Privacy Act of 1974: New System of Records, 60041-60043 [E7-20797]
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Federal Register / Vol. 72, No. 204 / Tuesday, October 23, 2007 / Notices
Effective date: As of the date of
issuance and shall be implemented
within 30 days from the date of
issuance.
Amendment Nos.: 253, 197.
Renewed Facility Operating License
Nos. DPR–57 and NPF–5: Amendments
revised the licenses and the technical
specifications.
Date of initial notice in Federal
Register: March 27, 2007 (72 FR
14308). The Commission’s related
evaluation of the amendments is
contained in a Safety Evaluation dated
October 4, 2007.
No significant hazards consideration
comments received: No.
rfrederick on PROD1PC67 with NOTICES
Tennessee Valley Authority, Docket
Nos. 50–327 and 50–328, Sequoyah
Nuclear Plant, Units 1 and 2, Hamilton
County, Tennessee
Date of application for amendments:
July 12, 2006, as supplemented on
December 7, 2006, January 26, 2007,
May 8, 2007, August 14, 2007, and
August 22, 2007.
Brief description of amendments: The
amendments revise the technical
specifications to establish 674 feet as the
minimum water level of the ultimate
heat sink and 87 °F as the maximum
supply header temperature of the
emergency raw water cooling system.
Date of issuance: September 28, 2007
Effective date: As of the date of
issuance and shall be implemented
within 90 days.
Amendment Nos.: 317 and 307.
Facility Operating License Nos. DPR–
77 and DPR–79: Amendments revised
the technical specifications.
Date of initial notice in Federal
Register: August 15, 2006 (71 FR
46939). The supplements dated
December 7, 2006, January 26, 2007,
May 8, 2007, August 14, 2007, and
August 22, 2007, provided additional
information that clarified the
application, did not expand the scope of
the application as originally noticed,
and did not change the staff’s original
proposed no significant hazards
consideration determination as
published in the Federal Register. The
Commission’s related evaluation of the
amendments is contained in a safety
evaluation dated September 28, 2007.
No significant hazards consideration
comments received: No.
TXU Generation Company LP, Docket
Nos. 50–445 and 50–446, Comanche
Peak Steam Electric Station, Unit Nos.
1 and 2, Somervell County, Texas
Date of amendment request: April 18,
2007, as supplemented by letters dated
July 20, and October 2, 2007.
Brief description of amendments:
Amendments revise the licenses to
VerDate Aug<31>2005
15:33 Oct 22, 2007
Jkt 214001
reflect changes in legal name of TXU
Generation Company LP to Luminant
Generation Company LLC.
Date of issuance: October 9, 2007.
Effective date: As of the date of
issuance and shall be implemented
within 7 days from the date of issuance.
Amendment Nos.: Unit 1–139; Unit
2–139.
Facility Operating License Nos. NPF–
87 and NPF–89: The amendments
revised the Facility Operating Licenses.
Date of initial notice in Federal
Register: June 13, 2007 (72 FR 32685).
The supplemental letters dated July 20
and October 2, 2007, provided
additional information that clarified the
application, did not expand the scope of
the application as originally noticed,
and did not change the staff’s original
proposed no significant hazards
consideration determination as
published in the Federal Register. The
Commission’s related evaluation of the
amendments is contained in a Safety
Evaluation dated September 10, 2007.
No significant hazards consideration
comments received: No.
Dated at Rockville, Maryland, this 15th day
of October, 2007.
For the Nuclear Regulatory Commission.
John P. Boska,
Acting Director, Division of Operating Reactor
Licensing, Office of Nuclear Reactor
Regulation.
[FR Doc. E7–20679 Filed 10–22–07; 8:45 am]
BILLING CODE 7590–01–P
OFFICE OF PERSONNEL
MANAGEMENT
Privacy Act of 1974: New System of
Records
U.S. Office of Personnel
Management (OPM).
ACTION: Notice of a new system of
records.
AGENCY:
SUMMARY: OPM proposes to add a new
system of records to its inventory of
records systems subject the Privacy Act
of 1974 (5 U.S.C. 552a), as amended.
This action is necessary to meet the
requirements of the Privacy Act to
publish in the Federal Register notice of
the existence and character of records
maintained by the agency (5 U.S.C.
552a(e)(4)).
The new system will be effective
without further notice on December 3,
2007, unless we receive comments that
result in a contrary determination.
ADDRESSES: Send written comments to
the Office of Personnel Management,
Attn: Sydney Smith-Heimbrock, Deputy
Associate Director, Center for Human
DATES:
PO 00000
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60041
Capital Implementation and
Assessment, Office of Personnel
Management, 1900 E Street, NW.,
Washington, DC 20415.
FOR FURTHER INFORMATION CONTACT:
Angela Graham Humes, 202–606–2430.
SUPPLEMENTARY INFORMATION: The
Federal Competency Assessment Tool is
a web-based instrument for assessing
current proficiency levels for mission
critical occupations such as leadership
and human resource management. It
allows individuals to conduct a
competency self assessment and
supervisors to assess the competencies
of their employees and of the position
to determine competency strengths and
areas for improvement.
The tool advances agencies’ human
capital management efforts in
accordance with the Human Capital
Assessment and Accountability
Framework. The tool supports efforts in
succession management, competency
gap closure, competency development,
and recruitment and retention. The tool
contains competency models, a
proficiency scale, a self and supervisor
assessment, suggested proficiency levels
for determining gaps, and agency-level
access to reports and data.
The U.S. Office of Personnel
Management (OPM) intends that the
tool will have minimal effect on the
privacy of individuals. Individual data
from the tool is only available to agency
designated points of contact for the
tools. Additionally, oversight entities
(e.g., Government Accountability Office)
may request to review such data. The
major reports of the tool provide
aggregate data, not individual data. If
requested, OPM may disclose aggregate
level data from the tool via a
governmentwide report. The tool was
developed with minimizing the risk of
unauthorized access to the system of
records as an objective. To ensure the
risk is minimized, the tool is hosted on
a secure server and offers agencydesignated access passwords.
U.S. Office of Personnel Management.
Linda M. Springer,
Director.
Office of Personnel Management (OPM)/
CENTRAL-X
SYSTEM NAME:
Federal Competency Assessment
Tool.
SYSTEM LOCATION:
Associate Director, Division for
Human Capital Leadership and Merit
System Accountability, U.S. Office of
Personnel Management, 1900 E Street,
NW., Washington, DC 20415–0001.
Records pertaining to voluntary
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23OCN1
60042
Federal Register / Vol. 72, No. 204 / Tuesday, October 23, 2007 / Notices
assessments of designated occupations
such as leadership and human resources
management are located on a contractor
server. Records pertaining to predetermined competencies (e.g.,
leadership, human resources
management, or performance
management) may be forwarded to
designated agencies.
CATEGORIES OF INDIVIDUALS COVERED BY THE
SYSTEM:
Current Federal employees who have
voluntarily registered and completed
the Federal Competency Assessment
Tool.
rfrederick on PROD1PC67 with NOTICES
CATEGORIES OF RECORDS IN THE SYSTEM:
This system comprises voluntary selfassessments of competencies against a
proficiency scale. The assessments are
tied to user accounts, that contain (a)
registration information that includes
demographic data to help determine
participation; (b) self assessment
information; and (c) an assessment by
the supervisor.
The registration information includes
the following mandatory information:
a. Registered users’ e-mail address.
b. User determined password.
c. First name.
d. Last name.
e. Department/Agency to which the
participant belongs.
f. Pay plan.
g. Grade.
h. Occupational group/family.
i. Occupational Specialty, if
applicable.
j. Work role, if applicable (e.g.,
executive, manager, supervisor, team
lead).
The registration information also
includes the following optional
information:
(a) Work address.
(b) City.
(c) State.
(d) Zip code.
(e) Country.
(f) Work telephone.
(g) Education level.
(h) Estimated years until retirement.
(i) Time in occupation.
Self assessment information includes
the employee’s determination of his/her
proficiency level against a set of
competencies using a proficiency scale.
The assessment by the supervisor
includes the supervisor’s determination
of a requesting employee’s proficiency
level and the desired proficiency level
of the position using the same set of
competencies and proficiency scale.
AUTHORITY FOR MAINTENANCE OF THE SYSTEM
INCLUDES THE FOLLOWING WITH ANY REVISIONS
OR AMENDMENTS:
5 U.S.C. 1103, 1402, and 4117.
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15:33 Oct 22, 2007
Jkt 214001
Executive Orders 9830 and 13197.
PURPOSE:
The Federal Competency Assessment
Tool is a web-based instrument for
assessing the proficiency levels of
Federal employees in key competencies.
The tools allow an individual to
conduct a competency self assessment
and supervisors to assess the
competencies of their employees to
determine competency strengths and
areas for improvement. Agencies can
use the results of the assessments to
support their competency gap analyses,
succession management, and
development efforts.
ROUTINE USES OF RECORDS MAINTAINED IN THE
SYSTEM, INCLUDING CATEGORIES OF USERS AND
THE PURPOSES OF SUCH USES:
These records and information in
these records may be used:
1. 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 OPM becomes aware of
an indication of a violation or potential
violation of a civil or criminal law or
regulation.
2. To disclose information to a
congressional office from the record of
an individual in response to an inquiry
from the congressional office made at
the request of that individual.
3. To disclose information to another
Federal agency 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, and such
information is deemed by OPM to be
arguable, relevant and necessary to the
litigation.
4. By the National Archives and
Records Administration in records
management and inspections.
5. To provide an official of another
Federal agency information needed in
the performance of official duties
related to reconciling or reconstructing
data files, compiling description
statistics, and making analytical studies
to support the function for which the
records were collected and maintained.
6. By OPM, in the production of
summary descriptive statistics and
analytical studies in support of the
function for which the records are
collected and maintained, or for related
work force 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
PO 00000
Frm 00044
Fmt 4703
Sfmt 4703
data individually identifiable by
inference.
7. To disclose information to the
Department of Justice or in a proceeding
before a court, adjudicative body, or
other administrative body before which
OPM is authorized to appear, when:
a. OPM, or any component thereof; or
b. Any employee of OPM in his or her
official capacity; or
c. Any employee of OPM in his or her
individual capacity where the
Department of Justice or OPM has
agreed to represent the employee; or
d. The United States, when OPM
determines that litigation is likely to
affect OPM 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
OPM is deemed by OPM to be arguable
relevant and necessary to the litigation.
8. To disclose information to officials
of the Merit Systems Protection Board or
the Office of the Special Counsel, when
requested 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,
or as may be authorized by law.
9. To disclose information to the
Equal Employment Opportunity
Commission when requested in
connection with investigations into
alleged or possible discrimination
practices in the Federal sector,
examination of Federal affirmative
employment programs, compliance by
Federal agencies with the Uniform
Guidelines of Employee Selection
Procedures, or other functions vested in
the Commission.
10. To disclose information to the
Federal Labor Relations Authority or its
General Counsel when requested in
connection with investigations of
allegations of unfair labor practices of
matters before the Federal Service
Impasses Panel.
11. To disclose information to the
Office of Management and Budget at any
stage of the legislative coordination and
clearance process in connection with
private relief legislation as set forth in
OMB circular No. A–19.
12. To provide an official of another
Federal agency information needed in
the performance of official duties
related to succession planning,
workforce analysis, gap closure,
competency development, recruitment
and retention.
13. To disclose to a requesting Federal
agency, information in connection with
the hiring, retention, separation, or
retirement of an employee; the issuance
E:\FR\FM\23OCN1.SGM
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Federal Register / Vol. 72, No. 204 / Tuesday, October 23, 2007 / Notices
of a security clearance; the reporting of
an investigation of an employee; the
letting of a contract; the classification of
a job; or the issuance of a license, grant,
or other benefit by the requesting
agency, to the extent that OPM
determines that the information is
relevant and necessary to the requesting
party’s decision on the matter.
14. To provide individual users the
ability to view self entered data on
individual competency proficiency
levels.
15. To provide reports to agencies on
aggregate level data of proficiency levels
in identified competencies across the
Government.
16. To provide agency specific raw
data reports to agencies on individual
level data related to proficiency levels
in identified competencies.
17. To disclose aggregate level data
from the Federal Competency
Assessment Tools via a governmentwide
report.
18. To disclose information to
contractors, grantees, or volunteers
performing or working on a contract,
service, grant, cooperative agreement, or
job for the Federal government.
employees whose official duties require
access are allowed to view, administer,
and control these records.
RETENTION AND DISPOSAL:
Completed verifications are archived
to a storage disk nightly and retained on
a server for five years. When records are
purged from the server, the records are
transferred to a CD or other electronic
media. Records in electronic media are
electronically erased. CD or other
electronic media are maintained for five
years.
SYSTEM MANAGER AND ADDRESS:
Deputy Associate Director, Center for
Human Capital Implementation and
Assessment, Office of Personnel
Management, 1900 E Street, NW.,
Washington, DC 20415–0001.
NOTIFICATION PROCEDURE:
POLICIES AND PRACTICES OF STORING,
RETRIEVING, SAFEGUARDING, RETAINING AND
DISPOSING OF RECORDS IN THE SYSTEM:
Individuals wishing to inquire if this
system contains information about them
should contact the system manager or
designee. Individuals must furnish the
following information for their records
to be located and identified:
a. Name.
b. Name and address of office in
which currently and/or formerly
employed in the Federal service.
STORAGE:
RECORD ACCESS PROCEDURE:
These records are maintained in a
relational database management system
hosted on a contractor’s Internet server,
accessed via a password-restricted
system. Duplicate records also exist on
magnetic tape back ups.
Individuals wishing to request access
to their records in this system should
contact their agency point of contact or
the system manager. Individuals must
furnish the following information for
their records to be located and
identified:
a. Name.
b. Name and address of office in
which currently and/or formerly
employed in the Federal service.
Individuals requesting access must
also follow OPM’s Privacy Act
regulations on verification of identity
and access to records (5 CFR part 297).
RETRIEVABILITY:
Designated points of contact from the
U.S. Office of Personnel Management
and participating agencies can retrieve
reports that aggregate the results of
individual and supervisor assessments,
without specifically identifying
individuals. Agencies can request raw
data reports that will contain the
identity of individuals. An employee
can retrieve individual reports (which
contain a record of how the individuals
assessed themselves, along with how
the supervisor assessed the position).
All reports are accessed via the Internet
through a password-restricted system.
rfrederick on PROD1PC67 with NOTICES
SAFEGUARDS:
These electronic records are
maintained in controlled access areas.
Identification cards are verified to
ensure that only authorized personnel
are present. Electronic records are
protected by restricted access
procedures, including the use of
passwords and sign-on protocols which
are periodically changed. Only
VerDate Aug<31>2005
15:33 Oct 22, 2007
Jkt 214001
CONTESTING RECORD PROCEDURE:
Individuals wishing to request
amendment of their records in this
system should contact the agency point
of contact or system manager.
Individuals must furnish the following
information for their records to be
located and identified:
a. Name.
b. Name and address of office in
which currently and/or formerly
employed in the Federal service.
Individuals requesting amendment of
their records must also follow OPM’s
Privacy Act regulations regarding
verification of identity and amendment
of records (5 CFR part 297).
PO 00000
Frm 00045
Fmt 4703
Sfmt 4703
60043
RECORD SOURCE CATEGORIES:
The information in this system is
obtained from:
a. The individual to whom the
information pertains.
b. The supervisor of the individual to
whom the information pertains, upon
that individual’s request.
[FR Doc. E7–20797 Filed 10–22–07; 8:45 am]
BILLING CODE 6325–43–P
RAILROAD RETIREMENT BOARD
Agency Forms Submitted for OMB
Review, Request for Comments
Summary: In accordance with the
Paperwork Reduction Act of 1995 (44
U.S.C. Chapter 35), the Railroad
Retirement Board (RRB) is forwarding
the following Information Collection
Requests (ICR’s) to the Office of
Information and Regulatory Affairs
(OIRA), Office of Management and
Budget (OMB). Our ICR’s describe the
information we seek to collect from the
public. Review and approval by OIRA
ensures that we impose appropriate
paperwork burdens.
The RRB invites comments on the
proposed collections of information to
determine (1) the practical utility of the
collection; (2) the accuracy of the
estimated burden of the collection; (3)
ways to enhance the quality, utility and
clarity of the information that is the
subject of collection; and (4) ways to
minimize the burden of collections on
respondents, including the use of
automated collection techniques or
other forms of information technology.
Comments to RRB or OIRA must contain
the OMB control number of the
particular ICR. For proper consideration
of your comments, it is best if RRB and
OIRA receive them within 30 days of
publication date.
1. Title and Purpose of Information
Collection Request; Railroad Service and
Compensation Reports/System Access
Application/Report Certification; OMB
3220–0008.
Under section 9 of the Railroad
Retirement Act (RRA) and section 6 of
the Railroad Unemployment Insurance
Act (RUIA), the Railroad Retirement
Board (RRB) maintains for each railroad
employee, a record of compensation
paid to that employee by all railroad
employers for whom the employee
worked after 1936. This record, which is
used by the RRB to determine eligibility
for, and amount of, benefits due under
the laws it administers, is conclusive as
to the amount of compensation paid to
an employee during such period(s)
covered by the report(s) of the
E:\FR\FM\23OCN1.SGM
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]]>Agencies
[Federal Register Volume 72, Number 204 (Tuesday, October 23, 2007)]
[Notices]
[Pages 60041-60043]
From the Federal Register Online via the Government Printing Office [www.gpo.gov]
[FR Doc No: E7-20797]
=======================================================================
-----------------------------------------------------------------------
OFFICE OF PERSONNEL MANAGEMENT
Privacy Act of 1974: New System of Records
AGENCY: U.S. Office of Personnel Management (OPM).
ACTION: Notice of a new system of records.
-----------------------------------------------------------------------
SUMMARY: OPM proposes to add a new system of records to its inventory
of records systems subject the Privacy Act of 1974 (5 U.S.C. 552a), as
amended. This action is necessary to meet the requirements of the
Privacy Act to publish in the Federal Register notice of the existence
and character of records maintained by the agency (5 U.S.C.
552a(e)(4)).
DATES: The new system will be effective without further notice on
December 3, 2007, unless we receive comments that result in a contrary
determination.
ADDRESSES: Send written comments to the Office of Personnel Management,
Attn: Sydney Smith-Heimbrock, Deputy Associate Director, Center for
Human Capital Implementation and Assessment, Office of Personnel
Management, 1900 E Street, NW., Washington, DC 20415.
FOR FURTHER INFORMATION CONTACT: Angela Graham Humes, 202-606-2430.
SUPPLEMENTARY INFORMATION: The Federal Competency Assessment Tool is a
web-based instrument for assessing current proficiency levels for
mission critical occupations such as leadership and human resource
management. It allows individuals to conduct a competency self
assessment and supervisors to assess the competencies of their
employees and of the position to determine competency strengths and
areas for improvement.
The tool advances agencies' human capital management efforts in
accordance with the Human Capital Assessment and Accountability
Framework. The tool supports efforts in succession management,
competency gap closure, competency development, and recruitment and
retention. The tool contains competency models, a proficiency scale, a
self and supervisor assessment, suggested proficiency levels for
determining gaps, and agency-level access to reports and data.
The U.S. Office of Personnel Management (OPM) intends that the tool
will have minimal effect on the privacy of individuals. Individual data
from the tool is only available to agency designated points of contact
for the tools. Additionally, oversight entities (e.g., Government
Accountability Office) may request to review such data. The major
reports of the tool provide aggregate data, not individual data. If
requested, OPM may disclose aggregate level data from the tool via a
governmentwide report. The tool was developed with minimizing the risk
of unauthorized access to the system of records as an objective. To
ensure the risk is minimized, the tool is hosted on a secure server and
offers agency-designated access passwords.
U.S. Office of Personnel Management.
Linda M. Springer,
Director.
Office of Personnel Management (OPM)/CENTRAL-X
SYSTEM NAME:
Federal Competency Assessment Tool.
SYSTEM LOCATION:
Associate Director, Division for Human Capital Leadership and Merit
System Accountability, U.S. Office of Personnel Management, 1900 E
Street, NW., Washington, DC 20415-0001. Records pertaining to voluntary
[[Page 60042]]
assessments of designated occupations such as leadership and human
resources management are located on a contractor server. Records
pertaining to pre-determined competencies (e.g., leadership, human
resources management, or performance management) may be forwarded to
designated agencies.
CATEGORIES OF INDIVIDUALS COVERED BY THE SYSTEM:
Current Federal employees who have voluntarily registered and
completed the Federal Competency Assessment Tool.
CATEGORIES OF RECORDS IN THE SYSTEM:
This system comprises voluntary self-assessments of competencies
against a proficiency scale. The assessments are tied to user accounts,
that contain (a) registration information that includes demographic
data to help determine participation; (b) self assessment information;
and (c) an assessment by the supervisor.
The registration information includes the following mandatory
information:
a. Registered users' e-mail address.
b. User determined password.
c. First name.
d. Last name.
e. Department/Agency to which the participant belongs.
f. Pay plan.
g. Grade.
h. Occupational group/family.
i. Occupational Specialty, if applicable.
j. Work role, if applicable (e.g., executive, manager, supervisor,
team lead).
The registration information also includes the following optional
information:
(a) Work address.
(b) City.
(c) State.
(d) Zip code.
(e) Country.
(f) Work telephone.
(g) Education level.
(h) Estimated years until retirement.
(i) Time in occupation.
Self assessment information includes the employee's determination
of his/her proficiency level against a set of competencies using a
proficiency scale. The assessment by the supervisor includes the
supervisor's determination of a requesting employee's proficiency level
and the desired proficiency level of the position using the same set of
competencies and proficiency scale.
AUTHORITY FOR MAINTENANCE OF THE SYSTEM INCLUDES THE FOLLOWING WITH ANY
REVISIONS OR AMENDMENTS:
5 U.S.C. 1103, 1402, and 4117.
Executive Orders 9830 and 13197.
PURPOSE:
The Federal Competency Assessment Tool is a web-based instrument
for assessing the proficiency levels of Federal employees in key
competencies. The tools allow an individual to conduct a competency
self assessment and supervisors to assess the competencies of their
employees to determine competency strengths and areas for improvement.
Agencies can use the results of the assessments to support their
competency gap analyses, succession management, and development
efforts.
ROUTINE USES OF RECORDS MAINTAINED IN THE SYSTEM, INCLUDING CATEGORIES
OF USERS AND THE PURPOSES OF SUCH USES:
These records and information in these records may be used:
1. 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
OPM becomes aware of an indication of a violation or potential
violation of a civil or criminal law or regulation.
2. To disclose information to a congressional office from the
record of an individual in response to an inquiry from the
congressional office made at the request of that individual.
3. To disclose information to another Federal agency 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, and such information is deemed
by OPM to be arguable, relevant and necessary to the litigation.
4. By the National Archives and Records Administration in records
management and inspections.
5. To provide an official of another Federal agency information
needed in the performance of official duties related to reconciling or
reconstructing data files, compiling description statistics, and making
analytical studies to support the function for which the records were
collected and maintained.
6. By OPM, in the production of summary descriptive statistics and
analytical studies in support of the function for which the records are
collected and maintained, or for related work force 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.
7. To disclose information to the Department of Justice or in a
proceeding before a court, adjudicative body, or other administrative
body before which OPM is authorized to appear, when:
a. OPM, or any component thereof; or
b. Any employee of OPM in his or her official capacity; or
c. Any employee of OPM in his or her individual capacity where the
Department of Justice or OPM has agreed to represent the employee; or
d. The United States, when OPM determines that litigation is likely
to affect OPM 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 OPM is deemed by OPM to be arguable relevant
and necessary to the litigation.
8. To disclose information to officials of the Merit Systems
Protection Board or the Office of the Special Counsel, when requested
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, or
as may be authorized by law.
9. To disclose information to the Equal Employment Opportunity
Commission when requested in connection with investigations into
alleged or possible discrimination practices in the Federal sector,
examination of Federal affirmative employment programs, compliance by
Federal agencies with the Uniform Guidelines of Employee Selection
Procedures, or other functions vested in the Commission.
10. To disclose information to the Federal Labor Relations
Authority or its General Counsel when requested in connection with
investigations of allegations of unfair labor practices of matters
before the Federal Service Impasses Panel.
11. To disclose information to the Office of Management and Budget
at any stage of the legislative coordination and clearance process in
connection with private relief legislation as set forth in OMB circular
No. A-19.
12. To provide an official of another Federal agency information
needed in the performance of official duties related to succession
planning, workforce analysis, gap closure, competency development,
recruitment and retention.
13. To disclose to a requesting Federal agency, information in
connection with the hiring, retention, separation, or retirement of an
employee; the issuance
[[Page 60043]]
of a security clearance; the reporting of an investigation of an
employee; the letting of a contract; the classification of a job; or
the issuance of a license, grant, or other benefit by the requesting
agency, to the extent that OPM determines that the information is
relevant and necessary to the requesting party's decision on the
matter.
14. To provide individual users the ability to view self entered
data on individual competency proficiency levels.
15. To provide reports to agencies on aggregate level data of
proficiency levels in identified competencies across the Government.
16. To provide agency specific raw data reports to agencies on
individual level data related to proficiency levels in identified
competencies.
17. To disclose aggregate level data from the Federal Competency
Assessment Tools via a governmentwide report.
18. To disclose information to contractors, grantees, or volunteers
performing or working on a contract, service, grant, cooperative
agreement, or job for the Federal government.
POLICIES AND PRACTICES OF STORING, RETRIEVING, SAFEGUARDING, RETAINING
AND DISPOSING OF RECORDS IN THE SYSTEM:
STORAGE:
These records are maintained in a relational database management
system hosted on a contractor's Internet server, accessed via a
password-restricted system. Duplicate records also exist on magnetic
tape back ups.
RETRIEVABILITY:
Designated points of contact from the U.S. Office of Personnel
Management and participating agencies can retrieve reports that
aggregate the results of individual and supervisor assessments, without
specifically identifying individuals. Agencies can request raw data
reports that will contain the identity of individuals. An employee can
retrieve individual reports (which contain a record of how the
individuals assessed themselves, along with how the supervisor assessed
the position). All reports are accessed via the Internet through a
password-restricted system.
SAFEGUARDS:
These electronic records are maintained in controlled access areas.
Identification cards are verified to ensure that only authorized
personnel are present. Electronic records are protected by restricted
access procedures, including the use of passwords and sign-on protocols
which are periodically changed. Only employees whose official duties
require access are allowed to view, administer, and control these
records.
RETENTION AND DISPOSAL:
Completed verifications are archived to a storage disk nightly and
retained on a server for five years. When records are purged from the
server, the records are transferred to a CD or other electronic media.
Records in electronic media are electronically erased. CD or other
electronic media are maintained for five years.
SYSTEM MANAGER AND ADDRESS:
Deputy Associate Director, Center for Human Capital Implementation
and Assessment, Office of Personnel Management, 1900 E Street, NW.,
Washington, DC 20415-0001.
NOTIFICATION PROCEDURE:
Individuals wishing to inquire if this system contains information
about them should contact the system manager or designee. Individuals
must furnish the following information for their records to be located
and identified:
a. Name.
b. Name and address of office in which currently and/or formerly
employed in the Federal service.
RECORD ACCESS PROCEDURE:
Individuals wishing to request access to their records in this
system should contact their agency point of contact or the system
manager. Individuals must furnish the following information for their
records to be located and identified:
a. Name.
b. Name and address of office in which currently and/or formerly
employed in the Federal service.
Individuals requesting access must also follow 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 of their records in this
system should contact the agency point of contact or system manager.
Individuals must furnish the following information for their records to
be located and identified:
a. Name.
b. Name and address of office in which currently and/or formerly
employed in the Federal service.
Individuals requesting amendment of their records must also follow
OPM's Privacy Act regulations regarding verification of identity and
amendment of records (5 CFR part 297).
RECORD SOURCE CATEGORIES:
The information in this system is obtained from:
a. The individual to whom the information pertains.
b. The supervisor of the individual to whom the information
pertains, upon that individual's request.
[FR Doc. E7-20797 Filed 10-22-07; 8:45 am]
BILLING CODE 6325-43-P
