[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