ua14no94 PENSION BENEFIT GUARANTY CORPORATION (PBGC)...

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<DOC>
 
OFFICE OF PERSONNEL MANAGEMENT (OPM)
Statement of Regulatory Priorities
The Office of Personnel Management's overall priorities for the coming 
year will continue to focus on implementation of the National 
Performance Review (NPR) recommendations. What regulatory actions are 
taken will, to a certain extent, depend on the status of civil service 
reform legislation introduced pursuant to the report of the National 
Partnership Council. If civil service reform passes, OPM's regulatory 
efforts will be immediately directed to its implementation. Similarly, 
this Agency is fully prepared to take action in support of the 
Administration's health care reform initiative should a significant OPM 
regulatory role be legislated.
We will continue to implement those NPR recommendations not requiring 
legislation, as was the case in our accelerated sunset of the Federal 
Personnel Manual. Other such NPR recommendations that we are now 
addressing include the following:

<bullet> Reform of the Federal Government's position classification 
            system;
<bullet> Reform of the Federal Government's Performance Management 
            System;
<bullet> Elimination of the Government's time-in-grade restrictions for 
            promotion to enable Federal managers to promote based on 
            demonstrated ability;
<bullet> Permission to Federal employees to use accrued sick leave to 
            care for sick or elderly dependents, and permission for 
            sick leave recredit to employees who separate from, and 
            later return to, Federal service, regardless of the length 
            of their separation;
<bullet> Deregulation of the Federal Government's merit promotion 
            program to enable agencies to establish internal selection 
            systems consistent with merit principles and other 
            applicable statutory provisions; and
<bullet> Deregulation of aspects of the career-conditional appointment 
            system to eliminate unnecessary time limits on 
            reinstatement and simplify rules on acquiring career 
            tenure.
OPM will also be regulating to implement the Federal Workforce 
Restructuring Act of 1994, which contains amendments to the Government 
Employees Training Act. These amendments fulfill an important National 
Performance Review recommendation to remove restrictions on employee 
training to help develop a multiskilled workforce in the Federal 
Government.
Our other significant regulatory focus will be on implementation of the 
Hatch Act Reform Amendments of 1993. Hatch Act reform resulted in two 
main areas requiring OPM regulatory action. First, our regulations will 
deal with political activities that are permitted or prohibited for 
most Federal employees under the amended Hatch Act, as well as specific 
prohibitions which now apply to employees in certain positions and 
agencies. Second, the Act provided for the commercial garnishment of 
employee pay in the executive branch, and we are working with the 
Departments of Justice and Labor to incorporate their comments in 
developing the Act's implementing regulations.
OPM is committed to reinventing our role in the Federal personnel 
community to better serve the Government and the American people. We 
will regulate in areas when regulation is necessary, but will do so in 
a manner that both satisfies statutory requirements and is conducive to 
strong, yet flexible, personnel management. At the same time, we will 
rededicate ourselves to becoming a stronger resource to which agencies 
may turn for expertise and innovative solutions in addressing their 
human resource management needs.
_______________________________________________________________________
OPM
            ___________________________________________________________
PROPOSED RULE STAGE
            ___________________________________________________________
176. <bullet> CAREER AND CAREER-CONDITIONAL EMPLOYMENT
Legal Authority:


 5 USC 1302; 5 USC 3301; 5 USC 3302; 5 USC 3304


CFR Citation:


 5 CFR 315


Legal Deadline:


None


Abstract:


Governmentwide rules on reinstatement eligibility and career tenure are 
currently in the Federal Personnel Manual (FPM). With the sunset of the 
FPM, it will be necessary to incorporate this information into 
regulation. OPM would also propose changes to simplify the appointing 
authorities found in chapter 315.


Statement of Need:


Governmentwide rules on reinstatement eligibility and career tenure are 
currently in the FPM. With the sunset of the FPM, it will be necessary 
to incorporate this information into regulation. OPM would also propose 
changes to simplify the appointing authorities found in chapter 315.


Alternatives:


Civil Service Rule 2.2 requires OPM to prescribe ``by regulation'' the 
service requirements for career tenure. Reinstatement, a related 
matter, should be specified by regulation to assure all employees are 
subject to the same rules. Therefore, alternatives to regulating are 
not appropriate.


Risks:


Not determined


Timetable:
_______________________________________________________________________
Action                                 DFR Cite

_______________________________________________________________________
NPRM                                                           10/00/94
Final Action                                                   12/00/94
Small Entities Affected:


None


Government Levels Affected:


None


Agency Contact:
Leota Edwards
Career Entry Group
Staffing Reinvention Office
Office of Personnel Management
1900 E St. NW.
Washington, DC 20415
202 606-0830
RIN: 3206-AG22
_______________________________________________________________________
OPM
177. <bullet> PROMOTION AND INTERNAL PLACEMENT
Legal Authority:


 5 USC 3301; 5 USC 3302; 5 USC 3329; EO 10577


CFR Citation:


 5 CFR 316; 5 CFR 335


Legal Deadline:


None


Abstract:


The President's National Performance Review (NPR) has made 
recommendations for a flexible and responsive Federal hiring system, 
including the elimination of the Federal Personnel Manual. Consistent 
with these recommendations, OPM plans to deregulate the merit promotion 
program to enable agencies to establish internal selection systems 
consistent with merit principles and other applicable statutory 
provisions.


Statement of Need:


The President's NPR has made recommendations for a flexible and 
responsive Federal hiring system, including the elimination of the 
Federal Personnel Manual. Consistent with these recommendations. OPM 
plans to deregulate the merit promotion program to enable agencies to 
establish internal selection systems consistent with merit principles 
and other applicable statutory provisions.


Alternatives:


We intend to include in regulation only a basic framework to assure 
agency use of merit-based selection procedures. Alternatives are not 
appropriate. Concerning other materials for which there is a need, OPM 
will use other formats, such as handbooks or pamphlets.


Timetable:
_______________________________________________________________________
Action                                 DFR Cite

_______________________________________________________________________
NPRM                                                           10/00/94
Final Action                                                   11/00/94
Small Entities Affected:


None


Government Levels Affected:


None


Agency Contact:
Leota Edwards
Career Entry Group
Staffing Reinvention Office
Office of Personnel Management
1900 E St. NW.
Washington, DC 20415
202 606-0830
RIN: 3206-AG19
_______________________________________________________________________
OPM
178. TRAINING
Legal Authority:


 5 USC 41


CFR Citation:


 5 CFR 410


Legal Deadline:


None


Abstract:


Changes in the regulations to: (1) incorporate revisions to the 
Government Employees Training Act (GETA) contained in the Federal 
Workforce Restructuring Act of 1994; and (2) incorporate any 
requirements in Federal Personnel Manual (FPM) Chapter 410 that need to 
be continued following abolishment of the chapter under FPM sunset. 
Plan to follow negotiated rulemaking procedures in regulations.


Statement of Need:


The Human Resources Development Group (HRDG) plans to amend part 410 of 
5 CFR. This regulatory action is needed to incorporate changes to the 
Government Employees Training Act (GETA), resulting from the passage of 
the Federal Workforce Restructuring Act of 1994. HRDG also plans to 
incorporate in part 410 of 5 CFR the authority granted to agency heads 
to designate Presidential appointees, other than heads of agencies, for 
training. This authority was granted in FPM Letter 410-34 
(provisionally retained). In developing these regulations, HRDG will 
use the negotiated rulemaking process which is endorsed and outlined in 
Executive Order 12866--Regulatory Planning and Review. A memorandum 
from Director King to Sally Katzen, Administrator, Office of 
Information and Regulatory Affairs, Office of Management and Budget, 
acknowledges our intent to use this process for these regulatory 
changes. In addition, by using the negotiated rulemaking process, HRDG 
acknowledges that other regulatory changes or issues may be identified. 
HRDG, along with its partners, will evaluate any additional regulatory 
changes or issues to determine if they are consistent with the 
Administration's philosophy on employee training as outlined in the 
National Performance Review. HRDG estimates the entire process to last 
6 to 7 months with proposed rules being issued in November and final 
rules being issued in January.


Anticipated Costs and Benefits:


OPM foresees no major costs to agencies in implementing these planned 
regulations. In fact, the planned regulations will allow agencies to 
make use of available training services without regard to source, 
Government or non-Government. This will allow agencies the opportunity 
to seek the most cost-effective training solutions and to take 
advantage of the training marketplace.

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