OHR is headed by the Chief Human Capital Officer (CHCO), who also serves as a Director, Office of Human Resources and reports to the Principal Deputy Assistant Secretary.The CHCO provides leadership and advice on matters affecting strategic human capital planning, workforce management, programs, policies, accountability, and reporting; and serves as the principal contact for the Department with OPM and on workforce management activities with OMB. Responsibilities include formulating and executing departmental human resources and human capital management strategic planning, human resources and organizational management policies and programs, and employee and organizational learning and development. The CHCO monitors the Department’s human capital management performance by evaluating and auditing the results of its policies, operations, and programs for compliance with merit systems principles and human resources assessment and accountability framework, identifying and reporting on necessary improvements, and monitoring corrective actions.
In performing its responsibilities, OHR:
- Provides leadership and advice on matters affecting strategic human capital planning, workforce management, programs, policies, accountability, and reporting;
- Serves as the principal contact for the Department with OPM and on workforce management activities with OMB.
- Monitors the Department’s human capital management performance by evaluating and auditing the results of its policies, operations, and programs for compliance with merit systems principles and human resources assessment and accountability framework, identifying and reporting on necessary improvements, and monitoring corrective actions
A Deputy Chief Human Capital Officer reports directly to the CHCO and serves as an alternate to the CHCO on operational aspects of human resource services, and works with Human Resources Business Partners (HRBPs) to ensure that hiring officials are able to efficiently and effectively recruit, hire, and manage the federal workforce to meet mission needs. The Deputy serves as a strategic partner, leader, and technical human resources expert to manage 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; payroll and information systems; boards and councils; senior level and science and technology professionals; political appointees; and the senior executive service.The Deputy manages the following Divisions, each of which is managed by a Director:
Human Capital Strategic Initiatives Division (HCSID)
- Oversees development of the Department’s strategic human capital management strategies to ensure human capital programs are aligned with agency mission, goals and objectives through analysis, planning, investment and measurement.
- Develops, monitors, and tracks the Department’s Human Capital Operating Plan (HCOP), which serves as an implementation document and articulates how ED will execute the human capital elements of the agency strategic plan and annual performance plan, and maintain alignment with the Government Performance and Results Act (GPRA) Modernization Act of 2010.
- Develops and maintains a strategic HC analytics agenda that facilitates and guides the collection, organization, interpretation, reporting, analysis, and use of HC data to inform agency and component-level reviews, performance reporting, and operations analyses.
- Executes the Department’s strategic human capital performance evaluation process (HRStat) to inform the impact of human capital management efforts on organizational results.
- Oversees reorganizations and delegations of authority. Serves as system owner for HR IT systems and agency liaison for shared service provided systems (i.e., Interior Business Center, Monster, OPM, etc.).
- Ensures the rigorous application of information security and information assurance policies, principles, and practices in the delivery of HR data, data management, and analytics services.
- Works directly with HR operational staff to validate and correct data discrepancies and ensures effective controls are developed and implemented to prevent recurrence.
- Monitors all HR data reporting to ensure action items are successfully completed and applicable data reporting requirements are satisfactorily addressed.
Talent, Recruitment and Hiring Division
- Serves as a strategic business partner to provide operational support to the Department in the areas of staffing and classification, recruitment, student employment, and special hiring initiatives.
- Provides coordination with the Department’s shared services provider for processing recruitment actions using appropriate systems and following merit system principles, laws and regulations, policies, and instructions to provide hiring officials with certificates of eligible candidates for consideration.
- Performs the operational functions of processing personnel and pay actions/data to satisfy Departmental information requirements, including position accounting, accession data, employee and pay records systems, and payroll accounting.
- Develops and implements the Department’s workforce plan and succession planning. Has oversight and management of the records information life cycle which includes collection (collect and retrieve), maintenance (use, file and access) and disposition (destruction, sanitization and transfer).
Workforce Relations Division
- Provides operational support to the Department in the areas of performance management, awards, retirement, benefits administration, work life program, labor relations, conduct and discipline, and grievances.
- Provides advice and operational support for the Department’s employee performance management programs, including appraisals, awards and administration of employee benefits, workers compensation, and workforce management programs, such as alternative work schedules, benefits, and telework/flexiplace programs, and oversees and manages employee assistance program services to promote healthy work/life balance and the Federal Occupational Health contract.
The Workforce Relations Division has two branches:
- Labor and Employee Relations
- Branch Benefits and Work/Life Branch
Labor and Employee Relations Branch
The Department of Education (ED) Labor Employee Relations (LER) Branch, provides direction and oversight of the Departments labor-management relations programs and appraises the effectiveness of ED labor-management relations throughout the Department. LER provides guidance and advice to Labor Employee Relations Specialists (LERs), managers, and others and provides the statutory function of Agency Head Review (AHR) on collective bargaining mid-term and term agreements, and provides operational oversight, advice and guidance on third party actions. LER provides clarification of pertinent laws, government-wide regulations, case law, and ED policy. In addition, LER develops and facilitates labor relations training and more. In support of strategic plans and other objectives of the Department, the LER Branch provides technical advice and assistance to management on all matters pertaining to employee conduct and performance, and labor-management relations in the administration of negotiated labor agreements. LER also administers the Department’s Drug Program and Unemployment Compensation. Performance Management oversees the Department’s employee performance management program, including appraisals, awards.ED currently has a single nationally recognized bargaining unit represented by American Federation of Government Employees (AFGE), AFL-CIO national.
It is LER’s goal to facilitate a collaborative working environment by promoting labor-management cooperation by working with LERs and AFGE to meet Agency challenges and develop joint solutions that will enhance workplace productivity, employee quality of life, and employee safety, to better accomplish the Department's mission' and improve the delivery of services to ED and the public.
Benefits and Work/Life (BWL) Branch
Benefits and Work/Life (BWL) administers employee benefits, and provides information, referral, and support services to Department employees in balancing the demands of work, family, and personal issues. BWL works to create a flexible, supportive environment to engage employees & maximize organizational performance. BWL’s programs are critical management tools for the Federal community as we strive to maintain an excellent, engaged, and mission focused workforce. Key work-life programs offered to Federal employees include worksite health and wellness, Employee Assistance Programs, Federal Occupational Health, workplace flexibilities, telework, alternative work schedules, elder care, Voluntary Leave Transfer Program, Voluntary Leave Bank Program and Workers’ Compensation.
Executive Resources Division
- Provide advisory and operational services in the areas of competitive and excepted service positions, political appointments, position management and classification, staffing and placement, pay and leave, performance and awards, conduct and discipline, executive level allocations, accountability and assessments, and Presidential transitions.
Learning and Development Division
- Partners with stakeholders and employees at all levels to build a skilled, diverse, and engaged workforce through strategic employee and organizational development Provides operational oversight of training and development infrastructure, contracts, and external training programs in support of Department workforce development needs.
- Provides managers with advice and assistance with organizational development needs, such as employee engagement, action planning in response to the Federal Employee Viewpoint Survey, organizational improvement and effectiveness, and employee suggestions.
- Performs training needs assessments and competency assessments to identify agency priorities for employee training and development, consults on leadership succession management, and provides oversight of leadership development programs to address competency development.
Human Capital Policy and Accountability Division
- Develops human resources management policies for the 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.
- Manages and implements the Department’s Human Capital Accountability System through evaluation, measurement, data collection, and oversight of improvement plans and reports; conducts periodic and ad hoc accountability audits and reviews of human resources practices to ensure compliance with law, regulation, policies, and prescribed practices.
- Manages the Administrative Communications System by developing and maintaining directives and handbooks to inform employees of ED’s policies, procedures, requirements and other important information of general applicability.