Immediate Office of the Chief Human Capital Officer (HC-1)

Office of the Chief Human Capital Officer

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HC-1 Mission and Function Statement

The Office of the Chief Human Capital Officer (HC) provides leadership to the Department of Energy (DOE) on the impact and use of policies, proposals, programs, and partnership agreements/relationships related to all aspects of Human Capital Management (HCM).  Within the framework of the organization, HCM is an integrated approach that links human resources, training/development and diversity. HC develops, deploys and assesses a full range of short and long term human capital management solutions, policies and programs and proactively seeks additional solutions and approaches to serve the needs of the Department. HC advances and supports DOE’s mission accomplishment by creating and implementing solutions that address workforce issues in the areas of recruiting, hiring, motivating, succession planning, competency development, training and learning, retention and diversity; and provides the full range of operational human resource and management advisory services to Headquarters staff.   HC manages and provides similar operational services to the National Nuclear Security Administration (NNSA) and field staff through memoranda of agreement as requested. HC also provides leadership and direction in dealings with the Office of Personnel Management (OPM), Government Accountability Office (GAO), the Merit Systems Protection Board (MSPB), Federal Labor Relations Authority (FLRA) and other Federal/non-Federal organizations relative to human capital programs and policies.

The Department’s Chief Human Capital Officer (CHCO) is accountable for the strategic alignment of the Department’s workforce to its mission and derives authority from the Secretary of Energy and the Chief Human Capital Officer Act of 2002 (Public Law 107- 296).  The CHCO is responsible for maintaining and effectively directing its human resources management policies and programs and directs and manages the Office of Human Capital Management.  The CHCO serves to advise and assist the head of the agency and other agency officials in carrying out the Department’s responsibilities for, selecting, developing, training, and managing a high-quality, productive workforce in accordance with the merit system principles.  The CHCO serves as chief policy advisor on all human capital management issues and shares responsibility and accountability for the Department’s performance and mission results. The Deputy Chief Human Capital Officer leads the agency Human Capital Management initiatives in concert with the CHCO.

The Director of Human Capital Management is responsible for leading the Department’s HCM policies, programs and solutions and provides direction and administrative oversight of all HCM functions and responsibilities.

FUNCTIONS:

  • Oversee and coordinate the Office of the Chief Human Capital Officer’s commitments to the DOE Strategic Plan, and other DOE-wide performance based initiatives including the Department’s Annual Performance Plan as well as Presidential and other key human capital management initiatives.
  • Serves as the Department’s principal human capital management expert and advisor and implements the rules and regulations of the President, and the policies of the Department of Energy.
  • Serves as Human Resources Advisor on matters relating to competitive sourcing.
  • As the Office of the Chief Human Capital Officer Agent serves as, or designates, the Executive Secretary for the Federal Technical Capability Program Panel.
  • Serves as the central focus for cutting-edge human capital management research and initiatives related to HCM competency development; change management; HCM career development and management; communications; marketing; and benchmarking and liaisons with public/private/non-profits/academia in these areas.
  • Assesses workforce characteristics and future needs based on DOE’s mission and strategic plan.
  • Oversees all administrative and business functions for the organization, including internal measuring/tracking.
  • Responsible for developing and advocating a culture of continuous learning and provides overall strategic direction of learning and workforce development within the Department.

 

Mission

This organization is responsible for the day-to-day administrative operations of the Office of the Chief Human Capital Officer. The office provides a variety of services designed to support the senior executive staff and other administrative management activities.

Functions

  • Directs planning, oversight, integration, and management of administrative and support systems within the Office of the Chief Human Capital Officer (OCHCO) organization.
  • Manages correspondence processes and functions, including Executive Secretariat, IG, FOIA, and Congressional correspondence.
  • Manages front office support functions, including scheduling for senior executives, management of all-hands meetings, and customer service for walk-in and telephone customers.
  • Leads space and property management functions for OCHCO to include furniture, equipment, hardware, software, and telecommunications.
  • Manages internal personnel administration functions in accordance with Merit System Principles and EEO (such as training requests, IDP tracking, travel requests, personnel actions, performance management, position management, pay administration, employee recognition, and incentives) in collaboration with other OCHCO entities.
  • Ensures physical security compliance and continuity of operations preparedness (COOP) for OCHCO.
  • Administers, in conjunction with the Office of the Secretary and the Office of Management, the Secretarial Awards Program.
  • Advises and assists on all administrative policy and program issues impacting OCHCO and its customers.
  • Collaborates with the Financial Management Division to ensure integration of financial and staff resources with administrative and support systems for OCHCO.
  • Support the administrative staff across the DOE HR Line of Business (HR LOB) to ensure consistent application of policies and procedures and professional accountability within this administrative management business area.

ADMINISTRATIVE MANAGEMENT DIVISION

Mission

This organization is responsible for the day-to-day administrative operations of the Office of the Chief Human Capital Officer.  The office provides a variety of services designed to support the senior executive staff and other administrative management activities.

Functions

  • Directs planning, oversight, integration, and management of administrative and support systems within the Office of the Chief Human Capital Officer (OCHCO) organization.
  • Manages correspondence processes and functions, including Executive Secretariat, IG, FOIA, and Congressional correspondence.
  • Manages front office support functions, including scheduling for senior executives, management of all-hands meetings, and customer service for walk-in and telephone customers.
  • Leads space and property management functions for OCHCO to include furniture, equipment, hardware, software, and telecommunications.
  • Manages internal personnel administration functions in accordance with Merit System Principles and EEO (such as training requests, IDP tracking, travel requests, personnel actions, performance management, position management, pay administration, employee recognition, and incentives) in collaboration with other OCHCO entities.
  • Ensures physical security compliance and continuity of operations preparedness (COOP) for OCHCO.
  • Administers, in conjunction with the Office of the Secretary and the Office of Management, the Secretarial Awards Program.
  • Advises and assists on all administrative policy and program issues impacting OCHCO and its customers.
  • Collaborates with the Financial Management Division to ensure integration of financial and staff resources with administrative and support systems for OCHCO.
  • Support the administrative staff across the DOE HR Line of Business (HR LOB) to ensure consistent application of policies and procedures and professional accountability within this administrative management business area.

FINANCIAL MANAGEMENT DIVISION

Mission

This division supports the effective and efficient implementation of the Department of Energy’s human capital initiatives through the integration of human capital strategy and budget for the Office of the Chief Human Capital Officer (OCHCO) across the human resources line of business functions.

Functions

  • Financial and resource management functions within the Office of Chief Human Capital Officer (OCHCO) organization include:
  • Directs planning, oversight, integration, and management of OCHCO financial and staff resources to include; budget formulation, integration, and execution; staffing and resource allocation; accounting; and acquisition and contract management.
  • Advises and assists on all budgetary/resource policy and program issues impacting OCHCO and its customers.
  • Works in conjunction with the Department’s Headquarters Procurement Office, the Office of the Chief Financial Officer (CFO), and others to facilitate financial and contractual requirements.
  • Executes data collection and reporting processes in compliance with the Office of Management and Budget (OMB) guidance and DOE policy for internal management controls and quality assurance
  • Leads OCHCO acquisition/procurement and contract management.
  • Oversees OCHCO-related Working Capial Fund business lines.
  • Collaborates with the Administrative Management Division to ensure integration of financial and staff resources with administrative and support systems for OCHCO.
  • Ensures annual budget submissions to Congress are in alignment with Human Capital Strategic Plan.
  • Collaborates with Office of the Chief Financial Officer and oversees financial management controls for Shared Service Centers and Human Resources Advisory Offices annual OCHCO budget formulation and execution of HR-related spend plans.
  • Develop business intelligence, demographic and trends analyses in support of corporate workforce and succession planning and in response to requests from within DOE and from external oversight agencies.
  • Develop, analyze and communicate human capital metrics to determine the efficiency and effectiveness of human capital strategies and solutions.

INFORMATION MANAGEMENT DIVISION

Mission

This division provides operational support and consultative advice to the Chief Human Capital Officer and Departmental Senior Management on the acquisition, deployment and maintenance of technology to support the strategic management of human capital in accomplishing Departmental goals and program objectives. This division also implements eGov initiatives and provides assistance and guidance on technology-supported business process reengineering; investment analysis; performance measurement; strategic development and application of information systems.

Functions

  • Represent the Department to central management agencies [e.g., the Office of Personnel Management (OPM), the Office of Management and Budget (OMB), the Defense Finance and Accounting System (DFAS)] on human resources information technology (HRIT) related matters.
  • Develop and establish Departmental HRIT guidance and advocate methods for analyzing, selecting, developing, operating, and maintaining information systems.
  • Manage, operate, maintain and enhance the enterprise human resources information management solutions across the Department.
  • Monitor and execute HR policies and procedures, and develop plans and budgets for human resources information systems (HRIS) support services.
  • Manage service contracts for HRIT services and OCHCO Working Capital Funded lines of business and OCHCO funding related activities in collaboration with OPM and OCHCO's budget function.
  • Responsible for HRIS compliance with and implementation of all applicable Federal laws, DOE regulations regarding IT security.
  • Develops and leverages strategies and processes for use of social media in recruitment and related HR functional areas.