#

personnel-management-office

(6 articles)

Open for Comment: Personnel Management in Agencies: Strategic Human Capital Management

Personnel Management Office — The Office of Personnel Management (OPM) proposes amending 5 CFR part 250 by replacing Human Capital Operating Plans (HCOPs) with Annual Staffing Plans (ASPs), Human Capital Reviews (HCRs) with Annual Staffing Reviews (ASRs), and the HRStat quarterly review process with Quarterly Staffing Plan Performance Reviews. The proposed changes also strengthen the role of the agency Chief Human Capital Officer (CHCO) by requiring the CHCO to have appropriate visibility, control and oversight of human capital functions within the agency. The proposed rule would modify, and reduce in number, the required survey questions for annual employee surveys. (32 days remaining)

comment-periodcomment-periodregulationpersonnel-management-office

Open for Comment: Promoting Employee Accountability

Personnel Management Office — The Office of Personnel Management (OPM) and Merit Systems Protection Board (MSPB or Board) are issuing proposed regulations governing performance-based reduction in grade and removal actions, non-disciplinary separations, and adverse actions, along with the MSPB's review of those actions, and proposing improved and additional training to supervisors. With this rule, OPM seeks to improve the accountability of employees for poor performance and misconduct by streamlining the administrative procedures used by agencies to take performance-based and adverse actions; and MSPB seeks to refocus its penalty review on a totality of the circumstances test rather than a rigid application of prescribed factors. The proposed rule also promotes transparency regarding employee poor performance and misconduct by restricting agencies' ability to engage in settlement agreements that remove official documentation of performance or conduct detrimental to the efficiency of the service. (32 days remaining)

comment-periodcomment-periodregulationpersonnel-management-office

Open for Comment: Administrative Leave for Workforce Realignment and Other Purposes

Personnel Management Office — The Office of Personnel Management (OPM) proposes to amend its regulations to more fully address the appropriate uses of administrative leave, including use in connection with deferred resignation programs and other workforce realignment initiatives, and for other purposes. OPM is also proposing to amend its regulation on resignations to clarify when an agency may accept or deny an employee's request to withdraw a resignation in the context of a deferred resignation program. (30 days remaining)

comment-periodcomment-periodregulationpersonnel-management-office

Open for Comment: Elimination of Time-in-Grade

Personnel Management Office — The Office of Personnel Management (OPM) proposes eliminating the Time-in-Grade (TIG) restriction on advancement to competitive service positions in the General Schedule. Currently, employees in competitive service General Schedule positions in grades 5 and above must serve 52 weeks in grade before becoming eligible for promotion to the next grade level. Abolishing the restriction would eliminate the 52-week service requirement. If the requirement is eliminated, an employee must continue to meet occupational qualification standard requirements, and any additional job-related qualification requirements. (60 days remaining)

comment-periodcomment-periodregulationpersonnel-management-office

Open for Comment: Critical Position Pay Authority

Personnel Management Office — The Office of Personnel Management (OPM) proposes to amend its regulations governing the critical position pay authority to establish level I of the Executive Schedule as the default maximum critical pay rate, with higher rates subject to written approval by the Director of OPM; eliminate non-statutory caps and approval criteria; address the use of service agreements; clarify reductions or terminations of critical position pay are not adverse actions or subject to grievance or appeal rights; and clarify the treatment of critical pay rates as basic pay. This proposed rule simplifies and better aligns OPM's regulations with governing law and delegated authority. (32 days remaining)

comment-periodcomment-periodregulationpersonnel-management-office

Open for Comment: Differential Pay for Prescribed Wildland Fire Activities

Personnel Management Office — The Office of Personnel Management is proposing to add prescribed (planned) wildland fire duties as covered activities triggering payment of Hazardous Duty Pay for General Schedule (GS) employees and Environmental Differential Pay for Federal Wage System (FWS) employees. The proposed new differentials would apply to GS and FWS employees participating as a member of a firefighting crew engaged in activities on the fireline directly involving the implementation and control of prescribed wildland fires. This rulemaking would authorize a 25 percent differential. (61 days remaining)

comment-periodcomment-periodregulationpersonnel-management-office