OFFICES
US Department of Education Principal Office Functional Statements
Office of Management

HUMAN CAPITAL AND CLIENT SERVICES
Human Capital and Client Services (HCCS) provides leadership and direction in the formulation and implementation of policies, programs, and systems to promote efficient and effective human capital management. HCCS represents the Department of Education (ED) on human capital and human resources matters with the Office of Personnel Management (OPM), Office of Management and Budget (OMB), other Federal agencies, the Congress and the public.

In performing its responsibilities, HCCS:

  • Maintains the traditional values of the Federal civil service system including integrity, continuity, nonpartisanship, merit and equal employment opportunity.
  • Provides the Secretary, Deputy Secretary, and other executive level managers with expert human capital management advice and a high level of technical services that further the goals and objectives of the Department.
  • Establishes and maintains staff resource utilization needs for key officials within the Department.
  • Ensures that Federal and Departmental human capital goals, policies, and practices are communicated to all levels of management and, where appropriate, to employees.
  • Evaluates the effectiveness of human capital and resources programs.

HCCS is headed by a Director who reports directly to the Assistant Secretary for Management.

The Director has two deputies assigned to his immediate office: Deputy for Human Capital Management and Deputy for Talent Management Client Services. On behalf of the Director, these deputies direct and oversee the following operations, respectively.

The Director provides overall direction, coordination, and leadership to the following:

Deputy, Human Capital Management
The Deputy for Human Capital Management (HCM) reports directly to the Director, serving as the primary backup on the implementation and administration of the Department’s human capital management initiatives to efficiently and effectively attract, recruit, develop, and retain a high-quality, productive workforce for the Department in accordance with merit systems principles.

The HCM provides leadership and advice on matters affecting human capital planning, budgeting, programs, policies, accountability, and reporting, and serves as the principal contact for OPM and coordinates activities with OMB. This includes formulating and executing departmental human resources and human capital management strategic plans, implementation plans, policies, and programs. The HMC monitors the Department’s human capital management performance by evaluating and auditing the results of its policies, operations, and programs by analyzing compliance with merit systems principles, identifying and reporting on necessary improvements, and monitoring corrective actions.

The Deputy for HCM manages the following:

Planning, Policy and Accountability Staff

  • Develops and/or coordinates comprehensive Department human capital strategy, workforce plan, and implementation plans that align with the Department’s Strategic Plan.
  • Provides consultative, implementation, and analytical support on a variety of human capital and human resources evaluations, surveys, analyses, short- and long-term studies, and scans the horizon for new service and other delivery alternatives to advance the Department’s strategic management of human capital and organizational initiatives.
  • Assists with evaluating human resources programs to ensure compliance with merit systems principles.
  • Collaborates on the infrastructures needed to analyze the Agency’s workforce, competency management, learning and development, succession planning, performance management, and accountability needs.
  • Manages the development and approval of human resources policies.
  • Manages and implements the Department’s Human Capital Accountability System through evaluation, measurement, data collection, and oversight of improvement plans, and reports.
  • Coordinates and prepares agency-wide human capital and human resources reports.

Deputy, Talent Management Client Services
The Deputy for Talent Management Client Services (TMCS) reports directly to the Director and works with hiring officials to ensure that ED has the right people with the right skills, in the right places, at the right times. The Deputy addresses critical success factors to help eliminate gaps and deficiencies in the skills, knowledge, and competencies of employees of mission-critical occupations in the current and future workforce. Within the TMCS framework, the Deputy serves as strategic partner, leader, employee champion, technical expert, and change consultant in tandem with those who oversee functions and activities related to: talent management; recruitment and hiring; special emphasis initiatives/programs; labor and employee management relations; performance management; benefits and work/life; career development; payroll and information systems; boards and councils, senior level and science and technology professionals, and political appointees and the senior executive service.
The following offices fall under the auspices of the Deputy for Talent Management Client and are each managed by a division director or branch chief, respectively.

Human Capital Information Services Staff
The Human Capital Information Services is responsible for the development, testing, implementation, and evaluation of new and improved systems for processing personnel and pay data to satisfy Departmental information requirements, including position accounting, accession data, employee and pay records systems, and payroll accounting.

Workforce Relations Division
The Workforce Relations Division provides operational support to the Department’s Principal Offices in the areas of performance management, awards, benefits administration, work life program, labor relations, misconduct and grievances.

Performance Management Branch
Performance Management oversees the Department’s employee performance management program, including appraisals, awards and administration of employee benefits, and provides information, referral, and support services to Department employees in balancing the demands of work, family, and personal I issues. Responsibilities cover such areas as elder care, alternative work schedules, and telework/flexiplace programs.

Employee & Labor Relations Branch

Employee Relations

  • Provides technical advice and assistance to management on all matters pertaining to employee conduct and performance.
  • Conducts training sessions in collaboration with Learning and Development on a variety of topics, from leave and attendance to violence in the workplace issues.
  • Provides assistance to management in the area of medical concerns and Reasonable Accommodation (if the employee has a performance or conduct-related problem).
  • Retains the services of a Medical Review Officer (MRO) through the Federal Occupational Health (FOH) Service.  All medical information is kept strictly confidential.
  • Provides technical advice and assistance on administrative grievances and appeals. Implements the Department’s Drug Program including arranging and coordinating all aspects of the drug-testing component.

Labor Relations

  • Provides labor relations advice and assistance to all levels of Department management in support of strategic plans and other objectives of the Department.
  • Serves as the point-of-contact for labor relations matters in headquarters and in the regions.
  • Provides regional labor relations assistance in partnership with regional human resources staff.
  • Assists in improving coordination, information dissemination and outreach between labor, management and employees.
  • Acts in partnership with other Office of Management staff and with staff of other Principal Offices to administer the Department’s negotiated labor agreements.
  • Provides appropriate technical advice to ED employees, union, managers and supervisors in the administration and interpretation of the agreement.
  • Conducts or participates in negotiations with labor organizations under the guidance of senior officials.
  • Represents the Department in proceedings before arbitrators or the Federal Labor Relations Authority, and in dealing with OPM and other agencies in labor relations.

Learning and Development Division
The Learning and Development Division manages the Department’s human capital efforts in the areas of organizational development, leadership succession management, competency assessment management, leadership and workforce development, and learning and training.

Talent Recruitment & Hiring Division
The Talent Recruitment & Hiring Division (TRH) provides recruitment and operational support to the Department’s Principal Offices, as well as developing and managing human resources information systems. TRH manages the Department’s outreach and recruitment initiatives, provides staffing and classification support, position management, and a broad range of services to the Department’s Principal Offices in the Headquarters and Regional areas. (The Eastern and Western Client Services also provide employee and labor relations assistance and benefits counseling to their regions.)

TRH manages the following:

  • Headquarters Client Services Branch
  • Eastern Region Client Services Branch
  • Western Region Client Services Branch

Executive Resources Division
The Executive Resources Division provides the full range of human resources management for Presidential Appointees, Senior Executive Service members, Schedule C employees, Senior Level (SL) and Scientific and Technology (ST) professionals, Administratively Determined (AD) senior-level positions, experts, consultants, and Intergovernmental Personnel Act program personnel. Executive Resources assists the Secretary, the Executive Resources and Performance Review Boards in managing the Department’s executive resources and the senior executive pay-for-performance system.


 
Print this page Printable view Bookmark  and Share
Last Modified: 04/06/2012