Department of the
Interior
Departmental Manual
Effective Date: 1/2/08
Series: Organization
Part 120: U.S.
Geological Survey
Chapter 4: Human
Capital
Originating Office: U.S.
Geological Survey
120 DM 4
4.1 General Functions. The Office of the Associate Director for
Human Capital provides executive-level leadership for policy direction,
management, and oversight of the Human Capital programs of the U.S. Geological
Survey (USGS) including Human Resources, Equal Employment Opportunity, and
Employee Development.
4.2 The Associate Director
for Human Capital exercises the authority delegated by the Director to formulate and implement human capital
strategies and make necessary investments to assure success in support of the
USGS mission ensuring consistency with merit system principles, equal
employment opportunity, Veterans preference, family friendly programs, and
other important public policies.
A. Human Resources. The Human Resources Office is responsible for
bureauwide policy direction in human resources.
This includes labor-management relations; employee relations (including
disciplinary and adverse actions, administrative grievances, awards, and leave
programs); employee ethics and financial disclosure; worklife/family friendly
programs; employee performance management; suitability and security clearances;
workers compensation; staffing and recruitment; and, pay, compensation, and
benefits. It provides coordination with: the Office of Inspector General; the payroll
and personnel system; Senior Executive Service program; bureauwide human
resources special initiatives; and human resources evaluation and assessment
programs. The Office also provides human
resources services for the headquarters offices in the
B. Equal Employment Opportunity (EEO). The Equal Employment Opportunity Office is
responsible for developing USGS policies, programs,
and guidelines to assure proper implementation of EEO laws and regulations;
providing guidance and assistance on EEO related matters to managers,
supervisors and employees; developing and delivering EEO-related training for
managers, supervisors and employees; managing the discrimination complaints
programs, including providing equal employment opportunity counseling and
mediation, investigating complaints of discrimination, ensuring implementation
of settlement agreements, tracking complaints activities, reviewing reports of
investigation for completeness, and coordinating hearings and appeals within
the Department, including the Office of the Solicitor, and the Equal Employment
Opportunity Commission; developing and monitoring implementation of the Affirmative
Employment Plans for Women, Minorities, and People with Disabilities;
developing and managing USGS’ Special Emphasis Programs including the Federal
Women's Program, Hispanic Employment Program, and African American Employment Program;
developing and managing the Disability Program, including advising, guiding,
monitoring, implementing, and evaluating requirements for and the effectiveness
of reasonable accommodations, and conducting accessibility reviews of USGS
facilities as well as facilities that receive USGS financial assistance;
managing minority and disability outreach efforts and coordinating partnerships
with Historically Black Colleges and Universities, Hispanic Serving
Institutions, Hispanic Association of Colleges and Universities, Tribal
Colleges and Universities, and other higher educational institutions with high
concentrations of minorities, women, and people with disabilities;
C. Employee Development. The Office of Employee Development coordinates and oversees programs designed to improve both individual and organizational effectiveness. It serves as a catalyst for continuous learning, professional growth, and organization development.