[Federal Register Volume 81, Number 226 (Wednesday, November 23, 2016)]
[Notices]
[Pages 84583-84591]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2016-28225]


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DEPARTMENT OF HEALTH AND HUMAN SERVICES

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 81 FR 66284-66285, dated September 27, 2016) 
is amended to reflect the reorganization of the Human Resources Office, 
Office of the Chief Operating Officer, Centers for Disease Control and 
Prevention.
    Section C-B, Organization and Functions, is hereby amended as 
follows:
    Delete in its entirety the title and the mission and function 
statements for the Human Resources Office (CAJQ) and insert the 
following:
    Human Resources Office (CAJQ). (1) Provides leadership, policy 
formation, oversight, guidance, service, and advisory support and 
assistance to the Centers for Disease Control and Prevention (CDC) and 
the Agency for Toxic Substances and Disease Registry (ATSDR); (2) 
collaborates as appropriate, with the CDC Office of the Director (OD), 
Centers/Institute/Offices (CIOs), domestic and international agencies 
and organizations; and provides a focus for short- and long-term 
planning within the Human Resource Office (HRO); (3) develops and 
administers human capital and human resource management policies; (4) 
serves as the business steward for all CDC developed human capital and 
human resources management systems and applications; (5) develops,

[[Page 84584]]

maintains, and supports information systems to conduct personnel 
activities and provide timely information and analyses of personnel and 
staffing to management and employees; (6) conducts and coordinates 
human resources management for civil service and Commissioned Corps 
personnel; (7) manages the administration of fellowship programs; (8) 
conducts recruitment, special emphasis, staffing, position 
classification, position management, pay and leave administration, 
work-life programs, performance management, employee training and 
development, and employee and labor relations programs; (9) maintains 
personnel records and reports, and processes personnel actions and 
documents; (10) administers the federal life and health insurance 
programs; (11) administers employee recognition, suggestion, and 
incentive awards programs; (12) furnishes advice and assistance in the 
processing of workers compensation claims; (13) interprets standards of 
conduct regulations, reviews financial disclosure reports, and offers 
ethics training and counseling services to CDC/ATSDR employees; (14) 
maintains liaison with the Department of Health and Human Services 
(HHS) and the Office of Personnel Management (OPM) on human resources 
management, policy, compliance and execution of the Human Capital 
Assessment and Accountability Framework; (15) conducts organizational 
assessments to determine compliance with human capital policies, 
guidance, regulatory and statutory requirements of federal human 
capital and resource management programs and initiatives; (16) plans, 
directs, and manages CDC/ATSDR-wide training programs, monitors 
compliance with mandatory training requirements, and maximizes 
economies of scale through systematic planning and evaluation of 
agency-wide training initiatives to assist employees in achieving 
required competencies; (17) assists in the definition and analysis of 
training needs and develops and evaluates instructional products 
designed to meet those needs; (18) develops, designs, and implements a 
comprehensive leadership and career management program for all 
occupational series throughout CDC/ATSDR; (19) provides technical 
assistance in organizational development, career management, employee 
development, and training; (20) collaborates and works with partners, 
internally and externally, to develop workforce goals and a strategic 
vision for the public health workforce; (21) provides support for 
succession planning, forecasting services, and environmental scanning 
to ascertain both current and future public health workforce needs; and 
(22) administers and maintains the customer service help desk.
    Office of the Director (CAJQ1). (1) Provides leadership and overall 
direction for HRO; (2) develops goals and objectives, and provides 
leadership, policy formation, oversight, and guidance in program 
planning and development; (3) plans, coordinates, and develops 
strategic plans for HRO; (4) develops and administers human capital and 
human resource management policies and procedures; (5) coordinates all 
program reviews; (6) provides technical assistance and consultation in 
the development of proposed legislation, Congressional testimony, and 
briefing materials; (7) establishes performance metrics and coordinates 
quarterly reviews to ascertain status on meeting of the metrics; (8) 
coordinates budget formulation, negotiation, and execution of financial 
resources; (9) identifies relevant scanning/benchmarking on workforce 
and career development processes, services and products; (10) provides 
leadership and guidance on new developments and national trends for the 
public health workforce; (11) establishes and oversees policies 
governing human capital and human resources management, and works 
collaboratively within CDC/ATSDR and other components in planning, 
developing and implementing policies; (12) develops strategic plans for 
information technology and information systems required to support 
human capital and human resources management information requirements; 
(13) serves as the business steward for CDC/ATSDR-wide human capital 
and human resources administrative systems and advocates and supports 
the commitment of resources to application development; (14) 
coordinates HR information resource management activities with the 
Management Information Systems Office and the related governance 
groups; (15) coordinates management information systems and analyses of 
data for improved utilization of resources; (16) serves as a liaison 
with HHS on the utilization and deployment of centralized HHS human 
capital and human resource management systems and applications; (17) 
applies standards of conduct regulations, reviews financial disclosure 
reports, and offers ethics training and counseling services to CDC/
ATSDR employees; and (18) conducts demographic analysis of the CDC/
ATSDR work force and publishes results in management reports.
    Ethics and Compliance Activity (CAJQ12). (1) Oversees the CDC/ATSDR 
ethics and compliance program to ensure that processes and procedures 
are in place to ensure compliance with government-wide ethics statutes, 
regulations, and standards; (2) identifies and corrects weaknesses in 
policy, training, and monitoring to prevent CDC/ATSDR non-compliance of 
HHS supplemental ethics regulations; (3) serves as a liaison between 
the Office of Government Ethics and HHS on ethics matters; (4) applies 
standards of conduct regulations; (5) reviews financial disclosure 
reports for potential conflicts of interest; (6) provides continuing 
ethics training and counseling services; and (7) reviews and approve 
ethics-related requests for employees.
    Commissioned Corps Activity (CAJQ14). (1) Serves as the primary 
contact for CDC/ATSDR management and employees in obtaining the full 
range of personnel assistance and management services for Commissioned 
Corps personnel; (2) provides leadership, technical assistance, 
guidance, and consultation in benefits, entitlements, and obligations 
of the Commissioned Corps to commissioned officers; (3) plans, directs, 
and manages the Department of Defense's Defense Eligibility Enrollment 
Report System identification card program for all active duty officers, 
retirees, and eligible dependents; (4) implements and evaluates 
Commissioned Corps policies and systems such as salary/benefits, 
performance management, assignments, health benefits, training, travel, 
relocation, and retirement; (5) manages the CDC/ATSDR's Commissioned 
Corps promotion and awards programs; (6) maintains liaison and 
coordinates personnel services for Commissioned Corps personnel with 
the Office of Commissioned Corps Operations and the Office of Surgeon 
General; (7) coordinates the agency deployment status of commissioned 
officers assigned to CDC and manages the Emergency Operation Center 
(EOC) Commissioned Corps deployment desk during activation of the CDC 
EOC; and (8) establishes and maintains personnel and payroll records 
and files.
    Policy and Communications Activity (CAJQ15). (1) Provides 
leadership, oversight, guidance and support for policy and 
communication activities supporting HRO; (2) develops, administers and 
monitors the implementation of human capital and human resources 
management policies and operational procedures as directed

[[Page 84585]]

by OPM, HHS, CDC/ATSDR or other pertinent federal agencies to ensure 
consistent application across CDC/ATSDR; (3) serves as the focal point 
for the analysis, development, technical review and clearance of 
controlled correspondence and non-scientific policy documents that 
require approval/signature from the HRO Director or other senior CDC/
ATSDR leadership; (4) responds to and coordinates requests from the OD 
for issues management information to ensure efficient responses to the 
Director's priority issues; (5) provides and manages a wide range of 
communication services in support of HRO; (6) facilitates open and 
transparent employee communication; (7) develops and implements 
internal and external public relations strategies to communicate upward 
and outward to customers, partners, and other stakeholders; and (8) 
utilizes multiple channels and methods to communicate and disseminate 
HR policies, announcements, procedures, information, and other relevant 
messages.
    Operations Management Activity (CAJQ17). (1) Provides leadership, 
oversight, and guidance in the management and operations of HRO 
programs; (2) provides and oversees the delivery of HRO-wide 
administrative management and support services in the areas of fiscal 
management, personnel, travel, records management, internal controls, 
and other administrative services; (3) prepares annual budget 
formulation and budget justifications; (4) coordinates HRO requirements 
relating to contracts, grants, cooperative agreements, and reimbursable 
agreements; (5) develops and implements administrative policies, 
procedures, and operations, as appropriate, for HRO, and prepares 
special reports and studies, as required, in the administrative 
management areas; and (6) maintains liaison with related staff offices 
and other officials of CDC/ATSDR.
    Customer Service Help Desk Activity (CAJQ18). (1) Provides 
technical assistance, guidance, and consultation on employee and labor 
relations, employee services, pay, leave and benefits administration, 
staffing and recruitment, position classification; (2) Provide issues 
management and resolution support to HRO as well as internal and 
external customers; (3) manage workload assessment and customer based 
training; (4) monitor customer satisfaction, (5) track and assess key 
performance indicators and other reporting requirements; and (6) 
administers and maintains the customer service help desk.
    Strategic Programs Office (CAJQB). (1) Provides a broad array of 
strategic programs, workforce support, and development services; (2) 
develops and implements methodologies to measure, evaluate, and improve 
human capital results to ensure mission alignment; (3) assesses and 
evaluates the overall effectiveness and compliance of human resources 
programs and policies related to merit-based decision-making and 
compliance with laws and regulations; (4) works with the OPM, HHS, and 
CDC Governance Boards and agency managers to carry out human capital 
management planning and development activities; and (5) establishes, 
coordinates, develops, and monitors implementation of human capital 
initiatives and the agency Strategic Human Capital Management Plan.
    Office of the Director (CAJQB1). (1) Provides leadership and 
overall direction for the Strategic Program Office (SPO); (2) develops 
goals and objectives, and provides leadership, policy formation, 
oversight, and guidance in program planning and development; (3) plans, 
coordinates, and develops strategic plans for the SPO; (4) develops and 
administers human capital and human resource management policies and 
procedures; (5) coordinates all program reviews; (6) provides technical 
assistance and consultation to the activities within the SPO; (7) 
establishes performance metrics and coordinates reviews to ascertain 
status on meeting of the metrics; and (8) coordinates, develops, and 
monitors implementation of human capital initiatives and the agency 
Strategic Human Capital Management Plan.
    Human Capital Effectiveness and Accountability Activity (CAJQB2). 
(1) Operates as an internal audit function to maintain the operational 
integrity of human resources and human capital areas and safeguards 
legal and regulatory requirements; (2) ensures that human capital goals 
and programs are aligned with and support CDC/ATSDR missions; (3) 
ensures that human capital planning is guided by a data driven, 
results-oriented process toward goal achievement; (4) ensures that 
managers and HR practitioners are held accountable for their human 
capital decisions; (5) assesses the effectiveness and efficiency of the 
HR function; (6) ensures human capital programs and policies adhere to 
merit system principles and other pertinent laws and regulations; (7) 
conducts recurring delegated examining audits and periodic human 
capital management reviews to verify and validate the level of 
compliance and performance; and (8) implements a plan for addressing 
issues or problems identified during accountability audits and related 
activities.
    Workforce Planning Activity (CAJQB3). (1) Advises and facilitates 
strategic workforce planning and development for CDC/ATSDR; (2) 
supports HRO and CIO program officials in the development, 
implementation and evaluation of workforce plans, policies, and 
initiatives; (3) serves as a liaison with HHS and entities within and 
outside the Agency to develop CDC/ATSDR's human capital management 
direction and strategies; (4) coordinates the development and 
implementation of an agency-wide strategic human capital plan; (5) 
identifies mission-critical occupations and associated competencies to 
assess potential gaps in occupations and competencies that are 
essential to CDC/ATSDR achieving its strategic goals; (6) reports on 
CDC/ATSDR's progress in meeting human capital management improvement 
objectives associated with HHS-wide and government-wide human capital 
management improvement; (7) develops and executes a strategic hiring 
plan to facilitate the recruitment and retention of members of under-
represented groups and for closing occupational series and/or 
competency gaps in the workforce; (8) provides recruitment, retention, 
consultation and support to customers; and (9) supports CIO-specific, 
mission-critical work by managing various training programs designed to 
provide students, postgraduates, and university faculty with 
opportunities to participate in projects and assignments in support of 
CDC/ATSDR's missions.
    Information Systems and Data Analytics Activity (CAJQB4). (1) 
Oversees all human resources information technology CDC/ATSDR systems 
and serves as the liaison to HHS in the development, maintenance, and 
support of Department-wide human resource information systems and 
applications; (2) manages capital planning and investment control 
activities related to all CDC/ATSDR developed human capital and human 
resources management systems and applications; (3) serves as liaison 
and provides support in the development and maintenance of HHS 
enterprise human resources systems; (4) facilitates the administration, 
analysis and reporting of, and provides recommendations for, business 
process improvements in regards to survey data or other business 
process reengineering efforts; (5) supports periodic reporting 
requirements from CDC/ATSDR, HHS, OPM, and Office of Management and 
Budget (OMB); (6) provides business

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strategy, data analytics, and reporting services; (7) performs 
analysis, forecasting, and modeling to interpret quantitative and 
qualitative data; (8) reports and evaluates organizational performance 
outcomes on key measures and metrics; (9) oversees the human resources 
governance structure and change control board activities; (10) develops 
strategic plans for information technology and information systems 
required to support human capital and human resources management 
information requirements; (11) coordinates HR information resource 
management activities with the Management Information Systems Office 
and the related governance groups; and (12) coordinates management 
information systems and analyses of data for improved utilization of 
resources;
    CDC University Office (CAJQC). (1) Provides agency-wide leadership 
and guidance in all functional areas related to training and career 
development; (2) designs, develops, implements and evaluates a 
comprehensive strategic human resource leadership and career training 
and development program for all occupational series throughout CDC; (3) 
develops and implements training strategies and activities that 
contribute to the agency's mission, goals and objectives; (4) maximizes 
economies of scale through systematic planning, administration, 
delivery, and evaluation of agency-wide training initiatives to assist 
CDC employees in achieving required competencies; (5) development of 
retraining activities for CDC managers/employees affected by 
organizational changes (e.g. major reorganizations, outsourcing 
initiatives, etc.); (6) maintains employee training records; (7) 
develops and validates occupational and functional competencies and 
develops related training plans and career maps; (8) develops and 
administers professional development programs; (9) administers and 
monitors the Training and Learning Management System for compliance 
with the Government Employees Training Act; (10) conducts training 
needs assessment of employees, provides analysis and data to correlate 
individual training with strategic plans; (11) develops and maintains 
assessment tools to identify core competency requirements for each 
occupational series throughout the agency; (12) provides consultation, 
guidance, and technical assistance to managers and employees in 
organizational development, career management, employee development, 
and training; (13) develops and delivers education and training 
programs to meet the identified needs of the workforce; (14) promotes, 
develops, and implements training needs assessment methodology to 
establish priorities for training interventions; (15) collaborates, as 
appropriate, with the CDC/OD, CIOs, HHS, OPM and other domestic and 
international agencies and organizations; and (16) develops and 
implements policies related to employee training.
    Office of the Director (CAJQC1). (1) Provides leadership and 
overall direction for the CDC University Office; (2) develops goals and 
objectives, and provides leadership, policy formation, oversight, and 
guidance in program planning and development; (3) plans, coordinates, 
and develops strategic plans for the CDC University Offices; (4) 
coordinates all program reviews; (5) provides technical assistance and 
consultation to the activities within the CDC University Office; (6) 
establishes performance metrics and coordinates reviews to ascertain 
status on meeting of the metrics; and (7) coordinates, develops, and 
monitors implementation of training initiatives for the agency.
    Career Development Activity (CAJQC2). (1) Designs, develops, 
implements and evaluates training activities to increase competency in 
the area of career development strategies; (2) maximizes economies of 
scale through systematic planning, administration, delivery, and 
evaluation of agency-wide training initiatives to assist CDC/ATSDR 
employees in achieving required competencies; (3) develops retraining 
activities for CDC/ATSDR managers/employees affected by organizational 
changes (e.g. major reorganizations, outsourcing initiatives, etc.); 
(4) maintains employee training records; (5) develops and validates 
occupational and functional competencies and develops related training 
plans and career maps; (6) develops and administers professional 
development programs to include mentoring and coaching for enhanced 
performance; (7) conducts training needs assessment of employees, 
provides analysis and data to correlate individual training with 
strategic plans; (8) develops and maintains assessment tools to 
identify core competency requirements for each occupational series 
throughout the agency; (9) provides consultation, guidance, and 
technical assistance to managers and employees in organizational 
development, career management, employee development, and training; 
(10) promotes, develops, and implements training needs assessment 
methodology to establish priorities for training interventions; (11) 
collaborates, as appropriate, with the CDC/ATSDR/OD, CIOs, HHS, OPM and 
other domestic and international agencies and organizations; (12) 
implements procedural components in compliance to the long term 
education training policy; and (13) conducts New Employee Orientation 
for the agency.
    Leadership Development Activity (CAJQC3). (1) Designs, develops, 
implements and evaluates a comprehensive leadership development 
curriculum for leaders at all levels throughout CDC/ATSDR; (2) develops 
and implements leadership training strategies and activities that 
contribute to the agency's mission, goals and objectives; (3) maximizes 
economies of scale through systematic planning, administration, 
delivery, and evaluation of agency-wide training initiatives to assist 
CDC/ATSDR employees in achieving required competencies; (4) maintains 
employee training records; (5) develops and administers professional 
development programs such as executive coaching; (6) provides 
consultation, guidance, and technical assistance to managers and 
employees around leadership training and development activities; (7) 
develops and delivers education and training programs to meet the 
identified needs of the workforce; (8) collaborates, as appropriate, 
with the CDC/ATSDR/OD, CIOs, HHS, OPM and other domestic and 
international agencies and organizations; and (9) implements procedural 
components in compliance to the mandatory supervisory training 
requirements policy.
    Public Health Training Activity (CAJQC4). (1) Designs, develops, 
implements and evaluates a comprehensive public health training 
curriculum for employees engaged in public health activities throughout 
CDC/ATSDR; (2) develops and implements public health, science, research 
and medicine and preparedness and emergency response training 
strategies and activities that contribute to the agency's mission, 
goals and objectives; (3) maximizes economies of scale through 
systematic planning, administration, delivery, and evaluation of 
agency-wide training initiatives to assist CDC employees in achieving 
required competencies; (4) maintains employee training records; (5) 
provides consultation, guidance, and technical assistance to managers 
and employees associated within curriculum scope; (6) develops and 
delivers education and training programs to meet the identified needs 
of the workforce; and (7) collaborates, as appropriate, with the CDC/
ATSDR/OD, CIOs, HHS, OPM and

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other domestic and international agencies and organizations.
    Business and Technology Training Activity (CAJQC5). (1) Designs, 
develops, implements and evaluates a comprehensive business and 
technology training curriculum for employees throughout CDC/ATSDR; (2) 
develops and implements financial, acquisition and project management, 
communication and office skills and information technology training 
strategies and activities that contribute to the agency's mission, 
goals and objectives; (3) maximizes economies of scale through 
systematic planning, administration, delivery, and evaluation of 
agency-wide training initiatives to assist CDC/ATSDR employees in 
achieving required competencies; (4) maintains employee training 
records; (5) provides consultation, guidance, and technical assistance 
to managers and employees associated within curriculum scope; (6) 
develops and delivers education and training programs to meet the 
identified needs of the workforce; and (7) collaborates, as 
appropriate, with the CDC/ATSDR/OD, CIOs, HHS, OPM and other domestic 
and international agencies and organizations.
    Workforce Relations Office (CAJQD). (1) Provides leadership, 
technical assistance, guidance, and consultation on employee and labor 
relations, employee services and assistance, work-life programs, 
performance management, incentive awards, pay, leave and benefits 
administration, on-the-job injuries and exposures to infectious 
diseases, debt complaints and other job-related issues; (2) develops 
and administers labor-management and employee relations program 
including: Disciplinary actions, grievances and appeals, labor 
negotiations, collective bargaining, management representation before 
third parties, and partnership activities; (3) serves as liaison with 
the Office of Safety, Security and Asset Management (OSSAM) and other 
CDC/ATSDR staff for personnel matters relating to substance abuse and 
other employee assistance programs; (4) coordinates and processes 
garnishment, child support, and other collection actions for CDC/ATSDR 
employees; (5) plans, directs, coordinates, and conducts contract 
negotiations on behalf of agency management with labor organizations 
holding exclusive recognition; (6) represents management in third party 
proceedings involving labor and employee relations issues; (7) serves 
as the authority to ensure validity, consistency, and legality of 
employee relations matters concerning grievances (both negotiated and 
agency procedures), disciplinary actions, adverse actions, and 
resultant third party hearings; (8) plans and coordinates all 
programmatic activities to include preparation of disciplinary and 
adverse action letters and all final agency decisions in grievances and 
appeals; (9) provides technical advice, consultation, and training on 
matters of employee conduct and performance; (10) provides 
consultation, guidance, and technical advice to human resources 
specialists, managers, and employees on the development, coordination 
and implementation of all work-life program initiatives; (11) provides 
personnel services relating to on-the-job injuries and exposures to 
infectious diseases; (12) facilitates the development and 
implementation of an agency-wide strategic approach to monitoring, 
evaluating, aligning, and improving performance management policies and 
practices for all CDC performance management systems (Title 5, Title 
42, Senior Executive Service (SES), Senior Biomedical Research Service 
(SBRS), and the Commissioned Officer Effectiveness Report (COER); (13) 
coordinates performance management, strategic rewards and recognition 
programs and systems; (14) provides human resources services and 
assistance on domestic and international employee benefits and leave 
administration; (15) serves as liaison between CDC/ATSDR and the HHS 
payroll office resolving discrepancies with pay and leave; (16) 
administers the leave donor program and processes time and attendance 
amendments; (17) administers the federal life and health insurance 
programs; (18) provides policy guidance and technical advice and 
assistance on retirement, the Thrift Savings Plan, health/life 
insurance, and savings bonds; and (19) furnishes advice and assistance 
in the processing of Office of Workers' Compensation Program claims and 
the Voluntary Leave Donation Program;
    Office of the Director (CAJQD1). (1) Provides leadership and 
overall direction for the Workforce Relations Office; (2) develops 
goals and objectives, and provides leadership, policy formation, 
oversight, and guidance in program planning and development; (3) plans, 
coordinates, and develops strategic plans for the Workforce Relations 
Offices; (4) coordinates all program reviews; (5) provides technical 
assistance and consultation to the activities within the Workforce 
Relations Office; and (6) coordinates, develops, and monitors 
implementation of program initiatives.
    Employee and Labor Relations Activity (CAJQD2). (1) Provides 
leadership, technical assistance, guidance, and consultation on 
employee and labor relations, employee services; (2) develops and 
administers labor-management and employee relations program including: 
disciplinary actions, grievances and appeals, labor negotiations, 
collective bargaining, management representation before third parties, 
and partnership activities; (3) serves as liaison with OSSAM and other 
CDC/ATSDR staff for personnel matters relating to substance abuse and 
other employee assistance programs; (4) coordinates and processes 
garnishment, child support, and other collection actions for CDC/ATSDR 
employees; (5) plans, directs, coordinates, and conducts contract 
negotiations on behalf of agency management with labor organizations 
holding exclusive recognition; (6) represents management in third party 
proceedings involving labor and employee relations issues; (7) serves 
as the authority to ensure validity, consistency, and legality of 
employee relations matters concerning grievances (both negotiated and 
agency procedures), disciplinary actions, adverse actions, and 
resultant third party hearings; (8) plans and coordinates all 
programmatic activities to include preparation of disciplinary and 
adverse action letters and all final agency decisions in grievances and 
appeals; (9) provides technical advice, consultation, and training on 
matters of employee conduct and performance; and (10) provides 
consultation, guidance, and technical advice to human resources 
specialists, managers, and employees on the development.
    Employee Benefits, WorkLife Programs and Payroll Activity (CAJQD3). 
(1) Provides consultation, guidance, and technical advice to human 
resources specialists, managers, and employees on the development, 
coordination and implementation of all WorkLife program initiatives; 
(2) provides personnel services relating to on-the-job injuries and 
exposures to infectious diseases; (3) provides human resources services 
and assistance on domestic and international employee benefits and 
leave administration; (4) serves as liaison between CDC/ATSDR and the 
HHS payroll office resolving discrepancies with pay and leave; (5) 
administers the leave donor program and processes time and attendance 
amendments; (6) administers the federal life and health insurance 
programs; (7) provides policy guidance and technical advice and 
assistance on retirement, the Thrift Savings Plan, health/life

[[Page 84588]]

insurance, and savings bonds; and (8) furnishes advice and assistance 
in the processing of Office of Workers' Compensation Program claims and 
the Voluntary Leave Donation Program.
    Performance Management, Strategic Rewards and Recognitions Activity 
(CAJQD4). (1) Facilitates the development and implementation of an 
agency-wide strategic approach to monitoring, evaluating, aligning, and 
improving performance management policies and practices for all CDC/
ATSDR performance management systems (Title 5, Title 42, SES, SBRS, and 
the COER); and (2) coordinates performance management, strategic 
rewards and recognition programs and systems.
    Client Services Office (CAJQE). (1) Serves as the primary contact 
for CDC/ATSDR management and employees in obtaining the full range of 
personnel assistance and management services for civil service 
personnel; (2) provides leadership, technical assistance, guidance, and 
consultation in human resource utilization, position management, 
classification and pay administration, recruitment, staffing, 
placement, reorganizations, program evaluation, and personnel records 
and files management; (3) maintains liaison with HHS and OPM in the 
area of human resources management; (4) provides leadership in 
identifying the CIOs recruiting needs, and assesses, analyzes, and 
assists CDC/ATSDR programs in developing and executing short- and long-
range hiring plans to meet these needs; (5) provides guidance to CDC/
ATSDR organizations in the development of staffing plans and job 
analyses, evaluating/classifying position descriptions, conducting 
position management studies, and responding to desk audit requests; (6) 
processes personnel actions by determining position classification, 
issuing vacancy announcements, assisting in development of selection 
criteria, conducting examining under delegated examining authority, 
conducting candidate rating and ranking under CDC Merit Promotion Plan, 
making qualification determinations, determining pay, conducting 
reductions-in-force, effecting appointments and processing other 
actions; (7) codes and finalizes all personnel actions in the automated 
personnel data system, personnel action processing, data quality 
control/assessment, and files/records management; (8) plans, develops, 
implements, and evaluates systems to ensure consistently high quality 
human resources services; (9) establishes objectives, standards, and 
internal controls; (10) evaluates, analyzes, and makes recommendations 
to improve personnel authorities, policies, systems, operations, and 
procedures; (11) manages various staffing programs such as the CDC 
summer program, Priority Placement Program, Priority Consideration 
Program, the Interagency Career Transition Assistance Program, and the 
Career Transition Assistance Program and other special emphasis 
programs; (12) provides consultation, guidance, and technical advice on 
recruitment and special emphasis policies, practices, and procedures, 
including search committees, strategizes on the best approach to 
recruitment at specific events, and designs and develops recruitment 
materials for events; (13) establishes and maintains personnel records, 
files, and controls; (14) establishes and maintains the official 
personnel files system and administers personnel records storage and 
disposal program; (15) collaborates with Personnel Security in 
initiating suitability background checks and fingerprints for all CDC/
ATSDR personnel; (16) responds to employment verification inquiries; 
and (17) administers the Special Emphasis Programs and Student Intern/
Fellowship Programs.
    Office of the Director (CAJQE1). (1) Provides leadership and 
overall direction for the Client Services Office; (2) develops goals 
and objectives, and provides leadership, policy formation, oversight, 
and guidance in program planning and development; (3) plans, 
coordinates, and develops strategic plans for the Client Services 
Offices; (4) coordinates all program reviews; (5) provides technical 
assistance and consultation to the Activities within the Client 
Services Office; and (6) coordinates, develops, and monitors 
implementation of program initiatives.
    Customer Staffing Activity 1 (CAJQE2). (1) Supports the CDC, OD, 
Business Services Offices, Staff Offices, Office of Public Health 
Scientific Services, Office of State, Tribal, Local and Territorial 
Support; (2) provides leadership in identifying CIOs recruiting needs, 
and assesses, analyzes, and assists CDC programs in developing and 
executing short- and long-range hiring plans to meet these needs; (3) 
provides guidance to CDC organizations in the development of staffing 
plans and job analyses; (4) processes personnel actions by issuing 
vacancy announcements, assisting in development of selection criteria, 
conducting examinations under delegated examining authority, conducting 
candidate rating and ranking under CDC Merit Promotion Plan, making 
qualification determinations, determining pay, conducting reductions-
in-force, effecting appointments and processing other actions; (5) 
plans, develops, implements, and evaluates systems to ensure 
consistently high quality human resources services; (6) establishes 
objectives, standards, and internal controls; (7) evaluates, analyzes, 
and makes recommendations to improve personnel authorities, policies, 
systems, operations, and procedures; (8) provides consultation, 
guidance, and technical advice on recruitment and special emphasis 
policies, practices, and procedures, including search committees, 
strategizes on the best approach to recruitment at specific events, and 
designs and develops recruitment materials for events; (9) provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; and (10) codes and finalizes all personnel actions in 
the automated personnel data system; data quality control/assessment, 
and files/records management.
    Customer Staffing Activity 2 (CAJQE3). (1) Supports the Office of 
Non-communicable Diseases, Injury and Environmental Health and 
subordinate Centers, National Center for Chronic Disease Prevention and 
Health Promotion, National Center for Injury Prevention and Control, 
and the National Center on Birth Defects and Developmental 
Disabilities; (2) provides leadership in identifying CIOs recruiting 
needs, and assesses, analyzes, and assists CDC/ATSDR programs in 
developing and executing short- and long-range hiring plans to meet 
these needs; (3) provides guidance to CDC/ATSDR organizations in the 
development of staffing plans and job analyses; (4) processes personnel 
actions by issuing vacancy announcements, assisting in development of 
selection criteria, conducting examinations under delegated examining 
authority, conducting candidate rating and ranking under CDC Merit 
Promotion Plan, making qualification determinations, determining pay, 
conducting reductions-in-force, effecting appointments and processing 
other actions; (5) plans, develops, implements, and evaluates systems 
to ensure consistently high quality human resources services; (6) 
establishes objectives, standards, and internal controls; (7) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems,

[[Page 84589]]

operations, and procedures; (8) provides consultation, guidance, and 
technical advice on recruitment and special emphasis policies, 
practices, and procedures, including search committees; strategizes on 
the best approach to recruitment at specific events, and designs and 
develops recruitment materials for events; (9) provides leadership, 
technical assistance, guidance, and consultation in human resource 
utilization, position management, classification and pay 
administration; and (10) codes and finalizes all personnel actions in 
the automated personnel data system and ensures data quality control/
assessment, and files/records management.
    Customer Staffing Activity 3 (CAJQE4). (1) Supports the National 
Center for Emerging and Zoonotic Infectious Diseases, National Center 
for Immunization and Respiratory Diseases, and the Office of Infectious 
Diseases; (2) provides leadership in identifying CIOs recruiting needs, 
and assesses, analyzes, and assists CDC/ATSDR programs in developing 
and executing short- and long-range hiring plans to meet these needs; 
(3) provides guidance to CDC organizations in the development of 
staffing plans and job analyses; (4) processes personnel actions by 
issuing vacancy announcements, assisting in development of selection 
criteria, conducting examinations under delegated examining authority, 
conducting candidate rating and ranking under CDC Merit Promotion Plan, 
making qualification determinations, determining pay, conducting 
reductions-in-force, effecting appointments and processing other 
actions; (5) plans, develops, implements, and evaluates systems to 
ensure consistently high quality human resources services; (6) 
establishes objectives, standards, and internal controls; (7) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (8) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events; (9) provides leadership, technical assistance, guidance, and 
consultation in human resource utilization, position management, 
classification and pay administration; and (10) codes and finalizes all 
personnel actions in the automated personnel data system and ensures 
data quality control/assessment, and files/records management.
    Classification and Advisory Activity (CAJQE5). (1) provides 
guidance to CDC/ATSDR organizations in the development of staffing 
plans and job analyses, evaluating/classifying position descriptions, 
conducting position management studies, and responding to desk audit 
requests; (2) provides leadership, technical assistance, guidance, and 
consultation in human resource utilization, position management, 
classification and pay administration; (3) provides leadership in 
identifying CIOs classification and position management needs; (4) 
provides guidance to CDC organizations in the development, evaluation/
classification of position descriptions; (5) conducts position 
management studies and responds to desk audit requests; (6) reviews 
reorganization proposals and provides advice on proposed staffing plans 
and organizational structures; (7) plans, develops, implements, and 
evaluates systems to ensure consistently high quality human resources 
services; (8) establishes objectives, standards, and internal controls; 
and (9) evaluates, analyzes, and makes recommendations to improve 
personnel authorities, policies, systems, operations, and procedures.
    Technical Services Activity (CAJQE6). (1) Processes personnel 
actions by determining pay, conducting reductions-in-force, effecting 
appointments and processing other actions; (2) codes and finalizes all 
personnel actions in the automated personnel data system, personnel 
action processing, data quality control/assessment, and files/records 
management; (3) establishes objectives, standards, and internal 
controls; (4) evaluates, analyzes, and makes recommendations to improve 
personnel authorities, policies, systems, operations, and procedures; 
(5) establishes and maintains personnel records, files, and controls; 
(6) establishes and maintains the official personnel files system and 
administers personnel records storage and disposal program; (7) 
collaborates with Personnel Security in initiating suitability 
background checks and fingerprints for all CDC/ATSDR personnel; and (8) 
responds to employment verification inquiries.
    Customer Staffing Activity 4 (CAJQE7). (1) Supports the recruitment 
and staffing services for CDC/ATSDR's international workforce; (2) 
provides leadership in identifying the CDC/ATSDR international 
workforce recruiting needs, and assesses, analyzes, and assists 
programs in developing and executing short- and long-range hiring plans 
to meet these needs; (3) provides guidance to CDC/ATSDR in the 
development of staffing plans and job analyses; (4) processes personnel 
actions by issuing vacancy announcements, assisting in development of 
selection criteria, conducting examinations under delegated examining 
authority, conducting candidate rating and ranking under CDC Merit 
Promotion Plan, making qualification determinations, determining pay, 
conducting reductions-in-force, effecting appointments and processing 
other actions; (5) plans, develops, implements, and evaluates systems 
to ensure consistently high quality human resources services; (6) 
establishes objectives, standards, and internal controls; (7) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (8) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events; (9) coordinates the provision of benefits, allowances, special 
pay requirements, labor and employee relations support services; (10) 
consults with the Department of State on utilization of State 
Department authorities to hire locally employed staff and coordination 
of records management requirements (11) provides leadership in 
identifying CIO's classification and position management needs; (12) 
provides guidance to CDC/ATSDR organizations in the development, 
evaluation/classification of position descriptions; (13) conducts 
position management studies and responds to desk audit requests; (14) 
codes and finalizes all personnel actions in the automated personnel 
data system and ensures data quality control/assessment, and files/
records management; and (15) reviews all reorganization proposals and 
provides advice on proposed staffing plans and organizational 
structures.
    Customer Staffing Activity 5 (CAJQE8). (1) Supports the Office of 
Public Health Preparedness and Response, and the National Center for 
HIV/AIDS, Virus Hepatitis, STD, and Tuberculosis Prevention; (2) 
provides leadership in identifying CIOs recruiting needs, and assesses, 
analyzes, and assists CDC programs in developing and executing short- 
and long-range hiring

[[Page 84590]]

plans to meet these needs; (3) provides guidance to CDC organizations 
in the development of staffing plans and job analyses; (4) processes 
personnel actions by issuing vacancy announcements, assisting in 
development of selection criteria, conducting examinations under 
delegated examining authority, conducting candidate rating and ranking 
under CDC Merit Promotion Plan, making qualification determinations, 
determining pay, conducting reductions-in-force, effecting appointments 
and processing other actions; (5) plans, develops, implements, and 
evaluates systems to ensure consistently high quality human resources 
services; (6) establishes objectives, standards, and internal controls; 
(7) evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (8) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events; (9) provides leadership, technical assistance, guidance, and 
consultation in human resource utilization, position management, 
classification and pay administration; and (10) codes and finalizes all 
personnel actions in the automated personnel data system and ensures 
data quality control/assessment, and files/records management.
    Customer Staffing Activity 6 (CAJQE9). (1) Supports the National 
Institute for Occupational Safety and Health, the Agency for Toxic 
Substance and Disease Registry, National Center for Environmental 
Health, and the Office of Public Health Scientific Services/Center for 
Surveillance, Epidemiology, and Laboratory Services; (2) provides 
leadership in identifying CIOs recruiting needs, and assesses, 
analyzes, and assists CDC programs in developing and executing short- 
and long-range hiring plans to meet these needs; (3) provides guidance 
to CDC organizations in the development of staffing plans and job 
analyses; (4) processes personnel actions by issuing vacancy 
announcements, assisting in development of selection criteria, 
conducting examinations under delegated examining authority, conducting 
candidate rating and ranking under CDC Merit Promotion Plan, making 
qualification determinations, determining pay, conducting reductions-
in-force, effecting appointments and processing other actions; (5) 
plans, develops, implements, and evaluates systems to ensure 
consistently high quality human resources services; (6) establishes 
objectives, standards, and internal controls; (7) evaluates, analyzes, 
and makes recommendations to improve personnel authorities, policies, 
systems, operations, and procedures; (8) provides consultation, 
guidance, and technical advice on recruitment and special emphasis 
policies, practices, and procedures, including search committees; 
strategizes on the best approach to recruitment at specific events, and 
designs and develops recruitment materials for events; (9) provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; and (10) codes and finalizes all personnel actions in 
the automated personnel data system and ensures data quality control/
assessment, and files/records management.
    Special Emphasis Activity (CAJQE10). (1) Serves as the primary 
contact for CDC/ATSDR management and employees in obtaining the full 
range of personnel assistance and management services for excepted 
service personnel; (2) manages various staffing programs such as the 
CDC summer program, Priority Placement Program, Priority Consideration 
Program, the Interagency Career Transition Assistance Program, and the 
Career Transition Assistance Program, Pathways Program, Public Health 
Associates Program, and other special emphasis programs; (3) provides 
consultation, guidance, and technical advice on recruitment and special 
emphasis policies, practices, and procedures, including search 
committees, strategizes on the best approach to recruitment at specific 
events, and designs and develops recruitment materials for events; (4) 
establishes and maintains personnel records, files, and controls; (5) 
administers the Special Emphasis Programs and Student Intern/Fellowship 
Programs; (6) plans, develops, implements, and evaluates systems to 
ensure consistently high quality human resources services; (7) 
establishes objectives, standards, and internal controls; (8) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; and (9) 
process the agency's Intergovernmental Personnel Act Employees.
    Executive and Scientific Resources Office (CAJQG). (1) Provides 
leadership, technical assistance, guidance, and consultation in the 
administration of policies and procedures for appointment of 
individuals through the SBRS, SES, distinguished consultants, experts, 
consultants, and fellows under Title 42 appointment authorities;
    (2) provides advisory services and technical assistance on pay and 
compensation guidelines in accordance with OPM rules and regulations, 
HHS and CDC/ATSDR established pay and compensation recommendation 
policies, and procedures; (3) provides expert human resources advisory 
services and technical assistance support to the CDC/ATSDR performance 
review boards and compensation committees; (4) reviews actions for 
statutory and regulatory compliance; (5) manages strategic recruitment, 
relocation, and retention incentives to facilitate attraction of a 
quality, diverse workforce to ensure accomplishment of the CDC/ATSDR 
missions; (6) provides performance management training for all SES and 
Title 42 executives with emphasis on performance systems, timelines, 
supervisory and employee responsibilities; (7) provides guidance on 
establishing performance plans, conducting mid-year reviews, and 
conducting final performance rating discussions and closing performance 
plans; (8) develops and maintains a standard Department-wide 
performance management system and forms for executives;(9) conducts 
reviews of SES performance plans and appraisals and provide feedback; 
(10) prepares and submits SES performance system certification request 
to OPM and OMB; (11) processes performance awards and performance-based 
pay adjustments; (12) provides advice, assistance, templates and 
training workshops on performance award and Presidential Rank Award 
requirements; (13) manages the HHS Executive Development Program, 
including developmental activities, rotational assignments, and the 
Candidate Development Program; (14) advises on development of executive 
succession planning activities; and (15) provides program guidance, 
administration, and oversight of CDC/ATSDR immigration and visa 
programs.
    Office of the Director (CAJQG1). (1) Provides leadership and 
overall direction for the Executive and Scientific Resources Office 
(ESRO); (2) develops goals and objectives, and provides leadership, 
policy formation, oversight, and guidance in program planning and 
development; (3) plans, coordinates, and develops strategic plans for 
the Executive and Scientific Resources Office; (4) coordinates all 
program reviews; (5) provides technical

[[Page 84591]]

assistance and consultation to the activities within ESRO; and (6) 
coordinates, develops, and monitors implementation of program 
initiatives.
    Senior Executive Compensation and Performance Activity (CAJQG2). 
(1) Provides advisory services, and technical assistance on pay and 
compensation guidelines in accordance with OPM rules and regulations, 
HHS and CDC/ATSDR established pay and compensation recommendation 
policies, and procedures; (2) provides expert human resources advisory 
services and technical assistance support to the CDC performance review 
boards and compensation committees; (3) reviews actions for statutory 
and regulatory compliance; (4) manages strategic recruitment, 
relocation, and retention incentives to facilitate attraction of a 
quality, diverse workforce to ensure accomplishment of the CDC/ATSDR 
missions; (5) provides performance management training for all SES and 
Title 42 executives with emphasis on performance systems, timelines, 
supervisory and employee responsibilities; (6) provides guidance on 
establishing performance plans, conducting mid-year reviews, and 
conducting final performance rating discussions and closing performance 
plans; (7) develops and maintains a standard Department-wide 
performance management system and forms for executives; (8) conducts 
reviews of SES performance plans and appraisals and provides feedback; 
(9) prepares and submits SES performance system certification request 
to OPM and OMB; (10) processes performance awards and performance-based 
pay adjustments; (11) provides advice, assistance, templates and 
training workshops on performance award and Presidential Rank Award 
requirements; (12) manages the HHS Executive Development Program, 
including developmental activities, rotational assignments, and the 
Candidate Development Program; and (13) advises on development of 
executive succession planning activities.
    Title 42 Staffing and Recruitment Activity (CAJQG3). (1) Provides 
leadership, technical assistance, guidance, and consultation in the 
administration of policies and procedures for appointment of 
individuals through the distinguished consultants, experts, 
consultants, and fellows under Title 42 appointment authorities; and 
(2) administers and manages the Guest Researcher and Oak Ridge 
Institute for Science and Education Program.
    Immigration Activity (CAJQG4). (1) provides technical guidance and 
visa-assistance for employment based, CDC- sponsored visas; (2) 
administers and Manages the Exchange Visitor Program; (3) works closely 
with the US Office of Exchange and Cultural Affairs, US Citizenship and 
Immigration Services, US Department of Homeland Security, US Department 
of State, Office of the Secretary/DHHS, and US Department of Labor) to 
facilitate immigration procedures; (4) reviews, processes and files H-
1B, O-1, and Green Card (I-140) Petitions with the U.S. Citizenship and 
Immigration Services; (5) provides advisory services and guidance on 
employment based green card petitions in the Alien of Extraordinary 
Ability category; (6) issues Certificate of Eligibility for J-1 
Exchange Visitor Status through the Student and Exchange Visitor 
Information System to non US citizens seeking CDC J-1 visa sponsorship; 
(7) coordinates and provides consultations and guidance on Interested 
Government Agency Waivers; (8) provides Immigration Training Workshops 
to CDC/ATSDR Administrative Staff; and (9) determines the appointment 
mechanism, legal status, and work authorizations for non U.S. citizens 
through the Visitors Management System.

Sherri A. Berger,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2016-28225 Filed 11-22-16; 8:45 am]
 BILLING CODE 4160-18-P