[Federal Register Volume 62, Number 214 (Wednesday, November 5, 1997)]
[Notices]
[Pages 59938-59940]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 97-29258]


=======================================================================
-----------------------------------------------------------------------

SOCIAL SECURITY ADMINISTRATION


Statement of Organization, Functions and Delegations of Authority

    This statement amends part S of the Statement of the Organization, 
Functions and Delegations of Authority which covers the Social Security 
Administration (SSA). Chapter S7 covers the Deputy Commissioner for 
Human Resources. Notice is given that Chapter S7 is being amended 
throughout to reflect organizational and functional changes. Notice is 
further given to reflect that Subchapter S7C, the Office of Labor-
Management Relations is being retitled as the Office of Labor-
Management and Employee Relations (S7C). The changes are as follows:

Section S7.10  The Office of the Deputy Commissioner, Human Resources--
(Organization)

    Retitle:
    E. The Office of Labor-Management Relations (S7C) to the Office of 
Labor-Management and Employee Relations (S7C).

Section S7.20  The Office of the Deputy Commissioner, Human Resources--
(Functions):

    Amend to read as follows:
    A. The Deputy Commissioner, Human Resources (DCHR) (S7) is directly 
responsible to the Commissioner for carrying out the ODCHR mission and 
providing general supervision to major components of ODCHR as well as 
guidance, support and technical assistance to the SSA regional 
personnel administration operation and policy and direct service 
support to the Agency's executive personnel activities and other high 
level special categories.
    C. The Immediate Office of the Deputy Commissioner, Human Resources 
(S7A).
    Change to read as follows:
    1. Provides the Deputy Commissioner and the Assistant Deputy 
Commissioner with staff assistance on the full range of their 
responsibilities.
    2. Develops and implements all SSA policies and activities relating 
to the Agency's executive level personnel management program.
    3. Recruits for and places individuals in positions in the Senior 
Executive Service (SES) in accordance with OPM regulations.
    4. 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.
    5. Provides staff support to the Performance Review Board in 
reviewing performance plans and subsequent appraisals of career and 
non-career executives in SES and employees in equivalent level 
positions.
    D. The Office of Personnel (OPE) (S7B).
    Delete from the fourth sentence ``executive personnel services.''
    Retitle:
    E. The Office of Labor-Management Relations (S7C) to the Office of 
Labor-Management and Employee Relations (S7C).
    Retitle:
    Existing Subchapter S7C, ``The Office of Labor-Management 
Relations'' (S7C) to ``The Office of Labor-Management and Employee 
Relations'' (S7C). Change all references to ``The Office of Labor-
Management Relations'' to ``The Office of Labor-Management and Employee 
Relations'' and all references to ``OLMR'' to''OLMER''.

Section S7B.00  The Office of Personnel--(Mission)

    Delete from the first sentence ``executive personnel services.''

Section S7B.20  The Office of Personnel--(Functions)

    D. The Project Management Staff (S7BH).
    Amend as follows:
    4. Develops and implements SSA-wide program of Personnel security. 
Directs personnel security activities having SSA-wide significance.
    5. Designs national policies for the SSA Drug-Free Workplace 
Program. Manages the day-to-day operations of the Agency's drug 
program.
    6. Directs the development and operation of SSA's Workers' 
Compensation services program. Provides assistance to employees 
regarding claims for loss of wages, settlement awards, notices of 
injury and required medical reports.
    F. The Center for Personnel Operations (S7BK).
    Delete the following from Item 1, sentence 1: ``including policies 
and guidelines for SSA administration of the Senior Executive Service 
(SES).''
    Change to read as follows:
    2. Develops and implements SSA-wide programs of position 
classification and position management within SSA headquarters. Directs 
position classification and position management activities having SSA-
wide significance.
    Add a last sentence to Item 8:
    Serves as the focal point for unemployment compensation activities.
    Delete Items 10 through 13.

Section S7C.00  The Office of Labor-Management and Employee Relations--
(Mission)

    Amend to read as follows:
    The Office of Labor-Management and Employee Relations (OLMER) 
provides overall management of an SSA-wide program of labor-management 
and employee relations. The mission includes the development and 
evaluation of the programs and the formulation of SSA-wide labor-
management relations policy. The office provides services to SSA 
components on labor relations issues and on employee relations issues 
relating to disciplinary and adverse actions and employee grievances.

Section S7C.20  The Office of Labor-Management and Employee Relations--
(Functions):

    Amend to read as follows:
    C. The Immediate Office of the Director, Office of Labor-Management 
and Employee Relations (S7C) provides the Director and the Human 
Resources Manager with staff assistance on the full range of their 
responsibilities. The functions of the office include the following:
    1. The formulation and promulgation of Agency policy, guidance and 
direction for exercising management's rights and discharging the 
Agency's obligations under labor and employee relations law, executive 
orders, regulation, and negotiated agreements. The research of policy 
questions in these areas for management at various levels of the 
organization. Coordinating with the Office of the General Counsel (OGC) 
on matters impacting on law or requiring legal opinions.
    2. The negotiation, implementation and administration of master 
agreements nationwide, which involves pre-negotiated activities, team 
preparation, advisory services and problem resolution.
    3. Negotiating agreements on behalf of the Agency with unions 
having exclusive recognition at the level of the Agency, advising and 
assisting management representatives in negotiating labor-management

[[Page 59939]]

agreements at other levels of the Agency.
    4. Representing management in labor and employee relations cases 
that establish or impact on national level labor-management policy 
before arbitrators or such administrative bodies as the Merit Systems 
Protection Board, the Federal Labor Relations Authority and the Federal 
Service Impasses Panel. Administering and maintaining a panel of 
arbitrators, who can be assigned to rule on grievances under the 
negotiated agreements.
    5. Providing Agency-head review of labor-management agreements for 
compliance with law, rule and regulation, coordinating with cognizant 
offices as appropriate and approving or disapproving those agreements 
pursuant to 5 U.S.C. 71 (the Federal Service Labor-Management Relations 
Statute).
    6. Coordinating with components and organizations planning to 
design, develop, modify or implement plans, policies or operations that 
impact on employees and providing advice to ensure that labor-
management implications and obligations are identified, incorporated 
and discharged.
    7. The development, implementation and evaluation of SSA policies 
and programs involving disciplinary actions, performance-based actions, 
grievances, appeals and serious misconduct cases. Providing advise to 
SSA management on nonbargaining unit grievances.
    8. Providing training, advice and direction to supervisors, 
managers and other management personnel in SSA components on the proper 
interpretation and application of negotiated agreements, 5 U.S.C. 71, 
and employee relations law and regulation.
    9. Development and distribution of manuals, guides and written 
instructions or aids to assist management personnel in developing the 
knowledge and skills necessary to properly administer the Agency's 
labor and employee relations rights and obligations.
    10. Working with managers, labor organizations and union officials 
to develop and maintain plans, programs and procedures necessary to 
institutionalize sound labor-management relations and more effective 
and efficient dealings between the parties. Providing support to SSA 
partnership activities.
    11. Serving as the central depository/clearinghouse for all labor-
management agreements (including partnership agreements), grievances, 
final grievance or arbitrator decisions and labor or employee relations 
cases and decisions before administrative bodies involving the Agency. 
Maintaining databases and technical references, as necessary, to 
monitor emerging trends and to research and analyze agreements and case 
decisions in order to plan and prepare to represent the interest of the 
Agency in labor and employee relations.
    12. Serving as a liaison with other Federal government agencies to 
identify emerging trends in labor and employee relations, representing 
the Agency on interagency committees, workgroups and panels on labor 
and employee relations matters and helping ensure that the interests of 
the Agency are fully considered in developing government-wide labor and 
employee relations policy.

Section S7E.20  The Office of Civil Rights and Equal Opportunity--
(Functions)

    Amend as follows:
    1. Directs implementation and evaluation of the SSA Equal 
Employment Opportunity Discrimination Complaint Program for both 
Headquarters and the field. Provides advice, guidance and assistance to 
SSA officials concerning the discrimination complaint program area and 
related management matters.
    2. Provides leadership, guidance and direction in implementing SSA 
policies, regulations and procedures pertaining to the timely, 
accurate, fair and impartial processing of discrimination complaints 
throughout the Headquarters and field organizations. Formulates SSA 
policies, regulations and procedures pertaining to the EEO 
discrimination process.
    3. Provides overall direction regarding all aspects of SSA's 
complaint system in order to ensure uniformity in complaint handling, 
resolution and disposition. Directs the preparation of guidelines on 
all complaint matters.
    4. Receives and conducts inquiries and attempts resolution of 
informal complaints of discrimination. Advises complainants of their 
rights regarding the discrimination complaints process and other 
related processes.
    5. Receives and acknowledges formal complaints of discrimination 
and makes a determination whether to accept or dismiss the complaint/
issue(s). Issues decisions on certification of class complaints. 
Conducts investigations and oversees the process.
    6. Prepares final Agency decisions on complaints of discrimination 
against SSA. Ensures compliance with any corrective or remedial action 
directed by SSA, Equal Employment Opportunity Commission (EEOC) or any 
other agency having authority to so direct.
    7. Develops litigation information and documentation for the Office 
of the General Counsel and the United States Attorney's Office in 
employment discrimination court suits filed against SSA. Prepares the 
Agency's brief for complaints appealed to EEOC. Also, responds to 
interrogatories submitted in class complaints. Analyzes new and recent 
court decisions, public laws and Federal regulations for their impact 
on SSA complaint processing.
    8. Directs special projects and studies of the various aspects of 
SSA's nationwide discrimination complaint process to evaluate the 
overall effectiveness of the equal opportunity program. Directs the 
analysis of trends observed during projects and studies and implements 
new procedures as required.
    9. Provides the authoritative interpretations on legal, regulatory 
and technical discrimination complaint matters to SSA management 
nationwide.
    10. Implements policies, regulations and affirmative action 
programs and develops and implements special needs placement programs 
related to the Disabled program.
    11. Directs the development and monitoring of SSA's equal 
opportunity and civil rights programs.
    12. Provides leadership, direction and guidance throughout the 
Headquarters and field organizations in the formulating and 
implementing of SSA policies, regulations and procedures pertaining to 
the development of sound affirmative civil rights and equal opportunity 
programs. Approves, on behalf of the Deputy Commissioner, affirmative 
employment program plans prepared by components and regions. Develops 
the overall SSA affirmative employment program plan.
    13. Develops guidelines and procedures for effective affirmative 
employment program planning and monitoring throughout SSA. Develops 
recommendations on affirmative employment policy and operations for the 
Director, OCREO.
    14. Reviews non-SSA equal opportunity and civil rights issuances, 
EEOC and court decisions for applicability to SSA policy statements. 
Develops instructions and guidelines to transmit or implement equal 
opportunity and civil rights policy decisions in SSA.
    15. Conducts and coordinates studies or analyses of SSA's human 
resources and operating policies and procedures to assess their equal 
opportunity and civil rights impact.
    16. Directs the development and maintenance of minority and 
disabled persons employment information system(s) for SSA employees and 
applicants for employment.

[[Page 59940]]

    17. Develops and tracks SSA's major initiatives that relate to 
civil rights and equal opportunity and oversees their implementation.
    18. Plans, directs and implements special programs for all 
minorities, women and employees with disabilities.
    19. Develops, implements, monitors and evaluates special 
recruitment plans, programs and projects for targeted equal opportunity 
groups.
    20. Develops, monitors and evaluates SSA compliance program(s) 
under civil rights statutes.

Section S7G.10  The Office of Training--(Organization)

    Abolish:
    C. The Administrative Staff (S7GC).
    D. The Human Resources Planning Staff (S7GE).
    E. The Center for Technology and Employee Development (S7GG).
    F. The Center for Program Initiatives and Management Education 
(S7GH).
    G. The Center for Educational Research and Evaluation (S7GJ).

Section S7G.20  The Office of Training--(Functions)

    Abolish in their entirety:
    C. The Administrative Staff (S7GC).
    D. The Human Resources Planning Staff (S7GE).
    E. The Center for Technology and Employee Development (S7GG).
    F. The Center for Program Initiatives and Management Education 
(S7GH).
    G. The Center for Educational Research and Evaluation (S7GJ).
    Add:
    B. The Immediate Office of the Director, Office of Training (OT) 
(S7G) provides the Director with staff assistance on the full range of 
his/her responsibilities.
    1. The immediate office of the Director, OT, provides the Director 
with administrative and technical staff assistance on the full range of 
his/her responsibilities.
    2. The Office of the Director's immediate administrative and 
technical staff plan direct, coordinate and administer the activities 
relative to developing and executing budget activities; represent OT on 
interagency human resource/training groups; interpret OPM training 
policies, purchase of training policies, and promulgate SSA training 
policy; maintain the Administration Instructions Manual System related 
to training policy; act as OT liaison with Personnel on such personnel 
matters as classification, position management, staffing and 
recruitment; plan, formulate and implement SSA training policies; and 
provide overall support and coordination to the training function. 
Coordinate travel, training and conference attendance for office staff.
    3. The Director's immediate staff is also responsible for the 
development and updating of SSA's Training Plan. This plan provides for 
the training of SSA employees and for providing the means for employee 
development beyond training.
    4. Directs, designs, develops, implements, conducts and evaluates 
all SSA supervisory, managerial and executive-level training 
development activities.
    5. Has Agencywide responsibility for common needs and general 
skills training, including related developmental activities for 
nonsupervisory personnel.
    6. Directs, designs, develops and implements Agency-level career 
development programs from the highest executive levels (SES) to 
programs for nonmanagement employees.
    7. Directs, designs, develops and implements training to support 
Agencywide computer software acquisitions, and administrative 
initiatives.
    8. Conducts ongoing research to identify the best approaches to 
training in the areas of management, general and systems-support 
training and in the area of career development programs.
    9. Conducts ongoing research to identify automated technologies 
(e.g., Interactive Video Teletraining, multi-media, computer-based 
training, internet and intranet, etc.) and instructional methodologies 
for application to training throughout SSA.
    10. Directs, designs, develops and manages SSA's Interactive Video 
Teletraining System.
    11. Monitors and evaluates Agency training and developmental 
activities to ensure desired results and effects through the SSA 
Training Evaluation System.
    12. Manages SSA's National Training Center, Individualized Learning 
Center and the Training Information Center.
    13. Provides office automation support and consultant services for 
all of OT.
    14. Directs the design, development, implementation and evaluation 
of disability related programmatic/technical training to meet the needs 
of SSA direct-service employees and components Agencywide, as well as 
programmatic employees in the States' Disability Determination 
Services, including entry-level training. This includes support for all 
Agencywide disability reengineering initiatives.
    15. Directs the design, development, implementation and evaluation 
of Title II Retirement, Survivors and Auxiliary, and Medicare related 
programmatic/technical training to meet the needs of SSA direct-service 
employees and components Agencywide, including entry-level and advanced 
programs, programmatic systems training.
    16. Directs the design, development, implementation and evaluation 
of Title XVI Supplemental Security Income related programmatic/
technical training to meet the needs of SSA direct-service employees 
and components Agencywide, including entry-level and advanced programs, 
programmatic systems training.
    17. Develops guidelines and procedures to determine technical/
programmatic training needs in all areas of responsibility, and reviews 
technical training programs Agencywide.
    18. Initiates independent studies and analyses to anticipate and 
identify new or changing programmatic or other training approaches in a 
dynamic organizational environment, and designs, develops and 
implements programs geared to new training delivery technologies and 
approaches.

    Dated: October 20, 1997.
Paul D. Barnes,
Deputy Commissioner for Human Resources.
[FR Doc. 97-29258 Filed 11-4-97; 8:45 am]
BILLING CODE 4190-29-P