Organizational Structure of the
Social Security Administration

SSA ORGANIZATION MANUAL

Chapter S7
OFFICE OF THE DEPUTY COMMISSIONER, HUMAN RESOURCES

          I.      Mission   

The Office of the Deputy Commissioner, Human Resources (ODCHR) directs the administration of comprehensive SSA human resources programs including: human capital and planning initiatives, personnel management, labor management relations, employee relations, civil rights and equal opportunity, and training. 

       II.      Organization   

A.       The Deputy Commissioner, Human Resources (S7).

B.       The Assistant Deputy Commissioner, Human Resources (S7).

C.      The Immediate Office of the Deputy Commissioner, Human Resources (S7A).

D.      The Human Capital Staff (S7J)

E.      The Executive and Special Services Staff (S7K)

F.      The Office of Personnel (S7B).

G.      The Office of Labor-Management and Employee Relations (S7C).

H.       The Office of Civil Rights and Equal Opportunity (S7E).

I.      The Office of Training (S7G).         

      III.      Functions 

A.   The Deputy Commissioner, Human Resources (DCHR) (S7) is directly responsible to the Commissioner for carrying out the ODCHR mission and providing general supervision to major components of ODCHR as well as guidance, support and technical assistance to the SSA regional personnel administration operation and policy and direct service support to the Agency’s executive personnel activities and other high level special categories.

B.    The Assistant Deputy Commissioner, Human Resources (S7) assists the Deputy Commissioner in carrying out his/her responsibilities and performs other duties as the Deputy Commissioner may prescribe.

C.      The Immediate Office of the Deputy Commissioner, Human Resources (S7A).

1.       Provides the Deputy Commissioner and the Assistant Deputy Commissioner with staff assistance on the full range of their responsibilities.

2.        Develops and implements all SSA policies and activities relating to the Agency's executive level personnel management program.

3.        Recruits for and places individuals in positions in the Senior Executive Service (SES) in accordance with OPM regulations.

4.       Provides staff support to the Executive Resources Board in administering a systematic program to manage SSA's executive and professional resources and ensuring the appropriate selection of candidates to participate in official executive development programs.

5.       Provides staff support to the Performance Review Board in reviewing performance plans and subsequent appraisals of career and non-career executives in SES and employees in equivalent level positions.

D.     The Human Capital Planning Staff (S7J) provides leadership within DCHR for the Agency in broad human resources policy areas related to workforce planning and management. The Staff ensures that the Agency's human resources policies and practices are aligned to support the accomplishment of the Agency's mission, vision, goals and strategies; improve hiring and retention strategies to ensure a
workforce consistent with the Agency's needs; and create a continuous learning and performance culture that results in a highly productive workforce. The Human Capital Planning Staff provides direction and oversight to the development and integration of the Agency's human resources automated systems and advises the DCHR on matters pertaining to Government-wide automated human resources systems. The Staff continually monitors, analyzes and interprets workforce forecasting data and projects future workforce needs including the types of skills
and positions needed. It also develops and implements Agency-wide
initiatives, such as competitive sourcing, in support of the effective
use of human capital.

E.     The Executive and Special Services Staff (S7K) develops and implements all SSA policies and activities relating to the Agency's executive level personnel management program. Recruits for and places individuals in positions in the Senior Executive Service (SES) in accordance with OPM regulations. Provides staff support to the Executive Resources Board in administering a systematic program to manage SSA's executive and professional resources and ensuring the appropriate selection of candidates to participate in official executive development programs. Provides staff support to the Performance Review Board in reviewing performance plans and subsequent appraisals of career and non-career executives in SES and employees in equivalent level positions.

F.     The Office of Personnel (OPE) (S7B) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OPE's mission and for providing general supervision to the major components of OPE.  The Office directs a comprehensive SSA personnel management program.  It develops, implements and maintains a fully integrated and coordinated personnel management program responsive to the needs of SSA.  The Office manages personnel programs in the following areas: personnel policy and research, personnel data, position classification and organization management, recruitment and placement, employee counseling, personnel management evaluation, employee assistance services, personnel information planning, employee recognition, health services, and employee benefits including health and retirement. The office develops and implements an SSA-wide program of Personnel Security and Suitability for employees and contractors and administers the SSA Drug Free Workplace program. It directs the development and operation of SSA's Workers' Compensation program, including SSA's Workers' Compensation Return to Work, Controversion and Investigations programs.

G.     The Office of Labor-Management and Employee Relations (OLMR) (S7C) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OLMER 's mission and for providing general supervision to the major components of OLMER.  The Office manages the SSA labor management relations program, including the development and evaluation of the program and the formulation of SSA-wide labor management relations policy.

H.      The Office of Civil Rights and Equal Opportunity (OCREO) (S7E) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OCREO's mission and for providing general supervision to the major components of OCREO.  The Office provides overall management of the SSA-wide programs of civil rights and equal opportunity, including the development of SSA-wide civil rights and equal opportunity policy.

I.     The Office of Training (OT) (S7G) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OT's mission and for providing general supervision to the major components of OT.  The Office manages and administers a national training program to enhance SSA's capability of providing effective and efficient service to the public.  It develops and issues Agencywide policies, procedures and operational guidelines for the design, development, implementation, maintenance and evaluation of all SSA training activities.  It directs the financial management of training monies to ensure accountability of money spent to train and develop the Agency's employees.      

 

SSA ORGANIZATION MANUAL 

 Subchapter S7B
OFFICE OF PERSONNEL

         I.      Mission 

The Office of Personnel (OPE) directs a comprehensive program designed to provide the full range of personnel management programs, including personnel management evaluation, recruitment and placement, employee counseling, personnel policy and research, personnel data, employee assistance services, personnel information planning, employee recognition, health services and classification and organization management. It administers and provides counseling for retirement, health and other employee benefits programs. The Office develops policy and guidelines for the SSA-wide management of those programs and evaluates the manner in which they are carried out. The Office of Personnel also develops and implements an SSA-wide
program of Personnel Security and Suitability for employees and contractors and administers the SSA Drug Free Workplace program. It directs the development and operation of SSA's Workers' Compensation program, including SSA's Workers' Compensation Return to Work, Controversion and Investigations programs.

       II.      Organization 

A.         The Associate Commissioner, Office of Personnel (S7B).

B.        The Deputy Associate Commissioner, Office of Personnel (S7B).

C.        The Immediate Office of the Associate Commissioner, Office of Personnel (S7B).   

D.        The Center for Employee Benefits (S7BL).

E.        The Center for Personnel Security and Project Manaagement (S7BH).

F.        The Center for Personnel Management Information Systems and Payroll (S7BJ).

G.         The Center for Classification and Organization Management (S7BK).

H.        The Center for Personnel Policy and Staffing (S7BE).

I.        The Center for Employee Services (S7BG). 

      III.      Functions 

A.     The Associate Commissioner, Office of Personnel (S7B) is directly responsible to the Deputy Commissioner, Human Resources for carrying out the Office of Personnel's mission and for providing general supervision to the major components.

B.     The Deputy Associate Commissioner, Office of Personnel (S7B) assists the Associate Commissioner in carrying out his/her responsibilities and performs other duties as the Associate Commissioner may prescribe.

C.    The Immediate Office of the Associate Commissioner, Office of Personnel (S7B) provides the Associate Commissioner and Deputy Associate Commissioner with staff assistance on the full range of their responsibilities.

D.    The Center for Employee Benefits (S7BL) directs the Social Security Administration's Retirement and Health Benefits programs. The Center develops the agency's policy on these programs and provides interpretation and guidance to SSA's managers nation-wide. Expertise is provided to managers and employees on all Federal Benefit's Programs, including the Civil Service and Federal Employees' Retirement Systems, Thrift Savings Plan, Federal Employees' Health Benefit Plans, Federal Employees' Group Life Insurance, Flexible Spending Accounts and Long
Term Care.

E.        The Center for Personnel Security and Project Manaagement (S7BH).

1.    Develops and implements an SSA-wide program of Personnel
Security and Suitability for employees and contractors. Develops and
implements SSA's National Security Program.

2.     Directs the development and operation of SSA's Workers' Compensation program. Provides assistance to employees regarding claims
for lost wages, settlement awards, notices of injury and required
medical reports.

3.   Provides assistance to employees regarding claims for lost wages, settlement awards, notices of injury and required medical reports.

4.    Directs the development and operation of SSA's Workers'
Compensation Return to Work, Controversion and Investigations programs.

5.    Designs national policies for the SSA Drug-Free Workplace Program.  Manages the day-to-day operations of the Agency’s drug program.
Develops, implements and manages the day-to-day operation of
SSA's drug testing program.

6.   Conducts administrative surveys, special studies and projects of SSA-wide significance

F.     The Center for Personnel Management Information Systems and Payroll (S7BJ).

1.    Plans and directs ongoing development, analysis and evaluation of SSA's personnel systems; develops general objectives and performance standards for automated systems and detailed specifications for development or modification of computer programs used in automated systems; and proposes changes in these systems to meet SSA's human resources data, statistics and information needs.

2.      Coordinates, with SSA's Office of the Deputy Commissioner for Systems, the planning, development, modification and evaluation of automated systems.

3.   Designs business applications and administrative systems in the
personnel arena, including workload management, action tracking and
other management support systems. Manages the entire applications
development process, including assessing user needs, developing system
pilots, designing systems, testing systems, administering databases,
training users, and evaluating overall system performance.

4.   Evaluates, tests, installs and maintains agency applications
software within the networking environment for compatibility with
existing software, hardware and networks and serves as point of contact
for equipment, software and operational problems and needs within OPE.
Ensures the integrity of the LAN, as well as the completion of LAN
operations.     

5.   Develops and provides guidance to SSA's managers, timekeepers
and employees on the payroll and time and attendance processes
throughout SSA. Is the first point of contact in headquarters on pay
and leave issues. Manages the bi-weekly collection and processing of
time and attendance data for all SSA employees.

6.   Coordinates with the National Business Center in Denver, SSA's
payroll provider, on all payroll-related operational, budget and
developmental matters.

7.   Conducts research on HR modernization, providing recommendations
for improving the effectiveness and efficiency of various personnel
functions and programs through automation. Performs continuing review
of HR technology to bring best practices to personnel operations in
SSA.

8.  Represents the Agency on interagency workgroups to resolve
crosscutting HR automation issues. Serves as liaison with OPM, SSA's
payroll provider, and other Federal agencies and monitoring
authorities.

9.   Directs the design and development of and manages day-to-day
operations in support of the Personnel intranet site at the agency
level.

G.      The Center for Classification and Organization Management (S7BK).

1.      Develops and implements SSA-wide programs of position classification and position management within SSA headquarters.  Directs position classification and position management activities having SSA-wide significance.

2.      Provides advice and assistance to all SSA components on activities and issues that involve position classification and position management; serves as the central SSA referral point on these programs; and acts as SSA liaison with OPM and other non-SSA entities and organizations with respect to assigned areas of responsibility.

3.      Formulates and oversees the implementation of policies, procedures, standards, directives and objectives which assure that position structure and management promote cost-effective operations and the efficient use of employee skills.

4.      Provides leadership and coordination in the formulation of SSA policies, directives and programs relating to the Fair Labor Standards Act and to salary and wage surveys; conducts a continuing review of the applicability of classification standards; and, as appropriate, negotiates with OPM for the revision of such standards or the development of single Agency standards.

5.      Authorizes the establishment of positions and organizations, providing advice and guidance to managers on organizational structure and preparing Federal Register and Organization Manual material.

        H.  The Center for Personnel Policy and Staffing (S7BE).

1.    Directs the formulation and issuance of SSA personnel policies and directives.  Provides guidance on matters pertaining to such areas as staffing,employment and performance management and awards, pay and compensation, personnel information disclosure and personnel delegations, and ensures that guidance is consistent with pertinent laws, regulations and policies.  Oversees the dissemination and implementation of SSA-wide policies and directives pertaining to personnel management areas.  Directs the development and maintenance of the SSA personnel manual system, reviewing all issuances under this system.

2.   Develops and implements SSA employee incentive and honor awards programs and administers the performance management systems.

3.      Develops policies and implementing guidance pertaining to SSA recruitment and placement. Initiates and all processes personnel actions for SSA Headquarters employees; participates with office managers and staffs in assessing placement actions; and directs the administration of all Merit Promotion Plans applicable within Baltimore/Washington/Falls Church Headquarters components.  Processes necessary administrative actions required for new employees entering on duty.

4.      Implements policies, regulations and programs pertaining to special recruitment and staffing activities for SSA Headquarters and field organizations.  Develops and implements student employment programs.

5.      Directs the development and administration of SSA services concerning employee benefit programs which include the Civil Service Retirement System, The Federal Employee Retirement System, the Thrift Savings Plan and the Federal Employees Group Life Insurance Program.  Serves as the focal point for unemployment compensation activities.

6.    Establishes and maintains the Official Personnel Folders for SSA headquarters employees.

I.     The Center for Employee Services (S7BG).

1.      Provides professional counseling and referral services for employees with mental health problems and for employees with alcohol or drug problems.  Provides technical advice and guidance to  SSA management officials on matters related to these functions.

2.      Develops, implements and evaluates SSA's employee health services programs in conformance with appropriate laws, policies and regulations.

3.      Directs the administration of the Federal Employees Health Benefits Program for SSA employees.

4.      Provides overall coordination and direction to work environment improvement efforts within SSA.  Coordinates a variety of studies throughout SSA designed to improve the work environment.

5.      Plans, develops and implements a variety of employee and family-oriented programs and services in the areas of Child Care, Elder Care, fitness and wellness, Career/Life Planning and financial counseling.

6.      Directs the development and operation of the SSA employee suggestion program.

SSA ORGANIZATION MANUAL 

 Subchapter S7C
OFFICE OF LABOR-MANAGEMENT AND EMPLOYEE RELATIONS

         I.      Mission 

The Office of Labor-Management and Employee Relations (OLMER) provides overall management of an SSA-wide program of labor-management and employee relations.  The mission includes the development and evaluation of the programs and the formulation of SSA-wide labor-management relations policy.  The office provides services to SSA components on labor relations issues and on employee relations issues relating to disciplinary and adverse actions and employee grievances.    

       II.      Organization 

A.       The Associate Commissioner, Office of Labor-Management and Employee Relations (S7C).

B.      The Immediate Office of the Associate Commissioner, Office of Labor-Management and Employee Relations (S7C).

C.       The Center for Program Policy, Automation and Training (S7CC).

D.       The Center for Operations (S7CE).

E.       The Center for Negotiations and Litigation. (S7CG).  

F.      The Center for Disability Adjudication and Review (S7CH).  

      III.      Functions 

       A.    The Associate Commissioner, Office of Labor-Management and Employee Relations (S7C) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OLMER's mission and for providing general supervision to the major components of OLMER.

B.      The Immediate Office of the Associate Commissioner, Office of Labor-Management and Employee Relations (S7C) provides the Associate Commissioner and the Deputy Associate Commissioner with staff assistance on the full range of their responsibilities.

C.          The Center for Program Policy, Automation, and Training (S7CC ).

1.       Formulates SSA program policy, guidance, and direction in the development, administration and evaluation of a comprehensive national program in the areas of labor-management relations, performance-management, disciplinary and adverse actions, and SSA grievances.

2.       Designs and implements processes to monitor and evaluate implementation of government-wide and SSA priorities relative to SSA’s national labor and employee relations programs.

3.       Develops and evaluates SSA policies and programs involving labor-management relations, disciplinary and adverse actions, performance-based actions, grievances, and appeals.

4.             Researches, compiles, and analyzes information on the granting and usage of union official time, grievances, adverse and disciplinary actions, and third party proceedings.  Establishes and maintains automated data bases for information management to monitor and analyze emerging trends and compliance with SSA policy, laws, rules and regulations relating to labor and employee relations.

5.       Conducts statutory review of all Memoranda of Understanding negotiated Agency-wide. 

          D.      The Center for Operations (S7CE).

1.      Provides technical guidance in developing, implementing and administering cooperative labor- management and employee relations programs throughout SSA.

2.      Administers SSA employee relations programs involving disciplinary and adverse actions, performance-based actions, SSA grievances, and appeals.

3.      Provides technical and advisory services to management for exercising management rights and discharging SSA’s obligations under labor and employee relations statutes, laws, executive orders, regulations and negotiated agreements.

4.      Works with managers, labor organizations, and union officials throughout SSA to develop and maintain plans, programs, and procedures necessary to institutionalize sound labor-management relations and more effective and efficient dealings between the parties.

5.      Provides training, advice, and direction to supervisors, managers, and other management personnel in SSA components on the proper interpretation and application of negotiated agreements, 5USC71, and employee relation’s laws and regulations.

6.      Coordinates activities of field and component labor relations staffs to ensure uniform implementation of national labor and employee relations policies.

E.     The Center for Negotiations and Litigation (S7CG).

1.      Negotiates, administers, interprets, and implements SSA national labor agreements, which include pre-negotiation activities, team preparation, advisory services, and problem resolution.

2.      Negotiates national midterm contractual issues with the recognized bargaining unit(s).

3.      Provides technical and advisory services and expertise to management in establishing management negotiating positions and for representation in third-party proceedings. 

4.      Maintains files of case law which effect contracts and researches bargaining history relevant to establishing management’s position at third-party proceedings and negotiations.

5.      Represents or coordinates SSA representation in unfair labor practice complaints before the Federal Labor Relations Authority, bargaining matters before the Federal Mediation and Conciliation Service, impasse proceedings before the Federal Services Impasses Panel, national-level grievances before arbitrators, management-initiated actions under appeal to the Merit Systems Protection Board and employee claims before unemployment compensation boards.

6.      Provides technical advice and assistance to SSA management on non-bargaining unit SSA grievances.

7.      Facilitates issues and generates guidance at the national, regional and local levels.  Provides training and assists in resolving issues at all levels.

8.      Administers and maintains arbitration panels.

F.     The Center for Disability Adjudication and Review (S7CH).

1.     Administers, interprets, and implements SSA national labor agreements that include pre-negotiation activities, team preparation, advisory services, and problem resolution for components involved in administering Agency disability review programs .

2.      Develops operating policy and furnishes guidance and direction in the evaluation, administration, and improvement of a comprehensive program of labor-management relations, performance-management, disciplinary and adverse actions, and DCDAR grievances .

3.      Provides technical and advisory services to management for exercising management rights and discharging SSA's obligations under labor and employee relations statutes, laws, executive orders, regulations, and negotiated agreements . 

4.      Coordinates the activities of DCDAR component and field labor relations staffs to ensure uniform implementation of national labor and employee relations policy/procedure .

5.      Coordinates SSA/DCDAR representation in unfair labor practice complaints before the Federal Labor Relations Authority, bargaining matters before the Federal Mediation and Conciliation Service, impasse proceedings before the Federal Services Impasses Panel, national-level grievances before arbitrators, management-initiated actions under appeal to the Merit Systems Protection Board and employee claims before unemployment compensation boards .

6.      Provides technical advice and assistance to SSA management on non-bargaining unit SSA grievances .

 

SSA ORGANIZATION MANUAL 

Subchapter S7E
 OFFICE OF CIVIL RIGHTS AND EQUAL OPPORTUNITY   

         I.      Mission 

The Office of Civil Rights and Equal Opportunity (OCREO) provides overall management of the SSA-wide programs of civil rights and equal opportunity. 

       II.      Organization 

A.          The Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E).

B.           The Deputy Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E).

C.          The Immediate Office of the Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E).

D.          The Center for Cultural Diversity (S7EC).

E.          The Center for Complaints Processing (S7EE).

F.          The Center for Disability Services (S7EG).

        III.      Function 

A.       The Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OCREO's mission and for providing general supervision to the major components of OCREO.

B.       The Deputy Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E), assists the Associate Commissioner in carrying out his/her responsibilities and performs other duties as the Associate Commissioner prescribes.

C.       The Immediate Office of the Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E) provides the Associate Commissioner with staff assistance on the full range of his/her responsibilities.

D.          The Center for Cultural Diversity (S7EC).

E.          The Center for Complaints Processing (S7EE).

     1.  Directs implementation and evaluation of the SSA Equal Employment Opportunity (EO) Discrimination Complaints Program and Alternative Dispute Resolution (ADR) Program for both Headquarters and
the field. Provides advice, guidance and assistance to SSA officials concerning the discrimination complaints process and related management matters.

       2.  Provides leadership, guidance and direction in implementing SSA
policies, regulations and procedures pertaining to the timely,
accurate, fair and impartial processing of discrimination complaints
throughout the Headquarters and field organizations. Formulates SSA
policies, regulations and procedures pertaining to the EO
discrimination complaints process and ADR process.

       3.  Provides overall direction regarding all aspects of SSA's
discrimination complaints process and ADR process in order to ensure
uniformity in complaints handling, resolutions and dispositions.
Directs the preparation of guidelines on all complaints matters.

       4. Receives and conducts inquiries and attempts resolution of informal complaints of discrimination. Advises complainants of their rights regarding the discrimination complaints process, ADR process and
other related processes.

        5. Receives and acknowledges formal complaints of discrimination
and makes a determination whether to accept or dismiss the complaint/
issue(s). Conducts investigations and oversees the process.

        6. Prepares final Agency decisions on complaints of discrimination against SSA. Ensures compliance with any corrective or remedial action
directed by SSA, the Equal Employment Opportunity Commission(EEOC) or any other agency having authority to so direct.

        7. Develops litigation information and documentation for the Office of the General Counsel and the United States Attorney's Office in
employment discrimination court suits filed against SSA. Prepares the
Agency's briefs for complaints appealed to EEOC. Also, responds to
interrogatories submitted in class complaints. Analyzes new and recent
court decisions, public laws and Federal regulations for their impact
on SSA complaints processing.

        8. Directs special projects and studies of the various aspects of SSA's nationwide discrimination complaints process and ADR process to
evaluate the overall effectiveness of the EO program. Directs the
analysis of trends observed during projects and studies and implements
new procedures as required.

        9. Provides the authoritative interpretations on legal, regulatory and technical information regarding discrimination complaints to SSA
management nationwide.

      10. Reviews non-SSA EO issuances, EEOC and court decisions for
applicability to SSA policy statements. Develops instructions and
guidelines to transmit or implement EO policy decisions in SSA.

F.          The Center for Disability Services (S7EG).

    1.  Provides program direction and guidance on a variety of issues pertaining to reasonable accommodation for employees with disabilities.

    2.  Evaluates and interprets policies and procedures and develops and recommends a range of alternatives for the solution of policy issues.

    3.  Directs and implements an SSA-wide program for providing readers, sign language interpreters, personal assistants, specialized
equipment, assistive devices and selective placement.  

    4. Provides advice and assistance to all SSA components on agency-
wide goals and objectives regarding the equal employment of people with disabilities throughout SSA.

    5. Plans, conducts and coordinates multidisciplinary projects to resolve EO problems of a broad scope and provides leadership in the
development of nationwide guidelines and/or policies and procedures
also having national implications.

    6. Administers the Program for Employees with Disabilities.
 

 

SSA ORGANIZATION MANUAL 

Subchapter S7G
OFFICE OF TRAINING

         I.      Mission   

The Office of Training (OT) directs a nationwide program designed to assure that all levels of SSA employees receive the training necessary to provide effective and efficient service to the public. 

       II.      Organization

1. The Associate Commissioner, Office of Training (S7G).

2. The Deputy Associate Commissioner, Office of Training (S7G).

3. The Immediate Office of the Associate Commissioner, Office of Training (S7G).

4. The Center for Employee and Leadership Development (S7GK).

5. The Center for Curricula Development and Delivery (S7GL).

6. The Center for Training Technology (S7GM).

      III.      Functions