Program Highlight:
Employee Assistance Program. The AOC held three seminars during FY 2019 in support of the agency’s whole person training initiative. These included topics such as “Know the Signs: Early Detection Matters,” “Healthy Living for your Brain and Body: 10 Ways to Love Your Brain” and “Prescription Opioids: A Community Conversation Addressing the Growing Health Crisis.” The AOC will continue to hold employee health and wellness seminars regularly.
Absence and Leave
The HR Act requires the AOC to have a formal policy statement regarding the use and accrual of sick and annual leave that the agency shall provide to all employees. The AOC provides comprehensive leave programs to maintain a productive workforce and help employees meet their personal and family needs. The agency has included its formal statement regarding the use and accrual of sick and annual leave in AOC Order 630-1, Absence and Leave, AOC Order 630-2, Family and Medical Leave and AOC Order 610-1, Alternative Work Schedules. The policies cover the use and accrual of sick and annual leave, advanced annual and sick leave, compensatory time, leave without pay and other forms of leave, as well as provide the procedures to ensure the uniform and consistent administration of leave programs. The AOC’s policies comply with federal regulations and the Office of Congressional Workplace Rights’ regulations on the Family and Medical Leave Act. AOC employees receive these policies during onboarding and have access to the policies on the AOC intranet. Additionally, the AOC provides employees with the policies through policy memorandums, the employee guide and an extended absences brochure.
Program Highlights:
Family and Medical Leave Act (FMLA). The AOC implemented administrative improvements to the FMLA program this fiscal year. The agency revised its policies for maternity and paternity leave. The AOC also appointed a point of contact to provide guidance and ensure that the AOC administers the FMLA consistently for birth, adoption and foster care options.
Leave and Workplace Brochure. The AOC began work on a brochure entitled, Leave and Workplace Flexibilities for Childbirth, Adoption and Foster Care. The brochure will provide information on extended leave options, pregnancy accommodations and nursing. The AOC will publish the brochure on the AOC’s intranet and distribute it to all employees.
Oversight and Evaluation
The HR Act requires the AOC to develop a system of oversight and evaluation to ensure that the agency’s personnel management system achieves the requirements of the HR Act and complies with all other relevant laws, rules and regulations. The AOC has developed the following system of oversight and evaluation to meet these requirements:
Chief Human Capital Officer. The chief human capital officer has oversight responsibility for the agency’s human capital programs, including: talent acquisition, position classifications, employee training and development, performance appraisal system, fair and equitable system to address misconduct and performance, employee assistance and absence and leave.
Director of Diversity, Inclusion and Dispute Resolution. The director of DI/DR has oversight responsibility for the AOC’s equal employment opportunity, affirmative employment, reasonable accommodation, diversity and inclusion and dispute resolution programs.
Office of Inspector General (OIG). The OIG provides independent oversight of the AOC by auditing and evaluating various human capital programs. This fiscal year, the OIG audit identified recommendations for improving the administration of the AOC’s workers’ compensation program. The AOC addressed these findings by adopting policy changes and implementing a case tracking system that centralizes workers’ compensation data and case management.
Affirmative Employment Program (AEP) Report. The AEP Report provides statistics on the diversity of the AOC’s workforce. These statistics measure the effectiveness of initiatives to ensure a diverse workforce. The AEP Report includes workforce data by jurisdiction and job group, personnel activity and compensation level. Affirmative employment data for FY 2016-FY 2018 will be available in FY 2020.
Annual Review of Policies. AOC Order 4-1, Issuing Policy and Procedural Guidance, requires regular review of agency policies. The AOC reviews its human resources policies annually to ensure that the policies are compliant with federal statute and continue to meet evolving agency needs. In addition, the AOC began a comprehensive update of all human resource policies in FY 2019 and expects to complete this update in FY 2020.
See the Infographic Human Capital By the Numbers for a snapshot of the AOC’s workforce profile and related human capital statistics.
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Section IV • Other Information
ARCHITECT OF THE CAPITOL
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