[Federal Register Volume 77, Number 144 (Thursday, July 26, 2012)]
[Notices]
[Pages 43831-43837]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2012-17991]
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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 77 FR 27070-27071, dated May 8, 2012) is
amended to reorganize the Human Capital and Resources 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:
Delete in its entirety the titles and functional statements for the
Human Capital and Resources Management Office (CAJQ) and insert the
following:
Human Capital and Resources Management Office (CAJ0). (1) Provides
leadership, policy formation, oversight, guidance, service, and
advisory support and assistance to the Centers for Disease Control and
Prevention (CDC) and the Agency for Toxic Substances and Disease
Registry (ATSDR); (2) collaborates as appropriate, with the CDC Office
of the Director (OD), Centers/Institute/Offices (CI0s), domestic and
international agencies and organizations; and provides a focus for
short- and long-term planning within the Human Capital and Resource
Management Office (HCRM0); (3) develops and administers human capital
and human resource management policies; (4) serves as the business
steward for all CDC developed human capital and human resources
management systems and applications; (5) develops, maintains, and
supports information systems to conduct personnel activities and
provide timely information and analyses of personnel and staffing to
management and employees; (6) conducts and coordinates human resources
management for civil service and Commissioned Corps personnel; (7)
manages the administration of fellowship programs; (8) conducts
recruitment, special emphasis, staffing, position classification,
position management, pay and leave administration, work-life programs,
performance management, employee training and development, and employee
and labor relations programs; (9) maintains personnel records and
reports, and processes personnel actions and documents; (10)
administers the federal life and health insurance programs; (11)
administers employee recognition, suggestion, and incentive awards
programs; (12) furnishes advice and assistance in the processing of
workers compensation claims; (13) interprets standards of conduct
regulations, reviewing financial disclosure reports, and offer ethics
training and counseling services to CDC employees; (14) maintains
liaison with the Department of Health and Human Services (HHS) and the
Office of Personnel Management (OPM) on human resources management,
policy, compliance and execution of the Human Capital Assessment and
Accountability Framework (HCAAF); (15) conducts organizational
assessments to determine compliance with human capital policies,
guidance, regulatory and statutory requirements of federal human
capital and resource management programs and initiatives; (16) plans,
directs, and manages CDC-wide training programs, monitors compliance
with mandatory training requirements, and maximizes economies of scale
through systematic planning and valuation of agency-wide training
initiatives to assist employees in achieving required competencies;
(17) assists in the definition and analysis of training needs and
develops and evaluates instructional products designed to meet those
needs; (18) develops, designs, and implements a comprehensive
leadership and career management program for all occupational series
throughout CDC; (19) provides technical assistance in organizational
development, career management, employee development, and training;
(20) collaborates and works with partners, internally and externally,
to develop workforce goals and a strategic vision for the public health
workforce; and (21) provides support for succession planning,
forecasting services, and environmental scanning to ascertain both
current and future public health workforce needs.
Office of the Director (CAJQ1). (1) Provides leadership and overall
direction for HCRMO; (2) develops goals and objectives, and provides
leadership, policy formation, oversight, and guidance in program
planning and development; (3) plans, coordinates, and develops
strategic plans for HCRMO; (4) develops and administers human capital
and human resource management policies and procedures; (5) coordinates
all program reviews; (6) reviews, prepares, coordinates, and develops
proposed legislation, Congressional testimony, and briefing materials;
(7) establishes performance metrics and coordinates quarterly reviews
to ascertain status on meeting of the metrics; (8) coordinates budget
formulation, negotiation, and execution of financial resources; (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 and oversees policies governing human
capital and human resources management, and works collaboratively
within CDC and other components in planning, developing and
implementing policies; (12) develops strategic plans for information
technology and information systems required to support human capital
and human resources management information requirements; (13) serves as
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the business steward for CDC-wide human capital and human resources
administrative systems and advocates and supports the commitment of
resources to application development; (14) coordinates HCRMO
information resource management activities with the Management
Information Systems Office and the related governance groups; (15)
coordinates management information systems and analyses of data for
improved utilization of resources; (16) serves as a liaison with HHS on
the utilization and deployment of centralized HHS human capital and
human resource management systems and applications; (17) interprets
standards of conduct regulations, reviewing financial disclosure
reports, and offers ethics training and counseling services to CDC
employees; and (18) conducts demographic analysis of the CDC work force
and publishes results in management reports.
Ethics Program Activity (CAJQ12). (1) Provides leadership for the
CDC Ethics program activity in accordance with conflict of interest
statutes at Title 18 U.S.C. Chapter 11 and standards of conduct
regulation at 5 CFR Part 2635; (2) serves as a liaison with the Office
of Government Ethics (OGE) and HHS on ethics matters; (3) interprets
standards of conduct regulations; (4) reviews financial disclosure
reports for potential conflicts of interest; (5) provides continuing
ethics training and counseling services; (6) counsels employees on a
variety of ethics issues to ensure that CDC employees avoid situations
that could violate ethics laws and undermine the public's trust in
Government; and (7) reviews and approves outside activity, official
duty, and award requests for employees.
Commissioned Corps Activity (CAJQ14). (1) Serves as the primary
contact for CDC management and employees in obtaining the full range of
personnel assistance and management services for Commissioned Corps
personnel; (2) provides leadership, technical assistance, guidance, and
consultation in benefits, entitlements, and obligations of the
Commissioned Corps to commissioned officers; (3) plans, directs, and
manages the Department of Defense's Defense Eligibility Enrollment
Report System (DEERS) identification card program for all active duty
officers, retirees, and eligible dependents; (4) implements and
evaluates Commissioned Corps policies and systems such as salary/
benefits, performance management, assignments, health benefits,
training, travel, relocation, and retirement; (5) manages the CDC's
Commissioned Corps promotion and awards programs; (6) maintains liaison
and coordinates personnel services for Commissioned Corps personnel
with the Office of Commissioned Corps Operations and the Office of
Surgeon General; (7) coordinates the agency deployment status of
commissioned officers assigned to CDC and manages the Emergency
Operation Centers (EOC) Commissioned Corps deployment desk during
activation of the CDC EOC; and (8) establishes and maintains personnel
and payroll records and files.
Policy and Communications Activity (CAJQ15). (1) Provides
leadership, oversight, guidance and support for policy and
communication activities supporting HCRMO; (2) develops, administers
and monitors the implementation of human capital and human resources
management policies and operational procedures as directed by OPM, HHS,
CDC or other pertinent federal agencies to ensure consistent
application across CDC; (3) serves as the focal point for the analysis,
development, technical review and clearance of controlled
correspondence and non-scientific policy documents that require
approval/signature from the HCRMO Director or other senior CDC
leadership; (4) responds to and coordinates requests from the Office of
the Director for issues management information to ensure efficient
responses to the Director's priority issues; (5) provides and manages a
wide range of communication services in support of HCRMO; (6)
facilitates open and transparent employee communication; (7) develops
and implements internal and external public relations strategies to
communicate upward and outward to customers, partners, and other
stakeholders; and (8) utilizes multiple channels and methods to
communicate and disseminate HCRMO policies, announcements, procedures,
information, and other relevant messages.
Operations Management Activity (CAJQ17). (1) Provides leadership,
oversight, and guidance in the management and operations of HCRMO
programs; (2) provides and oversees the delivery of HCRMO-wide
administrative management and support services in the areas of fiscal
management, personnel, travel, records management, internal controls,
and other administrative services; (3) prepares annual budget
formulation and budget justifications; (4) coordinates HCRMO
requirements relating to contracts, grants, cooperative agreements, and
reimbursable agreements; (5) develops and implements administrative
policies, procedures, and operations, as appropriate, for HCRMO, and
prepares special reports and studies, as required, in the
administrative management areas; and (6) maintains liaison with related
staff offices and other officials of CDC.
Strategic Programs Office (CAJOB). (1) Provides a broad array of
strategic programs, workforce support, and development services; (2)
develops and implements methodologies to measure, evaluate, and improve
human capital results to ensure mission alignment; (3) assesses and
evaluates the overall effectiveness and compliance of human resources
programs and policies related to merit-based decision-making and
compliance with laws and regulations; (4) provides targeted and
strategic technical assistance in organizational development, career
management, employee development, and training to CDC CIOs; (5) works
with OPM, HHS, and CDC Governance Boards and agency managers to carry
out human capital management planning and development activities; (6)
establishes, coordinates, develops, and monitors implementation of
human capital initiatives and the agency Strategic Human Capital
Management Plan; (7) manages recruitment, outreach, and oversight of
the Oak Ridge Institute for Science and Education (ORISE), Guest
Researcher, Student Interns, and Fellowship programs to meet customer
strategic human capital management needs; (8) provides recruitment,
retention, consultation and support to customers, including strategies
and resources available to effectively recruit, retain, and plan for
the succession of employees; (9) facilitates the hiring of members from
underrepresented groups, ensuring a more prepared, diverse, and
sustainable workforce; (10) conducts organizational evaluations and
audits to determine regulatory compliance and adherence to merit system
principles utilizing the Human Capital Assessment and Accountability
Framework (HCAAF); (11) serves as the liaison to HHS in the
development, maintenance, and support of Department-wide human resource
information systems and; applications; (12) serves as a business
steward for all CDC developed human capital and human resources
management systems and applications; (13) facilitates the
administration, analysis, reporting and recommendations for improvement
in regards to annual employee surveys; (14) supports reporting
requirements with Office of Management and Budget (OMB) Annual
Performance Report and Performance Plan; (15) provides business
strategy, data analytics, and reporting services; (16) performs
analysis, forecasting, and modeling to
[[Page 43833]]
interpret quantitative and qualitative data; (17) reports and evaluates
organizational performance outcomes on key measures and metrics; and
(18) manages workload and workflow activities for service optimization.
CDC University Office (CAJQC). (1) Provides agency-wide leadership
and guidance in all functional areas related to training and career
development; (2) designs, develops, implements and evaluates a
comprehensive strategic human resource leadership and career training
and development program for all occupational series throughout CDC; (3)
develops and implements training strategies and activities that
contribute to the agency's mission, goals and objectives; (4) maximizes
economies of scale through systematic planning, administration,
delivery, and evaluation of agency-wide training initiatives to assist
CDC employees in achieving required competencies; (5) development of
retraining activities for CDC managers/employees affected by
organizational changes (e.g. major reorganizations, outsourcing
initiatives, etc.); (6) maintains employee training records; (7)
develops and validates occupational and functional competencies and
develops related training plans and career maps; (8) develops and
administers professional development programs; (9) administers and
monitors the Training and Learning Management System for compliance
with the Government Employees Training Act; (10) conducts training
needs assessment of employees, provides analysis and data to correlate
individual training with strategic plans; (11) develops and maintains
assessment tools to identify core competency requirements for each
occupational series throughout the agency; (12) provides consultation,
guidance, and technical assistance to managers and employees in
organizational development, career management, employee development,
and training; (13) develops and delivers education and training
programs to meet the identified needs of the workforce; (14) promotes,
develops, and implements training needs assessment methodology to
establish priorities for training interventions; (15) collaborates, as
appropriate, with the CDC/OD, CIOs, HHS, OPM and other domestic and
international agencies and organizations; and (16) develops and
implements policies related to employee training.
Career Development Activity (CAJQC2). (1) Designs, develops,
implements and evaluates training activities to increase competency in
the area of career development strategies; (2) maximizes economies of
scale through systematic planning, administration, delivery, and
evaluation of agency-wide training initiatives to assist CDC employees
in achieving required competencies; (3) development of retraining
activities for CDC managers/employees affected by organizational
changes (e.g. major reorganizations, outsourcing initiatives, etc.);
(4) maintains employee training records; (5) develops and validates
occupational and functional competencies and develops related training
plans and career maps; (6) develops and administers professional
development programs to include mentoring and coaching for enhanced
performance; (7) conducts training needs assessment of employees,
provides analysis and data to correlate individual training with
strategic plans; (8) develops and maintains assessment tools to
identify core competency requirements for each occupational series
throughout the agency; (9) provides consultation, guidance, and
technical assistance to managers and employees in organizational
development, career management, employee development, and training;
(10) promotes, develops, and implements training needs assessment
methodology to establish priorities for training interventions; (11)
collaborates, as appropriate, with the CDC/OD, CIOs, HHS, OPM and other
domestic and international agencies and organizations; and (12)
implements procedural components in compliance to the long term
education training policy.
Leadership Development Activity (CAJQC3). (1) Designs, develops,
implements and evaluates a comprehensive leadership development
curriculum for leaders at all levels throughout CDC; (2) develops and
implements leadership training strategies and activities that
contribute to the agency's mission, goals and objectives; (3) maximizes
economies of scale through systematic planning, administration,
delivery, and evaluation of agency-wide training initiatives to assist
CDC employees in achieving required competencies; (4) maintains
employee training records; (5) develops and administers professional
development programs such as executive coaching; (6) provides
consultation, guidance, and technical assistance to managers and
employees around leadership training and development activities; (7)
develops and delivers education and training programs to meet the
identified needs of the workforce; (8) collaborates, as appropriate,
with the CDC/OD, CIOs, HHS, OPM and other domestic and international
agencies and organizations; and (9) implements procedural components in
compliance to the mandatory supervisory training requirements policy.
Public Health Training Activity (CAJOC4). (1) Designs, develops,
implements and evaluates a comprehensive public health training
curriculum for employees engaged in public health activities throughout
CDC; (2) develops and implements public health, science, research and
medicine and preparedness and emergency response training strategies
and activities that contribute to the agency's mission, goals and
objectives; (3) maximizes economies of scale through systematic
planning, administration, delivery, and evaluation of agency-wide
training initiatives to assist CDC employees in achieving required
competencies; (4) maintains employee training records; (5) provides
consultation, guidance, and technical assistance to managers and
employees associated within curriculum scope; (6) develops and delivers
education and training programs to meet the identified needs of the
workforce; and (7) collaborates, as appropriate, with the CDC/OD, CIOs,
HHS, OPM and other domestic and international agencies and
organizations.
Business and Technology Training Activity (CAJQC5). (1) Designs,
develops, implements and evaluates a comprehensive business and
technology training curriculum for employees throughout CDC; (2)
develops and implements financial, acquisition and project management,
communication and office skills and information technology training
strategies and activities that contribute to the agency's mission,
goals and objectives; (3) maximizes economies of scale through
systematic planning, administration, delivery, and evaluation of
agency-wide training initiatives to assist CDC employees in achieving
required competencies; (4) maintains employee training records; (5)
provides consultation, guidance, and technical assistance to managers
and employees associated within curriculum scope; (6) develops and
delivers education and training programs to meet the identified needs
of the workforce; (7) collaborates, as appropriate, with the CDC/OD,
CIOs, HHS, OPM and other domestic and international agencies and
organizations.
Workforce Relations Office (CAJQD). (1) Provides leadership,
technical assistance, guidance, and consultation on employee and labor
relations,
[[Page 43834]]
employee services and assistance, work-life programs, performance
management, incentive awards, pay, leave and benefits administration;
on-the-job injuries and exposures to infectious diseases; debt
complaints; and other job-related issues; (2) develops and administers
labor-management and employee relations program including: disciplinary
actions, grievances and appeals, labor negotiations, collective
bargaining, management representation before third parties, and
partnership activities; (3) serves as liaison with the Office of Safety
Health and Environment and other CDC staff for personnel matters
relating to substance abuse and other employee assistance programs; (4)
coordinates and processes garnishment, child support, and other
collection actions for CDC employees; (5) plans, directs, coordinates,
and conducts contract negotiations on behalf of agency management with
labor organizations holding exclusive recognition; (6) represents
management in third party proceedings involving labor and employee
relations issues; (7) serves as the authority to ensure validity,
consistency, and legality of employee relations matters concerning
grievances (both negotiated and agency procedures), disciplinary
actions, adverse actions, and resultant third party hearings; (8) plans
and coordinates all programmatic activities to include preparation of
disciplinary and adverse action letters and all final agency decisions
in grievances and appeals; (9) provides technical advice, consultation,
and training on matters of employee conduct and performance; (10)
provides consultation, guidance, and technical advice to human
resources specialists, managers, and employees on the development,
coordination and implementation of all work-life program initiatives;
(11) provides personnel services relating to on-the-job injuries and
exposures to infectious diseases; (12) facilitates the development and
implementation of an Agency-wide strategic approach to monitoring,
evaluating, aligning, and improving performance management policies and
practices for all CDC performance management systems (Title 5, Title
42, Senior Executive Service (SES), Senior Biomedical Research Service
(SBRS), and the Commissioned Officer Effectiveness Report (COER); (13)
coordinates performance management, strategic rewards and recognition
programs and systems; (14) provides human resources services and
assistance on domestic and international employee benefits and leave
administration; (15) serves as liaison between CDC and the HHS payroll
office resolving discrepancies with pay and leave; (16) administers the
leave donor program and processes time and attendance amendments; (17)
administers the federal life and health insurance programs; (18)
provides policy guidance and technical advice and assistance on
retirement, the Thrift Savings Plan, health/life insurance, and savings
bonds; (19) furnishes advice and assistance in the processing of Office
of Workers' Compensation Program claims and the Voluntary Leave
Donation Program; and (20) administers and maintains the customer
service help desk.
Employee and Labor Relations Activity (CAJQD2). (1) Provides
leadership, technical assistance, guidance, and consultation on
employee and labor relations, employee services; (2) develops and
administers labor-management and employee relations program including:
disciplinary actions, grievances and appeals, labor negotiations,
collective bargaining, management representation before third parties,
and partnership activities; (3) serves as liaison with the Office of
Safety Health and Environment and other CDC staff for personnel matters
relating to substance abuse and other employee assistance programs; (4)
coordinates and processes garnishment, child support, and other
collection actions for CDC employees; (5) plans, directs, coordinates,
and conducts contract negotiations on behalf of agency management with
labor organizations holding exclusive recognition; (6) represents
management in third party proceedings involving labor and employee
relations issues; (7) serves as the authority to ensure validity,
consistency, and legality of employee relations matters concerning
grievances (both negotiated and agency procedures), disciplinary
actions, adverse actions, and resultant third party hearings; (8) plans
and coordinates all programmatic activities to include preparation of
disciplinary and adverse action letters and all final agency decisions
in grievances and appeals; (9) provides technical advice, consultation,
and training on matters of employee conduct and performance; and (10)
provides consultation, guidance, and technical advice to human
resources specialists, managers, and employees on the development.
Employee Benefits, Worklife Programs and Payroll Activity (CAJQD3).
(1) Provides consultation, guidance, and technical advice to human
resources specialists, managers, and employees on the development,
coordination and implementation of all Work-Life program initiatives;
(2) provides personnel services relating to on-the-job injuries and
exposures to infectious diseases; (3) provides human resources services
and assistance on domestic and international employee benefits and
leave administration; (4) serves as liaison between CDC and the HHS
payroll office resolving discrepancies with pay and leave; (5)
administers the leave donor program and processes time and attendance
amendments; (6) administers the federal life and health insurance
programs; (7) provides policy guidance and technical advice and
assistance on retirement, the Thrift Savings Plan, health/life
insurance, and savings bonds; and (8) furnishes advice and assistance
in the processing of Office of Workers' Compensation Program claims and
the Voluntary Leave Donation Program.
Performance Management, Strategic Rewards and Recognitions Activity
(CAJQD4). (1) Facilitates the development and implementation of an
Agency-wide strategic approach to monitoring, evaluating, aligning, and
improving performance management policies and practices for all CDC
performance management systems (Title 5, Title 42, SES, SBRS, and the
COER); and (2) coordinates performance management, strategic rewards
and recognition programs and systems.
Customer Service Help Desk Activity (CAJQD5). (1) Provides
technical assistance, guidance, and consultation on employee and labor
relations, employee services, pay, leave and benefits administration;
staffing and recruitment, position classification; and (2) administers
and maintains the customer service help desk.
Client Services Office (CAJQE). (1) Serves as the primary contact
for CDC management and employees in obtaining the full range of
personnel assistance and management services for civil service
personnel; (2) provides leadership, technical assistance, guidance, and
consultation in human resource utilization, position management,
classification and pay administration, recruitment, staffing,
placement, reorganizations, program evaluation, and personnel records
and files management; (3) maintains liaison with HHS and OPM in the
area of human resources management; (4) provides leadership in
identifying the CIO recruiting needs, and assesses, analyzes, and
assists CDC programs in developing and executing short- and long-range
hiring plans to meet these needs; (5) provides guidance to CDC
organizations in the development of staffing plans and job analyses,
[[Page 43835]]
evaluating/classifying position descriptions, conducting position
management studies, and responding to desk audit requests; (6)
processes personnel actions by determining position classification,
issuing vacancy announcements, assisting in development of selection
criteria, conducting examining under delegated examining authority,
conducting candidate rating and ranking under CDC Merit Promotion Plan,
making qualification determinations, determining pay, conducting
reductions-in-force, effecting appointments and processing other
actions; (7) codes and finalizes all personnel actions in the automated
personnel data system; personnel action processing, data quality
control/assessment, and files/records management; (8) conducts new
employee orientation; (9) plans, develops, implements, and evaluates
systems to ensure consistently high quality human resources services;
(10) establishes objectives, standards, and internal controls; (11)
evaluates, analyzes, and makes recommendations to improve personnel
authorities, policies, systems, operations, and procedures; (12)
manages various staffing programs such as the CDC summer program,
Priority Placement Program, Priority Consideration Program, the
Interagency Career Transition Assistance Program, and the Career
Transition Assistance Program and other special emphasis programs; (13)
provides consultation, guidance, and technical advice on recruitment
and special emphasis policies, practices, and procedures, including
search committees; strategizes on the best approach to recruitment at
specific events, and designs and develops recruitment materials for
events; (14) establishes and maintains personnel records, files, and
controls; (15) establishes and maintains the official personnel files
system and administers personnel records storage and disposal program;
(16) collaborates with Personnel Security in initiating suitability
background checks and fingerprints for all CDC personnel; (17) responds
to employment verification inquiries; and (18) administers the Special
Emphasis Programs and Student Intern/Fellowship Programs.
Customer Staffing Activity 1 (CAJQE2). The Activity supports the
Centers for Disease Control, Office of the Director, Business Services
Offices, Staff Offices, Office of Public Health Preparedness and
Response, Office of Surveillance, Epidemiology and Laboratory Services,
Office of State, Tribal, Local and Territorial Support, by performing
the following: (1) Provides leadership in identifying CIO recruiting
needs, and assesses, analyzes, and assists CDC programs in developing
and executing short- and long-range hiring plans to meet these needs;
(2) provides guidance to CDC organizations in the development of
staffing plans and job analyses; (3) processes personnel actions by
issuing vacancy announcements, assisting in development of selection
criteria, conducting examining under delegated examining authority,
conducting candidate rating and ranking under CDC Merit Promotion Plan,
making qualification determinations, determining pay, conducting
reductions-in-force, effecting appointments and processing other
actions; (4) plans, develops, implements, and evaluates systems to
ensure consistently high quality human resources services; (5)
establishes objectives, standards, and internal controls; (6)
evaluates, analyzes, and makes recommendations to improve personnel
authorities, policies, systems, operations, and procedures; and (7)
provides consultation, guidance, and technical advice on recruitment
and special emphasis policies, practices, and procedures, including
search committees; strategizes on the best approach to recruitment at
specific events, and designs and develops recruitment materials for
events.
Customer Staffing Activity 2 (CAJQE3). The Activity supports the
Office of Non-communicable Diseases, Injury and Environmental Health
and Subordinate Centers, Agency for Toxic Substances and Disease
Registry and National Institute for Occupational Safety and Health, by
performing the following: (1) Provides leadership in identifying CIO
recruiting needs, and assesses, analyzes, and assists CDC programs in
developing and executing short- and long-range hiring plans to meet
these needs; (2) provides guidance to CDC organizations in the
development of staffing plans and job analyses; (3) processes personnel
actions by issuing vacancy announcements, assisting in development of
selection criteria, conducting examining under delegated examining
authority, conducting candidate rating and ranking under CDC Merit
Promotion Plan, making qualification determinations, determining pay,
conducting reductions-in-force, effecting appointments and processing
other actions; (4) plans, develops, implements, and evaluates systems
to ensure consistently high quality human resources services; (5)
establishes objectives, standards, and internal controls; (6)
evaluates, analyzes, and makes recommendations to improve personnel
authorities, policies, systems, operations, and procedures; and (7)
provides consultation, guidance, and technical advice on recruitment
and special emphasis policies, practices, and procedures, including
search committees; strategizes on the best approach to recruitment at
specific events, and designs and develops recruitment materials for
events.
Customer Staffing Activity 3 (CAJQE4). The Activity supports the
Center for Global Health, Office of Infectious Diseases and Subordinate
Centers by performing the following: (1) Provides leadership in
identifying CIO recruiting needs, and assesses, analyzes, and assists
CDC programs in developing and executing short- and long-range hiring
plans to meet these needs; (2) provides guidance to CDC organizations
in the development of staffing plans and job analyses; (3) processes
personnel actions by issuing vacancy announcements, assisting in
development of selection criteria, conducting examining under delegated
examining authority, conducting candidate rating and ranking under CDC
Merit Promotion Plan, making qualification determinations, determining
pay, conducting reductions-in-force, effecting appointments and
processing other actions; (4) plans, develops, implements, and
evaluates systems to ensure consistently high quality human resources
services; (5) establishes objectives, standards, and internal controls;
(6) evaluates, analyzes, and makes recommendations to improve personnel
authorities, policies, systems, operations, and procedures; and (7)
provides consultation, guidance, and technical advice on recruitment
and special emphasis policies, practices, and procedures, including
search committees; strategizes on the best approach to recruitment at
specific events, and designs and develops recruitment materials for
events.
Classification and Advisory Activity (CAJQE5). (1) Provides
leadership, technical assistance, guidance, and consultation in human
resource utilization, position management, classification and pay
administration; (2) provides leadership in identifying CIO
classification and position management needs; (3) provides guidance to
CDC/ATSDR organizations in the development, evaluation/classification
of position descriptions; (4) conducts position management
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studies and responds to desk audit requests; (5) codes and finalizes
all personnel actions in the automated personnel data system; data
quality control/assessment, and files/records management; and (6)
reviews all CDC/ATSDR reorganization proposals and provides advice on
proposed staffing plans and organizational structures.
Technical Services Activity (CAJOE6). (1) Processes personnel
actions by determining pay, conducting reductions-in-force, effecting
appointments and processing other actions; (2) codes and finalizes all
personnel actions in the automated personnel data system; personnel
action processing, data quality control/assessment, and files/records
management; (3) conducts new employee orientation; (4) establishes
objectives, standards, and internal controls; (5) evaluates, analyzes,
and makes recommendations to improve personnel authorities, policies,
systems, operations, and procedures; (6) establishes and maintains
personnel records, files, and controls; (7) establishes and maintains
the official personnel files system and administers personnel records
storage and disposal program; (8) collaborates with Personnel Security
in initiating suitability background checks and fingerprints for all
CDC personnel; and (9) responds to employment verification inquiries.
Customer Staffing Activity 4 (CAJQE7). The Activity supports the
recruitment and staffing services for CDC's international workforce by
performing the following: (1) Provides leadership in identifying the
CDC international workforce recruiting needs, and assesses, analyzes,
and assists programs in developing and executing short- and long-range
hiring plans to meet these needs; (2) provides guidance to CDC in the
development of staffing plans and job analyses; (3) processes personnel
actions by issuing vacancy announcements, assisting in development of
selection criteria, conducting examinations under delegated examining
authority, conducting candidate rating and ranking under CDC Merit
Promotion Plan, making qualification determinations, determining pay,
conducting reductions-in-force, effecting appointments and processing
other actions; (4) plans, develops, implements, and evaluates systems
to ensure consistently high quality human resources services; (5)
establishes objectives, standards, and internal controls; (6)
evaluates, analyzes, and makes recommendations to improve personnel
authorities, policies, systems, operations, and procedures; (7)
provides consultation, guidance, and technical advice on recruitment
and special emphasis policies, practices, and procedures, including
search committees; strategizes on the best approach to recruitment at
specific events, and designs and develops recruitment materials for
events; (8) coordinates the provision of benefits, allowances, special
pay requirements, labor and employee relations support services; (9)
consults with the Department of State on utilization of authorities to
hire locally employed staff and coordination of records management
requirements.
Executive and Scientific Resources Office (CAJQG). (1) Provides
leadership, technical assistance, guidance, and consultation in the
administration of policies and procedures for appointment of
individuals through the SBRS, SES, distinguished consultants, experts,
consultants, and fellows under Title 42 appointment authorities; (2)
provides advisory services, and technical assistance on pay and
compensation guidelines in accordance with OPM rules and regulations,
HHS and CDC established pay and compensation recommendation policies,
and procedures; (3) provides expert human resources advisory services
and technical assistance support to the CDC performance review boards
and compensation committees; (4) reviews actions for statutory and
regulatory compliance; (5) manages strategic recruitment, relocation,
and retention incentives to facilitate attraction of a quality, diverse
workforce to ensure accomplishment of the CDC mission; (6) provides
performance management training for all SES and Title 42 executives
with emphasis on performance systems, timelines, supervisory and
employee responsibilities; (7) provides guidance on establishing
performance plans, conducting mid-year reviews, and conducting final
performance rating discussions and closing performance plans; (8)
develops and maintains a standard Department-wide performance
management system and forms for executives; (9) conducts reviews of SES
performance plans and appraisals and provide feedback; (10) prepares
and submits SES performance system certification request to OPM and
OMB; (11) processes performance awards and performance-based pay
adjustments; (12) provides advice, assistance, templates and training
workshops on performance award and Presidential Rank Award
requirements; (13) manages the HHS Executive Development Program,
including developmental activities, rotational assignments, and the
Candidate Development Program; advise on development of executive
succession planning activities; and (14) provides program guidance,
administration, and oversight of CDC immigration and visa programs.
Senior Executive Compensation and Performance Activity (CAJQG2).
(1) Provides advisory services, and technical assistance on pay and
compensation guidelines in accordance with OPM rules and regulations,
HHS and CDC established pay and compensation recommendation policies,
and procedures; (2) provides expert human resources advisory services
and technical assistance support to the CDC performance review boards
and compensation committees; (3) reviews actions for statutory and
regulatory compliance; (4) manages strategic recruitment, relocation,
and retention incentives to facilitate attraction of a quality, diverse
workforce to ensure accomplishment of the CDC mission; (5) provides
performance management training for all SES and Title 42 executives
with emphasis on performance systems, timelines, supervisory and
employee responsibilities; (6) provides guidance on establishing
performance plans, conducting mid-year reviews, and conducting final
performance rating discussions and closing performance plans; (7)
develops and maintains a standard Department-wide performance
management system and forms for executives; (8) conducts reviews of SES
performance plans and appraisals and provides feedback; (9) prepares
and submits SES performance system certification request to OPM and
OMB; (10) processes performance awards and performance-based pay
adjustments; (11) provides advice, assistance, templates and training
workshops on performance award and Presidential Rank Award
requirements; and (12) manages the HHS Executive Development Program,
including developmental activities, rotational assignments, and the
Candidate Development Program; advises on development of executive
succession planning activities.
Title 42 and Immigration Activity (CAJQG3). (1) Provides
leadership, technical assistance, guidance, and consultation in the
administration of policies and procedures for appointment of
individuals through the distinguished consultants, experts,
consultants, and fellows under Title 42 appointment authorities; and
(2) provides program guidance, administration, and oversight of CDC
immigration and visa programs.
[[Page 43837]]
Dated: July 3, 2012.
Sherri A. Berger,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2012-17991 Filed 7-25-12; 8:45 am]
BILLING CODE 4160-18-M