[Federal Register Volume 59, Number 218 (Monday, November 14, 1994)]
[Unknown Section]
[Page 0]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 94-28015]
[[Page Unknown]]
[Federal Register: November 14, 1994]
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DEPARTMENT OF HEALTH AND HUMAN SERVICES
Statement of Organization, Functions and Delegations of Authority
Part S of the Statement of Organization, Functions and Delegations
of Authority for the Department of Health and Human Services (HHS)
covers the Social Security Administration (SSA). Notice is given that
Chapter S7, the Office of the Deputy Commissioner for Human Resources
is being amended to reflect a realignment of functions within the
Office of Personnel (S7B), the Office of Labor Management Relations
(S7C), the Office of Civil Rights and Equal Opportunity (S7E), the
Office of Training (S7G) and the Office of Workforce Analysis (S7H).
The changes are as follows:
Section S7B.10 The Office of Personnel--(Organization):
Delete:
D. The Executive Recruitment and Services Staff (S7BA).
E. The Division of Personnel Operations (S7BB).
F. The Division of Classification and Organization Management
(S7BC).
Establish:
D. The Project Management Staff (S7BH).
E. The Personnel Management Information Systems and Payroll Staff
(S7BJ).
F. The Center for Personnel Operations (S7BK).
Retitle:
G. The Division of Personnel Policy and Data (S7BE) as the Center
for Personnel Policy and Program Development (S7BE).
Section S7B.20 The Office of Personnel--(Functions):
Delete in their entirety:
D. The Executive Recruitment and Services Staff (S7BA).
E. The Division of Personnel Operations (S7BB).
F. The Division of Classification and Organization Management
(S7BC).
Establish:
D. The Project Management Staff (S7BH).
1. Provides the Associate Commissioner with a staff of self-managed
work/project teams of a temporary nature which could be rapidly
deployed to address high priority, interdisciplinary personnel projects
of a specialized nature. The staff would expand or contract based upon
the workload at any given time.
2. Directs an SSA-wide program for inspection and evaluation of
SSA's personnel management program including employment and staffing,
position management and classification, employee relations, equal
employment opportunity and labor relations. Conducts administrative
surveys and special studies to provide managers with information and
assistance to assure conformance with Office of Personnel Management
(OPM) regulations and HHS/SSA policies and directives.
E. The Personnel Management Information Systems and Payroll Staff
(S7BJ).
1. Plans and directs ongoing development, analysis and evaluation
of SSA's personnel recordkeeping systems; develops general objectives
and performance standards for automated systems and detailed
specifications for development or modification of computer programs
used in automated systems and proposes changes in these systems to meet
SSA's human resources data, statistics and information needs.
2. Coordinates, with SSA's Office of the Deputy Commissioner for
Systems, the planning, development, modification and evaluation of
automated systems.
3. Plans, designs and evaluates the use of personal computers and
provides office automation support for human resources systems.
4. Operates selected data processing/office automation systems in
the Office of Personnel.
5. Reviews and processes all personnel and payroll actions in
conformance with OPM and HHS regulations.
F. The Center for Personnel Operations (S7BK).
1. Develops and implements policies and regulations pertaining to
SSA recruitment and placement, including policies and guidelines for
SSA administration of the Senior Executive Service (SES). Initiates and
processes personnel actions for SSA Headquarters employees and
participates with office managers and staffs in assessing placement
actions; directs the administration of all Merit Promotion Plans
applicable within Baltimore/Washington/ Falls Church Headquarters
components. Processes necessary administrative actions required for new
employees entering on duty.
2. Develops and implements SSA-wide programs of position
classification, position management and personnel security within SSA
Headquarters. Directs position classification, position management and
personnel security activities having SSA-wide significance.
3. Provides advice and assistance to all SSA components on
activities and issues that involve position classification and position
management; serves as the central SSA referral point on these programs
and acts as SSA liaison with OPM, HHS and other non-SSA entities and
organizations with respect to assigned areas of responsibility.
4. Formulates and oversees the implementation of policies,
procedures, standards, directives and objectives which assure that
position structure and management promote cost-effective operations and
the efficient use of employee skills.
5. Provides leadership and coordination in the formulation of SSA
policies, directives and programs relating to the Fair Labor Standards
Act and to salary and wage surveys; and conducts a continuing review of
the applicability of classification standards and, as appropriate,
negotiates with OPM for the revision of such standards or the
development of single Agency standards.
6. Authorizes the establishment of positions and organizations,
providing advice and guidance to managers on organizational structure
and preparing Federal Register and Organization Manual material.
7. Implements policies, regulations and programs pertaining to
special recruitment and staffing activities for SSA Headquarters and
field organizations; develops and implements student employment
programs.
8. Directs the development and administration of SSA services
concerning employee benefit programs which include the Civil Service
Retirement System, the Federal Employee Retirement System, the Thrift
Savings Plan, the Federal Employees Group Life Insurance Program and
the Federal Employees Health Benefits Program.
9. Provides for the establishment and maintenance of the Official
Personnel Folders for SSA Headquarters employees.
10. Develops and implements all SSA policies and activities
relating to the Agency's executive level personnel management program.
11. Recruits for and places individuals in positions in the SES in
accordance with OPM and HHS regulations.
12. Provides staff support to the Executive Resources Board in
administering a systematic program to manage SSA's executive and
professional resources and ensuring the appropriate selection of
candidates to participate in official executive development programs.
13. Provides staff support to the Performance Review Board in
reviewing performance plans and subsequent appraisals of career and
noncareer executives in SES and employees in equivalent level
positions.
Retitle:
G. The Division of Personnel Policy and Data (S7BE) as the Center
for Personnel Policy and Program Development (S7BE). Delete 3 and 4 in
their entirety.
H. The Center for Employee Services (S7BG). Add to 6 after
wellness, ``Career/Life Planning and financial counseling.''
Section S7C.10 The Office of Labor Management Relations--
(Organization):
Delete:
D. The Division of Labor and Employee Relations Operations (S7CA).
E. The Division of Labor and Employee Relations Policy (S7CB).
Section S7C.20 The Office of Labor Management Relations--
(Functions):
Eliminate titles of:
D. The Division of Labor and Employee Relations Operations (S7CA).
E. The Division of Labor and Employee Relations Policy (S7CB).
Merge former division functions at the Director level and renumber
functions ``1-6'' from former Division of Labor and Employee Relations
Policy as ``5-10.''
Section S7E.10 The Office of Civil Rights and Equal Opportunity--
(Organization):
Delete:
D. The Division of Equal Opportunity Services (S7EA).
E. The Division of Equal Opportunity Planning and Studies (S7EB).
Section S7E.20 The Office of Civil Rights and Equal Opportunity--
(Functions):
Eliminate titles of:
D. The Division of Equal Opportunity Services (S7EA).
E. The Division of Equal Opportunity Planning and Studies (S7EB).
Merge former divisions functions under the Director, Office of
Civil Rights and Equal Opportunity and renumber functions ``1-12'' from
former Division of Equal Opportunity Planning and Studies as ``9-20.''
Section S7G.10 The Office of Training--(Organization):
Delete:
D. The Division of Management and Employee Development (S7GA).
E. The Division of Technical Training (S7GB).
Establish:
D. The Administrative Staff (S7GC).
E. The Human Resources Planning Staff (S7GE).
F. The Center for Technology and Employee Development (S7GG).
G. The Center for Program Initiatives and Management Education
(S7GH).
H. The Center for Educational Research and Evaluation (S7GJ).
Section S7G.20 The Office of Training--(Functions):
Delete in their entirety:
D. The Division of Management and Employee Development (S7GA).
E. The Division of Technical Training (S7GB).
Establish:
D. The Administrative Staff (S7GC) plans, directs, coordinates and
administers the activities relative to developing and executing budget
activities; acts as Office of Training liaison with Personnel on such
personnel matters as classification, position management, staffing and
recruitment; plans, formulates and implements SSA training policies and
provides overall support and coordination to the training function.
Coordinates travel, training and conference attendance for office
staff.
E. The Human Resources Planning Staff (S7GE) is responsible for the
development, implementation and updating of SSA's Human Resources Plan.
This plan provides for the development of an SSA staffing and
recruitment plan, for training employees once they enter on duty, for
providing the means for employee development beyond training for the
initial position for which the employee was recruited and for retaining
Agency employees.
F. The Center for Technology and Employee Development (S7GG).
1. Directs the design, development, implementation and evaluation
of Title II disability related program/technical training for SSA
components, including entry-level and advanced program, systems-user
and computer technology training and other technical training to meet
the needs of SSA components Agencywide.
2. Develops guidelines and procedures to determine technical
training needs for disability related training programs, and reviews
and evaluates technical training Agencywide.
3. Initiates independent studies and analyses to anticipate and
identify new or changing training and development needs in a dynamic
organizational environment.
G. The Center for Program Initiatives and Management Education
(S7GH).
1. Directs the design, development, implementation and evaluation
of Title XVI program/technical training for SSA components, including
entry-level and advanced program, systems-user and computer technology
training and other technical training to meet the needs of SSA
components Agencywide.
2. Directs, designs, develops, implements, conducts and evaluates
all SSA supervisory, managerial and executive level training
development activities.
3. Develops guidelines and procedures to determine technical
training needs for Title XVI training programs, and reviews and
evaluates technical training Agencywide.
4. Has Agencywide responsibility for common needs and general
skills training, including related developmental activities for
nonsupervisory personnel.
H. The Center for Educational Research and Evaluation (S7GJ).
1. Directs the design, development, implementation and evaluation
of Title II Retirement Survivors Insurance-related program/technical
training for SSA components, including entry-level and advanced
program, systems-user and computer technology training and other
technical training to meet the needs of SSA components Agencywide.
2. Develops guidelines and procedures to determine technical
training needs, and reviews and evaluates technical training
Agencywide.
3. Engages in applied research and development efforts associated
with training and development programs administered by the center.
Provides ongoing consultative assistance and support to SSA components,
including training needs identification and program design; monitors
and evaluates Agency training and developmental activities to ensure
desired results and effects of nontechnical training provided to the
Agency's employees. Fosters and maintains effective communications with
appropriate internal and external organizations to ensure positive
results relative to Agency objectives, policy directives, new
initiatives, inservice training needs, etc.
4. Develops guidelines and procedures to determine technical
training needs for Title II training programs, and reviews and
evaluates technical training Agencywide.
5. Conducts ongoing research to identify automated technologies and
instructional methodologies for application to training throughout SSA.
Section S7H.10 The Office of Workforce Analysis--(Organization):
Delete:
C. The Division of Workforce Studies and Analysis (S7HA).
D. The Division of Workforce Utilization (S7HB).
Section S7H.20 The Office of Workforce Analysis--(Functions):
Eliminate titles of:
C. The Division of Workforce Studies and Analysis (S7HA).
D. The Division of Workforce Utilization (S7HB).
Merge former division functions under the Director, Office of
Workforce Analysis and renumber functions ``1-4'' from former Division
of Workforce Utilization as ``4-7.''
Dated: September 17, 1994.
Ruth A. Pierce,
Deputy Commissioner for Human Resources.
[FR Doc. 94-28015 Filed 11-10-94; 8:45 am]
BILLING CODE 4190-29-P