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ua14no94 PENSION BENEFIT GUARANTY CORPORATION (PBGC)...
<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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