[Federal Register: April 12, 2004 (Volume 69, Number 70)]
[Notices]
[Page 19171-19176]
From the Federal Register Online via GPO Access [wais.access.gpo.gov]
[DOCID:fr12ap04-37]
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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: Comments@ed.gov. 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:
http://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: http://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