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U.S. Department of Education

U.S. Department of Education

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Functional Statements > Office of Finance and Operations

The Office of Human Resources (OHR) provides leadership and direction in the formulation and implementation of human capital policies, programs, and systems to promote efficient and effective federal workforce management and provides operational support and oversight for the full lifecycle of employment for employees of the Department of Education. In performing its responsibilities, OHR:
                -  Provides leadership and advice on matters affecting strategic human capital planning, workforce management, programs, policies, accountability, and reporting. 
                -  Represents the Department of Education on strategic workforce management matters with the Office of Personnel Management (OPM), Office of Management and Budget (OMB), other Federal agencies, the Congress and the public. 
                -  Monitors the Department’s human capital management performance by evaluating and auditing the results of its policies, operations, and programs for compliance with merit systems principles and adherence to focus areas within the human capital framework (i.e., strategic planning and alignment, talent management, performance culture and evaluation). 

OHR is led by a member of the Senior Executive Service who serves as the Chief Human Capital Officer (CHCO) for the Department and reports to the Principal Deputy Assistant Secretary (PDAS) for the Office of Finance and Operations. The CHCO is supported by a Deputy, who is also a member of the Senior Executive Service and serves as a strategic partner, leader, and technical human resources expert.

OHR is comprised of eight Divisions each of which is led by a Director:
                - Business and Administrative Services Division
                - Human Capital Policy and Accountability Division
                - Executive Resources Division
                - Workforce Relations Division
                - Labor and Employee Relations Division
                - Talent Development Division
                - Recruitment, Staffing and Compensation Division    Human Capital Strategy Division   Top  Business and Administrative Services   BASD is responsible for managing core business and administrative functions for the Immediate Office (IO) of the Chief Human Capital Officer and OHR Divisions. Core business and administrative functions include Internal/External Communications, OHR Human Capital Management, Financial Management, and Acquisition Management.  In carrying out the communications function, BASD implements a comprehensive strategic communications plan; reviews and coordinates internal and external communications; manages the OHR Team SharePoint site and updates knowledge management information; tracks and facilitates deadlines and due dates; facilitates FOIA requests, control correspondence and Office of the Secretary clearances.   In carrying out the OHR human capital management function, BASD implements and interprets human capital management policies to efficiently and effectively develop and retain a high-quality and productive workforce. In this capacity, BASD develops hiring actions for the Chief Human Capital Officer (CHCO), manages the OHR staffing plan, coordinates OHR new hire on-boarding; and ensures employee REACH plans, IDPs and certifications are maintained.  In carrying out the financial management function, BASD administers integrated HR budget, travel, training and acquisition plans. BASD reviews budget data to ensure justifications support requests, are reasonable, and in line with historical data; monitors spending to minimize end of year surpluses and ensures invoices are paid timely. BASD processes and monitors all OHR contracting vehicles and investments to ensure they remain in scope and are executed timely.  Top  Executive Resources Division   In carrying out its responsibilities, the Executive Resources Division (ERD):                    - Provides advisory and operational services in the areas of competitive and excepted service positions, political appointments, position management and classification, staffing and placement, pay and leave, performance and awards, conduct and discipline, executive level allocations, accountability and assessments, and Presidential transitions.  Top  Human Capital Policy and Accountability Division  In carrying out its responsibilities, the Human Capital Policy and Accountability Division (HCPAD):                    - Develops human resources management policies for the administration of the Department’s human capital management initiatives to efficiently and effectively attract, recruit, develop, and retain a high-quality, productive workforce for the Department in accordance with merit systems principles.
                  - Manages and implements the Department’s Human Capital Accountability System through evaluation, measurement, data collection, and oversight of improvement plans and reports; conducts periodic and ad hoc accountability audits and reviews of human resources practices to ensure compliance with law, regulation, policies, and prescribed practices. 
                  - Manages the human capital performance evaluation process (HRStat) that identifies, measures, and analyzes human capital data to inform the impact of an agency’s human capital management on organizational results with the intent to improve human capital outcomes.
                  - Facilitates quarterly HR Stat reviews with senior leadership to identify and monitor human capital measures and targets that inform agency progress toward strategic human capital management goals and priorities.
                  - Collaborates with OPM during annual human capital reviews on the implementation and achievement of agency human capital goals.  Top  Workforce Relations Division  In carrying out its responsibilities, the Workforce Relations Division (WRD):                    - Provides operational support to the Department in the areas of performance management, awards, retirement, benefits administration, and work life programs.
                  - Administers employee benefits, workers compensation, workforce management, programs, such as alternative work schedules, benefits, and telework/flexiplace programs, and oversees and manages employee assistance program services to promote healthy work/life balance and the Federal Occupational Health contract.  The Workforce Relations Division has two Branches:                    - Benefits and Work/Life Branch
                  - Performance Management Branch  Benefits and Work/Life Branch  The Benefits and Work/Life Branch (BWLB) administers employee benefits, and provides information, referrals, and support services to Department employees in balancing the demands of work, family, and personal issues. The Branch works to create a flexible, supportive environment to engage employees and maximize organizational performance. The Branch’s programs are critical management tools for the Federal community as we strive to maintain an excellent, engaged, and mission focused workforce. Key work-life programs offered to Federal employees include worksite health and wellness, Employee Assistance Programs, Federal Occupational Health, workplace flexibilities, telework, alternative work schedules, elder care, Voluntary Leave Transfer Program, Voluntary Leave Bank Program and Workers’ Compensation.  Performance Management Branch  The Performance Management Branch is responsible for developing, administering, coordinating and overseeing key performance management programs, the Awards Recognition Program, the Drug Testing Program, and the Unemployment Program. The Branch provides guidance and direction throughout the full performance cycle to employees and supervisors (i.e., aligning elements and standards with strategic objectives, planning work, setting expectations, monitoring performance, rating and rewarding good performance).  The Branch is also responsible for managing the Department’s non-SES employee performance and awards.    Top  Labor and Employee Relations Division   In carrying out its responsibilities, the Labor and Employee Relations Division (LERD):                    - Provides operational support to the Department in the areas of labor and employee relations, conduct and discipline, and grievances. 
                  - Provides direction and oversight for the Department’s labor-management relations programs and appraises the effectiveness of labor- management relations throughout the Department. 
                  - Provides training, guidance, advice, and operational support to supervisors, managers, and others regarding pertinent laws, government-wide regulations, case law, third party actions, and agency policy.   Additionally, the Branch provides the statutory function of Agency Head Review (AHR) on collective bargaining mid-term and term agreements. In support of strategic plans and other objectives of the Department, the Branch also provides technical advice and assistance to management on all matters pertaining to employee conduct and labor-management relations in the administration of negotiated labor agreements, coordinates Labor Impact Statements, administers the Department’s Drug program, and manages the Unemployment Compensation program.  Top  Talent Development Division  In carrying out its responsibilities, the Talent Development Division (TDD):                    - Partners with stakeholders and employees at all levels to build a skilled, diverse, and engaged workforce through strategic employee and organizational development.
                  - Provides operational oversight of the Department’s training and development infrastructure, contracts, learning technology, and internal/external training programs in support of workforce development needs.
                  - Provides leaders with advice and assistance on organizational development needs, such as employee engagement, action planning in response to the Federal Employee Viewpoint Survey, organizational improvement and effectiveness, and employee suggestions.
                  - Identifies and develops workforce competency models, conducts workforce competency- based needs assessments, identifies agency priorities for employee training and development, develops and administers evaluations for workforce development activities and analyzes the results to determine their impact and effectiveness.  Top  Recruitment, Staffing and Compensation Division  The Recruitment, Staffing and Compensation Division (RSCD) provides oversight, consultation and operational services to the Department in the areas of staffing, recruitment and classification, student employment, special hiring initiatives, payroll, personnel processing and management of personnel records.  The Director is supported by a Deputy, who serves as a strategic business partner providing comprehensive human resources management staffing, classification, and advisory services to ED customers.  The Recruitment, Staffing and Compensation Division has four Branches:                    - Classification and Advisory Branch 
                  - Staffing and Advisory Branch A
                  - Staffing and Advisory Branch B
                  - Payroll and Personnel Processing Branch  Classification and Advisory Branch  The Classification and Advisory Branch (CAB) serves as a strategic business partner with customers to provide guidance, direction, and operational support regarding effective position management as well as federal classification laws, regulations and policies.  Staffing and Advisory Branch A  The Staffing and Advisory Branch A (SABA) serves as a strategic business partner with customers to provide guidance, direction, and operational support in the areas of federal personnel staffing, using appropriate systems, and following merit system principles, laws, regulations and policies.  Staffing and Advisory Branch B  The Staffing and Advisory Branch B (SABB) serves as a strategic business partner with customers to provide guidance and direction, as well as operational and administrative support, in the areas of student employment and special hiring initiatives. This includes Veteran recruitment and hiring, the Diversity and Inclusion Program, Pathways Programs (Student Interns), Recent Graduates, Presidential Management Fellows (PMF), and the Student Volunteer Internship Program.  Payroll and Personnel Processing Branch  The Payroll and Personnel Processing Branch (PPPB) provides guidance, oversight and operational support regarding pay and leave administration matters. The Branch is responsible for processing personnel and pay actions/data to include position accounting, accession data, employee and pay records, back-pay, settlements, payroll accounting and eOPF maintenance and record keeping to satisfy Departmental information requirements. The Branch maintains oversight and management of the records information life cycle which includes collection (collect and retrieve), maintenance (use, file and access) and disposition (destruction, sanitization and transfer) of personnel files and records.  Top  Human Capital Strategy Division  The Human Capital Strategy Division (HCSD) is responsible for aligning strategic human capital planning with agency mission, goals and objectives; informing strategic HR decision making and supporting effective workforce management; administering and managing integrated HR Line of Business (HRLoB) shared service provider systems and Department HR IT systems; and overseeing the integrity and reliability of HR data and databases.  In support of these functions, the Division:                    - Oversees development of the Department’s strategic human capital management strategies to ensure human capital programs are aligned with agency mission, goals and objectives through analysis, planning, investment and measurement.   
                  - Develops, monitors, and tracks the Department’s Human Capital Operating Plan (HCOP), which serves as an implementation document and articulates how the Department will execute the human capital elements of the agency strategic plan and annual performance plan, and maintain alignment with the Government Performance and Results Act (GPRA) Modernization Act of 2010.   
                  - Develops and maintains a strategic framework that facilitates and guides agency and component-level workforce planning, analysis, implementation and monitoring to meet current and future workforce needs. 
                  - Provides Department-wide and component-level workforce planning and analysis products. 
                  - Provides consultation, advice and oversight of reorganizations and delegations of authority. 
                  - Facilitates user defined queries and provides end user support, training, and guidance to enable customers to access and use routine, self-service predefined and customized HR reports in the DataMart library.
                  - Serves as system owner and administrator for Department HR IT systems and agency liaison/COR for shared service provided systems (i.e., Interior Business Center, Monster, OPM, etc.), including Federal Personnel and Payroll System (FPPS), FPPS Datamart (OBIEE), WTTS/EODS, EDHires (Monster), WebTA, eOPF, Employee Express, FedTalent, and USA Performance.
                  - Ensures the rigorous application of information security and information assurance policies, principles, and practices in the delivery of HR data and data management.
                  - Works directly with HR operational staff to validate and correct data discrepancies and ensures effective controls are developed and implemented to prevent recurrence.  Top              Printable view  Last Modified: 04/20/2023           How Do I Find...- Student loans, forgiveness
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