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Office of the Chief Human Capital Officer (HC-1)

HC-1 Mission and Function Statement

The Office of the Chief Human Capital Officer (HC) provides leadership to the Department of Energy (DOE) on the impact and use of policies, proposals, programs, and partnership agreements/relationships related to all aspects of Human Capital Management (HCM).  Within the framework of the organization, HCM is an integrated approach that links human resources, training/development and diversity. HC develops, deploys and assesses a full range of short and long term human capital management solutions, policies and programs and proactively seeks additional solutions and approaches to serve the needs of the Department. HC advances and supports DOE’s mission accomplishment by creating and implementing solutions that address workforce issues in the areas of recruiting, hiring, motivating, succession planning, competency development, training and learning, retention and diversity; and provides the full range of operational human resource and management advisory services to Headquarters staff.   HC manages and provides similar operational services to the National Nuclear Security Administration (NNSA) and field staff through memoranda of agreement as requested. HC also provides leadership and direction in dealings with the Office of Personnel Management (OPM), Government Accountability Office (GAO), the Merit Systems Protection Board (MSPB), Federal Labor Relations Authority (FLRA) and other Federal/non-Federal organizations relative to human capital programs and policies.

The Department’s Chief Human Capital Officer (CHCO) is accountable for the strategic alignment of the Department’s workforce to its mission and derives authority from the Secretary of Energy and the Chief Human Capital Officer Act of 2002 (Public Law 107- 296).  The CHCO is responsible for maintaining and effectively directing its human resources management policies and programs and directs and manages the Office of Human Capital Management.  The CHCO serves to advise and assist the head of the agency and other agency officials in carrying out the Department’s responsibilities for, selecting, developing, training, and managing a high-quality, productive workforce in accordance with the merit system principles.  The CHCO serves as chief policy advisor on all human capital management issues and shares responsibility and accountability for the Department’s performance and mission results. The Deputy Chief Human Capital Officer leads the agency Human Capital Management initiatives in concert with the CHCO.

The Director of Human Capital Management is responsible for leading the Department’s HCM policies, programs and solutions and provides direction and administrative oversight of all HCM functions and responsibilities.


  • Oversee and coordinate the Office of the Chief Human Capital Officer’s commitments to the DOE Strategic Plan, and other DOE-wide performance based initiatives including the Department’s Annual Performance Plan as well as Presidential and other key human capital management initiatives.
  • Serves as the Department’s principal human capital management expert and advisor and implements the rules and regulations of the President, and the policies of the Department of Energy.
  • Serves as Human Resources Advisor on matters relating to competitive sourcing.
  • As the Office of the Chief Human Capital Officer Agent serves as, or designates, the Executive Secretary for the Federal Technical Capability Program Panel.
  • Serves as the central focus for cutting-edge human capital management research and initiatives related to HCM competency development; change management; HCM career development and management; communications; marketing; and benchmarking and liaisons with public/private/non-profits/academia in these areas.
  • Assesses workforce characteristics and future needs based on DOE’s mission and strategic plan.
  • Oversees all administrative and business functions for the organization, including internal measuring/tracking.
  • Responsible for developing and advocating a culture of continuous learning and provides overall strategic direction of learning and workforce development within the Department.