[Federal Register Volume 88, Number 132 (Wednesday, July 12, 2023)]
[Notices]
[Pages 44350-44359]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2023-14693]


-----------------------------------------------------------------------

DEPARTMENT OF HEALTH AND HUMAN SERVICES

Centers for Disease Control and Prevention


Reorganization of the Human Resources Office

AGENCY: Centers for Disease Control and Prevention (CDC), the 
Department of Health and Human Services (HHS).

ACTION: Notice.

-----------------------------------------------------------------------

SUMMARY: CDC has modified its structure. This notice announces the 
reorganization of the former Human Resources Office. In addition to 
functional realignments and new functional entities, the Human 
Resources Office was retitled to the Office of Human Resources.

DATES: This reorganization was approved by the Director of CDC on June 
28, 2023.

SUPPLEMENTARY INFORMATION: 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 88 FR 9290-9291, dated 
February 13, 2023) is amended to reflect the reorganization of Human 
Resources Office within the Office of the Chief Operating Officer, 
Centers for Disease Control and Prevention. Specifically, the changes 
are as follows:
    Under Part C, Section C-B, Organization and Functions, delete and/
or update functional statements for Human Resources Office (CAJQ) in 
their entirety and replace with the following:
    Office of Human Resources (CAJQ). (1) provides leadership, policy 
formation, oversight, guidance, service,

[[Page 44351]]

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 
Immediate Office of the Director (IOD), CDC components domestic and 
international agencies and organizations; and provides a focus for 
short- and long-term planning within the Office of Human Resources 
(OHR); (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 (HR) management systems and 
applications; (5) develops, 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 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 employees; (14) liaise 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 
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; (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; 
(22) administers and maintains the customer service help desk; (23) in-
processes full-time equivalents (FTEs) and non-FTEs requiring access to 
CDC facilities and systems; and (24) processes FTE and non-FTE 
separation and out-processing requests.
    Office of the Director (CAJQ1). (1) provides leadership and overall 
direction for OHR; (2) develops overall organizational goals and 
objectives; (3) provides policy formation and guidance in program 
planning and development; (4) plans, coordinates, and develops 
strategic plans for OHR; (5) develops and administers human capital and 
human resource management policies and procedures; (6) coordinates all 
program reviews; (7) provides technical assistance and consultation in 
the development of proposed legislation, Congressional testimony, and 
briefing materials; (8) establishes performance metrics and coordinates 
quarterly reviews to ascertain status on meeting of the metrics; (9) 
oversees budget formulation and execution; (10) identifies relevant 
scanning/benchmarking on workforce and career development processes, 
services and products; (11) provides leadership and guidance on new 
developments and national trends for the public health workforce; (12) 
establishes and oversees policies governing human capital and human 
resources management, and works collaboratively within CDC components 
in planning, developing and implementing policies; (13) develops 
strategic plans for information technology and information systems 
required to support human capital and human resources management 
information requirements; (14) serves as the business steward for human 
capital and human resources administrative systems and advocates and 
supports the commitment of resources to application development; (15) 
coordinates HR information resource management activities with the 
Office of the Chief Information Office (OCIO) and related governance 
groups; (16) oversees the management and development of information 
systems and analyses of data for improved utilization of resources; 
(17) serves as a liaison with HHS on the utilization and deployment of 
centralized HHS human capital and human resource management systems and 
applications; (18) applies standards of conduct regulations and review 
financial disclosure reports; and (19) conducts demographic analysis of 
the workforce and publishes results in management reports.
    In and Out-Processing Activity (CAJQ19). (1) serves as the central 
point of integration for employees, non-employees and affiliates 
(referred to in their entirety as ``customer or staff'') requiring 
access to facilities and use of systems and resources; (2) coordinates 
with the support of CDC components to retrieve customer information 
needed for in- or out-processing (IOP) services; (3) provides clarity 
about expectations for in- or out-processing; (4) coordinates with 
applicable business service offices (BSOs) to assure the appropriate 
requirements have been obtained for the clearance of staff; (5) 
initiates feedback and follows-up to determine customer information is 
prepared for final processing; (6) provides technical assistance, 
guidance, and consultation regarding IOP activities to customers and 
stakeholders; (7) establishes, maintains, and distributes records 
associated with the completion of the mandatory training requirements 
to gain physical access to CDC facilities and information technology 
systems; (8) coordinates with CDC components about the issuance and 
activation of smart cards and automation assets; (9) processes customer 
separation requests; (10) administers and maintains exit interview 
survey data; (11) serves as a point of contact for BSOs and programs to 
integrate customer requirements upon exiting the physical facility; and 
(12) maintains customer records in accordance with applicable 
disposition requirements.
    Transformation Activity (CAJQ1B). (1) leads and directs all 
transformation initiatives for OHR; (2) serves as an advocate on behalf 
of CDC to ensure the delivery of high-quality and timely human 
resources services; (3) manages the strategic planning program that 
provides a central focus for the management of HR programs; (4) 
supports the accomplishment of program goals and objectives by 
integrating them into long-range

[[Page 44352]]

business plans and workforce requirements; (5) provides administrative 
and technical assistance needed for accomplishing the work of OHR; (6) 
develops and assists with the implementation of OHR improvement plans; 
(7) provides advice and counsel related to improvement plans and 
transformation initiative; (8) monitors and oversees HR management 
programs in alignment with the human capital service delivery model; 
(9) develops methods of measurement to provide accurate assessments of 
the program against benchmarks and established short and long-range 
objectives; (10) collaborates with senior managers to integrate human 
resources management and development tools and strategies into the 
overall strategic objectives for the agency; (11) coordinates and 
integrates strategic planning initiatives with management, HR 
specialists, and other analysts, providing program guidance, oversight, 
and evaluation; (12) leads the efforts in the origination of new HR 
strategic planning techniques and/or new criteria or approaches and 
methods for program implementation and evaluation; and (13) develops 
recommendations on the modifications and corrections needed to bring 
proposed or existing agency human resources management directives into 
compliance with legal or precedent guidelines.
    Career Ready Program Activity (CAJQ1C). (1) facilitates career 
management in the development of highly competent enterprise-wide 
leaders and subject matter experts; (2) utilizes career community 
concepts for renewal, development, and sustainment of the CDC 
workforce; (3) establishes policy to evaluate workforce requirements 
and career community health; (4) manages and monitors the career 
communities; (5) analyzes, synthesizes and processes workforce data; 
(6) pursues competitive opportunities for workforce development to 
enhance the CDC's mission; (7) establishes metrics to monitor 
program(s)'s long and short-term goals, objectives and milestones and 
to determine program effectiveness; (8) applies cutting edge business 
practices and technology to enhance program(s) needed to successfully 
achieve goals and objectives; (9) provides advisory services on career 
development support programs; and (10) develops a world-class workforce 
at all levels built on growth, opportunity, and achievement within a 
culture of diversity, equity, inclusion, accessibility, and belonging,
    Human Capital Workforce Solutions Office (CAJQB). (1) provides a 
broad array of strategic programs, workforce support, and developmental 
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 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 HR Strategy and Advisory Services Office 
(HRSAS); (2) develops goals/objectives, and provides leadership, policy 
formation, oversight, and guidance in program planning and development; 
(3) plans, coordinates, and develops strategic plans for the HRSAS; (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 HRSAS; (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 Resources Strategic Business Support Activity (CAJQB3). (1) 
advises and facilitates strategic workforce planning and development; 
(2) supports OHR and CDC components 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 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 achieving 
strategic goals; (6) reports on the 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 Centers, Institute, and Office (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 
the agency's mission.
    Human Capital Strategy Activity (CAJQB5). (1) advises and 
facilitates short-and long-range strategic recruitment; (2) supports 
OHR and CIO program officials in evaluating its workforce and 
developing strategies to enhance diversity and inclusion practices that 
sources talent from all segments of society; (3) serves as a liaison 
with HHS and entities within and outside the agency to develop human 
capital management direction and strategies; (4) coordinates the 
development and implementation of an agency-wide strategic human 
capital recruitment plan; (5) 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; (6) provides recruitment, retention, 
consultation and support to customers; (7) 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 
the agency's mission; and (8) develops strategies that foster 
inclusion, support, and advancement of a diverse CDC workforce.
    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) develops 
retraining activities for CDC managers/employees affected by 
organizational changes (e.g. major reorganizations, outsourcing 
initiatives, etc.); (6)

[[Page 44353]]

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 agencies and organizations; and (16) develops and 
implements policies related to employee training.
    Office of the Director (CAJQC1). (1) provides assistance with 
travel orders and conference requests; (2) manages in processing, out 
processing and personnel actions; (3) liaises with the Enterprise 
Integration and Tiers Management Office and the Office of Strategic 
Business Initiatives regarding policy development/revision, manage 
implementation of policy at CDC University (CDCU), consult with CIOs 
regarding policy tracking/reporting policy compliance; (4) manages 
website/liaise with IT group; (5) develops/revises standard operating 
procedures, job aids, and manages mandatory training processes; (6) 
manages budget, distribution, monitoring, staffing/workforce plans, 
physical space planning/management, equipment/other resources; (7) 
develops and communicates vision/mission, strategic plans, and goals/
priorities; (8) sets office-wide processes and guidelines (telework, 
workflow, approval chains); (9) monitors work processes and products; 
and (10) establishes key performance indicators/metrics, monitoring/
analyzing/interpreting/reporting activity's performance data.
    Developmental Assessment, Design, and Evaluation Activity (CAJQC2). 
(1) develops and validates competency models; (2) develops and 
validates career paths for all competency models; (3) advises CDC 
components and individuals on use of electronic individual development 
plans; (4) designs, administers, scores/analyzes, and interprets/
reports competency assessments for CDC components, individuals, and 
enterprise-wide; (5) advises CDC components and individuals on best 
practices for assessing/identifying competency gaps/strengths and 
training needs; (6) designs, implements, scores/analyzes and 
interprets/reports developmental program evaluation methodologies 
within CDCU; (7) advises CDC components on the design and 
implementation of developmental programs; (8) advises CDC components on 
the design and implementation of developmental program evaluation; and 
(9) collects, analyzes and interprets/reports of organizational-level 
data, certification eligibility/compliance, quarterly/annual report).
    Training Administration Activity (CAJQC3). (1) manages room 
reservation/specification details (for CDCU and CDC components), 
visitor access, room setup, room signs, makes/posts schedules, 
receives/manages/distributes training materials; (2) processes training 
orders through the Vendor Supplied Training System and SharePoint 
entry; (3) manages Learning Portal, roster management, course 
communications; and (4) supports customers with phone calls, emails, 
training request process consultation, and processes coaching requests/
tracking.
    Program Development Activity (CAJQC4). (1) manages classroom/web-
based/blended program design and development, vendor/internal 
facilitator selections, programs curriculum planning/scheduling program 
administration process development; (2) markets and manages participant 
application/enrollment process, participant selection/notification, 
program communications, and monitors participant attendance/
participation; (3) develops/distributes program information/materials 
to participants, coordinates with vendors/internal facilitators 
regarding program requirements, and opens/facilitates the program; (4) 
coordinates with the Developmental Assessment, Design, and Evaluation 
(DAD-E) to establish evaluation methodology, auditing program courses, 
collection of evaluation data, reviews performance of program elements 
to inform revisions; (5) establishes memorandums of understanding/
agreements with local universities and other learning institutions; (6) 
recruits and consults with potential participants of external 
continuous learning programs; and (7) manages long term education 
process, New Employee Orientation, and mentoring and coaching programs.
    Training Delivery Activity (CAJQC5). (1) manages classroom/web-
based/blended curriculum, vendor/internal facilitator selections, 
curriculum/planning scheduling, program administration processes, 
determines courses that meet mandatory requirements, utilizes processes 
and requirements to provide continuing education credits to applicable 
courses; (2) manages all aspects of the biennial request for quote 
(RFQ) process to meet CDC training requirements, to include 
solicitation of proposals, vendor selection, and RFQ database 
maintenance, conducts market research to identify vendors that supply 
training via traditional and alternative platforms that meet CDC needs; 
(3) markets and manages participant enrollment process, determines 
audience types, program communications, and monitors participant 
attendance/participation; (4) develops/distributes course information/
materials to participants, coordinates with vendors/internal 
facilitators to ensure facility access, opening/facilitating courses; 
(5) coordinates with DAD-E to establish evaluation methodology, 
auditing courses, collection of evaluation data, reviews performance of 
courses to curriculum revisions; (6) forms and manages advisory 
councils to support curricula development; and (7) provides 
consultation and assistance in selecting vendor-supplied training to 
meet identified training needs.
    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, and incentive awards; (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 staff for 
personnel matters relating to substance abuse and other employee 
assistance programs; (4) plans, directs, coordinates, and conducts 
contract negotiations on behalf of agency management with labor 
organizations holding exclusive recognition; (5) represents management 
in third party proceedings involving labor and employee relations 
issues; (6) serves as the authority to ensure validity, consistency, 
and legality of

[[Page 44354]]

employee relations matters concerning grievances (both negotiated and 
agency procedures), disciplinary actions, adverse actions, and 
resultant third party hearings; (7) plans and coordinates all 
programmatic activities to include preparation of disciplinary and 
adverse action letters and all final agency decisions in grievances and 
appeals; (8) provides technical advice, consultation, and training on 
matters of employee conduct and performance; (9) 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 38 Hybrid, Title 42, Senior Executive Service (SES), 
Senior Biomedical Research Service (SBRS), and the Commissioned Officer 
Effectiveness Report (COER); and (10) coordinates performance 
management, strategic rewards and recognition programs and systems.
    Office of the Director (CAJQD1). (1) provides leadership and 
overall direction for the Workforce Relations Office (WRO); (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 WRO; (4) 
coordinates all program reviews; (5) provides technical assistance and 
consultation to the activities within the WRO; (6) coordinates, 
develops, and monitors implementation of program initiatives; (7) 
develops and administers labor-management program including: labor 
negotiations, collective bargaining, management representation before 
third parties, and partnership activities; (8) plans, directs, 
coordinates, and conducts contract negotiations on behalf of agency 
management with labor organizations holding exclusive recognition; and 
(9) represents management in third party proceedings involving labor 
relations issues.
    Employee and Labor Relations Activity (CAJQD2). (1) provides 
leadership, technical assistance, guidance, and consultation on 
employee relations; (2) develops and administers the employee relations 
program including: disciplinary actions and grievances and appeals; (3) 
serves as liaison with OSSAM and other staff for personnel matters 
relating to substance abuse and other employee assistance programs; (4) 
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; (5) plans and coordinates all 
programmatic activities to include preparation of disciplinary and 
adverse action letters and all final agency decisions in grievances and 
appeals; (6) provides technical advice, consultation, and training on 
matters of employee conduct and performance; (7) provides consultation, 
guidance, and technical advice to human resources specialists, 
managers, and employees on employee relations matters; (8) provides 
human resources services and assistance on advance leave; (9) manages 
and provides advice and assistance in the processing of the Voluntary 
Leave Donation Program; and (10) provides guidance on the Family 
Medical Leave Act (FMLA).
    Performance Management, Strategic Rewards, Recognitions, and 
Worklife 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 performance management systems (Title 5, Title 38 
Hybrid, Title 42, SES, SBRS, and the COER); (2) coordinates performance 
management, strategic rewards and recognition programs and systems; (3) 
administers and manages the Worklife Program, lactation support, 
transportation subsidy, child care centers; and (4) administers the 
telework programs to include medical telework.
    Client Services Office (CAJQE). (1) serves as the primary contact 
for 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) 
liaises with HHS and OPM in the area of human resources management; (4) 
provides leadership in identifying the recruiting needs, and assesses, 
analyzes, and assists programs in developing and executing short- and 
long-range hiring plans to meet these needs; (5) provides guidance to 
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 
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 (CSO); (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 CSO; (4) coordinates all 
program reviews; (5) provides technical assistance and consultation to 
the Activities within CSO; and (6) coordinates, develops, and monitors 
implementation of program initiatives.
    Customer Staffing Activity 1 (CAJQE2). (1) provides leadership in 
identifying recruiting needs, and

[[Page 44355]]

assesses, analyzes, and assists CDC programs in developing and 
executing short- and long-range hiring plans to meet these needs; (2) 
provides guidance in the development of staffing plans and job 
analyses; (3) 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; (4) 
plans, develops, implements, and evaluates systems to ensure 
consistently high quality human resources services; (5) establishes 
objectives, standards, and internal controls; (6) evaluates, analyzes, 
and makes recommendations to improve personnel authorities, policies, 
systems, operations, and procedures; (7) provides consultation, 
guidance, and technical advice on recruitment 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; (8) provides leadership, technical 
assistance, guidance, and consultation in human resource utilization, 
position management, classification and pay administration; and (9) 
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 2 (CAJQE3). (1) provides leadership in 
identifying recruiting needs, and assesses, analyzes, and assists 
programs in developing and executing short- and long-range hiring plans 
to meet these needs; (2) provides guidance to organizations in the 
development of staffing plans and job analyses; (3) 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; (4) plans, develops, implements, and evaluates systems 
to ensure consistently high-quality human resources services; (5) 
establishes objectives, standards, and internal controls; (6) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (7) 
provides consultation, guidance, and technical advice on recruitment 
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; (8) provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; and (9) 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 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 
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 personnel; and (8) responds 
to employment verification inquiries.
    Customer Staffing Activity 4 (CAJQE7). (1) provides leadership in 
identifying the international workforce recruiting needs, and assesses, 
analyzes, and assists programs in developing and executing short- and 
long-range hiring plans to meet these needs; (2) provides guidance in 
the development of staffing plans and job analyses; (3) 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; (4) plans, develops, implements, and 
evaluates systems to ensure consistently high-quality human resources 
services; (5) establishes objectives, standards, and internal controls; 
(6) evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (7) 
provides consultation, guidance, and technical advice on recruitment 
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; (8) provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; and (9) codes and finalizes all personnel actions in 
the automated personnel data system and ensures data quality control/
assessment, and files/records management.
    Special Hiring Programs Activity (CAJQEB). (1) serves as the 
primary contact for 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

[[Page 44356]]

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 Program and Student Intern/Fellowship Program; (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.
    Hiring Policy and Quality Review Activity (CAJQEC). (1) provides 
oversight, guidance and support for policy and human resources 
accountability activities; 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; (2) revises, updates, and monitors the 
implementation of human resources management policies and operational 
procedures as directed by OPM, HHS, CDC to ensure consistent 
application; (3) provides issues management and resolution support to 
OHR including internal and external customers; (4) provides leadership, 
oversight, guidance and support for policy activities supporting OHR; 
(5) serves as the focal point for the analysis, technical review of 
non-scientific policy documents that require approval/signature from 
the OHR Director; (6) responds to and coordinates requests for issues 
management information to ensure efficient responses to the OHR 
director; (7) operates as an internal audit function to maintain the 
accountability of HR areas and safeguards legal and regulatory 
requirements; (8) ensures HR goals and programs are aligned with and 
support the agency's mission; (9) ensures HR management office is 
guided by a data driven, and results-oriented processes; (10) ensures 
managers and HR practitioners are held accountable for their HR 
decisions; (11) assesses the effectiveness and efficiency of the HR 
function; (12) ensures HR programs and policies adhere to merit system 
principles and other pertinent laws and regulations; (13) conducts 
recurring delegated examining audits and periodic HR management reviews 
to verify and validate the level of compliance and performance; and 
(14) implements a plan for addressing issues or problems identified 
during accountability audits and related activities.
    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 established pay and compensation recommendation policies, 
and procedures; (3) provides expert HR advisory services and technical 
assistance support to the 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 agency's mission; (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 HHS-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 
Office of Management and Budget (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 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 ESRO; (4) coordinates all program reviews; (5) provides technical 
assistance and consultation to the activities within ESRO; and (6) 
coordinates, develops, and monitors implementation of program 
initiatives.
    Executive and Scientific 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 established pay and compensation recommendation policies, 
and procedures; (2) provides expert HR 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 agency's mission; (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.
    Executive and Scientific Staffing Activity (CAJQG3). (1) provides 
leadership, technical assistance, guidance, and consultation in the 
administration of policies and

[[Page 44357]]

procedures for the 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 U.S. Office of Exchange and Cultural Affairs, U.S. Citizenship 
and Immigration Services (USCIS), U.S. Department of Homeland Security, 
U.S. Department of State, Office of the Secretary/HHS, and U.S. 
Department of Labor to facilitate immigration procedures; (4) reviews, 
processes and files H-1B, O-1, and Green Card (I-140) Petitions with 
USCIS; (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-U.S. 
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 administrative staff; and 
(9) determines the appointment mechanism, legal status, and work 
authorizations for non-U.S. citizens through the Visitors Management 
System.
    Enterprise and Integration Tiers Management Office (CAJQH). (1) 
provides leadership, oversight, guidance and support for policy, human 
capital accountability, communication, and customer service supporting 
OHR; (2) develops, administers and monitors the implementation of human 
capital and human resources management policies and operational 
procedures as directed by OPM, HHS, CDC or other pertinent Federal 
agencies to ensure consistent application; (3) liaise with HHS and OPM 
on HR management, policy, compliance and execution of the Human Capital 
Assessment and Accountability Framework; (4) 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; and (5) 
provides issues management and resolution support to OHR including 
internal and external customers.
    Office of the Director (CAJQH1). (1) provides leadership and 
overall direction for the Enterprise and Integration Tiers Management 
Office, (2) provides leadership, oversight, guidance and support for 
policy, communications, human capital accountability, tiers management 
across the lines of business and offices/activities, communication, and 
customer service supporting OHR; (3) develops goals and objectives, and 
provides leadership, policy formation, communications, oversight, and 
guidance in special projects, program planning and development; (4) 
plans, coordinates, and develops strategic plans for the Office; (5) 
coordinates all program reviews; (6) provides technical assistance and 
consultation to the offices and activities within OHR; (7) coordinates, 
develops, and monitors implementation of program initiatives and 
activities; (8) oversees the service delivery model; (9) liaises with 
HHS and OPM on HR management, policy, compliance and execution of the 
Human Capital Assessment and Accountability Framework; (10) 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; (11) 
provides issues management and resolution support to OHR including 
internal and external customers; and (12) provides oversight of shared 
services approaches focused on achieving desired economies of scale, 
enhance consistency or standardization across the organization, improve 
quality, leverage technology investments, manage labor costs across OHR 
and provide greater value to the business.
    Tiers Management Activity (CAJQH2). (1) provides leadership, 
oversight, integrated and shared services within OHR, and guidance and 
support for policy activities supporting OHR; (2) develops, administers 
and monitors the implementation of human capital and human resources 
management policies and operational procedures as directed by OPM, HHS, 
CDC or other pertinent Federal agencies to ensure consistent 
application; (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 OHR Director or other senior leadership; 
(4) responds to and coordinates requests from the OHR/OD for issues 
management information to ensure efficient responses to the Director's 
priority issues; (5) operates as an internal audit function to maintain 
the operational integrity of HR and human capital areas and safeguards 
legal and regulatory requirements; (6) ensures that human capital goals 
and programs are aligned with and support the agency's mission; (7) 
ensures that human capital planning is guided by a data driven, 
results-oriented process toward goal achievement; (8) ensures that 
managers and HR practitioners are held accountable for their human 
capital decisions; (9) assesses the effectiveness and efficiency of the 
HR function; (10) ensures human capital programs and policies adhere to 
merit system principles and other pertinent laws and regulations; (11) 
conducts recurring delegated examining audits and periodic human 
capital management reviews to verify and validate the level of 
compliance and performance; (12) implements a plan for addressing 
issues or problems identified during accountability audits and related 
activities; (13) provides technical assistance, guidance, and 
consultation on employee and labor relations, employee services, pay, 
leave and benefits administration, staffing and recruitment, position 
classification; (14) provides issues management and resolution support 
to OHR including internal and external customers; (15) manages workload 
assessment and customer based training; (16) monitors customer 
satisfaction, (17) tracks and assess key performance indicators and 
other reporting requirements; (18) oversees, administers and maintains 
the enterprise -wide customer service help desk; (19) provides direct 
services spanning the full spectrum of personnel programs; (20) 
operates Employee Resource Center providing routine, repeatable and 
transactional support through knowledge management, customer contact, 
in a responsive, interactive manner; (21) serves as the end-to-end 
process owner; (22) collaborates with Tier 0-3 for all personnel 
programs executed by CDC; and (23) develops, administers, and monitors 
the implementation of human capital and human resources management 
policies and operational procedures as directed by OPM, HHS, CDC or 
other pertinent Federal agencies to ensure consistent application.
    Communication Activity (CAJQH4). (1) provides leadership, 
oversight, guidance and support for communication activities supporting 
OHR; (2) responds to and coordinates requests from the OHR/OD for 
issues management information to ensure efficient responses to the 
Director's priority issues; (3) provides and manages a wide range of 
communication services in support of

[[Page 44358]]

OHR; (4) facilitates open and transparent employee communication; (5) 
develops and implements internal and external public relations 
strategies to communicate upward and outward to customers and partners; 
and (6) utilizes multiple channels and methods to communicate and 
disseminate HR policies, announcements, procedures, information, and 
other relevant messages.
    Data Analytics and Technology Office (CAJQJ). (1) serves as the 
liaison to OCIO and HHS in the development, maintenance, and support of 
Department-wide human resource information systems and applications; 
(2) support capital planning and investment control activities related 
to all 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) supports periodic reporting requirements from CDC, HHS, OPM, and 
OMB; (5) oversees the HR information systems governance structure and 
change control board activities; (6) develops strategic plans for 
information technology and information systems required to support 
human capital and HR management information requirements; (7) 
coordinates HR information resource management activities with OCIO and 
related governance groups; (8) coordinates management information 
systems and analyses of data for improved utilization of resources; (9) 
provides business data strategy, data analytics, and reporting 
services; (10) performs analysis, forecasting, and modeling to 
interpret quantitative and qualitative data; (11) reports and evaluates 
organizational performance outcomes on key measures and metrics; (12) 
facilitates the administration, analysis and reporting of survey data; 
and (13) provides recommendations for business process reengineering 
efforts.
    Administrative and Operations Management Office (CAJQK). (1) 
provides leadership, oversight, and guidance in the management and 
operations of OHR programs; (2) provides and oversees the delivery of 
OHR-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, budget justifications and execute the OHR budget; (4) 
coordinates OHR requirements relating to contracts, grants, cooperative 
agreements, and reimbursable agreements; (5) develops and implements 
administrative policies, procedures, and operations, as appropriate, 
for OHR, and prepares special reports and studies, as required, in the 
administrative management areas; (6) liaises with related staff offices 
and other officials; (7) oversees the HR governance structure and 
change control board activities; (8) manages the OHR working capital 
fund activities; oversee the development and updating of annual 
performance plans; (9) provides administrative oversight of the 
telework management system to ensure all applicable employees are on 
the appropriate agreement; (10) provides oversight and administration 
of the purchase card and procure goods and services in compliance with 
applicable laws and regulations; (11) serves as liaison with OCIO on 
the timekeeping responsibilities for OHR; (12) prepares and processes 
personnel actions for the organization; (13) maintains oversight and 
administration of Freedom of Information Act and litigation hold 
requests; and (14) provides management and oversight of the property 
management program.
    Ethics and Integrity Office (CAJQL). (1) provides leadership, 
oversight, guidance, services and support, counseling, education and 
awareness and training for federally-mandated ethics requirements and 
activities supporting HHS and CDC; (2) develops, administers, and 
monitors the implementation of ethics-related programs, policies, and 
operational procedures as directed by Office of Government Ethics 
(OGE), HHS, CDC, and other applicable Federal entities to ensure 
compliance and consistent application across the agency; (3) liaises 
with HHS and OGE on ethical standards and expectations, ethics policy, 
compliance with Federal ethical guidelines, and their implementation at 
CDC; (4) conducts routine and periodic assessments to determine 
compliance with Federal requirements in support of the standards of 
ethical conduct, applicable regulations, policies, guidance, statutory 
requirements for ethics programs and initiatives; (5) provides 
procedures to capture and address ethics-related issues and resolution 
in support of the CDC workforce and applicable stakeholders; (6) plans, 
coordinates, and develops strategic plans for the Ethics and Integrity 
Office (EIO); (7) provides guidance and oversight for all program 
activities; (8) provides technical management and oversight for the 
activities within EIO; (9) provides management and oversight of ethics 
information systems, tools, and resources; (10) provides and oversees 
the delivery of agency-wide communications applicable to ethics-related 
training, services, and support activities; (11) monitors and manages 
the receipt, distribution, and accountability of organizational and 
individual ethics actions and activities; (12) captures, manages, and 
develops actionable ethics data reports to inform management decisions; 
(13) manages and responds to Federal and agency-related information 
requests applicable to CDC stakeholders; (14) provides and manages 
applicable files maintenance requirement for digital and physical 
environments; (15) prepares and provides special reports and 
information, routine and ad hoc, in the EIO functional management 
areas; (16) receives, reviews, and provides ethics counseling on 
financial disclosure actions to eliminate or mitigate conflicts of 
interest; (17) provides federally-mandated review, consultation, and 
recommendation on employee participation in activities in with outside 
organizations; (18) provides agency-mandated review, consultation, and 
recommendation on employee participation in official duties with 
external organizations on behalf of the agency; and (19) conducts a 
review and provides recommendations on compliance with statutes and 
regulations applicable to creative research relationships involving 
academic institutions, public health manufacturers, and private 
industry.
    Commissioned Corps Liaison Office (CAJQM). (1) serves as the 
liaison office for leadership to Commissioned Corps Headquarters (CCHQ) 
in the Office of the Surgeon General and is responsible for the 
administration of Public Health Service (PHS) officers stationed at CDC 
and ATSDR; (2) serves as the primary contact for management and 
officers in obtaining a full range of advisory services and personnel 
assistance related to the management of PHS officers; (3) provides 
leadership, technical assistance, guidance, and consultation for 
benefits, entitlements, career management, retirement counseling, 
promotion counseling, adverse actions, casualty assistance, special 
pays, flag positions, international assignments, Epidemic Intelligence 
Service and Laboratory Leadership Service officers, interns, Long-term 
Training, and personnel actions; (4) advises on Commissioned Corps PHS 
policies and systems such as salary/benefits, performance management, 
assignments, protocol, health benefits, training, permanent change of 
station, relocation, career management, standards of service,

[[Page 44359]]

readiness, deployments, and retirement; (5) provides PHS-related 
training to managers, supervisors, and PHS officers; (6) leads 
recruitment and retention efforts for staffing positions with PHS 
officers and champions diversity and inclusion efforts; (7) manages and 
administers the Commissioned Corps promotion and awards programs; (8) 
collaborates with CCHQ on deployments, manages agency deployments, 
oversees the Emergency Operations Center (EOC) Commissioned Corps 
deployment desk during activation of the EOC; and (9) plans, directs, 
and manages the Department of Defense's Eligibility Enrollment Report 
System identification card program for all active duty officers, 
retirees, and eligible dependents.
    Benefits and Employee Services Office (CAJQN). (1) provides 
leadership, technical assistance, guidance, and consultation on work-
life programs, pay, overseas allowances, retirement benefits, leave and 
benefits administration, on-the-job injuries and exposures to 
infectious diseases, debt complaints and other job-related issues; (2) 
coordinates and processes garnishment, child support, and other 
collection actions for employees; (3) provides technical advice, 
consultation, and training on matters of employee conduct and 
performance; (4) provides consultation, guidance, and technical advice 
to HR specialists, managers, and employees on the development, 
coordination and implementation of all payroll, benefits, retirement 
and worker's compensation initiatives; (5) provides personnel services 
relating to on-the-job injuries and exposures to infectious diseases; 
(6) facilitates the development and implementation of an agency-wide 
strategic approach to monitoring, evaluating, aligning, and improving 
benefits and employee services policies and practices; (7) provides HR 
services and assistance on domestic and international employee 
benefits, allowances and leave administration; (8) serves as liaison 
between CDC and the HHS payroll office resolving discrepancies with pay 
and leave; (9) administers the leave donor program and processes time 
and attendance amendments; (10) administers the Federal life and health 
insurance programs; (11) provides policy guidance and technical advice 
and assistance on retirement, the Thrift Savings Plan, health/life 
insurance, and savings bonds; (12) furnishes advice and assistance in 
the processing of Office of Workers' Compensation Program claims and 
the Voluntary Leave Donation Program; and (13) administers the 
Veteran's Leave Program and processes the leave in the payroll system 
and coordinates with Technical Service Activity to update employee's 
record.
    Office of the Director (CAJQN1). (1) provides leadership and 
overall direction for the Benefits and Employee 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 Benefits 
and Employee Services Office (BESO); (4) coordinates all program 
reviews; (5) provides technical assistance and consultation to the 
activities within BESO; (6) provides help desk support for BESO; and 
(7) coordinates, develops, and monitors implementation of program 
initiatives.
    Retirement and Benefits Services Activity (CAQJN2). (1) provides HR 
services and assistance on domestic and international employee 
benefits, overseas allowances, and leave administration; (2) serves as 
liaison between CDC and the HHS payroll office resolving discrepancies 
with pay and leave; (3) audits payroll-related discrepancies regarding 
leave programs and processes time and attendance amendments; (4) 
administers the Federal life and health insurance programs; and (5) 
provides policy guidance and technical advice and assistance on 
retirement, the Thrift Savings Plan, health/life insurance, and savings 
bonds.
    Compensation and Leave Administration Activity (CAJQN3). (1) 
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; 
(2) provides personnel services relating to on-the-job injuries and 
exposures to infectious diseases; (3) provides HR services and 
assistance on domestic and international employee benefits, overseas 
allowances; (4) furnishes advice and assistance in the processing of 
Office of Workers' Compensation Program claims; (5) furnishes advice 
and assistance in the processing of the Voluntary Leave Donation 
Program; (6) administers Veterans Leave Program and coordinates with 
the Technical Services Activity for record update; and (7) provides 
guidance on the FMLA.

Delegations of Authority

    All delegations and redelegations of authority made to officials 
and employees of affected organizational components will continue in 
them or their successors pending further redelegation, provided they 
are consistent with this reorganization.

(Authority: 44 U.S.C. 3101)

Robin D. Bailey, Jr.,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2023-14693 Filed 7-11-23; 8:45 am]
BILLING CODE 4163-18-P