[Federal Register Volume 72, Number 140 (Monday, July 23, 2007)]
[Notices]
[Pages 40155-40157]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 07-3547]


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DEPARTMENT OF HEALTH AND HUMAN SERVICES

Office of the Secretary


Office of the Assistant Secretary for Administration and 
Management; Organizations, Functions and Delegations of Authority

    Part A, Office of the Secretary, Statement of Organization, 
Functions, and Delegations of Authority for the Department of Health 
and Human Services (HHS) is being amended at Chapter AJ, Office of the 
Assistant Secretary for Administration and Management, which was last 
amended at 72 FR 2282-2283, dated January 17, 2007; and the Office of 
Human Resources (AJA) as last amended at 71 FR 38884-38888, dated July 
10, 2006. The Notice will revise the functional statement for the 
Office of Human Resources. The changes are as follows:
    I. Under Section AJ.20 Functions, Paragraph C, ``Office of Human 
Resources (AJA), delete in its entirety and replace with the following:
    Section AJA.10 Organization. The Office of Human Resources (OHR) is 
headed by a Deputy Assistant Secretary for Human Resources (DASHR) who 
reports to the Assistant Secretary for Management and Administration 
(ASAM), and consists of the following components:
     Immediate Office (AJA).
     Office of Strategic Planning and Performance Alignment 
(AJA1).
     Accountability and Analysis Division (AJAA1).
     Workforce and Career Development Division (AJAA2).
     Executive Resources Division (AJAA3).
     Office of Service Delivery and Management (AJAB).
     Employee and Labor Relations (AJAB1).
     Talent Management Division (AJAB2).
     Human Resources Center (PJ1, PJ2, PJ4).
     Talent Resources Center (PJ5)
    Section AJA.20 Functions.
    1. The Immediate Office (AJA): The Immediate Office provides 
leadership to the development and assessment of the Department's human 
resources and human capital programs and policies. In coordination with 
the Operating Divisions (OPDIV), designs human resource programs that 
support and enhance the HHS missions. Serves as the principal source of 
advice on all aspects of Department-wide organizational analysis 
including: Planning for new organizational elements; evaluating current 
organizational structures for effectiveness; and conducting the review 
process for reorganization proposals; manages the reorganization 
process for the Office of the Secretary (OS) requiring the Secretary's 
signature and the ASAM's; administers the Department's system for 
review, approval and documentation of delegations of authority; 
develops Department-wide policy and provides technical assistance on 
the use and application of delegations of authority; advises senior 
officials within the Department on delegations of authority, 
coordinates review of proposed delegations requiring the Secretary's or 
other senior officials' approval; analyzes and makes recommendations 
related to legislative proposals with potential impact upon the 
Department's organizational structure or managerial procedures; manages 
the Departmental Standard Administrative Code (SAC) system; and 
provides special management review services for selected activities.
    2. Office of Strategic Planning and Performance Alignment (AJAA): 
The Office of Strategic Planning and Performance Alignment (OSPPA) is 
headed by an Associate Deputy Assistant Secretary who reports directly 
to the Assistant Secretary for Human Resources. OSPPA provides 
technical assistance to the OPDIVs in building the capacity to evaluate 
the effectiveness of their human resource programs and policies, 
including the development of performance standards. OSPPA provides 
oversight of the Department human resources activities relating to 
human capital, performance management, major Administrative and 
Department initiatives, human resources

[[Page 40156]]

accountability; workforce and career development, and the executive 
resources.
    a. Accountability and Analysis Division (AJAA1): The Accountability 
and Analysis Division (AAD) will: (a) Promote and support OPDIV 
capacity building efforts, including innovative approaches to human 
resources management; (b) provide strategic advice to the Deputy 
Assistant Secretary for Human Resources, the Assistant Secretary for 
Administration and Management, and the Secretary on those initiatives 
having major workforce implications; (c) evaluate major human resources 
policies and programs for the Department to determine the 
effectiveness; (d) is responsible for the Department's human resources 
accountability system; (f) have responsibility for planning 
accountability policy and programs, (and the development of the 
Department's Human Capital Accountability Plan); and (g) responsible 
for developing, managing, and directing the Department's policy, plans 
and guidance for assessment and performance improvement functions in 
the areas of employee surveys and human resource performance 
measurement.
    b. Division of Workforce and Career Development (AJAA2): The 
Division of Workforce and Career Development (DWCD) responsibilities 
include requirements (i.e., 5 U.S.C. 4103 and 4121) mandated under the 
Federal Workforce Flexibility Act of 2004: (a) Formulate and oversee 
the implementation of Department-wide policies, regulations, 
procedures, and measures to ensure that training and development plans 
and programs are aligned with HHS strategic goals and performance 
objectives, and ensure alignment of training activities across the 
Department; (b) formulate, implement, evaluate and measure employee 
development activities; (c) serve as the central HHS reference point 
for inquiries, guidance, interpretation and program monitoring and 
evaluation for training and workforce development planning; (d) provide 
Department-level workforce planning guidance; (e) working with HHS 
University, develop new and enhance existing Department-wide training 
program (e.g., Emerging Leaders Programs, Senior Executive Service 
Candidate Development Program, etc.) and review training programs 
proposed by OPDIVs, STAFFDIVs, or Human Resources Centers; (f) serve as 
the central HHS contact point and representative to non-government and 
government training communities and their auditors on training and 
development matters; and (g) monitor the implementation of a 
Department-wide automated training program and establishes.
    c. Executive Resources Division (AJAA3): The Executive Resources 
Division (ERD): (a) Is responsible for the development, coordination, 
policy formulation and administration of the Department's Executive 
Resources Management program, excluding those functions associated with 
executive development; (b) serve as the central point of contact for 
executive resources operational matters, advising on a broad range of 
executive personnel management matters; (c) administer most aspects of 
the Senior Executive Service (SES) program and coordinating analytical 
studies impacting on executive personnel; (d) provide support as 
required to the Executive Secretary of the Executive Resources Board; 
(e) manage the SES control and allocation program, provides recruitment 
assistance when needed, and provide leadership and oversee the 
executive staffing; (f) review key position cases, expert and 
consultant appointment, Section 209(f) of Title 42, and other 
employment cases requiring Departmental approval; and (g) maintain 
Schedule C appointment control and principal position information 
listing.
    3. Office of Service Delivery and Management (AJAB): The Office of 
Service Delivery and Management (OSDM) is headed by an Associate Deputy 
Assistant Secretary who reports directly to the Deputy Assistant 
Secretary for Human Resources. The OSDM has oversight responsibilities 
for the Office of Human Resources' budget, IT systems; and coordinates 
human resources activities related to employee and labor relations; 
Talent Management and the Human Resources Centers.
    a. Employee and Labor Relations Division (AJAB1): The Labor and 
Employee Relations Division (LERD): (a) Promote labor-management 
cooperation and promulgate labor-management relations policy and 
programs for the Department; (b) provider leadership, involvement, and 
training; (c) provide guidance and support for conducting labor 
management negotiations; (d) review negotiated agreement(s) or 
supplemental agreement(s) in accordance with the Federal Service Labor 
Management Relations Statutes requirements; (e) review local agreements 
and settlement agreement for compliance with applicable labor relations 
policy and collective bargaining agreements; (f) serve as the 
Department's focal point for liaison on personnel and labor relations 
issues with the Office of Personnel Management, the General Accounting 
Office, the Merit Systems Protection Board, and the Federal labor 
Relations Authority; (g) develop, implement and interpret Departmental 
and Government-wide employee relations policy; (h) provides technical 
advice and assistance on employee relations issues to OPDIVs; and (i) 
plan and develop personnel policies and programs related to benefits, 
and the Benefit Officer serves as expert in providing technical 
assistance to OPDIVs and STAFFDIVs. ELRD is responsible following 
activities related to performance management: (a) Plan and develop 
personnel policies and programs; (b) formulate and implement policies; 
and (c) provide technical assistance to the OPDIV in these areas. Also 
provide oversight and guidance for HHS policy related to awards, 
benefits and leave, worker's compensation, work life (including 
childcare subsidy and telework), and the employee assistance program.
    b. Talent Management Division (AJAB2): The Talent Management 
Division (TMD): (a) Provides leadership to the planning and development 
of human resource policies and programs relevant to employment, 
staffing, recruitment and placement; compensation; position management 
and classification that support and enhance the Department's mission; 
(b) in coordination with the OPDIVs, formulates HHS policies pertaining 
to the above; (c) provides technical assistance to the HR Centers/
Offices and OPDIVs in the proper application of Federal human resource 
management laws, regulations, and policies; and (d) accomplishes 
required human capital initiatives as required by the Office of 
Personnel Management, the Office of Management and Budget or other 
organizations.
    II. Continuation of Policy: Except as inconsistent with this 
reorganization, all statements of policy and interpretations with 
respect to the Office of Human Resources, Office of the Assistant 
Secretary for Administration and Management, hereforeto issued and in 
effect prior to this reorganization are continued in full force and 
effect.
    III. Delegation of Authority: All delegations and redelegations of 
authority made to officials and employees of the Office of Human 
Resources (AJA) will continue in them or their successors pending 
further redelegation, provided they are consistent with this 
reorganization.
    IV. Funds, Personnel and Equipment: Transfer of organizations and 
functions affected by this reorganization shall be accompanied by 
direct and support

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funds, positions, personnel, records, equipment, supplies and other 
sources.

    Dated: July 12, 2007.
Joe W. Ellis,
Assistant Secretary for Administration and Management.
[FR Doc. 07-3547 Filed 7-20-07; 8:45 am]
BILLING CODE 4150-04-M