Privacy Act of 1974; Publication of Notice of Systems of Records, a Proposed New Routine Use, New Category of Records and an Amendment of a Current Category of Records, 35342-35363 [06-5459]

Agencies

• Office of Personnel Management
• Personnel Management Office

[Federal Register Volume 71, Number 117 (Monday, June 19, 2006)]
[Notices]
[Pages 35342-35363]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: 06-5459]



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Part II





Office of Personnel Management





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Privacy Act of 1974; Publication of Notice of Systems of Records, a 
Proposed New Routine Use, New Category of Records and an Amendment of a 
Current Category of Records; Notice

Federal Register / Vol. 71, No. 117 / Monday, June 19, 2006 / 
Notices

[[Page 35342]]


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OFFICE OF PERSONNEL MANAGEMENT


Privacy Act of 1974; Publication of Notice of Systems of Records, 
a Proposed New Routine Use, New Category of Records and an Amendment of 
a Current Category of Records

AGENCY: Office of Personnel Management.

ACTION: Notice; publication of the eight Governmentwide systems of 
records managed by the Office of Personnel Management (OPM).

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SUMMARY: This notice provides in one issue of the Federal Register an 
accurate and complete text of the Office of Personnel Management's 
eight Governmentwide systems of records notices most widely used by 
individuals and Privacy Act officers. This notice proposes to add a new 
Category of Records and a new Routine Use to one system of records and 
amends a Category of Records in the same system. This notice will also 
make administrative changes to reflect changes in the name and location 
of system managers for all Governmentwide systems of records. We are 
amending a Category of Records, adding a new Category of Records and 
adding a new Routine Use in OPM's Governmentwide-1 system of records. 
In addition, we are making needed administrative changes necessitated 
by changes in office titles of system managers for all eight systems of 
records that have occurred in the OPM's reorganization since the last 
publication of these notices on April 27, 2000.

DATES: The notice with the administrative (non-substantive) changes are 
effective on June 19, 2006. The amendment of one Category of Records, 
the addition of a new Category of Records and a new Routine Use will 
become effective without further notice, on July 31, 2006 unless 
otherwise revised pursuant to comments received.

ADDRESSES: Written comments may be delivered to: Deputy Associate 
Director, Center for HR Systems Requirements and Strategies , Room 
6H31, U.S. Office of Personnel Management, 1900 E Street, NW., 
Washington, DC 20415.

FOR FURTHER INFORMATION CONTACT: Mickey Trinite, Personnel Records 
Management Specialist, Personnel Systems Group, (202) 606-2016.

SUPPLEMENTARY INFORMATION: The Office of Personnel Management (OPM) 
last published its Governmentwide systems notices on April 27, 2000. 
This notice reflects revised internal designation of the system 
managers and their respective offices in accordance with an agencywide 
reorganization. In addition, we propose to amend a Category of Records 
``g'', add a Category of Records ``n'' and a new Routine Use ``oo'', 
and reinstate ``Note 6'' (which was inadvertently deleted during the 
last publication of this notice) to Governmentwide-1 system of records. 
These changes will not affect any Privacy Act rights afforded 
individuals who are the subject of such records.
    The Enterprise Human Resources Integration initiative (EHRI) is a 
new Category of Records ``n'' (Governmentwide--1) OPM has developed to 
conform with and support the E-Government Act of 2002. This Act 
provides the authority to expand the use of internet and computer 
resources in the delivery of Government services. The Act authorizes 
the President's Management Agenda e-Government initiatives, and 
endorses and requires Federal agencies to support these initiatives, 
including EHRI. EHRI will improve the internal efficiency and 
effectiveness of the Federal Government by streamlining and automating 
the exchange of Federal employee HR information.
    Category of Records ``g'' of Governmentwide--1 is being amended to 
more clearly identify data elements in the Central Personnel Data File 
and their sources.
    A new Routine Use ``oo'' for Governmentwide--1 is being proposed to 
provide pertinent workforce information to appropriate Federal 
officials for use in national or homeland security emergency/disaster 
response.
    ``Note 6'' is reinstated to clarify that home addresses will 
generally not be released to labor organizations from Governmentwide--1 
as it is not the most accurate or up-to-date reposting of this 
information. Instead, the information should be released from an 
accurate internal system.
    The system report, as required by 5 U.S.C. 552a(r), has been 
submitted to the Committee on Homeland Security and Governmental 
Affairs of the United States Senate, the Committee on Government Reform 
and Oversight of the House of Representatives and the Office of 
Management and Budget. Following is a complete text of these eight 
Office of Personnel Management systems of records.

Office of Personnel Management.
    Dated: May 24, 2006.
Linda M. Springer,
Director.
 OPM/GOVT-1

System Name:
    General Personnel Records.

System Location:
    Records on current Federal employees are located at OPM and with 
Personnel Officers, electronically maintained, or are at other 
designated offices of the local installation of the department or 
agency that currently employs the individual. When agencies determine 
that duplicates of these records need to be located in a second office, 
e.g., an administrative office closer to where the employee actually 
works, such copies are covered by this system. Former Federal 
employees' Official Personnel Folders (OPFs) are located at the 
National Personnel Records Center, National Archives and Records 
Administration, 111 Winnebago Street, St. Louis, Missouri 63118. 
Records not considered long-term records, but which may be retained in 
the OPF or elsewhere during employment, and which are also included in 
this system, may be retained by agencies for a period of time after the 
employee leaves service.
    The use of the phrase ``long-term'' to describe those records filed 
on the right-hand-side of OPFs is used throughout this notice because 
these records are not actually permanently retained. The term 
``temporary'' is used when referencing short-term records filed on the 
left-hand-side of OPFs and all other records not filed in the OPF, but 
covered by this notice.

    Note 1: The records in this system are ``owned'' by the Office 
of Personnel Management (OPM) and must be provided to those OPM 
employees who have an official need or use for those records. 
Therefore, if an employing agency is asked by an OPM employee to 
access the records within this system, such a request must be 
honored.

Categories of Individuals Covered by the System:
    Current and former Federal employees as defined in 5 U.S.C. 2105. 
(Volunteers, grantees, and contract employees on whom the agency 
maintains records may also be covered by this system).

Categories of Records in the System:
    All categories of records may include identifying information, such 
as name(s), date of birth, home address, mailing address, social 
security number, and home telephone. This system includes, but is not 
limited to, contents of the OPF as specified in OPM's

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Operating Manual, ``The Guide to Personnel Recordkeeping.'' Records in 
this system are--
    a. Records reflecting work experience, educational level achieved, 
and specialized education or training obtained outside of Federal 
service.
    b. Records reflecting Federal service and documenting work 
experience and specialized education received while employed. Such 
records contain information about past and present positions held; 
grades; salaries; duty station locations; and notices of all personnel 
actions, such as appointments, transfers, reassignments, details, 
promotions, demotions, reductions-in-force, resignations, separations, 
suspensions, OPM approval of disability retirement applications, 
retirement, and removals.
    c. Records on participation in the Federal Employees' Group Life 
Insurance Program and Federal Employees Health Benefits Program.
    d. Records relating to an Intergovernmental Personnel Act 
assignment or Federal-private sector exchange program.

    Note 2: Some of these records may also become part of the OPM/
CENTRAL-5, Intergovernmental Personnel Act Assignment Record system.

    e. Records relating to participation in an agency Federal Executive 
or SES Candidate Development Program.

    Note 3: Some of these records may also become part of the OPM/
CENTRAL-3, Federal Executive Development Records; or OPM/CENTRAL-13, 
Senior Executive Service Records systems.

    f. Records relating to Government-sponsored training or 
participation in an agency's Upward Mobility Program or other personnel 
program designed to broaden an employee's work experiences and for 
purposes of advancement (e.g., an administrative intern program).
    g. Records contained in the Central Personnel Data File (CPDF) 
maintained by OPM and exact substantive representations in agency 
manual or automated personnel information systems. These data elements 
include many of the above records along with handicap and race and 
national origin, pay, and performance information from other OPM and 
agency systems of records. A definitive list of CPDF data elements is 
contained in OPM's Operating Manuals, The Guide to Central Personnel 
Data File Reporting Requirements and The Guide to Personnel Data 
Standards.
    h. Records on the Senior Executive Service (SES) maintained by 
agencies for use in making decisions affecting incumbents of these 
positions, e.g., relating to sabbatical leave programs, reassignments, 
and details, that are perhaps unique to the SES and that may be filed 
in the employee's OPF. These records may also serve as the basis for 
reports submitted to OPM for implementing OPM's oversight 
responsibilities concerning the SES.
    i. Records on an employee's activities on behalf of the recognized 
labor organization representing agency employees, including accounting 
of official time spent and documentation in support of per diem and 
travel expenses.

    Note 4: Alternatively, such records may be retained by an agency 
payroll office and thus be subject to the agency's internal Privacy 
Act system for payroll records. The OPM/GOVT-1 system does not cover 
general agency payroll records.

    j. To the extent that the records listed here are also maintained 
in an agency electronic personnel or microform records system, those 
versions of these records are considered to be covered by this system 
notice. Any additional copies of these records (excluding performance 
ratings of record and conduct-related documents maintained by first 
line supervisors and managers covered by the OPM/GOVT-2 system) 
maintained by agencies at field/administrative offices remote from 
where the original records exist are considered part of this system.

    Note 5: It is not the intent of OPM to limit this system of 
records only to those records physically within the OPF. Records may 
be filed in other folders located in offices other than where the 
OPF is located. Further, as indicated in the records location 
section, some of these records may be duplicated for maintenance at 
a site closer to where the employee works (e.g., in an 
administrative office or supervisors work folder) and still be 
covered by this system. In addition, a working file that a 
supervisor or other agency official is using that is derived from 
OPM/GOVT-1 is covered by this system notice. This system also 
includes working files derived from this notice that management is 
using in its personnel management capacity.

    k. Records relating to designations for lump sum death benefits.
    l. Records relating to classified information nondisclosure 
agreements.
    m. Records relating to the Thrift Savings Plan (TSP) concerning the 
starting, changing, or stopping of contributions to the TSP as well as 
the how the individual wants the investments to be made in the various 
TSP Funds.
    n. Records contained in the Enterprise Human Resources Integration 
(EHRI) data warehouse (including the Central Employee Record, the 
Business Intelligence file that provide resources to obtain career 
summaries, and the electronic Official Personnel Folder (eOPF)) 
maintained by OPM and exact substantive representations in agency 
manual or automated personnel information systems. These data elements 
include many of the above records along with additional human resources 
information such as training, payroll and performance information from 
other OPM and agencies systems of records. A definitive list of EHRI 
data elements is contained in OPM's Guide to Human Resources Reporting 
and The Guide to Personnel Data Standards.

Authority for Maintenance of the System includes the following with any 
revisions or amendments:
    5 U.S.C. 1302, 2951, 3301, 3372, 4118, 8347, and Executive Orders 
9397, 9830, and 12107.

Purposes:
    The OPF and other general personnel records files are the official 
repository of the records, reports of personnel actions, and the 
documentation required in connection with these actions effected during 
an employee's Federal service. The personnel action reports and other 
documents, some of which are filed as long-term records in the OPF, 
give legal force and effect to personnel transactions and establish 
employee rights and benefits under pertinent laws and regulations 
governing Federal employment.
    These files and records are maintained by OPM and agencies for the 
OPM in accordance with OPM regulations and instructions. They provide 
the basic source of factual data about a person's Federal employment 
while in the service and after his or her separation. Records in this 
system have various uses by agency personnel offices, including 
screening qualifications of employees; determining status, eligibility, 
and employee's rights and benefits under pertinent laws and regulations 
governing Federal employment; computing length of service; and other 
information needed to provide personnel services. These records and 
their automated or microform equivalents may also be used to locate 
individuals for personnel research.

Routine Uses of Records Maintained in the Systems, Including Categories 
of Users and the Purposes of Such Uses:
    These records and information in these records may be used--
    a. To disclose information to Government training facilities 
(Federal, State, and local) and to non-Government training facilities 
(private vendors of

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training courses or programs, private schools, etc.) for training 
purposes.
    b. To disclose information to education institutions on appointment 
of a recent graduate to a position in the Federal service, and to 
provide college and university officials with information about their 
students working in the Student Career Experiment Program, Volunteer 
Service, or other similar programs necessary to a student's obtaining 
credit for the experience gained.
    c. To disclose information to officials of foreign governments for 
clearance before a Federal employee is assigned to that country.
    d. To disclose information to the Department of Labor, Department 
of Veterans Affairs, Social Security Administration, Department of 
Defense, or any other Federal agencies that have special civilian 
employee retirement programs; or to a national, State, county, 
municipal, or other publicly recognized charitable or income security 
administration agency (e.g., State unemployment compensation agencies), 
when necessary to adjudicate a claim under the retirement, insurance, 
unemployment, or health benefits programs of the OPM or an agency cited 
above, or to an agency to conduct an analytical study or audit of 
benefits being paid under such programs.
    e. To disclose information necessary to the Office of Federal 
Employees Group Life Insurance to verify election, declination, or 
waiver of regular and/or optional life insurance coverage, eligibility 
for payment of a claim for life insurance, or to TSP election change 
and designation of beneficiary.
    f. To disclose, to health insurance carriers contracting with OPM 
to provide a health benefits plan under the Federal Employees Health 
Benefits Program, information necessary to identify enrollment in a 
plan, to verify eligibility for payment of a claim for health benefits, 
or to carry out the coordination or audit of benefit provisions of such 
contracts.
    g. To disclose information to a Federal, State, or local agency for 
determination of an individual's entitlement to benefits in connection 
with Federal Housing Administration programs.
    h. To consider and select employees for incentive awards and other 
honors and to publicize those granted. This may include disclosure to 
other public and private organizations, including news media, which 
grant or publicize employee recognition.
    i. To consider employees for recognition through quality-step 
increases, and to publicize those granted. This may include disclosure 
to other public and private organizations, including news media, which 
grant or publicize employee recognition.
    j. To disclose information to officials of labor organizations 
recognized under 5 U.S.C. chapter 71 when relevant and necessary to 
their duties of exclusive representation concerning personnel policies, 
practices, and matters affecting working conditions.

    Note 6: The release of updated home addresses of all bargaining 
unit employees to labor organizations recognized under 5 U.S.C. 
chapter 71 from an accurate internal system of records is necessary 
for full and proper discussion, understanding, and negotiation of 
subjects within the scope of collective bargaining under 5 U.S.C. 
7114(b)(4). OPM has determined that retrieval of home addresses from 
OPM/GOVT-1 or any other system of records administered by OPM would 
yield a great deal of inaccurate information because the home 
addresses are not regularly updated, and frequently are inaccurate. 
Consequently, the release of the home addresses from this system 
would not serve the purpose of the disclosure, namely, the 
furnishing of correct and useful information. Use of this system, 
which is not wholly automated, would require an inordinate amount of 
time to locate information that was not requested, namely, 
inaccurate home addresses. Accordingly, home addresses will not be 
released from OPM/GOVT-1 or any other system administered by OPM, 
but should be released from an accurate internal system. OPM's 
internal system of records, which is clearly the most accurate 
repository of the home address of OPM employees, will be utilized to 
accomplish this release of information. See Federal Register of 
March 8, 1996 (61 FR 9510).

    k. To disclose pertinent information to the appropriate Federal, 
State, or local agency responsible for investigating, prosecuting, 
enforcing, or implementing a statute, rule, regulation, or order, when 
the disclosing agency becomes aware of an indication of a violation or 
potential violation of civil or criminal law or regulation.
    l. To disclose information to any source from which additional 
information is requested (to the extent necessary to identify the 
individual, inform the source of the purpose(s) of the request, and to 
identify the type of information requested), when necessary to obtain 
information relevant to an agency decision to hire or retain an 
employee, issue a security clearance, conduct a security or suitability 
investigation of an individual, classify jobs, let a contract, or issue 
a license, grant, or other benefits.
    m. To disclose to a Federal agency in the executive, legislative, 
or judicial branch of Government, in response to its request, or at the 
initiation of the agency maintaining the records, information in 
connection with the hiring of an employee, the issuance of a security 
clearance, the conducting of a security or suitability investigation of 
an individual, the classifying of jobs, the letting of a contract, the 
issuance of a license, grant, or other benefits by the requesting 
agency, or the lawful statutory, administrative, or investigative 
purpose of the agency to the extent that the information is relevant 
and necessary to the requesting agency's decision.
    n. To disclose information to the Office of Management and Budget 
at any stage in the legislative coordination and clearance process in 
connection with private relief legislation as set forth in OMB Circular 
No. A-19.
    o. To provide information to a congressional office from the record 
of an individual in response to an inquiry from that congressional 
office made at the request of the individual.
    p. To disclose information to another Federal agency, to a court, 
or a party in litigation before a court or in an administrative 
proceeding being conducted by a Federal agency, when the Government is 
a party to the judicial or administrative proceeding.
    q. To disclose information to the Department of Justice, or in a 
proceeding before a court, adjudicative body, or other administrative 
body before which the agency is authorized to appear, when:
    1. The agency, or any component thereof; or
    2. Any employee of the agency in his or her official capacity; or
    3. Any employee of the agency in his or her individual capacity 
where the Department of Justice or the agency has agreed to represent 
the employee; or
    4. The United States, when the agency determines that litigation is 
likely to affect the agency or any of its components, is a party to 
litigation or has an interest in such litigation, and the use of such 
records by the Department of Justice or the agency is deemed by the 
agency to be relevant and necessary to the litigation provided, 
however, that in each case it has been determined that the disclosure 
is compatible with the purpose for which the records were collected.
    r. By the National Archives and Records Administration in records 
management inspections and its role as Archivist.
    s. By the agency maintaining the records or by the OPM to locate 
individuals for personnel research or survey response, and in the 
production of summary descriptive statistics and analytical studies in 
support of the

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function for which the records are collected and maintained, or for 
related workforce studies. While published statistics and studies do 
not contain individual identifiers, in some instances, the selection of 
elements of data included in the study may be structured in such a way 
as to make the data individually identifiable by inference.
    t. To provide an official of another Federal agency information 
needed in the performance of official duties related to reconciling or 
reconstructing data files, in support of the functions for which the 
records were collected and maintained.
    u. When an individual to whom a record pertains is mentally 
incompetent or under other legal disability, information in the 
individual's record may be disclosed to any person who is responsible 
for the care of the individual, to the extent necessary to assure 
payment of benefits to which the individual is entitled.
    v. To disclose to the agency-appointed representative of an 
employee all notices, determinations, decisions, or other written 
communications issued to the employee in connection with an examination 
ordered by the agency under fitness-for-duty examination procedures.
    w. To disclose, in response to a request for discovery or for 
appearance of a witness, information that is relevant to the subject 
matter involved in a pending judicial or administrative proceeding.
    x. To disclose to a requesting agency, organization, or individual 
the home address and other relevant information on those individuals 
who it reasonably believed might have contracted an illness or might 
have been exposed to or suffered from a health hazard while employed in 
the Federal workforce.
    y. To disclose specific civil service employment information 
required under law by the Department of Defense on individuals 
identified as members of the Ready Reserve to assure continuous 
mobilization readiness of Ready Reserve units and members, and to 
identify demographic characteristics of civil service retirees for 
national emergency mobilization purposes.
    z. To disclose information to the Department of Defense, National 
Oceanic and Atmospheric Administration, U.S. Public Health Service, 
Department of Veterans Affairs, and the U.S. Coast Guard needed to 
effect any adjustments in retired or retained pay required by the dual 
compensation provisions of section 5532 of title 5, United States Code.
    aa. To disclose information to the Merit Systems Protection Board 
or the Office of the Special Counsel in connection with appeals, 
special studies of the civil service and other merit systems, review of 
OPM rules and regulations, investigation of alleged or possible 
prohibited personnel practices, and such other functions promulgated in 
5 U.S.C. chapter 12, or as may be authorized by law.
    bb. To disclose information to the Equal Employment Opportunity 
Commission when requested in connection with investigations of alleged 
or possible discrimination practices in the Federal sector, examination 
of Federal affirmative employment programs, compliance by Federal 
agencies with the Uniform Guidelines on Employee Selection Procedures, 
or other functions vested in the Commission.
    cc. To disclose information to the Federal Labor Relations 
Authority (including its General Counsel) when requested in connection 
with investigation and resolution of allegations of unfair labor 
practices, in connection with the resolution of exceptions to 
arbitrator's awards when a question of material fact is raised, to 
investigate representation petitions and to conduct or supervise 
representation elections, and in connection with matters before the 
Federal Service Impasses Panel.
    dd. To disclose to prospective non-Federal employers, the following 
information about a specifically identified current or former Federal 
employee:
    (1) Tenure of employment;
    (2) Civil service status;
    (3) Length of service in the agency and the Government; and
    (4) When separated, the date and nature of action as shown on the 
Notification of Personnel Action--Standard Form 50 (or authorized 
exception).
    ee. To disclose information on employees of Federal health care 
facilities to private sector (i.e., other than Federal, State, or local 
government) agencies, boards, or commissions (e.g., the Joint 
Commission on Accreditation of Hospitals). Such disclosures will be 
made only when the disclosing agency determines that it is in the 
Government's best interest (e.g., to comply with law, rule, or 
regulation, to assist in the recruiting of staff in the community where 
the facility operates or to avoid any adverse publicity that may result 
from public criticism of the facility's failure to obtain such 
approval, or to obtain accreditation or other approval rating). 
Disclosure is to be made only to the extent that the information 
disclosed is relevant and necessary for that purpose.
    ff. To disclose information to any member of an agency's 
Performance Review Board or other panel when the member is not an 
official of the employing agency; information would then be used for 
approving or recommending selection of candidates for executive 
development or SES candidate programs, issuing a performance rating of 
record, issuing performance awards, nominating for meritorious and 
distinguished executive ranks, and removal, reduction-in-grade, and 
other personnel actions based on performance.
    gg. To disclose, either to the Federal Acquisition Institute (FAI) 
or its agent, information about Federal employees in procurement 
occupations and other occupations whose incumbents spend the 
predominant amount of their work hours on procurement tasks; provided 
that the information shall only be used for such purposes and under 
such conditions as prescribed by the notice of the Federal Acquisition 
Personnel Information System as published in the Federal Register of 
February 7, 1980 (45 FR 8399).
    hh. To disclose relevant information with personal identifiers of 
Federal civilian employees whose records are contained in the Central 
Personnel Data File to authorized Federal agencies and non-Federal 
entities for use in computer matching. The matches will be performed to 
help eliminate waste, fraud, and abuse in Governmental programs; to 
help identify individuals who are potentially in violation of civil or 
criminal law or regulation; and to collect debts and overpayments owed 
to Federal, State, or local governments and their components. The 
information disclosed may include, but is not limited to, the name, 
social security number, date of birth, sex, annualized salary rate, 
service computation date of basic active service, veteran's preference, 
retirement status, occupational series, health plan code, position 
occupied, work schedule (full time, part time, or intermittent), agency 
identifier, geographic location (duty station location), standard 
metropolitan service area, special program identifier, and submitting 
office number of Federal employees.
    ii. To disclose information to Federal, State, local, and 
professional licensing boards, Boards of Medical Examiners, or to the 
Federation of State Medical Boards or a similar non-government entity 
which maintains records concerning individuals' employment histories or 
concerning the issuance,

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retention or revocation of licenses, certifications or registration 
necessary to practice an occupation, profession or specialty, to obtain 
information relevant to an Agency decision concerning the hiring, 
retention, or termination of an employee or to inform a Federal agency 
or licensing boards or the appropriate non-government entities about 
the health care practices of a terminated, resigned or retired health 
care employee whose professional health care activity so significantly 
failed to conform to generally accepted standards of professional 
medical practice as to raise reasonable concern for the health and 
safety of patients in the private sector or from another Federal 
agency.
    jj. To disclose information to contractors, grantees, or volunteers 
performing or working on a contract, service, grant, cooperative 
agreement, or job for the Federal Government.
    kk. To disclose information to a Federal, State, or local 
governmental entity or agency (or its agent) when necessary to locate 
individuals who are owed money or property either by a Federal, State, 
or local agency, or by a financial or similar institution.
    ll. To disclose to a spouse or dependent child (or court-appointed 
guardian thereof) of a Federal employee enrolled in the Federal 
Employees Health Benefits Program, upon request, whether the employee 
has changed from a self-and-family to a self-only health benefits 
enrollment.
    mm. To disclose information to the Office of Child Support 
Enforcement, Administration for Children and Families, Department of 
Health and Human Services, Federal Parent Locator System and Federal 
Offset System for use in locating individuals, verifying social 
security numbers, and identifying their incomes sources to establish 
paternity, establish and modify orders of support and for enforcement 
action.
    nn. To disclose records on former Panama Canal Commission employees 
to the Republic of Panama for use in employment matters.
    oo. To disclose to appropriate Federal officials pertinent 
workforce information for use in national or homeland security 
emergency/disaster response.

Policies and Practices of Storing, Retrieving, Safeguarding, and 
Retaining and Disposing of Records in the System:
Storage:
    These records are maintained in file folders, on lists and forms, 
microfilm or microfiche, and in computer processable storage media such 
as personnel system databases and PDF forms.

Retrievability:
    These records are retrieved by various combinations of name, 
agency, birth date, social security number, or identification number of 
the individual on whom they are maintained.

Safeguards:
    Paper or microfiche/microfilmed records are located in locked metal 
file cabinets or in secured rooms with access limited to those 
personnel whose official duties require access. Access to computerized 
records are limited, through use of user logins and passwords, access 
codes, and entry logs, to those whose official duties require access. 
Computerized records systems follow the National Institute of Standards 
and Technology standards as developed to comply with the Privacy Act of 
1974 (Pub. L. 93-579), Paperwork Reduction Act of 1995 (Pub. L. 104-
13), Federal Information Security Management Act of 2002 (Pub. L. 107-
347), and the Federal Information Processing Standards 199, Standards 
for Security Categorization of Federal Information and Information 
Systems.

Retention and Disposal:
    The OPF is maintained for the period of the employee's service in 
the agency and is then transferred to the National Personnel Records 
Center for storage or, as appropriate, to the next employing Federal 
agency. Other records are either retained at the agency for various 
lengths of time in accordance with the National Archives and Records 
Administration records schedules or destroyed when they have served 
their purpose or when the employee leaves the agency.
    a. Long-term records. The OPF is maintained by the employing agency 
as long as the individual is employed with that agency.
    Within 90 days after the individual separates from the Federal 
service, the OPF is sent to the National Personnel Records Center for 
long-term storage. In the case of administrative need, a retired 
employee, or an employee who dies in service, the OPF is sent to the 
Records Center within 120 days.
    Destruction of the OPF is in accordance with General Records 
Schedule-1 (GRS-1).
    b. Other records. Other records are retained for varying periods of 
time. Generally they are maintained for a minimum of 1 year or until 
the employee transfers or separates.
    c. Records contained on computer processable media within the CPDF 
and EHRI (and in agency's automated personnel records) may be retained 
indefinitely as a basis for longitudinal work history statistical 
studies. After the disposition date in GRS-1, such records should not 
be used in making decisions concerning employees.

System Manager and Address:
    a. Deputy Associate Director, Center for HR Systems Requirements 
and Strategies, Room 6H31, U.S. Office of Personnel Management, 1900 E 
Street, NW., Washington, DC 20415.
    b. For current Federal employees, OPM has delegated to the 
employing agency the Privacy Act responsibilities concerning access, 
amendment, and disclosure of the records within this system notice.

Notification Procedure:
    Individuals wishing to inquire whether this system of records 
contains information about them should contact the appropriate OPM or 
employing agency office, as follows:
    a. Current Federal employees should contact the Personnel Officer 
or other responsible official (as designated by the employing agency), 
of the local agency installation at which employed regarding records in 
this system.
    b. Former Federal employees who want access to their Official 
Personnel Folders should contact the National Personnel Records Center 
(Civilian), 111 Winnebago Street, St. Louis, Missouri 63118, regarding 
the records in this system. For other records covered by the system 
notice, individuals should contact their former employing agency.
    Individuals must furnish the following information for their 
records to be located and identified:
    a. Full name.
    b. Date of birth.
    c. Social security number.
    d. Last employing agency (including duty station) and approximate 
date(s) of the employment (for former Federal employees).
    e. Signature.

Record Access Procedure:
    Individuals wishing to request access to their records should 
contact the appropriate OPM or agency office, as specified in the 
Notification Procedure section. Individuals must furnish the following 
information for their records to be located and identified:
    a. Full name(s).
    b. Date of birth.
    c. Social security number.
    d. Last employing agency (including duty station) and approximate 
date(s) of employment (for former Federal employees).
    e. Signature.
    Individuals requesting access must also comply with the Office's 
Privacy

[[Page 35347]]

Act regulations on verification of identity and access to records (5 
CFR part 297).

Contesting Record Procedure:
    Current employees wishing to request amendment of their records 
should contact their current agency. Former employees should contact 
the system manager. Individuals must furnish the following information 
for their records to be located and identified.
    a. Full name(s).
    b. Date of birth.
    c. Social security number.
    d. Last employing agency (including duty station) and approximate 
date(s) of employment (for former Federal employees).
    e. Signature.
    Individuals requesting amendment must also comply with the Office's 
Privacy Act regulations on verification of identity and amendment of 
records (5 CFR part 297).

Record Source Categories:
    Information in this system of records is provided by--
    a. The individual on whom the record is maintained.
    b. Educational institutions.
    c. Agency officials and other individuals or entities.
    d. Other sources of information for long-term records maintained in 
an employee's OPF, in accordance with Code of Federal Regulations part 
293, and OPM's Operating Manual, ``The Guide to Personnel 
Recordkeeping.''
OPM/GOVT-2

System Name:
    Employee Performance File System Records.

System Location:
    Records maintained in this system may be located as follows:
    a. In an Employee Performance File (EPF) maintained in the agency 
office responsible for maintenance of the employee's Official Personnel 
Folder (OPF) or other agency-designated office. This includes those 
instances where the agency uses an envelope within the OPF in lieu of a 
separate EPF folder.
    b. In the EPF of Senior Executive Service (SES) appointees where 
the agency elects to have the file maintained by the Performance Review 
Boards required by 5 U.S.C. 4314(c)(1), or the administrative office 
supporting the Board.
    c. In any supervisor/manager's work folder maintained in the office 
by the employee's immediate supervisor/manager or, where agencies have 
determined that records management is better served, in such folders 
maintained for supervisors/managers in a central administrative office.
    d. In an agency's electronic personnel records system.
    e. In an agency microformed EPF.

    Note 1: Originals or copies of records covered by this system 
may be located in more than one location, but if they become part of 
an agency internal system (e.g., administrative or negotiated 
grievance file), those copies then would be subject to the agency's 
internal Privacy Act implementation guidance regarding their use 
within the agency's system.


    Note 2: The records in this system are `owned' by the Office of 
Personnel Management (OPM) and should be provided to those Office 
employees who have an official need or use for those records. 
Therefore, if an employing agency is asked by an OPM employee for 
access to the records within this system, such a request should be 
honored.

Categories of Individuals Covered by the System:
    Current and former Federal employees (including SES appointees).

Categories of Records in the System:
    Records in this system, wherever they are maintained, may include 
any or all of the following:
    a. Annual summary performance ratings of record issued under 
employee appraisal systems and any document that indicates that the 
rating is being challenged under administrative procedures (e.g., when 
the employee files a grievance on the rating received).
    b. A document (either the summary rating form itself or a form 
affixed to it) that identifies the job elements and the standards for 
those elements upon which the rating is based.
    c. Supporting documentation for employee ratings of records, as 
required by agency rating systems or implementing instructions, and 
which may be filed physically with the rating of record (e.g., 
productivity and quality control records, records of employee 
counseling, individual development plans, or other such records as 
specified in agency issuances) and maintained, for example in a work 
folder by supervisors/managers at the work site.
    d. Records on SES appraisals generated by Performance Review 
Boards, including statements of witnesses and transcripts of hearings.
    e. Written recommendations for awards, removals, demotions, denials 
of within-grade increases, reassignments, training, pay increases, cash 
bonuses, or other performance-based actions (e.g., nominations of SES 
employees for Meritorious or Distinguished Executive), including 
supporting documentation.
    f. Statements made (letter on or appended to the performance rating 
document) by the employee (e.g., a statement of disagreement with the 
rating or recommendation), in accordance with agency performance plans 
and implementing instructions, regarding a rating given and any 
recommendations made based on them.

    Note 3: When a recommendation by a supervisor/manager or a 
statement made by the employee regarding the rating issued (or a 
copy) becomes part of another Governmentwide system or internal 
agency file (e.g., an SF 52 when the action is effected or when 
documents or statements of disagreement are placed in a grievance 
file), that document then becomes subject to that system's notice 
and appropriate OPM or employing agency Privacy Act requirements, 
respectively, for the system of records covering that file.

    g. Records created by Executive Resource Boards regarding 
performance of an individual in an executive development program.
    h. Records concerning performance during the supervisory or 
managerial probationary period, the SES appointment probationary 
period, or the employee's initial period of probation after 
appointment.
    i. Notices of commendations, recommendations for training, such as 
an Individual Development Plan, and advice and counseling records that 
are based on work performance.
    j. Copies of supervisory ratings used in considering employees for 
promotion or other position changes originated in conjunction with 
agency merit promotion programs when specifically authorized for 
retention in the EPF or work folder.
    k. Performance-related material that may be maintained in the work 
folder to assist the supervisor/manager in accurately assessing 
employee performance. Such material may include transcripts of 
employment and training history, documentation of special licenses, 
certificates, or authorizations necessary in the performance of the 
employee duties, and other such records that agencies determine to be 
appropriate for retention in the work folder.
    l. Standard Form 7B cards. (While the use of the SF 7B Card system 
was cancelled effective December 31, 1992, this system notice will 
cover any of those cards still in existence.)


    Note 4: To the extent that performance records covered by this 
system are maintained in either an EPF, supervisor/manager work 
folder, or an agency's electronic or microform record system, they 
are considered covered under this system of records. Further, when 
copies of records filed

[[Page 35348]]

in the employee's OPF are maintained as general records related to 
performance (item k above), those records are to be considered as 
being covered by this system and not the OPM/GOVT-1 system.


    This notice does not cover these records (or copies) when they 
become part of a grievance file or a 5 CFR parts 432, 752, or 754 file 
(documents maintained in these files are covered by the OPM/GOVT-3 
system of records, while grievance records are covered under an agency-
specific system), or when they become part of an appeal or 
discrimination complaint file as such documents are considered to be 
part of either the system of appeal records under the control of the 
Merit Systems Protection Board (MSPB) or discrimination complaints 
files under the control of the Equal Employment Opportunity Commission 
(EEOC).
    When an agency retains copies of records from this system in 
another system of records, not covered by this or another OPM, MSPB, or 
EEOC Government-wide system notice, the agency is solely responsible 
for responding to any Privacy Act issues raised concerning these 
documents.
    The Office has adopted a position that when supervisors/managers 
retain personal ``supervisory'' notes, i.e., information on employees 
that the agency exercises no control and does not require or 
specifically describe in its performance system, which remain solely 
for the personal use of the author and are not provided to any other 
person, and which are retained or discarded at the author's sole 
discretion, such notes are not subject to the Privacy Act and are, 
therefore, not considered part of this system. Should an agency choose 
to adopt a position that such notes are subject to the Act, that agency 
is solely responsible for dealing with Privacy Act matters, including 
the requisite system notice, concerning them.

Authority for Maintenance of the System:
    Sections 1104, 3321, 4305, and 5405 of title 5, U.S. Code, and 
Executive Order 12107.

Purpose:
    These records are maintained to ensure that all appropriate records 
on an employee's performance are retained and are available (1) To 
agency officials having a need for the information; (2) to employees; 
(3) to support actions based on the records; (4) for use by the OPM in 
connection with its personnel management evaluation role in the 
executive branch; and (5) to identify individuals for personnel 
research.

Routine Uses of Records Maintained in the System, Including Categories 
of Users and the Purpose of Such Uses:
    a. To disclose information to the Merit Systems Protection Board or 
the Office of Special Counsel in connection with appeals, special 
studies of the civil service and other merit systems, review of Office 
rules and regulations, investigations of alleged or possible prohibited 
personnel practices, and other functions as promulgated in 5 U.S.C. 
chapter 12, or for such other functions as may be authorized by law.
    b. To disclose information to the EEOC when requested in connection 
with investigations into alleged or possible discrimination practices 
in the Federal sector, examination of Federal Affirmative Action 
programs, compliance by Federal agencies with the Uniform Guidelines on 
Employee Selection Procedures, or other functions vested in the 
Commission.
    c. To disclose information to the Federal Labor Relations Authority 
(including its General Counsel) when requested in connection with the 
investigation and resolution of allegations of unfair labor practices, 
in connection with the resolution of exceptions to arbitrator's awards 
where a question of material fact is raised, and matters before the 
Federal Service Impasses Panel.
    d. To consider and select employees for incentive awards, quality-
step increases, merit increases and performance awards, or other pay 
bonuses, and other honors and to publicize those granted. This may 
include disclosure to public and private organizations, including news 
media, which grant or publicize employee awards or honors.
    e. To disclose information to an arbitrator to resolve disputes 
under a negotiated grievance procedure or to officials of labor 
organizations recognized under 5 U.S.C. chapter 71 when relevant and 
necessary to their duties of exclusive representation.
    f. To disclose to an agency in the executive, legislative, or 
judicial branch, or to the District of Columbia's government in 
response to its request, or at the initiation of the agency maintaining 
the records, information in connection with hiring or retaining of an 
employee; issuing a security clearance; conducting a security or 
suitability investigation of an individual; classifying jobs; letting a 
contract; issuing a license, grant, or other benefits by the requesting 
agency; or the lawful statutory, administrative, or investigative 
purposes of the agency to the extent that the information is relevant 
and necessary to the decision on the matter.
    g. To disclose, in response to a request for discovery or for 
appearance of a witness, information that is relevant to the subject 
matter involved in a pending judicial or administrative proceeding.
    h. To disclose information to a congressional office from the 
record or an individual in response to an inquiry from that 
congressional office made at the request of the individual.
    i. To disclose information to another Federal agency, to a court, 
or a party in litigation before a court or in an administrative 
proceeding being conducted by a Federal agency, when the Government is 
a party to the judicial or administrative proceeding.
    j. To disclose information to the Department of Justice, or in a 
proceeding before a court, adjudicative body, or other administrative 
body before which the agency is authorized to appear, when:
    1. The agency, or any component thereof; or
    2. Any employee of the agency in his or her official capacity; or
    3. Any employee of the agency in his or her individual capacity 
where the Department of Justice or the agency has agreed to represent 
the employee; or
    4. The United States, when the agency determines that litigation is 
likely to affect the agency or any of its components, is a party to 
litigation or has an interest in such litigation, and the use of such 
records by the Department of Justice or the agency is deemed by the 
agency to be relevant and necessary to the litigation, provided, 
however, that in each case it has been determined that the disclosure 
is compatible with the purpose for which the records were collected.
    k. By the National Archives and Records Administration in records 
management inspections and its role as Archivist.
    l. By the OPM or employing agency to locate individuals for 
personnel research or survey response and in producing summary 
descriptive statistics and analytical studies to support the function 
for which the records are collected and maintained, or for related 
workforce studies. While published statistics and studies do not 
contain individual identifiers, in some instances the selection of 
elements of data included in the study may be structured in such a way 
as to make the data individually identifiable by inference.
    m. To disclose pertinent information to the appropriate Federal, 
State, or local government agency responsible for investigating, 
prosecuting, enforcing, or

[[Page 35349]]

implementing a statute, rule, regulation, or order, where the agency 
maintaining the record becomes aware of an indication of a violation or 
potential violation of civil or criminal law or regulation.
    n. To disclose information to any member of an agency's Performance 
Review Board or other board or panel when the member is not an official 
of the employing agency. The information would then be used for 
approving or recommending performance awards, nominating for 
meritorious and distinguished executive ranks, and removal, reduction-
in-grade, and other personnel actions based on performance.
    o. To disclose to Federal, State, local, and professional licensing 
boards or Boards of Medical Examiners, when such records reflect on the 
qualifications of individuals seeking to be licensed.
    p. To disclose to contractors, grantees, or volunteers performing 
or working on a contract, service, grant, cooperative agreement, or job 
for the Federal Government.
    q. To disclose records on former Panama Canal Commission employees 
to the Republic of Panama for use in employment matters.

Policies and Practices for Storing, Retrieving, Safeguarding, Retaining 
and Disposing of Records in the System:
Storage:
    Records are maintained in file folders, envelopes, and on magnetic 
tapes, disks, microfilm, or microfiche.

Retrievability:
    Records are retrieved by the name and social security number of the 
individual on whom they are maintained.

Safeguards:
    Records are maintained in file folders or envelopes, on electronic 
media, magnetic tape, disks, or microforms and are stored in locked 
desks, metal filing cabinets, or in a secured room with access limited 
to those whose official duties require access. Additional safeguarding 
procedures include the use of sign-out sheets and restrictions on the 
number of employees able to access electronic records through use of 
access codes and logs.

Retention and Disposal:
    Records on former non-SES employees will generally be retained no 
longer than 1 year after the employee leaves his or her employing 
agency. Records on former SES employees may be retained up to 5 years 
under 5 U.S.C. 4314.
    a. Summary performance appraisals (and related records as the 
agency prescribes) on SES appointees are retained for 5 years and 
ratings of record on other employees for 4 years, except as shown in 
paragraph b. below, and are disposed of by shredding, burning, erasing 
of disks, or in accordance with agency procedures regarding destruction 
of personnel records, including giving them to the individual. When a 
non-SES employee transfers to another agency or leaves Federal 
employment, ratings of record and subsequent ratings (4 years old or 
less) are to be filed on the temporary side of the OPF and forwarded 
with the OPF.
    b. Ratings of unacceptable performance and related documents, 
pursuant to 5 U.S.C. 4303(d), are destroyed after the employee 
completes 1 year of acceptable performance from the date of the 
proposed removal or reduction-in-grade notice. (Destruction to be no 
later than 30 days after the year is up.)
    c. When a career appointee in the SES accepts a Presidential 
appointment pursuant to 5 U.S.C. 3392(c), the employee's performance 
folder remains active so long as the employee remains employed under 
the Presidential appointment and elects to have certain provisions of 5 
U.S.C. relating to the Service apply.
    d. When an incumbent of the SES transfers to another position in 
the Service, ratings and plans 5 years old or less shall be forwarded 
to the gaining agency with the individual's OPF.
    e. Some performance-related records (e.g., documents maintained to 
assist rating officials in appraising performance or recommending 
remedial actions or to show that the employee is currently licensed or 
certified) may be destroyed after 1 year.
    f. Where any of these documents are needed in connection with 
administrative or negotiated grievance procedures, or quasi-judicial or 
judicial proceedings, they may be retained as needed beyond the 
retention schedules identified above.
    g. Generally, agencies retain records on former employees for no 
longer than 1 year after the employee leaves.

    Note 5: When an agency retains an electronic or microform 
version of any of the above documents, retention of such records 
longer than shown is permitted (except for those records subject to 
5 U.S.C. 4303(d)) for agency use or for historical or statistical 
analysis, but only so long as the record is not used in a 
determination directly affecting the individual about whom the 
record pertains (after the manual record has been or should have 
been destroyed).

System Manager(s) and Address:
    a. Deputy Associate Director, Center for HR Systems Requirements 
and Strategies, Room 6H31, U.S. Office of Personnel Management, 1900 E 
Street, NW., Washington, DC 20415.
    b. For current Federal employees, OPM has delegated to the 
employing agency the Privacy Act responsibilities concerning access, 
amendment, and disclosure of the record within this system notice.

Notification Procedure:
    Individuals wishing to inquire whether this system contains 
information about them should contact their servicing personnel office, 
supervisor/manager, Performance Review Board office, or other agency 
designated office maintaining their performance-related records where 
they are or were employed. Individuals must furnish the following 
information for their records to be located and identified:
    a. Full name(s).
    b. Social Security number.
    c. Position occupied and unit where employed.

Records Access Procedure:
    Individuals wishing access to their records should contact the 
appropriate office indicated in the Notification Procedure section 
where they are or were employed. Individuals must furnish the following 
information for their records to be located and identified:
    a. Full name(s).
    b. Social security number.
    c. Position occupied and unit where employed.
    Individuals requesting access to records must also comply with the 
OPM's Privacy Act regulations on verification of identity and access to 
records (5 CFR part 297).

Contesting Record Procedure:
    Individuals wishing to request amendment to their records should 
contact the appropriate office indicated in the Notification Procedure 
section where they are or were employed. Individuals must furnish the 
following information for their records to be located and identified:
    a. Full name(s).
    b. Social security number.
    c. Position occupied and unit where employed.
    Individuals requesting amendment must also comply with the OPM's 
Privacy Act regulations on verification of identity and amendment of 
records (5 CFR part 297).

[[Page 35350]]

Records Source Categories:
    Records in this system are obtained from:
    a. Supervisors/managers.
    b. Performance Review Boards.
    c. Executive Resource Boards.
    d. Other individuals or agency officials.
    e. Other agency records.
    f. The individual to whom the records pertain.
OPM/GOVT-3

System Name:
    Records of Adverse Actions, Performance Based Reduction in Grade 
and Removal Actions, and Termination of Probationers.

System Location:
    These records are located in personnel or designated offices in 
Federal agencies in which the actions were processed.

Categories of Individuals Covered by the System:
    Current or former Federal employees (including Senior Executive 
Service (SES) employees) against whom such an action has been proposed 
or taken in accordance with 5 CFR parts 315 (subparts H and I), 432, 
752, or 754 of the Office's regulations.

Categories of Records in the System:
    This system contains records and documents on: (1) The processing 
of adverse actions, performance based reduction in grade and removal 
actions, and (2) the termination of employees serving initial 
appointment probation and return to their former grade of employees 
serving supervisory or managerial probation. The records include, as 
appropriate, copies of the notice of proposed action, materials relied 
on by the agency to support the reasons in the notice, replies by the 
employee, statements of witness, hearing notices, reports, and agency 
decisions.

    Note: This system does not include records, including the action 
file itself, compiled when such actions are appealed to the Merit 
Systems Protection Board (MSPB) or become part of a discrimination 
complaint record at the Equal Employment Opportunity Commission 
(EEOC). Such appeal and discrimination complaint file records are 
covered by the appropriate MSPB or EEOC system of records.

Authority for Maintenance of the System:
    5 U.S.C. 3321, 4303, 7504, 7514, and 7543.

Purpose(S):
    These records result from the proposal, processing, and 
documentation of these actions taken either by the OPM or by agencies 
against employees in accordance with 5 CFR parts 315 (subparts H and 
I), 432, 752, or 754 of the Office's regulations.

Routine Uses of Records Maintained in the System, Including Categories 
of Users and the Purposes of Such Uses:
    a. To provide information to officials of labor organizations 
recognized under 5 U.S.C. chapter 71 when relevant and necessary to 
their duties of exclusive representation concerning personnel policies, 
practices, and matters affecting work conditions.
    b. To disclose pertinent information to the appropriate Federal, 
State, or local agency responsible for investigating, prosecuting, 
enforcing, or implementing a statute, rule, regulation, or order, when 
the disclosing agency becomes aware of an indication of a violation or 
potential violation of civil or criminal law or regulation.
    c. To disclose information to any source from which additional 
information is requested for processing any of the covered actions or 
in regard to any appeal or administrative review procedure, to the 
extent necessary to identify the individual, inform the source of the 
purpose(s) of the request, and identify the type of information 
requested.
    d. To disclose information to a Federal agency, in response to its 
request, in connection with hiring or retaining an employee, issuing a 
security clearance, conducting a security or suitability investigation 
of an individual, or classifying jobs, to the extent that the 
information is relevant and necessary to the requesting agency's 
decision on the matter.
    e. To provide information to a congressional office from the record 
of an individual in response to an inquiry from that congressional 
office made at the request of that individual.
    f. To disclose information to another Federal agency, to a court, 
or a party in litigation before a court or in an administrative 
proceeding being conducted by a Federal agency, when the Government is 
a party to the judicial or administrative proceeding.
    g. To disclose information to the Department of Justice, or in a 
proceeding before a court, adjudicative body, or other administrative 
body before which the agency is authorized to appear, when:
    1. The agency, or any component thereof; or
    2. Any employee of the agency in his or her official capacity; or
    3. Any employee of the agency in his or her individual capacity 
where the Department of Justice or the agency has agreed to represent 
the employee; or
    4. The United States, when the agency determines that litigation is 
likely to affect the agency or any of its components, is a party to 
litigation or has an interest in such litigation, and the use of such 
records by the Department of Justice or the agency is deemed by the 
agency to be relevant and necessary to the litigation, provided, 
however, that in each case it has been determined that the disclosure 
is compatible with the purpose for which the records were collected.
    h. By the National Archives and Records Administration in records 
management inspections and its role as Archivist.
    i. By the agency maintaining the records or the OPM to locate 
individuals for personnel research or survey response and in producing 
summary descriptive statistics and analytical studies in support of the 
function for which the records are collected and maintained, or for 
related workforce studies. While published statistics and studies do 
not contain individual identifiers, in some instances the selection of 
elements of data included in the study may be structured in such a way 
as to make the data individually identifiable by inference.
    j. To disclose, in response to a request for discovery or for 
appearance of a witness, information that is relevant to the subject 
matter involved in a pending judicial or administrative proceeding.
    k. To disclose information to the Merit Systems Protection Board or 
the Office of the Special Counsel in connection with appeals, special 
studies of the civil service and other merit systems, review of OPM 
rules and regulations, investigations of alleged or possible prohibited 
personnel practices, and such other functions, as promulgated in 5 
U.S.C. 1205 and 1206, and as specified in 5 U.S.C. 7503(c) and 5 U.S.C. 
7513(e), or as may be authorized by law.
    l. To disclose information to the EEOC when requested in connection 
with investigations into alleged or possible discrimination practices 
in the Federal sector, examination of Federal affirm