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Effective HR ManagementAt the request of the Secretary of Health and Human Services, the NIH has prepared this response setting forth the actions she can take to simplify personnel administration at the NIH. The NIH believes that the personnel system is one of the greatest impediments to the effective management of its research mission. Significant simplification of this system can be achieved within the Department, even absent legislation to overhaul the Civil Service System. This response to the Secretary describes a process for achieving this end that will ensure compliance with Civil Service laws and regulations and accountability for affirmative action results. Quality control will be accomplished through program oversight, training of managers and supervisors, and development of decision support systems to aid in management decisions. Because of the imminent consolidation of the Office of the Secretary (OS) and the Office of the Assistant Secretary for Health (OASH), this document recommends reduction and elimination of limitations on NIH personnel and human resource management delegations or authority and NIH's ability to design a system tailored to the needs of its research mis . . .
Simplifying Personnel Administration and Personnel Management at the NIH Current restrictions on re-delegating personnel administration and personnel management authorities require that actions proposed by program managers be reviewed and approved by officials in a servicing personnel office. Determination as to whether multiple models of alternative work schedules (AWS) are appropriate within a specific work unit. The Government-wide statutes and regulations discussed below have a high degree of flexibility. 4 These criteria are also contained in an unpublished report by the Office of Personnel Management, "Rethinking Federal HRM" 5 Attached to this document is a summary of the proposed changes and citations to the relevant DHHS or PHS Personnel Instructions. The second generic type of restriction is that which is placed on effecting all personnel actions. High performing human resource programs respond to the needs and characteristics of their organizations. Finally, the NIH's new approach to affirmative action planning and evaluation would continue to be an essential tool to determine if the new structure maintains the Agency's strong commitment to equality of opportunity. There are a variety of actions the Secretary could take to eliminate these impediments. However, he must approve awards from $2,501 to $3,500, and cannot redelegate the authority. NIH constituents have certain expectations as to the nature of the Agency's mission and how it is accomplished. The new program has been approved as a pilot program within the Department. Such a system would recognize that an individual's authority to manage and supervise is derived from the position to which s/he is appointed, rather than from the grade s/he holds. Congress expects the NIH to accomplish its biomedical research mission in the most efficient and effective means possible. Common topics in this essay: | |||
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