OFFICE OF PERSONNEL MANAGEMENT                      637

  The Director of the Office is appointed            including orders to establish or modify
by the President with the advice and                 an agency’s ethics program;
consent of the Senate for a 5-year term,                —providing guidance on and
and is required to submit to Congress a              promoting understanding of ethical
biennial report concerning the                       standards in executive agencies through
implementation of the Director’s                     an extensive program of Government
functions and responsibilities.                      ethics advice, education, and training;
                                                        —evaluating the effectiveness of the
Activities                                           Ethics Act, the conflict of interest laws,
The chief responsibilities of the Office             and other related statutes; and
are:                                                    —recommending appropriate new
   —developing, in consultation with the             legislation or amendments.
Attorney General and the Office of
Personnel Management, rules and                      Sources of Information
regulations to be promulgated by the
President or the Director of the Office of           Electronic Access Information
Government Ethics pertaining to                      regarding Office of Government Ethics
standards of ethical conduct of executive            services and programs is available in
branch officials, public and confidential            electronic format on the Internet, at
financial disclosure of executive branch             http://www.usoge.gov/.
officials, executive agency ethics training          Publications The Office of Government
programs, and the identification and                 Ethics periodically updates its
resolution of conflicts of interest;                 publication, The Informal Advisory
   —monitoring and investigating                     Letters and Memoranda and Formal
compliance with the executive branch                 Opinions of the United States Office of
financial disclosure requirements of the             Government Ethics, available from the
Ethics in Government Act of 1978, as                 Government Printing Office. In addition,
amended;                                             the Office publishes a periodic
   —providing ethics program assistance              newsletter on Government ethics and
and information to executive branch                  has available ethics publications,
agencies through a desk officer system;              instructional videotapes, and a CD–
   —conducting periodic reviews of the               ROM. Upon request, the Office also
ethics programs of executive agencies;               provides copies of executive branch
   —ordering corrective action on the                public financial disclosure reports (SF
part of agencies and employees that the              278’s) in accordance with the Ethics Act
Director of the Office deems necessary,              and the Office’s regulations.

For further information, contact the Office of Government Ethics, Suite 500, 1201 New York Avenue NW.,
Washington, DC 20005–3917. Phone, 202–208–8000. TDD, 202–208–8025. Fax, 202–208–8037. Internet,

1900 E Street NW., Washington, DC 20415–0001
Phone, 202–606–1800

Director                                                     JANICE R. LACHANCE
Deputy Director                                              JOHN U. SEPULVEDA
Inspector General                                            PATRICK E. MCFARLAND
General Counsel                                              LORRAINE LEWIS
Director, Office of Congressional Relations                  CYNTHIA BROCK-SMITH
Director, Office of Communications                           JON-CHRISTOPHER BUA

Chief Financial Officer                                          J. GILBERT SEAUX
Chairman, Federal Prevailing Rate Advisory                       JOHN F. LEYDEN
Associate Director for Investigations Service                    RICHARD FERRIS
Associate Director for Employment Service                        MARY LOU LINDHOLM
Associate Director, Office of Merit Systems                      CAROL J. OKIN
    Oversight and Effectiveness
Associate Director for Retirement and                            WILLIAM E. FLYNN III
    Insurance Service
Associate Director, Workforce Compensation                       HENRY ROMERO
    and Performance Service
Director, Office of Human Resources and                          KIRKE HARPER, Acting
    Equal Employment Opportunity
Director, Office of Executive Resources                          K. JOYCE EDWARDS
Director, Office of Executive and Management                     BARBARA GARVIN-KESTER
Director, Office of Contracting and                              KIRKE HARPER
    Administrative Services
Director, Office of Workforce Relations                          STEVEN R. COHEN
Chief Information Technology Officer                             JANET L. BARNES
[For the Office of Personnel Management statement of organization, see the Federal Register of Jan. 5, 1979,
44 FR 1501]

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

The Office of Personnel Management                      Benefits Program or other Federal
was created as an independent                           programs. The Office keeps the Director
establishment by Reorganization Plan                    and Congress fully informed about
No. 2 of 1978 (5 U.S.C. app.), effective                problems and deficiencies in the
January 1, 1979, pursuant to Executive                  administration of agency programs and
Order 12107 of December 28, 1978.                       operations, and the necessity for
Transferred to OPM were many of the                     corrective action.
functions of the former United States
                                                        For further information, contact the Office of the
Civil Service Commission. OPM’s duties                  Inspector General. Phone, 202–606–1200.
and authority are specified in the Civil
Service Reform Act of 1978 (5 U.S.C.
Office of the Inspector General The                     Examining and Staffing The Office of
Office of the Inspector General conducts                Personnel Management is responsible for
comprehensive and independent audits,                   providing departments and agencies with
investigations, and evaluations relating to             technical assistance and guidance in
OPM programs and operations. It is                      examining competitive positions in the
responsible for administrative actions                  Federal civil service for General
against health care providers who                       Schedule grades 1 through 15 and
commit sanctionable offenses with                       Federal Wage system positions. In
respect to the Federal Employees’ Health                addition, OPM is responsible for:
     GENERAL COUNSEL                                                               INSPECTOR GENERAL

      CONGRESSIONAL                                                                  CHIEF FINANCIAL
                                            DIRECTOR                                     OFFICER

                                         DEPUTY DIRECTOR
                                                                                 FEDERAL PREVAILING RATE
                                                                                   ADVISORY COMMITTEE

    WORKFORCE            EMPLOYMENT                           INVESTIGATIONS             RETIREMENT AND
 COMPENSATION AND          SERVICE                               SERVICE               INSURANCE SERVICE

                                                                                          OFFICE OF
   EFFECTIVENESS                                                                     WORKFORCE RELATIONS

                                                             CONTRACTING AND

                       HUMAN RESOURCES
                          AND EQUAL                        EXECUTIVE RESOURCES
                         EMPLOYMENT                            MANAGEMENT
                                                                                                           OFFICE OF PERSONNEL MANAGEMENT

                                                              EXECUTIVE AND

   —providing examination services, at        development and training centers for
the request of an agency, on a                executives and managers.
reimbursable basis;                           Personnel Systems OPM provides
   —establishing basic qualification          leadership and guidance to agencies on
standards for all occupations;                systems to support the manager’s
   —certifying agency delegated               personnel management responsibilities.
examining units to conduct examining;         These include:
   —providing employment information             —white and blue collar pay systems,
for competitive service positions; and        including Senior Executive Service and
   —providing policy direction and            special occupational pay systems;
guidance on promotions, reassignments,        geographical adjustments and locality
appointments in the excepted and              payments; special rates to address
competitive services, reinstatements,         recruitment and retention problems;
temporary and term employment,                allowances and differentials, including
veterans preference, workforce                recruitment and relocation bonuses,
restructuring, career transition, and other   retention allowances, and hazardous
staffing provisions.                          duty/environmental pay; and premium
Workforce Diversity OPM provides              pay;
leadership, direction, and policy for            —annual and sick leave, court leave,
governmentwide affirmative recruiting         military leave, leave transfer and leave
programs for minorities and veterans. It      bank programs, family and medical
also provides leadership, guidance, and       leave, excused absence, holidays, and
technical assistance to promote merit         scheduling of work—including flexible
and equality in systemic workforce            and compressed work schedules;
recruitment, employment, training, and           —performance management, covering
retention. In addition, OPM gathers,          appraisal systems, performance pay and
analyzes, and maintains statistical data      awards, and incentive awards for
on the diversity of the Federal workforce,    suggestions, inventions, and special acts;
and prepares evaluation reports for              —classification policy and standards
Congress and others on individual             for agencies to determine the series and
agency and governmentwide progress            grades for Federal jobs;
toward full workforce representation for         —labor-management relations,
all Americans in the Federal sector.          including labor-management
Executive Resources OPM leads in the          partnerships and consulting with unions
selection, management, and                    on governmentwide issues;
development of Federal executives. It            —systems and techniques for resolving
administers the Senior Executive Service      disputes with employees;
program and other merit-based executive          —quality of worklife initiatives, such
personnel systems that promote the            as employee health and fitness, work
development of a corporate perspective.       and family, AIDS in the workplace, and
OPM provides policy guidance,                 employee assistance programs;
consulting services, and technical               —training and employee development,
support in such areas as recruitment,         including providing support to the
selection, succession planning, mobility      Human Resources Development Council
performance, awards, and removals. It         and the Government Performance and
reviews agency nominations for SES            Results Act (GPRA) interest group;
career appointments and administers the          —the Training Management Assistance
Qualifications Review Boards that certify     program, to help agencies design and
candidates’ executive qualifications. It      produce training systems and products,
manages SES, senior-level, and scientific     performance management systems,
and professional space allocations to         workforce productivity systems, business
agencies, administers the Presidential        process reengineering, compensation,
Rank Awards program, and conducts             and employee relations systems;
orientation sessions for newly appointed         —information systems to support and
executives. In addition, OPM manages          improve Federal personnel management
three interagency residential                 decisionmaking; and
                                      OFFICE OF PERSONNEL MANAGEMENT                        641

   —governmentwide instructions for          established by Presidential directive (a
personnel processing and recordkeeping,      memorandum for heads of Federal
and for release of personnel data under      departments and agencies dated
the Freedom of Information Act and the       November 13, 1961) to improve internal
Privacy Act.                                 Federal management practices and to
   OPM also provides administrative          provide a central focus for Federal
support to special advisory bodies,          participation in civic affairs in major
including the Federal Prevailing Rate        metropolitan centers of Federal activity.
Advisory Committee, the Federal Salary       They carry out their functions under
Council, and the National Partnership        OPM supervision and control.
Council.                                        Federal Executive Boards serve as a
Oversight OPM assesses agencies’             means for disseminating information
effectiveness in personnel management        within the Federal Government and for
at the governmentwide, agency, and           promoting discussion of Federal policies
installation levels to gather information    and activities of importance to all
for policy development and program           Federal executives in the field. Each
refinement, ensure compliance with           Board is composed of heads of Federal
personnel laws and regulations, enhance      field offices in the metropolitan area. A
agency capability for self-evaluation, and   Chairman is elected annually from
assist agencies in operating personnel       among the membership to provide
programs which effectively support           overall leadership to the Board’s
accomplishment of their primary              operations. Committees and task forces
missions. OPM also works with other          carry out interagency projects consistent
Federal agencies on demonstration            with the Board’s missions.
                                                Federal Executive Boards are located
projects to explore potential
                                             in 28 metropolitan areas that are
improvements in personnel systems and        important centers of Federal activity.
better and simpler ways to manage            These areas are: Albuquerque-Santa Fe,
Federal personnel.                           Atlanta, Baltimore, Boston, Buffalo,
Employee Benefits OPM also manages           Chicago, Cincinnati, Cleveland, Dallas-
numerous activities that directly affect     Fort Worth, Denver, Detroit, Honolulu-
the well-being of the Federal employee       Pacific, Houston, Kansas City, Los
and indirectly enhance employee              Angeles, Miami, New Orleans, New
effectiveness. These include health          York, Newark, Oklahoma City,
benefits, life insurance, and retirement     Philadelphia, Pittsburgh, Portland, St.
benefits.                                    Louis, San Antonio, San Francisco,
Other Personnel Programs OPM                 Seattle, and the Twin Cities
coordinates the temporary assignment of      (Minneapolis-St. Paul).
employees between Federal agencies              Federal Executive Associations,
and State, local, and Indian tribal          Councils, or Committees have been
governments; institutions of higher          locally organized in over 100 other
education; and other eligible                metropolitan areas to perform functions
organizations for up to 2 years, for work    similar to the Federal Executive Boards
of mutual benefit to the participating       but on a lesser scale of organization and
organizations. It administers the            activity.
Presidential Management Intern Program,      For further information, contact the Assistant for
which provides 2-year, excepted              Regional Operations, Office of Personnel
appointments with Federal agencies to        Management, Room 5H22L, 1900 E Street NW.,
recipients of graduate degrees in            Washington, DC 20415–0001. Phone, 202–606–
appropriate disciplines. In addition, the
Office of Personnel Management
administers the Federal Merit System         Sources of Information
Standards, which apply to certain grant-     Contracts Contact the Chief,
aided State and local programs.              Contracting Division, Office of Personnel
Federal Executive Boards Federal             Management, Washington, DC 20415–
Executive Boards (FEB’s) were                0001. Phone, 202–606–2240.

Employment Federal Job Information                   information about employment
Centers, located in major metropolitan               opportunities within the Office of
areas, provide Federal employment                    Personnel Management, contact the
information. To obtain the appropriate               Director for Human Resources. Phone,
telephone number, check the blue pages               202–606–2400.
under U.S. Government, Office of                     Publications The Chief, Publications
Personnel Management. Information                    Services Division, can provide
about Federal employment and current                 information about Federal personnel
job openings is also available                       management publications. Phone, 202–
electronically through the Internet, at
http://www.usajobs.opm.gov/. For

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

Suite 300, 1730 M Street NW., Washington, DC 20036–4505
Phones: Locator, 202–653–7188; Toll-free, 1–800–872–9855. Fax, 202–653–5151. Internet,

Special Counsel                                              ELAINE KAPLAN
Senior Advisor                                               CARY P. SKLAR
Deputy Special Counsel                                       TIMOTHY HANNAPEL
Associate Special Counsel for Prosecution                    WILLIAM E. REUKAUF
Associate Special Counsel for Investigation                  RUTH ROBINSON ERTEL
Associate Special Counsel for Planning and                   ERIN MCDONNELL
Director for Management                                      JOHN KELLEY
Director, Legislative and Public Affairs                     JANE MCFARLAND
Outreach Specialist                                          DEBORAH BILLET-ROUMELL

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 primary role of OSC is to protect
                                                     employees, former employees, and
The Office of Special Counsel (OSC) was              applicants for employment from
established on January 1, 1979, by                   prohibited personnel practices,
Reorganization Plan No. 2 of 1978 (5                 especially reprisal for whistleblowing. Its
U.S.C. app.). The Civil Service Reform               basic areas of statutory responsibility are:
Act of 1978 (5 U.S.C. 1101 note), which                 —receiving and investigating
became effective on January 11, 1979,                allegations of prohibited personnel
enlarged its functions and powers.                   practices and other activities prohibited
Pursuant to provisions of the                        by civil service law, rule, or regulation
Whistleblower Protection Act of 1989 (5              and, if warranted, initiating corrective or
U.S.C. 1211 et seq.), OSC functions as               disciplinary action;
an independent investigative and                        —providing a secure channel through
prosecutorial agency within the                      which information evidencing a violation
executive branch which litigates before              of any law, rule, or regulation, gross
the Merit Systems Protection Board.                  mismanagement, gross waste of funds,

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