The Human Resources Unit is responsible for managing the human resources function for the department’s administrative staff, the staff of the Inspectorate, the National Educational Psychological Service and other professional/technical staff working in the department, based in our three main offices and other local and regional office locations.
The Office of Human Resources (OHR) provides leadership and direction in the formulation and implementation of human capital policies, programs, and systems to promote efficient and effective federal workforce management and provides operational support and oversight for the full lifecycle of employment for employees of the Department of Education. In performing its responsibilities, OHR:
- Provides leadership and advice on matters affecting strategic human capital planning, workforce management, programs, policies, accountability, and reporting;
- Represents the Department of Education on strategic workforce management matters with the Office of Personnel Management (OPM), Office of Management and Budget (OMB), other Federal agencies, the Congress and the public.
- 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 adherence to focus areas within the human capital framework (i.e., strategic planning and alignment, talent management, performance culture and evaluation).
OHR is led by a member of the Senior Executive Service who serves as the Chief Human Capital Officer (CHCO) for the Department and reports to the Principal Deputy Assistant Secretary for the Office of Finance and Operations. The CHCO is supported by a Deputy, who is also a member of the Senior Executive Service and serves as a strategic partner, leader, and technical human resources expert. OHR is comprised of six Divisions, each of which is led by a Director:
- Human Capital Policy and Accountability Division
- Executive Resources Division
- Workforce Relations Division
- Talent Development Division
- Recruitment, Staffing and Compensation Division
- Human Capital Strategy Division
Human Capital Policy and Accountability Division
In carrying out its responsibilities, the Human Capital Policy and Accountability Division (HCPAD):
- 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 human capital performance evaluation process (HRStat) that identifies, measures, and analyzes human capital data to inform the impact of an agency's human capital management on organizational results with the intent to improve human capital outcomes.
- Facilitates quarterly HR Stat reviews with senior leadership to identify and monitor human capital measures and targets that inform agency progress toward strategic human capital management goals and priorities.
- Collaborates with OPM during annual human capital reviews on the implementation and achievement of agency human capital goals.
Executive Resources Division
In carrying out its responsibilities, the Executive Resources Division (ERD):
- Provides 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.
Workforce Relations Division
In carrying out its responsibilities, the Workforce Relations Division (WRD):
- Provides operational support to the Department in the areas of performance management, awards, retirement, benefits administration, work life programs, 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 Labor and Employee Relations (LER) Branch is comprised of two teams, LER and Performance Management (PM). The Branch provides direction and oversight for the Department's labor-management relations programs and appraises the effectiveness of labor-management relations throughout the Department. The Branch provides training, guidance, advice, and operational support to supervisors, managers, and others regarding pertinent laws, government-wide regulations, case law, third party actions, and agency policy. The Branch is also responsible for managing the Department's non-SES employee performance and awards programs and provides guidance and direction throughout the full performance cycle to employees and supervisors (i.e., aligning elements and standards with strategic objectives, planning work, setting expectations, monitoring performance, rating and rewarding good performance). Additionally, the Branch provides the statutory function of Agency Head Review (AHR) on collective bargaining mid-term and term agreements. In support of strategic plans and other objectives of the Department, the Branch also provides technical advice and assistance to management on all matters pertaining to employee conduct and labor-management relations in the administration of negotiated labor agreements, coordinates Labor Impact Statements, administers the Department's Drug Free Workplace Program, and manages the Unemployment Compensation program.
Benefits and Work/Life Branch
The Benefits and Work/Life (BWL) Branch administers employee benefits, and provides information, referrals, and support services to Department employees in balancing the demands of work, family, and personal issues. The Branch works to create a flexible, supportive environment to engage employees and maximize organizational performance. The Branch'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, the health and wellness portion of Federal Occupational Health, workplace flexibilities, telework, alternative work schedules, elder care, Voluntary Leave Transfer Program, Voluntary Leave Bank Program and Workers' Compensation.
Talent Development Division
In carrying out its responsibilities, the Talent Development Division (TDD):
- 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 the Department's training and development infrastructure, contracts, learning technology, and internal/external training programs in support of workforce development needs.
- Provides leaders with advice and assistance on organizational development needs, such as employee engagement, action planning in response to the Federal Employee Viewpoint Survey, organizational improvement and effectiveness, and employee suggestions. Identifies and develops workforce competency models, conducts workforce competency-based needs assessments, identifies agency priorities for employee training and development, develops and administers evaluations for workforce development activities and analyzes the results to determine their impact and effectiveness.
Recruitment, Staffing and Compensation Division
The Recruitment, Staffing and Compensation Division provides oversight, consultation and operational services to the Department in the areas of staffing, recruitment and classification, student employment, special hiring initiatives, payroll, personnel processing and management of personnel records.
The Recruitment, Staffing and Compensation Division (RSCD) has four Branches:
- Classification and Advisory Branch
- Staffing and Advisory Branch
- Strategic Recruitment and Outreach Branch
- Payroll and Personnel Processing Branch
Classification and Advisory Branch
The Classification and Advisory Branch (CAB) serves as a strategic business partner with customers to provide guidance, direction, and operational support regarding effective position management as well as federal classification laws, regulations and policies.
Staffing and Advisory Branch
The Staffing and Advisory Branch (SAB) serves as a strategic business partner with customers to provide guidance, direction, and operational support in the areas of federal personnel staffing, using appropriate systems, and following merit system principles, laws, regulations and policies.
Strategic Recruitment and Outreach Branch
The Strategic Recruitment and Outreach Branch (SROB) serves as a strategic business partner with customers to provide guidance and direction, as well as operational and administrative support, in the areas of student employment and special hiring initiatives. This includes Veteran recruitment and hiring, the Diversity and Inclusion Program, Pathways Programs (Student Interns), Recent Graduates, Presidential Management Fellows (PMF), and the Student Volunteer Internship Program.
Payroll and Personnel Processing Branch
The Payroll and Personnel Processing Branch (PPPB) provides guidance, oversight and operational support regarding pay and leave administration matters. The Branch is responsible for processing personnel and pay actions/data to include position accounting, accession data, employee and pay records, back-pay, settlements, payroll accounting and eOPF maintenance and record keeping to satisfy Departmental information requirements. The Branch maintains 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) of personnel files and records.
Human Capital Strategy Division
The Human Capital Strategy Division (HCSD) is responsible for aligning strategic human capital planning with agency mission, goals and objectives; informing strategic HR decision making and supporting effective workforce management; administering and managing integrated HR Line of Business (HRLoB) shared service provider systems and Department HR IT systems; and overseeing the integrity and reliability of HR data and databases. In support of these functions, the Division: