The Office of Workforce Effectiveness and Resources (OWER) provides advice regarding organizational performance, effectiveness, and efficiency to NIAID senior management officials.
OWER oversees human capital, including Title 42 and Title 5, and performance management; workforce planning; recruitment (employment outreach), and paid advertising. OWER also oversees learning and development programs for the Institute and facilitates internal communications through newsletters and internal procedures.
OWER branches include
Workforce Management Branch
Assists senior managers in the areas of workforce planning, competency development, and employment outreach to enhance overall organizational capability and talent development, by 1) developing the Institute’s workforce plan and developing and implementing strategies and interventions to insure that the Institute has a staff with the necessary competencies to achieve NIAID’s mission and goals; 2) developing and executing strategies to target high quality candidates through marketing and outreach, and developing and implementing equal employment opportunity and workforce diversity initiatives; and 3) managing the development or enhancement of NIAID human capital systems such as VEDS and Bizflow, and serving as the Institute liaison to the NIH Office of Human Resources on such systems as Capital HR, WITS, QuickHire, and QuickClass.
Workforce Development Branch
Assists senior managers and staff in the areas of employee learning and development, leadership development, organizational development, and change management to enhance overall organizational capability by: 1) advising on matters related to organizational effectiveness and performance measurement, to include organization structure and goals alignment, change management, and transition planning; and 2) providing leadership, oversight, and guidance for learning and development initiatives, conducting needs assessments and providing mandatory as well as targeted training programs and services to enhance the assimilation, retention, and productivity of the NIAID workforce.
Human Capital Branch
Develops and implements NIAID specific human capital programs and procedures that further support National Institutes of Health Office of Human Resources (OHR) and initiatives or that respond to specific NIAID human capital needs by: 1) interpreting policy and providing advice and developing written guidance regarding the application of various management authorities such as Title 42 pay and appointments, Senior Executive Service, Senior Biomedical Research Service, other executive level appointing authorities, Title 5, Title 38, Commissioned Corps, and non-FTE programs; 2) assisting managers with the preparation and/or review of the necessary documentation to request personnel actions for submission, review, action, and approval by OHR such as position descriptions, selection criteria, or incentive justifications; and 3) providing advice and developing written guidance on performance management and awards.
Last Updated March 15, 2010