A: On October 16, 2007, communication was made to the OHRM staffs announcing the approval of the HCHB HR Consolidation Project Business Case. In addition, a subsequent email was sent to the HR staffs on

R: Excellent. As we do our very best to build a Center of Excellence, we are excited to have this type of enthusiasm and support from our HR professionals.

A: At this time, decisions have not been made regarding the placement of supervisors or staff in the new HCHB HR Operations Center.

A: The “All Hands” meeting scheduled for November 13, is separate from the pay banding briefing scheduled for November 14. Both sessions will be very informative. Please plan to attend both.

A: Work schedules will be reviewed once placements have been made to ensure adequate office coverage. However, 4-10 will not be an allowable work schedule.

A: A policy decision has not been made as to whether we will limit the number of accruable hours for employees working within the OS-OHRM organization. Employees may transfer in existing balances of comp time and will have the 26 pay period or 3-year timeframe as applicable to use the balances. It will be the policy of OS-OHRM that any new comp time accrued by FLSA-exempt employees and not used within the 26 pay period timeframe will not be paid.

R: Thank you for your comment. The Homeland Security Presidential Directive 12 (HSPD-12) directs the implementation of a new standardized badging process, which is designed to enhance security, reduce identity fraud, and protect the personal privacy of those issued government identification for the Federal government. Commerce began implementing the HSPD-12 program directive Departmentwide on October 11, 2005. This policy will mean major changes in the issuance of Federal ID badges. At minimum, the new DOC card will include name, photo, bureau, a “smart chip,” expiration date, employment status (Federal, contractor or long-term visitor). Only those individuals who have been officially appointed as Sponsors—and have completed the required training—will be able to authorize the issuance of a badge. Within the Department of Commerce, Sponsors will be comprised of HR personnel and Contracting Officer Representatives.

lthough this new program will mean significant changes throughout the Department of Commerce and the Federal Government, it will mean a safer and more secure work environment for us all.

A: Thank you for submitting your comment regarding the disruption associated with the construction of the new space. Please be assured that we attempted to minimize the disruption associated with the construction as much as we could. However, given the swing space limitation, number of affected employees and the scope of the construction, unfortunately, some employees will have to move twice. The good news is that once the construction is completed, the lay out of the space will be set up in a way to facilitate the work flow which should help employees perform their work more efficiently.

A: Thank you for your question. HR Operations is an office of employees responsible for the initiation and/or processing of HR payroll and personnel actions in the areas of compensation, benefits, staffing, recruitment, classification, performance management, awards, employee relations, labor relations, and training. HR Operations is vital in supporting the Department’s organizational goals and missions by the HR activity it performs from the start in which an employee is hired through that employee’s separation/retirement.

A: The new HROC will implement the new work flow processes April 1, 2008. Currently, all workflows are under review by executive management. Once final approval is received, workflows will immediately be shared with Center employees and posted on the HROC website. Please continue to ask any questions and/or provide comments.

A: Thank you for your question. Similar to the other HR offices within the OS-OHRM organization, the core hours for the Center will be from 9 a.m. – 3 p.m. Employees may not begin work before 7:30 a.m. (Exceptions may be granted if an employee’s commute is more than 50 miles away from the job site). In addition, lunch must be taken between the hours of 11:30 a.m. and 2 p.m. This means you must be back at your workstation by 2 p.m. unless requested leave has been approved by your manager. OS-OHRM will continue to review and monitor work arrangements based on office mission, staff resources, and job function. Please continue to submit any questions, comments, or concerns regarding the HR consolidation.

A: Yes, OS is willing to comprise and test the earlier start time. Executive leadership has decided that the earliest start time will be 7 a.m. for those employees who choose to work a flexible work schedule (5/4-9) or live 40 miles or more away from the workplace. If a flexible work schedule is chosen and your supervisor approves, the earliest startand end time will be 7 a.m. to 4:30 p.m. Your immediate supervisor will responsible for ensuring that there is adequate office coverage at all times throughout the day.

R: Thank you for your comment. Your point is well received. It is certainly not our intent to place any employee in harm’s way. As previously mentioned, an employee who has chosen to work a flexible work schedule (5/4-9) or lives 40 miles or more away from the workplace will be granted the option to begin work at 7 a.m. If this option is not chosen or residence is less than 40 miles away from the workplace, the start time for all other employees will be 7:30 a.m.

R: Thank you for your opinion. As previously mentioned, executive leadership has decided for any employee who has chosen to work a flexible work schedule (5/4-9) or lives 40 miles or more away from the workplace will be granted the option to begin work at 7 a.m. If this option is not chosen or residence is less than 40 miles away from the workplace, the start time for all other employees will be 7:30 a.m.