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SSA Organizational Manual: Chapter S7 - The Office of Human Resources

Mission
1. The Office of the Deputy Commissioner, Human Resources (ODCHR) directs the administration of comprehensive SSA human resources programs including: personnel management, labor management, employee relations, and training.
Organization
Functions
1. 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.
2. The Assistant Deputy Commissioner, Human Resources (S7) assists the Deputy Commissioner in carrying out his/her responsibilities and performs other duties as the Deputy Commissioner may prescribe.
3. The Immediate Office of the Deputy Commissioner, Human Resources (S7A) provides the Deputy Commissioner and the Assistant Deputy Commissioner with staff assistance on the full range of their responsibilities.
  1. The Office of Information Technology for Human Resources (OITHR) (S7A-2) designs, develops, manages, supports, plans, and executes major aspects of systems planning and operations for the Office of Human Resources (OHR). The Office serves as point of contact for equipment, software, and operational problems and needs within DCHR. The Office ensures the integrity of the LAN, as well as the completion of LAN operations, oversees DCHR’s IT security plans and operations, and directs and manages the IT budget for DCHR. The Office coordinates DCHR’s IT initiatives that require resources from SSA’s Office of Systems and provides office automation support across the full HR spectrum. The Office manages the entire internal applications development process, including assessing user needs, developing system pilots, designing systems, testing systems, administering databases, training users, and evaluating overall system performance. The Office develops general objectives and performance standards for automated systems and detailed specifications for development or modification of computer programs used in automated systems; and proposes changes in these systems to meet SSA's human resources data, statistics and information needs. The Office also performs continuing review of HR technology to bring best practices to DCHR operations and directs the design and development in support of DCHR’s various intranet sites.
  2. The Office of Executive and Special Services (OESS) (S7A-4) develops and implements all SSA policies and activities relating to the Agency’s executive level personnel management program. Recruits for and places individuals in positions in the Senior Executive Services (SES) in accordance with OPM regulations. 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 selections of candidates to participate in official executive development programs. Provides staff support to the Performance Review Board in reviewing performance plan and subsequent appraisals of career and non-career executives in SES and employees in equivalent levels positions.
4. The Office of Personnel (OPE) (S7B) directs a comprehensive SSA personnel management program. It develops, implements, and maintains fully integrated and coordinated personnel policies and procedures responsive to the needs of SSA. OPE manages personnel programs that include: personnel policy and research, recruitment and job placement, employee recognition, personnel management evaluation and accountability, SSA-wide program of Personnel Security and Suitability for employees and contractors, drug testing program, employee pay and benefits including health, transit subsidy, workers’ compensation, and retirement, position classification and organization management, employee assistance services including counseling, and wellness and work life services.
5. The Office of Labor-Management and Employee Relations (OLMER) (S7C) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OLMER 's mission and for providing general supervision to the major components of OLMER. The Office manages the SSA labor management and employee relations (LR/ER) program, including the development and evaluation of the program and the formulation of SSA-wide LR/ER policy.
6. The Office of Operational Human Resources Services (S7D) provides SSA Regional and Office of Central Operations (OCO) managers and employees with guidance and support services on all issues related to SSA personnel management programs and services, including recruitment and placement, performance management, classification, pay administration and benefits, employee and labor relations, leave, security and suitability, etc. The Office coordinates and facilitates the implementation of all recruitment and placement activities; processes personnel actions; classifies and reviews positions and assures effective position management; provides guidance and consultation on appeals, adverse actions, discipline, performance management, retirement, health benefits, life insurance and other personnel management programs and policies. The Office provides management officials with guidance and assistance on all aspects of the labor relations program, including: impact and implementation bargaining; administration of negotiated agreements; grievance and arbitration proceedings; investigation/ resolution of unfair labor practices; etc.
7. The Office of Strategy, Learning, and Workforce Development (OSLWD) (S7G) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OSLWD’s mission and for providing general supervision to the major components of OSLWD. The Office manages the strategic workforce planning and talent development services to support and maintain SSA’s high-performing workforce. OSLWD identifies, designs, delivers, and evaluates workforce development solutions through workforce analytics, assessing training needs and outcomes, and adult-based and curriculum-based learning as well as establishing talent management tools and workforce development governance with a focus on customer needs .

Subchapter S7B - Office of Personnel

Mission
1. The Office of Personnel (OPE) (S7B) directs a comprehensive SSA personnel management program. It develops, implements, and maintains fully integrated and coordinated personnel policies and procedures responsive to the needs of SSA. OPE manages personnel programs that include: personnel policy and research, recruitment and job placement, employee recognition, personnel management evaluation and accountability, SSA-wide program of Personnel Security and Suitability for employees and contractors, drug testing program, employee pay and benefits including health, transit subsidy, workers’ compensation, and retirement, position classification and organization management, employee assistance services including counseling, and wellness and work life services.
Organization
1. The Associate Commissioner, Office of Personnel (S7B)
2. The Deputy Associate Commissioner, Office of Personnel (S7B)
3. The Immediate Office of the Associate Commissioner, Office of Personnel (S7B)
4. The Center for Payroll, Placement, and Staffing (S7BE)
5. The Center for Suitability and Personnel Security (S7BH)
6. The Center for Classification and Organization Management (S7BK)
7. The Center for Employee Benefits and Services (S7BP)
8. The Center for Policy and Performance Management (S7BR)
Functions
1. The Associate Commissioner, Office of Personnel (S7B) is directly responsible to the Deputy Commissioner, Human Resources for carrying out the Office of Personnel's mission and for providing general supervision to the major components.
2. The Deputy Associate Commissioner, Office of Personnel (S7B) assists the Associate Commissioner in carrying out his/her responsibilities and performs other duties as the Associate Commissioner may prescribe.
3. The Immediate Office of the Associate Commissioner, Office of Personnel (S7B) provides the Associate Commissioner and Deputy Associate Commissioner with staff assistance on the full range of their responsibilities.
4. The Center for Payroll, Placement, and Staffing (S7BE)
  1. Develops policies and implementing guidance pertaining to SSA staffing and placement. Initiates and all processes personnel actions for SSA Headquarters employees; participates with office managers and staffs in assessing placement actions; and directs the administration of all Merit Promotion Plans applicable within Baltimore/Washington/Falls Church Headquarters components. Processes necessary administrative actions required for new employees entering on duty.
  2. Coordinates SSA’s national recruitment program. Develops and implements the agency’s national recruitment strategy. Directs SSA’s National Recruitment Cadre with representatives from Deputy Commissioner-level components and the regions. Develops national recruitment brochures and marketing materials including the agency’s Careers website. Implements recruitment programs for SSA headquarters.
  3. Provides expertise, recruitment training, and candidate referrals to hiring managers. Builds relationships with colleges, universities, and external organizations. Coordinates and funds job fairs.
  4. Designs and executes special initiatives, recruitment programs, Schedule A recruitment, directs SSA’s Selective Placement Coordinators. Maintains resume database(s) to provide candidate referrals for special emphasis recruitment.
  5. Plans and directs ongoing development, analysis and evaluation of SSA's personnel recordkeeping systems (eOPF). The eOPF contains administrative records for an individual’s federal employment career. It is used by the government to make employment decisions and protect the legal and financial rights of the government and the employee.
  6. Develops and provides guidance to SSA's managers, timekeepers, and employees on the payroll and time and attendance processes throughout SSA. Manages the bi-weekly collection and processing of time and attendance data for all SSA employees.
  7. Coordinates with the Department of Interior’s Interior Business Center (IBC), SSA's payroll provider, on all payroll-related operational, budget, and developmental matters. Serves as liaison with OPM, SSA’s payroll provider, and other Federal agencies and monitoring authorities.
5. The Center for Suitability and Personnel Security (S7BH)
  1. Develops and implements an SSA-wide program of Personnel Security and Suitability for employees and contractors; develops and implements SSA's National Security Program.
  2. Designs national policies for the SSA Drug-Free Workplace Program. Manages the day-to-day operations of the Agency’s drug program.
  3. Ensures that all SSA appointees, employees, and contractor personnel receive the appropriate personnel security/suitability investigation, that the results of the investigation are adjudicated appropriately based on Federal law and regulation, and assures that certification of the adjudication is appropriately recorded in the official records.
  4. Formulates and develops SSA personnel security and suitability policies and procedures.
  5. Initiates required personnel security and suitability background investigations and reinvestigations through the Office of Personnel Management.
  6. Grants and revokes security clearances for national security positions.
  7. Administers the agency’s Drug Testing Program as part of the overall security program.
6. The Center for Classification and Organization Management (S7BK)
  1. 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.
  2. Provides advice and assistance to all SSA components on activities and issues that involve position classification and position management; serves as the central SSA referral point on these programs; and acts as SSA liaison with OPM and other non-SSA entities and organizations with respect to assigned areas of responsibility.
  3. Formulates and oversees the implementation of policies, procedures, standards, directives and objectives which assure that position structure and management promote cost-effective operations and the efficient use of employee skills.
  4. Provides leadership and coordination in the formulation of SSA policies, directives and programs relating to the Fair Labor Standards Act and to salary and wage surveys; conducts a continuing review of the applicability of classification standards; and, as appropriate, negotiates with OPM for the revision of such standards or the development of single Agency standards.
  5. Authorizes the establishment of positions and organizations, providing advice and guidance to managers on organizational structure and preparing Federal Register and Organization Manual material.
7. The Center for Employee Benefits and Services (S7BP)
  1. Provides professional counseling, referral, and work/life services for employees who may experience occupational, financial, mental health, and substance abuse problems. Provides guidance on concerns related to employee job performance, attendance, and conduct. Serves as mental health consultants on matters related to Domestic Violence Prevention and Crisis Management. Administers SSA's nationwide Identity Protection Program.
  2. Develops, implements, and evaluates SSA’s medical programs, oversees Employee Health Centers nationwide, and serves as a resource for managers and employees on all health-related issues. Provides advice and guidance to SSA management on work-related medical issues and concerns.
  3. Provides overall coordination and direction for work-life programs within SSA. These programs are designed to support employees and assist them with work-life balance in the areas of child care, elder care, fitness, veteran employee support, and wellness. Coordinates a variety of studies throughout SSA designed to improve the work environment.
  4. Provides overall coordination and direction for work-life efforts within SSA. Coordinates a variety of programs throughout SSA designed to support employees and their families in the areas of child care, elder care, fitness, and wellness. Provides expertise to managers, HR Specialists, and employees on all Federal Benefits Programs, including the Retirement Systems, Thrift Savings Plan, Federal Employees' Health Benefit Plans, Federal Employees' Group Life Insurance, Flexible Spending Accounts, Workers’ Compensation, Transit Subsidy, and Long Term Care.
  5. National policy lead for all benefit programs; develops and implements SSA’s Financial Literacy program for employees.
8. The Center for Policy and Performance Management (S7BR)
  1. Guides the formulation and issuance of SSA personnel policies and directives. Provides guidance on matters pertaining to such areas as staffing, employment, and performance management and awards, pay and compensation, personnel information disclosure and personnel delegations, and ensures that guidance is consistent with pertinent laws, regulations, and policies.
  2. Oversees the dissemination and implementation and SSA-wide policies and directives pertaining to personnel management areas. Directs the development and maintenance of the SSA personnel manual system, reviewing all issuances under this system.
  3. Develops and implements SSA employee incentive and honor awards programs and administers the performance management systems.
  4. Implements policies, regulations, and programs pertaining to staffing activities for SSA Headquarters and field organizations.
  5. Plans and directs ongoing development, analysis, and evaluation of SSA’s personnel recordkeeping systems (e7B). The e7B contains supervisory and personnel records.

Subchapter S7C - Office of Labor-Management and Employee Relations

Mission
1. The Office of Labor-Management and Employee Relations (OLMER) directs and coordinates the SSA-wide labor-management and employee relations (LR/ER) program to ensure timely and quality service in support of the Agency's mission. OLMER provides guidance and advisory services, including the interpretation of the union management agreements, on a broad range of LR/ER issues and matters. The services include, but are not limited to, bargaining, conflict and dispute resolution, disciplinary and adverse actions and representation related to the program. The office develops strategic plans, initiatives, policies, goals and objectives including the methodologies for administering and evaluating the LR/ER program. Primary functions include developing and providing training on LR/ER relations; negotiating, administering, and implementing SSA's national agreements; negotiating national mid-term contractual issues; supporting alternative dispute resolution activities; formulating and disseminating policy and conduct Agency-head review of negotiated labor-management agreements; providing daily technical LR/ER advice and guidance to managers and Agency executives; representing the Agency before arbitrators and third party administrative bodies; and developing and control union/management correspondence.
Organization
1. The Associate Commissioner, Office of Labor-Management and Employee Relations (S7C)
2. The Immediate Office of the Associate Commissioner, Office of Labor-Management and Employee Relations (S7C)
3. The Center for Negotiations and Dispute Resolution East (S7CE)
4. The Center for Negotiations and Dispute Resolution West(S7CG)\
5. The Center for Hearings Operations Support (S7CJ)
Functions
1. The Associate Commissioner, Office of Labor-Management and Employee Relations (S7C) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OLMER's mission and for providing general supervision to the major components of OLMER.
2. The Immediate Office of the Associate Commissioner, Office of Labor-Management and Employee Relations (S7C) provides the Associate Commissioner and the Deputy Associate Commissioner with staff assistance on the full range of their responsibilities. Researches, compiles, and analyzes information on the granting and usage of union official time, grievances, adverse and disciplinary actions, and third party proceedings. Monitors management information and analyzes emerging trends to comply with SSA policy, laws, rules and regulations relating to LR/ER.
3. The Center for Negotiations and Dispute Resolution East (S7CE)
  1. Provides Desk Officer LR/ER support for Headquarters components as well as the Office of Operations Regions I through IV in the eastern portion of the country.
  2. Provides technical guidance in developing, implementing and administering cooperative LR/ER programs throughout SSA.
  3. Administers SSA employee relations programs involving disciplinary and adverse actions, performance-based actions, SSA grievances, and appeals.
  4. Provides technical and advisory services to management for exercising management rights and discharging SSA’s obligations under labor and employee relations statutes, laws, executive orders, regulations and negotiated agreements.
  5. Works with managers, labor organizations, and union officials throughout SSA to develop and maintain plans, programs, and procedures necessary to institutionalize sound LR/ER and more effective and efficient dealings between the parties.
  6. Negotiates midterm contractual issues as they relate to Headquarters components with the recognized bargaining unit(s).
  7. Provides training, advice, and direction to supervisors, managers, and other management personnel in SSA components on the proper interpretation and application of negotiated agreements, 5USC71, and employee relation’s laws and regulations.
  8. Provides technical and advisory services and expertise to management in establishing management negotiating positions and for representation in third-party proceedings and employee claims before unemployment compensation boards.
  9. Coordinates activities of field and component LR/ER staffs to ensure uniform implementation of national LR/ER policies.
4. The Center for Negotiations and Dispute Resolution West (S7CG)
  1. Provides Desk Officer LR/ER support for Headquarters components as well as for Office of Operations Regions V through X in the western portion of the country.
  2. Negotiates, administers, interprets, and implements SSA national labor agreements, which include pre-negotiation activities, team preparation, advisory services, and problem resolution.
  3. Negotiates national midterm contractual issues with the recognized bargaining unit(s).
  4. Provides technical and advisory services and expertise to management in establishing management negotiating positions and for representation in third-party proceedings.
  5. Maintains files of case law which effect contracts and researches bargaining history relevant to establishing management’s position at third-party proceedings and negotiations.
  6. Represents or coordinates SSA representation in unfair labor practice complaints before the Federal Labor Relations Authority, bargaining matters before the Federal Mediation and Conciliation Service, impasse proceedings before the Federal Services Impasses Panel, national-level grievances before arbitrators, management-initiated actions under appeal to the Merit Systems Protection Board and employee claims before unemployment compensation boards.
  7. Provides technical advice and assistance to SSA management on non-bargaining unit SSA grievances.
  8. Facilitates issues and generates guidance at the national, regional and local levels. Provides training and assists in resolving issues at all levels.
  9. Administers and maintains arbitration panels.
5. The Center for Hearings Operations Support (S7CJ)
  1. Provides technical guidance in developing, implementing, and administering cooperative LR/ER programs throughout SSA’s Office of Hearings of Operations (OHO).
  2. Administers OHO’s regional component employee relations programs involving disciplinary and adverse actions, performance-based actions, grievances, and appeals.
  3. Provides technical and advisory services to management for exercising management rights and discharging OHO’s obligations under LR/ER statutes, laws, executive orders, regulations and negotiated agreements.
  4. Works with managers, labor organizations, and union officials throughout OHO to develop and maintain plans, programs, and procedures necessary to institutionalize sound LR/ER and more effective and efficient dealings between the parties.
  5. Negotiates midterm contractual issues as they relate to OHO regional components with the recognized bargaining unit(s).
  6. Provides training, advice, and direction to supervisors, managers, and other management personnel in OHO regional components on the proper interpretation and application of negotiated agreements, 5USC71, and employee relation’s laws and regulations.
  7. Provides technical and advisory services and expertise to OHO regional management in establishing management and negotiating positions.
  8. Coordinates activities of OHO regional component LR/ER staffs to ensure uniform implementation of national LR/ER policies.

Subchapter S7D - Office of Operational Human Resources Services

Mission
1. The Office of Operational Human Resources (HR) Services (OOHRS) provides SSA Regional DCO components and Office of Central Operations (OCO) managers and employees with guidance and support services on all issues related to SSA personnel management programs and services, including recruitment and placement, performance management, classification, pay administration and benefits, employee and labor relations, leave, etc.
Organization
1. The Associate Commissioner, Office of Operational HR Services (S7D)
2. The Deputy Associate Commissioner, Office of Operational HR Services (S7D)
3. The Immediate Office of the Associate Commissioner, Office of Operational HR Services (S7D)
4. The Centers for Operational HR Regions and OCO (S7D1 – S7DX)
Functions
1. The Associate Commissioner, Office of Operational HR Services (S7D) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OOHRS’s mission and for providing general supervision to the major components of OOHRS.
2. The Deputy Associate Commissioner, Office of Operational HR Services (S7D) assists the Associate Commissioner in carrying out their responsibilities and performs other duties as the Associate Commissioner may prescribe.
3. The immediate Office of the Associate Commissioner, Office of Operational HR Services (S7D) provides the Associate Commissioner with staff assistance on the full range of their responsibilities. It provides the Associate Commissioner with administrative and technical staff assistance.p
4. The Centers for Operational HR Regions and OCO (S7D1 – S7DX)
  1. Exercises appointing authorities in accordance with law and Office of Personnel Management (OPM) regulations, and agency policies and procedures.
  2. Administers the merit promotion process for bargaining and non-bargaining unit employees.
  3. Recruits and examines new hires.
  4. Effects personnel actions in the Department of the Interior Federal Personnel and Payroll System.
  5. Maintains applicant supply files.
  6. Establishes and maintains Official Personnel Folders.
  7. Conducts entry-on-duty processing for new employees.
  8. Administers Federal Group Life Insurance and Thrift Savings Plan programs.
  9. Investigates and prepares responses to administrative backpay claims and waivers of overpayments.
  10. Administers the Performance Management and Recognition program.
  11. In the area of Labor Management and Employee Relations: maintains responsibility for all aspects of the mid-term and impact and implementation bargaining process that pertain only to the Regions and OCO; process grievances through all steps of the grievance procedure; in consultation with the Office of General Counsel, represent Regional and OCO managers at all stages of the arbitration process, including the preparation of position papers and briefs; and process appropriate aspects of systems violations in accordance with guidance issued by the Office of Human Resources and the Deputy Commissioner for Operations.
  12. Develops and provides guidance to SSA’s Regional and OCO managers, timekeepers, and employees on the payroll and time and attendance processes throughout SSA. Managers the bi-weekly collection and processing of time and attendance data for all Regional and OCO SSA employees.

Subchapter S7G - Office of Strategy, Learning, and Workforce Development

Mission
1. The Office of Strategy, Learning, and Workforce Development (OSLWD) directs the strategic workforce planning and talent development services to support and maintain SSA’s high-performing workforce.
Organization
1. The Associate Commissioner, Office of Strategy, Learning, and Workforce Development (S7G) B. The Deputy Associate Commissioner, Office of Strategy, Learning, and Workforce Development (S7G) C. The Immediate Office of the Associate Commissioner, Office of Strategy, Learning, and Workforce Development (S7G) 1. Technology and Operations Group (S7G-2) D. The Center for Career and Professional Development (S7GK) E. The Center for Workforce Analysis and Visualization (S7GN) F. The Center for Training Development and Delivery (S7GQ) G. The Center for Strategy and Leadership Development (S7GR)
Functions
1. The Associate Commissioner, Office of Strategy, Learning, and Workforce Development (S7G) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OSLWD’s mission and for providing general supervision to the major components of OSLWD.
2. The Deputy Commissioner, Office of Strategy, Learning, and Workforce Development (S7G) assists the Associate Commissioner in carrying out his/her responsibilities and performs other duties as the Associate Commissioner may prescribe.
3. The immediate Office of the Associate Commissioner, Office of Strategy, Learning, and Workforce Development (S7G) provides the Associate Commissioner with staff assistance on the full range of his/her responsibilities. It provides the Associate Commissioner with administrative and technical staff assistance. The Associate Commissioner's immediate administrative and technical staff plan, direct, coordinate and administer the activities relative to assessing training needs, learning strategy, planning and executing budget activities. The staff interprets OPM training policies and formulates SSA training policy and procedures; maintains the Administrative Instructions Manual System related to training policy; provides leadership, oversight, consultation, and high-level advisory services within OSLWD, OHR and across the Agency to effectively plan, implement, and evaluate workforce planning and talent development activities; acts as OSLWD liaison with the Office of Personnel on such personnel matters as classification, position management, staffing, recruitment, performance management, and awards; and provides overall support and coordination to the workforce development and talent management function. The staff coordinates travel, training and conference attendance for office staff.
  1. The Technology and Operations Group (S7G-2) researches, tests and makes recommendations for strategic workforce development solutions and innovations, establishes training and development governance, and oversees OSLWD-related IT projects and budget execution. The staff implements and administers SSA’s Learning Management System. This includes maintaining proper oversight for cross-component OSLWD-related IT projects such as Adobe Connect and the Talent Management System and advancing new training program evaluation projects.
4. The Center for Career and Professional Development (S7GK)
  1. Manages SSA's national career and professional development training for SSA non-management employees.
  2. Has agency-wide responsibility for national training curriculum to provide professional and general skills training, including related developmental activities for non-supervisory personnel.
  3. Directs, designs, develops, implements, conducts, and evaluates SSA supervisory training for SSA's newly promoted and seasoned managers.
  4. Conducts ongoing research to identify the best approaches to training.
  5. Administers contractor support for vendor-led training and other contracted resources to support career and professional development programs and initiatives.
  6. Partners with customers to evaluate their training needs and develop a learning strategy.
  7. Provides consultative services that result in efficient and effective learning options.
5. The Center for Workforce Analysis and Visualization (S7GN)
  1. Provides expertise, oversight, and consultation on workforce data reporting and analysis to support agency-wide decision-making and inform workforce development strategies.
  2. Oversees the agency’s HR data repository, the HR Data Store (HRODS), and manages standardized products such as the electronic Workforce at a Glance Report to provide employees with ready access to current workforce information.
  3. Analyzes multiple sources of workforce data to support talent management by managers and executives across the agency, including complex data reports presenting employee and position information.
  4. Provides analyses of employee perceptions reported through surveys to provide managers with information used to guide efforts at recruiting, development, engaging, and retaining the workforce.
  5. Utilizes advanced analytics to detect and project trends related to the current and future workforce that can inform the agency’s workforce development strategies.
  6. Identifies appropriate measures and metrics to demonstrate outcomes, conducts evaluations of various human capital programs, and tracks progress toward established agency goals and objectives.
6. The Center for Training Development and Delivery (S7GQ)
  1. Directs the design, development, implementation, and evaluation of continuous learning related to programmatic training for the agency’s Retirement, Survivor, Disability and Medicare Programs.
  2. Directs the design, development, implementation, and evaluation of curriculum based training for components and Disability Determination Services.
  3. Directs the design, development, implementation, and evaluation of continuous learning for Title XVI Supplemental Security Income related programmatic/technical training to meet the needs of SSA direct-service employees and components agency-wide.
  4. Develops guidelines and procedures to determine technical/non-technical programmatic training needs in all areas of responsibility.
  5. Initiates independent research, studies, analyses and testing to anticipate and identify new/ or changing training production trends in a dynamic organizational environment, and designs, develops, and implements programs geared to new training production methodologies and approaches.
7. The Center for Strategy and Leadership Development (S7GR)
  1. Manages SSA’s national leadership development programs.
  2. Directs, designs, develops, implements, conducts, and evaluates SSA executive-level training for the Senior Executive Service cadre.
  3. Tracks agency development programs to ensure effective and efficient use of agency funding and adequate leadership bench strength.
  4. Administers contractor support for vendor-led training and other contracted resources to support leadership training/development programs and initiatives.
  5. Provides leadership, oversight, and consultation within OHR and across the Agency to effectively plan, implement, and evaluate human capital management activities including strategic planning, succession planning, employee engagement, etc.
  6. Fosters and develops a shared agency strategy for effectively managing the workforce in order to meet the Agency’s future service needs.
  7. Advises the agency and component leadership on HR strategy and transformation and identifies innovative human capital management solutions.
  8. Partners with internal stakeholders and other agency leaders to integrate human capital planning with budget, performance and information technology planning (including the development of the Agency Strategic Plan, Annual Performance Plan, Annual Performance Report, Human Capital Operating Plan) and responds to a wide variety of requests from external organizations (OPM, OMB, etc.).
  9. Contributes to government-wide initiatives and ensures adherence to regulatory human capital requirements.