Personnel Management Office April 2008 – Federal Register Recent Federal Regulation Documents
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Human Resources Management in Agencies
The Office of Personnel Management (OPM) is issuing final regulations to implement certain provisions of the Chief Human Capital Officers Act of 2002, which set forth new OPM and agency responsibilities and requirements to enhance and improve the strategic management of the Federal Government's civilian workforce, as well as the planning and evaluation of agency efforts in that regard. Further, we are including a plain language rewrite of the subpart titled ``Authority for Personnel Actions in Agencies.''
Privacy Act of 1974; New Computer Matching Program Between the Office of Personnel Management and the Office of Workers' Compensation Programs and Department of Labor
In accordance with the Privacy Act of 1974 (5 U.S.C. 552a), as amended by the Computer Matching and Privacy Protection Act of 1988 (Pub. L. 100-503), Office of Management and Budget (OMB) Guidelines on the Conduct of Matching Programs, 54 FR 25818 (June 19, 1989), and OMB Circular No. A-130, ``Management of Federal Information Resources'' (revised November 28, 2000), the Office of Personnel Management (OPM) is publishing notice of its new computer matching program with the Department of Labor, Office of Workers' Compensation Programs (OWCP). The Office of Personnel Management inadvertently published a notice document in the Federal Register of April 11, 2008 (73 FR 19911) titled, ``Privacy Act of 1974; New Computer Matching Program Between the Office of Personnel Management and Social Security Administration.'' This document replaces that notice.
Competitive Area
The U.S. Office of Personnel Management (OPM) is issuing proposed regulations that provide agencies with the option of establishing a reduction in force (RIF) competitive area comprised only of pay band positions. An agency would have this option only when the competitive area would otherwise include pay band positions and other positions not covered by a pay band system.
Suitability
In support of its mission to ensure the Federal Government has an effective civilian workforce, the Office of Personnel Management (OPM) is issuing final regulations governing Federal employment suitability. The final regulations authorize agencies to debar from employment for up to three years those found unsuitable, extend the suitability process to those applying for or who are in positions that can be non-competitively converted to the competitive service, provide additional procedural protections for those found unsuitable for Federal employment, and clarify the scope of authority for the Merit Systems Protection Board (MSPB) to review actions taken under the regulations. The changes also make the regulations more readable.
Privacy Act of 1974; New Computer Matching Program Between the Office of Personnel Management and Social Security Administration
In accordance with the Privacy Act of 1974 (5 U.S.C. 552a), as amended by the Computer Matching and Privacy Protection Act of 1988 (Pub. L. 100-503), Office of Management and Budget (OMB) Guidelines on the Conduct of Matching Programs (54 FR 25818 published June 19, 1989), and OMB Circular No. A-130, revised November 28, 2000, ``Management of Federal Information Resources,'' the Office of Personnel Management (OPM) is publishing notice of its new computer matching program with the Social Security Administration (SSA).
Absence and Leave; Annual Leave for Senior-Level Employees
The U.S. Office of Personnel Management is issuing final regulations to implement a provision of the National Defense Authorization Act for Fiscal Year 2008 which provides a higher limit on the accumulation of annual leave for certain senior-level employees.
Excepted Service
This gives notice of OPM decisions granting authority to make appointments under Schedules A, B, and C in the excepted service as required by 5 CFR 6.6 and 213.103.
Federal Employees Group Life Insurance Federal Acquisition Regulation: Board of Contract Appeals
The Office of Personnel Management (OPM) is issuing a proposed rule to remove the designation of the Armed Services Board of Contract Appeals (ASBCA) from the Federal Employees Group Life Insurance Federal Acquisition Regulation (LIFAR). The ASBCA designation is no longer appropriate since the creation of the Civilian Board of Contract Appeals by the National Defense Authorization Act of 2006.
Federal Employees Health Benefits Acquisition Regulation: Board of Contract Appeals
The Office of Personnel Management (OPM) is issuing a proposed rule to remove the designation of the Armed Services Board of Contract Appeals (ASBCA) from the Federal Employees Health Benefits Acquisition Regulation (FEHBAR). The ASBCA designation is no longer appropriate since the creation of the Civilian Board of Contract Appeals by the National Defense Authorization Act of 2006.
Voting Rights Program
The Office of Personnel Management (OPM) is removing part 801 of title 45, Code of Federal Regulations, Voting Rights Program, which prescribes the times, places, manner and procedures for the listing and removal of the names of persons on voter eligibility lists in accordance with sections 6, 7, and 9 of the Voting Rights Act of 1965. Enactment of Public Law 109-246, the Fannie Lou Hamer, Rosa Parks, and Coretta Scott King Voting Rights Reauthorization and Amendments Act of 2006 repealed sections 6, 7, and 9 of the Voting Rights Act of 1965, which included the statutory authority for OPM's promulgation of these regulations (Pub. L. 109-246, Section 3. Changes relating to use of examiners and observers. ``(c) Repeal of Sections Relating to Examiners.Sections 6, 7, and 9 of the Voting Rights Act of 1965 (42 U.S.C. 1973d, 1973e and 1973g) are repealed.''). Therefore, OPM is no longer authorized to maintain these regulations.
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