Office of Human Resources
The Office of Human Resources has
primary staff responsibility for planning, developing, and implementing
policies, programs, standards, and systems for effective acquisition,
utilization, development, and management of human resources to accomplish
the overall mission of the Department; for evaluating effectiveness of
the Department's personnel management program; and for the analysis of
position structures. The Office has Departmental responsibility for the
Office of Management and Budget, Office of Personnel Management, Merit
Systems Protection Board and Federal Labor Relations Authority directives
and is the liaison with these organizations and other agencies concerning
human resources management. The Office interprets laws, executive orders,
rules and regulations, and provides technical and professional
assistance, advice and guidance to the Secretariat and the bureaus.
The Director of Human
Resources responds to the Assistant Secretary - Policy, Management and Budget
and reports to the Assistant Secretary through the Deputy
Assistant Secretary - Performance, Accountability and Human Resources
and is aided by an Associate Director and three Division Chiefs.
The office develops
and implements policies, procedures, programs and services to facilitate
the successful implementation of the described initiatives on behalf of
the Office of the Secretary. Policies, programs, procedures and services
are developed and implemented by four divisions.
Executive
Resources Division
The Executive
Resources Division develops, formulates, coordinates, and administers the
Department’s Executive Resources program. This includes
facilitating decisions by and providing administrative support to the
Department’s Executive Resources Board (ERB). The ERB plays a
prominent role in managing the Senior Executive Service (SES) Senior
Level (SL) and Scientific and Professional (ST) needs and allocation
requirements of DOI’s bureaus and
offices. The division provides the following services in support of
ERB activities: position management, classification, qualifications
determinations, documenting merit selections, pay setting, pay adjustments,
developing performance appraisal systems, adjudication of
pay-for-performance decisions for pay adjustments and performance awards,
Presidential Rank Award coordination, assisting with executive
development programs, Presidential Management Fellow certification, and
other assigned tasks.
Staffing,
Classification and Career Management Division
The Division has
primary responsibility for recruitment (selective factors, OPM
certification, delegated examining, applicant supply file), placement,
merit promotion (competitive actions, non-competitive actions, areas of
consideration, certification), employment policy, staff planning,
qualification standards, medical qualification standards, testing,
Outstanding Scholar appointments, Intern programs (Diversity,
Presidential Management, Student), seasonal employment, details,
volunteer programs, buyouts, furloughs, variation requests, Federal Equal
Opportunity Recruitment Program, Reduction-in-Force and Veterans
programs. Develops and operates the Department's applicant referral
processes and the placement assistance programs (including the Career
Transition Assistance Program, Interagency Career Transition Assistance
Program, and Special Placement Program). The Division also coordinates
and monitors the Department's Welfare to Work program.
The
Division has primary responsibility for position classification, position
management, classification standards programs, consistency reviews,
adjudication of classification appeals, pay, and compensation programs.
The Division analyzes and reviews position structures in bureaus and
offices and recommends appropriate action; designs position structures
and requirements to achieve maximum cost effectiveness and contribution
to program goals; provides advice and assistance to management in these
program areas; and administers the classification appeals program for the
Department. Reviews proposed organizational revisions and makes
recommendations regarding position management and other personnel
implications. Provides classification advice and assistance to the
bureaus and generally oversees the effectiveness of the classification
program throughout the Department. Compensation and Pay aspects include
merit and premium pay, hourly wage rates, General Schedule pay setting, special
rates, FEPCA, FLSA, pay determinations, pay appeals, backpay, and wage
surveys.
The Division has
primary responsibility for the Department's policy on training; upward
mobility; supervisory, manager, and executive development systems;
assessment systems; mobility programs; participation in the Executive
Seminar Centers; Intergovernmental Personnel Act assignments; and the
Senior Executive Service Candidate Development Program. The Division also
establishes policies in all areas of career management including,
orientation and acculturation programs, succession planning, technical
and skills training, mentoring programs, management and leadership
training, supervisory training, and career development programs (career
entry and developmental, mid-level intake and developmental, career
broadening, leadership potential, and executive preparation)
Human
Resource Systems
The Division has
primary responsibility for planning policies and programs, including
strategic planning (and the development of the Department's Human
Resources Management Strategic Plan); tactical planning; workforce and
succession planning; the human resources portion of the Department's
Government Performance and Results Act strategic plan; performing
personnel-related aspects of OMB circular A-76; demonstration projects;
workforce modeling and analysis; the Privacy Act and Freedom of
Information Act; maintaining relationships with professional societies;
monitoring legislative and regulatory developments; identifying and
recommending changes in program direction and emphasis.
The Division has
primary responsibility for planning, implementing, and operating the
Department's human resources management data and information management
systems, including the Federal Personnel and Payroll System (FPPS), and
other satellite systems.
The Division has
primary responsibility for planning, coordinating, and monitoring major
personnel policies and programs for the Department, and for evaluating
the effectiveness of human resources management in the Department. The
Division's responsibilities include: the department's Human Resources
Accountability System; administering the personnel management delegations
of authority program; managing the personnel issuance system; assuring
coordination of programs across functional and organizational lines;
monitoring major program objectives; reviewing and evaluating the
effectiveness of Departmental personnel programs and policies;
integrating and coordinating bureau personnel evaluation programs with
those of the Office of Personnel Management and the Department; reviewing
and evaluating bureau and office personnel programs.
Labor/Employee
Relations Division
The Division has
responsibility for the Departmental employee relations, benefits, absence
and leave, awards programs (length of service, incentive awards, and
functional awards), occupational health and safety programs, drug
testing, violence in the workplace, family-friendly and personnel-related
quality of work-life/productivity activities. Among the employee
relations areas handled are performance management (appraisals and
standards), grievances, adverse actions, disciplinary actions, dispute
resolution, and appeals. Provides guidance on a variety of issues, e.g.,
alternative work schedules, acquired immune-deficiency syndrome (AIDS),
trial and probationary periods, and benefits (retirement, health and life
insurance, social security, Thrift Savings Plan, Employee Express,
Medicare, VERA), injury and unemployment compensation. Awards activity
concentrates on the Secretary's performance awards and prestigious awards
of external organizations. Administration of the above programs is
accomplished through analysis of legislative and regulatory proposals,
development of Departmental policies and procedures, advice and
assistance on unusually complex cases, periodic studies and evaluation
efforts.
The Division has
primary responsibility for Department-wide management advisory services
on dealings with labor unions and the application of policy concerning labor-management
relations under Title 5, united States Code (U.S.C.), Chapter 71. The
Division establishes long and short-range objectives, develops
strategies, projects, and plans for a systematic approach to
labor-management relations on a Department-wide basis. These
responsibilities include such areas as: policy issuances; guidance and
direction; representational matters; unfair labor practices; grievances;
arbitrations; contract administration; negotiations; impasse proceedings;
consultations with unions; labor agreement approval; training in labor
relations; and contingency planning for work stoppages. The Division
maintains liaison with the Office of Personnel Management (OPM), to
ensure coordinated Department-wide approaches on Government-wide efforts,
and ensures appropriate internal coordination within the Department.
Exercises leadership in evaluating the labor relations programs of
bureaus and monitoring major labor-management developments throughout the
Department. Consults with national and international labor organizations
and has primary responsibility for maintaining relations with national
headquarters offices which have Department recognition. Serves as primary
contact for all issues requiring national consultation with unions under
Title 5, U.S.C. on behalf of the Department. Exercises leadership in
third-party activity for cases before the Federal Labor Relations
Authority (FLRA), the Federal Service Impasse Panel (FSIP), the Federal
Mediation and Conciliation Service (FMCS), arbitrators, and other
Third-party administrative forums where necessary. Reviews negotiated
agreements and recommends approval or disapproval to the Director of
Personnel.
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Last Updated on 02/19/2009
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