FUNCTIONS:
- Provides Agency-wide direction and leadership in carrying out
all aspects of EPA’s human resources program
- Provides support to the Agency’s Chief Human Capital
Officer (CHCO) and Agency-wide leadership in implementing EPA’s
Strategic Human Capital Plan and ensuring that human capital priorities
are met.
- Provides leadership and direction to the Agency in implementing
Presidential priorities and new human resources legislation.
|
FUNCTIONS:
- Internal OHR budget formulation and execution:
- The full range of administrative support services including:
- Travel
- Personnel
- FTE and PCB utilization
- Procurement
- Financial management
- Space planning and management
- Telecommunications
- GPRA implementation
- COOP/Security planning
- Contracting oversight and support
- Records Management Coordination
- Privacy Act oversight
- Product review
|
FUNCTIONS:
- Facilitates, administers, and/or negotiates national labor
agreements and provides advice and assistance to regional and
local level negotiations.
- Coordinates labor relations activities across the Agency
- Creates and supports national labor-management partnerships
- Represents the Agency as lead representative or technical advisor
in arbitrations and hearings before the Federal Service Impasses
Panel (FSIP) and Federal Labor Relations Authority (FLRA)
- Serves as liaison to the Human Resources Officers (HRO) community
- Provides LER support to Headquarters AA-ships
|
FUNCTIONS:
The Director, Human Capital Management Division, serves as the
principal advisor to the Director, Office of Human Resources, and
provides Agency-wide leadership and direction to the Agency’s
national Human Capital Plan and Strategy and for the accountability
for these programs. The Division plays a major role in Agency reorganizations
and internal management studies. The Division is subdivided into
two Branches, with the Branch Chiefs reporting to the Division Director.
The Division’s responsibilities are broken out between the
two Branches.
The Human Capital Planning Branch:
- Provides leadership and direction for the Agency’s long-term
human capital strategic planning process
- Works with senior agency officials to assure that the skills,
competencies and capabilities needed by the workforce are planned
and integrated to achieve the long-term environmental goals and
directions of the Agency.
- Ensures that the Agency’s budget includes the necessary
requirements to address mission-critical workforce needs. Serves
as primary liaison to the Office of the Chief Financial Officer
(OCFO) to address these issues.
- Develops the institutional infrastructure needed to analyze
the Agency’s workforce needs
- Develops and oversees Agency-wide succession planning
- Develops and institutionalizes an Agency-wide strategic recruitment
and outreach strategy, which include, but is not limited to:
- Branding and marketing
- Developing strategic partnerships with a variety of colleges,
universities, professional
associations and other relevant parties
- Promoting talent diversity through White House and other
initiatives
- Performs qualitative analyses on the agency’s workforce
(including statistical and demographic analyses and workforce
trends.)
- Performs short- and long-term management studies and historical
studies.
- Provides analytical support and advice on a variety of organization
and management initiatives.
- Serves as a liaison with the Agency’s Human Resources
Council
- Manages and maintains the Agency’s Directives System
- Manages the Agency-wide directives clearance process
- Manages the delegations of authority process
The Human Capital Accountability Branch:
- Develops and publishes the Agency’s Human Capital Strategic
Plan.
- Develops and administers the EPA Human Capital Accountability
Plan.
- Develops accountability methodology for: tracking the progress
in implementing the HC Strategy; assessing the effectiveness and
impact of the HC Strategy at EPA; tracking the progress of Headquarters
and Regional offices’ human capital strategies and action
plans
- Evaluates HR programs to ensure merit principle accountability.
|
FUNCTIONS:
The Director, Human Resources Policy Division, serves as the principal
advisor to the Director, Office of Human Resources, on the direction
of human resources policy and takes a leadership role in responding
to Federal human capital directions from the Office of Personnel
Management. The Director, OHR, has discretion and flexibility to
create up to four teams, depending on the needs of the organization.
The Human Resources Policy Division is responsible for performing
the following functions:
- Provides Agency-wide leadership, advice, and guidance in the
development, issuance, and communication of all human resources
policies, including, but not limited to:
- Staffing, recruitment and hiring
- Classification and pay
- Position management
- Labor and Employee Relations
- Employee benefits (including retirement, health benefits,
worker’s compensation, etc.)
- Work life programs, e.g., telework, tuition assistance,
etc.
- Work place issues
- Awards and recognition
- Retention
- Performance management
- Training
- Researches best practices
- Performs bench marking of other Federal agencies and selected
private sector
organizations
- Researches and/or develops new ideas in the human resources
arena, and recommends products and services which may prove beneficial
to EPA’s HR community
- Continually explores new service delivery alternatives which
may benefit the EPA HR community, and makes recommendations for
possible implementation within the Agency
- Initiates and recommends demonstration and/or pilot projects
- “Scans the horizon” within the public and private
sectors to identify and anticipate major events, shifts in management
approaches, workforce and societal trends which will impact human
resources. Based on the analysis of these factors, makes recommendations
to the EPA HR community, and senior EPA officials.
- Serves as liaison to the Human Resources Officers (HRO) community
|
FUNCTIONS:
The Director, Employee Development and Services Division, serves
as principal advisor to the Director, Office of Human Resources,
and leads the Agency’s national training and development program.
The Division also is responsible for employee benefits and services.
The Employee Development and Services Division may be organized
into as many as four teams and is responsible for the following:
- Develops, manages and delivers the Agency’s national
workforce development programs
- Supports Agency workforce planning by recommending and implementing
training strategies and solutions for workforce and succession
planning
- Serves as the procurement agent for Agency high dollar training
requests
- Maintains liaison with Agency training officers
- Devises and administers the Agency’s knowledge management
program
- Develops and administers national training strategies to support
major programs such as implementation of a new performance management
program, etc.
- Provides substantive input to Agency training policy.
- Serves as liaison to the Agency’s Awards Board and manages
the Agency’s annual Honor Awards process
- Provides employee support services to Headquarters AAships,
including
- Conducting new employee orientations and exit interviews
- Ensuring that sign language and interpreting services are available
for hearing-
impaired employees and clients.
- Providing oversight for the Employee Counseling and Assistance
Program (ECAP)
- Employee Benefits and Services including:
- Providing advice and consultation to employees on the full
range of benefits and workplace issues.
- Ensuring that customers can access benefits information
- Conducting briefing and information sessions on various
benefits and services.
- Processing all pertinent employee benefits.
|
FUNCTIONS:
The Director, Information Technology Division, is the principal
advisor to the Director, Office of Human Resources, on all major
human resources technology systems and internal IT support and operations.
The Director maintains close coordination with other pertinent EPA
offices involved in IT development and provides input to Agency
human resources information systems technology. The Division can
be organized into as many as four teams. The major functions are
listed below:
- Provides national leadership in conceptualizing and developing
strategic systems to automate human resources at EPA. This includes
conducting systems research to determine applicability of automating
a full range of HR information and processes, including but not
limited to:
- Direct access to HR information by line managers and HR professionals
- Employee self-service systems and/or electronic applications
- Modeling capabilities to support strategic decision-making
- Workforce analysis support
- Serves as the liaison with the Office of Environmental Information
and Office of the Chief Financial Officer on IT issues and concerns.
- Provides national leadership in the deployment, implementation,
management and maintenance of human resources management systems.
- Provides for systems budget formulation and contract oversight
- Provides for desk top support for all of OHR
|
FUNCTIONS:
The Director, Headquarters Operations Division, serves as the
principal advisor to the Director, Office of Human Resources and
provides leadership and direction to the transactional support for
EPA Headquarters. The Division is subdivided into three Branches,
with the following sets of responsibilities:
- Provides the full range of consulting and advisory services
to accomplish the following:
- Classification/Pay setting for all Headquarters positions
- Staffing all Headquarters positions
- Recommends strategies to clients for recruiting and filling
all types of positions
- Works with OCFO to resolve employees’ pay problems
- Manages the Headquarters file room and contract
- Manages and oversees the Agency’s Senior Environmental
Employee (SEE) Program.
|
FUNCTIONS:
The Director, Executive Resources Division serves as the principal
advisor to the Director, Office of Human Resources, and the Assistant
Administrator, OARM, and provides support to Agency-wide leadership
and direction to the Executive Resources Program. The Executive
Resources Division is primarily responsible for following functions:
- SES Staffing/Pay/Compensation
- SES Mobility Program
- ERB and PRB Processes
- Executive Resources Policy
- Performance Management for SES Corps
- Succession Planning for SES
- SES Candidate Development Program
- SES professional development/training
- Political Appointments (Schedule C, AD, PAS and Non-career
SES Appointments)
- ALJs, SLs and STs
- SES Forums and Communications
|