Office of the Assistant Secretary for Administration and Management; Organizations, Functions and Delegations of Authority, 40155-40157 [07-3547]
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Federal Register / Vol. 72, No. 140 / Monday, July 23, 2007 / Notices
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
Office of the Secretary
[OS–0990–0221; 30-day notice]
Agency Information Collection
Activities: Proposed Collection;
Comment Request
Office of the Secretary.
In compliance with the requirement
of section 3506(c)(2)(A) of the
Paperwork Reduction Act of 1995, the
Office of the Secretary (OS), Department
of Health and Human Services, is
publishing the following summary of a
proposed collection for public
comment. Interested persons are invited
to send comments regarding this burden
estimate or any other aspect of this
collection of information, including any
of the following subjects: (1) The
necessity and utility of the proposed
information collection for the proper
performance of the agency’s functions;
(2) the accuracy of the estimated
burden; (3) ways to enhance the quality,
utility, and clarity of the information to
be collected; and (4) the use of
automated collection techniques or
other forms of information technology to
minimize the information collection
burden.
Type of Information Collection
Request: Extension.
Title of Information Collection:
Family Planning Annual Report: Forms
and Instructions.
Form/OMB No.: 0990–0221.
Use: This annual reporting
requirement is for family planning
service delivery projects authorized and
funded under the Population Research
and Voluntary Family Planning
Programs (Section 1001 Title X of the
Public Health Service Act, 42 U.S.C.
300). The FPAR is the only source of
annual, uniform reporting by all Title X
family planning service grantees. OPA
uses FPAR data to monitor compliance
with statutory requirements, to comply
with accountability and performance
requirements for GPRA and HHS plans
and to guide program planning and
evaluation.
Frequency: Reporting Annually.
Affected Public: State, Local, or Tribal
Government.
Annual Number of Respondents: 88.
Total Annual Responses: 88.
Average Burden per Response: 20
Hours.
Total Annual Hours: 1760.
To obtain copies of the supporting
statement and any related forms for the
proposed paperwork collections
referenced above, e-mail your request,
including your address, phone number,
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AGENCY:
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OMB number, and OS document
identifier, to
Sherette.funncoleman@hhs.gov, or call
the Reports Clearance Office on (202)
690–6162. Written comments and
recommendations for the proposed
information collections must be
received within 30 days of this notice
directly to the Desk Officer at the
address below:
OMB Desk Officer: John Kraemer,
OMB Human Resources and Housing
Branch, Attention: (OMB #0990–0221),
New Executive Office Building, Room
10235, Washington, DC 20503.
Dated: July 12, 2007.
Seleda Perryman,
Office of the Secretary, Paperwork Reduction
Act Reports Clearance Officer.
[FR Doc. E7–14112 Filed 7–20–07; 8:45 am]
BILLING CODE 4150–25–P
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
Office of the Secretary
Office of the Assistant Secretary for
Administration and Management;
Organizations, 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, which was last amended
at 72 FR 2282–2283, dated January 17,
2007; and the Office of Human
Resources (AJA) as last amended at 71
FR 38884–38888, dated July 10, 2006.
The Notice will revise the functional
statement for the Office of Human
Resources. The changes are as follows:
I. Under Section AJ.20 Functions,
Paragraph C, ‘‘Office of Human
Resources (AJA), delete in its entirety
and replace with the following:
Section AJA.10 Organization. The
Office of Human Resources (OHR) is
headed by a Deputy Assistant Secretary
for Human Resources (DASHR) who
reports to the Assistant Secretary for
Management and Administration
(ASAM), and consists of the following
components:
• Immediate Office (AJA).
• Office of Strategic Planning and
Performance Alignment (AJA1).
• Accountability and Analysis
Division (AJAA1).
• Workforce and Career Development
Division (AJAA2).
• Executive Resources Division
(AJAA3).
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40155
• Office of Service Delivery and
Management (AJAB).
• Employee and Labor Relations
(AJAB1).
• Talent Management Division
(AJAB2).
• Human Resources Center (PJ1, PJ2,
PJ4).
• Talent Resources Center (PJ5)
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 and
human capital programs and policies. In
coordination with the Operating
Divisions (OPDIV), designs human
resource programs that support and
enhance the HHS missions. 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 ASAM’s; 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; and provides special
management review services for
selected activities.
2. Office of Strategic Planning and
Performance Alignment (AJAA): The
Office of Strategic Planning and
Performance Alignment (OSPPA) is
headed by an Associate Deputy
Assistant Secretary who reports directly
to the Assistant Secretary for Human
Resources. OSPPA 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. OSPPA
provides oversight of the Department
human resources activities relating to
human capital, performance
management, major Administrative and
Department initiatives, human resources
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Federal Register / Vol. 72, No. 140 / Monday, July 23, 2007 / Notices
accountability; workforce and career
development, and the executive
resources.
a. Accountability and Analysis
Division (AJAA1): The Accountability
and Analysis Division (AAD) will: (a)
Promote and support OPDIV capacity
building efforts, including innovative
approaches to human resources
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) evaluate major human
resources policies and programs for the
Department to determine the
effectiveness; (d) is responsible for the
Department’s human resources
accountability system; (f) have
responsibility for planning
accountability policy and programs,
(and the development of the
Department’s Human Capital
Accountability Plan); and (g)
responsible for developing, managing,
and directing the Department’s policy,
plans and guidance for assessment and
performance improvement functions in
the areas of employee surveys and
human resource performance
measurement.
b. Division of Workforce and Career
Development (AJAA2): The Division of
Workforce and Career Development
(DWCD) responsibilities include
requirements (i.e., 5 U.S.C. 4103 and
4121) mandated under the Federal
Workforce Flexibility Act of 2004: (a)
Formulate and oversee the
implementation of Department-wide
policies, regulations, procedures, and
measures to ensure that training and
development plans and programs are
aligned with HHS strategic goals and
performance objectives, and ensure
alignment of training activities across
the Department; (b) formulate,
implement, evaluate and measure
employee development activities; (c)
serve as the central HHS reference point
for inquiries, guidance, interpretation
and program monitoring and evaluation
for training and workforce development
planning; (d) provide Department-level
workforce planning guidance; (e)
working with HHS University, develop
new and enhance existing Departmentwide training program (e.g., Emerging
Leaders Programs, Senior Executive
Service Candidate Development
Program, etc.) and review training
programs proposed by OPDIVs,
STAFFDIVs, or Human Resources
Centers; (f) serve as the central HHS
contact point and representative to nongovernment and government training
communities and their auditors on
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training and development matters; and
(g) monitor the implementation of a
Department-wide automated training
program and establishes.
c. Executive Resources Division
(AJAA3): 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.
3. Office of Service Delivery and
Management (AJAB): The Office of
Service Delivery and Management
(OSDM) is headed by an Associate
Deputy Assistant Secretary who reports
directly to the Deputy Assistant
Secretary for Human Resources. The
OSDM has oversight responsibilities for
the Office of Human Resources’ budget,
IT systems; and coordinates human
resources activities related to employee
and labor relations; Talent Management
and the Human Resources Centers.
a. Employee and Labor Relations
Division (AJAB1): 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
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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; and (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. ELRD is
responsible following activities related
to performance management: (a) Plan
and develop personnel policies and
programs; (b) formulate and implement
policies; and (c) provide technical
assistance to the OPDIV in these areas.
Also provide oversight and guidance for
HHS policy related to awards, benefits
and leave, worker’s compensation, work
life (including childcare subsidy and
telework), and the employee assistance
program.
b. Talent Management Division
(AJAB2): The Talent Management
Division (TMD): (a) Provides leadership
to the planning and development of
human resource policies and programs
relevant to employment, staffing,
recruitment and placement;
compensation; position management
and classification that support and
enhance the Department’s mission; (b)
in coordination with the OPDIVs,
formulates HHS policies pertaining to
the above; (c) provides technical
assistance to the HR Centers/Offices and
OPDIVs in the proper application of
Federal human resource management
laws, regulations, and policies; and (d)
accomplishes required human capital
initiatives as required by the Office of
Personnel Management, the Office of
Management and Budget or other
organizations.
II. Continuation of Policy: Except as
inconsistent with this reorganization, all
statements of policy and interpretations
with respect to the Office of Human
Resources, Office of the Assistant
Secretary for Administration and
Management, hereforeto issued and in
effect prior to this reorganization are
continued in full force and effect.
III. Delegation of Authority: All
delegations and redelegations of
authority made to officials and
employees of the Office of Human
Resources (AJA) will continue in them
or their successors pending further
redelegation, provided they are
consistent with this reorganization.
IV. Funds, Personnel and Equipment:
Transfer of organizations and functions
affected by this reorganization shall be
accompanied by direct and support
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Federal Register / Vol. 72, No. 140 / Monday, July 23, 2007 / Notices
funds, positions, personnel, records,
equipment, supplies and other sources.
Dated: July 12, 2007.
Joe W. Ellis,
Assistant Secretary for Administration and
Management.
[FR Doc. 07–3547 Filed 7–20–07; 8:45 am]
BILLING CODE 4150–04–M
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
Office of the Secretary
Findings of Research Misconduct
Office of the Secretary, HHS.
Notice.
AGENCY:
ACTION:
Notice is hereby given that
the Office of Research Integrity (ORI)
and the Assistant Secretary for Health
have taken final action in the following
case:
James David Lieber, University of
California at Los Angeles: Based on the
findings of an inquiry report by the
University of California at Los Angeles
(UCLA) and additional analysis and
information obtained by the Office of
Research Integrity (ORI) during its
oversight review, the U.S. Public Health
Service (PHS) found that James David
Lieber, Staff Research Associate, Semel
Institute for Neuroscience and Human
Behavior, Integrated Substance Abuse
Programs, UCLA, engaged in research
misconduct in research funded by
National Institute on Drug Abuse
(NIDA), National Institutes of Health
(NIH), grant R01 DA15390.
Mr. Lieber knowingly and
intentionally falsified and fabricated
multiple follow-up interviews, urine
samples, and urine sample records of
human subject study participants and
entered such false and fabricated data
into the study’s data base. A total of 914
follow-up interviews of opiate users
were planned to be completed as part of
a study of gender differences in a follow
up of opiate users in California. Mr.
Lieber was assigned to interview 53 of
the 132 subjects located for the followup study. Over a six-month period, Mr.
Lieber falsely claimed to have
conducted face-to-face interviews for
the study while subsequent contacts
with the subjects revealed that they had
not been interviewed for the study. A
review by the institution determined
that the respondent fabricated
interviews for 20 of the 53 interviews
assigned to him. In addition, he falsified
the urine specimens for those 20
subjects and caused the entry of false
information into the study tracking and
locating data base for 11 subjects.
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SUMMARY:
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Aggravating factors included the theft of
$5180 for incentive payments to
subjects and travel expenses.
ORI has implemented the following
administrative actions for a period of
three (3) years, beginning on July 2,
2007:
(1) Mr. Lieber is debarred from
eligibility for any contracting or
subcontracting with any agency of the
United States Government and from
eligibility or involvement in
nonprocurement programs of the United
States Government referred to as
‘‘covered transactions’’ as defined in
HHS’ implementation of OMB
Guidelines to Agencies on
Governmentwide Debarment and
Suspension at 2 CFR part 376, et seq.;
and
(2) Mr. Lieber is prohibited from
serving in any advisory capacity to PHS,
including but not limited to service on
any PHS advisory committee, board,
and/or peer review committee, or as a
consultant.
FOR FURTHER INFORMATION CONTACT:
Director, Division of Investigative
Oversight, Office of Research Integrity,
1101 Wootton Parkway, Suite 750,
Rockville, MD 20852, (240) 453–8800.
Chris B. Pascal,
Director, Office of Research Integrity.
[FR Doc. E7–14185 Filed 7–20–07; 8:45 am]
BILLING CODE 4150–31–P
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
Centers for Disease Control and
Prevention
Disease, Disability, and Injury
Prevention and Control Special
Emphasis Panel (SEP): Secondary
Review Panel for Translation
Research; Improving Public Health
Practice through Translation Research
(R18), Request for Application (RFA)
CD07–005
In accordance with Section 10(a)(2) of
the Federal Advisory Committee Act
(Pub. L. 92–463), the Centers for Disease
Control and Prevention (CDC)
announces the following meeting:
Time and Date: 1 p.m.–3 p.m., August 7,
2007 (Closed).
Place: Teleconference.
Status: The meeting will be closed to the
public in accordance with provisions set
forth in Section 552b(c)(4) and (6), Title 5
U.S.C., and the Determination of the Director,
Management Analysis and Services Office,
CDC, pursuant to Public Law 92–463.
Matters To Be Discussed: The meeting will
include the review, discussion, and
evaluation of programmatic relevance and
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40157
priority of grant applications received in
response to RFA CD07–005, ‘‘Improving
Public Health Practice through Translation
Research (R18).’’
FOR FURTHER INFORMATION CONTACT:
Juliana Cyril, PhD, Scientific Program
Administrator, Office of Extramural
Research, CDC, 1600 Clifton Road NE.,
Mailstop D72, Atlanta, GA 30333,
Telephone 404.639.4639.
The Director, Management Analysis
and Services Office, has been delegated
the authority to sign Federal Register
notices pertaining to announcements of
meetings and other committee
management activities, for both CDC
and the Agency for Toxic Substances
and Disease Registry.
Edward Schultz,
Acting Director, Management Analysis and
Services Office, Centers for Disease Control
and Prevention.
[FR Doc. E7–14148 Filed 7–20–07; 8:45 am]
BILLING CODE 4163–18–P
DEPARTMENT OF HEALTH AND
HUMAN SERVICES
Food and Drug Administration
[Docket No. 1999D–2013 (formerly Docket
No. 99D–2013)]
Agency Information Collection
Activities; Proposed Collection;
Comment Request; Draft Guidance for
Industry: Cooperative Manufacturing
Arrangements for Licensed Biologics
AGENCY:
Food and Drug Administration,
HHS.
ACTION:
Notice.
SUMMARY: The Food and Drug
Administration (FDA) is announcing an
opportunity for public comment on the
proposed collection of certain
information by the agency. Under the
Paperwork Reduction Act of 1995 (the
PRA), Federal agencies are required to
publish notice in the Federal Register
concerning each proposed collection of
information and to allow 60 days for
public comment in response to the
notice. This notice solicits comments on
the proposed collection of information
concerning cooperative manufacturing
arrangements for licensed biologics.
DATES: Submit written or electronic
comments on the collection of
information by September 21, 2007.
ADDRESSES: Submit electronic
comments on the collection of
information to: https://www.fda.gov/
dockets/ecomments. Submit written
comments on the collection of
information to the Division of Dockets
Management (HFA–305), Food and Drug
E:\FR\FM\23JYN1.SGM
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]]>Agencies
[Federal Register Volume 72, Number 140 (Monday, July 23, 2007)]
[Notices]
[Pages 40155-40157]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 07-3547]
-----------------------------------------------------------------------
DEPARTMENT OF HEALTH AND HUMAN SERVICES
Office of the Secretary
Office of the Assistant Secretary for Administration and
Management; Organizations, 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, which was last
amended at 72 FR 2282-2283, dated January 17, 2007; and the Office of
Human Resources (AJA) as last amended at 71 FR 38884-38888, dated July
10, 2006. The Notice will revise the functional statement for the
Office of Human Resources. The changes are as follows:
I. Under Section AJ.20 Functions, Paragraph C, ``Office of Human
Resources (AJA), delete in its entirety and replace with the following:
Section AJA.10 Organization. The Office of Human Resources (OHR) is
headed by a Deputy Assistant Secretary for Human Resources (DASHR) who
reports to the Assistant Secretary for Management and Administration
(ASAM), and consists of the following components:
Immediate Office (AJA).
Office of Strategic Planning and Performance Alignment
(AJA1).
Accountability and Analysis Division (AJAA1).
Workforce and Career Development Division (AJAA2).
Executive Resources Division (AJAA3).
Office of Service Delivery and Management (AJAB).
Employee and Labor Relations (AJAB1).
Talent Management Division (AJAB2).
Human Resources Center (PJ1, PJ2, PJ4).
Talent Resources Center (PJ5)
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 and human capital programs and policies. In coordination with
the Operating Divisions (OPDIV), designs human resource programs that
support and enhance the HHS missions. 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 ASAM's; 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; and
provides special management review services for selected activities.
2. Office of Strategic Planning and Performance Alignment (AJAA):
The Office of Strategic Planning and Performance Alignment (OSPPA) is
headed by an Associate Deputy Assistant Secretary who reports directly
to the Assistant Secretary for Human Resources. OSPPA 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. OSPPA provides
oversight of the Department human resources activities relating to
human capital, performance management, major Administrative and
Department initiatives, human resources
[[Page 40156]]
accountability; workforce and career development, and the executive
resources.
a. Accountability and Analysis Division (AJAA1): The Accountability
and Analysis Division (AAD) will: (a) Promote and support OPDIV
capacity building efforts, including innovative approaches to human
resources 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) evaluate major human resources
policies and programs for the Department to determine the
effectiveness; (d) is responsible for the Department's human resources
accountability system; (f) have responsibility for planning
accountability policy and programs, (and the development of the
Department's Human Capital Accountability Plan); and (g) responsible
for developing, managing, and directing the Department's policy, plans
and guidance for assessment and performance improvement functions in
the areas of employee surveys and human resource performance
measurement.
b. Division of Workforce and Career Development (AJAA2): The
Division of Workforce and Career Development (DWCD) responsibilities
include requirements (i.e., 5 U.S.C. 4103 and 4121) mandated under the
Federal Workforce Flexibility Act of 2004: (a) Formulate and oversee
the implementation of Department-wide policies, regulations,
procedures, and measures to ensure that training and development plans
and programs are aligned with HHS strategic goals and performance
objectives, and ensure alignment of training activities across the
Department; (b) formulate, implement, evaluate and measure employee
development activities; (c) serve as the central HHS reference point
for inquiries, guidance, interpretation and program monitoring and
evaluation for training and workforce development planning; (d) provide
Department-level workforce planning guidance; (e) working with HHS
University, develop new and enhance existing Department-wide training
program (e.g., Emerging Leaders Programs, Senior Executive Service
Candidate Development Program, etc.) and review 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 on training and
development matters; and (g) monitor the implementation of a
Department-wide automated training program and establishes.
c. Executive Resources Division (AJAA3): 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.
3. Office of Service Delivery and Management (AJAB): The Office of
Service Delivery and Management (OSDM) is headed by an Associate Deputy
Assistant Secretary who reports directly to the Deputy Assistant
Secretary for Human Resources. The OSDM has oversight responsibilities
for the Office of Human Resources' budget, IT systems; and coordinates
human resources activities related to employee and labor relations;
Talent Management and the Human Resources Centers.
a. Employee and Labor Relations Division (AJAB1): 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; and (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. ELRD is responsible following
activities related to performance management: (a) Plan and develop
personnel policies and programs; (b) formulate and implement policies;
and (c) provide technical assistance to the OPDIV in these areas. Also
provide oversight and guidance for HHS policy related to awards,
benefits and leave, worker's compensation, work life (including
childcare subsidy and telework), and the employee assistance program.
b. Talent Management Division (AJAB2): The Talent Management
Division (TMD): (a) Provides leadership to the planning and development
of human resource policies and programs relevant to employment,
staffing, recruitment and placement; compensation; position management
and classification that support and enhance the Department's mission;
(b) in coordination with the OPDIVs, formulates HHS policies pertaining
to the above; (c) provides technical assistance to the HR Centers/
Offices and OPDIVs in the proper application of Federal human resource
management laws, regulations, and policies; and (d) accomplishes
required human capital initiatives as required by the Office of
Personnel Management, the Office of Management and Budget or other
organizations.
II. Continuation of Policy: Except as inconsistent with this
reorganization, all statements of policy and interpretations with
respect to the Office of Human Resources, Office of the Assistant
Secretary for Administration and Management, hereforeto issued and in
effect prior to this reorganization are continued in full force and
effect.
III. Delegation of Authority: All delegations and redelegations of
authority made to officials and employees of the Office of Human
Resources (AJA) will continue in them or their successors pending
further redelegation, provided they are consistent with this
reorganization.
IV. Funds, Personnel and Equipment: Transfer of organizations and
functions affected by this reorganization shall be accompanied by
direct and support
[[Page 40157]]
funds, positions, personnel, records, equipment, supplies and other
sources.
Dated: July 12, 2007.
Joe W. Ellis,
Assistant Secretary for Administration and Management.
[FR Doc. 07-3547 Filed 7-20-07; 8:45 am]
BILLING CODE 4150-04-M
