 had these features:

Extensive child care options including on- and near-site child care centers, Family Child Care Services, and resource and referral services.

Alternative work schedules and enhanced leave programs.

Separation for Care of Newborn Children, allowing military members a one-time separation from active duty for up to two years to care for a newborn or adopted child.

Reimbursement of adoption costs up to $2,000 for active duty personnel.

A comprehensive Employee Assistance Program for military, civilian, and non-appropriated funded employees and their families.

An Ombudsman Program to foster communication among Service members, their families and the Command.

An array of programs that address the particular needs of a mobile, military community including Relocation and Transition Assistance; Wellness; Military Housing; Chaplain; and Career Information.

Innovations in USCG Quality of Life Programs since 1997 include the following:

A subsidy to families who use the in-home family child care program.

Resource and referral information for elder care.

Job sharing and part-time employment options.

Identification of special needs families earlier in the active duty member's career.

The creation of a domestic violence intervention model which best meets the needs of the Coast Guard.

Awarding of a pre-separation seminar contract to standardize services in a tiered approach based on years of service.

The establishment of prevention training initiatives and creation of funding for outpatient substance abuse treatment in the Addictions Program.

Revision of the Wellness Representative Course to emphasize unit program development.

Implementation of a comprehensive health risk appraisal system to educate members and evaluate the health of the service within the Wellness Program.

Incorporation of cholesterol screening in the Wellness Program, making this valuable assessment tool available at every Coast Guard unit.

Information about USCG Quality of Life Programs is available from Jennifer Rechsteiner, Family Programs Specialist in the Office of Work-Life, at (202) 267-6729 or via email at jrechsteiner@comdt.uscg.mil.

Outstanding Work and Family Programs - 1998

NAVAL INVENTORY CONTROL POINT
Department of the Navy
Philadelphia, PA

The Naval Inventory Control Point (NAVICP) has over 4,000 employees working at two locations in Pennsylvania, Mechanicsburg and Philadelphia. Over 4,600 additional employees are serviced by NAVICP and are eligible to participate in programs. The award winning NAVICP Work and Family Program included these features in 1998:

A full complement of flexible work arrangements and leave policies.

Child care centers offering summer camp at both locations.

Annual Take Our Children to Work Day.

Career management centers, on-site college courses, financial/career planning, and state-of-the-art learning centers.

Elder care locator services.

Fitness centers at both locations, with free or reduced cost health screenings.

An on-site health fair.

Employee Appreciation Day picnics at both sites.

A civilian Employee Assistance Program.

Monetary and non-monetary recognition programs.

Command Communications Networks with question and answer sessions with the NAVICP Commander, quarterly updates by supervisors, and town meetings.

The Work and Family Program at the Naval Inventory Control Point remains essentially the same since winning the Director's Award in 1998.

For information about the Program described above, contact Margaret Shetz, Director of the Employee/Labor Relations Division, Human Resources Department, at (215) 697-2642 or via email at margaret_shetz@icpphil.navy.mil.

Outstanding Work and Family Programs - 1998

HEADQUARTERS 10TH AIR BASE WING
U.S. Air Force Academy, CO

The 10th Air Base Wing's mission is to "nurture a loyal and healthy work force to optimize Wing support, services, and readiness" through its unique Effective Living Program (ELP). The ELP Team offers a proactive, comprehensive education and intervention program that empha- sizes the use of quality living skills to help employees balance work requirements with their personal and family responsibilities. In 1998, the winning ELP policies and programs included:

Child development and youth facilities offering a full range of part-time and full-time programs.

Alternative work schedules that are available in all Academy organizations.

Family leave programs that are highly used by employees.

A job sharing program supported by the AFGE union and the Academy's Federal Women's Program.

Telecommuting options to enable employees with medical conditions to work at home.

An Employee Advancement Opportunity Program that designates 10 percent of Academy positions for developmental opportunities.

An Employee Assistance Program (EAP) providing service to all appropriated and non-appropriated fund employees and their families.

Three U.S. Air Force Academy Hospital organizations: a Health and Wellness Center; a Family Advocacy Program; and a Life Skills Center.

Chaplains who promote spiritual growth and wellness.

The newly revised Academy mission reads: "Inspire and Develop Outstanding Young Men and Women to become USAF officers with knowledge, character and discipline; motivated to lead the world's greatest aerospace force in service to the Nation." Recent enhancements to the ELP include the following:

Additional ELP program offerings to complement the existing curriculum.

A web site with EAP key information and retirement seminars offered by the Civilian Personnel Office.

Expansion of ELP services and programs to support Department of Defense civilian employees.

Marazon Training for Child Development Center staff that emphasizes individualizing curriculum for each child in care.

Increased parent participation, parent education, and family activities in child care programs.

Additional activities in youth programs and funding to continue the Youth Action Program, which serves "at risk" youth.

Expansion of programs and services by the Academy Hospital organizations in the areas of prevention and wellness.

A teleconferencing system that allows family members to communicate with deployed military personnel and a computerized relocation tool for the Family Support Center.

The addition of the Center for Character Development to the ELP with direct support to Academy cadets.

Contact Karen Christensen, Equal Employment Opportunity Manager, at (719) 333-4132 or via email at karen.christensen@usafa.af.mil for more information.

Outstanding Work and Family Programs - 1998

GENERAL ACCOUNTING OFFICE
Washington, DC

The General Accounting Office (GAO) is the investigative arm of Congress and serves as the Nation's auditor. The GAO Work Life Program serves 3,500 employees (2,500 in Washington, DC, and 1,000 in its 10 field offices). The Work Life Program goes far beyond basic services and policies by offering the following:

A comprehensive Wellness and Fitness Center that is also available to nearby Federal employees.

One of the first Federal on-site child care centers, Tiny Findings, accredited by the National Association for the Education of Young Children.

A liberal leave policy that allows up to six months of leave without pay, in addition to annual leave, for maternity, paternity, and adoption purposes.

Maxiflex alternative work schedules, flexiplace, and part-time employment opportunities.

Workshops, briefings, and seminars conducted by the Office of Counseling and Career Development, and the Work Life Committee.

The Work Life Resource Center with information and guidance on work life issues in books, pamphlets, handouts, brochures, and videotapes.

Regular meetings of management and employee groups to discuss shared issues of concern.

Onsite health services, financial assistance, an Employee Association store, Employee Information Center, cafeteria, and snack bar.

A number of new activities have been added to the Work Life Program since it was selected as a 1998 award winner. They include:

An elder care support group.

An "Open House" for new employees to acquaint them with counseling and career development services.

Seminars on new topics including experiencing grief, breaking free of debt, anger in children, depression and the elderly, and healthy aging and mid-life issues.

A private room for nursing mothers.

For further information, contact John H. Luke, Deputy Assistant Comptroller General for Human Resources, at (202) 512-5533 or via email at lukeh@gao.gov.

Outstanding Work and Family Programs - 1999

NATIONAL INSTITUTES OF HEALTH
Bethesda, MD

The National Institutes of Health (NIH) employs more than 16,000 employees, trainees, and other contributing individuals in Maryland, Montana, North Carolina, Arizona, and other localities. The mission of NIH is to advance public health through medical research. NIH is committed to helping employees balance workplace demands, career interests, and personal responsibilities. NIH's Quality of Work Life (QWL) Initiative encompasses activities and programs that support employees in managing their dependent care responsibilities, physical and emotional health and wellness, career development, and desire to participate in social activities and volunteer service. Key features of the winning program include:

Employment flexibilities including alternative work schedules, telecommuting, and family-friendly leave policies.

Four on-site or near-site child care centers accredited by the National Association for the Education of Young Children. A new, larger center on the NIH main campus is scheduled to be ready for occupancy in August 2001.

The NIH Work and Family Life Center, providing information and resources to employees on family life, elder care, and career management.

Retirement seminars that provide employees an opportunity to plan for a healthy, financially sound, and rewarding retirement.

Seminars for employees on elder care and topics associated with life phases and changes.

A pilot lactation program with four sites for nursing mothers on the NIH campus.

Worksite conveniences, such as on-site financial services and fitness centers.

Employee health and wellness programs, including on-site mammography screening, depression screening, and anxiety screening.

Communication with employees through the Quality of Work Life web site and articles in the NIH newsletter.

A Worksite Health Promotion Program to inform employees about healthful behaviors.

An Employee Assistance Program where employees can address personal and professional concerns.

Transportation subsidies for employees who use public transportation.

Special events such as the Diversity Book Bridge Project and Take Your Child to Work Day.

Open forums on topics including sexual harassment, diversity in a scientific community, and welfare to work programs.

The Quality of Work Life Committee, composed of people from all levels and communities of NIH, to lead work life projects and ensure that QWL strategies are carried out.

For more information on the QWL Initiative at NIH, contact Wendy Thompson, Work/Life Specialist, at (301) 435-1619 or via email at thompsow@od.nih.gov.

Outstanding Work and Family Programs - 1999

AGENCY FOR INTERNATIONAL DEVELOPMENT
Washington, DC

The U.S. Agency for International Development (USAID) is committed to providing family- friendly workplace programs to help employees balance their working lives with their personal lives while ensuring that work requirements continue to be met. Employees who participate in family-friendly work arrangements are responsible for complying with the procedural requirements of the various program components. USAID's family-friendly workplace offers the following award-winning programs, activities, and policies:

An on-site child care facility that is shared with several other Federal agencies.

Transportation subsidies for employees who commute to work using the Washington, DC Metro system.

Flexible work arrangements including part-time employment, job sharing, telecommuting, and family-friendly leave policies.

An on-site Employee Assistance Program. Individual and group counseling, seminars, and workshops are provided by a licensed social worker. Topics include stress management and managing change.

Crisis intervention services with on-site visits to USAID missions in foreign countries to assist employees who are facing devastating issues.

An elder care program offering informational seminars and referral services to community-based services.

On-site health and fitness centers.

Alternative work schedules such as flexitime and the flexible 5/4-9 work schedule.

Telecommuting arrangements on an ad hoc or recurring basis.

Instructional briefings for employees on flexible work arrangements.

A Human Resources web site with readily accessible information on family-friendly work arrangements and leave programs.

For more information on USAID's family-friendly workplace programs, contact Joann Jones, Personnel Management Specialist, Office of Human Resources, at (202) 712-5048 or via email at jojones@usaid.gov.

Outstanding Work and Family Programs - 1999

DEFENSE LOGISTICS AGENCY
Washington, DC

The Defense Logistics Agency (DLA), a logistics combat support organization, offers comprehensive Quality of Work and Life Programs which include a wide range of initiatives to attract and retain a worldwide, skilled, flexible, and professional work force capable of adapting to continually changing business environments. Implicit in DLA's goals is the expectation that Quality of Work and Life Programs should not only help employees balance work/life demands, but also result in positive outcomes for the organization. Highlights of the winning programs include:

Retirement planning, financial planning, and other training programs to help employees prepare for retirement.

Recognition programs for individuals and teams who demonstrate exceptional work effort.

Communication products that ensure comprehensive and accurate information is easily accessible to employees. These include a bimonthly agency magazine, on-line employee-focused information service, and DLA Quality of Life web page.

Individualized training plans and tuition assistance for specific professional undergraduate or graduate work, academic seminars and conferences.

Occupational Safety, Health, and Environmental Programs to ensure a pleasant, safe, and healthful workplace through physical and technological modernization, monitoring, education, and training.

Employee Assistance Programs offering free, confidential counseling and referral for personal concerns.

A Diversity Program that focuses on the contribution of individual differences and similarities to organizational excellence.

Health and wellness promotion activities including health fairs, wellness seminars, and health monitoring.

Morale, Welfare, and Recreation programs offering on-site fitness centers and exercise classes; recreation, sports, and social activities; and a variety of convenience services.

Child care service options that include child care centers, before and after school services, summer programs and holiday care.

Family Support Programs that serve as focal points for basic social services and a wide range of educational and preventive services and links with local communities. Programs include financial management assistance, relocation assistance, family member employment assistance, emergency financial relief, family advocacy, and a worldwide telephone and on-line resource and referral service, operational 24 hours a day.

For more information on Quality of Work and Life Programs at DLA, contact Jeanne Grabowsky, Funds Manager, Quality of Life Program, at (703) 767-5366 or via email at jeanne_grabowsky@hq.dla.mil.

Questions may be sent to workandfamily@opm.gov.

Web page updated April 3, 2000