Office of Assistant Secretary for Administration and Management, Statement of Organization, Functions, and Delegations of Authority, 27259-27262 [06-4346]

Agencies

• Office of the Secretary
• DEPARTMENT OF HEALTH AND HUMAN SERVICES

[Federal Register Volume 71, Number 90 (Wednesday, May 10, 2006)]
[Notices]
[Pages 27259-27262]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 06-4346]


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DEPARTMENT OF HEALTH AND HUMAN SERVICES

Office of the Secretary


Office of Assistant Secretary for Administration and Management, 
Statement of Organization, Functions, and Delegations of Authority

    Part A, Office of the Secretary, Statement of Organization, 
Functions and Delegations of Authority for the Department of Health and 
Human Services (HHS) is being amended at Chapter AJ, ``Office of the 
Assistant Secretary for Administration and Management (OASAM),'' as 
last amended at 70 FR 17690-1769, dated April 7, 2005. This amendment 
is to realign the human resources and acquisition functions and to 
establish a component for travel policy within ASAM. The changes are as 
follows:
I. Under Chapter AJ, ``Office of the Assistant Secretary for 
Administration and Management,'' Section AJ.10 ``Organization,'' delete 
in its entirety and replace with the following:
    Section AJ.10 Organization: The Office of the Assistant Secretary 
for Administration and Management is under the direction of the 
Assistant Secretary for Administration and Management, who reports to 
the Secretary and consists of the following components:
     Immediate Office (AJ)
     SW Complex Security Team (AJ1)
     Office of Human Resources (AJA)
     OS Executive Office (AJC)
     Office for Facilities Management and Policy (AJE)
     Office of Acquisition Management and Policy (AJG)
     Office of Small and Disadvantaged Business Utilization 
(AJH)
     Office of Diversity Management & Equal Employment 
Opportunity (AJI)
     Office of Business Transformation (AJJ)
     Program Support Center (P)
II. Under Section AJ.20 Functions, make the following changes:
A. Under AJ.20, Paragraph C, ``Office of Human Resources (AJA),'' 
delete in its entirety and replace with the following:

C. Office of Human Resources

    Section AJA.00 Mission. The Office of Human Resources (OHR) 
provides leadership in the planning and development of personnel 
policies and human resource programs that support and enhance the 
Department's mission. Provides technical assistance to the Operating 
Divisions (OPDIVs) in building the capacity to evaluate the 
effectiveness of their human resource programs and policies. Serves as 
the Departmental liaison to central management agencies on topics 
relating to human resources matters. Provides Department wide 
leadership for reorganization and delegation of authority, and other 
management programs.
    Section AJA.10 Organization. The Office of Human Resources (OHR) is 
headed by a Deputy Assistant Secretary for Human Resources who reports 
to the Assistant Secretary for Management and Administration, and 
consists of the following components:
     Immediate Office (AJA)
     Personnel Programs and Policy Division (AJA1)
     Executive Resources Division (AJA3)
     Performance Management Division (AJA4)
     Division of Workforce and Career Development (AJA5)
     Labor and Employee Relations Division (AJA6)
     Personnel Systems Division (AJA7)
     Human Resources Center (PJ1, PJ2, PJ4)
    Section AJA.20 Functions.
    1. The Immediate Office (AJA): The Immediate Office provides 
leadership to the development and assessment of the Department's human 
resources programs and policies. In coordination with the Operating 
Divisions, designs human resource programs that support and enhance the 
HHS missions. Provides technical assistance to the OPDIVs in building 
the capacity to evaluate the effectiveness of their human resource 
programs and policies, including the development of performance 
standards. Serves as the principal source of advice on all aspects of 
Department-wide organizational analysis including: Planning for new 
organizational elements; evaluating current organizational structures 
for effectiveness; and conducting the review process for reorganization 
proposals; manages the reorganization process for the Office of the 
Secretary (OS) requiring the Secretary's signature and the Assistant 
Secretary for Administration and Management; administers the 
Department's system for review, approval and documentation of 
delegations of authority; develops Department-wide policy and provides 
technical assistance on the use and application of delegations of 
authority; advises senior officials within the Department on 
delegations of authority, coordinates review of proposed delegations 
requiring the Secretary's or other senior officials' approval; analyzes 
and makes recommendations related to legislative proposals with 
potential impact upon the Department's organizational structure or 
managerial procedures; manages the Departmental Standard Administrative 
Code (SAC) system, providing oversight, advice, and assistance to 
ensure codes are in accord with the current approved organization; and 
provides special management review services for selected activities.
    2. Personnel Programs and Policy Division (AJA1): The Personnel 
Programs and Policy Division (PPPD): (a) Provides leadership to the 
planning and development of personnel policies and programs that 
support and enhance the Department's mission; (b) in coordination with 
the OPDIVs, formulates HHS policies pertaining to employment, 
compensation, position classification, and employee benefits; and (c) 
provides technical assistance to the OPDIVs in the proper application 
of Federal personnel laws, regulations, and policies.
    3. Executive Resources Division (AJA3): The Executive Resources 
Division (ERD): (a) Is responsible for the development, coordination, 
policy formulation and administration of the Department's Executive 
Resources Management program, excluding those functions associated with 
executive development; (b) serve as the central point of contact for 
executive resources operational matters, advising on a broad range of 
executive personnel management matters; (c) administer most aspects of 
the Senior Executive Service (SES) program and coordinating analytical 
studies impacting on executive personnel; (d) provide support as 
required to the Executive Secretary of the Executive Resources Board; 
(e) manage the SES control and allocation program, provides recruitment 
assistance when needed, and provide leadership and oversee the 
executive staffing; (f) review key position cases, expert and 
consultant appointment, Section 209(f) of Title 42, and other 
employment cases requiring Departmental approval; and (g) maintain 
Schedule C appointment control and principal position information 
listing.
    4. Performance Management Division (AJA4): The Performance 
Management Division (PMD), is responsible for the following activities 
related to performance management: (1) plan and develop personnel 
policies and programs; (2) formulate and implement

[[Page 27260]]

policies; and (3) provide technical assistance to the OPDIV in these 
areas.
    5. Division of Workforce and Career Development (AJA5): The 
Division of Workforce and Career Development (DWCD) responsibilities 
include requirements (i.e., 5 USC 4103 and 4121) mandated under the 
Federal Workforce Flexibility Act of 2004: (a) Formulate policies, 
regulations and procedures to evaluate and modify training programs and 
plans to promote a strategic approach to Departmental integration of 
training programs into overall mission accomplishment; and to ensure 
that they accomplish and effectively promote the Department's specific 
performance plans and strategic goals; (b) formulate, implement, 
evaluate and measure employee development activities as part of a 
comprehensive management succession program; (c) formulate and oversee 
the implementation of Department-wide policies, regulations, and 
procedures pertaining to training management, career development, 
career education and career mobility for all executive and non-
executive employees; (d) serve as the central HHS reference point for 
inquiries, guidance, interpretation and program monitoring and 
evaluation for training and workforce development planning; (e) develop 
new and enhance existing Department-wide training program (e.g., 
Emerging Leaders Programs, Senior Executive Service Candidate 
Development Program, etc.) and review and approve training programs 
proposed by OPDIVs, STAFFDIVs, or Human Resources Centers; (f) serve as 
the central HHS contact point and representative to non-government and 
government training communities and their auditors; e.g., Office of 
Personnel Management, General Accounting Office, and the Office of 
Management and Budget; and (g) monitor the implementation of a 
Department-wide automated training program and establishes reporting 
requirements, evaluation methods and measures.
    6. Labor and Employee Relations Division (AJA6): The Labor and 
Employee Relations Division (LERD): (a) Promote labor-management 
cooperation and promulgate labor-management relations policy and 
programs for the Department; (b) provider leadership, involvement, and 
training; (c) provide guidance and support for conducting labor-
management negotiations; (d) review negotiated agreement(s) or 
supplemental agreement(s) in accordance with the Federal Service Labor-
Management Relations Statutes requirements; (e) review local agreements 
and settlement agreement for compliance with applicable labor relations 
policy and collective bargaining agreements; (f) serve as the 
Department's focal point for liaison on personnel and labor relations 
issues with the Office of Personnel Management, the General Accounting 
Office, the Merit Systems Protection Board, and the Federal Labor 
Relations Authority; (g) develop, implement and interpret Departmental 
and Government-wide employee relations policy; (h) provides technical 
advice and assistance on employee relations issues to OPDIVs; (i) plan 
and develop personnel policies and programs related to benefits, and 
the Benefit Officer serves as expert in providing technical assistance 
to OPDIVs and STAFFDIVs.
    7. Personnel Accountability Systems Division (AJA7): The Personnel 
Accountability Systems Division (PASD): (a) Promote and supports OPDIV 
capacity building efforts, including innovative approaches to personnel 
management; (b) provide strategic advice to the Deputy Assistant 
Secretary for Human Resources, the Assistant Secretary for 
Administration and Management, and the Secretary on those initiatives 
having major workforce implications; (c) responsible for overseeing the 
planning, implementing and initial operations of the Department's human 
resources management data and information management system; (d) plan, 
coordinate and monitor major personnel policies and programs for the 
Department and for evaluating the effectiveness of human resources 
management in the Department; (e) is responsible for the Department's 
human resources accountability system; (f) have responsibility for 
planning policy and programs, including strategic planning (and the 
development of the Department's Human Capital Management Strategic 
Plan); and, (g) plan and coordinate the human capital portion of the 
Department's Government Performance and Results Acts strategic plan.
B. Under Section AJ.20 Functions; Paragraph G, ``Office of Acquisition 
Management and Policy (AJG),'' delete in its entirety and replace with 
the following:
    Section AJG.00 Mission: The Office of Acquisition Management and 
Policy (OAMP) provides management direction of the acquisition system 
including logistics, and provides similar direction for travel. 
Provides Department-wide leadership in these areas through policy 
development, performance measurement, and training. Represents the 
Department in dealings with OMB, GAO and other Federal agencies and 
Congress in the areas of procurement, logistics, and travel. Fosters 
creativity and innovation in the administration of these functions 
throughout the Department.
    Section AJG.10 Organization. The Office of Acquisition Management 
and Policy (OAMP), headed by a Deputy Assistant Secretary for 
Acquisition Management and Policy, who is the Senior Procurement 
Executive appointed pursuant to 41 U.S.C. 414(3) section 16(3), reports 
to the Assistant Secretary for Administration and Management, consists 
of the following components:
     Immediate Office (AJG)
     Division of Acquisition Policy (AJG1)
     Division of Logistics Policy (AJG2)
     Division of Travel Program and Policy (AJG3)
    Section AJG.20 Functions.
    1. Immediate Office of Acquisition Management and Policy (AJG). The 
Immediate Office of Acquisition Management and Policy provides 
leadership, policy, guidance and supervision, as well as coordinating 
long and short-range planning to constituent organizations. Also, 
provides technical assistance to the Operating Divisions and evaluates 
effectiveness of their acquisition, logistics, and small business 
programs, including the development of performance standards. Manages 
special departmental procurement initiatives and operations of the 
Program Support Center's Strategic Acquisition Service.
    2. Division of Acquisition Policy (AJG1). The Office of Acquisition 
Policy provides leadership in the area of acquisition through policy 
development, performance measurement and training. The office is 
responsible for the following: (a) Formulates Department-wide 
acquisition policies governing procurement activities, publishes these 
in regulations and manuals, and recommends and participates in 
development of government-wide acquisition policy; (b) provides advice 
and technical assistance on matters related to HHS acquisition programs 
and other special authorities such as authority to conduct ``Other 
Transactions''; (c) manages workforce development issues for the 
department's acquisition workforce including certification and 
warranting of contracting officers; (d) monitors the adoption of 
acquisition policies by the Department's Operating and Staff Divisions 
to ensure consistent policy interpretation and application, and 
provides standards for departmental

[[Page 27261]]

staff assigned contract management responsibilities; (e) conducts 
Performance Measurement of the Department's procurement system to 
ensure compliance with procurement laws and policies and efficient 
acquisition of the Department's program needs; (f) makes studies of 
problems requiring creation of new policies or revision of current 
policies, including the application of Departmental management controls 
and reports related to the Department's procurement activities, 
resolves issues arising from implementation of those policies; 
maintains similar relationships and associations with public and 
private contractor organizations; (h) serves as the Department's 
liaison in the area of acquisitions and maintains working relationships 
with OMB, GSA, GAO, and other Federal agencies to coordinate and assist 
in the development of policy and to participate in government-wide 
tests of procurement innovations; (i) conducts special projects to 
develop improved mechanisms for Department-wide management of 
procurement, researches, analyzes and tests innovative ideas, 
techniques and policies in the area of acquisitions, establishes and 
directs ad hoc teams to work on special projects to develop creative 
approaches to problems in the area of acquisition; and (j) supports the 
Chief Acquisition Officer in implementing Section 1421 of the Services 
Acquisition Reform Act of 2003.
    3. Division of Logistics Policy (AJG2). The Division of Logistics 
Policy (DLP) provides leadership focal point and liaison with the 
Operating and Staff Divisions in the area of logistics assets (personal 
property, supply chain, fleet, transportation) function through policy 
development, technical assistance, oversight and workforce development. 
The Division is responsible for the following: (a) Formulates 
Department-wide logistics policies governing the management of assets 
(personal property, supply chain, fleet, transportation); publishes 
these in manuals, guides and on the web, and recommends and 
participates in the development of Government-wide logistics policy; 
(b) monitors the adoption of logistics policies by the Department's 
Operating Divisions to ensure consistent policy interpretation and 
application; and provides advice and technical assistance on matters 
related to HHS logistics programs; (d) manages workforce development 
issues for the Department's logistics workforce including certification 
of logisticians; (e) conducts performance measurement of the 
Department's logistics system to ensure compliance with laws and 
policies and efficient management of Department's logistics needs; (f) 
studies, researches, analyzes and tests innovative ideas, techniques 
and policies in the area of logistics; and (g) sees the implementation 
of logistics functions throughout the Department; (d) develops, 
participates in and evaluates logistics training programs for 
Department staff; (e) researches, analyzes and tests innovative ideas, 
techniques and policies in the area of logistics; (f) serves as the 
Department's liaison in the area of logistics and maintains working 
relationships with OMB, GAO and other Federal agencies to coordinate 
and assist in the development of policy, and to participate in 
Government-wide projects of logistics innovations; (h) manages web-
based knowledge management and performance support system, including 
Federal and Departmental management information system to support the 
HHS, ASAM and OAMP's mission.
    4. Division of Travel Program and Policy (AJG3): The Division of 
Travel Program and Policy (DTTP): (a) Formulate Department-wide travel 
policies governing travel activities; publishes travel regulations and 
manuals; and recommends and participates in development of government-
wide travel; (b) provide advice and technical assistance on travel 
activities and policy matters to the Department's Operating Divisions; 
and (c) monitors the adoption of travel policies by the Department's 
Operating Divisions to ensure consistent policy interpretation and 
application; and (d) oversees the implementation of travel function 
throughout the Department; (e) develops, participates in and evaluates 
travel training programs for Department staff; (f) and serves as the 
Department's liaison in the area of travel and maintains working 
relationships with OMB, GAO and other Federal agencies to coordinate 
and assist in the development of travel policy.
C. Under Section AJ.20 Functions, add the following new Paragraphs:

1. Office of Diversity Management and Equal Employment Opportunity 
(AJI)

    Section AJI.00 Mission. The mission of the Office of Diversity 
Management and Equal Employment Opportunity (ODMEEO) is to provide 
leadership in creating and sustaining a diverse workforce and an 
environment free of discrimination at the Department of Health and 
Human Services. ODMEEO works pro-actively to enhance the employment of 
women, minorities, veterans, and people with disabilities. This is 
achieved through policy development, oversight, complaints prevention, 
outreach, and education and training programs. Provides resource 
management and equal opportunity services function for the Department.
    Section AJI.10 Organization. The Office of Diversity Management and 
Equal Employment Opportunity (ODMEEO) is headed by a Director for 
ODMEEO, who reports directly to the Assistant Secretary for 
Administration and Management, and consists of the following 
components:
     Diversity Management Division (AJI1)
     Equal Employment Opportunity (EEO) Programs Division 
(AJI2)
    Section AJI.20 Functions.
    1. Diversity Management Division (AJI1)--The Diversity Management 
Division (DMD): (a) Provides leadership in the planning and development 
of affirmative employment policies and programs that recognize and 
value the diversity of the Department workforce and promote a work 
place free of discrimination; (b) provides technical assistance and 
enabling tools to the OPDIVs in the design of innovative, effective 
affirmative employment programs; and (c) keeps top HHS officials 
apprised of workforce demographics and recommends positive 
interventions as needed.
    2. Equal Employment Opportunity Programs Division (AJI2). The Equal 
Employment Opportunity Programs Division (EEOPD): (a) Prepares, for the 
Director of Equal Employment Opportunity (EEO), final Departmental 
decisions on the merits of complaints of discrimination; (b) process 
conflict of interest complaints and prepare decisions on the merits for 
issuance by the EEO Director; (d) prepares final Departmental decisions 
on the merits for the signature of the Surgeon General regarding 
complaints of discrimination filed by members of the Commissioned 
Corps; (e) provides technical assistance and enabling tools to the 
OPDIVs in the design of innovative, effective affirmative employment 
programs and complaints management and prevention; and (f) serves as 
the Department's focal point for liaison with the Office of Personnel 
Management, the Equal Employment Opportunity Commission, and the 
General Accounting Office on issues pertaining to affirmative 
employment and discrimination complaints.

J. Office of Business Transformation (AJJ)

    Section AJJ.00 Mission. The Office of Business Transformation (OBT)

[[Page 27262]]

provides results-oriented strategic and analytical support for key 
management initiatives and coordinates with others the business 
mechanisms necessary to account for the performance of these 
initiatives and other objectives as deemed appropriate. OBT also 
oversees the implementation of competitive sourcing activities 
Department-wide, as a tool to generate savings and improve 
efficiencies. The OBT will also be responsible for integrating the work 
performed by ASAM in the areas of business process reengineering, core 
business mission activities, responsibility and investment matters as 
determined by ASAM.
    Section AJJ.10 Organization. The Office of Business Transformation 
(OBT), headed by a Deputy Assistant Secretary who reports directly to 
the Assistant Secretary for Administration and Management consists of 
the following components:
     Division of Strategic Initiatives (AJJ1)
     Division of Competitive Sourcing (AJJ2)
    Section AJJ.20 Functions.
    1. Division of Strategic Initiatives (AJ). Division of Strategic 
Initiatives (DSI): (a) Provides coordination and management support to 
ASAM as appropriate for all HHS management initiatives through active 
involvement in the process and related activities necessary to the 
successful accomplishment of same; (b) performs management and 
administrative analysis for a variety of management initiatives, either 
proposed or ongoing, to improve management effectiveness and gain 
management efficiencies on a Department-wide basis; (c) develops policy 
and guidelines to promulgate these initiatives to the extent determined 
necessary; and (d) work collaboratively with STAFFDIVs, especially the 
Office of the Assistant Secretary for Planning and Evaluation and the 
Office of Budget, Technology and Finance, in formulating the process of 
for developing the annual Department-wide Objectives.
    2. Division of Competitive Sourcing (AJJ2). Division of Competitive 
Sourcing (DCS): (a) Provides Department-wide leadership, centralized 
oversight and coordination of competitive sourcing activities; (b) 
develops policy and issues guidelines relating to competitive sourcing; 
and (c) represents the Department in dealings with OMB, GAO and other 
Federal agencies in the area of competitive sourcing.
    III. Continuation of Policy: Except as inconsistent with this 
reorganization, all statements of policy and interpretations with 
respect to the Office of the Secretary, the Assistant Secretary for 
Administration and Management heretofore issued and in effect on this 
date of this reorganization are continued in full force and effect.
    IV. 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.
    V. Funds, Personnel and Equipment: Transfer of organizations and 
functions affected by this reorganization shall be accompanied in each 
instance by direct and support funds, positions, personnel, records, 
equipment, supplies and other resources.

    Dated: April 26, 2006.
Joe Ellis,
Assistant Secretary for Administration and Management.
[FR Doc. 06-4346 Filed 5-9-06; 8:45 am]
BILLING CODE 4150-04-M