[Federal Register Volume 63, Number 9 (Wednesday, January 14, 1998)]
[Notices]
[Pages 2256-2257]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 98-950]


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DEPARTMENT OF HEALTH AND HUMAN SERVICES

Public Health Service


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 62 FR 56197, dated October 29, 1997) is 
amended to reflect the reorganization of the Office of Equal Employment 
Opportunity, Centers for Disease Control and Prevention.
    Section C-B, Organization and Functions, is hereby amended as 
follows:
    After the title Office of Equal Employment Opportunity (CA9), 
delete the functional statement and substitute the following:
    The Office of Equal Employment Opportunity (OEEO) is located in the 
Office of the Director, Centers for Disease Control and Prevention 
(CDC). The Director, OEEO, serves as the principal advisor to the 
Director, CDC, on all equal employment opportunity matters. The Office: 
(1) Develops and recommends for adoption CDC-wide EEO policies, goals, 
and priorities to carry out the directives of the U.S. Office of 
Personnel Management, U.S. Equal Employment Opportunity Commission, and 
Department of Health and Human Services (DHHS) equal employment 
opportunity policies and requirements that are mandated by Title VII, 
Civil Rights Act of 1964; Age Discrimination in Employment Act (ADEA); 
Rehabilitation Act of 1973; Civil Service Reform Act; 29 CFR 1614, 
Federal Sector Equal Employment Opportunity; Executive Order 11478, 
Equal Employment Opportunity in the Federal Government; (2) provides 
leadership, direction, and technical guidance to CDC EEO mangers and 
staff for the development of comprehensive EEO programs and plans; (3) 
coordinates and evaluates agency EEO operations and plans, including 
affirmative action; (4) develops plans, programs, and procedures to 
assure the prompt receipt, investigation, and resolution of complaints 
of alleged discrimination by reason of race, sex, age, religion, 
national origin, handicap, or by reason of reprisal or retaliation; (5) 
coordinates the development of comprehensive special emphasis programs 
to assure full recognition of the needs of women, minorities, and the 
handicapped in hiring and employment; (6) identifies needs for EEO 
functions of within CDC and assures the development of a training 
curriculum in EEO for all CDC supervisory personnel; (7) prepares, or 
coordinates the preparation of, reports and analyses designed to 
reflect the status of employment of women and minorities at CDC and 
maintains liaison with DHHS and other organizations concerned with 
equal employment opportunity; (8) ensures effective coordination of EEO 
activities with CDC personnel and training programs, and with CDC 
Centers/Institute/Offices (CIOs) manpower planning and support programs 
in the health professions; (9) develops a system of structured reviews 
and evaluations of CDC EEO activities to assure effective operations 
and accountability, including the Department's Major Initiatives 
Traction System for EEO; (10) assists in assuring the adequate 
allocation of resources for EEO including the establishment of 
guidelines for recruiting, selection, and training of agency EEO 
personnel; (11) develops and directs research and evaluation studies to 
focus on, and improve the effectiveness of, EEO program activities; 
(12) provides direct support for EEO program activities in CDC.
    Office of the Director (CA91). Plans and directs the activities of 
OEEO.
    Division of Affirmative Action (CA92). (1) Manages the planning and 
monitoring of CDC's affirmative action activities; (2) develops and 
recommends CDC policies regarding affirmative action planning and 
monitoring; (3) develops and issues guidelines regarding the scope of, 
and the process for, developing CDC's Affirmative Action Plan (AAP), 
including establishing goals and timetables, developing planning 
methods, and preparing work force analyses; (4) coordinates the 
development and preparation of the CDC-wide AAP and recommends to the 
Director, OEEO, approval or rejection of affirmative action plans for 
CDC components; (5) reviews and makes recommendations to the Director, 
OEEO, regarding the appropriateness of items submitted by CIOs; (6) 
monitors and evaluates the implementation of the affirmative action 
program by collecting and analyzing data, reviewing periodic written 
reports from CIOs, and conducting spot-check reviews of subordinate 
level plans and programs; (7) provides training and technical 
assistance on affirmative action issues and concerns to managers and 
EEO officials throughout CDC; (8) provides CDC liaison with DHHS, other 
Federal agencies, community groups, and professional associations and 
organizations regarding affirmative action activities at CDC; (9) 
coordinates CDC affirmative action efforts with related Department 
activities in personnel, career development, training, and health 
manpower planning.
    Division of Complaints Management and Adjudication (CA93). (1) 
Conducts the discrimination complaints process for all CDC civilian and 
Commissioned Corps personnel; (2) issues operating policies and 
guidelines relative to discrimination complaint procedures; (3) 
monitors complaints of discrimination to detect indications of 
discriminatory patterns and practices; (4) prepares final decisions on 
all

[[Page 2257]]

civilian and Commissioned Corps complaints arising within CDC; (5) 
serves as the focal point for coordinating CDC EEO administrative 
matters with the Office of Personnel Management, Merit Systems 
Protection Board, Equal Employment Opportunity Commission, Justice 
Department, and the Department of Health and Human Services Office of 
General Counsel; (6) collects, maintains, and analyzes all data 
pertaining to the discrimination complaint process; (7) prepares and 
submits reports, and serves as the official source of information 
concerning the status of all complaints at CDC; (8) plans, coordinates, 
and provides training in EEO counseling, investigation, and complaints 
management.

    Dated: January 5, 1998.
David Satcher,
Director.
[FR Doc. 98-950 Filed 1-13-98; 8:45 am]
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