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Office of Human Resources
The Office of Human
Resources has primary staff responsibility for planning, developing, and
implementing policies, programs, standards, and systems for effective
acquisition, utilization, development, and management of human resources
to accomplish the overall mission of the Department; for evaluating
effectiveness of the Department's personnel management program; and for
the analysis of position structures. The Office has Departmental
responsibility for the Office of Management and Budget, Office of
Personnel Management, Merit Systems Protection Board and Federal Labor
Relations Authority directives and is the liaison with these
organizations and other agencies concerning human resources management.
The Office interprets laws, executive orders, rules and regulations, and
provides technical and professional assistance, advice and guidance to
the Secretariat and the bureaus.
Draft Hiring Reform Plan
HR Staff Employees
The Director of Human
Resources responds to the Assistant Secretary - Policy, Management
and Budget and reports to the Assistant Secretary
through the Deputy Assistant Secretary - Performance, Accountability and
Human Resources and is aided by an Associate Director and three Division
Chiefs.
The office develops and
implements policies, procedures, programs and services to facilitate the
successful implementation of the described initiatives on behalf of the
Office of the Secretary. Policies, programs, procedures and services are
developed and implemented by the following offices.
·
Executive Resources Division
·
Human Resource Systems
·
Human Capital Accountability Division
·
Labor/Employee Relations Division
·
Staffing,
Classification and Career Management Division
Executive Resources Division
The Executive Resources Division develops,
formulates, coordinates, and administers the Department’s Executive
Resources program. This includes facilitating decisions by and
providing administrative support to the Department’s Executive
Resources Board (ERB). The ERB plays a prominent role in managing
the Senior Executive Service (SES) Senior Level (SL) and Scientific and
Professional (ST) needs and allocation requirements of DOI’s
bureaus and offices. The division provides the following services
in support of ERB activities: position management, classification,
qualifications determinations, documenting merit selections, pay setting,
pay adjustments, developing performance appraisal systems, adjudication
of pay-for-performance decisions for pay adjustments and performance
awards, Presidential Rank Award coordination, assisting with executive
development programs, Presidential Management Fellow certification, and
other assigned tasks.
Human Capital Accountability Division
DOI's Human Capital
Accountability Division was established in FY 2006 and provides for a
systematic, Department-wide process for monitoring, analyzing, and
improving performance in all aspects of human capital management.
This includes a system for evaluating policies, programs, and activities
as they support and are aligned with the goals outlined in DOI’s
Strategic Plan and its Strategic Human Capital (HC) Management Plan, and
to ensure that the use of Human Resources (HR) authorities comply with
merit system principles, laws, regulations, and agency policies.
The Department works with
each of the bureaus and equivalent offices to establish a schedule for
conducting independent HC accountability reviews based on criteria set
forth in the Office of Personnel Management’s Human Capital
Assessment and Accountability Framework (HCAAF). The purpose of
these reviews is to determine how well HR programs, operations, and the
use of personnel authorities contribute to mission accomplishment and the
goals of the Department. These reviews assess the efficiency,
effectiveness, legal compliance, and results of the operations associated
with the following HCAAF systems: strategic alignment, leadership
and knowledge management, results-oriented performance culture, talent,
and accountability. The review process adds value to agency
operations through assessment of HR management procedures, systems, and
results at the operational level and improvement when appropriate.
The process further provides a means for capturing best practices for
possible broader applicability and use as well as for identifying
solutions and lessons learned.
Human Resource Systems
The
Division has primary responsibility for planning policies and programs,
including strategic planning (and the development of the Department's
Human Resources Management Strategic Plan); tactical planning; workforce
and succession planning; the human resources portion of the Department's
Government Performance and Results Act strategic plan; performing
personnel-related aspects of OMB circular A-76; demonstration projects;
workforce modeling and analysis; the Privacy Act and Freedom of
Information Act; maintaining relationships with professional societies;
monitoring legislative and regulatory developments; identifying and
recommending changes in program direction and emphasis.
The Division has primary responsibility for planning,
implementing, and operating the Department's human resources management
data and information management systems, including the Federal Personnel
and Payroll System (FPPS), and other satellite systems.
The Division has primary responsibility for planning,
coordinating, and monitoring major personnel policies and programs for
the Department, and for evaluating the effectiveness of human resources
management in the Department. The Division's responsibilities include:
the department's Human Resources Accountability System; administering the
personnel management delegations of authority program; managing the
personnel issuance system; assuring coordination of programs across
functional and organizational lines; monitoring major program objectives;
reviewing and evaluating the effectiveness of Departmental personnel
programs and policies; integrating and coordinating bureau personnel
evaluation programs with those of the Office of Personnel Management and
the Department; reviewing and evaluating bureau and office personnel
programs.
Labor/Employee Relations Division
The
Division has responsibility for the Departmental employee relations,
benefits, absence and leave, awards programs (length of service,
incentive awards, and functional awards), occupational health and safety
programs, drug testing, violence in the workplace, family-friendly and
personnel-related quality of work-life/productivity activities. Among the
employee relations areas handled are performance management (appraisals
and standards), grievances, adverse actions, disciplinary actions,
dispute resolution, and appeals. Provides guidance on a variety of issues,
e.g., alternative work schedules, acquired immune-deficiency syndrome
(AIDS), trial and probationary periods, and benefits (retirement, health
and life insurance, social security, Thrift Savings Plan, Employee
Express, Medicare, VERA), injury and unemployment compensation. Awards
activity concentrates on the Secretary's performance awards and
prestigious awards of external organizations. Administration of the above
programs is accomplished through analysis of legislative and regulatory
proposals, development of Departmental policies and procedures, advice
and assistance on unusually complex cases, periodic studies and
evaluation efforts.
The Division has primary responsibility for
Department-wide management advisory services on dealings with labor unions
and the application of policy concerning labor-management relations under
Title 5, united States Code (U.S.C.), Chapter 71. The Division
establishes long and short-range objectives, develops strategies,
projects, and plans for a systematic approach to labor-management
relations on a Department-wide basis. These responsibilities include such
areas as: policy issuances; guidance and direction; representational
matters; unfair labor practices; grievances; arbitrations; contract
administration; negotiations; impasse proceedings; consultations with
unions; labor agreement approval; training in labor relations; and
contingency planning for work stoppages. The Division maintains liaison
with the Office of Personnel Management (OPM), to ensure coordinated Department-wide
approaches on Government-wide efforts, and ensures appropriate internal
coordination within the Department. Exercises leadership in evaluating
the labor relations programs of bureaus and monitoring major
labor-management developments throughout the Department. Consults with
national and international labor organizations and has primary
responsibility for maintaining relations with national headquarters
offices which have Department recognition. Serves as primary contact for
all issues requiring national consultation with unions under Title 5,
U.S.C. on behalf of the Department. Exercises leadership in third-party
activity for cases before the Federal Labor Relations Authority (FLRA),
the Federal Service Impasse Panel (FSIP), the Federal Mediation and
Conciliation Service (FMCS), arbitrators, and other Third-party
administrative forums where necessary. Reviews negotiated agreements and
recommends approval or disapproval to the Director of Personnel.
Staffing, Classification and Career Management Division
The Division has primary responsibility for
recruitment (selective factors, OPM certification, delegated examining,
applicant supply file), placement, merit promotion (competitive actions,
non-competitive actions, areas of consideration, certification),
employment policy, staff planning, qualification standards, medical
qualification standards, testing, Outstanding Scholar appointments,
Intern programs (Diversity, Presidential Management, Student), seasonal
employment, details, volunteer programs, buyouts, furloughs, variation
requests, Federal Equal Opportunity Recruitment Program,
Reduction-in-Force and Veterans programs. Develops and operates the
Department's applicant referral processes and the placement assistance
programs (including the Career Transition Assistance Program, Interagency
Career Transition Assistance Program, and Special Placement Program). The
Division also coordinates and monitors the Department's Welfare to Work
program.
The
Division has primary responsibility for position classification, position
management, classification standards programs, consistency reviews,
adjudication of classification appeals, pay, and compensation programs.
The Division analyzes and reviews position structures in bureaus and
offices and recommends appropriate action; designs position structures
and requirements to achieve maximum cost effectiveness and contribution
to program goals; provides advice and assistance to management in these
program areas; and administers the classification appeals program for the
Department. Reviews proposed organizational revisions and makes
recommendations regarding position management and other personnel
implications. Provides classification advice and assistance to the bureaus
and generally oversees the effectiveness of the classification program
throughout the Department. Compensation and Pay aspects include merit and
premium pay, hourly wage rates, General Schedule pay setting, special
rates, FEPCA, FLSA, pay determinations, pay appeals, backpay, and wage
surveys.
The Division has primary responsibility
for the Department's policy on training; upward mobility; supervisory,
manager, and executive development systems; assessment systems; mobility
programs; participation in the Executive Seminar Centers;
Intergovernmental Personnel Act assignments; and the Senior Executive
Service Candidate Development Program. The Division also establishes
policies in all areas of career management including, orientation and
acculturation programs, succession planning, technical and skills
training, mentoring programs, management and leadership training,
supervisory training, and career development programs (career entry and
developmental, mid-level intake and developmental, career broadening,
leadership potential, and executive preparation)
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Last Updated on 6/08/2011
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