    [United States Government Manual]
    [June 01, 2002]
    [Pages 491-495]
    [From the U.S. Government Publishing Office, www.gpo.gov]

    OFFICE OF PERSONNEL MANAGEMENT

    1900 E Street NW., Washington, DC 20415-0001
    Phone, 202-606-1800. Internet, www.opm.gov.

    Director                                          Kay Coles James
    Deputy Director                                   Dan G. Blair
    Associate Director, Employment Service            Richard A. Whitford
    Associate Director, Investigations Service        Kathy Dillaman, Acting
    Associate Director, Office of Merit Systems       Nancy A. Randa, Acting
            Oversight and Effectiveness
    Associate Director, Retirement and Insurance      Frank D. Titus, Acting
            Service
    Associate Director, Workforce Compensation and    Donald J. Winstead,
            Performance Service                               Acting
    Director, Office of Contracting and               Steve Van Rees
            Administrative Services
    Director, Office of Executive and Management      Barbara Garvin-Kester
            Development
    Director, Office of Executive Resources           K. Joyce Edwards
            Management
    Director, Office of Human Resources and Equal     Richard A. Ferris
            Employment Opportunity
    Director, Office of Workforce Relations           Teresa M. Jenkins
    Chairman, Federal Prevailing Rate Advisory        Mary M. Rose
            Committee
    Chief Financial Officer                           Kathleen M. McGettigan
    Chief Information Officer                         Janet L. Barnes
    Director, Office of Congressional Relations       John C. Gartland
    Director, Office of Communications                Scott Hatch
    General Counsel                                   Mark A. Robbins
    Inspector General                                 Patrick E. McFarland

    [For the Office of Personnel Management statement of organization, see
            the Federal Register of Jan. 5, 1979, 44 FR 1501]

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    The Office of Personnel Management (OPM) administers a merit system to
    ensure compliance with personnel laws and regulations and assists
    agencies in recruiting, examining, and promoting people on the basis of
    their knowledge and skills, regardless of their race, religion, sex,
    political influence, or other nonmerit factors. OPM's role is to provide
    guidance to agencies in operating human resources programs which
    effectively support their missions and to provide an array of personnel
    services to applicants and employees. OPM supports Government program

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    managers in their human resources management responsibilities and
    provide benefits to employees, retired employees, and their survivors.

    The Office of Personnel Management was created as an independent
    establishment by Reorganization Plan No. 2 of 1978 (5 U.S.C. app.),
    pursuant to Executive Order 12107 of December 28, 1978. Many of the
    functions of the former United States Civil Service Commission were
    transferred to OPM.

    Activities

    Employee Benefits  OPM also manages numerous activities that directly
    affect the well-being of the Federal employee and indirectly enhance
    employee effectiveness. These include health benefits,life insurance,and
    retirement benefits.

    Examining and Staffing  The Office of Personnel Management is
    responsible for providing departments and agencies with technical
    assistance and guidance in examining competitive positions in the
    Federal civil service for General Schedule grades 1 through 15 and
    Federal Wage system positions. In addition, OPM is responsible for:
        --providing testing and examination services, at the request of an
    agency, on a reimbursable basis;
        --establishing basic qualification standards for all occupations;
        --certifying agency delegated examining units to conduct examining;
        --providing employment information for competitive service
    positions; and
        --providing policy direction and guidance on promotions,
    reassignments, appointments in the excepted and competitive services,
    reinstatements, temporary and term employment, veteranspreference, work
    force planning and reshaping, organizational design, career transition,
    and other staffing provisions.

    Executive Resources  OPM leads in the selection, management, and
    development of Federal executives. OPM provides policy guidance,
    consulting services, and technical support on Senior Executive Service
    (SES) 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, OPM
    manages three interagency residential development and training centers
    for executives and managers.

    Investigations  The Office of the Inspector General conducts
    comprehensive and independent audits, investigations, and evaluations
    relating to OPM programs and operations. It is responsible for
    administrative actions against health care providers who commit
    sanctionable offenses with respect to the Federal Employees' Health
    Benefits Program or other Federal programs.

    For further information, contact the Office of the Inspector General.
    Phone, 202-606-1200.

    Personnel Systems  OPM 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;

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        --classification policy and standards for agencies to determine the
    series and grades for Federal jobs;
        --labor-management relations,including collective bargaining,
    negotiability, unfair labor practices, labor-management cooperation, 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;
        --human resources development,including leadership and
    administration of the Human Resources Development Council and the
    Government Performance and Results Act (GPRA) interest group;
        --the Training and Management Assistance program,to help agencies
    develop training and human resources management solutions, including
    workforce planning and succession management strategies, e-learning
    applications, traditional classroom training materials, compensation and
    performance management systems, and other customized products;
        --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.
        OPM also provides administrative support to special advisory bodies,
    including the Federal Prevailing Rate Advisory Committee, the Federal
    Salary Council, and the Presidential Advisory Committee on Expanding
    Training Opportunities.

    Oversight  OPM assesses human capital management Governmentwide and
    within agencies to gather information for policy development and program
    refinement, ensure compliance with law and regulation, and enhance
    agency capability for human resources management accountability. Agency
    accountability systems help ensure that human capital decisions are
    consistent with merit principles and that human capital strategies are
    aligned with mission accomplishment. OPM also works with agencies to
    find better and more strategic ways to manage Federal human capital.

    Workforce Diversity  OPM provides leadership, direction, and policy for
    Governmentwide affirmative recruiting programs for
    women,minorities,individuals with disabilities,and veterans.It also
    provides leadership, 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 work force, and
    prepares evaluation reports for Congress and others on individual agency
    and Governmentwide progress toward full work force representation for
    all Americans in the Federal sector.

    Other Personnel Programs  OPM coordinates the temporary assignment of
    employees between Federal agencies and State, local, and Indian tribal
    governments; institutions of higher education; and other eligible not-
    for-profit organizations for up to 2 years, for work of mutual benefit
    to the participating organizations. It administers the Presidential
    Management Intern Program, which provides 2-year, excepted appointments
    with Federal agencies to recipients of graduate degrees in appropriate
    disciplines. In addition, the Office of Personnel Management administers
    the Federal Merit System Standards, which apply to certain grant-aided
    State and local programs.

    Federal Executive Boards  Federal Executive Boards (FEB's) were
    established by Presidential memorandum on November 10, 1961, to improve
    internal Federal management practices and to provide a central focus for
    Federal participation in civic affairs in major metropolitan centers of
    Federal activity. They carry out their functions under OPM supervision
    and control.
        FEB's serve as a means for disseminating information within the

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    Federal Government and for promoting discussion of Federal policies and
    activities of importance to all Federal executives in the field. Each
    Board is composed of heads of Federal field offices in the metropolitan
    area. A Chairman is elected annually from among the membership to
    provide overall leadership to the Board's operations. Committees and
    task forces carry out interagency projects consistent with the Board's
    mission.
        Federal Executive Boards are located in 28 metropolitan areas that
    are important centers of Federal activity. These areas are: Albuquerque-
    Santa Fe, NM; Atlanta, GA; Baltimore, MD; Boston, MA; Buffalo, NY;
    Chicago, IL; Cincinnati, OH; Cleveland, OH; Dallas-Fort Worth, TX;
    Denver, CO; Detroit, MI; Honolulu, HI-Pacific; Houston, TX; Kansas City,
    MO; Los Angeles, CA; Miami, FL; New Orleans, LA; New York, NY; Newark,
    NJ; Oklahoma City, OK; Philadelphia, PA; Pittsburgh, PA; Portland, OR;
    St. Louis, MO; San Antonio, TX; San Francisco, CA; Seattle, WA; and the
    Twin Cities (Minneapolis-St. Paul, MN).
        Federal Executive Associations or Councils have been locally
    organized in approximately 65 other metropolitan areas to perform
    functions similar to the Federal Executive Boards but on a lesser scale
    of organization and activity.

    For further information, contact the Director for Federal Executive
    Board Operations, Office of Personnel Management, Room 5524, 1900 E
    Street NW., Washington, DC 20415-0001. Phone, 202-606-1000.

    Sources of Information

    Contracts  For information, contact the Chief, Contracting Division,
    Office of Personnel Management, Washington, DC 20415-0071. Phone, 202-
    606-2240. Internet, www.opm.gov/procure/index.htm.

    Employment  Information about Federal employment and current job
    openings is available from USAJobs (phone, 478-757-3000; TTY, 478-744-
    2299; Internet, www.usajobs.opm.gov). Contact information for your local
    OPM office is available in the blue pages of the phone book under U.S.
    Government, Office of Personnel Management. For information about
    employment opportunities within the Office of Personnel Management,
    contact the Director of Human Resources. Phone, 202-606-2400.
        For information about employment opportunities within the Office of
    Personnel Management, contact the Director for Human Resources. Phone,
    202-606-2400.

    Publications  The Chief, Publications Services Division, can provide
    information about Federal personnel management publications. Phone, 202-
    606-1822. Internet, http://apps.opm.gov/publications

    For further information, contact the Office of Communications, Office of
    Personnel Management, 1900 E Street NW., Washington, DC 20415-0001.
    Phone, 202-606-1800. Internet, www.opm.gov.

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