[Federal Register Volume 62, Number 214 (Wednesday, November 5, 1997)]
[Notices]
[Pages 59938-59940]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 97-29258]
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SOCIAL SECURITY ADMINISTRATION
Statement of Organization, Functions and Delegations of Authority
This statement amends part S of the Statement of the Organization,
Functions and Delegations of Authority which covers the Social Security
Administration (SSA). Chapter S7 covers the Deputy Commissioner for
Human Resources. Notice is given that Chapter S7 is being amended
throughout to reflect organizational and functional changes. Notice is
further given to reflect that Subchapter S7C, the Office of Labor-
Management Relations is being retitled as the Office of Labor-
Management and Employee Relations (S7C). The changes are as follows:
Section S7.10 The Office of the Deputy Commissioner, Human Resources--
(Organization)
Retitle:
E. The Office of Labor-Management Relations (S7C) to the Office of
Labor-Management and Employee Relations (S7C).
Section S7.20 The Office of the Deputy Commissioner, Human Resources--
(Functions):
Amend to read as follows:
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.
C. The Immediate Office of the Deputy Commissioner, Human Resources
(S7A).
Change to read as follows:
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 Office of Personnel (OPE) (S7B).
Delete from the fourth sentence ``executive personnel services.''
Retitle:
E. The Office of Labor-Management Relations (S7C) to the Office of
Labor-Management and Employee Relations (S7C).
Retitle:
Existing Subchapter S7C, ``The Office of Labor-Management
Relations'' (S7C) to ``The Office of Labor-Management and Employee
Relations'' (S7C). Change all references to ``The Office of Labor-
Management Relations'' to ``The Office of Labor-Management and Employee
Relations'' and all references to ``OLMR'' to''OLMER''.
Section S7B.00 The Office of Personnel--(Mission)
Delete from the first sentence ``executive personnel services.''
Section S7B.20 The Office of Personnel--(Functions)
D. The Project Management Staff (S7BH).
Amend as follows:
4. Develops and implements SSA-wide program of Personnel security.
Directs personnel security activities having SSA-wide significance.
5. Designs national policies for the SSA Drug-Free Workplace
Program. Manages the day-to-day operations of the Agency's drug
program.
6. Directs the development and operation of SSA's Workers'
Compensation services program. Provides assistance to employees
regarding claims for loss of wages, settlement awards, notices of
injury and required medical reports.
F. The Center for Personnel Operations (S7BK).
Delete the following from Item 1, sentence 1: ``including policies
and guidelines for SSA administration of the Senior Executive Service
(SES).''
Change to read as follows:
2. 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.
Add a last sentence to Item 8:
Serves as the focal point for unemployment compensation activities.
Delete Items 10 through 13.
Section S7C.00 The Office of Labor-Management and Employee Relations--
(Mission)
Amend to read as follows:
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.
Section S7C.20 The Office of Labor-Management and Employee Relations--
(Functions):
Amend to read as follows:
C. The Immediate Office of the Director, Office of Labor-Management
and Employee Relations (S7C) provides the Director and the Human
Resources Manager with staff assistance on the full range of their
responsibilities. The functions of the office include the following:
1. The formulation and promulgation of Agency policy, guidance and
direction for exercising management's rights and discharging the
Agency's obligations under labor and employee relations law, executive
orders, regulation, and negotiated agreements. The research of policy
questions in these areas for management at various levels of the
organization. Coordinating with the Office of the General Counsel (OGC)
on matters impacting on law or requiring legal opinions.
2. The negotiation, implementation and administration of master
agreements nationwide, which involves pre-negotiated activities, team
preparation, advisory services and problem resolution.
3. Negotiating agreements on behalf of the Agency with unions
having exclusive recognition at the level of the Agency, advising and
assisting management representatives in negotiating labor-management
[[Page 59939]]
agreements at other levels of the Agency.
4. Representing management in labor and employee relations cases
that establish or impact on national level labor-management policy
before arbitrators or such administrative bodies as the Merit Systems
Protection Board, the Federal Labor Relations Authority and the Federal
Service Impasses Panel. Administering and maintaining a panel of
arbitrators, who can be assigned to rule on grievances under the
negotiated agreements.
5. Providing Agency-head review of labor-management agreements for
compliance with law, rule and regulation, coordinating with cognizant
offices as appropriate and approving or disapproving those agreements
pursuant to 5 U.S.C. 71 (the Federal Service Labor-Management Relations
Statute).
6. Coordinating with components and organizations planning to
design, develop, modify or implement plans, policies or operations that
impact on employees and providing advice to ensure that labor-
management implications and obligations are identified, incorporated
and discharged.
7. The development, implementation and evaluation of SSA policies
and programs involving disciplinary actions, performance-based actions,
grievances, appeals and serious misconduct cases. Providing advise to
SSA management on nonbargaining unit grievances.
8. Providing training, advice and direction to supervisors,
managers and other management personnel in SSA components on the proper
interpretation and application of negotiated agreements, 5 U.S.C. 71,
and employee relations law and regulation.
9. Development and distribution of manuals, guides and written
instructions or aids to assist management personnel in developing the
knowledge and skills necessary to properly administer the Agency's
labor and employee relations rights and obligations.
10. Working with managers, labor organizations and union officials
to develop and maintain plans, programs and procedures necessary to
institutionalize sound labor-management relations and more effective
and efficient dealings between the parties. Providing support to SSA
partnership activities.
11. Serving as the central depository/clearinghouse for all labor-
management agreements (including partnership agreements), grievances,
final grievance or arbitrator decisions and labor or employee relations
cases and decisions before administrative bodies involving the Agency.
Maintaining databases and technical references, as necessary, to
monitor emerging trends and to research and analyze agreements and case
decisions in order to plan and prepare to represent the interest of the
Agency in labor and employee relations.
12. Serving as a liaison with other Federal government agencies to
identify emerging trends in labor and employee relations, representing
the Agency on interagency committees, workgroups and panels on labor
and employee relations matters and helping ensure that the interests of
the Agency are fully considered in developing government-wide labor and
employee relations policy.
Section S7E.20 The Office of Civil Rights and Equal Opportunity--
(Functions)
Amend as follows:
1. Directs implementation and evaluation of the SSA Equal
Employment Opportunity Discrimination Complaint Program for both
Headquarters and the field. Provides advice, guidance and assistance to
SSA officials concerning the discrimination complaint program area 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 EEO
discrimination process.
3. Provides overall direction regarding all aspects of SSA's
complaint system in order to ensure uniformity in complaint handling,
resolution and disposition. Directs the preparation of guidelines on
all complaint matters.
4. Receives and conducts inquiries and attempts resolution of
informal complaints of discrimination. Advises complainants of their
rights regarding the discrimination complaints 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). Issues decisions on certification of class complaints.
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, 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 brief 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 complaint processing.
8. Directs special projects and studies of the various aspects of
SSA's nationwide discrimination complaint process to evaluate the
overall effectiveness of the equal opportunity 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 discrimination complaint matters to SSA management
nationwide.
10. Implements policies, regulations and affirmative action
programs and develops and implements special needs placement programs
related to the Disabled program.
11. Directs the development and monitoring of SSA's equal
opportunity and civil rights programs.
12. Provides leadership, direction and guidance throughout the
Headquarters and field organizations in the formulating and
implementing of SSA policies, regulations and procedures pertaining to
the development of sound affirmative civil rights and equal opportunity
programs. Approves, on behalf of the Deputy Commissioner, affirmative
employment program plans prepared by components and regions. Develops
the overall SSA affirmative employment program plan.
13. Develops guidelines and procedures for effective affirmative
employment program planning and monitoring throughout SSA. Develops
recommendations on affirmative employment policy and operations for the
Director, OCREO.
14. Reviews non-SSA equal opportunity and civil rights issuances,
EEOC and court decisions for applicability to SSA policy statements.
Develops instructions and guidelines to transmit or implement equal
opportunity and civil rights policy decisions in SSA.
15. Conducts and coordinates studies or analyses of SSA's human
resources and operating policies and procedures to assess their equal
opportunity and civil rights impact.
16. Directs the development and maintenance of minority and
disabled persons employment information system(s) for SSA employees and
applicants for employment.
[[Page 59940]]
17. Develops and tracks SSA's major initiatives that relate to
civil rights and equal opportunity and oversees their implementation.
18. Plans, directs and implements special programs for all
minorities, women and employees with disabilities.
19. Develops, implements, monitors and evaluates special
recruitment plans, programs and projects for targeted equal opportunity
groups.
20. Develops, monitors and evaluates SSA compliance program(s)
under civil rights statutes.
Section S7G.10 The Office of Training--(Organization)
Abolish:
C. The Administrative Staff (S7GC).
D. The Human Resources Planning Staff (S7GE).
E. The Center for Technology and Employee Development (S7GG).
F. The Center for Program Initiatives and Management Education
(S7GH).
G. The Center for Educational Research and Evaluation (S7GJ).
Section S7G.20 The Office of Training--(Functions)
Abolish in their entirety:
C. The Administrative Staff (S7GC).
D. The Human Resources Planning Staff (S7GE).
E. The Center for Technology and Employee Development (S7GG).
F. The Center for Program Initiatives and Management Education
(S7GH).
G. The Center for Educational Research and Evaluation (S7GJ).
Add:
B. The Immediate Office of the Director, Office of Training (OT)
(S7G) provides the Director with staff assistance on the full range of
his/her responsibilities.
1. The immediate office of the Director, OT, provides the Director
with administrative and technical staff assistance on the full range of
his/her responsibilities.
2. The Office of the Director's immediate administrative and
technical staff plan direct, coordinate and administer the activities
relative to developing and executing budget activities; represent OT on
interagency human resource/training groups; interpret OPM training
policies, purchase of training policies, and promulgate SSA training
policy; maintain the Administration Instructions Manual System related
to training policy; act as OT liaison with Personnel on such personnel
matters as classification, position management, staffing and
recruitment; plan, formulate and implement SSA training policies; and
provide overall support and coordination to the training function.
Coordinate travel, training and conference attendance for office staff.
3. The Director's immediate staff is also responsible for the
development and updating of SSA's Training Plan. This plan provides for
the training of SSA employees and for providing the means for employee
development beyond training.
4. Directs, designs, develops, implements, conducts and evaluates
all SSA supervisory, managerial and executive-level training
development activities.
5. Has Agencywide responsibility for common needs and general
skills training, including related developmental activities for
nonsupervisory personnel.
6. Directs, designs, develops and implements Agency-level career
development programs from the highest executive levels (SES) to
programs for nonmanagement employees.
7. Directs, designs, develops and implements training to support
Agencywide computer software acquisitions, and administrative
initiatives.
8. Conducts ongoing research to identify the best approaches to
training in the areas of management, general and systems-support
training and in the area of career development programs.
9. Conducts ongoing research to identify automated technologies
(e.g., Interactive Video Teletraining, multi-media, computer-based
training, internet and intranet, etc.) and instructional methodologies
for application to training throughout SSA.
10. Directs, designs, develops and manages SSA's Interactive Video
Teletraining System.
11. Monitors and evaluates Agency training and developmental
activities to ensure desired results and effects through the SSA
Training Evaluation System.
12. Manages SSA's National Training Center, Individualized Learning
Center and the Training Information Center.
13. Provides office automation support and consultant services for
all of OT.
14. Directs the design, development, implementation and evaluation
of disability related programmatic/technical training to meet the needs
of SSA direct-service employees and components Agencywide, as well as
programmatic employees in the States' Disability Determination
Services, including entry-level training. This includes support for all
Agencywide disability reengineering initiatives.
15. Directs the design, development, implementation and evaluation
of Title II Retirement, Survivors and Auxiliary, and Medicare related
programmatic/technical training to meet the needs of SSA direct-service
employees and components Agencywide, including entry-level and advanced
programs, programmatic systems training.
16. Directs the design, development, implementation and evaluation
of Title XVI Supplemental Security Income related programmatic/
technical training to meet the needs of SSA direct-service employees
and components Agencywide, including entry-level and advanced programs,
programmatic systems training.
17. Develops guidelines and procedures to determine technical/
programmatic training needs in all areas of responsibility, and reviews
technical training programs Agencywide.
18. Initiates independent studies and analyses to anticipate and
identify new or changing programmatic or other training approaches in a
dynamic organizational environment, and designs, develops and
implements programs geared to new training delivery technologies and
approaches.
Dated: October 20, 1997.
Paul D. Barnes,
Deputy Commissioner for Human Resources.
[FR Doc. 97-29258 Filed 11-4-97; 8:45 am]
BILLING CODE 4190-29-P
