[Federal Register Volume 75, Number 99 (Monday, May 24, 2010)]
[Notices]
[Pages 28811-28813]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 2010-12347]


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DEPARTMENT OF HEALTH AND HUMAN SERVICES

Centers for Disease Control and Prevention


Statement of Organization, Functions, and Delegations of 
Authority

    Part C (Centers for Disease Control and Prevention) of the 
Statement of Organization, Functions, and Delegations of Authority of 
the Department of Health and Human Services (45 FR 67772-76, dated 
October 14, 1980, and corrected at 45 FR 69296, October 20, 1980, as 
amended most recently at 75 FR 2282 1-29, dated April 30, 2010) is 
amended to establish the Human Capital Management Office, Office of the 
Chief Operating Officer, Centers for Disease Control and Prevention.
    Section C-B, Organization and Functions, is hereby amended as 
follows:
    After the mission statement for the Office of Health and Safety 
(CAJP), insert the following:
    Human Capital Management Office (CAJQ). (1) Develops goals and 
objectives and provides leadership, policy formation, oversight, and 
guidance in program human capital planning and development; (2) plans, 
directs, and manages CDC-wide training programs; (3) develops, designs, 
and implements a comprehensive strategic human resource leadership and 
career management program for all occupational series throughout CDC; 
(4) provides technical assistance in organizational development, career 
management, employee development, and training; (5) maximizes economies 
of scale through systematic planning

[[Page 28812]]

and evaluation of agency-wide training initiatives to assist CDC 
employees in achieving required competencies; (6) assists in the 
definition and analysis of training needs and develops and evaluates 
instructional products designed to meet those needs; (7) works with 
partners, internally and externally, to develop a strategic vision for 
the public health workforce; (8) collaborates with CDC partners to 
develop workforce goals for all of CDC/ATSDR; (9) provides guidance and 
oversight to the Excellence in Learning Council to coordinate, inform, 
and share strategic vision for all of CDC's Centers/Institute/Offices 
(CIOs); (10) conducts internal succession planning, forecasting 
services, and environmental scanning to ascertain both current and 
future public health workforce needs; (11) provides leadership, 
oversight, and guidance in the management and operations of programs; 
(12) collaborates as appropriate, with the CDC Office of the Director 
(OD), CIOs, domestic and international agencies and organizations and 
provides a focus for short- and long-term planning within the Human 
Capital Management Office (HCMO); (13) conducts organizational 
assessments of CDC/ATSDR to determine compliance with agency guidance, 
regulatory and statutory requirements of federal human capital programs 
and initiatives; (14) conducts organizational studies of human capital 
policies, initiative or procedures as directed by OPM, HHS, CDC or 
other pertinent federal agencies; and (15) administers, develops policy 
and provides oversight of agency individual learning accounts (ILAs) 
and individual development plans (IDPs), performance management and 
other human capital programs.
    Office of the Director (CAJQ1). (1) Provides leadership and overall 
direction for HCMO; (2) develops goals and objectives, and provides 
leadership, policy formation, scientific oversight, and guidance in 
program planning and development; (3) plans, coordinates, and develops 
research plans for HCMO; (4) uses modeling and forecasting tools for 
workforce planning and decision making; (5) coordinates all program 
reviews; (6) reviews, prepares, coordinates, and develops proposed 
legislation, Congressional testimony, and briefing materials; (7) 
assists programs in establishing performance metrics and coordinates 
quarterly reviews with programs to ascertain status on meeting of the 
metrics; (8) coordinates budget formulation/negotiation related to 
program initiatives and goals management; (9) identifies relevant 
scanning/benchmarking on workforce and career development processes, 
services and products; (10) provides leadership and guidance on new 
developments and national trends for public health workforce; (11) 
establishes policies governing major learning initiatives and new 
learning activities, and works collaboratively within CDC and other 
components in planning, developing and implementing policies related to 
training initiatives, including but not limited to, ILAs, IDPs, and 
loan repayment programs; (12) develops unified CDC-wide administrative 
systems and advocates and supports the commitment of resources to 
application development; (13) coordinates management information 
systems and analyses of data for improved utilization of resources; and 
(14) directs systems analysis and design, programming, and systems 
training as it relates to implementation of new and existing 
administrative, management, and executive information systems.
    Planning and Policy Activity (CAJQ13). (1) Provides leadership, 
guidance, and consulting services for CDC on strategic workforce 
planning, performance management, and organizational development; (2) 
directs improvement in human capital programs with the objectives of 
increasing the operational effectiveness and efficiency of agency human 
capital initiatives, mission, goals and objectives; (3) serves as a 
bridge between human capital management and budgeting and financial 
management by using human capital performance metrics and information 
to support budget requests, and performance results for financial 
accountability; (4) assesses the impact of human capital initiatives; 
(5) promotes, supports, and advocates for strategic human capital 
management concerns and initiatives; (6) assesses the effectiveness of 
human capital policies and procedures focused on achieving 
organizational outcomes and ensuring strategic alignment; (7) provides 
policy and operational direction to workforce and career development 
programs across CDC; (8) promotes, supports, and advocates for quality 
education and training, workforce diversity, policy, and other 
initiatives needed to develop and maintain a vital public health 
workforce and a culture of excellence in learning; (9) provides a forum 
for information exchange among the workforce and career development 
officers, AHRC, CDC/OD, and other public health workforce development 
stakeholders; (10) develops and implements administrative policies, 
procedures, and operations, as appropriate for CDC/ATSDR, and prepares 
special reports and studies for the CDC/OD; and (11) provides guidance 
and oversight on the development of policies, procedures and processes 
associated with agency awards.
    Human Capital Planning Branch (CAJQB). (1) Participates with 
management in program planning, policy determination, evaluations, 
budget and decisions concerning the division; (2) works with AHRC, 
Office of the Chief Operating Officer, CDC Excellence in Learning 
Council, workforce and career development officers, and agency managers 
to carry out human capital management planning and development 
activities; (3) establishes, coordinates development and monitors 
implementation of the human capital accountability system framework for 
management of the human capital management plan; (4) ensures strategic 
alignment with OPM's Human Capital Assessment and Accountability 
Framework and HHS' associated procedures and deliverables; (5) 
identifies mission-critical occupations and their associated 
competencies to assess potential ``gaps'' in occupations and 
competencies that are essential to CDC achieving its strategic goals; 
(6) reports progress in meeting human capital management improvement 
objectives associated with the President's Management Agenda and other 
related government-wide human capital initiatives; (7) coordinates 
implementation of a succession plan for key leadership and technical 
positions with an emphasis on mission-critical occupations; (8) 
develops an agency-wide strategic hiring plan that includes recruitment 
and retention strategies to facilitate hiring members of under-
represented groups and those with the requisite professional/scientific 
skills for closing occupational series and/or competency gaps in the 
workforce; and (9) provides information on Commissioned Corps pay, 
benefits, performance management, assignments, retirement, etc., to 
members of the Corps and CDC management, and coordinates the 
Commissioned Corps promotion and award programs.
    Training and Career Development Branch (CAJQC). (1) Plans, directs, 
implements, supports, and coordinates the activities of the branch; (2) 
provides agency-wide leadership and guidance in all functional areas 
related to training and career development; (3) participates with 
management in program planning, policy determination, evaluations,

[[Page 28813]]

budget and decisions; (4) designs, develops, implements and evaluates a 
comprehensive strategic human resource leadership and career training 
and development program for all occupational series throughout CDC; (5) 
develops and implements training strategies and activities that 
contribute to the agency's mission, goals and objectives; (6) maintains 
employee training records; (7) maximizes economies of scale through 
systematic planning and evaluation of agency-wide training initiatives 
to assist CDC employees in achieving required competencies; (8) 
develops and validates occupational and functional competencies and 
develops related training plans; (9) develops and administers intern 
and professional development programs, the long-term training program, 
and the mentoring program; (10) administers and monitors the Training 
and Learning Management System for compliance with the Government 
Employees Training Act; (11) conducts training needs assessment of CDC 
employees nationwide and provides analysis and data to correlate 
individual training with corporate strategic plans; (12) develops and 
maintains assessment tools to identify core competency requirements for 
each occupational series throughout the agency; (13) provides 
consultation, guidance, and technical assistance to managers and 
employees in organizational development, career management, employee 
development, and training; (14) develops and delivers education and 
training programs to meet the identified needs of the public health 
workforce; (15) promotes, develops, and implements training needs 
assessment methodology to establish priorities for training 
interventions; (16) collaborates, as appropriate, with the CDC/OD, 
other CIOs, HHS, OPM and other domestic and international agencies and 
organizations; and (17) develops and implements policies related to 
employee training.

    Dated: May 12, 2010.
William P. Nichols,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2010-12347 Filed 5-21-10; 8:45 am]
BILLING CODE 4163-18-M