Statement of Organization, Functions, and Delegations of Authority, 43831-43837 [2012-17991]

Agencies

• Centers for Disease Control and Prevention
• DEPARTMENT OF HEALTH AND HUMAN SERVICES

[Federal Register Volume 77, Number 144 (Thursday, July 26, 2012)]
[Notices]
[Pages 43831-43837]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2012-17991]


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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 77 FR 27070-27071, dated May 8, 2012) is 
amended to reorganize the Human Capital and Resources 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:
    Delete in its entirety the titles and functional statements for the 
Human Capital and Resources Management Office (CAJQ) and insert the 
following:
    Human Capital and Resources Management Office (CAJ0). (1) Provides 
leadership, policy formation, oversight, guidance, service, and 
advisory support and assistance to the Centers for Disease Control and 
Prevention (CDC) and the Agency for Toxic Substances and Disease 
Registry (ATSDR); (2) collaborates as appropriate, with the CDC Office 
of the Director (OD), Centers/Institute/Offices (CI0s), domestic and 
international agencies and organizations; and provides a focus for 
short- and long-term planning within the Human Capital and Resource 
Management Office (HCRM0); (3) develops and administers human capital 
and human resource management policies; (4) serves as the business 
steward for all CDC developed human capital and human resources 
management systems and applications; (5) develops, maintains, and 
supports information systems to conduct personnel activities and 
provide timely information and analyses of personnel and staffing to 
management and employees; (6) conducts and coordinates human resources 
management for civil service and Commissioned Corps personnel; (7) 
manages the administration of fellowship programs; (8) conducts 
recruitment, special emphasis, staffing, position classification, 
position management, pay and leave administration, work-life programs, 
performance management, employee training and development, and employee 
and labor relations programs; (9) maintains personnel records and 
reports, and processes personnel actions and documents; (10) 
administers the federal life and health insurance programs; (11) 
administers employee recognition, suggestion, and incentive awards 
programs; (12) furnishes advice and assistance in the processing of 
workers compensation claims; (13) interprets standards of conduct 
regulations, reviewing financial disclosure reports, and offer ethics 
training and counseling services to CDC employees; (14) maintains 
liaison with the Department of Health and Human Services (HHS) and the 
Office of Personnel Management (OPM) on human resources management, 
policy, compliance and execution of the Human Capital Assessment and 
Accountability Framework (HCAAF); (15) conducts organizational 
assessments to determine compliance with human capital policies, 
guidance, regulatory and statutory requirements of federal human 
capital and resource management programs and initiatives; (16) plans, 
directs, and manages CDC-wide training programs, monitors compliance 
with mandatory training requirements, and maximizes economies of scale 
through systematic planning and valuation of agency-wide training 
initiatives to assist employees in achieving required competencies; 
(17) assists in the definition and analysis of training needs and 
develops and evaluates instructional products designed to meet those 
needs; (18) develops, designs, and implements a comprehensive 
leadership and career management program for all occupational series 
throughout CDC; (19) provides technical assistance in organizational 
development, career management, employee development, and training; 
(20) collaborates and works with partners, internally and externally, 
to develop workforce goals and a strategic vision for the public health 
workforce; and (21) provides support for succession planning, 
forecasting services, and environmental scanning to ascertain both 
current and future public health workforce needs.
    Office of the Director (CAJQ1). (1) Provides leadership and overall 
direction for HCRMO; (2) develops goals and objectives, and provides 
leadership, policy formation, oversight, and guidance in program 
planning and development; (3) plans, coordinates, and develops 
strategic plans for HCRMO; (4) develops and administers human capital 
and human resource management policies and procedures; (5) coordinates 
all program reviews; (6) reviews, prepares, coordinates, and develops 
proposed legislation, Congressional testimony, and briefing materials; 
(7) establishes performance metrics and coordinates quarterly reviews 
to ascertain status on meeting of the metrics; (8) coordinates budget 
formulation, negotiation, and execution of financial resources; (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 and oversees policies governing human 
capital and human resources management, and works collaboratively 
within CDC and other components in planning, developing and 
implementing policies; (12) develops strategic plans for information 
technology and information systems required to support human capital 
and human resources management information requirements; (13) serves as

[[Page 43832]]

the business steward for CDC-wide human capital and human resources 
administrative systems and advocates and supports the commitment of 
resources to application development; (14) coordinates HCRMO 
information resource management activities with the Management 
Information Systems Office and the related governance groups; (15) 
coordinates management information systems and analyses of data for 
improved utilization of resources; (16) serves as a liaison with HHS on 
the utilization and deployment of centralized HHS human capital and 
human resource management systems and applications; (17) interprets 
standards of conduct regulations, reviewing financial disclosure 
reports, and offers ethics training and counseling services to CDC 
employees; and (18) conducts demographic analysis of the CDC work force 
and publishes results in management reports.
    Ethics Program Activity (CAJQ12). (1) Provides leadership for the 
CDC Ethics program activity in accordance with conflict of interest 
statutes at Title 18 U.S.C. Chapter 11 and standards of conduct 
regulation at 5 CFR Part 2635; (2) serves as a liaison with the Office 
of Government Ethics (OGE) and HHS on ethics matters; (3) interprets 
standards of conduct regulations; (4) reviews financial disclosure 
reports for potential conflicts of interest; (5) provides continuing 
ethics training and counseling services; (6) counsels employees on a 
variety of ethics issues to ensure that CDC employees avoid situations 
that could violate ethics laws and undermine the public's trust in 
Government; and (7) reviews and approves outside activity, official 
duty, and award requests for employees.
    Commissioned Corps Activity (CAJQ14). (1) Serves as the primary 
contact for CDC management and employees in obtaining the full range of 
personnel assistance and management services for Commissioned Corps 
personnel; (2) provides leadership, technical assistance, guidance, and 
consultation in benefits, entitlements, and obligations of the 
Commissioned Corps to commissioned officers; (3) plans, directs, and 
manages the Department of Defense's Defense Eligibility Enrollment 
Report System (DEERS) identification card program for all active duty 
officers, retirees, and eligible dependents; (4) implements and 
evaluates Commissioned Corps policies and systems such as salary/
benefits, performance management, assignments, health benefits, 
training, travel, relocation, and retirement; (5) manages the CDC's 
Commissioned Corps promotion and awards programs; (6) maintains liaison 
and coordinates personnel services for Commissioned Corps personnel 
with the Office of Commissioned Corps Operations and the Office of 
Surgeon General; (7) coordinates the agency deployment status of 
commissioned officers assigned to CDC and manages the Emergency 
Operation Centers (EOC) Commissioned Corps deployment desk during 
activation of the CDC EOC; and (8) establishes and maintains personnel 
and payroll records and files.
    Policy and Communications Activity (CAJQ15). (1) Provides 
leadership, oversight, guidance and support for policy and 
communication activities supporting HCRMO; (2) develops, administers 
and monitors the implementation of human capital and human resources 
management policies and operational procedures as directed by OPM, HHS, 
CDC or other pertinent federal agencies to ensure consistent 
application across CDC; (3) serves as the focal point for the analysis, 
development, technical review and clearance of controlled 
correspondence and non-scientific policy documents that require 
approval/signature from the HCRMO Director or other senior CDC 
leadership; (4) responds to and coordinates requests from the Office of 
the Director for issues management information to ensure efficient 
responses to the Director's priority issues; (5) provides and manages a 
wide range of communication services in support of HCRMO; (6) 
facilitates open and transparent employee communication; (7) develops 
and implements internal and external public relations strategies to 
communicate upward and outward to customers, partners, and other 
stakeholders; and (8) utilizes multiple channels and methods to 
communicate and disseminate HCRMO policies, announcements, procedures, 
information, and other relevant messages.
    Operations Management Activity (CAJQ17). (1) Provides leadership, 
oversight, and guidance in the management and operations of HCRMO 
programs; (2) provides and oversees the delivery of HCRMO-wide 
administrative management and support services in the areas of fiscal 
management, personnel, travel, records management, internal controls, 
and other administrative services; (3) prepares annual budget 
formulation and budget justifications; (4) coordinates HCRMO 
requirements relating to contracts, grants, cooperative agreements, and 
reimbursable agreements; (5) develops and implements administrative 
policies, procedures, and operations, as appropriate, for HCRMO, and 
prepares special reports and studies, as required, in the 
administrative management areas; and (6) maintains liaison with related 
staff offices and other officials of CDC.
    Strategic Programs Office (CAJOB). (1) Provides a broad array of 
strategic programs, workforce support, and development services; (2) 
develops and implements methodologies to measure, evaluate, and improve 
human capital results to ensure mission alignment; (3) assesses and 
evaluates the overall effectiveness and compliance of human resources 
programs and policies related to merit-based decision-making and 
compliance with laws and regulations; (4) provides targeted and 
strategic technical assistance in organizational development, career 
management, employee development, and training to CDC CIOs; (5) works 
with OPM, HHS, and CDC Governance Boards and agency managers to carry 
out human capital management planning and development activities; (6) 
establishes, coordinates, develops, and monitors implementation of 
human capital initiatives and the agency Strategic Human Capital 
Management Plan; (7) manages recruitment, outreach, and oversight of 
the Oak Ridge Institute for Science and Education (ORISE), Guest 
Researcher, Student Interns, and Fellowship programs to meet customer 
strategic human capital management needs; (8) provides recruitment, 
retention, consultation and support to customers, including strategies 
and resources available to effectively recruit, retain, and plan for 
the succession of employees; (9) facilitates the hiring of members from 
underrepresented groups, ensuring a more prepared, diverse, and 
sustainable workforce; (10) conducts organizational evaluations and 
audits to determine regulatory compliance and adherence to merit system 
principles utilizing the Human Capital Assessment and Accountability 
Framework (HCAAF); (11) serves as the liaison to HHS in the 
development, maintenance, and support of Department-wide human resource 
information systems and; applications; (12) serves as a business 
steward for all CDC developed human capital and human resources 
management systems and applications; (13) facilitates the 
administration, analysis, reporting and recommendations for improvement 
in regards to annual employee surveys; (14) supports reporting 
requirements with Office of Management and Budget (OMB) Annual 
Performance Report and Performance Plan; (15) provides business 
strategy, data analytics, and reporting services; (16) performs 
analysis, forecasting, and modeling to

[[Page 43833]]

interpret quantitative and qualitative data; (17) reports and evaluates 
organizational performance outcomes on key measures and metrics; and 
(18) manages workload and workflow activities for service optimization.
    CDC University Office (CAJQC). (1) Provides agency-wide leadership 
and guidance in all functional areas related to training and career 
development; (2) designs, develops, implements and evaluates a 
comprehensive strategic human resource leadership and career training 
and development program for all occupational series throughout CDC; (3) 
develops and implements training strategies and activities that 
contribute to the agency's mission, goals and objectives; (4) maximizes 
economies of scale through systematic planning, administration, 
delivery, and evaluation of agency-wide training initiatives to assist 
CDC employees in achieving required competencies; (5) development of 
retraining activities for CDC managers/employees affected by 
organizational changes (e.g. major reorganizations, outsourcing 
initiatives, etc.); (6) maintains employee training records; (7) 
develops and validates occupational and functional competencies and 
develops related training plans and career maps; (8) develops and 
administers professional development programs; (9) administers and 
monitors the Training and Learning Management System for compliance 
with the Government Employees Training Act; (10) conducts training 
needs assessment of employees, provides analysis and data to correlate 
individual training with strategic plans; (11) develops and maintains 
assessment tools to identify core competency requirements for each 
occupational series throughout the agency; (12) provides consultation, 
guidance, and technical assistance to managers and employees in 
organizational development, career management, employee development, 
and training; (13) develops and delivers education and training 
programs to meet the identified needs of the workforce; (14) promotes, 
develops, and implements training needs assessment methodology to 
establish priorities for training interventions; (15) collaborates, as 
appropriate, with the CDC/OD, CIOs, HHS, OPM and other domestic and 
international agencies and organizations; and (16) develops and 
implements policies related to employee training.
    Career Development Activity (CAJQC2). (1) Designs, develops, 
implements and evaluates training activities to increase competency in 
the area of career development strategies; (2) maximizes economies of 
scale through systematic planning, administration, delivery, and 
evaluation of agency-wide training initiatives to assist CDC employees 
in achieving required competencies; (3) development of retraining 
activities for CDC managers/employees affected by organizational 
changes (e.g. major reorganizations, outsourcing initiatives, etc.); 
(4) maintains employee training records; (5) develops and validates 
occupational and functional competencies and develops related training 
plans and career maps; (6) develops and administers professional 
development programs to include mentoring and coaching for enhanced 
performance; (7) conducts training needs assessment of employees, 
provides analysis and data to correlate individual training with 
strategic plans; (8) develops and maintains assessment tools to 
identify core competency requirements for each occupational series 
throughout the agency; (9) provides consultation, guidance, and 
technical assistance to managers and employees in organizational 
development, career management, employee development, and training; 
(10) promotes, develops, and implements training needs assessment 
methodology to establish priorities for training interventions; (11) 
collaborates, as appropriate, with the CDC/OD, CIOs, HHS, OPM and other 
domestic and international agencies and organizations; and (12) 
implements procedural components in compliance to the long term 
education training policy.
    Leadership Development Activity (CAJQC3). (1) Designs, develops, 
implements and evaluates a comprehensive leadership development 
curriculum for leaders at all levels throughout CDC; (2) develops and 
implements leadership training strategies and activities that 
contribute to the agency's mission, goals and objectives; (3) maximizes 
economies of scale through systematic planning, administration, 
delivery, and evaluation of agency-wide training initiatives to assist 
CDC employees in achieving required competencies; (4) maintains 
employee training records; (5) develops and administers professional 
development programs such as executive coaching; (6) provides 
consultation, guidance, and technical assistance to managers and 
employees around leadership training and development activities; (7) 
develops and delivers education and training programs to meet the 
identified needs of the workforce; (8) collaborates, as appropriate, 
with the CDC/OD, CIOs, HHS, OPM and other domestic and international 
agencies and organizations; and (9) implements procedural components in 
compliance to the mandatory supervisory training requirements policy.
    Public Health Training Activity (CAJOC4). (1) Designs, develops, 
implements and evaluates a comprehensive public health training 
curriculum for employees engaged in public health activities throughout 
CDC; (2) develops and implements public health, science, research and 
medicine and preparedness and emergency response training strategies 
and activities that contribute to the agency's mission, goals and 
objectives; (3) maximizes economies of scale through systematic 
planning, administration, delivery, and evaluation of agency-wide 
training initiatives to assist CDC employees in achieving required 
competencies; (4) maintains employee training records; (5) provides 
consultation, guidance, and technical assistance to managers and 
employees associated within curriculum scope; (6) develops and delivers 
education and training programs to meet the identified needs of the 
workforce; and (7) collaborates, as appropriate, with the CDC/OD, CIOs, 
HHS, OPM and other domestic and international agencies and 
organizations.
    Business and Technology Training Activity (CAJQC5). (1) Designs, 
develops, implements and evaluates a comprehensive business and 
technology training curriculum for employees throughout CDC; (2) 
develops and implements financial, acquisition and project management, 
communication and office skills and information technology training 
strategies and activities that contribute to the agency's mission, 
goals and objectives; (3) maximizes economies of scale through 
systematic planning, administration, delivery, and evaluation of 
agency-wide training initiatives to assist CDC employees in achieving 
required competencies; (4) maintains employee training records; (5) 
provides consultation, guidance, and technical assistance to managers 
and employees associated within curriculum scope; (6) develops and 
delivers education and training programs to meet the identified needs 
of the workforce; (7) collaborates, as appropriate, with the CDC/OD, 
CIOs, HHS, OPM and other domestic and international agencies and 
organizations.
    Workforce Relations Office (CAJQD). (1) Provides leadership, 
technical assistance, guidance, and consultation on employee and labor 
relations,

[[Page 43834]]

employee services and assistance, work-life programs, performance 
management, incentive awards, pay, leave and benefits administration; 
on-the-job injuries and exposures to infectious diseases; debt 
complaints; and other job-related issues; (2) develops and administers 
labor-management and employee relations program including: disciplinary 
actions, grievances and appeals, labor negotiations, collective 
bargaining, management representation before third parties, and 
partnership activities; (3) serves as liaison with the Office of Safety 
Health and Environment and other CDC staff for personnel matters 
relating to substance abuse and other employee assistance programs; (4) 
coordinates and processes garnishment, child support, and other 
collection actions for CDC employees; (5) plans, directs, coordinates, 
and conducts contract negotiations on behalf of agency management with 
labor organizations holding exclusive recognition; (6) represents 
management in third party proceedings involving labor and employee 
relations issues; (7) serves as the authority to ensure validity, 
consistency, and legality of employee relations matters concerning 
grievances (both negotiated and agency procedures), disciplinary 
actions, adverse actions, and resultant third party hearings; (8) plans 
and coordinates all programmatic activities to include preparation of 
disciplinary and adverse action letters and all final agency decisions 
in grievances and appeals; (9) provides technical advice, consultation, 
and training on matters of employee conduct and performance; (10) 
provides consultation, guidance, and technical advice to human 
resources specialists, managers, and employees on the development, 
coordination and implementation of all work-life program initiatives; 
(11) provides personnel services relating to on-the-job injuries and 
exposures to infectious diseases; (12) facilitates the development and 
implementation of an Agency-wide strategic approach to monitoring, 
evaluating, aligning, and improving performance management policies and 
practices for all CDC performance management systems (Title 5, Title 
42, Senior Executive Service (SES), Senior Biomedical Research Service 
(SBRS), and the Commissioned Officer Effectiveness Report (COER); (13) 
coordinates performance management, strategic rewards and recognition 
programs and systems; (14) provides human resources services and 
assistance on domestic and international employee benefits and leave 
administration; (15) serves as liaison between CDC and the HHS payroll 
office resolving discrepancies with pay and leave; (16) administers the 
leave donor program and processes time and attendance amendments; (17) 
administers the federal life and health insurance programs; (18) 
provides policy guidance and technical advice and assistance on 
retirement, the Thrift Savings Plan, health/life insurance, and savings 
bonds; (19) furnishes advice and assistance in the processing of Office 
of Workers' Compensation Program claims and the Voluntary Leave 
Donation Program; and (20) administers and maintains the customer 
service help desk.
    Employee and Labor Relations Activity (CAJQD2). (1) Provides 
leadership, technical assistance, guidance, and consultation on 
employee and labor relations, employee services; (2) develops and 
administers labor-management and employee relations program including: 
disciplinary actions, grievances and appeals, labor negotiations, 
collective bargaining, management representation before third parties, 
and partnership activities; (3) serves as liaison with the Office of 
Safety Health and Environment and other CDC staff for personnel matters 
relating to substance abuse and other employee assistance programs; (4) 
coordinates and processes garnishment, child support, and other 
collection actions for CDC employees; (5) plans, directs, coordinates, 
and conducts contract negotiations on behalf of agency management with 
labor organizations holding exclusive recognition; (6) represents 
management in third party proceedings involving labor and employee 
relations issues; (7) serves as the authority to ensure validity, 
consistency, and legality of employee relations matters concerning 
grievances (both negotiated and agency procedures), disciplinary 
actions, adverse actions, and resultant third party hearings; (8) plans 
and coordinates all programmatic activities to include preparation of 
disciplinary and adverse action letters and all final agency decisions 
in grievances and appeals; (9) provides technical advice, consultation, 
and training on matters of employee conduct and performance; and (10) 
provides consultation, guidance, and technical advice to human 
resources specialists, managers, and employees on the development.
    Employee Benefits, Worklife Programs and Payroll Activity (CAJQD3). 
(1) Provides consultation, guidance, and technical advice to human 
resources specialists, managers, and employees on the development, 
coordination and implementation of all Work-Life program initiatives; 
(2) provides personnel services relating to on-the-job injuries and 
exposures to infectious diseases; (3) provides human resources services 
and assistance on domestic and international employee benefits and 
leave administration; (4) serves as liaison between CDC and the HHS 
payroll office resolving discrepancies with pay and leave; (5) 
administers the leave donor program and processes time and attendance 
amendments; (6) administers the federal life and health insurance 
programs; (7) provides policy guidance and technical advice and 
assistance on retirement, the Thrift Savings Plan, health/life 
insurance, and savings bonds; and (8) furnishes advice and assistance 
in the processing of Office of Workers' Compensation Program claims and 
the Voluntary Leave Donation Program.
    Performance Management, Strategic Rewards and Recognitions Activity 
(CAJQD4). (1) Facilitates the development and implementation of an 
Agency-wide strategic approach to monitoring, evaluating, aligning, and 
improving performance management policies and practices for all CDC 
performance management systems (Title 5, Title 42, SES, SBRS, and the 
COER); and (2) coordinates performance management, strategic rewards 
and recognition programs and systems.
    Customer Service Help Desk Activity (CAJQD5). (1) Provides 
technical assistance, guidance, and consultation on employee and labor 
relations, employee services, pay, leave and benefits administration; 
staffing and recruitment, position classification; and (2) administers 
and maintains the customer service help desk.
    Client Services Office (CAJQE). (1) Serves as the primary contact 
for CDC management and employees in obtaining the full range of 
personnel assistance and management services for civil service 
personnel; (2) provides leadership, technical assistance, guidance, and 
consultation in human resource utilization, position management, 
classification and pay administration, recruitment, staffing, 
placement, reorganizations, program evaluation, and personnel records 
and files management; (3) maintains liaison with HHS and OPM in the 
area of human resources management; (4) provides leadership in 
identifying the CIO recruiting needs, and assesses, analyzes, and 
assists CDC programs in developing and executing short- and long-range 
hiring plans to meet these needs; (5) provides guidance to CDC 
organizations in the development of staffing plans and job analyses,

[[Page 43835]]

evaluating/classifying position descriptions, conducting position 
management studies, and responding to desk audit requests; (6) 
processes personnel actions by determining position classification, 
issuing vacancy announcements, assisting in development of selection 
criteria, conducting examining under delegated examining authority, 
conducting candidate rating and ranking under CDC Merit Promotion Plan, 
making qualification determinations, determining pay, conducting 
reductions-in-force, effecting appointments and processing other 
actions; (7) codes and finalizes all personnel actions in the automated 
personnel data system; personnel action processing, data quality 
control/assessment, and files/records management; (8) conducts new 
employee orientation; (9) plans, develops, implements, and evaluates 
systems to ensure consistently high quality human resources services; 
(10) establishes objectives, standards, and internal controls; (11) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (12) 
manages various staffing programs such as the CDC summer program, 
Priority Placement Program, Priority Consideration Program, the 
Interagency Career Transition Assistance Program, and the Career 
Transition Assistance Program and other special emphasis programs; (13) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events; (14) establishes and maintains personnel records, files, and 
controls; (15) establishes and maintains the official personnel files 
system and administers personnel records storage and disposal program; 
(16) collaborates with Personnel Security in initiating suitability 
background checks and fingerprints for all CDC personnel; (17) responds 
to employment verification inquiries; and (18) administers the Special 
Emphasis Programs and Student Intern/Fellowship Programs.
    Customer Staffing Activity 1 (CAJQE2). The Activity supports the 
Centers for Disease Control, Office of the Director, Business Services 
Offices, Staff Offices, Office of Public Health Preparedness and 
Response, Office of Surveillance, Epidemiology and Laboratory Services, 
Office of State, Tribal, Local and Territorial Support, by performing 
the following: (1) Provides leadership in identifying CIO recruiting 
needs, and assesses, analyzes, and assists CDC programs in developing 
and executing short- and long-range hiring plans to meet these needs; 
(2) provides guidance to CDC organizations in the development of 
staffing plans and job analyses; (3) processes personnel actions by 
issuing vacancy announcements, assisting in development of selection 
criteria, conducting examining under delegated examining authority, 
conducting candidate rating and ranking under CDC Merit Promotion Plan, 
making qualification determinations, determining pay, conducting 
reductions-in-force, effecting appointments and processing other 
actions; (4) plans, develops, implements, and evaluates systems to 
ensure consistently high quality human resources services; (5) 
establishes objectives, standards, and internal controls; (6) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; and (7) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events.
    Customer Staffing Activity 2 (CAJQE3). The Activity supports the 
Office of Non-communicable Diseases, Injury and Environmental Health 
and Subordinate Centers, Agency for Toxic Substances and Disease 
Registry and National Institute for Occupational Safety and Health, by 
performing the following: (1) Provides leadership in identifying CIO 
recruiting needs, and assesses, analyzes, and assists CDC programs in 
developing and executing short- and long-range hiring plans to meet 
these needs; (2) provides guidance to CDC organizations in the 
development of staffing plans and job analyses; (3) processes personnel 
actions by issuing vacancy announcements, assisting in development of 
selection criteria, conducting examining under delegated examining 
authority, conducting candidate rating and ranking under CDC Merit 
Promotion Plan, making qualification determinations, determining pay, 
conducting reductions-in-force, effecting appointments and processing 
other actions; (4) plans, develops, implements, and evaluates systems 
to ensure consistently high quality human resources services; (5) 
establishes objectives, standards, and internal controls; (6) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; and (7) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events.
    Customer Staffing Activity 3 (CAJQE4). The Activity supports the 
Center for Global Health, Office of Infectious Diseases and Subordinate 
Centers by performing the following: (1) Provides leadership in 
identifying CIO recruiting needs, and assesses, analyzes, and assists 
CDC programs in developing and executing short- and long-range hiring 
plans to meet these needs; (2) provides guidance to CDC organizations 
in the development of staffing plans and job analyses; (3) processes 
personnel actions by issuing vacancy announcements, assisting in 
development of selection criteria, conducting examining under delegated 
examining authority, conducting candidate rating and ranking under CDC 
Merit Promotion Plan, making qualification determinations, determining 
pay, conducting reductions-in-force, effecting appointments and 
processing other actions; (4) plans, develops, implements, and 
evaluates systems to ensure consistently high quality human resources 
services; (5) establishes objectives, standards, and internal controls; 
(6) evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; and (7) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events.
    Classification and Advisory Activity (CAJQE5). (1) Provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; (2) provides leadership in identifying CIO 
classification and position management needs; (3) provides guidance to 
CDC/ATSDR organizations in the development, evaluation/classification 
of position descriptions; (4) conducts position management

[[Page 43836]]

studies and responds to desk audit requests; (5) codes and finalizes 
all personnel actions in the automated personnel data system; data 
quality control/assessment, and files/records management; and (6) 
reviews all CDC/ATSDR reorganization proposals and provides advice on 
proposed staffing plans and organizational structures.
    Technical Services Activity (CAJOE6). (1) Processes personnel 
actions by determining pay, conducting reductions-in-force, effecting 
appointments and processing other actions; (2) codes and finalizes all 
personnel actions in the automated personnel data system; personnel 
action processing, data quality control/assessment, and files/records 
management; (3) conducts new employee orientation; (4) establishes 
objectives, standards, and internal controls; (5) evaluates, analyzes, 
and makes recommendations to improve personnel authorities, policies, 
systems, operations, and procedures; (6) establishes and maintains 
personnel records, files, and controls; (7) establishes and maintains 
the official personnel files system and administers personnel records 
storage and disposal program; (8) collaborates with Personnel Security 
in initiating suitability background checks and fingerprints for all 
CDC personnel; and (9) responds to employment verification inquiries.
    Customer Staffing Activity 4 (CAJQE7). The Activity supports the 
recruitment and staffing services for CDC's international workforce by 
performing the following: (1) Provides leadership in identifying the 
CDC international workforce recruiting needs, and assesses, analyzes, 
and assists programs in developing and executing short- and long-range 
hiring plans to meet these needs; (2) provides guidance to CDC in the 
development of staffing plans and job analyses; (3) processes personnel 
actions by issuing vacancy announcements, assisting in development of 
selection criteria, conducting examinations under delegated examining 
authority, conducting candidate rating and ranking under CDC Merit 
Promotion Plan, making qualification determinations, determining pay, 
conducting reductions-in-force, effecting appointments and processing 
other actions; (4) plans, develops, implements, and evaluates systems 
to ensure consistently high quality human resources services; (5) 
establishes objectives, standards, and internal controls; (6) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (7) 
provides consultation, guidance, and technical advice on recruitment 
and special emphasis policies, practices, and procedures, including 
search committees; strategizes on the best approach to recruitment at 
specific events, and designs and develops recruitment materials for 
events; (8) coordinates the provision of benefits, allowances, special 
pay requirements, labor and employee relations support services; (9) 
consults with the Department of State on utilization of authorities to 
hire locally employed staff and coordination of records management 
requirements.
    Executive and Scientific Resources Office (CAJQG). (1) Provides 
leadership, technical assistance, guidance, and consultation in the 
administration of policies and procedures for appointment of 
individuals through the SBRS, SES, distinguished consultants, experts, 
consultants, and fellows under Title 42 appointment authorities; (2) 
provides advisory services, and technical assistance on pay and 
compensation guidelines in accordance with OPM rules and regulations, 
HHS and CDC established pay and compensation recommendation policies, 
and procedures; (3) provides expert human resources advisory services 
and technical assistance support to the CDC performance review boards 
and compensation committees; (4) reviews actions for statutory and 
regulatory compliance; (5) manages strategic recruitment, relocation, 
and retention incentives to facilitate attraction of a quality, diverse 
workforce to ensure accomplishment of the CDC mission; (6) provides 
performance management training for all SES and Title 42 executives 
with emphasis on performance systems, timelines, supervisory and 
employee responsibilities; (7) provides guidance on establishing 
performance plans, conducting mid-year reviews, and conducting final 
performance rating discussions and closing performance plans; (8) 
develops and maintains a standard Department-wide performance 
management system and forms for executives; (9) conducts reviews of SES 
performance plans and appraisals and provide feedback; (10) prepares 
and submits SES performance system certification request to OPM and 
OMB; (11) processes performance awards and performance-based pay 
adjustments; (12) provides advice, assistance, templates and training 
workshops on performance award and Presidential Rank Award 
requirements; (13) manages the HHS Executive Development Program, 
including developmental activities, rotational assignments, and the 
Candidate Development Program; advise on development of executive 
succession planning activities; and (14) provides program guidance, 
administration, and oversight of CDC immigration and visa programs.
    Senior Executive Compensation and Performance Activity (CAJQG2). 
(1) Provides advisory services, and technical assistance on pay and 
compensation guidelines in accordance with OPM rules and regulations, 
HHS and CDC established pay and compensation recommendation policies, 
and procedures; (2) provides expert human resources advisory services 
and technical assistance support to the CDC performance review boards 
and compensation committees; (3) reviews actions for statutory and 
regulatory compliance; (4) manages strategic recruitment, relocation, 
and retention incentives to facilitate attraction of a quality, diverse 
workforce to ensure accomplishment of the CDC mission; (5) provides 
performance management training for all SES and Title 42 executives 
with emphasis on performance systems, timelines, supervisory and 
employee responsibilities; (6) provides guidance on establishing 
performance plans, conducting mid-year reviews, and conducting final 
performance rating discussions and closing performance plans; (7) 
develops and maintains a standard Department-wide performance 
management system and forms for executives; (8) conducts reviews of SES 
performance plans and appraisals and provides feedback; (9) prepares 
and submits SES performance system certification request to OPM and 
OMB; (10) processes performance awards and performance-based pay 
adjustments; (11) provides advice, assistance, templates and training 
workshops on performance award and Presidential Rank Award 
requirements; and (12) manages the HHS Executive Development Program, 
including developmental activities, rotational assignments, and the 
Candidate Development Program; advises on development of executive 
succession planning activities.
    Title 42 and Immigration Activity (CAJQG3). (1) Provides 
leadership, technical assistance, guidance, and consultation in the 
administration of policies and procedures for appointment of 
individuals through the distinguished consultants, experts, 
consultants, and fellows under Title 42 appointment authorities; and 
(2) provides program guidance, administration, and oversight of CDC 
immigration and visa programs.


[[Page 43837]]


    Dated: July 3, 2012.
Sherri A. Berger,
Chief Operating Officer, Centers for Disease Control and Prevention.
[FR Doc. 2012-17991 Filed 7-25-12; 8:45 am]
BILLING CODE 4160-18-M