SSA ORGANIZATIONAL MANUAL

Chapter S7

OFFICE OF THE DEPUTY COMMISSIONER, HUMAN RESOURCES


  1. Mission

    The Office of the Deputy Commissioner, Human Resources (ODCHR) directs the administration of comprehensive SSA human resources programs including: personnel management, labor management relations, employee relations, civil rights and equal opportunity, and training.
  2. Organization
    1. The Deputy Commissioner, Human Resources (S7)
    2. The Assistant Deputy Commissioner, Human Resources (S7)
    3. The Immediate Office of the Deputy Commissioner, Human Resources (S7A)
      1. The Office of Strategic Human Capital Management (S7A-1)
    4. The Office of Personnel (S7B)
    5. The Office of Labor-Management and Employee Relations (S7C)
    6. The Office of Civil Rights and Equal Opportunity (S7E)
    7. The Office of Learning (S7G)
  3. 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 Strategic Human Capital Management (OSHCM) (S7A-1) provides leadership, oversight, and consultation within OHR and across the Agency to effectively plan, implement, and evaluate human capital management activities. The Office fosters and develops a shared agency strategy for effectively managing the workforce in order to meet the Agency’s future service delivery needs; a metrics-based model for data-driven decisions concerning human capital programs, initiatives, strategies, and direction; and an integrated evaluation process to assess progress toward the Agency’s human capital goals. The Office advises the Commissioner, Deputy Commissioner for Human Resources, and component leadership on workforce analysis, human capital strategy development, existing and innovative human capital initiatives, and human capital data analytics. The Office partners with internal stakeholders, including the Chief Strategic Officer, the Chief Financial Officer, the Chief Information Officer, and other agency leaders to integrate human capital planning with budget, performance, and information technology planning. This includes participation in the development of the Agency Strategic Plan, Annual Performance Plan, and Annual Performance Report, as well as leading the development of the agency’s Human Capital Operating Plan. The Office also partners with external stakeholders, such as the Office of Personnel Management, Office of Management and Budget, and the Partnership for Public Service, and supports the Chief Human Capital Officer’s Council to contribute to government-wide initiatives and identify innovative human capital management solutions.
    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, personnel data, position classification and organization management, job placement, employee counseling, personnel management evaluation, employee assistance services, personnel information planning, employee recognition, health services, workforce planning and evaluation, HR accountability and employee benefits including health and retirement. The office designs, and puts into practice, an SSA-wide program of Personnel Security and Suitability for employees and contractors, administers the SSA Drug Free Workplace program and directs the development and operation of SSA's Workers' Compensation program.
    5. The Office of Labor-Management and Employee Relations (OLMR) (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 relations program, including the development and evaluation of the program and the formulation of SSA-wide labor management relations policy.
    6. The Office of Civil Rights and Equal Opportunity (OCREO) (S7E) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OCREO's mission and for providing general supervision to the major components of OCREO. The Office provides overall management of the SSA-wide programs of civil rights and equal opportunity, including the development of SSA-wide civil rights and equal opportunity policy.
    7. The Office of Learning (OL) (S7G) is directly responsible to the Deputy Commissioner for Human Resources for carrying out OL's mission and for providing general supervision to the major components of OL. The Office manages and administers a national training program to enhance SSA's capability of providing effective and efficient service to the public. It develops and issues Agencywide policies, procedures and operational guidelines for the design, development, implementation, maintenance and evaluation of all SSA training activities. It directs the financial management of training monies to ensure accountability of money spent to train and develop the Agency's employees.

 

SSA ORGANIZATION MANUAL

Subchapter S7B

OFFICE OF PERSONNEL

  1. Mission

    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, personnel data, position classification and organization management, job placement, employee counseling, personnel management evaluation, employee assistance services, personnel information planning, executive level personnel management program, employee recognition, health services, workforce planning and evaluation, HR accountability and employee benefits including health and retirement. The office designs, and puts into practice, an SSA-wide program of Personnel Security and Suitability for employees and contractors, administers the SSA Drug Free Workplace program and directs the development and operation of SSA's Workers' Compensation program.
  2. 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 Personnel Security and Project Management (S7BH)
    5. The Center for Personnel Management Information Systems and Payroll (S7BJ)
    6. The Center for Classification and Organization Management (S7BK)
    7. The Center for Personnel Policy and Staffing (S7BE)
    8. The Center for Disability Services (S7BN)
    9. The Center for Employee Benefits and Services (S7BP)
  3. 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 Personnel Security and Project Management (S7BH)
      1. evelops 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. Conducts administrative surveys, special studies and projects of SSA-wide significance.
    5. The Center for Personnel Management Information Systems and Payroll (S7BJ)
      1. Plans and directs ongoing development, analysis and evaluation of SSA's personnel recordkeeping systems; 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.
      2. Coordinates, with SSA's Office of the Deputy Commissioner for Systems, the planning, development, modification and evaluation of automated systems.
      3. Designs business applications and administrative systems in the personnel arena, including workload management, action tracking and other management support systems. Manages the entire applications development process, including assessing user needs, developing system pilots, designing systems, testing systems, administering databases, training users, and evaluating overall system performance.
      4. Evaluates, tests, installs, and maintains agency applications software within the networking environment for compatibility with existing software, hardware and networks; serves as point of contact for equipment, software, and operational problems and needs within OPE. Ensures the integrity of the LAN, as well as the completion of LAN operations.
      5. Is the first point of contact in headquarters on pay and leave issues; 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.
      6. Coordinates with the National Business Center in Denver, SSA's payroll provider, on all payroll-related operational, budget and developmental matters.
      7. Conducts research on HR modernization, providing recommendations for improving the effectiveness and efficiency of various personnel functions and programs through automation. Performs continuing review of HR technology to bring best practices to personnel operations in SSA.
      8. Represents the Agency on interagency workgroups to resolve crosscutting HR automation issues. Serves as liaison with OPM, SSA's payroll provider, and other Federal agencies and monitoring authorities.
      9. Directs the design and development of and manages day-to-day operations in support of the Personnel intranet site at the agency level.
    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 Personnel Policy and Staffing (S7BE)
      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. Oversees the dissemination and implementation of 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.
      2. Develops and implements SSA employee incentive and honor awards programs and administers the performance management systems.
      3. Develops policies and implementing guidance pertaining to SSA recruitment 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.
      4. lements policies, regulations and programs pertaining to special recruitment and staffing activities for SSA Headquarters and field organizations. Develops and implements student employment programs.
      5. Establishes and maintains the Official Personnel Folders for SSA headquarters employees.
    8. The Center for Disability Services (S7BN)
      1. Provides program direction and guidance on a variety of issues pertaining to reasonable accommodation for employees with disabilities.
      2. Evaluates and interprets policies and procedures and develops and recommends a range of alternatives for the solution of policy issues.
      3. Develops and implements an SSA-wide program for providing readers, sign language interpreters, personal assistants, specialized equipment, assistive devices and selective placement.
      4. Provides advice and assistance to all SSA components on agency-wide goals and objectives regarding the equal employment of people with disabilities throughout SSA.
      5. Plans, conducts, and coordinates multidisciplinary projects to resolve EO problems of a broad scope and provides leadership in the development of nationwide guidelines and/or policies and procedures also having national implications.
      6. Administers the Program for Employees with Disabilities.
    9. The Center for Employee Benefits and Services (S7BP)
      1. Directs the Social Security Administration's Retirement and Health Benefits programs.
      2. The Center develops the agency's policy on these programs and provides interpretation and guidance to SSA's managers nation-wide.
      3. Provides expertise to managers and employees on all Federal Benefit's Programs, including the Civil Service and Federal Employees' Retirement Systems, Thrift Savings Plan, Federal Employees' Health Benefit Plans, Federal Employees' Group Life Insurance, Flexible Spending Accounts and Long Term Care.
      4. Directs the development and operation of SSA's Workers' Compensation program. Assists employees regarding claims for lost wages, settlement awards, notices of injury and required medical reports.
      5. Directs the development and operation of SSA's Workers' Compensation Return to Work, Controversion and Investigations programs.
      6. Provides professional counseling and referral services for employees with mental health problems and for employees with alcohol or drug problems. Provides technical advice and guidance to SSA management officials on matters related to these functions.
      7. Develops, implements and evaluates SSA's employee health services programs in conformance with appropriate laws, policies and regulations.
      8. Provides overall coordination and direction to work environment improvement efforts within SSA. Coordinates a variety of studies throughout SSA designed to improve the work environment.
      9. Plans, develops and implements a variety of employee and family-oriented programs and services in the areas of Child Care, Elder Care, fitness and wellness, Career/Life Planning and financial counseling.
      10. Directs the development and operation of the SSA employee suggestion program.

 

SSA ORGANIZATION MANUAL

Subchapter S7C

OFFICE OF LABOR-MANAGEMENT AND EMPLOYEE RELATIONS

  1. Mission

    The Office of Labor-Management and Employee Relations (OLMER) provides overall management of an SSA-wide program of labor-management and employee relations. The mission includes the development and evaluation of the programs and the formulation of SSA-wide labor-management relations policy. The office provides services to SSA components on labor relations issues and on employee relations issues relating to disciplinary and adverse actions and employee grievances.
  2. 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 Program Policy, Automation and Training (S7CC)
    4. The Center for Operations (S7CE)
    5. The Center for Negotiations and Dispute Resolution (S7CG)
  3. 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.
    3. The Center for Program Policy, Automation, and Training (S7CC)
      1. Formulates SSA program policy, guidance, and direction in the development, administration and evaluation of a comprehensive national program in the areas of labor-management relations, performance-management, disciplinary and adverse actions, and SSA grievances.
      2. Designs and implements processes to monitor and evaluate implementation of government-wide and SSA priorities relative to SSA’s national labor and employee relations programs.
      3. Develops and evaluates SSA policies and programs involving labor-management relations, disciplinary and adverse actions, performance-based actions, grievances, and appeals.
      4. Researches, compiles, and analyzes information on the granting and usage of union official time, grievances, adverse and disciplinary actions, and third party proceedings. Establishes and maintains automated data bases for information management to monitor and analyze emerging trends and compliance with SSA policy, laws, rules and regulations relating to labor and employee relations.
      5. Conducts statutory review of all Memoranda of Understanding negotiated Agency-wide.
    4. The Center for Operations (S7CE)
      1. Provides technical guidance in developing, implementing and administering cooperative labor- management and employee relations programs throughout SSA.
      2. Administers SSA employee relations programs involving disciplinary and adverse actions, performance-based actions, SSA grievances, and appeals.
      3. 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.
      4. Works with managers, labor organizations, and union officials throughout SSA to develop and maintain plans, programs, and procedures necessary to institutionalize sound labor-management relations and more effective and efficient dealings between the parties.
      5. Negotiates midterm contractual issues as they relate to HQ’s components with the recognized bargaining unit(s).
      6. 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.
      7. 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.
      8. Coordinates activities of field and component labor relations staffs to ensure uniform implementation of national labor and employee relations policies.
    5. The Center for Negotiations and Dispute Resolution (S7CG)
      1. Negotiates, administers, interprets, and implements SSA national labor agreements, which include pre-negotiation activities, team preparation, advisory services, and problem resolution.
      2. Negotiates national midterm contractual issues with the recognized bargaining unit(s).
      3. Provides technical and advisory services and expertise to management in establishing management negotiating positions and for representation in third-party proceedings.
      4. Maintains files of case law which effect contracts and researches bargaining history relevant to establishing management’s position at third-party proceedings and negotiations.
      5. 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.
      6. Provides technical advice and assistance to SSA management on non-bargaining unit SSA grievances.
      7. Facilitates issues and generates guidance at the national, regional and local levels. Provides training and assists in resolving issues at all levels.
      8. Administers and maintains arbitration panels.

 

SSA ORGANIZATION MANUAL

Subchapter S7E

OFFICE OF CIVIL RIGHTS AND EQUAL OPPORTUNITY

  1. Mission

    The Office of Civil Rights and Equal Opportunity (OCREO) provides overall management of the SSA-wide programs of civil rights and equal opportunity.
  2. Organization
    1. The Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E)
    2. The Deputy Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E)
    3. The Immediate Office of the Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E)
    4. The Center for Cultural Diversity (S7EC)
    5. The Center for Complaints Processing (S7EE)
    6. The Center for Section 504 Compliance (S7EH)
  3. Function
    1. The Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OCREO's mission and for providing general supervision to the major components of OCREO.
    2. The Deputy Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E), assists the Associate Commissioner in carrying out his/her responsibilities and performs other duties as the Associate Commissioner prescribes.
    3. The Immediate Office of the Associate Commissioner, Office of Civil Rights and Equal Opportunity (S7E) provides the Associate Commissioner with staff assistance on the full range of his/her responsibilities.
    4. The Center for Cultural Diversity (S7EC)
      1. Provides leadership, direction and guidance to the headquarters and field organizations in the formulating and implementing of SSA policies, regulations and procedures pertaining to the development of sound affirmative employment and equal opportunity programs.
      2. Approves, on behalf of the Associate Commissioner, Office of Civil Rights and Equal Opportunity, affirmative employment program plans prepared by components and regions.
      3. Develops the overall SSA affirmative employment program plan. Develops guidelines and procedures for effective OCREO program planning and monitoring throughout SSA. Develops recommendations on affirmative employment policy and operations for the Associate Commissioner for Civil Rights and Equal Opportunity.
      4. Conducts and coordinates studies or analyses of SSA's human resources and operating policies and procedures to assess their EO impact. Develops and tracks SSA's major initiatives that relate to EO and oversees their implementation. Develops, implements, monitors and evaluates special recruitment plans, programs and projects for targeted equal opportunity groups.
      5. Provides office automation support. Administers the Federal Women’s Program, Asian Pacific American Program, Hispanic Employment Program, Minority Concerns Program and the American Indian and Alaska Native Program. Provides central operational responsibility for EO functions and programs. Administers the oversight of the EEO Advisory Groups.
    5. The Center for Complaints Processing (S7EE)
      1. Directs implementation and evaluation of the SSA Equal Employment Opportunity (EO) Discrimination Complaints Program and Alternative Dispute Resolution (ADR) Program for both Headquarters and the field. Provides advice, guidance and assistance to SSA officials concerning the discrimination complaints process and related management matters.
      2. Provides leadership, guidance and direction in implementing SSA policies, regulations and procedures pertaining to the timely, accurate, fair and impartial processing of discrimination complaints throughout the Headquarters and field organizations. Formulates SSA policies, regulations and procedures pertaining to the EEO discrimination complaints process and ADR process.
      3. Provides overall direction regarding all aspects of SSA's discrimination complaints process and ADR process in order to ensure uniformity in complaints handling, resolutions and dispositions. Directs the preparation of guidelines on all complaint matters.
      4. Receives and conducts inquiries and attempts resolution of informal complaints of discrimination. Advises complainants of their rights regarding the discrimination complaints process, ADR process and other related processes.
      5. Receives and acknowledges formal complaints of discrimination and makes a determination whether to accept or dismiss the complaint/issue(s). Conducts investigations and oversees the process.
      6. Prepares final Agency decisions on complaints of discrimination against SSA. Ensures compliance with any corrective or remedial action directed by SSA, Equal Employment Opportunity Commission (EEOC) or any other agency having authority to so direct.
      7. Develops litigation information and documentation for the Office of the General Counsel and the United States Attorney's Office in employment discrimination court suits filed against SSA. Prepares the Agency's brief for complaints appealed to EEOC. Also, responds to interrogatories submitted in class complaints. Analyzes new and recent court decisions, public laws and Federal regulations for their impact on SSA complaint processing.
      8. Directs special projects and studies of the various aspects of SSA's nationwide discrimination complaint process and ADR process to evaluate the overall effectiveness of the EO program. Directs the analysis of trends observed during projects and studies and implements new procedures as required.
      9. Provides the authoritative interpretations on legal, regulatory and technical information regarding discrimination complaints to SSA management nationwide.
      10. Reviews non-SSA EO issuances, EEOC and court decisions for applicability to SSA policy statements. Develops instructions and guidelines to transmit or implement EO policy decisions in SSA.
    6. The Center for Section 504 Compliance (S7EH)
      1. Provides agency oversight for relevant parts of SSA’s civil rights program, legislative initiatives, and projects involving the initiation, interpretation, and implementation of civil rights regulations and policies related to Section 504 of the Rehabilitation Act of 1973.
      2. Receives, reviews, and decides, on behalf of the Associate Commissioner, Office of Civil Rights and Equal Opportunity, requests from the public for standard and non-standard accommodations based on disability.
      3. Creates and maintains an automated system to receive, track, and store requests from the public for standard and non-standard accommodations based on disability.
      4. Promulgates and maintains Section 504 policies and procedures.
      5. Ensures availability of public notice of rights and information about accommodations.
      6. Develops, delivers, and updates Section 504 training for all SSA employees.
      7. Updates agency standard accommodations offered to the public based on Developments in the Federal sector, and monitors implementation and compliance with accommodation decisions.

 

SSA ORGANIZATION MANUAL

Subchapter S7G

OFFICE OF LEARNING

  1. Mission

    The Office of Learning (OL) directs a nationwide program designed to assure that all levels of SSA employees receive the training necessary to provide effective and efficient service to the public.
  2. Organization
    1. The Associate Commissioner, Office of Learning (S7G)
    2. The Deputy Associate Commissioner, Office of Learning (S7G)
    3. The Immediate Office of the Associate Commissioner, Office of Learning (S7G)
    4. The Center for Employee and Leadership Development (S7GK)
    5. The Center for Programmatic Training (S7GL)
    6. The Center for Training Delivery (S7GM)
    7. The Learning Management and Customer Service Support Staff (S7G-1)
  3. Functions
    1. The Associate Commissioner, Office of Learning (S7G) is directly responsible to the Deputy Commissioner, Human Resources for carrying out OL's mission and for providing general supervision to the major components of OL.
    2. The Deputy Commissioner, Office of Learning (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 Learning (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 planning and executing budget activities. The staff interprets OPM training policies and formulates SSA training policy and procedures; maintains the Administration Instructions Manual System related to training policy; acts as OL 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 training function. Coordinate travel, training and conference attendance for office staff.
    4. The Center for Employee and Leadership Development (S7GK)
      1. Manages SSA's national career and leadership development programs from the executive levels of SSA managers to programs for non-management employees.
      2. Has agency-wide responsibility for national training curriculum to provide general skills training, including related developmental activities for non-supervisory personnel.
      3. Directs, designs, develops, implements, conducts, and evaluates all SSA supervisory and executive-level training for SSA's newly promoted and seasoned managers.
      4. Conducts ongoing research to identify the best approaches to training in the areas of management, general, and systems-support training and in the area of career development programs.
      5. Administers contractor support.
    5. Center for Programmatic Training (S7GL)
      1. Directs the design, development, implementation, and evaluation of disability related programmatic/technical training to meet the needs of SSA direct-service employees and components agency-wide and the Disability Determination Services, including entry-level training. This includes support for all agency-wide Accelerated Electronic Disability initiatives.
      2. Directs the design, development, implementation, and evaluation of Title II Retirement, Survivors and Auxiliary and Medicare related programmatic/technical training to meet the needs of SSA direct-service employees and components agency-wide, including entry-level training, advanced training programs, and programmatic systems training.
      3. Directs the design, development, implementation, and evaluation of Title XVI Supplemental Security Income related programmatic/technical training to meet the needs of SSA direct-service employees and components agency-wide, including entry-level training programs, advanced training programs, and programmatic systems training.
      4. Develops guidelines and procedures to determine technical/programmatic training needs in all areas of responsibility and reviews technical training programs Agency-wide.
      5. Streamlines procedures for printing and delivery of training course materials via E-print.
      6. Initiates independent studies and analyses to anticipate and identify new or changing programmatic or other training approaches in a dynamic organizational environment, and designs, develops, and implements programs geared to new training methodologies and approaches.
    6. The Center for Training Delivery (S7GM)
      1. Directs, designs, develops and manages SSA’s Interactive Video Teletraining System for SSA employees and State Disability Determination Services.
      2. Manages the conversion and provision of training materials in various delivery media; ensures accessibility of all training materials for employees with disabilities.
      3. Conducts ongoing research and evaluation to identify automated technologies, training delivery modalities (e.g., Interactive Video Teletraining, Video on Demand, internet and intranet, etc.) and instructional methodologies for application to training throughout SSA.
      4. Manages the evaluation and implementation of new technologies and training methods such as the use of distance learning and training to the desktop.
      5. Manages special training initiatives, knowledge management, E-learning initiatives and training administration.
      6. Administers contractor support for training delivery.
      7. Manages office automation training efforts to provide basic LAN user training and electronic course information for client server technology; administers OL's training web site.
      8. Provides office automation support and consultant services for OL, the Office of the Deputy Commissioner, Human Resources and training classrooms.
      9. Directs, designs, develops and implements training to support agency-wide computer software acquisitions and administrative initiatives.
    7. The Learning Management and Customer Service Support Staff (S7G-1)
      1. Implements and administers SSA’s Learning Management System.
      2. Partners with OL customers to evaluate their training needs and develop a learning strategy.
      3. Provides consultative services that result in efficient and effective learning options.
      4. Monitors and evaluates agency training and developmental activities through the Training Evaluation System to ensure desired results.