6 U.S.C. § 344: Chief Human Capital Officer

Summary

The Chief Human Capital Officer must report directly to the Under Secretary for Management and run human resources for the Department. The CHCO has to make and carry out strategic workforce plans that follow government best practices and fit Department goals. They must measure and track progress, use employee feedback when making hiring and pay policies, create career paths and leader training based on learning needs, manage training and development, keep a catalog of employee development options (including the Homeland Security Rotation Program), cut duplicate HR rules, make sure discipline follows the law and gives due process, analyze workforce surveys within 90 days and give the Secretary recommendations, approve component engagement plans, help pick component HR leaders, and tell employees about their rights under chapters 12 and 23 of title 5. The CHCO may name a Chief Learning and Engagement Officer to help. Each Department component must work with the CHCO to make a 5-year workforce strategy that balances Federal staff and private contractors and considers adding full-time positions or converting contractor work. Within 90 days after the Secretary files the Department’s annual budget justification, the Secretary must send Congress a report with a component-by-component table of actual and enacted amounts and information on: progress on those workforce strategies; the cataloged development opportunities and any participation or retention data; strategic planning progress; steering committee activities; last year’s on-board staffing; total contract hours from prime contractors in the service contract inventory; and the number of personnel under the Intergovernmental Personnel Act. Nothing here overrides the requirements in section 468.

Title 6, §344

Domestic Security, Source: USLM XML via OLRC

(a)In general

The Chief Human Capital Officer shall report directly to the Under Secretary for Management.

(b)Responsibilities

In addition to the responsibilities set forth in chapter 14 of title 5 and other applicable law, the Chief Human Capital Officer of the Department shall—

(1)develop and implement strategic workforce planning policies, including with respect to leader development and employee engagement, that are consistent with Government-wide leading principles, in line with Department strategic human capital goals and priorities, and informed by best practices within the Federal Government and the private sector, taking into account the special requirements of members of the Armed Forces serving in the Coast Guard;

(2)use performance measures to evaluate, on an ongoing basis, Department-wide strategic workforce planning efforts;

(3)develop, improve, and implement policies that, to the extent practicable, are informed by employee feedback, including compensation flexibilities available to Federal agencies where appropriate, to recruit, hire, train, and retain the workforce of the Department, in coordination with all components of the Department;

(4)identify methods for managing and overseeing human capital programs and initiatives, including leader development and employee engagement programs, in coordination with the head of each component of the Department;

(5)develop a career path framework and create opportunities for leader development in coordination with all components of the Department that is informed by an assessment, carried out by the Chief Human Capital Officer, of the learning and developmental needs of employees in supervisory and nonsupervisory roles across the Department and appropriate workforce planning initiatives;

(6)lead the efforts of the Department for managing employee resources, including training and development opportunities, in coordination with each component of the Department;

(7)work to ensure the Department is implementing human capital programs and initiatives and effectively educating each component of the Department about these programs and initiatives;

(8)identify and eliminate unnecessary and duplicative human capital policies and guidance;

(9)maintain a catalogue of available employee development opportunities, including the Homeland Security Rotation Program pursuant to section 414 of this title, departmental leadership development programs, interagency development programs, and other rotational programs;

(10)ensure that employee discipline and adverse action programs comply with the requirements of all pertinent laws, rules, regulations, and Federal guidance, and ensure due process for employees;

(11)analyze each Department or Government-wide Federal workforce satisfaction or morale survey not later than 90 days after the date of the publication of each such survey and submit to the Secretary such analysis, including, as appropriate, recommendations to improve workforce satisfaction or morale within the Department;

(12)review and approve all component employee engagement action plans to ensure such plans include initiatives responsive to the root cause of employee engagement challenges, as well as outcome-based performance measures and targets to track the progress of such initiatives;

(13)provide input concerning the hiring and performance of the Chief Human Capital Officer or comparable official in each component of the Department; and

(14)ensure that all employees of the Department are informed of their rights and remedies under chapters 12 and 23 of title 5.

(c)Component strategies

(1)In general

Each component of the Department shall, in coordination with the Chief Human Capital Officer of the Department, develop a 5-year workforce strategy for the component that will support the goals, objectives, and performance measures of the Department for determining the proper balance of Federal employees and private labor resources.

(2)Strategy requirements

In developing the strategy required under paragraph (1), each component shall consider the effect on human resources associated with creating additional Federal full-time equivalent positions, converting private contractors to Federal employees, or relying on the private sector for goods and services.

(d)Chief Learning and Engagement Officer

The Chief Human Capital Officer may designate an employee of the Department to serve as a Chief Learning and Engagement Officer to assist the Chief Human Capital Officer in carrying out this section.

(e)Annual submission

Not later than 90 days after the date on which the Secretary submits the annual budget justification for the Department, the Secretary shall submit to the congressional homeland security committees a report that includes a table, delineated by component with actual and enacted amounts, including—

(1)information on the progress within the Department of fulfilling the workforce strategies developed under subsection (c);

(2)information on employee development opportunities catalogued pursuant to paragraph (9) of subsection (b) and any available data on participation rates, attrition rates, and impacts on retention and employee satisfaction;

(3)information on the progress of Departmentwide strategic workforce planning efforts as determined under paragraph (2) of subsection (b);

(4)information on the activities of the steering committee established pursuant to section 351(a) of this title, including the number of meetings, types of materials developed and distributed, and recommendations made to the Secretary;

(5)the number of on-board staffing for Federal employees from the prior fiscal year;

(6)the total contract hours submitted by each prime contractor as part of the service contract inventory required under section 743 of the Financial Services and General Government Appropriations Act, 2010 (division C of Public Law 111–117; 31 U.S.C. 501 note); and

(7)the number of full-time equivalent personnel identified under the Intergovernmental Personnel Act of 1970 (42 U.S.C. 4701 et seq.).

(f)Limitation

Nothing in this section overrides or otherwise affects the requirements specified in section 468 of this title.

Notes & Related Subsidiaries

Editorial Notes

References in Text

The Intergovernmental Personnel Act of 1970, referred to in subsec. (e)(7), is Pub. L. 91–648, Jan. 5, 1971, 84 Stat. 1909, which is classified principally to chapter 62 (§ 4701 et seq.) of Title 42, The Public Health and Welfare. For complete classification of this Act to the Code, see

Short Title

note set out under section 4701 of Title 42 and Tables.

Amendments

2021—Subsec. (b)(1). Pub. L. 117–81, § 6403(a)(1), inserted “, including with respect to leader development and employee engagement,” after “policies” and “and informed by best practices within the Federal Government and the private sector,” after “priorities,”, and substituted “, in line” for “and in line”. Subsec. (b)(2). Pub. L. 117–81, § 6403(1)(B), substituted “use performance measures to evaluate, on an ongoing basis,” for “develop performance measures to provide a basis for monitoring and evaluating”. Subsec. (b)(3). Pub. L. 117–81, § 6403(1)(C), inserted “that, to the extent practicable, are informed by employee feedback” after “policies”. Subsec. (b)(4). Pub. L. 117–81, § 6403(1)(D), inserted “including leader development and employee engagement programs,” before “in coordination”. Subsec. (b)(5). Pub. L. 117–81, § 6403(1)(E), inserted “that is informed by an assessment, carried out by the Chief Human Capital Officer, of the learning and developmental needs of employees in supervisory and nonsupervisory roles across the Department and appropriate workforce planning initiatives” before semicolon at end. Subsec. (b)(9) to (12). Pub. L. 117–81, § 6403(1)(G), added pars. (9) to (12). Former pars. (9) and (10) redesignated (13) and (14), respectively. Subsec. (b)(13), (14). Pub. L. 117–81, § 6403(1)(F), redesignated pars. (9) and (10) as (13) and (14), respectively. Subsec. (d). Pub. L. 117–81, § 6403(3), added subsec. (d). Former subsec. (d) redesignated (e). Subsec. (e). Pub. L. 117–81, § 6403(2), (4), redesignated subsec. (d) as (e), inserted pars. (2) to (4), and redesignated former pars. (2) to (4) as (5) to (7), respectively. Subsec. (f). Pub. L. 117–81, § 6403(2), redesignated subsec. (e) as (f). 2016—Pub. L. 114–328 amended section generally. Prior to amendment, text read as follows: “The Chief Human Capital Officer shall report to the Secretary, or to another official of the Department, as the Secretary may direct and shall ensure that all employees of the Department are informed of their rights and remedies under chapters 12 and 23 of title 5 by— “(1) participating in the 2302(c) Certification Program of the Office of Special Counsel; “(2) achieving certification from the Office of Special Counsel of the Department’s compliance with section 2302(c) of title 5; and “(3) informing Congress of such certification not later than 24 months after November 25, 2002.”

§344 Chief Human Capital Officer