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U.S. Department of Energy				ORDER
	   Washington, D.C.				DOE O 328.1
									
							Approved: 8-1-08


SUBJECT: HUMAN CAPITAL MANAGEMENT ACCOUNTABILITY PROGRAM

1.	PURPOSE. To establish requirements and identify roles and
	responsibilities for the Department’s Human Capital
	Management Accountability Program (HCMAP) for human
	resources programs and personnel and to ensure that DOE’s
	human capital activities are compliant with Federal civil
	service laws, regulations, and Departmental policies.
	
2.	CANCELLATION. None.
	
3.	APPLICABILITY.

	a.	Department of Energy (DOE) Elements. Except 
		for the exclusions in paragraph 3c, this Order
		applies to all Departmental elements, including those
		created after the Order is issued. (Go to
		www.directives.doe.gov/pdfs/reftools/org-list.pdf for
		the current listing of Departmental elements.)
		
		The Administrator of the National Nuclear Security
		Administration (NNSA) will assure that NNSA employees
		comply with their respective responsibilities under
		this Order. Nothing in this Order will be construed to
		interfere with the NNSA Administrator’s authorities
		under sections 3212(d) and 3241of Public Law
		(P.L.) 106-65 (the NNSA Act) to establish
		Administration specific policies, unless disapproved by
		the Secretary.
		
	b.	DOE Contractors. This Order does not apply to contractors.
		
	c.	Exclusions. None.

4.	REQUIREMENTS.

	a.	Managers and human resources offices must be accountable for
		efficient and effective human resources (HR) decision-making that
		supports the DOE mission in accordance with merit system
		principles.
		
	b.	HCMAP reviews must assess levels of compliance, efficiency,
		and effectiveness for the following areas:

		(1)	talent management,
			
		(2)	results-oriented performance culture,

		(3)	leadership and knowledge management, and

		(4)	strategic alignment.

	c.	HCMAP reviews must include site reports which: evaluate
		human capital results; identify deficiencies, if any, within
		particular program areas and the required actions and
		recommendations to address these deficiencies; and identify best
		practices, if any, in business processes or corporate products
		for the benefit of other HR offices.
		
	d.	 Human Resources offices must provide written results of
		quarterly reviews and other independent reviews to the Office of
		Human Capital Management.

	e.	The Office of Human Capital Management prepares and submits
		the Annual Human Capital Accountability Report to the Office of
		Personnel Management (OPM).

	f.	A Human Capital Best Practices Council will be established
		with membership consisting of no more than five participants from
		DOE HR offices and Departmental elements.

	g.	The Human Capital Best Practices Council members will have
		expertise in one or more of the following disciplines:

		(1)	human resources,
			
		(2)	financial management, and

		(3)	information technology.

	h.	The Human Capital Best Practices Council will develop action
		plans that address implementation strategies and measure the
		financial impact of Human Capital Management initiatives across
		HR.
		
5.	RESPONSIBILITIES.

	a.	Deputy Secretary or Designee reviews the Annual Human 
		Capital Accountability Report.
		
	b.	Chief Human Capital Officer (CHCO) approves and submits 
		the Annual Human Capital Accountability Report to the 
		Deputy Secretary and OPM.
		
	c.	Deputy CHCO/Director, Office of Human Capital Management,
		and Associate Administrator for Management and Administration,
		NNSA.
		
		(1)	Review findings from HCMAP reviews, site reports, and the
			Annual Human Capital Accountability Report.
			
		(2)	Exercise discretion in suspending HR authorities to ensure
			that Departmental elements including NNSA components, and
			respective servicing HR offices are accountable for implementing
			effective programs, and for taking necessary corrective actions.
		(3)	Review lessons learned and business proposals brought forth
			by the Human Capital Best Practices Council.
		(4)	Submit the Annual Human Capital Accountability Report to the
			CHCO.
			
	d.	Office of Human Capital Management, and Office of Human
		Capital Management Programs, NNSA.

		(1)	Ensure that HCMAP results complement and support the vision
			of the DOE Human Capital Strategic Plan and the NNSA
			Administrator’s strategic management and Complex Transformation
			visions.
			
		(2)	Conduct human capital program reviews.

			(a)	Prepare site reports and communicate findings and share
				lessons-learned.
						
			(b)	Design accountability metrics and measurement indicators to
				evaluate program results and levels of compliance, 
				effectiveness, and efficiency.

		(3)	Approve evaluators to serve on program accountability
			reviews.
			
		(4)	Design web-based systems for data collection and assessment.

		(5)	Establish human capital accountability policies, guidance,
			and procedures.

		(6)	Prepare the Annual Human Capital Accountability Report for
			submission to the Deputy Secretary, Director, Office of Human
			Capital Management, the Associate Administrator for Management
			and Administration, NNSA, Departmental HR managers, and the Human
			Capital Best Practices Council.

		(7)	Represent the Department on human capital accountability
			issues during inter-agency forums and reviews.

		(8)	Establish the Human Capital Best Practices Council.

		(9)	Approve business proposals brought forth by the Human
			Capital Best Practices Council.

	e.	Heads of Departmental Elements.

		(1)	Ensure that managers are held accountable for human capital
			decision-making through performance management standards.
			
		(2)	Adhere to requests under the authority of this Order for
			accountability report findings and reporting data.

	f.	Servicing Human Resources Officers, Department-wide.

		(1)	Conduct quarterly reviews of personnel actions to ensure
			that processing practices are consistent with merit system
			principles, statutory and regulatory requirements, agency
			policies, and negotiated agreements.
			
		(2)	Report progress of required actions and/or recommendations	
			from site reports respectively to the DOE Office of Human Capital
			Management, and NNSA Office of Human Capital Management 
			Programs.

		(3)	Implement strategies and solutions that address corrective
			actions in the site reports.

		(4)	Comply with data collection requirements set forth by the
			Office of Human Capital Management.

		(5)	Validate reporting data for accuracy.

		(6)	Identify accountability liaisons to serve as site office
			points of contact.

		(7)	Utilize HCMAP web-based reporting systems.

		(8)	Identify human resources staff to serve as accountability
			examiners on program assessment teams and on the 
			Human Capital Best Practices Council.

		(9)	Provide logistical support to program assessment teams as
			needed.

	g.	Human Capital Best Practices Council.
		
		(1)	Develops business-case proposals based upon identified
			departmental Human Capital best-practices.
			
		(2)	Submits final proposals to DOE’s Office of Human Capital
			Management, and to NNSA’s Office of Human Capital 
			Management Programs.

6.	REFERENCES.
	
	a.	Executive Order (E.O.) 13197, Government Accountability for
		Merit System Principles, Workforce Information, dated January 18,
		2001, which establishes Civil Service Rule X and gives the U.S.
		Office of Personnel Management (OPM) authority to require
		agencies to establish a human capital management (HCM) system.
		
	b.	P.L. 107-296, Chief Human Capital Officers Act of 2002 (CHCO
		Act) Title XIII [Title 5 United States Code, 1103(c)], which
		requires Agencies to appoint a chief human capital officer with
		responsibility for assessing agency management of human capital.

	c.	P.L. 104-201, Section 3174, National Defense Authorization
		Act for FY 1997, which requires findings before imposing any DOE
		Orders at a defense nuclear facility.

	d.	P.L. 106-65, Title XXXII, National Security Administration
		Act, as amended, which established a separately organized agency
		within the Department of Energy.

	e.	Title 5 Code of Federal Regulations (CFR) Subpart A; Sec.
		250.101, Sec. 250.102, Sec. 250.103, which describes authority
		for taking personnel actions in Agencies.

	f.	The Secretary’s May 23, 2006, Memorandum on Functional
		Accountability.

	g.	The Administrator of NNSA’s October 12, 2007, Memorandum on
		Functional Accountability.

	h.	Redelegation Order No.00-008.01A, To the Director, Office of
		Human Capital Management.

7.	NECESSITY FINDING STATEMENT. In compliance with 
	Sec. 3174 of P.L. 104-201 (50 U.S.C. 2584 note), DOE 
	hereby finds that this Order is necessary for the
	protection of human health and the environment or safety,
	fulfillment of current legal requirements, or conduct of
	critical administrative functions.
	
8.	CONTACT. Questions concerning this directive should be addressed to the
	Office of Human Capital Management, 202-586-5610.
	
BY ORDER OF THE SECRETARY OF ENERGY:
	
					JEFFREY F. KUPFER
					Acting Deputy Secretary