Sec. 6403. CHIEF HUMAN CAPITAL OFFICER RESPONSIBILITIES
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## SEC. 6403 CHIEF HUMAN CAPITAL OFFICER RESPONSIBILITIES Section 704 of the Homeland Security Act of 2002 (6 U.S.C. 344) is amended— ####
(1)in subsection (b)— #####
(A)in paragraph (1)— ######
(i)by inserting “, including with respect to leader development and employee engagement,” after “policies”; ######
(ii)by striking “and in line” and inserting “, in line”; and ######
(iii)by inserting “and informed by best practices within the Federal Government and the private sector,” after “priorities,”; #####
(B)in paragraph (2), by striking “develop performance measures to provide a basis for monitoring and evaluating” and inserting “use performance measures to evaluate, on an ongoing basis,”; #####
(C)in paragraph (3), by inserting “that, to the extent practicable, are informed by employee feedback” after “policies”; #####
(D)in paragraph (4), by inserting “including leader development and employee engagement programs,” before “in coordination”; #####
(E)in paragraph (5), by inserting before the semicolon at the end the following: “that is informed by an assessment, carried out by the Chief Human Capital Officer, of the learning and developmental needs of employees in supervisory and nonsupervisory roles across the Department and appropriate workforce planning initiatives”; #####
(F)by redesignating paragraphs
(9)and
(10)as paragraphs
(13)and (14), respectively; and #####
(G)by inserting after paragraph
(8)the following new paragraphs: > > #### “(9) > > maintain a catalogue of available employee development opportunities, including the Homeland Security Rotation Program pursuant to section 844, departmental leadership development programs, interagency development programs, and other rotational programs; > > > #### “(10) > > ensure that employee discipline and adverse action programs comply with the requirements of all pertinent laws, rules, regulations, and Federal guidance, and ensure due process for employees; > > > #### “(11) > > analyze each Department or Government-wide Federal workforce satisfaction or morale survey not later than 90 days after the date of the publication of each such survey and submit to the Secretary such analysis, including, as appropriate, recommendations to improve workforce satisfaction or morale within the Department; > > > #### “(12) > > review and approve all component employee engagement action plans to ensure such plans include initiatives responsive to the root cause of employee engagement challenges, as well as outcome-based performance measures and targets to track the progress of such initiatives;” > ; ####
(2)by redesignating subsections
(d)and
(e)as subsections
(e)and (f), respectively; ####
(3)by inserting after subsection
(c)the following new subsection: > > ### “(d) Chief Learning and Engagement Officer > > The Chief Human Capital Officer may designate an employee of the Department to serve as a Chief Learning and Engagement Officer to assist the Chief Human Capital Officer in carrying out this section.” > ; and ####
(4)in subsection (e), as so redesignated— #####
(A)by redesignating paragraphs (2), (3), and
(4)as paragraphs (5), (6), and (7), respectively; and #####
(B)by inserting after paragraph
(1)the following new paragraphs: > > #### “(2) > > information on employee development opportunities catalogued pursuant to paragraph
(9)of subsection
(b)and any available data on participation rates, attrition rates, and impacts on retention and employee satisfaction; > > > #### “(3) > > information on the progress of Departmentwide strategic workforce planning efforts as determined under paragraph
(2)of subsection (b); > > > #### “(4) > > information on the activities of the steering committee established pursuant to section 711(a), including the number of meetings, types of materials developed and distributed, and recommendations made to the Secretary;” > .
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Sec. 6403
CHIEF HUMAN CAPITAL OFFICER RESPONSIBILITIES
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