Department of Human Resources

Director
Malu Mageo

Phone
684-633-4485

Fax
684-633-1139

MISSION STATEMENT

The Department of Human Resources mission is twofold:

1. Implement a system of personnel administration which will ensure equitable treatment of employees of the American Samoa Government through a merit system based on recognized princ1ples of appointment, promotion, classification, termination and other aspects of government employment.
2. Plan, organize and implement pre-service training, in-service and federal programs to rehabilitate, upgrade, and enhance the skills and work performances of all ASG employees thus promoting self-reliance, dependability and enhance competencies in the quality services for the public.

 THE DIRECTOR'S STRATEGIC OUTLOOK:

Governor Togiola Tulafono in his special remarks stressed the importance of improving and providing quality services in government operations. The Governor's Agenda calls for Government that is peop/e-centered, not bureaucracy-centered; results oriented, actively promoting quality service.' for the general public. Its two main initiatives are the strategic management of the Human Resource Personnel system, and to build and retain a workforce of skilled and efficient employees.

Motivated employees is the key to the success of all the initiatives, and the Department of Human Resources is proud to accept the Governor's charge to lead and implement these initiatives. This strategic plan explains the goals we have set to establish and maintain the ASG Personnel system based on merit principles and to develop programs designed to improve employee effectiveness in all levels of government.

 It is the DHR's responsibility to ensurere all ASG agencies are informed of the rules and regulations governing ASG Personnel & Employee Development and Training matters.

THE DEPARTMENT OF HUMAN RESOURCES

The current ASG workforce is approximately 4,513 employees (not including ASPA, LBJ, ASTCA, Retiremment workers). The DHR's responsibility is to ensure these systems support agencies in hiring, and retaining the merit-hased workforce necessary to meet the needs of the Territory of American Samoa.

The DHR's strategy is to provide human resources leadership and services for all agencies, in a manner that blends and balances flexibility and consistency across government. Specifically, our strategy is the interest of the Government as a single employer by sustaining essential government values, such as merit system principles and accountability, and at the same time, we provide agencies with coordination and support necessary to recruit, retain, train and manage employees in a manner appropriate to each agency's unique needs. We also administer the Workmen's Compensation to protect employees who have been injured on the ob or contracted a work-related illness. Under the Workers compensation law employers are required to provide workers compensation insuurance coverage to each employee.

In carrying out its functions, DHR relies heavily on its two main divisions, and support from the Workforce Commission, and the Workmen's Compensation Commission. Other partnerships include all govemment agencies, Service Providers for WIA On-the-Job Training, various private sector employers providing work experience training, job-seekers faith-based organizations, Youth Council, and various federal programs providing training and support for WIA eligible WIA participants.

As of July 18, 2005, there are forty-two (42) DHR employed within the Department of Human Resources. These employees provide support in the following Divisions and Units of the DHR:

DEPARTMENT OF HUMAN RESOURCES ORGANIZATION

FUNCTIONS OF EACH UNIT AND DIVISIONS

DHR Administration:

• Provide support, payroll, budget, maintenance and overall administrative functions of the Department of Human Resources.
• Provide administrative support to the Workmen's Compensation Board in terms of filing public and private sector claims of injured/death employees. Monitor and follow up on employers liable for providing fair compensation to injured employees or those died while performing their duties.
• Provide and assist employees with EEO issues, Wage & Hour issues or complaints from employees regarding their wages or overtime within their respective worksites. Prepare response and research for cases involving terminations, suspensions. and grievance of employees in various agencies.

Personnel Division:

• Assist with recruiting applicants for ASG positions by serviing as the main portal for information and connecting job applicants with departments or agencies to meet their staffing needs.
• Process short-term contracts for consultants and/or off-island contractors for employment with ASG:
• To Classify position descriptions based on experience, education, and employment history of applicants;
• Process appropriate forms for hiring and termination of employees;
• File and maintain official Personnel files (OPF) for all ASG employees;
• Schedule and set applicant interviews with respective agencies requesting for job vacancies;
• Assist with all ASG employment and related personnel activities as required by ASCA 1973 Law;

Employee Development & Training Division:

• Plan and implement prewservtce training programs for the ASG employees;
• Build and retain a workforce of skilled and efficient employees;
• Plan and implement training activities (Core & Intensive) training activities as mandated under the Workforce Investment Act (WlA) and School-to-Work Programs:
• Conduct Labor Market Surveys to identify specific skills needed by the ASG for employee development training, as well as for Career Planning purposes for students, teachers, counselors, planners, administrators, parents, as well as Resource Centers; ,
• Identify hard-to-fill areas with recommendations to the Governor and Scholarship Board for returning ASG scholarship recipients for these vacant hard-to-fill positions;
• Plan and coordinate USDA training with various Agencies requesting specific training in Performance Budgeting, Finance, Accounting, and Procurement Rules & Regulations;
• Plan and coordinate the Pacific Information Communications Technology Academy (PICTA) with Commerce Development Corporation (CDC), selection of referrals, and planning of course curriculum with ASCC instructors;
• Prepare 2-Year Territorial Workforce Investment Plan for DOL & Regional approval;
• Provide program support for the Workforce Commission and Youth Council on WIA related activities;
• Prepare WIA. quarterly reports for the Workforce Commission, Region-6 The Pacific Western Region, and Govemor;
• Conduct Career Development activities and Career Focus for all high schools and their designated Care Day activities.
• Provide Orientations for newly hired employees in various agencies.

DEPARTMENT OF HUMAN RESOURCES -
STRATEGIC PLANS

• Set up database or job bank at Personnel Recruitment to track all incoming job-seekers, unemployed, and those seeking jobs with ASG. As of this date, the system is done manually.
• Set up system in Personnel, both on-line and off-island, for verification of  employee reference, college degrees, transcripts, or background check of  all applicants applying for ASG positions. As of this date, the verification is delayed and time consumingdue to inadequate system and communications.
• Set up system to provide sufficient time for job advertisements both on  island and off-island. As of this date, the only source of job advertisement in the media is the newspaper, and KVZK news.
• Need to provide technical assistance and training for all Personnel employees on the DHR IFAS Module. This system was procured through Treasury for position control, classification coding, salary control, personnel reporting, and improvement of personnel services to ASG and the general public.  As of this date, certain employees are trained, and the need to be orientated with the system and its functions.
• Set up database for all the ASG Official Personnel Records (OPF) to secured and filed in case of fire in the building.  As of this date, all the OPF files are stored and locked in filing cabinets.
• Need to cross-train Personnel employees for all personnel related duties and responsibilities.  As of this date, employees are specifically assigned and orientated within their own assigned duties and job descriptions.
• Need to revive or implement service cards systems for the purpose of updating active and inactive casefiles of ASG employees. As of this date. Personnel staff depend on the IFAS system, and computer print for verification of names or years of service with ASG.
• Need to modify DHR (IFAS) System to include the necessary features to meet DHR purpose and its functions. As of this date, the System is mainly for Payroll and accounting purposes.
• Need to train local Information Communication Technology (ICT) employee to maintain IFAS System. As of this date, off-island consultants are contracted to maintain the System.
• Need to coordinate referral of applicants between the Personnel Recruitment and Workforce Center for registration and job placement. As of this date, Job seekers are served at both Recruitment and Workforce Center.
• Conduct a Training Needs Assessment for the entire ASG workforce to identify training needs for all levels of government operation. As of this date, the last assessment study was done by Collaborative Leadership Consulting and Research group in American Samoa in 1990.
• Implement and coordinate training on 'people skills ", which include inter-person relations and communications, a need to be proficient in writing, "self-management skills" such as completing tasks efficiently and effectively, time management, decision-making and self-motivation skills, and a need to learn computer skills with respect to word processing, database and spreadsheets as well as the use of specific type of hardware and software. As of this date, computer training is being scheduled at the WlA computer lab, and the rest of the training is coordinated with ASCC based on availability of instructors and use of classrooms for ASG employees.
• Coordinate all Youth activities with the Department of Education, Non-Profit Organizations, Faith-based organizations, Youth Council, Private Sector employers, government agencies providing youth activities, ASCC and all service providers that is providing training activities for Youth.
• Respond to the growing needs of the disadvantage Youth, both in-school and out-of school in the territory.
• Provide lifelong learning among participants to encourage skill development and career growth.
• Increase hands-on, project based learning opportunities through enrolling in the Summer Youth Program.
• Solicit grant funds to increase the number of Youth with special needs, especially Youth with disabilities, Youth that are deficient in both English and Math, and barriers to employment.
• Promote the use of the Workforce Center for assistance in job search and placements, Career Counseling. Assessment of skills level, aptitudes, abilities and supportive needs. Other services include on-the-job training (OJT), Work Experience (WP), Summer Youth Program (SYP), Occupational Skills training, etc.

DHR MAJOR ACCOMPLISHMENTS FROM 2001 – 2004:

For the last (4) four years of continuous improvement, DHR is proud to report its major activities and highlights some of its major accomplishments identified through the various federal funded training programs as follows:

American Samoa Career Resource Network (ACRN) Program:

American Samoa received the most funding for ACRN activities compare to the other Pacific jurisdictions. This is based on the increase level of activities for students in Career Vision and development. The following activities are funded through coordination with DOE, parents, administrators, and the community:

• Provide Career Development Portfolio sessions for all public and private schools, including sessions for parents, teachers, counselors and administrators.
• Conducted Career Development activities (self-exploration, career decision making sessions for all high schools career activity day.
• Coordinate Business Entrepreneur Fair, a joint effort with DOE to promote Career Visions within the private sector.
• Implement and set up computer lab for job seekers, students, and at-risk Youth for career research, resume preparation, basic computer training within the EDTD.
• Preparation of Career Development activities for over 500 at-risk Youth participants enrolled in the Summer Youth Program for PY 2001 - 2004
• Establish new Website (American Samoa Career Planning Workforce Information System(ASCPWIS)) that is now being utilized by students, employers, teachers, counselors, planners, and administrators. The website provides our local occupational information, job demands, training providers, and occupational data on wages, high paying jobs, and workforce information. The website address is www.usworks.com/americansamoa

Workforce Investment Act (WIA) Program:

DHR is designated as the lead agency responsible for administering WIA initiatives as directed by the Workforce Commission, and U.S. Department of Labor. Major training activities are as follows:

1. Set up the WlA Workforce Center to provide Core, Intensive, and Training for job seekers, Employers, and those who need assistance with job placements. Services include job referral, intake for skills assessment and testing, job search, career counseling, employment services including job vacancy listing, determination of eligibility for services, career planning, resume preparation, etc.
2. As of this date, an average of 1,000 plus job seekers are utilizing the Workforce Center for services listed above. Employers are also utilizing the Center for OJT referrals, screening, and job placements. Parents and students are also part of the process in terms of surfing the net on-line for research, and labor market information (LMI).
3. Implement and set-up the new WIASRD reporting system on-line for all WIA registrants. All Case Managers are now trained with the new reporting system.
4. Successfully placed over 260 participants in OJT within the privates sector. The wages for OJT is shared 50% with the employer. This is a cost saving measure for both WIA and the employer.
5. Placed and trained over 600 at-risk Youth participants in the Summer Youth Program (SYP). The SYP includes classroom training and work experience training at the designated worksites.
6. Received letter of Commendation from Region 6, The Pacific-Western Region, for meeting its performance outcomes and expenditures against ETA’s spending target of total available funds.  The analysis is based on American Samoa's WIA Standard Record Data report (WIASRI) and financial status report submission for the quarter ending March 31, 2005.

In-Service ASG Training/Orientation of newly hired employees:

The In-service training and Orientation for newly hired employees for ASG is specifically set up to inform employees of the importance of their role and function in government operation, personnel policies & procedures, as well  as their rights as government employees.  The Orientation Training is  provided on a monthly basis, and i now scheduled twice a month due to the demand to include newly hirees as well as supervisors and clerical staff. The following agencies scheduled their Orientation thru DHR as follows:

• Department of public Safety (fire fighters & security guards)
• Department of Education (Administrators, teachers, cooks, bus drivers clerks)
• Port Administration (Security guards & supervisors)
• Marine & Wildlife (new employees)
• Samoan Affairs (new employees)
• Department of Commerce (new employees)
• Department of Public Works (new employees)
• Department of Treasury (new employees)
• Department of Agriculture (new employees)
• Department of Human & Social Services (new employees)
• Department of Parks & Recreation (new employees)

1. Complete ASG Employee Handbook for newly hired employees to be given out during Orientation Sessions. The booklet contains the ASG policies & procedures.
2. Coordinate and provide support and referrals for the PICTA Academy that was launched at the ASCC and administered by the Pacific cDC in partnership with the DELTA Consortium. ASG seeks to develop knowledge, skills, and abilities of ASG employees in the field of ICT through. the PICTA Academy at ASCC.
3. Implement Governor’s request for ASG salary increase across the board  based on the 5% increase cost or standard of living. Employees paid above the $40,000 per annum are not entitled to this pay increase.
4. Settle and resolve pending cases of disgruntled employees, and grievances by various agencies due to poor follow-up, and management decisions affecting employee morale, and creating unhealthy working environment in the work place.
5. Reorganize Personnel Division based on the need to improve services to the general public. As of this date, all Personnel employees are cross-trained and assigned by department and their functions. The purpose for this change is for Personnel employees to be aware of all Personnel related issues within their designated department, as well as follow-up, and respond to department request for Personnel actions.
6. Organize and implement the storage and filing of all Official personnel Files (OPF) in secured files. A records management system is in place now for retrieving of all OPF files for ASG employees.
7. Implement the schedule system to track all the pending personnel cases, and purpose of hold-up. This has resolved a lot of the pending cases due to prompt response by Personnel staff in their research, follow-up, and providing additional information before legal action is taken by the Client. Most of the cases are resolved at this level before legal action is pursued.
8. Continue to monitor DHR employee performance, and plan and coordinate training programs that will improve morale and public relations in the work place. DHR is in the process of planning a brief training session to include Personality, Attitude, and Customer Service for its employees.