Appendix G: Governance Structure

A. EOIR Director

• Maintain commitment to the Human Capital Plan and its goals and communicate that commitment through senior leadership.

• Provide direction and hold senior leaders accountable for implementation of the Human Capital Plan, resource prioritization, and allocation for human capital efforts.

B. Core Human Capital and Workforce Structure

1. Chief, Strategic Management of Human Capital and Workforce Management (Assistant Director, Office of Administration)

The Strategic Management of Human Capital and Workforce Planning Structure will consist of a Chief, Strategic Management of Human Capital and Workforce Planning. The Assistant Director for Administration will serve as the Chief, Strategic Management of Human Capital and Workforce Planning.[1] The Assistant Director for Administration leads EOIR’s Office of Administration, which is supervised by the Director and Deputy Director of EOIR. The Chief, Strategic Management and Workforce Planning, will be responsible for guiding EOIR’s strategic management of human capital and workforce planning efforts with responsibility for human capital initiatives, workforce planning and implementation across all levels of EOIR, and creation of measurable and observable targets and metrics to determine effectiveness in achieving strategic or organizational goals. Specific areas of focus would include:

• Workforce Planning and Data Analysis

• Contractor Support Ratio and Workforce Integration Analysis

• Forecasting, tracking, and recruitment of Missions Critical Occupations

• FEVS & Exit Survey Analysis and Action Planning

• Performance Appraisal Program Evaluation and Assessment

• Recruitment and Outreach programs for targeted Mission Critical Occupations

• Employee Succession and Career Ladder Planning

• Organizational Structure and Skills gap analysis

• Serve as POC with JMD and OPM on all Strategic Workforce issues

• Other human capital efforts outlined in EOIR’s Strategic Management of Human Capital and Workforce Plan

• Demonstrate commitment, support, and leadership, and allocate adequate resources. Ensure that the Human Capital Plan is used to set priorities for resource allocation, workload distribution and funding requests, within the context of the Agency’s strategic plan. Ensure resource prioritization and allocation in support of human capital efforts.

• Establish specialized workgroups, as needed, to develop human capital and workforce plans and initiatives.  In support of these workgroups, at a minimum, the Chief will have two support personnel:

  • Data Analyst (Program Analyst within Planning, Analysis, and Statistics Division (PASD))
    The Strategic Management of Human Capital and Workforce Structure will be supported by a program analyst within PASD, which is under the Office of the Director. The program analyst serves as data analyst and advisor to management through developing data visualizations, data analyses, and other data products related to the Strategic Workforce Management process. Primary areas of focus would include:

    • Report and Dashboard Development

      • Develops performant Power BI data structures (e.g., datasets and dataflows) to enable the development of interactive visualizations.

      • Develops intuitive and interactive Power BI reports and dashboards/SharePoint that depict the state of the workforce and help users make better decisions.

      • Organizational Chart Development across EOIR using Vision Interlink.

    • Data Training and Support

      • Creates training content and knowledge sharing resources to educate stakeholders and customer agencies on the value and use of data.

      • Captures and formulates data to illustrate the various workforce management postures, scenarios, and probabilities to support policy development and planning.

    • Research and Analysis

      • Collaborates with stakeholders to identify research and business questions for further inquiry.

      • Applies statistical techniques to generate insights and develop recommendations from the data.

      • Communicates and presents data analysis results, orally and in-writing, to non-technical audiences.

  • Instructional Systems Specialist (Assistant Chief or Program Analyst within the Legal Education and Research Services Division (LERS))
    The Strategic Management of Human Capital and Workforce Structure will also be supported by the Assistant Chief or program analyst within LERS, which is a division under EOIR’s Office of Policy. LERS develops and coordinates substantive legal training and professional development for new and experienced judges, attorneys, and others within EOIR. The primary duties of the Instructional Systems Specialist would be to develop, administer, supervise, promote, conduct, or evaluate programs and activities focused on the development of individuals in supervisory, managerial and executive positions, as well as individuals whom the agency identifies as potential candidates for those positions, based on the agency’s succession plans. Specific areas of focus include:

    • Development of formal agency training programs in areas such as:

      • Executive Competency Development and Sustainment

      • EOIR Mentorship Program

      • Supervisor Orientation and Advanced Supervisor Training Program

      • Employee Training and Development (Non-attorney)

      • EOIR LEAD Program

    • Collaborate in development of EOIR annual training budget

    • Internship Program Development, Analysis and Oversight

    • New Employee Integration (NEI)

    • Town Hall and Brown-Bag curriculums

2. Deputy Chief, Strategic Management of Human Capital and Workforce Management (Deputy Assistant Director, Office of Administration)

• Assists the Chief, Strategic Management of Human Capital and Workforce Planning, in carrying out responsibilities to oversee compliance with federal laws governing the civil service and implementing EOIR human capital and workforce plans and activities.

• Serves as the Chief’s principal advisor on human capital policy planning, development, formulation, and issuance, as well as evaluation of the compliance and effectiveness of EOIR human capital programs.

• Works with the Office of the Director to assure that human capital policy and program initiatives are aligned with and contribute to EOIR’s strategic goals and objectives, as well as the agency’s mission, financial and operating plans, budget estimates and submissions, and short and long-term performance objectives.

• Develops and recommends plans to assure that EOIR has the diverse, highly skilled, technically competent, and well managed workforce (i.e., talent) necessary to achieve its strategic goals and annual operating objectives and that it is deployed in a structure that is both citizen-centered and mission-focused. To this end, works with the Office of the Director to employ sophisticated quantitative methods and modeling techniques to anticipate future agency human resources requirements, assessing those requirements against current and projected workforce demographics (including years of service and experience, intake and attrition rates, diversity, critical skill mix, etc.).

• Assist the Chief with directing and/or managing the full complement of human capital programs, including workforce planning, recruitment, selection, placement, promotion, separation, position classification, position management, pay administration, employee benefits and awards, employee relations, labor relations, career management, compensation, cultural change, succession management, employee satisfaction, and other areas as appropriate.

• Works with the governance group and the Office of the Director to place a particular emphasis on analyzing mission requirements and priorities; translating those requirements into critical workforce competencies (including leadership competencies); analyzing and assessing “gaps” between those critical competencies and existing workforce competencies; and devising means of closing the gaps. Ultimately, utilizes the data and information from these analyses in developing short- and long-range recruitment, staffing, retention, and succession management plans to ensure that the workforce requirements of the Department are met.

3. Chief Human Capital Officer (Chief, Office of Human Resources Services)

• Serves as a full and active partner in the management decision-making process by ensuring that EOIR’s workforce management program supports EEOC’s strategic goals.

• Participate in planning, programming, budgeting, and implementation workgroups to assure workforce issues are taken into consideration and properly resourced.

• Provide EOIR-wide human capital policy development and oversight.

• Provide mechanism for coordination and collaboration with all offices; facilitate the gathering of and sharing of innovative practices.

• Manage accountability for EOIR’s progress.

• Lead the effort to maintain and update the Plan.

4. EOIR Office Representatives (BIA, OCAHO, OCIJ, OIT, OGC, OOD, OP)

• Serve as Subject Matter Experts for their respective offices to provide operational, technological, and legal expertise as called upon by the Chief, Strategic Management of Human Capital and Workforce Management.

• Identify and make recommendations on human capital issues affecting functional support to EOIR.

• Each representative is delegated by their respective office’s leadership to serve in a collateral capacity to their existing positions.  This will typically consist of each office’s HR personnel experts.  Appointments are permanent unless modified by each respective office’s leadership.

C. Other Roles and Responsibilities in Support of the Governance Structure