Federal Register / Vol. 86, No. 8 / Wednesday, January 13, 2021 / Notices 2705 

1Previously, OPM was already responsible for 

issuing the standards by which candidates for the 

competitive and senior executive service were to be 

assessed for entry into the civil service, pursuant to 

the President’s statutory authority to establish the 

criteria for entry into the competitive service, and 

his delegation of that authority to OPM through the 

Civil Service Rules. 5 U.S.C. 3301, 3302; E.O. 

10577, Civil Service Rules II, and V, codified at 5 

CFR parts 2 and 5, as amended. Under President 

Clinton’s E.O. 12968 (Aug. 2, 1995), the Security 

Policy Board and successor Policy Coordinating 

Committee were responsible for recommending 

standards to the President by which eligibility for 

access to classified information was to be 

determined. With President George W. Bush’s 

promulgation of E.O. 13467, the Director of 

National Intelligence assumed that function. E.O. 

13467, and subsequent Executive Orders, have also 

made OPM responsible for issuing standards related 

to for eligibility for logical or physical access to 

Government systems and facilities; fitness for 

performing work on behalf of the Government 

under a contract; and fitness for appointment to the 

excepted service. 

museums, libraries, and related 

organizations through grant making, 

research, and policy development. Our 

vision is a nation where museums and 

libraries work together to transform the 

lives of individuals and communities. 

To learn more, visit www.imls.gov. 

II. Current Actions 

The Collections Assessment for 

Preservation (CAP) program allows a 

qualified conservator to study of all of 

a museum’s collections, buildings and 

building systems, as well as its policies 

and procedures relating to collections 

care. Participants who complete the 

program receive an assessment report 

with prioritized recommendations to 

improve collections care. The forms 

submitted for public review in this 

Notice are application forms for 

assessors and participating museums; 

pre-visit site questionnaires for 

participating museums; CAP program 

evaluation forms for participating 

museums and assessors; and program 

Outcomes Based Evaluation forms. 

Agency: Institute of Museum and 

Library Services. 

Title: IMLS Collections Assessment 

for Preservation Forms. 

OMB Control Number: 3137–NEW. 

Agency Number: 3137. 

Respondents/Affected Public: 

Museum professionals and professional 

conservators. 

Total Estimated Number of Annual 

Respondents: TBD. 

Frequency of Response: TBD. 

Average Minutes per Response: TBD. 

Total Estimated Number of Annual 

Burden Hours: TBD. 

Cost Burden (dollars): TBD. 

Public Comments Invited: Comments 

submitted in response to this Notice 

will be summarized and/or included in 

the request for OMB’s clearance of this 

information collection. 

Dated: January 8, 2021. 

Kim Miller, 

Senior Grants Management Specialist, 

Institute of Museum and Library Services. 

[FR Doc. 2021–00548 Filed 1–12–21; 8:45 am] 

BILLING CODE 7036–01–P 

NUCLEAR REGULATORY 

COMMISSION 

[Docket No. 30–10716; NRC–2020–0214] 

Sigma-Aldrich Company; Fort Mims 

Site 

Correction 

In notice document 2020–28065 

appearing on pages 83109–83111 in the 

issue of Monday, December 21, 2020, 

make the following correction: 

(1) On page 83109, in the first 

column, in the DATES section, change 

‘‘January 20, 2021’’ to read ‘‘January 21, 

2021.’’ 

[FR Doc. C1–2020–28065 Filed 1–12–21; 8:45 am] 

BILLING CODE 1301–00–D 

OFFICE OF PERSONNEL 

MANAGEMENT 

Federal Personnel Vetting Core 

Doctrine 

AGENCY: Office of Personnel 

Management (OPM) and Office of the 

Director of National Intelligence (ODNI). 

ACTION: General statement of policy. 

SUMMARY: This action by the Acting 

OPM Director in the capacity as the 

Suitability and Credentialing Executive 

Agent, in consultation with the Director 

of National Intelligence (DNI) in the 

capacity as the Security Executive 

Agent, establishes a Federal Personnel 

Vetting Core Doctrine to guide 

transformative efforts to reform the U.S. 

Government personnel security vetting 

processes. This policy statement is 

consistent with direction established by 

the President in an Executive order 

entitled Reforming Processes Related to 

Suitability for Government Employment, 

Fitness for Contractor Employees, and 

Eligibility for Access to Classified 

National Security Information, 

mandating the Executive Agents to 

align, to the greatest extent practicable, 

the Federal workforce vetting processes 

to promote mobility, improve 

efficiencies and move towards an 

enhanced risk management approach. 

With the issuance of this general 

statement of policy, the Federal 

Personnel Vetting Core Doctrine 

establishes the philosophy for the 

Government’s personnel vetting 

program and will guide development of 

Government-wide and agency policy. 

This Core Doctrine defines the 

personnel vetting mission, its guiding 

principles, key supporting processes, 

and policy priorities. 

DATES: Comments must be received on 

or before February 12, 2021. 

ADDRESSES: You may submit comments, 

identified by the docket number or 

Regulation Identifier Number (Z–RIN) 

for this document, by any of the 

following methods: 

• Federal eRulemaking Portal: http:// 

www.regulations.gov. Follow the 

instructions for sending comments. 

All submissions received must 

include the agency name and docket 

number or RIN (RIN 3206–ZA02, 

October 2020) for this document. The 

general policy for comments and other 

submissions from members of the public 

is to make these submissions available 

for public viewing at http://

www.regulations.gov as they are 

received without change, including any 

personal identifiers or contact 

information. OPM will prepare and post 

a public response to major concerns 

raised in the comments, as appropriate, 

on its guidance Web portal, either before 

or when the guidance document is 

finalized and issued. 

FOR FURTHER INFORMATION CONTACT: 

Dorianna Rice at Suitability Executive 

Agent Programs, OPM, SuitEA@opm.gov 

or (202) 606–8460 and/or National 

Counterintelligence and Security 

Center, ODNI, at SecEA@dni.gov. 

SUPPLEMENTARY INFORMATION: 

Authority for This Action 

Executive Order 13467, Reforming 

Processes Related to Suitability for 

Government Employment, Fitness for 

Contractor Employees, and Eligibility 

for Access to Classified National 

Security Information (June 30, 2008), as 

amended, established the DNI as the 

Security Executive Agent and the 

Director of OPM as the Suitability & 

Credentialing Executive Agent.1 ODNI 

and OPM are the primary entities 

responsible for policy and oversight of 

the Federal Government’s personnel 

vetting process. The ODNI and OPM are 

issuing this general statement of policy 

to inform Federal agencies and the 

public of a new framework designed to 

guide the fundamental transformation of 

the Federal Government’s personnel 

vetting process. All other applicable 

authorities are cited within the body of 

the general statement of policy below. 5 

U.S.C. 552(a)(1)(D) provides that 

agencies publish their general 

2706 Federal Register / Vol. 86, No. 8 / Wednesday, January 13, 2021 / Notices 

2The nature of the trust determination depends 

on the legal requirements for each vetting program. 

Thus for suitability and fitness determinations the 

trust consideration is to ensure that admission into 

the Civil Service will ‘‘best promote the efficiency 

of that service,’’ by ascertaining ‘‘the fitness of 

applicants . . . as to character . . . for the 

employment sought’’ (5 U.S.C. 3301); for national 

security eligibility the trust consideration is to 

ensure that eligibility is ‘‘clearly consistent with the 

national security interests of the United States,’’ 

where adjudication of past conduct ‘‘is only an 

attempt to predict . . . possible future behavior’’ 

and ‘‘does not equate with passing judgment upon 

the individual’s character.’’ (E.O. 12968, sec. 3.1; 

Dep’t of the Navy v. Egan, 484 U.S. 518, 528 (1988)). 

3See https://www.performance.gov/CAP/action_

plans/july_2020_Security_Suitability.pdf. For the 

first time since August 2014, the background 

investigation case inventory has returned to a stable 

state of approximately 200,000 cases, from a high 

of 725,000 cases. The success of Phase One is the 

result of concerted efforts, including policy changes 

issued by ODNI and OPM as the Executive Agents 

for personnel vetting, and internal process 

improvements made by the National Background 

Investigations Bureau (formerly a division of OPM), 

and its successor, the Defense Counterintelligence 

and Security Agency (DCSA). 

statements of policy in the Federal 

Register for the guidance of the public. 

The contents of this document do not 

have the force and effect of law and are 

not meant to bind the public in any 

way, except as authorized by law or 

incorporated into a contract. This 

document is intended to provide clarity 

to the public regarding existing 

requirements under the law or agency 

policies and to inform agencies of the 

framework that will guide their 

implementation of existing legal 

requirements, and any new 

requirements that are adopted. This 

document was created to explain to 

agencies the underlying philosophies 

that should animate the implementation 

of their responsibilities with respect to 

adjudicating suitability or fitness, 

eligibility to hold a position that is 

national security sensitive, and 

eligibility for logical or physical access 

to agency systems or facilities. 

Regulatory Impact 

Executive Orders 13563 and 12866 

direct agencies to assess all costs and 

benefits of available regulatory 

alternatives and, if regulation is 

necessary, to select regulatory 

approaches that maximize net benefits 

(including potential economic, 

environmental, public health and safety 

effects, distributive impacts, and 

equity). Executive Order 13563 

emphasizes the importance of 

quantifying both costs and benefits, of 

reducing costs, of harmonizing rules, 

and of promoting flexibility. This 

guidance has been reviewed by OMB 

and designated a ‘‘significant regulatory 

action,’’ under Executive Order 12866. 

However, it is not economically 

significant. 

Promoting International Regulatory 

Cooperation 

As required by Executive Orders 

13891 and 13609, OPM and ODNI have 

concluded that this guidance document 

is not a significant regulation having 

significant international impacts. 

Reducing Regulation and Controlling 

Regulatory Costs 

This guidance is not expected to be 

subject to the requirements of E.O. 

13771(82 FR 9339, February 3, 2017) 

because it is expected to impose no 

more than de minimis costs. 

Regulatory Flexibility Act 

OPM and ODNI certify that this 

guidance document will not have a 

significant economic impact on a 

substantial number of small entities 

because it will apply only to Federal 

agencies. 

Unfunded Mandates Act of 1995 

This guidance will not result in the 

expenditure by state, local, and tribal 

governments, in the aggregate, or by the 

private sector, of $100 million or more 

in any year and it will not significantly 

or uniquely affect small governments. 

Therefore, no actions were deemed 

necessary under the provisions of the 

Unfunded Mandates Reform Act of 

1995. 

Congressional Review Act 

The Congressional Review Act (5 

U.S.C. 801 et seq.) requires rules (as 

defined in 5 U.S.C. 804) to be submitted 

to Congress before taking effect. OPM 

will submit to Congress and the 

Comptroller General of the United 

States a report regarding the issuance of 

this action before its effective date, as 

required by 5 U.S.C. 801. This action is 

not major as defined by the 

Congressional Review Act (CRA) (5 

U.S.C. 804). 

Paperwork Reduction Act 

This guidance does not impose any 

new reporting or record-keeping 

requirements subject to the Paperwork 

Reduction Act. 

I. Background: Trusted Workforce 2.0 

Effective Government operations 

require that the Federal Government’s 

workforce be trusted to deliver on the 

mission, provide excellent service, and 

demonstrate effective stewardship of 

taxpayer funds. Recognizing that 

establishing and maintaining trust 2 is 

the core goal of the Federal personnel 

vetting program, the Security Executive 

Agent and the Suitability and 

Credentialing Executive Agent in 

coordination and consultation with the 

Under Secretary of Defense for 

Intelligence and Security (USD(I&S)) 

and the Deputy Director for 

Management of OMB, in their roles as 

Principal Members of the Security, 

Suitability and Credentialing 

Performance Accountability Council 

(PAC), have initiated the ‘‘Trusted 

Workforce 2.0’’ (TW 2.0) 

transformational efforts to provide a 

roadmap for reformed and innovative 

Federal personnel vetting. 

In March 2018, ODNI and OPM 

launched the TW 2.0 effort, in 

consultation with other agencies across 

the U.S. Government, to fundamentally 

overhaul the Federal personnel vetting 

process. The effort was organized into 

two phases. Phase One was designed to 

reduce and eliminate the then extant 

background investigation inventory,3

which had grown substantially due to a 

confluence of prior events, while Phase 

Two sought to establish a new 

Government-wide approach to 

personnel vetting. This general 

statement of policy addresses Phase 

Two of TW 2.0. 

II. Discussion of the Policy 

With the issuance of this General 

Policy Statement, the Federal Personnel 

Vetting Core Doctrine establishes the 

philosophy of the Government’s 

personnel vetting program and will 

guide development of Government-wide 

and agency policy. This Core Doctrine 

defines the personnel vetting mission, 

its guiding principles, key supporting 

processes, and policy priorities. 

After the issuance of this Federal 

Personnel Vetting Core Doctrine, the 

next steps involve consulting with 

Federal agencies through interagency 

processes to refine and begin issuing 

and implementing the policies across 

the Federal Government to bring about 

change. In the coming months, ODNI 

and OPM anticipate several Executive 

Branch policies to be issued that will 

provide high-level direction, establish 

an aggressive path forward, and outline 

immediate steps to bridge to the future 

state. Public participation will be 

provided through applicable statutory 

procedures, such as notice-andcomment rulemaking under the 

Administrative Procedure Act for 

substantive rules, and 60-day and 30- 

day notices under the Paperwork 

Reduction Act for information 

collections. 

Federal Register / Vol. 86, No. 8 / Wednesday, January 13, 2021 / Notices 2707 

4Per Executive Order 13467, as amended, the 

Director of OPM is the Suitability and Credentialing 

Executive Agent and the Director of National 

Intelligence is the Security Executive Agent. 

Federal Personnel Vetting Core Doctrine 

RIN 3206–ZA02, October 2020 

I. Overview 

This Federal Personnel Vetting Core 

Doctrine (Core Doctrine) sets forth the 

defining elements of a successful 

program for vetting the individuals who 

make up a trusted Federal workforce. It 

provides the philosophy for and guides 

all personnel vetting policy, including 

all Executive Branch-wide and agencyspecific policy and procedures. The 

Executive Agents will review the Core 

Doctrine regularly, at least every five 

years, to ensure it is current and that 

Federal personnel vetting business 

operations at all times further the 

principles, outcomes, and management 

and policy priorities set forth herein. 

Department and agency heads should 

review their departmental and agency 

policies and procedures periodically to 

ensure those policies and procedures 

further the principles, outcomes, and 

management and policy priorities set 

forth herein. 

The contents of this document do not 

have the force and effect of law and are 

not meant to bind the public in any 

way, except as authorized by law or 

incorporated into a contract. This 

document is intended only to provide 

clarity to the public regarding existing 

requirements under the law or agency 

policies and guidance to Federal 

agencies implementing the legal 

requirements relating to Federal vetting 

processes. The guidance is not intended 

to revise or replace any previously 

issued guidance. 

II. Authorities 

This Core Doctrine is issued by the 

Security Executive Agent and the 

Suitability & Credentialing Executive 

Agents 4 pursuant to the following 

authorities: 

A. 50 U.S.C. 3341 and 3352a. 

B. 5 U.S.C. 1103, 1104, 3301, 7301, 

and 11001. 

C. E.O. 12968, Access to Classified 

Information (August 2, 1995), as 

amended. 

D. Homeland Security Presidential 

Directive 12, Policy for a Common 

Identification Standard for Federal 

Employees and Contractors (August 27, 

2004). 

E. E.O. 13467, Reforming Processes 

Related to Suitability for Government 

Employment, Fitness for Contractor 

Employees, and Eligibility for Access to 

Classified National Security Information 

(June 30, 2008), as amended. 

F. E.O. 13488, Granting Reciprocity on 

Excepted Service and Federal 

Contractor Employee Fitness and 

Reinvestigating Individuals in Positions 

of Public Trust (January 16, 2009), as 

amended. 

G. Civil Service Rules II, V, and VI, 

codified in 5 CFR parts 2, 5, and 6. 

H. Office of Management and Budget 

Circular No. A–123, Management’s 

Responsibility for Enterprise Risk 

Management and Internal Control. 

III. Good Governance 

Governance structures exist to 

promote efficient and effective 

personnel vetting outcomes and 

facilitate accountability to the President; 

responsiveness to Congress; and 

transparency, to the extent possible, 

consistent with the underlying mission, 

to the workforce, the public, and other 

stakeholders. Every member of the 

trusted Federal workforce has a shared 

responsibility for the successful 

outcomes of the Federal personnel 

vetting programs. The Federal personnel 

vetting governance framework is set 

forth in E.O. 13467, as amended, which 

assigns the following entities key 

governance roles and responsibilities: 

A. The Security Executive Agent and 

the Suitability & Credentialing 

Executive Agent. 

B. The Security, Suitability, and 

Credentialing Performance 

Accountability Council (PAC). 

C. Department and agency heads. 

D. Authorized personnel vetting 

investigative service providers (ISP). 

IV. Personnel Vetting Principles 

The overarching principles applicable 

to the Federal personnel vetting 

enterprise are intended to reflect the 

nation’s security and personnel 

priorities. The following principles are 

common to every aspect of personnel 

vetting and are the benchmark for 

successful personnel vetting operations: 

A. Consistent, Cogent, and OutcomeBased Policy Hierarchy. Policy that is 

informed by this Core Doctrine, 

including specific guidelines that are 

outcome-based, as appropriate, and 

corresponding standards and 

appendices that provide information 

sources, methods, and implementation 

guidance. 

B. Holistic Risk Management for 

Federal Personnel Vetting. Assessment 

of potential threats and vulnerabilities 

presented by those who are currently or 

would be trusted insiders throughout 

the Government to manage risk to 

people, property, information, and 

mission. Personnel vetting is one of 

multiple areas where risk is managed in 

the Government. 

C. Government-Wide Solutions. 

Providing Government-wide policy 

mechanisms, information technology 

shared services, shared services for 

business functions, and Governmentwide regulatory tools whenever 

possible. 

D. Continuous Data-Driven 

Improvements. Continuous performance 

improvements that support data-driven 

policy decisions, integration of 

innovations and emerging technologies; 

and remedial action and resolution for 

when adverse events or other program 

failures occur. 

E. Lawful, Fair, and Effective 

Outcomes. Consistent and equitable 

treatment of individuals through 

adherence to legal obligations and 

protections, including privacy, 

procedural, and constitutional rights, as 

appropriate, promotes protection of 

national security; protection of 

Government personnel, property, 

information and systems; and the 

efficiency and integrity of the civil 

service. 

F. Open Government. Transparency of 

the Federal personnel vetting program 

to the Federal workforce, the public, 

and Congress, consistent with 

applicable privileges or statutory 

limitations on disclosure (e.g., national 

security needs, classified information 

protection, controlled unclassified 

information (CUI), and other privileges 

such as the deliberative process 

privilege). 

G. Culture of Shared Responsibility. A 

collective environment built upon 

mutual goals, effective training, 

appropriate behavior, and shared 

expectations and obligations by all 

stakeholders. 

V. Personnel Vetting Outcomes 

The Federal Government must 

effectively optimize the resources, 

information, and technology to support 

the goal of a trusted workforce to 

conduct the business of the Federal 

Government. Personnel vetting assesses 

the trustworthiness of individuals based 

on the core characteristics to protect 

people, property, information, and 

mission, as they relate to the particular 

purpose. Personnel vetting is successful 

when it: 

A. Provides a trusted workforce based 

on an evaluation of conduct, integrity, 

judgment, loyalty, and reliability. 

B. Consistently results in efficient, 

effective, and timely trust 

determinations, regardless of vetting 

domain, while complying with 

applicable law. 

C. Produces timely, comprehensive, 

and appropriate organizational response 

to adverse events. 

2708 Federal Register / Vol. 86, No. 8 / Wednesday, January 13, 2021 / Notices 

D. Quickly identifies and 

appropriately addresses issues that may 

adversely affect the trust determinations 

of individuals. 

E. Promotes mobility of individuals 

between and within Federal agencies 

and Government contractors and 

enables efficient re-entry to Federal 

service from the private sector. Mobility 

is enhanced by efficient transfer of trust 

determinations and reciprocity between 

departments and agencies, and across 

roles for individuals who work for or on 

behalf of the Federal Government. 

F. Inspires the public’s confidence in 

a trusted Federal workforce and the 

wise stewardship of public resources. 

G. Employs continuous data-driven 

performance improvement and 

outcome-based metrics. 

H. Leverages research and innovation 

capabilities to advance the Federal 

personnel vetting mission and increase 

the effectiveness of decision-making. 

I. Uses data-driven analytics, as 

appropriate, to improve decisionmaking regarding Federal policies, 

processes, resources, personnel, and 

programs. 

VI. Policy Priorities 

The success of the Government’s 

personnel vetting program depends on 

thoughtful, complete, and supportable 

articulation of policy goals. Department 

and agency personnel achieve policy 

goals if they are clear and consistent. 

For policy priorities to be successful: 

A. All personnel vetting policy is 

integrated and aligned within a unified 

policy framework that is consistent with 

applicable law. The personnel vetting 

policy framework includes issuance of 

guidelines, that describe the successful 

outcomes that are intended, and those 

outcomes are achieved through detailed 

compliance criteria (issued in 

‘‘standards’’). 

B. Policy is reviewed regularly to 

determine whether it remains consistent 

with law, still aligns with mission 

needs, is supported by current data, and 

responds to societal or other relevant 

changes, including emerging threats, to 

achieve its intended purpose. 

C. Policy guides process and 

methodology and permits appropriate 

flexibility in the choice of methodology 

by agency practitioners charged with 

implementing it. 

D. Policy drives the integration of 

business processes and capabilities for 

efficient and effective management of 

personnel vetting. 

E. Policy promotes and enables multidirectional information-sharing to the 

greatest extent practical among 

personnel working in federal employee 

and contractor vetting, human 

resources, insider threat, military 

accessions, and complementary mission 

areas to identify risks in a timely 

manner, reduce waste, improve quality, 

increase effectiveness, and maximize 

efficiency. 

F. Policy focuses on gathering and 

sharing all relevant information about 

an individual in a timely and efficient 

manner to identify the extent to which 

the individual exhibits the 

characteristics of a person who can be 

trusted to protect people, property, 

information, and mission, as 

appropriate under the relevant 

adjudicative standards. 

G. Policy clearly describes the 

characteristics of a trusted person so 

that criteria are applied consistently, to 

the extent possible, across all vetting 

domains, resulting in basic trust 

determinations that are uniform across 

all agencies, and allowing for additional 

agency- or position-specific criteria to 

be applied only when necessary to meet 

unique needs of that agency or position. 

H. Personnel vetting policy guidelines 

informed by this Core Doctrine are 

issued by the Executive Agents. 

Authority to issue standards and their 

appendices may be delegated by the 

Executive Agents pursuant to their 

respective authorities. 

I. Departments and agencies must 

ensure that their policy is consistent 

with the Federal personnel vetting 

policy framework. 

J. Departments and agencies must 

ensure sufficient funding and resources 

are dedicated in support of the 

personnel vetting mission. 

VII. Risk Management 

Risk is unavoidable when realizing an 

organization’s objectives, and all 

governmental activities involve 

managing risk, including preventing, 

detecting, and mitigating both human 

and enterprise risk. Federal personnel 

vetting is one of multiple ways that the 

Government manages human risk; 

others include insider threat programs, 

human resources programs, drug testing, 

etc. Personnel vetting risk management 

is successful when: 

A. It is applied both throughout the 

end-to-end process and at all levels of 

vetting to reduce risk to people, 

property, information, and mission. 

B. It uses a layered risk management 

approach that (1) uses deterrence and 

remediates vulnerabilities and (2) takes 

into account enterprise risk 

management and human risk 

management in the development of 

policy and in the design and operation 

of government-wide and agency 

personnel vetting programs that 

implement the policy. 

C. Personnel vetting integrates 

information from entities with 

complementary missions that also 

manage personnel risk (e.g., insider 

threat programs, counterintelligence, 

human resources programs). 

D. A senior agency official is assigned 

with the responsibilities to oversee the 

management of an effective personnel 

vetting program. 

VIII. Information Management 

Obtaining and using information 

about an individual to make a trust 

determination, whether obtained from 

internal agency or external Government 

and non-government sources, must meet 

the specific purpose as defined in the 

personnel vetting program. When 

gathering information departments and 

agencies must take into account the 

privacy and other legal rights of the 

individual. Properly managing and 

safeguarding information is essential to 

good government, maintaining the trust 

of the public and the workforce, and the 

quality and effectiveness of operations. 

For information management to be 

successful, Federal departments and 

agencies must ensure that: 

A. Information used to make trust 

determinations and manage risk is 

accurate, relevant, timely, and as 

complete as is reasonably necessary to 

assure fairness to the individual. 

B. Information collection is not 

unduly intrusive and is appropriately 

tailored to the purposes for which it is 

collected. 

C. Information collection and 

management practices do not adversely 

affect, and are designed to promote, the 

Government’s ability to attract talented 

and trustworthy individuals to public 

service and service to Government 

under contracts. 

D. Vetting practitioners are engaged 

with individuals during the entire 

vetting process to collect information, 

resolve derogatory information, improve 

transparency, and cultivate effective 

two-way communication between the 

individual and the Government. Trusted 

insiders and the Government share 

responsibility for maintaining complete, 

accurate, and relevant information as 

part of an individual’s personnel 

E. Vetting record. 

F. A trained and vetted staff is 

accountable for the protection of 

information, including information 

shared by complementary missions. 

G. Mechanisms are in place to 

safeguard personnel vetting sources and 

methods, and to protect the collection, 

use, dissemination, and retention of 

information. 

H. Efficiencies are maximized in the 

collection, use, dissemination, and 

Federal Register / Vol. 86, No. 8 / Wednesday, January 13, 2021 / Notices 2709 

retention of information across 

Government when there is cooperation 

and timely sharing of relevant 

information among complementary 

missions both between and within 

departments and agencies. 

I. A risk-based approach is used to 

identify and detect potential 

vulnerabilities and threats early in the 

process and undertake risk mitigation 

throughout the process to lessen or 

prevent the impact to people, property, 

information, and mission. 

IX. Information Technology 

Successfully vetting a trusted 

workforce and protecting personal data 

requires effective, secure, and 

innovative technology and the ability to 

integrate newer and better technology as 

it becomes available. Combating cyber 

threats, complying with data protection 

requirements, and managing 

information are integral to the vetting 

process. The successful execution of the 

Federal personnel vetting mission 

requires that Federal agencies ensure: 

A. Security principles are embedded 

in all information technology (IT) 

systems in accordance with applicable 

law, E.O.s, rules, and regulations. 

B. Development efforts incorporate 

government-wide guidance that adopts 

private sector best practices for the agile 

and iterative development and delivery 

of new or modified IT systems and 

capabilities. 

C. Cutting-edge technologies are 

adopted to improve both quality and 

timeliness of personnel vetting, while 

outdated and legacy IT capabilities are 

decommissioned. 

D. Federal IT shared services are used 

to maximize return on investment, 

reduce duplication, and improve 

effectiveness. 

X. Awareness and Organizational 

Culture 

A Federal trusted workforce requires 

that all levels of the Federal 

Government use good risk management 

techniques and promote an effective 

security posture. A strong culture of 

personal accountability and 

understanding potential risks allows the 

personnel vetting mission to effectively 

function. To achieve this organizational 

culture: 

A. All members of the trusted 

workforce must understand their role 

and take personal ownership of their 

responsibilities in the success of the 

overall personnel vetting enterprise. 

B. All members of the trusted 

workforce must understand, support, 

and execute the responsibilities that 

accompany a favorable trust 

determination. 

Alexys Stanley, 

Regulatory Affairs Analyst. 

[FR Doc. 2021–00547 Filed 1–12–21; 8:45 am] 

BILLING CODE 6325–53–P 

OFFICE OF PERSONNEL 

MANAGEMENT 

Federal Prevailing Rate Advisory 

Committee; Virtual Public Meeting 

AGENCY: Office of Personnel 

Management. 

ACTION: Notice. 

SUMMARY: According to the provisions of 

section 10 of the Federal Advisory 

Committee Act, notice is hereby given 

that a virtual meeting via teleconference 

of the Federal Prevailing Rate Advisory 

Committee will be held on Thursday, 

February 18, 2021. There will be no inperson gathering for this meeting. 

DATES: The virtual meeting will be held 

on February 18, 2021, beginning at 

10:00 a.m. (EST). 

ADDRESSES: The meeting will convene 

virtually. 

FOR FURTHER INFORMATION CONTACT: Ana 

Paunoiu, 202–606–2858, or email payleave-policy@opm.gov. 

SUPPLEMENTARY INFORMATION: The 

Federal Prevailing Rate Advisory 

Committee is composed of a Chair, five 

representatives from labor unions 

holding exclusive bargaining rights for 

Federal prevailing rate employees, and 

five representatives from Federal 

agencies. Entitlement to membership on 

the Committee is provided for in 5 

U.S.C. 5347. 

The Committee’s primary 

responsibility is to review the Prevailing 

Rate System and other matters pertinent 

to establishing prevailing rates under 

subchapter IV, chapter 53, 5 U.S.C., as 

amended, and from time to time advise 

the Office of Personnel Management. 

Annually, the Chair compiles a report 

of pay issues discussed and concluded 

recommendations. These reports are 

available to the public. Reports for 

calendar years 2008 to 2019 are posted 

at http://www.opm.gov/fprac. Previous 

reports are also available, upon written 

request to the Committee. 

The public is invited to submit 

material in writing to the Chair on 

Federal Wage System pay matters felt to 

be deserving of the Committee’s 

attention. Additional information on 

these meetings may be obtained by 

contacting the Committee at Office of 

Personnel Management, Federal 

Prevailing Rate Advisory Committee, 

Room 7H31, 1900 E Street NW, 

Washington, DC 20415, (202) 606–2858. 

This meeting is open to the public, 

with an audio option for listening. This 

notice sets forth the agenda for the 

meeting and the participation 

guidelines. 

Meeting Agenda. The tentative agenda 

for this meeting includes the following 

Federal Wage System items: 

• The definition of Monroe County, PA 

• The definition of San Joaquin County, 

CA 

• The definition of the SalinasMonterey, CA, wage area 

• The definition of the Puerto Rico 

wage area 

• Prevailing Rate Advisory Committee 

Annual Summary for 2020 

Public Participation: The February 18, 

2021, meeting of the Federal Prevailing 

Rate Advisory Committee is open to the 

public through advance registration. 

Public participation is available for the 

teleconference by audio access only. All 

individuals who plan to attend the 

virtual public meeting to listen must 

register by sending an email to payleave-policy@opm.gov with the subject 

line ‘‘February 18 FPRAC Meeting’’ no 

later than Tuesday, February 16, 2021. 

The following information must be 

provided when registering: 

• Name. 

• Agency and duty station. 

• Email address. 

• Your topic of interest. 

Members of the press, in addition to 

registering for this event, must also 

RSVP to media@opm.gov by February 

16, 2021. 

A confirmation email will be sent 

upon receipt of the registration. Audio 

teleconference information for 

participation will be sent to registrants 

the morning of the virtual meeting. 

Office of Personnel Management. 

Alexys Stanley, 

Regulatory Affairs Analyst. 

[FR Doc. 2021–00466 Filed 1–12–21; 8:45 am] 

BILLING CODE P 

POSTAL SERVICE 

Privacy Act; System of Records 

AGENCY: Postal ServiceTM. 

ACTION: Notice of new system of records. 

SUMMARY: The United States Postal 

ServiceTM (USPSTM) is proposing to 

create a new Customer Privacy Act 

System of Records (SOR) to support the 

implementation of enhanced scanning 

functionality at the USPS Mail Recovery 

Center (MRC) in order to improve the 

customer experience. The new SOR will