Department of the Interior
Departmental Manual
Effective Date: 10/7/05
Series: Organization
Part 112: Policy, Management and Budget
Chapter 15: Office of Human Resources
Originating Office: Office of Human Resources
112 DM 15
15.1 Office of Human Resources. The Office of Human Resources oversees the accomplishment of the goals and objectives of the Department’s Strategic Human Capital Management Plan, and has primary responsibility for developing and implementing policies, procedures, programs, standards, and systems for effective acquisition, development, utilization, retention, and management of human capital to accomplish the mission of the Department.
15.2 Functions. The major functions of the Office include human resources strategic planning, recruitment and staffing, classification, compensation, pay administration, labor management, employee relations, quality of work-life, and executive resources management. The Office also has primary Departmental responsibility for human resources matters with organizations such as the Office of Management and Budget, Office of Personnel Management, and the Merit Systems Protection Board.
15.3 Organization. The Office is headed by a Director who reports to the Deputy Chief Human Capital Officer in the Office of the Deputy Assistant Secretary - Performance, Accountability, and Human Resources. The Director provides vision and direction for the effective acquisition, utilization, development, retention, and management of the Department’s human capital. The Director is assisted by an Assistant Director for Human Resources Systems who is responsible for strategic leadership and management of human resources e-government initiatives. The Office also includes administrative support staff and three divisions whose heads report to the Director. (See attached organization chart.)
A. Assistant Director for Human Resources Systems. The Assistant Director for Human Resources Systems is responsible for the following:
(1) identifies, develops, and implements goals, objectives, and plans regarding human resources systems initiatives;
(2) formulates policy proposals related to the implementation of human resources management e-government initiatives;
(3) ensures that all Departmental human resources management e-government initiatives are in compliance with Administration and Office of Management and Budget initiatives and directives, Office of Personnel Management directives, Departmental policies, and other national goals;
(4) plans and directs the administration and evaluation of the human resources management e-government initiatives and existing automated systems, ensuring appropriate coordination and participation of Departmental bureaus, offices, and senior officials;
(5) monitors legislative and regulatory developments regarding human resources systems; and
(6) provides technical leadership and oversight for existing Department-wide automation programs and systems, such as the Federal Personnel and Payroll System (FPPS); automated hiring systems, such as QuickHire and USAStaffing; and the Learning Management System;
B. Talent and Retention Division. The Division has responsibility for developing Departmental policy and providing guidance for the following:
(1) Departmental implementation and tracking of the Human Capital Scorecard;
(2) workforce and succession planning;
(3) employee recruitment, placement, merit promotion, qualification standards, medical standards, Delegated Examining Authority, Outstanding Scholar appointments, intern programs, seasonal employment, details, volunteer programs, furloughs, Reduction-in-Force, and Veterans programs;
(4) Departmental applicant referral processes and placement assistance programs (including the Career Transition Assistance Program, Interagency Career Transition Assistance Program, and Special Placement Program);
(5) position classification, position management, and compensation administration, Fair Labor Standards Act coverage, adjudicating Departmental position classification/job grading appeals; and
(6) proposed organizational revisions and making recommendations regarding position management, staffing, and other human resources implications.
C. Workforce Management Division. The Division has responsibility for
developing Departmental policy and providing guidance for the following:
(1) employee relations, grievances, benefits,
absences and leave, awards, Office of Workers' Compensation, violence in the
workplace, telework, retirement, family-friendly and personnel-related quality
of work-life/productivity programs;
(2) labor-management cooperation, labor
negotiations, labor-union contract review, and labor-management relations
concerns under Title 5, United States Code (U.S.C.), Chapter 71;
(3) development of Departmental objectives,
strategies, projects, and plans for a systematic approach to labor-management
relations and employee relations; and
(4) all staff work and review of special
retirement documents, through the Fire and Law Enforcement Retirement Team
(FLERT). The FLERT is a headquarters
activity located in
D. Executive Resources Division. The Division has primary responsibility for the development of policy for, and the administration and coordination of, the Department’s executive resources management program, excluding those functions associated with executive development. These responsibilities include:
(1) serving as the central point of contact for executive resources operational matters and providing advice and authority on a broad range of executive personnel management matters;
(2) administering the Senior Executive Service (SES), Scientific and Professional (ST), Senior Level (SL), political appointee, Schedule C, and expert and consultant programs;
(3) coordinating or conducting analytical studies that impact executive personnel;
(4) monitoring and maintaining executive resource allocation and fill documentation; and
(5) providing support for the recruitment, selection, and certification for the Department’s Senior Executive Service Candidate Development Program participants.
10/7/05 #3684
Replaces 8/28/02 #3523
