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MODULE 1 The Supervisor as Human Resources Manager 1 Oct 2009 1 MODULE 1 The Supervisor as Human Resources Manager 1 Oct 2009 1

Purpose & Scope To prepare supervisors for their Legal and Regulatory Responsibilities In this Purpose & Scope To prepare supervisors for their Legal and Regulatory Responsibilities In this course we will : q Discuss multiple personnel pay systems q Use the term “legacy” to refer to non-NSPS pay systems q Discuss concepts covering all pay systems unless otherwise noted q Lead you through the maize of civilian human resource management 1 Oct 2009 2

Learning Objectives After completion of this lesson, participants will be able to: 1. Identify Learning Objectives After completion of this lesson, participants will be able to: 1. Identify Civilian Human Resource Management (CHRM) Life Cycle functions 2. Explain each supervisor’s responsibility and accountability for compliance with the Merit Systems Principles and Prohibited Personnel Practices 3. Identify overall responsibilities and functions of Civilian Personnel Advisory Centers and CHR Regional Processing Centers 4. Access web-based sources of HR information and automated HR tools 1 Oct 2009 3

Civilian Human Resources Management Life Cycle Planning (MER/Labor) Sustaining (Training) 1 Oct 2009 Developing Civilian Human Resources Management Life Cycle Planning (MER/Labor) Sustaining (Training) 1 Oct 2009 Developing Structuring Acquiring (Classification) (Staffing) 4

Planning the Work q Planning - first phase of the Civilian Human Resources Management Planning the Work q Planning - first phase of the Civilian Human Resources Management Life Cycle q President’s Management Agenda - develop a plan to address the strategic management of human capital q Almost any event that happens in your organization impacts your HR management responsibilities What kind of events have an impact on managing your human resources? 1 Oct 2009 5

Merit System q q Pendleton Act of 1883 - Established a federal employment system Merit System q q Pendleton Act of 1883 - Established a federal employment system based on concept of “merit” Civil Service Reform Act of 1978 codified these concepts in: ü ü q q Title 5, Section 2301 – Merit System Principles Title 5, Section 2302 – Prohibited Personnel Practices Basis of entire Federal HR Management System Reflect Core Values of Federal HR Management 1 Oct 2009 6

Merit System Principles 1. Recruit from all segments of society 2. Fair and equitable Merit System Principles 1. Recruit from all segments of society 2. Fair and equitable treatment for all employees – don’t discriminate 3. Equal pay for work of equal value. 4. Maintain high standards of integrity, conduct and concern for public interest 5. Use federal work force effectively and efficiently 6. Performance: – – – 1 Oct 2009 Retain based on performance Correct inadequate performance Separate those who do not meet performance standards. 7

Merit System Principles (cont) Provide education and training to improve performance Political influence: 7. Merit System Principles (cont) Provide education and training to improve performance Political influence: 7. 8. – Don’t condone or engage in arbitrary actions, favoritism or coercion for partisan political purposes and Prohibit employees from using authority or influence to affect an election result or nomination – Do not engage in reprisals for: 9. – – 1 Oct 2009 Lawful disclosure of information regarding violation of a law, rule or regulation Mismanagement Gross waste of funds Abuse of authority or specific danger to public health or safety 8

Prohibited Personnel Practices 1. 2. 3. 4. 5. 6. Don’t discriminate Don’t solicit or Prohibited Personnel Practices 1. 2. 3. 4. 5. 6. Don’t discriminate Don’t solicit or consider employment recommendations not based on job related abilities or characteristics Don’t coerce the political activity of any person Don’t deceive or obstruct an individual’s right to apply for federal employment Don’t influence any person to withdraw from competition Don’t grant any preference or advantage which is not authorized by law 1 Oct 2009 9

Prohibited Personnel Practices, (cont) 7. 8. 9. Don’t engage in nepotism Don’t retaliate against Prohibited Personnel Practices, (cont) 7. 8. 9. Don’t engage in nepotism Don’t retaliate against a Whistleblower Don’t retaliate against employees who exercise appeal rights, testify, or cooperation with IG, or refuse to break the law 10. Don’t discriminate on the basis of nonperformance related conduct 11. Don’t take any action which knowingly violates veterans preference 12. Don’t take any action which violates any merit system principle 1 Oct 2009 10

No FEAR Act Federal Employee Antidiscrimination & Retaliation (FEAR) Act of 2002 q Extension No FEAR Act Federal Employee Antidiscrimination & Retaliation (FEAR) Act of 2002 q Extension of existing discrimination and reprisal laws q Requires Federal agencies to be accountable for violations of antidiscrimination and whistleblower laws ü Charge-back to agencies who violate laws ü Agencies can discipline employees who engage in discriminatory or retaliatory conduct 1 Oct 2009 11

Summary – Merit Principles & Prohibited Practices q Be aware of your responsibilities in Summary – Merit Principles & Prohibited Practices q Be aware of your responsibilities in complying with Merit System Principles and avoiding Prohibited Personnel Practices q Think before you act q Consult HR and other advisors (EEO, Legal) q Supervisors are held to a higher standard q Be aware of perceptions—even when an action is “strictly legal” 1 Oct 2009 12

Merit Principles & Prohibited Personnel Practices Discussion: 1. Have you experienced or heard of Merit Principles & Prohibited Personnel Practices Discussion: 1. Have you experienced or heard of a person who may have violated a merit principle? 2. Have you experienced or heard of a person who may have engaged in a prohibited personnel practice? 1 Oct 2009 13

HR Regulatory Base q Law/Executive Order (Title 5, U. S. Code) ü National Defense HR Regulatory Base q Law/Executive Order (Title 5, U. S. Code) ü National Defense Authorization Act for 2008 modified provisions of NSPS and reinforced Title 5 principles that still apply q Labor Agreement, if any q Code of Federal Regulations (5 CFR) q Do. D Regulations and Policies, e. g. , NSPS Implementing Issuances q Army Regulations and Policies, e. g. , ARs and NSPS implementing procedures q Army Command & Sub-Command Regional and local regulations and policies 1 Oct 2009 14

 • Completes Human Capital Planning • Makes HR decisions • Determines delegations Human • Completes Human Capital Planning • Makes HR decisions • Determines delegations Human Resources Management HR Philosophy • Provides technical HR Advice • Provides tools • Processes actions Army’s Civilian HR Mission: Provide the Army responsive policies and services to recruit, develop and sustain an effective civilian work force 1 Oct 2009 15

Civilian Human Resources Agency (CHRA) Mission Operational Effectiveness Manage HR Functions 7 Regions Practices Civilian Human Resources Agency (CHRA) Mission Operational Effectiveness Manage HR Functions 7 Regions Practices & Service Delivery Standards & Measurements 7 Processing Centers Approximately 100 CPACs 1 Oct 2009 Manage Automation DCPDS Training Workforce Utilization Software Enhancements Customer Care 16

Structure of Civilian HR Asst Dep Co. S G 1 Civilian Human Resources Agency Structure of Civilian HR Asst Dep Co. S G 1 Civilian Human Resources Agency NAF Division Resource Management Division Training Management Division Productivity Enhancement Division 100 CPACs 1 Oct 2009 7 Regional Directors 7 Processing Centers HRD MSO 17

Civilian Personnel Advisory Center (CPAC) Co-located with installation Some virtual staff Reports to Regional Civilian Personnel Advisory Center (CPAC) Co-located with installation Some virtual staff Reports to Regional Director Performs classification & staffing functions CPAC Chief rated by Commander Performs classification & staffing functions Provides Advisory Services • Staffing strategies & plans; compensation; VERA/VSIP; deployments • Performance management • Conduct & discipline • Labor relations • Workers Compensation • BRAC HR issues 1 Oct 2009 18

Regional Processing Center Co-located with Regional Director’s Office Finalizes personnel actions Works closely with Regional Processing Center Co-located with Regional Director’s Office Finalizes personnel actions Works closely with CPAC Maintains automated HR tools & systems 1 Oct 2009 19

Other HR Services Human Resources Development Division Army Benefits Center (Civilian) (ABC-C) Reports to Other HR Services Human Resources Development Division Army Benefits Center (Civilian) (ABC-C) Reports to Regional Director Located at Ft Riley Provides training advisory services to region Services provided via telephone & webbased systems Negotiates favorable training contracts for region 1 Oct 2009 Services include health insurance, life insurance, TSP, retirement counseling 20

Additional Resources q Your servicing Civilian Personnel Advisory Center q Army website: http: //cpol. Additional Resources q Your servicing Civilian Personnel Advisory Center q Army website: http: //cpol. army. mil/library/general/ – Contains latest Army information q CHRA website: http: //www. chra. army. mil – Contains HR related materials 1 Oct 2009 21

Supervisor & HR Partnership WHO YA GONNA CALL? No, not ghost busters ………. YOUR Supervisor & HR Partnership WHO YA GONNA CALL? No, not ghost busters ………. YOUR CPAC 1 Oct 2009 22