Search Results for agency_names:"Personnel Management Office"

The Office of Personnel Management (OPM) issued a final rule to change how Federal Wage System (FWS) wage area boundaries are defined, making them more similar to those used for General Schedule (GS) locality pay areas. This rule, effective October 1, 2025, and impacting about 10% of FWS employees, aims to address pay disparities by reducing the number of FWS wage areas and aligning them more closely with GS locality pay areas. It is based on recommendations from the Federal Prevailing Rate Advisory Committee (FPRAC) and is expected to result in pay increases for some workers while others may see little change or enter pay retention due to the restructuring.

The Office of Personnel Management (OPM) has issued a final rule to update how the federal government assesses the suitability and fitness of individuals for civil service positions. This rule establishes new standards and procedures for evaluating federal employees, contractors, and non-appropriated fund positions, including a shift to continuous vetting to ensure ongoing eligibility. It aims to streamline and standardize vetting processes across various federal roles, ensuring that workforce integrity and efficiency are maintained. The rule also clarifies criteria for determining unsuitable or unfit behavior, but with caution to respect individual rights under existing laws.

The Office of Personnel Management (OPM) has issued an interim final rule that allows current and former Department of Veterans Affairs (VA) employees to appeal the recoupment of awards, bonuses, or relocation expenses. This regulation, which stems from the Department of Veterans Affairs Accountability and Whistleblower Protection Act of 2017, establishes procedures for these appeals to be made to the Director of OPM if the VA requires repayment, possibly due to misconduct or errors in payment authorization. OPM's review is limited to ensuring the VA followed its recoupment policies and relevant legal procedures, without evaluating the underlying disciplinary actions. The rule aims to provide clarity and fairness in the appeal process and is open for public comment until March 17, 2025.

The Office of Personnel Management (OPM) has established a new rule about how federal agencies should use and report different types of administrative leave, known as administrative leave, investigative leave, and notice leave, as guided by the Administrative Leave Act of 2016. This rule, effective January 2025, sets guidelines on when and how these types of leave can be used, aiming to ensure they are granted responsibly and consistently across agencies. It requires careful recording and reporting of these leaves and includes guidance to help agencies maintain proper records, track leave usage effectively, and make informed decisions. The rule also emphasizes the need for agencies to act swiftly when investigating employee conduct, helping to manage costs and improve transparency.

The Office of Personnel Management (OPM) issued a final rule to include Saratoga County, New York, in the Jefferson, NY, nonappropriated fund (NAF) Federal Wage System (FWS) wage area. This change is due to one employee working in Saratoga County and aims to address the employee's pay-setting considerations. The rule is set to take effect on January 13, 2025, and OPM anticipates minimal economic impact given the small number of employees affected. The regulation was subject to review and found to have no significant economic or federalism impact and does not impose additional record-keeping requirements.

The Office of Personnel Management (OPM) is temporarily changing some rules for charities participating in the Combined Federal Campaign (CFC), the largest workplace charity campaign. For 18 months starting on December 18, 2024, OPM is easing financial audit requirements to help charities with annual revenues of $1 million or less. Charities with revenues between $750,000 and $1 million from CFC donations will have fewer stringent requirements. OPM aims to attract more charities and donors by reducing these financial hurdles.

The Office of Personnel Management announced pay adjustments for certain Federal civilian employees, effective January 2025. The changes include a 1.7% across-the-board increase in basic pay and additional locality pay increases, resulting in an overall average pay increase of 2.0%. Locality payments, which vary between 17.06% and 46.34%, apply to General Schedule employees in 58 different areas within the U.S. Adjustments also affect the Executive Schedule, Senior Executive Service, and other federal employment categories, with specific pay rate freezing measures remaining in place for certain senior political roles.

The Office of Personnel Management (OPM) and the Office of the Director of National Intelligence (ODNI) announced a Federal Personnel Vetting Core Doctrine to reform the process of vetting government employees. This document lays out the principles and priorities for evaluating the trustworthiness of federal workers, aiming to improve efficiency and promote mobility within the government workforce. The policy focuses on using risk management, data-driven improvements, and transparency to ensure fair and consistent vetting processes. The doctrine aligns with executive orders and will serve as a guide for government-wide and agency-specific policies.

The U.S. Office of Personnel Management (OPM) has issued a final rule to remove regulations related to the Federal Executive Boards (FEBs), as directed by an Executive Order from 2025 aimed at reducing federal bureaucracy. The FEBs, originally established by President Kennedy to improve government efficiency outside Washington, DC, have officially ceased operations. Property and personnel linked to the FEBs have been reallocated or notified of new procedures. The rule is effective immediately and complies with various legal requirements, although no public input was needed due to the direct presidential directive.

The Office of Personnel Management (OPM) has issued an interim final rule allowing the collection of wage data for the Federal Wage System through various methods such as phone, mail, and electronic means, rather than just in-person visits. This rule aims to provide more flexibility in gathering accurate wage data amidst challenges posed by COVID-19. The rule was implemented based on recommendations from the Federal Prevailing Rate Advisory Committee and a request from the Department of Defense. Public comments are invited on this change until March 31, 2021, but the rule is already in effect temporarily due to urgency.