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guidance, and technical assistance to promote merit and equality in systemic workforce recruitment, employment, training, and retention. In addition, OPM gathers, analyzes, and maintains statistical data on the diversity of the Federal workforce, and prepares evaluation reports for Congress and others on individual agency and governmentwide progress toward full workforce representation for all Americans in the Federal sector. Executive Resources The Office leads in the selection, management, and development of Federal executives. It administers the Senior Executive Service program and other merit-based executive personnel systems that promote the development of a corporate perspective. The Office provides policy guidance, consulting services, and technical support in such areas as recruitment, selection, succession planning, mobility performance, awards, and removals. It reviews agency nominations for SES career appointments and administers the Qualifications Review Boards that certify candidates' executive qualifications. It manages SES, senior-level, and scientific and professional space allocations to agencies, administers the Presidential Rank Awards program, and conducts orientation sessions for newly appointed executives. In addition, the Office manages three interagency residential development and training centers for executives and managers. Personnel Systems The Office provides leadership and guidance to agencies on systems to support the manager's personnel management responsibilities. These include:
-white and blue collar pay systems, including Senior Executive Service and special occupational pay systems; geographical adjustments and locality payments; special rates to address recruitment and retention problems; allowances and differentials, including recruitment and relocation bonuses, retention allowances, and hazardous duty/environmental pay; and premium pay;
-annual and sick leave, court leave, military leave, leave transfer and leave
bank programs, family and medical leave, excused absence, holidays, and scheduling of work—including flexible and compressed work schedules;
-performance management, covering appraisal systems, performance pay and awards, and incentive awards for suggestions, inventions, and special acts;
-classification policy and standards for agencies to determine the series and grades for Federal jobs;
-labor-management relations, including labor-management partnerships and consulting with unions on governmentwide issues;
---systems and techniques for resolving disputes with employees;
-quality of worklife initiatives, such as employee health and fitness, work and family, AIDS in the workplace, and employee assistance programs;
--training and employee development, including providing support to the Human Resources Development Council and the Government Performance and Results Act (GPRA) interest group;
-the Training Management Assistance program, to help agencies design and produce training systems and products, performance management systems, workforce productivity systems, business process reengineering, compensation, and employee relations systems;
-information systems to support and improve Federal personnel management decisionmaking; and
-governmentwide instructions for personnel processing and recordkeeping, and for release of personnel data under the Freedom of Information Act and the Privacy Act.
The Office also provides administrative support to special advisory bodies, including the Federal Prevailing Rate Advisory Committee, the Federal Salary Council, and the National Partnership Council. Oversight The Office assesses agencies' effectiveness in personnel management at the governmentwide, agency, and installation levels to gather information for policy development and program, refinement, ensure compliance with personnel laws and regulations, enhance agency capability for self-evaluation, and assist agencies in operating personnel
programs which effectively support among the membership to provide accomplishment of their primary
overall leadership to the Board's missions. The Office also works with operations. Committees and task forces other Federal agencies on demonstration carry out interagency projects consistent projects to explore potential
with the Board's missions. improvements in personnel systems and
Federal Executive Boards are located better and simpler ways to manage in 28 metropolitan areas that are Federal personnel.
important centers of Federal activity. Employee Benefits The Office also
These areas are: Albuquerque-Santa Fe, manages numerous activities that directly Atlanta, Baltimore, Boston, Buffalo, affect the well-being of the Federal
Chicago, Cincinnati, Cleveland, Dallasemployee and indirectly enhance
Fort Worth, Denver, Detroit, Honoluluemployee effectiveness. These include
Pacific, Houston, Kansas City, Los health benefits, life insurance, and
Angeles, Miami, New Orleans, New retirement benefits. Other Personnel Programs The Office
York, Newark, Oklahoma City, coordinates the temporary assignment of
Philadelphia, Pittsburgh, Portland, St.
Louis, San Antonio, San Francisco, employees between Federal agencies
Seattle, and the Twin Cities and State, local, and Indian tribal
(Minneapolis-St. Paul). governments; institutions of higher education; and other eligible
Federal Executive Associations, organizations for up to 2 years, for work Councils, or Committees have been of mutual benefit to the participating
locally organized in over 100 other organizations. It administers the
metropolitan areas to perform functions Presidential Management Intern Program,
similar to the Federal Executive Boards which provides 2-year, excepted
but on a lesser scale of organization and appointments with Federal agencies to activity. recipients of graduate degrees in
For further information, contact the Assistant for appropriate disciplines. In addition, the Regional Operations, Office of Personnel Office of Personnel Management
Management, Room 5H22L, 1900 E Street NW., administers the Federal Merit System
Washington, DC 20415-0001. Phone, 202-606
Sources of Information
Contracts Contact the Chief, established by Presidential directive (a Contracting Division, Office of Personnel memorandum for heads of Federal
Management, Washington, DC 20415departments and agencies dated
0001. Phone, 202-606-2240. November 13, 1961) to improve internal Employment Federal Job Information Federal management practices and to
Centers, located in major metropolitan provide a central focus for Federal
areas, provide Federal employment participation in civic affairs in major information. To obtain the appropriate metropolitan centers of Federal activity.
telephone number, check the blue pages They carry out their functions under under U.S. Government, Office of OPM supervision and control.
Personnel Management. For information Federal Executive Boards serve as a about employment opportunities within means for disseminating information
the Office of Personnel Management, within the Federal Government and for contact the Director for Human promoting discussion of Federal policies Resources. Phone, 202-606-2400. and activities of importance to all
Publications The Chief, Publications Federal executives in the field. Each Services Division, can provide Board is composed of heads of Federal information about Federal personnel field offices in the metropolitan area. A management publications. Phone, 202Chairman is elected annually from
For further information, contact the Office of Communications, Office of Personnel Management, 1900 E Street NW., Washington, DC 20415-0001. Phone, 202-606-1800.
OFFICE OF SPECIAL COUNSEL
KATHLEEN DAY KOCH
WILLIAM L. DEAN MICHAEL G. LAWRENCE
The Office of Special Counsel investigates allegations of certain activities prohibited by civil service laws, rules, or regulations and litigates before the Merit Systems Protection Board.
Activities The Office of Special Counsel (OSC) was established on January 1, 1979, by Reorganization Plan No. 2 of 1978 (5 U.S.C. app.). The Civil Service Reform Act of 1978 (5 U.S.C. 1101 note), which became effective on January 11, 1979, enlarged its functions and powers. Pursuant to provisions of the Whistleblower Protection Act of 1989 (5 U.S.C. 1211 et seq.), OSC functions as an independent investigative and prosecutorial agency within the executive branch which litigates before the Merit Systems Protection Board.
The primary role of OSC is to protect employees, former employees, and applicants for employment from prohibited personnel practices, especially reprisal for whistleblowing. Its basic areas of statutory responsibility are:
-receiving and investigating allegations of prohibited personnel practices and other activities prohibited
by civil service law, rule, or regulation and, if warranted, initiating corrective or disciplinary action;
-providing a secure channel through which information evidencing a violation of any law, rule, or regulation, gross mismanagement, gross waste of funds, abuse of authority, or substantial and specific danger to public health or safety may be disclosed without fear of retaliation and without disclosure of identity, except with the employee's consent; and
-enforcing the provisions of the Hatch Act.
Sources of Information Field offices are located in Dallas, TX (Room 7C30, 1100 Commerce Street, 75242; phone, 214-767-8871) and Oakland, CA (Suite 365S, 1301 Clay Street, 94612-5217; phone, 510-6373460).
For further information, contact the Office of Special Counsel, Suite 300, 1730 M Street NW., Washington, DC 20036-4505. Phone, 202-653-7188 or 800-872-9855 (toll-free)