[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