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Office of the Chief Human Capital Officer (2020 Presidential transition)
| Book 3 - Organization Overview
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| Entire 2020 DOE Transition book As of October 2020 |
The Office of the Chief Human Capital Officer (HC) supports DOE’s strategic objective of attracting, managing, developing, and retaining the best federal workforce to meet future mission needs. HC supports DOE’s mission accomplishment by providing human resources services, management, strategy, and solutions, including analytics; workforce and succession planning; recruitment and hiring; engagement and retention; competency development; and training and development.
Mission Statement
Supporting DOE’s mission through workforce services, solutions, and innovations.
Budget
| Fiscal Year | Budget |
| FY 2019 enacted | $26,125,000 |
| FY 2020 enacted | $24,316,000 |
| FY 2021 request | $26,191,000 |
Human Resources
FY 2020 authorized full-time equivalents (FTEs): HC has an FTE authorization of 134, but its overall workforce totals 319 FTEs due to the funding mechanism used to support the Human Resources (HR) Service Centers (SCs). The breakdown of FTEs across HC offices is as follows:
- 134 authorized FTEs, which includes HC’s corporate body and a portion of the Oak Ridge (OR) HR Shared Service Center (SSC) workforce.
- 65 FTEs at the Bonneville Power Administration (BPA) HR SC.
- 32 FTEs at the Power Marketing Administration (PMA) HR SSC.
- 88 FTEs from the Oak Ridge HR SSC, funded by various DOE program offices.
History
The Chief Human Capital Officers Act of 2002 required the establishment of Chief Human Capital Officers (CHCOs) in the 24 Executive departments and agencies. The DOE CHCO is responsible for the strategic alignment of the DOE workforce to the mission of the Department, and for maintaining and directing its human resource management programs and policies. The CHCO advises and assists agency officials in carrying out Departmental responsibilities of selecting, developing, training, and managing a high-quality Federal workforce in accordance with merit-system principles. The CHCO also serves as the chief policy advisor on all human capital management activities and issues. The CHCO reports to the Deputy Secretary of Energy.
HC executes its mission through a service delivery model that aligns accountability for human resources (HR) under the CHCO within HR service centers responsible for operations and advisory services and a corporate body responsible for human capital management programs and strategic support. HC has consolidated HR operations to improve efficiency and effectiveness of HR services across the Department, reducing the number of HR service centers from 18 separate offices in FY 2013 to just 3 beginning in FY 2019.
The BPA HR SC provides HR services to the employees of BPA. The PMA HR SSC provides HR services to the employees of the Southwestern Power Administration (SWPA), Western Area Power Administration (WAPA), and Southeastern Power Administration (SEPA). The Oak Ridge HR SSC provides HR services to employees within the portfolios of the Deputy Secretary of Energy, the Under Secretary of Energy (except for BPA and PMA employees), and the Under Secretary for Science. Within the Under Secretary for Nuclear Security Portfolio, HR operational and strategic support is aligned under a separate HR office.
Functions
HC functional areas include:
Human Capital Policies and Strategies
Develop, implement, and administer human capital policies and strategies throughout the Department, including (but not limited to) recruitment; staffing; position management; benefits; employee and labor relations; performance management; telework; substance abuse testing; and personnel actions processing.
Strategic and Operational Services
Provide centralized HR services, including (but not limited to) staffing; recruitment; employee and labor relations; compensation; benefits; position classification and allocation; and performance management
Legislative and Regulatory Support
Seek out and translate legislative and regulatory direction into Departmental strategies, policies, and programs to address DOE human capital needs.
Accountability Audits
Conduct human capital accountability audits across DOE to assess HR programs’ adherence to legal and regulatory requirements.
Workforce Development Programs
Manage workforce development programs and evaluate their effectiveness to ensure they are developing employees who possess the skills to get the job done.
Critical Workforce Competency Analysis
Provide resources to define, assess, and close critical workforce competency skill gaps across the Department.
HR Service Center Oversight
Provide oversight of the HR Service Centers and subordinate offices, ensuring effective HR advice and solutions are offered to management officials and employees in all operational aspects of human capital management.
Labor-Management Relations
Provide direction and oversight of the Department’s labor-management relations policies and programs. Provide advice to management officials on labor- management regulations and collective bargaining agreements
Recent Organization Accomplishments
HC employs strategic human capital initiatives to meet the workforce needs of today and plan for those of the future. HC’s recent accomplishments include:
Strategic Human Capital Planning
HC is focused on positioning itself as a strategic partner to DOE program offices, promoting long-term, data-supported workforce planning to optimize resources in support of mission achievement. Some of these activities include:
- Senior Executive Service Recruitment Priority Assessment - Completed the Department-wide assessment of career and limited (LT) Senior Executive Service (SES) allocations, designating them into SES Priority categories based on complexity of work, breadth of responsibility, and impact to mission accomplishment.
- SES Performance Management - Provided rigorous executive performance management guidance, successfully redirecting SES ratings distributions from the previous four years—level 5 ratings decreased from 52% to 30% with a more normalized distribution of Level 4—and revising the compensation structure to increase the average award by almost $2,000 for each rating level.
- Workforce/Staffing Plans - Partnered with the U.S. Office of Personnel Management (OPM) to initiate organizational assessments of DOE program offices. Results from the assessments will provide offices with additional data to inform strategic approaches to resourcing, functional alignment, and organizational structure.
Talent Management
In support of its mission, HC has advanced several talent management initiatives to better attract, hire, develop, and retain a high-quality workforce. Some of these initiatives include:
- Innovating Hiring Solutions- Promoted the use of specialized hiring authorities, such as direct-hire that allows DOE to reach applicants outside of the Federal government for mission critical occupations, and implemented new recruitment strategies to speed access to this talent. Developed over 170 standardized position descriptions to improve time-to-hire and implemented open continuous job announcements to improve the ability to reach candidates outside of the Federal government through the direct-hire authorities.
- Departmental Learning Management System - Launched a new Departmental Learning Management System (LMS) to support the development needs of DOE employees. The new LMS provides tools to assess training needs. It also offers an expansive catalog of courses to strengthen job related skills and support upskilling and reskilling our workforce.
- Employee Engagement - Led efforts to strengthen employee engagement across the Department by improving access to engagement data through custom analysis. Supported Departmental crowdsourcing efforts to provide opportunities for employees to collaborate and provide input on their work environment. Results from the 2019 Federal Employee Viewpoint Survey show an employee engagement index score of 72%.
Leadership Challenges
HC’s leadership challenges include:
Competition for Highly Skilled Talent.
The Department faces increasing competition for highly-qualified talent in science, technology, engineering, and mathematics (STEM) occupations. This places increasing pressure on HC to develop and implement innovative strategies and leverage available hiring flexibilities to make DOE positions more competitive.
Workforce Succession
The Department employs approximately 13,000 Federal employees spread across 85 sites in 28 states. Thirty percent of DOE’s current Federal workforce will be eligible to retire by FY 2024, including many of its most experienced and highly skilled employees. In order to maintain a workforce with the skills and experience required to meet DOE’s highly complex and technical mission, HC must lead the Department in development strategies designed to grow the emerging workforce and effectively transfer knowledge from its senior members.
Critical Events and Action Items
3-Month Events
- SES Allocations
Fill existing SES positions with onboard talent, and manage SES allocations to operate in a leaner, more efficient, and more accountable manner
- Human Capital Management Accountability Program (HCMAP)
Align the HCMAP Policy with new OPM requirements and continue to execute the HCMAP Audit schedule.
6-Month Events
- Expand Access to the LMS
Expand access to the Departmental LMS to all DOE contractor employees and decommission legacy learning management systems maintained within DOE program offices.
- Increase availability of Standardized Recruitment Tools
Increase the efficiency of the hiring process by developing standardized job analysis tools.
12-Month Events
- Human Resources Information Technology (HRIT) Upgrade
Upgrade the HRIT system to take advantage of new technologies and improved reporting capability. Transition HC’s hiring system from Monster to OPM’s USA Staffing system.[1]
Organizational Chart
Links
Internal
- Department of Energy
- Department of Energy: Transitions 2020-organization overviews table of contents
- Office of the Chief Human Capital Officer
External
References
- ↑ DOE. (2021). Transitions 2020: Organizational Overviews. US Department of Energy.