Sec. 111. Chief Human Capital Officer
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Section 704 of the Homeland Security Act of 2002 ( 6 U.S.C. 343 ) is amended to read as follows: There is a Chief Human Capital Officer of the Department who shall report directly to the Under Secretary of Management. The Chief Human Capital Officer shall— develop and implement strategic workforce planning efforts that are consistent with Governmentwide leading principles, and that are in line with Department strategic human capital goals and priorities; develop performance measures to provide a basis for monitoring and evaluating Departmentwide strategic workforce planning efforts; develop strategies to recruit, hire, and train the Department workforce; work with the component heads to identify methods for managing and overseeing human capital programs and initiatives; develop a career path framework, and create opportunities for leader development; serve as the Department’s central office for managing employee resources, including training and development opportunities; coordinate the Department’s human resource management system; conduct efficiency reviews to determine if components are implementing human capital programs and initiatives; and identify and eliminate unnecessary and duplicative human capital policies and guidance.
Each component of the Department shall coordinate with the Chief Human Capital Officer of the Department to develop or maintain its own 5-year workforce strategy that will support the Department’s goals, objectives, performance measures, and determination of the proper balance of Federal employees and private labor resources. The Chief Human Capital Officer shall ensure that, in the development of the strategy required by subsection (c), the head of the component reports to the Chief Human Capital Officer on the human resources considerations associated with creating additional Federal full-time equivalent positions, converting private contractors to Federal employees, or relying on the private sector for goods and services, including— hiring projections, including occupation and grade level, as well as corresponding salaries, benefits, and hiring or retention bonuses; the identification of critical skills requirements over the 5-year period, any current or anticipated need for critical skills required at the Department, and the training or other measures required to address such need; recruitment of qualified candidates and retention of qualified employees; supervisory and management requirements; travel and related personnel support costs; the anticipated cost and impact on mission performance associated with replacing Federal personnel due to their retirement or other attrition; and other appropriate factors.
The Secretary shall provide to the appropriate congressional committees, together with submission of the annual budget justification, information on the progress within the Department of fulfilling the workforce strategies required under subsection (c). .
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Sec. 111
Chief Human Capital Officer
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