[Federal Register: July 23, 2007 (Volume 72, Number 140)]
[Notices]
[Page 40155-40157]
From the Federal Register Online via GPO Access [wais.access.gpo.gov]
[DOCID:fr23jy07-54]
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DEPARTMENT OF HEALTH AND HUMAN SERVICES
Office of the Secretary
Office of the Assistant Secretary for Administration and
Management; Organizations, Functions and Delegations of Authority
Part A, Office of the Secretary, Statement of Organization,
Functions, and Delegations of Authority for the Department of Health
and Human Services (HHS) is being amended at Chapter AJ, Office of the
Assistant Secretary for Administration and Management, which was last
amended at 72 FR 2282-2283, dated January 17, 2007; and the Office of
Human Resources (AJA) as last amended at 71 FR 38884-38888, dated July
10, 2006. The Notice will revise the functional statement for the
Office of Human Resources. The changes are as follows:
I. Under Section AJ.20 Functions, Paragraph C, ``Office of Human
Resources (AJA), delete in its entirety and replace with the following:
Section AJA.10 Organization. The Office of Human Resources (OHR) is
headed by a Deputy Assistant Secretary for Human Resources (DASHR) who
reports to the Assistant Secretary for Management and Administration
(ASAM), and consists of the following components:
Immediate Office (AJA).
Office of Strategic Planning and Performance Alignment
(AJA1).
Accountability and Analysis Division (AJAA1).
Workforce and Career Development Division (AJAA2).
Executive Resources Division (AJAA3).
Office of Service Delivery and Management (AJAB).
Employee and Labor Relations (AJAB1).
Talent Management Division (AJAB2).
Human Resources Center (PJ1, PJ2, PJ4).
Talent Resources Center (PJ5)
Section AJA.20 Functions.
1. The Immediate Office (AJA): The Immediate Office provides
leadership to the development and assessment of the Department's human
resources and human capital programs and policies. In coordination with
the Operating Divisions (OPDIV), designs human resource programs that
support and enhance the HHS missions. Serves as the principal source of
advice on all aspects of Department-wide organizational analysis
including: Planning for new organizational elements; evaluating current
organizational structures for effectiveness; and conducting the review
process for reorganization proposals; manages the reorganization
process for the Office of the Secretary (OS) requiring the Secretary's
signature and the ASAM's; administers the Department's system for
review, approval and documentation of delegations of authority;
develops Department-wide policy and provides technical assistance on
the use and application of delegations of authority; advises senior
officials within the Department on delegations of authority,
coordinates review of proposed delegations requiring the Secretary's or
other senior officials' approval; analyzes and makes recommendations
related to legislative proposals with potential impact upon the
Department's organizational structure or managerial procedures; manages
the Departmental Standard Administrative Code (SAC) system; and
provides special management review services for selected activities.
2. Office of Strategic Planning and Performance Alignment (AJAA):
The Office of Strategic Planning and Performance Alignment (OSPPA) is
headed by an Associate Deputy Assistant Secretary who reports directly
to the Assistant Secretary for Human Resources. OSPPA provides
technical assistance to the OPDIVs in building the capacity to evaluate
the effectiveness of their human resource programs and policies,
including the development of performance standards. OSPPA provides
oversight of the Department human resources activities relating to
human capital, performance management, major Administrative and
Department initiatives, human resources
[[Page 40156]]
accountability; workforce and career development, and the executive
resources.
a. Accountability and Analysis Division (AJAA1): The Accountability
and Analysis Division (AAD) will: (a) Promote and support OPDIV
capacity building efforts, including innovative approaches to human
resources management; (b) provide strategic advice to the Deputy
Assistant Secretary for Human Resources, the Assistant Secretary for
Administration and Management, and the Secretary on those initiatives
having major workforce implications; (c) evaluate major human resources
policies and programs for the Department to determine the
effectiveness; (d) is responsible for the Department's human resources
accountability system; (f) have responsibility for planning
accountability policy and programs, (and the development of the
Department's Human Capital Accountability Plan); and (g) responsible
for developing, managing, and directing the Department's policy, plans
and guidance for assessment and performance improvement functions in
the areas of employee surveys and human resource performance
measurement.
b. Division of Workforce and Career Development (AJAA2): The
Division of Workforce and Career Development (DWCD) responsibilities
include requirements (i.e., 5 U.S.C. 4103 and 4121) mandated under the
Federal Workforce Flexibility Act of 2004: (a) Formulate and oversee
the implementation of Department-wide policies, regulations,
procedures, and measures to ensure that training and development plans
and programs are aligned with HHS strategic goals and performance
objectives, and ensure alignment of training activities across the
Department; (b) formulate, implement, evaluate and measure employee
development activities; (c) serve as the central HHS reference point
for inquiries, guidance, interpretation and program monitoring and
evaluation for training and workforce development planning; (d) provide
Department-level workforce planning guidance; (e) working with HHS
University, develop new and enhance existing Department-wide training
program (e.g., Emerging Leaders Programs, Senior Executive Service
Candidate Development Program, etc.) and review training programs
proposed by OPDIVs, STAFFDIVs, or Human Resources Centers; (f) serve as
the central HHS contact point and representative to non-government and
government training communities and their auditors on training and
development matters; and (g) monitor the implementation of a
Department-wide automated training program and establishes.
c. Executive Resources Division (AJAA3): The Executive Resources
Division (ERD): (a) Is responsible for the development, coordination,
policy formulation and administration of the Department's Executive
Resources Management program, excluding those functions associated with
executive development; (b) serve as the central point of contact for
executive resources operational matters, advising on a broad range of
executive personnel management matters; (c) administer most aspects of
the Senior Executive Service (SES) program and coordinating analytical
studies impacting on executive personnel; (d) provide support as
required to the Executive Secretary of the Executive Resources Board;
(e) manage the SES control and allocation program, provides recruitment
assistance when needed, and provide leadership and oversee the
executive staffing; (f) review key position cases, expert and
consultant appointment, Section 209(f) of Title 42, and other
employment cases requiring Departmental approval; and (g) maintain
Schedule C appointment control and principal position information
listing.
3. Office of Service Delivery and Management (AJAB): The Office of
Service Delivery and Management (OSDM) is headed by an Associate Deputy
Assistant Secretary who reports directly to the Deputy Assistant
Secretary for Human Resources. The OSDM has oversight responsibilities
for the Office of Human Resources' budget, IT systems; and coordinates
human resources activities related to employee and labor relations;
Talent Management and the Human Resources Centers.
a. Employee and Labor Relations Division (AJAB1): The Labor and
Employee Relations Division (LERD): (a) Promote labor-management
cooperation and promulgate labor-management relations policy and
programs for the Department; (b) provider leadership, involvement, and
training; (c) provide guidance and support for conducting labor
management negotiations; (d) review negotiated agreement(s) or
supplemental agreement(s) in accordance with the Federal Service Labor
Management Relations Statutes requirements; (e) review local agreements
and settlement agreement for compliance with applicable labor relations
policy and collective bargaining agreements; (f) serve as the
Department's focal point for liaison on personnel and labor relations
issues with the Office of Personnel Management, the General Accounting
Office, the Merit Systems Protection Board, and the Federal labor
Relations Authority; (g) develop, implement and interpret Departmental
and Government-wide employee relations policy; (h) provides technical
advice and assistance on employee relations issues to OPDIVs; and (i)
plan and develop personnel policies and programs related to benefits,
and the Benefit Officer serves as expert in providing technical
assistance to OPDIVs and STAFFDIVs. ELRD is responsible following
activities related to performance management: (a) Plan and develop
personnel policies and programs; (b) formulate and implement policies;
and (c) provide technical assistance to the OPDIV in these areas. Also
provide oversight and guidance for HHS policy related to awards,
benefits and leave, worker's compensation, work life (including
childcare subsidy and telework), and the employee assistance program.
b. Talent Management Division (AJAB2): The Talent Management
Division (TMD): (a) Provides leadership to the planning and development
of human resource policies and programs relevant to employment,
staffing, recruitment and placement; compensation; position management
and classification that support and enhance the Department's mission;
(b) in coordination with the OPDIVs, formulates HHS policies pertaining
to the above; (c) provides technical assistance to the HR Centers/
Offices and OPDIVs in the proper application of Federal human resource
management laws, regulations, and policies; and (d) accomplishes
required human capital initiatives as required by the Office of
Personnel Management, the Office of Management and Budget or other
organizations.
II. Continuation of Policy: Except as inconsistent with this
reorganization, all statements of policy and interpretations with
respect to the Office of Human Resources, Office of the Assistant
Secretary for Administration and Management, hereforeto issued and in
effect prior to this reorganization are continued in full force and
effect.
III. Delegation of Authority: All delegations and redelegations of
authority made to officials and employees of the Office of Human
Resources (AJA) will continue in them or their successors pending
further redelegation, provided they are consistent with this
reorganization.
IV. Funds, Personnel and Equipment: Transfer of organizations and
functions affected by this reorganization shall be accompanied by
direct and support
[[Page 40157]]
funds, positions, personnel, records, equipment, supplies and other
sources.
Dated: July 12, 2007.
Joe W. Ellis,
Assistant Secretary for Administration and Management.
[FR Doc. 07-3547 Filed 7-20-07; 8:45 am]
BILLING CODE 4150-04-M