[Federal Register Volume 69, Number 70 (Monday, April 12, 2004)]
[Notices]
[Pages 19171-19176]
From the Federal Register Online via the Government Publishing Office [www.gpo.gov]
[FR Doc No: 04-8237]


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DEPARTMENT OF EDUCATION


Privacy Act of 1974; System of Records; Human Capital Learning 
and Performance Improvement System (18-05-14)

AGENCY: Office of Management, Department of Education.

ACTION: Notice of a deleted and new system of records.

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SUMMARY: In accordance with the Privacy Act of 1974, as amended 
(Privacy Act), the Department of Education (Department) deletes system 
of records 18-05-14, Individual Development Planning System published 
in the Federal Register on July 31, 2001 (66 FR 39503-39506), because 
it has been merged into and consolidated with the new system of records 
published in this notice. This new system of records is entitled 
``Human Capital Learning and Performance Improvement System (18-05-
14).'' This new system will be used by employees and supervisors to 
identify career development opportunities for employees to ensure that 
employees receive appropriate training and development to enhance job 
performance. The Human Capital Learning and Performance Improvement

[[Page 19172]]

System (HCL&PIS) will help guide employees through a systematic career 
development process for determining skill needs and setting career 
goals by identifying areas where performance improvement is needed and 
by providing resources for improving performance.

DATES: The Department seeks comment on the new system of records 
described in this notice, in accordance with the requirements of the 
Privacy Act. We must receive your comments on the proposed routine uses 
for the system of records included in this notice on or before May 12, 
2004.
    The Department filed a report describing the new system of records 
covered by this notice with the Chair of the Senate Committee on 
Governmental Affairs, the Chair of the House Committee on Government 
Reform, and the Administrator of the Office of Information and 
Regulatory Affairs, Office of Management and Budget (OMB) on April 7, 
2004. This new system of records will become effective at the later 
date of--(1) The expiration of the 40-day period for OMB review on May 
17, 2004 or (2) May 12, 2004, unless the system of records needs to be 
changed as a result of public comment or OMB review.

ADDRESSES: Address all comments on the new system of records to Ruth 
Derr, Training and Development Team, Human Resources Services, Office 
of Management, U.S. Department of Education, 400 Maryland Avenue, SW., 
room 2W224, Washington, DC 20202-4641. Telephone: (202) 260-3032. If 
you prefer to send comments through the Internet, use the following 
address: [email protected]. You must include the term ``HCL&PIS'' in the 
subject line of the electronic message.
    During and after the comment period, you may inspect all comments 
about this notice in room 2W224, 400 Maryland Avenue, SW., Washington, 
DC, between the hours of 8 a.m. and 4:30 p.m., eastern time, Monday 
through Friday of each week except Federal holidays.

Assistance to Individuals With Disabilities in Reviewing the Rulemaking 
Record

    On request, we supply an appropriate aid, such as a reader or print 
magnifier, to an individual with a disability who needs assistance to 
review the comments or other documents in the public rulemaking record 
for this notice. If you want to schedule an appointment for this type 
of aid, please contact the person listed under FOR FURTHER INFORMATION 
CONTACT.

FOR FURTHER INFORMATION CONTACT: Ruth Derr. Telephone: (202) 260-3032. 
If you use a telecommunications device for the deaf (TDD), you may call 
the Federal Information Relay Service (FIRS) at 1-800-877-8339.
    Individuals with disabilities may obtain this document in an 
alternative format (e.g., Braille, large print, audiotape, or computer 
diskette) on request to the contact person listed under FOR FURTHER 
INFORMATION CONTACT.

SUPPLEMENTARY INFORMATION: 

Introduction

    The Privacy Act (5 U.S.C. 552a) requires the Department to publish 
in the Federal Register this notice of a new system of records 
maintained by the Department. The Department's regulations implementing 
the Privacy Act are contained in the Code of Federal Regulations (CFR) 
in 34 CFR part 5b.
    The Privacy Act applies to information about an individual that 
contains individually identifiable information that is retrieved by a 
unique identifier associated with each individual, such as a name or 
social security number. The information about each individual is called 
a ``record'' and the system, whether manual or computer-based, is 
called a ``system of records.''
    The Privacy Act requires each agency to publish notices of systems 
of records in the Federal Register. Whenever an agency publishes a new 
system of records or makes a significant change to an established 
system of records, the agency is also required to prepare a report for 
OMB and to send copies of the report to the Chair of the Senate 
Committee on Governmental Affairs and the Chair of the House Committee 
on Government Reform. These reports are intended to permit an 
evaluation of the probable or potential effect of the proposal on the 
privacy of individuals.

Electronic Access to This Document

    You may view this document, as well as all other Department of 
Education documents published in the Federal Register, in text or Adobe 
Portable Document Format (PDF) on the Internet at the following site: 
www.ed.gov/news/fedregister.
    To use PDF you must have Adobe Acrobat Reader, which is available 
free at this site. If you have questions about using PDF, call the U.S. 
Government Printing Office (GPO), toll free, at 1-888-293-6498, or in 
the Washington, DC, area at (202) 512-1530.

    Note: The official version of this document is the document 
published in the Federal Register. Free Internet access to the 
official edition of the Federal Register and the CFR is available on 
GPO Access at: www.gpoaccess.gov/nara/index.html.


    Dated: April 7, 2004.
William J. Leidinger,
Assistant Secretary for Management Chief Information Officer.
    For the reasons discussed in the preamble, the Assistant Secretary 
for Management/Chief Information Officer of the U.S. Department of 
Education deletes the system of records entitled Individual Development 
Planning System (18-05-14) published in the Federal Register on July 
31, 2001 (66 FR 39503-39506) and issues a new system of records to read 
as follows:
18-05-14

SYSTEM NAME:
    Human Capital Learning and Performance Improvement System 
(HCL&PIS).

SECURITY CLASSIFICATION:
    None.

SYSTEM LOCATION:
    U.S. Department of Education, Office of Management, Human Resources 
Services, Training and Development Team, 400 Maryland Avenue, SW., room 
1W100, Washington, DC 20202-4614.
    In addition to this location, the records of the Mentoring Program 
System also will be located at The Training Connection, Inc., 15700 
Beacon Court, Montclair, VA 22026.
    The following records for the currently existing or prospective 
programs may be decentralized:
     Competency Development System,
     Skills Assessment System,
     Learning Tracks System,
     Individual Development Plan System,
     Learning Management System,
     Knowledge Management System, and
     Employee Learning Account System.
    The additional locations for these programs are listed in the 
Appendix at the end of this notice.

CATEGORIES OF INDIVIDUALS COVERED BY THE SYSTEM:
    Categories of individuals may include all employees of the 
Department of Education (Department). The system contains records on 
Department employees who apply for and/or participate in the following 
programs:
     Mentoring Program System,
     Employee Learning Accounts,
     Tuition Reimbursement Program,


[[Page 19173]]

 Leadership and Management Development Program,
     Mobility Assignment Program,
     Upward Mobility Program,
     Evaluation System,
     Certificate Program,
     Career Intern Program, and
     Presidential Management Fellows Program.
    The system also contains records on Department employees who 
request the following services:
     Career Counseling Services, and
     Organizational Development Process.
    The system also contains records on Department employees who choose 
to access the following currently existing or prospective electronic or 
web-based systems:
     Competency Development System,
     Skills Assessment System,
     Learning Tracks System,
     Individual Development Plan System,
     Mentoring Program System,
     Learning Management System, and
     Knowledge Management System.

CATEGORIES OF RECORDS IN THESE SYSTEM:
    This system contains a variety of records related to Department 
employees' applications for and/or participation in the following 
programs:
     Skills Assessment System,
     Learning Tracks System,
     Individual Development Plan System,
     Learning Management System,
     Competency Development System,
     Mentoring Program System,
     Knowledge Management System,
     Tuition Reimbursement Program,
     Employee Learning Account,
     Evaluation System,
     Leadership and Management Development Program,
     Career Counseling Service,
     Organizational Development Process,
     Mobility Assignment Program,
     Upward Mobility Program,
     Certificate Program, and
     Career Intern Program/Presidential Management 
Fellows.
    Records in the system contain all or some of the following data: 
the individual's name, address, social security number, position level, 
pay plan, grade, series, supervisor, organization in which employed, 
building, room, telephone number, history of internal/external training 
attended and other learning and development activities for which the 
employee participated, associated training costs, competencies needed 
to perform a job, skill strengths and skill development needs; and 
short- and long-term career development plan, goals and objectives.

AUTHORITY FOR MAINTENANCE OF THE SYSTEM:
    5 U.S.C. sections 3301, 3302, 4103, 4109, and 4115; Executive 
Orders 13162 (authorizing the Career Intern Program) and 13318 
(authorizing the Presidential Management Fellows Program).

PURPOSE(S):
    The purpose of the HCL&PIS is to implement the President's 
Management Agenda and to achieve the Department's One ED initiatives by 
strategically aligning the Department's human capital resources with 
its mission, core values, goals and objectives. The Department's 
ultimate objective is to ensure that the right people with the right 
skills are in the right jobs. And, in order to sustain a high 
performing workforce that is continuously improving in productivity, 
various systems and programs are designed and integrated to allow the 
Department to identify, develop, track and manage the learning and 
development of its human capital. This comprehensive systems 
development approach to learning and performance improvement allows 
Human Resources Service's (HRS) Training and Development Team (TDT) to 
identify skills needed for the current and future workforce, to design 
and implement activities to correct skill gaps and imbalances, and to 
capture the best-in-practice knowledge and skills of employees who 
leave the Department. The Department's approach to aligning its human 
capital resources to its mission includes and consists of 
implementation of these programs, services, and electronic or web-based 
systems:

    Learning Management System (LMS)

    The Learning Management System (LMS) will serve the following 
purposes: (1) To track course enrollments by Department employees; (2) 
to provide course rosters; (3) to produce attendance records for 
Department employees who attend internal training classes; (4) to 
produce reports on an individual employee's training activities; (5) to 
produce reports on training activities conducted by individual 
organizations within the Department; and (6) to allow Department 
employees to request approval to attend training activities conducted 
outside the Department.

    Competency Development System (CDS)

    Competencies are specific knowledge, skills, abilities, 
characteristics, and behaviors that enhance job performance. Therefore, 
the CDS will identify competencies for each critical job function 
within the Department and allow employees within those job functions or 
who aspire to move into those job functions to identify the level of 
promotion progression within those jobs and the level of performance 
required to carry out those functions.

    Skills Assessment System (SAS)

    Once an individual has identified, through the CDS, the necessary 
competencies for a specific job function and the expected level of 
performance at each grade interval, the purpose of the SAS is to help 
the employee to self-assess and measure, at the various grade 
intervals, the individual's ability to perform a specific skill and his 
or her knowledge of a particular job function. Another assessment 
component will allow the employee to identify individual training 
needs, including the types of training desired and the varying delivery 
formats (i.e., classroom or e-learning). In addition, other self-
assessment components will be facilitated, analyzed and interpreted by 
a certified consultant and will allow the employee to assess his or her 
behavior and interpersonal style in relation to various work 
environments and to determine areas for improvement. Use of any 
component of the SAS is voluntary, and information is maintained only 
on those employees who access the SAS.

    Learning Tracks System (LTS)

    As a result of the skills assessment, employees may identify 
existing skills they need to enhance or new skills they need to 
develop. The LTS will serve the purpose of helping an employee link a 
specific job function and its levels of performance to various learning 
and development activities that are available (internally and 
externally) to the Department.

    Individual Development Plan (IDP) System

    In addition, as a result of the data identified in the LTS, the IDP 
system will allow employees to chart a selected learning track and 
develop a plan of action with objectives that will help them achieve 
three to five year career goals. The IDP will guide employees through a 
process of setting short- and long-term developmental objectives and 
identifying learning activities that will enhance those skills 
necessary to achieve high performance in their current job function 
and/or prepare for future career transition goals.

    Mentoring Program System (MPS)

    The MPS is a learning and development option that complements the 
traditional classroom training,

[[Page 19174]]

conference attendance, and e-learning opportunities made available to 
employees. The MPS will allow a process for creating an environment for 
one-on-one working relationships. One person invests time, know-how, 
and effort in enhancing another person's growth, knowledge and skills 
and responds to that person's critical professional needs in order to 
help prepare the individual for greater productivity or achievement. In 
addition, the MPS will focus on developing leaders into coaches, 
enhancing their ability to influence others, and ingraining a 
willingness in them to accomplish organizational values, principles and 
vision. The system will ultimately allow managers and team leaders to 
train and orient employees to the realities of the workplace and help 
employees remove any barriers to achieving optimum work performance.

    Knowledge Management System (KMS)

    The KMS will serve the purpose of establishing a systematic process 
for identifying, capturing and transferring information and knowledge 
that can be used to create, complete and improve job functions. The KMS 
will increase the Department's ability to capture best-in-practice 
data, share the knowledge, and review past strategic plans, key 
business initiatives and customer relationships. In addition, having 
access to this type of historical data will allow Department employees 
and officials to make better informed decisions for overcoming current 
barriers and carrying out the organization's mission.

    Tuition Reimbursement Program (TRP)

    The TRP expands the opportunities for Department employees to 
pursue higher education learning at a college or university of their 
choice that is strategically linked to their current job or the mission 
of the Department. The purpose of this program is to enable the 
Department to retain and recruit highly skilled employees necessary to 
carry out mission critical functions within the Department. Courses can 
be taken through traditional classroom learning or e-learning. 
Employees receive tuition reimbursement for successfully completing 
pre-approved graduate or undergraduate job-related courses.

    Employee Learning Account (ELA)

    The purpose of an ELA is to set aside a specified amount of 
resources such as dollars, hours, or learning technology tools (e.g., 
access to the Internet, use of government computers at an employee's 
desk, or time away from the office) or a combination of these options 
for an individual employee to use for his or her learning and 
development. ELAs move the Department's focus to continuous learning 
and strategic workforce development and integrates resources for 
training with balancing work and learning time. ELAs can benefit both 
managers and employees because they improve organizational performance 
through targeting employees' specific learning needs and involve 
employees in their own development.

    Evaluation System (ES)

    The ES will help the TDT measure the effectiveness of the content 
of training courses; the transfer of knowledge to the participant; the 
ability of the employee to apply the learning back on the job; and the 
goals achieved as a result of the employee participating in the 
learning. The analysis of the data allows TDT to make improvements to 
the systems and programs as necessary and ensures accountability for 
results.

    Leadership and Management Development Program (LMDP)

    The LMDP supports the Department's goal of ensuring management 
excellence to foster accountability and achieve strategic business 
outcomes. The purpose of the program is to enhance the ability of 
leadership to manage effectively their organization, maintain 
productive interpersonal relationships with subordinates, peers and 
upper level management, manage conflict, and balance work and life. The 
focus of the program evolves around the following Executive Core 
Qualifications: Leading Change, Leading People, Results Driven, 
Business Acumen and Building Coalitions/Communications.

    Career Counseling Service (CCS)

    The CCS assists employees with selecting alternatives for their 
career progression. The purpose of CCS is to provide on-site, 
confidential, one-on-one career counseling that helps individuals 
explore their future and match their interests and skills to their 
career plans. The counselors help employees develop their career 
profiles and individual development plans to utilize their strengths, 
maximize their potential, and put them on the path to achieving their 
goals. Employees determine their potential interests, interpersonal 
styles and basic skills through various adult-learning techniques. 
Employees can take charge of their individual development through the 
CCS. In addition, guidance is provided to employees and/or team leaders 
to create a comprehensive development plan that will contribute to 
individual and organizational effectiveness.

    Organizational Development Process (ODP)

    The purpose of an ODP is to offer principal offices (POs) the 
opportunity to review their organizational effectiveness in preparation 
for a reorganization initiative or significant organizational change. 
In conducting the review, TDT partners with leading management 
consulting firms staffed with highly respected experts in the fields of 
organizational development and psychology. They conduct reviews that 
are tailored to the needs of the organization and can cover such areas 
as: operating structure, leadership, customer satisfaction, employee 
satisfaction, organizational performance, and human resource needs. 
Throughout the review, POs are provided with updates on any emerging 
trends. In addition, the POs are provided with a report and briefing 
describing the findings, recommendations and next steps.

    Mobility Assignment Program (MAP)

    The Mobility Assignment Program (MAP) is designed to provide 
opportunities for employees to participate in detail assignments 
offering new skills, perspectives, and knowledge. MAP creates avenues 
for Department employees to gain experience in program areas in which 
they have not previously worked, thereby enhancing their skills and 
broadening their knowledge base. MAP details can last from 30 days to 
one year. MAP participants who are on a detail assignment for more than 
120 days must have an individual development plan (IDP).

    Upward Mobility Program (UMP)

    The purpose of the UMP is to provide an opportunity for lower level 
employees whose current job provides limited or no opportunity for 
advancement, to enter a new career field in a technical, administrative 
or trade occupation that provides growth potential. The program allows 
an employee to develop specific skills that will prepare the employee 
for an identified target position. This program is initiated by the 
employee's supervisor and is part of a larger career development system 
that includes creating a position vacancy, developing an IDP, receiving 
career counseling, completing developmental activities and obtaining a 
promotion.

    Certificate Program (CP)

    The purpose of the CP is to provide professional certification for 
job functions that include, but are not

[[Page 19175]]

limited to, Information Technology, Accounting, Project Management and 
Financial Management. Employees within these job functions have the 
opportunity to enhance their knowledge and skills, stay abreast of the 
most current practices within their fields, and earn credit hours to 
maintain the necessary licenses or credentials required in their 
professions. Employees participate in a formal program that consists of 
several classes presented by a local college/university or an 
accredited institution.

    Career Intern and Presidential Management Fellows Program (CIP&PMF)

    The CIP and PMF Programs are special hiring authorities for 
recruitment and hiring of entry-level employees into professional 
career fields. Program participants must create and complete an 
Individual Development Plan, which identifies the learning objectives 
and describes the on-the-job and formal learning experiences that the 
intern will undertake. Progress towards completion of the program 
objectives and activities is monitored through records of course 
completions and evaluations of assignments. Successful completion of 
these programs leads to promotion and/or conversion to a permanent 
position.

ROUTINE USES OF RECORDS MAINTAINED IN THE SYSTEM, INCLUDING CATEGORIES 
OF USERS AND THE PURPOSE OF SUCH USES:
    The Department may disclose information contained in a record in 
this system of records under the routine uses listed in this system of 
records without the consent of the individual if the disclosure is 
compatible with the purposes for which the record was collected. These 
disclosures may be made on a case-by-case basis or, if the Department 
has complied with the computer matching requirements of the Privacy 
Act, under a computer matching agreement.
    (1) Enrollment and Payment Disclosure. The Department may disclose 
a record in this system of records to course or learning providers for 
enrollment purposes. Disclosures may also be made to course or learning 
providers to ensure that appropriate payments are being made to 
employees requesting reimbursement of their expenses.
    (2) Litigation and Alternative Dispute Resolution (ADR) 
Disclosures.
    (a) Introduction. In the event that one of the following parties is 
involved in litigation or ADR, or has an interest in litigation or ADR, 
the Department may disclose certain records to the parties described in 
paragraphs (b), (c), and (d) of this routine use under the conditions 
specified in those paragraphs:
    (i) The Department, or any of its components; or
    (ii) Any Department employee in his or her official capacity; or
    (iii) Any Department employee in his or her individual capacity 
where the Department of Justice (DOJ) agrees to or has been requested 
to provide or to arrange for representation of the employee;
    (iv) Any Department employee in his or her individual capacity 
where the Department has agreed to represent the employee; or
    (v) The United States where the Department determines that the 
litigation is likely to affect the Department or any of its components.
    (b) Disclosure to DOJ. If the Department determines that disclosure 
of certain records to the DOJ, or attorneys engaged by DOJ, is relevant 
and necessary to litigation or ADR, and is compatible with the purpose 
for which the records were collected, the Department may disclose those 
records as a routine use to the DOJ.
    (c) Adjudicative Disclosures. If the Department determines that 
disclosure of certain records to an adjudicative body before which the 
Department is authorized to appear, or to an individual or entity 
designated by the Department or otherwise empowered to resolve or 
mediate disputes, is relevant and necessary to the litigation or ADR, 
the Department may disclose those records as a routine use to the 
adjudicative body, individual, or entity.
    (d) Parties, Counsel, Representatives and Witnesses. If the 
Department determines that disclosure of certain records to a party, 
counsel, representative or witness is relevant and necessary to the 
litigation or ADR, the Department may disclose those records as a 
routine use to the party, counsel, representative or witness.
    (3) Freedom of Information Act (FOIA) Advice Disclosure. In the 
event the Department deems it desirable or necessary, in determining 
whether particular records are required to be disclosed under the FOIA 
or other authority permitting disclosure of records, disclosure may be 
made to DOJ or the Office of Management and Budget for the purpose of 
obtaining advice.
    (4) Contract Disclosure. If the Department contracts with an entity 
for the purposes of performing any function that requires disclosure of 
records in this system to employees of the contractor, the Department 
may disclose the records to those employees. Before entering into such 
a contract, the Department shall require the contractor to maintain 
Privacy Act safeguards as required under 5 U.S.C 552a(m) with respect 
to the records in the system.
    (5) Enforcement Disclosure. In the event that information in this 
system of records indicates, either on its face or in connection with 
other information, a violation or potential violation of any applicable 
statute, regulation, or order of a competent authority, the relevant 
records in the system of records may be referred, as a routine use, to 
the appropriate agency, whether foreign, Federal, State, Tribal, or 
local, charged with the responsibility of investigating or prosecuting 
such violation or charged with enforcing or implementing the statute or 
executive order, or rule, regulation, or order issued pursuant thereto.
    (6) Congressional Member Disclosure. The Department may disclose to 
a member of Congress the records of an individual in response to an 
inquiry from the member made at the written request of that individual. 
The member's right to the information is no greater than the right of 
the individual who requested it.
    (7) Disclosure for Use By Law Enforcement Agencies. The Department 
may disclose information to any Federal, State, local or other agencies 
responsible for enforcing, investigating, or prosecuting violations of 
administrative, civil, or criminal law or regulation if that 
information is relevant to any enforcement, regulatory, investigative 
or prosecutorial responsibility within the entity's jurisdiction.
    (8) Employment, Benefit, and Contracting Disclosure.
    (a) For Decisions by the Department. The Department may disclose a 
record to a Federal, State, or local agency maintaining civil, 
criminal, or other relevant enforcement or other pertinent records, or 
to another public authority or professional organization, if necessary 
to obtain information relevant to a decision concerning the hiring or 
retention of an employee or other personnel action, the issuance of a 
security clearance, the letting of a contract, or the issuance of a 
license, grant, or other benefit.
    (b) For Decisions by Other Public Agencies and Professional 
Organizations. The Department may disclose a record to a Federal, 
State, local, or foreign agency or other public authority or 
professional organization, in connection with the hiring or retention 
of an employee or other personnel action, the issuance of a security 
clearance, the reporting of an investigation of an employee, the 
letting of a contract, or the issuance of a

[[Page 19176]]

license, grant, or other benefit, to the extent that the record is 
relevant and necessary to the receiving entity's decision on the 
matter.
    (9) Employee Grievance, Complaint, or Conduct Disclosure. The 
Department may disclose a record in this system of records to another 
agency of the Federal Government if the record is relevant to one of 
the following proceedings regarding a present or former employee of the 
Department: complaint, grievance, discipline or competency 
determination proceedings. The disclosure may only be made during the 
course of the proceeding.
    (10) Labor Organization Disclosure. The Department may disclose 
records from this system of records to an arbitrator to resolve 
disputes under a negotiated grievance procedure or to officials of 
labor organizations recognized under 5 U.S.C. chapter 71 when relevant 
and necessary to their duties of exclusive representation.

DISCLOSURE TO CONSUMER REPORTING AGENCIES:
    Not applicable to this system of records.

POLICIES AND PRACTICES FOR STORING, RETRIEVING, ACCESSING, RETAINING, 
AND DISPOSING OF RECORDS IN THE SYSTEM:
STORAGE:
    The following programs, services, and systems are maintained in 
hard copy and on a networked computer database with backup procedures 
standard to all Department servers: CDS, SAS, LTS, IDP, ES, LMS, KMS, 
TRP, ELA, LMDP, CCS, ODP, MAP, UMP, CP, CIP, and PMF. The MPS is 
maintained on a contractor's leased/licensed system. Hard copies will 
be maintained in locked file cabinets.

RETRIEVABILITY:
    The records are retrieved by a manual or computer search by 
indices. The TDT staff, designated employees, and contractors who 
support the TDT staff can access data in the systems by employee name 
or other individual identifiers.

SAFEGUARDS:
    All physical access to the sites within the Department where the 
system of records is maintained are controlled and monitored by 
security personnel who check each individual entering the building for 
his or her employee or visitor badge. Direct access to the system of 
records is restricted to authorized Department staff performing 
official duties. All hard copy records are maintained in locked file 
cabinets. Authorized staff is assigned passwords that must be used for 
access to computerized data. The systems-access passwords are changed 
frequently. The data is maintained in a secured-access area. All users 
of the system of records are given unique user IDs with personal 
identifiers. At a program/server level all interactions by individual 
users with the system are recorded. The databases will be protected by 
stringent security mechanisms that include a combination of hardware, 
operating systems, application software, and database software and 
procedures. The license holder will also maintain records for the 
Mentoring Program System. All information sent to the contractor's site 
for MPS is encrypted protecting against disclosures to third parties. 
Once data is received at the contractor's website, the contractor for 
MPS will follow the same safeguards as listed above.

RETENTION AND DISPOSAL:
    The Department will retain and dispose of these records in 
accordance with National Archives and Records Administration General 
Records Schedule 1, Item 29, for Training Records.

SYSTEM MANAGER(S) AND ADDRESS:
    Director, Human Resources Services, Training and Development Team,
    Human Resources Services, Office of Management, U.S. Department of 
Education, 400 Maryland Avenue, SW., room 1W100, Washington, DC 20202-
4614.

NOTIFICATION PROCEDURE:
    If an individual wishes to inquire whether a record exists 
regarding him or her in this system, the individual should provide his 
or her name and social security number to the appropriate system 
manager. Such request must meet the requirements of the Department's 
Privacy Act regulations in 34 CFR 5b.5, including proof of identity.

RECORD ACCESS PROCEDURES:
    If an individual wishes to gain access to a record in this system, 
he or she should contact the appropriate system manager and provide 
information as described in the notification procedure. Requests by an 
individual for access to a record must meet the requirements in 34 CFR 
5b.5.

CONTESTING RECORD PROCEDURES:
    If an individual wishes to request an amendment to a record 
pertaining to himself or herself that is contained in the system of 
records, he or she should contact the appropriate system manager with 
the information described in the notification procedure, identify the 
specific items requested to be changed, and provide a justification for 
such change. A request to amend a record must meet the requirements in 
34 CFR 5b.7.

RECORD SOURCE CATEGORIES:
    Information in this system of records is obtained from the 
individual to whom the information applies. Additionally, the system 
may obtain additional information from the Department's Federal 
Personnel Payroll System (FPPS). The FPPS database may be used to 
provide the employee's social security number, name, grade, job series 
and service computation date. Supervisor and locator information 
(building/room/phone number, etc.) and all other information is 
manually provided by the TDT administrative staff, contractors 
supporting TDT, the individual employee and/or the supervisor of the 
employee.

SYSTEM EXEMPTED FROM CERTAIN PROVISIONS OF THE ACT:
    None.

Appendix to 18-05-14--Additional Systems Locations

     Capital Place, 555 New Jersey Avenue, NW., 
Washington, DC 20208.
     Federal Building 6, 400 Maryland Ave., SW., 
Washington, DC 20202.
     Mary E. Switzer Building, 330 C Street, SW., 
Washington, DC 20202.
     L'Enfant Plaza, 2100 Corridor, Washington, DC 
20202.
     Regional Office Building, 7th and D Streets, 
SW., Washington, DC 20202.
     1990 K Street, NW., Washington, DC 20006.
     Union Center Plaza, 830 First Street, NE., 
Washington, DC 20202.
     Potomac Center, 555 12th Street, SW., 
Washington, DC 20024.
     Region I, McCormack Post Office and 
Courthouse, Boston, MA 02109.
     Region II, 75 Park Place, New York, NY 10007.
     Region III, 100 Penn Square East, 
Philadelphia, PA 19107.
     Region IV, 61 Forsyth Street, SW., Atlanta, 
GA 30303.
     Region V, 111 North Canal Street, Chicago, IL 
60606.
     Region VI, 1999 Bryan Street, Dallas, TX 
75201.
     Region VII, 10220 N. Executive Hills Blvd., 
Kansas City, MO 64153.
     Region VIII, 1244 Speer Blvd., Denver, CO 
80204.
     Region IX, 50 United Nations Plaza, San 
Francisco, CA 94102.
     Region X, 915 Second Avenue, Seattle, WA 
98174.

[FR Doc. 04-8237 Filed 4-9-04; 8:45 am]
BILLING CODE 4000-01-P