Department of the Interior

Effective Date: 8/28/02

Series: Organization

Part 112: Policy, Management and Budget

Chapter 15: Office of Personnel Policy

Originating Office: Office of Personnel Policy

15.1 Office of Personnel Policy. The Office of Personnel Policy has primary responsibility for developing and implementing policies, procedures, programs, standards, and systems for effective utilization, development, and management of human resources to accomplish the overall mission of the Department.

15.2 Functions. The major functions of the Office include the Executive Resources Management Program, labor management, employee relations, quality of work-life, human resources strategic planning, staffing, classification, compensation, pay administration, and career 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 Assistant Secretary - Human Resources and Workforce Diversity. The Director provides vision and direction for the effective acquisition, utilization, development, and management of the Department=s human resources. The Director is assisted by a Deputy Director who manages the day-to-day operations of the Office. The Office includes the following divisions whose heads report to the Deputy Director. (See attached organization chart.)

A. Executive Resources Division. The Division has primary responsibility for the development of policy and coordination and administration of the Department=s Executive Resources Management Program, excluding those functions associated with executive development. This includes:

(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, and coordinating or conducting analytical studies that impact executive personnel,

(3) monitoring and maintaining executive resource allocation and fill documentation, and

(4) executive development programs; Executive Seminar Center participation; Intergovernmental Personnel Act assignments; and the Senior Executive Service Candidate Development Program.

B. Labor/Employee Relations and Quality of Work-life Division. The Division has Departmental policy responsibility for:

(1) employee relations, benefits, absences and leave, awards programs, occupational health and safety programs, drug testing, violence in the workplace, family-friendly and personnel-related quality of work-life/productivity activities,

(2) management advisory services dealings with labor unions 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

(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 Boise, Idaho, and operates under the supervision of the Chief, Labor, Employee-Management Relations and Quality of Work-life Division.

C. Plans and Systems Division. The Division is responsible for the following functions:

(1) develops and conducts human resources strategic planning (including the development of the Department=s Human Resources Management Strategic Plan); tactical planning; workforce and succession planning;

(2) monitors human resource legislative and regulatory developments,

(3) plans, implements, and operates the Department=s human resources management data and information and management systems, including the Federal Personnel and Payroll System (FPPS), and other human resources systems,

(4) plans, coordinates and monitors major personnel policies and programs for the Department, and

(5) develops and monitors the Department=s Human Resources Accountability System, and evaluates the effectiveness and efficiency of human resources management in the Department.

D. Staffing, Classification and Career Management Division. The Division has responsibility for providing guidance and/or developing policy for the following:

(1) employee recruitment, placement, merit promotion, qualification standards, medical qualification standards, Delegated Examining Authority, Outstanding Scholar appointments, intern programs, seasonal employment, details, volunteer programs, buyouts, furloughs, pay administration, Reduction-in-Force and Veterans programs,

(2) Departmental applicant referral processes and placement assistance programs (including the Career Transition Assistance Program, Interagency Career Transition Assistance Program, and Special Placement Program),

(3) career management training and upward mobility; supervisor and manager development programs, competency assessment systems, and career development associated mobility programs,

(4) developing policy for position classification and position management; determining Fair Labor Standards Act (FLSA) coverage; providing classification advice and assistance to the bureaus and offices; adjudicating Departmental classification appeals, and overseeing the Department=s classification program, and

(5) reviewing proposed organizational revisions and making recommendations regarding position management and other personnel implications.

8/28/02 #3523

Replaces 8/28/90 #2898