Organization, functions, and authority delegations: Centers for Disease Control and Prevention,

FR, January 14, 1998 › Notices › Public Health Service

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Federal Register: January 14, 1998 (Volume 63, Number 9)NoticesPage 2256-2257From the Federal Register Online via GPO Access [wais.access.gpo.gov]

DOCID:fr14ja98-97

DEPARTMENT OF HEALTH AND HUMAN SERVICES

Public Health Service

Centers for Disease Control and Prevention; Statement of Organization, Functions, and Delegations of Authority

Part C (Centers for Disease Control and Prevention) of the Statement of Organization, Functions, and Delegations of Authority of the Department of Health and Human Services (45 FR 67772-76, dated October 14, 1980, and corrected at 45 FR 69296, October 20, 1980, as amended most recently at 62 FR 56197, dated October 29, 1997) is amended to reflect the reorganization of the Office of Equal Employment Opportunity, Centers for Disease Control and Prevention.

Section C-B, Organization and Functions, is hereby amended as follows:

After the title Office of Equal Employment Opportunity (CA9), delete the functional statement and substitute the following:

The Office of Equal Employment Opportunity (OEEO) is located in the Office of the Director, Centers for Disease Control and Prevention (CDC). The Director, OEEO, serves as the principal advisor to the Director, CDC, on all equal employment opportunity matters. The Office: (1) Develops and recommends for adoption CDC-wide EEO policies, goals, and priorities to carry out the directives of the U.S. Office of Personnel Management, U.S. Equal Employment Opportunity Commission, and Department of Health and Human Services (DHHS) equal employment opportunity policies and requirements that are mandated by Title VII, Civil Rights Act of 1964; Age Discrimination in Employment Act (ADEA); Rehabilitation Act of 1973; Civil Service Reform Act; 29 CFR 1614, Federal Sector Equal Employment Opportunity; Executive Order 11478, Equal Employment Opportunity in the Federal Government; (2) provides leadership, direction, and technical guidance to CDC EEO mangers and staff for the development of comprehensive EEO programs and plans; (3) coordinates and evaluates agency EEO operations and plans, including affirmative action; (4) develops plans, programs, and procedures to assure the prompt receipt, investigation, and resolution of complaints of alleged discrimination by reason of race, sex, age, religion, national origin, handicap, or by reason of reprisal or retaliation; (5) coordinates the development of comprehensive special emphasis programs to assure full recognition of the needs of women, minorities, and the handicapped in hiring and employment; (6) identifies needs for EEO functions of within CDC and assures the development of a training curriculum in EEO for all CDC supervisory personnel; (7) prepares, or coordinates the preparation of, reports and analyses designed to reflect the status of employment of women and minorities at CDC and maintains liaison with DHHS and other organizations concerned with equal employment opportunity; (8) ensures effective coordination of EEO activities with CDC personnel and training programs, and with CDC Centers/Institute/Offices (CIOs) manpower planning and support programs in the health professions; (9) develops a system of structured reviews and evaluations of CDC EEO activities to assure effective operations and accountability, including the Department's Major Initiatives Traction System for EEO; (10) assists in assuring the adequate allocation of resources for EEO including the establishment of guidelines for recruiting, selection, and training of agency EEO personnel; (11) develops and directs research and evaluation studies to focus on, and improve the effectiveness of, EEO program activities; (12) provides direct support for EEO program activities in CDC.

Office of the Director (CA91). Plans and directs the activities of OEEO.

Division of Affirmative Action (CA92). (1) Manages the planning and monitoring of CDC's affirmative action activities; (2) develops and recommends CDC policies regarding affirmative action planning and monitoring; (3) develops and issues guidelines regarding the scope of, and the process for, developing CDC's Affirmative Action Plan (AAP), including establishing goals and timetables, developing planning methods, and preparing work force analyses; (4) coordinates the development and preparation of the CDC-wide AAP and recommends to the Director, OEEO, approval or rejection of affirmative action plans for CDC components; (5) reviews and makes recommendations to the Director, OEEO, regarding the appropriateness of items submitted by CIOs; (6) monitors and evaluates the implementation of the affirmative action program by collecting and analyzing data, reviewing periodic written reports from CIOs, and conducting spot-check reviews of subordinate level plans and programs; (7) provides training and technical assistance on affirmative action issues and concerns to managers and EEO officials throughout CDC; (8) provides CDC liaison with DHHS, other Federal agencies, community groups, and professional associations and organizations regarding affirmative action activities at CDC; (9) coordinates CDC affirmative action efforts with related Department activities in personnel, career development, training, and health manpower planning.

Division of Complaints Management and Adjudication (CA93). (1) Conducts the discrimination complaints process for all CDC civilian and Commissioned Corps personnel; (2) issues operating policies and guidelines relative to discrimination complaint procedures; (3) monitors complaints of discrimination to detect indications of discriminatory patterns and practices; (4) prepares final decisions on all

[Page 2257]civilian and Commissioned Corps complaints arising within CDC; (5) serves as the focal point for coordinating CDC EEO administrative matters with the Office of Personnel Management, Merit Systems Protection Board, Equal Employment Opportunity Commission, Justice Department, and the Department of Health and Human Services Office of General Counsel; (6) collects, maintains, and analyzes all data pertaining to the discrimination complaint process; (7) prepares and submits reports, and serves as the official source of information concerning the status of all complaints at CDC; (8) plans, coordinates, and provides training in EEO counseling, investigation, and complaints management.

Dated: January 5, 1998. David Satcher, Director.

FR Doc. 98-950Filed1-13-98; 8:45 amBILLING CODE 4160-18-M