Statement of Organization, Functions, and Delegations of Authority, 25867-25874 [2014-10178]

Agencies

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

[Federal Register Volume 79, Number 87 (Tuesday, May 6, 2014)]
[Notices]
[Pages 25867-25874]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 2014-10178]


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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 79 FR 21760-21763, dated April 17, 2014) is 
amended to reflect the reorganization of the Human Capital and Resource 
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 title and the mission and function 
statements for the Human Capital and Resource Management Office (CAJQ) 
and insert the following:
    Human Resources Office (CAJQ). (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 (CIOs), domestic and international agencies 
and organizations; and provides a focus for short-and long-term 
planning within the Human Resource Office (HRO); (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 human resources management systems and applications; (5) 
develops, maintains, and supports information systems to conduct

[[Page 25868]]

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/ATSDR 
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; (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 evaluation 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/ATSDR; (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 HR; (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.HR; (4) develops and administers human capital and 
human resource management policies and procedures; (5) coordinates all 
program reviews; (6)provides technical assistance and consultation in 
the development of 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 the 
public health workforce; (11) establishes and oversees policies 
governing human capital and human resources management, and works 
collaboratively within CDC/ATSDR 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 the business steward for CDC/ATSDR-wide human capital 
and human resources administrative systems and advocates and supports 
the commitment of resources to application development; (14) 
coordinates HR 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) 
applies standards of conduct regulations, reviews financial disclosure 
reports, and offers ethics training and counseling services to CDC/
ATSDR employees; and (18) conducts demographic analysis of the CDC/
ATSDR work force and publishes results in management reports.
    Ethics and Compliance Activity (CAJQ12). (1) Oversees the CDC/ATSDR 
ethics and compliance program to ensure that processes and procedures 
are in place to ensure compliance with government-wide ethics statutes, 
regulations, and standards; (2) identifies and corrects weaknesses in 
policy, training, and monitoring to prevent CDC/ATSDR noncompliance of 
HHS supplemental ethics regulations; (3) serves as a liaison between 
the Office of Government Ethics and HHS on ethics matters; (4) applies 
standards of conduct regulations; (5) reviews financial disclosure 
reports for potential conflicts of interest; (6) provides continuing 
ethics training and counseling services; and (7) reviews and approve 
ethics-related requests for employees.
    Commissioned Corps Activity (CAJQ14). (1) Serves as the primary 
contact for CDC/ATSDR 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 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/ATSDR'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 Center 
(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 HR; (2) develops, administers and 
monitors the implementation of human capital and human resources 
management policies and operational procedures as directed by OPM, HHS, 
CDC/ATSDR or other pertinent federal agencies to ensure consistent 
application across CDC/ATSDR; (3) serves as the focal point for the 
analysis, development, technical

[[Page 25869]]

review and clearance of controlled correspondence and non-scientific 
policy documents that require approval/signature from the HR Director 
or other senior CDC/ATSDR leadership; (4) responds to and coordinates 
requests from the OD 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 HR; (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 HR policies, announcements, procedures, 
information, and other relevant messages.
    Operations Management Activity (CAJQ17). (1) Provides leadership, 
oversight, and guidance in the management and operations of HR 
programs; (2) provides and oversees the delivery of HR-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 HR requirements 
relating to contracts, grants, cooperative agreements, and reimbursable 
agreements; (5) develops and implements administrative policies, 
procedures, and operations, as appropriate, for HR, 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/ATSDR.
    Strategic Programs Office (CAJQB). (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) works with the OPM, HHS, and 
CDC Governance Boards and agency managers to carry out human capital 
management planning and development activities; and (5) establishes, 
coordinates, develops, and monitors implementation of human capital 
initiatives and the agency Strategic Human Capital Management Plan.
    Human Capital Effectiveness and Accountability Activity (CAJQB2). 
(1) Operates as an internal audit function to maintain the operational 
integrity of human resources and human capital areas and safeguards 
legal and regulatory requirements; (2) ensures that human capital goals 
and programs are aligned with and support the CDC/ATSDR missions; (3) 
ensures that human capital planning is guided by a data driven, 
results-oriented process toward goal achievement; (4) ensures that 
managers and HR practitioners are held accountable for their human 
capital decisions; (5) assesses the effectiveness and efficiency of the 
HR function; (6) ensures human capital programs and policies adhere to 
merit system principles and other pertinent laws and regulations; (7) 
conducts recurring delegated examining audits and periodic human 
capital management reviews to verify and validate the level of 
compliance and performance; and (8) implements a plan for addressing 
issues or problems identified during accountability audits and related 
activities.
    Workforce Planning Activity (CAJQB3). (1) Advises and facilitates 
strategic workforce planning and development for CDC/ATSDR; (2) 
supports HR and CIO program officials in the development, 
implementation and evaluation of workforce plans, policies, and 
initiatives; (3) serves as a liaison with HHS and entities within and 
outside the Agency to develop CDC/ATSDR's human capital management 
direction and strategies; (4) coordinates the development and 
implementation of an agency-wide strategic human capital plan; (5) 
identifies mission-critical occupations and associated competencies to 
assess potential gaps in occupations and competencies that are 
essential to CDC/ATSDR achieving its strategic goals; (6) reports on 
CDC/ATSDR's progress in meeting human capital management improvement 
objectives associated with HHS-wide and government-wide human capital 
management improvement; (7) develops and executes a strategic hiring 
plan to facilitate the recruitment and retention of members of 
underrepresented groups and for closing occupational series and/or 
competency gaps in the workforce; (8) provides recruitment, retention, 
consultation and support to customers; and (9) supports CIO-specific, 
mission-critical work by managing various training programs designed to 
provide students, postgraduates, and university faculty with 
opportunities to participate in projects and assignments in support of 
CDC/ATSDR's missions.
    Business Strategy and Data Analytics Activity (CAJQB4). (1) 
Oversees all human resources information technology CDC/ATSDR systems 
and serves as the liaison to HHS in the development, maintenance, and 
support of Department-wide human resource information systems and 
applications; (2) manages capital planning and investment control 
activities related to all CDC/ATSDR developed human capital and human 
resources management systems and applications; (3) serves as liaison 
and provides support in the development and maintenance of HHS 
enterprise human resources systems; (4) facilitates the administration, 
analysis and reporting of, and provides recommendations for, business 
process improvements in regards to survey data or other business 
process reengineering efforts; (5) supports periodic reporting 
requirements from CDC/ATSDR, HHS, OPM, and Office of Management and 
Budget (OMB); (6) provides business strategy, data analytics, and 
reporting services; (7) performs analysis, forecasting, and modeling to 
interpret quantitative and qualitative data; (8) reports and evaluates 
organizational performance outcomes on key measures and metrics; and 
(9) oversees the human resources governance structure and change 
control board activities.
    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/
ATSDR; (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/ATSDR employees in achieving required 
competencies; (5) develops retraining activities for CDC/ATSDR 
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;

[[Page 25870]]

(10) conducts training needs assessment of employees and 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/ATSDR/
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/ATSDR 
employees in achieving required competencies; (3) development of 
retraining activities for CDC/ATSDR 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/ATSDR/
OD, CIOs, I-IHS, 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/ATSDR; (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/ATSDR 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/ATSDR/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 (CAJQC4). (1) Designs, develops, 
implements and evaluates a comprehensive public health training 
curriculum for employees engaged in public health activities throughout 
CDC/ATSDR; (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/
ATSDR/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/ATSDR; (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/ATSDR 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/ATSDR/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, 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, Security and Asset Management (OSSAM) and other 
CDC/ATSDR 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/ATSDR 
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

[[Page 25871]]

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/ATSDR 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 OSSAM and 
other CDC/ATSDR 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/ATSDR 
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/ATSDR 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/
ATSDR 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/ATSDR 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 CIOs recruiting needs, and assesses, analyzes, and 
assists CDC/ATSDR programs in developing and executing short- and long-
range hiring plans to meet these needs; (5) provides guidance to CDC/
ATSDR organizations in the development of staffing plans and job 
analyses, 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

[[Page 25872]]

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/
ATSDR personnel; (17) responds to employment verification inquiries; 
and (18) administers the Special Emphasis Programs and Student Intern/
Fellowship Programs.
    Customer Staffing Activity 1 (CAJQE2). (1) Supports the CDC, OD, 
Business Services Offices, Staff Offices, Office of Public Health 
Preparedness and Response, Office of Public Health Scientific Services, 
Office of State, Tribal, Local and Territorial Support; (2) provides 
leadership in identifying CIOs recruiting needs, and assesses, 
analyzes, and assists CDC programs in developing and executing short- 
and long-range hiring plans to meet these needs; (3) provides guidance 
to CDC organizations in the development of staffing plans and job 
analyses; (4) 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; (5) 
plans, develops, implements, and evaluates systems to ensure 
consistently high quality human resources services; (6) establishes 
objectives, standards, and internal controls; (7) evaluates, analyzes, 
and makes recommendations to improve personnel authorities, policies, 
systems, operations, and procedures; (8) 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; (9) provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; (10) provides leadership in identifying CIOs 
classification and position management needs; (11) provides guidance to 
CDC organizations in the development, evaluation/classification of 
position descriptions; (12) conducts position management studies and 
responds to desk audit requests; (13) codes and finalizes all personnel 
actions in the automated personnel data system; data quality control/
assessment, and files/records management; and (14) reviews all CDC 
reorganization proposals and provides advice on proposed staffing plans 
and organizational structures.
    Customer Staffing Activity 2 (CAJQE3). (1) Supports the Office of 
Non-communicable Diseases, Injury and Environmental Health and 
subordinate Centers, ATSDR and the National Institute for Occupational 
Safety and Health; (2) provides leadership in identifying CIOs 
recruiting needs, and assesses, analyzes, and assists CDC/ATSDR 
programs in developing and executing short- and long-range hiring plans 
to meet these needs; (3) provides guidance to CDC/ATSDR organizations 
in the development of staffing plans and job analyses; (4) 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; (5) plans, develops, implements, and 
evaluates systems to ensure consistently high quality human resources 
services; (6) establishes objectives, standards, and internal controls; 
(7) evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (8) 
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; (9) provides leadership, technical assistance, guidance, and 
consultation in human resource utilization, position management, 
classification and pay administration; (10) provides leadership in 
identifying CIOs classification and position management needs; (11) 
provides guidance to CDC/ATSDR organizations in the development, 
evaluation/classification of position descriptions; (12) conducts 
position management studies and responds to desk audit requests; (13) 
codes and finalizes all personnel actions in the automated personnel 
data system and ensures data quality control/assessment, and files/
records management; and (14) reviews all CDC/ATSDR reorganization 
proposals and provides advice on proposed staffing plans and 
organizational structures.
    Customer Staffing Activity 3 (CAJQE4). (1) Supports the Center for 
Global Health, Office of Infectious Diseases and subordinate Centers; 
(2) provides leadership in identifying CIOs recruiting needs, and 
assesses, analyzes, and assists CDC programs in developing and 
executing short- and long-range hiring plans to meet these needs; (3) 
provides guidance to CDC organizations in the development of staffing 
plans and job analyses; (4) 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; (5) 
plans, develops, implements, and evaluates systems to ensure 
consistently high quality human resources services; (6) establishes 
objectives, standards, and internal controls; (7) evaluates, analyzes, 
and makes recommendations to improve personnel authorities, policies, 
systems, operations, and procedures; (8) 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; (9) provides 
leadership, technical assistance, guidance, and consultation in human 
resource utilization, position management, classification and pay 
administration; (10) provides leadership in identifying CIOs 
classification and position management needs; (11) provides guidance to 
CDC organizations in the development, evaluation/classification of 
position descriptions; (12) conducts position management

[[Page 25873]]

studies and responds to desk audit requests; (13) codes and finalizes 
all personnel actions in the automated personnel data system and 
ensures data quality control/assessment, and files/records management; 
and (14) reviews all CDC reorganization proposals and provides advice 
on proposed staffing plans and organizational structures.
    Technical Services Activity (CAJQE6). (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/ATSDR personnel; and (9) responds to employment verification 
inquiries.
    Customer Staffing Activity 4 (CAJQE7). (1) Supports the recruitment 
and staffing services for CDC/ATSDR's international workforce; (2) 
provides leadership in identifying the CDC/ATSDR international 
workforce recruiting needs, and assesses, analyzes, and assists 
programs in developing and executing short- and long-range hiring plans 
to meet these needs; (3) provides guidance to CDC/ATSDR in the 
development of staffing plans and job analyses; (4) 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; (5) plans, develops, implements, and evaluates systems 
to ensure consistently high quality human resources services; (6) 
establishes objectives, standards, and internal controls; (7) 
evaluates, analyzes, and makes recommendations to improve personnel 
authorities, policies, systems, operations, and procedures; (8) 
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; (9) coordinates the provision of benefits, allowances, special 
pay requirements, labor and employee relations support services; (10) 
consults with the Department of State on utilization of State 
Department authorities to hire locally employed staff and coordination 
of records management requirements; (11) provides leadership in 
identifying CIO's classification and position management needs; (12) 
provides guidance to CDC/ATSDR organizations in the development, 
evaluation/classification of position descriptions; (13) conducts 
position management studies and responds to desk audit requests; (14) 
codes and finalizes all personnel actions in the automated personnel 
data system and ensures data quality control/assessment, and files/
records management; and (15) reviews all reorganization proposals and 
provides advice on proposed staffing plans and organizational 
structures.
    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/ATSDR established pay and compensation recommendation 
policies, and procedures; (3) provides expert human resources advisory 
services and technical assistance support to the CDC/ATSDR 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/ATSDR 
missions; (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; (14) advises on development of executive 
succession planning activities; and (15) provides program guidance, 
administration, and oversight of CDC/ATSDR 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/ATSDR 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/ATSDR 
missions; (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; (12) manages

[[Page 25874]]

the HHS Executive Development Program, including developmental 
activities, rotational assignments, and the Candidate Development 
Program; and (13) 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; (2) 
provides technical guidance and visa-assistance for employment based, 
CDC-sponsored visas; (3) administers and manages the Exchange Visitor 
Program; (4) works closely with the US Office of Exchange and Cultural 
Affairs, US Citizenship and Immigration Services, US Department of 
Homeland Security, US Department of State, Office of the Secretary/
DHHS, and US Department of Labor) to facilitate immigration procedures; 
(5) reviews, processes and files H-1B, 0-1, and Green Card (I-140) 
Petitions with the U.S. Citizenship and Immigration Services; (6) 
provides advisory services and guidance on employment based green card 
petitions in the Alien of Extraordinary Ability category; (7) issues 
DS-2019s (Certificate of Eligibility for J-1 Exchange Visitor Status) 
through the Student and Exchange Visitor Information System to non US 
citizens seeking CDC J-1 visa sponsorship; (8) coordinates and provides 
consultations and guidance on Interested Government Agency Waivers; (9) 
provides Immigration Training Workshops to CDC/ATSDR Administrative 
Staff; (10) determines the appointment mechanism, legal status, and 
work authorizations for 5,000+ non US citizens through the Visitors and 
Management System; and (11) administers and manages the Guest 
Researcher and Oak Ridge Institute for Science and Education Program.

    Dated: April 22, 2014.
Sherri A. Berger,
MSPH, Chief Operating Officer, Centers for Disease Control and 
Prevention.
[FR Doc. 2014-10178 Filed 5-5-14; 8:45 am]
BILLING CODE 4163-18-M