Innovation and Empowered Workforce—Other Key Accomplishments:

• AOC implemented Career Connector, the first phase of AOC’s transition to a new Human Resources Information System (HRIS). Career Connector provides a more streamlined application process and greater efficiency in recruitment and staffing.

• AOC launched two major initiatives in FY 2014 to enhance the professional and personal growth of AOC supervisors and employees: Building Leaders focuses on developing the leadership skills of AOC’s front- line supervisors and “New Year, New You” is a career coaching program for AOC employees. Several AOC jurisdictions collaborated to develop the broad-reaching Building Leaders program.

• AOC developed the Career Coach Concept—an initiative devoted to helping employees broaden their skill set and stay challenged.

• AOC revamped the “Welcome Experience” for new employees at the agency’s onboarding sessions. At these sessions, AOC emphasizes the role of every employee as an ambassador of the agency and of the U.S. Congress.

• AOC administered the FY 2014 Organizational Assessment Survey. The results of the survey were positive and identified areas of opportunity to improve AOC’s work environment, including areas such as supervision, training, communication and a number of internal functions.

• AOC designed the Supervisory Academy Program for rollout in FY 2015. This program will serve as the baseline for training which all supervisors will be required to attend. The training will cover the foundational skills of leadership, including motivating employees and communication.

• AOC provided upward mobility to employees in traditionally unskilled trades using the Architect’s Mobility Program (AMP). The AOC House Office Buildings, AOC Library Buildings and Grounds and the AOC Senate Office Buildings jurisdictions all filled openings via the AMP program.

• AOC undertook a pilot Safety Observation and Reflection Process (SOAR) program to enhance its safety culture through behavior-based safety. It focused on engaging first-line supervisors and employees in conducting work observations and coaching in “see something, say something” interactions. Three jurisdictions participated, including 11 supervisors, their managers and their respective staffs (over 140 employees).

• AOC reached a new collective bargaining agreement with the American Federation of State, County and Municipal Employees, Local 626. The agreement culminates several years of negotiation and bargaining and represents the interests of both bargaining unit employees and AOC management. It will serve as the written guide regarding the terms and conditions of employment for bargaining unit employees.

• AOC delivered drug and alcohol awareness education to over 1,850 managers, supervisors and employees. The curriculum focused on AOC’s Drug-Free Workplace policy and the detrimental impact of drug and alcohol use at work.

• AOC updated its agency-wide ethics policy. Updates included adding dual compensation prohibitions, providing guidance on using social media and other changes.

• AOC implemented a self-inspection program to identify and remediate issues that impact safety, building environment and facility aesthetics. As part of the program, supervisors proactively identify and correct deficiencies. Inspections are tracked through the Web-based work order system.

• AOC started a pilot of AOC-wide integration of data from the separate service request work order and time and attendance systems. This process improvement will allow the AOC to more effectively utilize its labor resources. AOC also expanded the use of the Work Authorization Permits to track work performed by in-house personnel and contractors from other Legislative Branch organizations.

• AOC used effective logistics business practices to strengthen its environment of accountability. As part of this effort, its Construction Division led a drive to improve safety culture by using technology to allow the automated submission of safety observations.

• AOC developed a number of programs and activities to foster employee engagement and involvement, including a bimonthly CVC staff newsletter, Skylights. Articles have addressed relevant subjects such as visitor protocol tips and health and fitness advice relevant to CVC work activities.

• AOC implemented a new performance appraisal system and associated policy for temporary, project-funded employees working for the AOC Construction Division.

• AOC implemented the Treasury Department’s Pay.gov payment platform for the Senate Staff Health and Fitness Facility in order to streamline the membership payment process while maintaining compliance with payment card industry data security standards.