[Federal Register Volume 75, Number 99 (Monday, May 24, 2010)]
[Notices]
[Pages 28811-28813]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2010-12347]
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DEPARTMENT OF HEALTH AND HUMAN SERVICES
Centers for Disease Control and Prevention
Statement of Organization, Functions, and Delegations of
Authority
Part C (Centers for Disease Control and Prevention) of the
Statement of Organization, Functions, and Delegations of Authority of
the Department of Health and Human Services (45 FR 67772-76, dated
October 14, 1980, and corrected at 45 FR 69296, October 20, 1980, as
amended most recently at 75 FR 2282 1-29, dated April 30, 2010) is
amended to establish the Human Capital Management Office, Office of the
Chief Operating Officer, Centers for Disease Control and Prevention.
Section C-B, Organization and Functions, is hereby amended as
follows:
After the mission statement for the Office of Health and Safety
(CAJP), insert the following:
Human Capital Management Office (CAJQ). (1) Develops goals and
objectives and provides leadership, policy formation, oversight, and
guidance in program human capital planning and development; (2) plans,
directs, and manages CDC-wide training programs; (3) develops, designs,
and implements a comprehensive strategic human resource leadership and
career management program for all occupational series throughout CDC;
(4) provides technical assistance in organizational development, career
management, employee development, and training; (5) maximizes economies
of scale through systematic planning
[[Page 28812]]
and evaluation of agency-wide training initiatives to assist CDC
employees in achieving required competencies; (6) assists in the
definition and analysis of training needs and develops and evaluates
instructional products designed to meet those needs; (7) works with
partners, internally and externally, to develop a strategic vision for
the public health workforce; (8) collaborates with CDC partners to
develop workforce goals for all of CDC/ATSDR; (9) provides guidance and
oversight to the Excellence in Learning Council to coordinate, inform,
and share strategic vision for all of CDC's Centers/Institute/Offices
(CIOs); (10) conducts internal succession planning, forecasting
services, and environmental scanning to ascertain both current and
future public health workforce needs; (11) provides leadership,
oversight, and guidance in the management and operations of programs;
(12) collaborates as appropriate, with the CDC Office of the Director
(OD), CIOs, domestic and international agencies and organizations and
provides a focus for short- and long-term planning within the Human
Capital Management Office (HCMO); (13) conducts organizational
assessments of CDC/ATSDR to determine compliance with agency guidance,
regulatory and statutory requirements of federal human capital programs
and initiatives; (14) conducts organizational studies of human capital
policies, initiative or procedures as directed by OPM, HHS, CDC or
other pertinent federal agencies; and (15) administers, develops policy
and provides oversight of agency individual learning accounts (ILAs)
and individual development plans (IDPs), performance management and
other human capital programs.
Office of the Director (CAJQ1). (1) Provides leadership and overall
direction for HCMO; (2) develops goals and objectives, and provides
leadership, policy formation, scientific oversight, and guidance in
program planning and development; (3) plans, coordinates, and develops
research plans for HCMO; (4) uses modeling and forecasting tools for
workforce planning and decision making; (5) coordinates all program
reviews; (6) reviews, prepares, coordinates, and develops proposed
legislation, Congressional testimony, and briefing materials; (7)
assists programs in establishing performance metrics and coordinates
quarterly reviews with programs to ascertain status on meeting of the
metrics; (8) coordinates budget formulation/negotiation related to
program initiatives and goals management; (9) identifies relevant
scanning/benchmarking on workforce and career development processes,
services and products; (10) provides leadership and guidance on new
developments and national trends for public health workforce; (11)
establishes policies governing major learning initiatives and new
learning activities, and works collaboratively within CDC and other
components in planning, developing and implementing policies related to
training initiatives, including but not limited to, ILAs, IDPs, and
loan repayment programs; (12) develops unified CDC-wide administrative
systems and advocates and supports the commitment of resources to
application development; (13) coordinates management information
systems and analyses of data for improved utilization of resources; and
(14) directs systems analysis and design, programming, and systems
training as it relates to implementation of new and existing
administrative, management, and executive information systems.
Planning and Policy Activity (CAJQ13). (1) Provides leadership,
guidance, and consulting services for CDC on strategic workforce
planning, performance management, and organizational development; (2)
directs improvement in human capital programs with the objectives of
increasing the operational effectiveness and efficiency of agency human
capital initiatives, mission, goals and objectives; (3) serves as a
bridge between human capital management and budgeting and financial
management by using human capital performance metrics and information
to support budget requests, and performance results for financial
accountability; (4) assesses the impact of human capital initiatives;
(5) promotes, supports, and advocates for strategic human capital
management concerns and initiatives; (6) assesses the effectiveness of
human capital policies and procedures focused on achieving
organizational outcomes and ensuring strategic alignment; (7) provides
policy and operational direction to workforce and career development
programs across CDC; (8) promotes, supports, and advocates for quality
education and training, workforce diversity, policy, and other
initiatives needed to develop and maintain a vital public health
workforce and a culture of excellence in learning; (9) provides a forum
for information exchange among the workforce and career development
officers, AHRC, CDC/OD, and other public health workforce development
stakeholders; (10) develops and implements administrative policies,
procedures, and operations, as appropriate for CDC/ATSDR, and prepares
special reports and studies for the CDC/OD; and (11) provides guidance
and oversight on the development of policies, procedures and processes
associated with agency awards.
Human Capital Planning Branch (CAJQB). (1) Participates with
management in program planning, policy determination, evaluations,
budget and decisions concerning the division; (2) works with AHRC,
Office of the Chief Operating Officer, CDC Excellence in Learning
Council, workforce and career development officers, and agency managers
to carry out human capital management planning and development
activities; (3) establishes, coordinates development and monitors
implementation of the human capital accountability system framework for
management of the human capital management plan; (4) ensures strategic
alignment with OPM's Human Capital Assessment and Accountability
Framework and HHS' associated procedures and deliverables; (5)
identifies mission-critical occupations and their associated
competencies to assess potential ``gaps'' in occupations and
competencies that are essential to CDC achieving its strategic goals;
(6) reports progress in meeting human capital management improvement
objectives associated with the President's Management Agenda and other
related government-wide human capital initiatives; (7) coordinates
implementation of a succession plan for key leadership and technical
positions with an emphasis on mission-critical occupations; (8)
develops an agency-wide strategic hiring plan that includes recruitment
and retention strategies to facilitate hiring members of under-
represented groups and those with the requisite professional/scientific
skills for closing occupational series and/or competency gaps in the
workforce; and (9) provides information on Commissioned Corps pay,
benefits, performance management, assignments, retirement, etc., to
members of the Corps and CDC management, and coordinates the
Commissioned Corps promotion and award programs.
Training and Career Development Branch (CAJQC). (1) Plans, directs,
implements, supports, and coordinates the activities of the branch; (2)
provides agency-wide leadership and guidance in all functional areas
related to training and career development; (3) participates with
management in program planning, policy determination, evaluations,
[[Page 28813]]
budget and decisions; (4) designs, develops, implements and evaluates a
comprehensive strategic human resource leadership and career training
and development program for all occupational series throughout CDC; (5)
develops and implements training strategies and activities that
contribute to the agency's mission, goals and objectives; (6) maintains
employee training records; (7) maximizes economies of scale through
systematic planning and evaluation of agency-wide training initiatives
to assist CDC employees in achieving required competencies; (8)
develops and validates occupational and functional competencies and
develops related training plans; (9) develops and administers intern
and professional development programs, the long-term training program,
and the mentoring program; (10) administers and monitors the Training
and Learning Management System for compliance with the Government
Employees Training Act; (11) conducts training needs assessment of CDC
employees nationwide and provides analysis and data to correlate
individual training with corporate strategic plans; (12) develops and
maintains assessment tools to identify core competency requirements for
each occupational series throughout the agency; (13) provides
consultation, guidance, and technical assistance to managers and
employees in organizational development, career management, employee
development, and training; (14) develops and delivers education and
training programs to meet the identified needs of the public health
workforce; (15) promotes, develops, and implements training needs
assessment methodology to establish priorities for training
interventions; (16) collaborates, as appropriate, with the CDC/OD,
other CIOs, HHS, OPM and other domestic and international agencies and
organizations; and (17) develops and implements policies related to
employee training.
Dated: May 12, 2010.
William P. Nichols,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2010-12347 Filed 5-21-10; 8:45 am]
BILLING CODE 4163-18-M