[Federal Register Volume 67, Number 59 (Wednesday, March 27, 2002)]
[Notices]
[Pages 14725-14726]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 02-7274]


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DEPARTMENT OF HEALTH AND HUMAN SERVICES

National Institutes of Health


Statement of Organization, Functions, and Delegations of 
Authority

    Part N, National Institutes of Health (NIH), of the Statement of 
Organization, Functions, and Delegations of Authority for the 
Department of Health and Human Services (DHHS) (40 FR 22859, May 27, 
1975, as amended most recently at 66 FR 21406, April 30, 2001, and 
redesignated from Part HN as Part N at 60 FR 56605, November 9, 1995), 
is amended as set forth below to reflect the reorganization of the 
Office of Equal Opportunity, Office of the Director, NIH, as follows: 
(1) Retitle the Office of Equal Opportunity (NAD, formerly HNAD) as the 
Office of Equal Opportunity and Diversity Management and revise the 
functional statement; (2) retitle the Complaints Management and 
Adjudication Branch (NAD2, fomerly HNAD2) as the Division of Complaints 
Management and Resolution and revise the functional statement; (3) 
establish the Division of Diversity Policy, Planning and Evaluation 
(NAD5, formerly HNAD5), and transfer into this division the functions 
of the Affirmative Employment and Programs Branch (NAD3, formerly 
HNAD3) and the Program Planning and Evaluation Branch (NAD4, formerly 
HNAD4); and (4) abolish the Affirmative Employment and Programs Branch 
(NAD3) and the Program Planning and Evaluation Branch (NAD4).
    Section N-B, Organization and Functions, is amended by replacing 
the current section NAD (formerly HNAD) with the following:
    Office of Equal Opportunity and Diversity Management (NAD, formerly 
HNAD). Serves as the focal point for NIH-wide policy formulation, 
implementation, coordination and management of the civil rights, equal 
opportunity, affirmative employment, and workforce diversity programs 
of the NIH. Specifically, NAD (1) advises the NIH director and staff, 
as well as Institute and Center (IC) staff, on matters related to the 
equal employment opportunity (EEO) programs and policies of the NIH; 
(2) provides leadership on policy development and implementation in all 
areas of EEO to include diversity management, affirmative action 
planning, and complaints management; (3) consults with and provides 
advice and guidance to responsible NIH officials regarding the progress 
of the EEO programs within their respective organizations; (4) oversees 
the implementation of Title VI of the Civil Rights Act as it relates to 
research contractors and grantees, and reports its progress to the NIH 
Director; (5) provides leadership in the overall management of the 
discrimination and complaints process for all NIH employees or 
applicants in all pay plans to ensure fair and judicious treatment of 
all parties involved; (6) provides advice and guidance to responsible 
NIH management officials on developing and implementing their 
Affirmative Action plans and Workforce Diversity initiatives; (7) 
provides advice and guidance to sponsoring ICs in the planning and 
presentation of annual NIH cultural observances and EEO educational 
seminars or programs; (8) represents the NIH Director in contacts with 
groups, both within and outside NIH, and maintains liaison with other 
Federal agencies regarding EEO issues; (9) serves as the NIH focal 
point for coordinating administrative matters relating to the Office of 
Personnel Management, Merit Systems Protection Board, Equal Employment 
Opportunity Commission, Department of Justice, United States Commission 
on Civil Rights, DHHS Office of Civil Rights and the DHHS Office of the 
General Counsel regarding NIH EEO programs (10) prepares responses to 
Congressional, internal, external, and other inquiries on issues 
relating to NIH EEO programs and policies; (11) performs studies and 
analyses, as necessary, and provides related advice and guidance to NIH 
program managers in support of the EEO programs at NIH; and (12) 
conducts evaluations of EEO programs for NIH

[[Page 14726]]

components and ensures compliance with all applicable laws and 
regulations.
    Division of Complaints Management and Resolution (NAD2, formerly 
HNAD2). Provides leadership in the overall management of the 
discrimination complaints process for all NIH employees or applicants 
in all pay plans. Specifically, NAD2 (1) manages and provides oversight 
for NIH complaints processing; (2) manages the formal complaints 
process for all NIH components, conducts investigations, reviews and 
analyzes investigative files, prepares proposed dispositions, 
(including addressing management problems identified in the 
investigations), presents recommendations for corrective action, 
identifies those complaints recommended for settlement, and prepares 
appropriate documents; (3) monitors and reviews the Commissioned Corps 
complaint management system to ensure proper processing of complaints; 
(4) monitors discrimination complaints at the NIH level to identify 
patterns of discrimination, as well as conducts data analysis on trends 
in filing and resolution of similar complaints; (5) prepares responses 
to Congressional or other requests and inquiries on EEO complaints; (6) 
provides leadership in policy development or changes to current NIH 
policies and procedures in the area of the discrimination complaints 
process and resolution; (7) represents the Director, Office of Equal 
Opportunity and Diversity Management (OEODM), at all internal and 
external meetings related to complaints processing and adjudication; 
and (8) serves as the NIH focal point for coordinating administrative 
matters relating to the Office of Personnel Management, Merit Systems 
Protection Board, Equal Employment Opportunity Commission, Justice 
Department and the DHHS Office of the General Counsel.
    Division of Diversity Policy, Planning and Evaluation (NAD5, 
formerly HNAD5). Provides leadership in the overall management of all 
areas related to diversity management and affirmative action as well as 
compliance with all EEO related requirements and evaluation of EEO and 
diversity programs throughout the NIH. Specifically, NAD5 (1) serves as 
consultant to senior NIH management officials as well as IC program 
officials in all areas of equal opportunity, civil rights, affirmative 
action, and diversity management; (2) provides advice and guidance to 
responsible NIH management officials on developing and implementing 
their Affirmative Action Plans and Workplace Diversity initiatives; (3) 
identifies training and educational needs in the areas of affirmative 
employment and diversity management and assesses the effectiveness of 
training activities; (4) in collaboration with the OIR, OEO and OHRM, 
develops NIH-wide policies and initiatives to eliminate barriers to 
equal employment opportunity and the effective management of diversity, 
which includes all job categories and segments of the work force; (5) 
ensures that all laws, regulations, executive orders, procedure and 
policies governing equal opportunity, civil rights, affirmative action, 
and diversity management are promulgated throughout the NIH; (6) 
provides leadership to the ICs and coordinates recruitment, placement 
and retention programs and strategies for underrepresented groups by 
promoting EEO and diversity awareness for all members of the NIH 
workforce; (7) in conjunction with the Office of Human Resource 
Management (OHRM) and the ICs, conducts community outreach activities 
to increase minority representation in new hires and career 
opportunities; (8) examines organizational personnel policies and 
practices to identify and eliminate barriers to full participation of 
all EEO groups in NIH employment opportunities; (9) provides advice and 
guidance to sponsoring ICs in the planning and presentation of annual 
NIH cultural observances and EEO educational seminars or programs; (10) 
develops criteria and conducts EEO and diversity program evaluations 
for NIH components; (11) develops and utilizes statistical research 
methods for the collection and analysis of data on various aspects of 
EEO to include new or modified methods to analyze workforce profiles, 
manpower distributions, and overall EEO effectiveness, and prepares and 
issues statistical reports on these projects; (12) handles EEO data 
requests from external and internal organizations, OEODM assessments 
and reports required by higher level authorities, as well as responses 
to Congressional and other inquires on affirmative action and diversity 
management; and (13) serves as the NIH focal point for coordinating 
administrative matters relating to the Office of Personnel Management, 
Merit Systems Protection Board, Equal Employment Opportunity 
Commission, Justice Department, and the DHHS Office of the General 
Counsel regarding the NIH affirmative action and diversity management 
programs.
    Delegations of authority statement: All delegations and 
redelegations of authority to offices and employees of NIH which were 
in effect immediately prior to the effective date of this 
reorganization and are consistent with this reorganization shall 
continue in effect, pending further redelegation.

    Dated: March 8, 2002.
Ruth L. Kirschstein,
Acting Director, National Institutes of Health.
[FR Doc. 02-7274 Filed 3-26-02; 8:45 am]
BILLING CODE 4140-01-M