Federal Register / Vol. 71, No. 233 / Tuesday, December 5, 2006 / Notices 70569 

consideration (NSHC): Yes. An 

individual 14-day Notice of 

Consideration of Issuance of 

Amendment to Facility Operating 

License was published on October 27, 

2006 (71 FR 63040) in the Federal 

Register. The notice provided an 

opportunity to submit comments on the 

Commission’s proposed NSHC 

determination. No comments have been 

received. The notice also provided an 

opportunity to request a hearing by 

December 26, 2006, but indicated that if 

the Commission makes a final NSHC 

determination, any such hearing would 

take place after issuance of the 

amendment. 

The November 2, 2006, supplemental 

letter provided additional information 

that clarified the application, and did 

not expand the scope of the application 

as originally noticed. 

The Commission’s related evaluation 

of the amendment, finding of exigent 

circumstances, state consultation, and 

final NSHC determination are contained 

in a safety evaluation dated November 

15, 2006. 

Attorney for licensee: Richard F. 

Locke, Esq., Pacific Gas and Electric 

Company, P.O. Box 7442, San 

Francisco, California 94120 

NRC Branch Chief: David Terao 

Dated at Rockville, Maryland, this 22nd 

day of November 2006. 

For the Nuclear Regulatory Commission. 

Catherine Haney, 

Director, Division of Operating Reactor 

Licensing, Office of Nuclear Reactor 

Regulation. 

[FR Doc. E6–20329 Filed 12–4–06; 8:45 am] 

BILLING CODE 7590–01–P 

NUCLEAR WASTE TECHNICAL 

REVIEW BOARD 

No Fear Act Notice 

On May 15, 2002, Congress enacted 

the ‘‘Notification and Federal Employee 

Antidiscrimination and Retaliation Act 

of 2002,’’ which is now known as the 

No FEAR Act. One purpose of the act is 

to ‘‘require that Federal agencies be 

accountable for violations of 

antidiscrimination and whistleblower 

protection laws’’ (Pub. L. 107–174, 

Summary). In support of this objective, 

Congress found that ‘‘agencies cannot be 

run effectively if those agencies practice 

or tolerate discrimination,’’ Public Law 

107–174, Title I, General Provisions, 

section 101(1). 

The Act requires the U.S. Nuclear 

Waste Technical Review Board (Board) 

to provide this notice to Board 

employees, former Board employees, 

and applicants for Board employment to 

inform them of their rights and 

protections under Federal 

antidiscrimination and whistleblower 

protection laws. 

Antidiscrimination Laws/Bases for 

Complaints or Grievances 

The Board cannot discriminate on the 

basis of race, color, religion, sex, 

national origin, age, disability, marital 

status, or political affiliation against an 

employee or applicant for employment 

related to the terms, conditions, or 

privileges of employment. 

Discrimination on these bases is 

prohibited by one or more of the 

following statutes: 5 U.S.C. 2302(b)(1); 

29 U.S.C. 206(d); 29 U.S.C. 631; 29 

U.S.C. 633a; 29 U.S.C. 791; and 42 

U.S.C. 2000e–16. 

If you believe that you have been the 

victim of unlawful discrimination on 

the basis of race, color, religion, sex, 

national origin or disability, you must 

contact an Equal Employment 

Opportunity (EEO) counselor at General 

Services Administration within 45 

calendar days of the alleged 

discriminatory action, or, in the case of 

a personnel action, within 45 calendar 

days of the effective date of the action, 

before filing a formal complaint of 

discrimination with the Board (See, e.g., 

29 CFR 1614). If you believe that you 

have been the victim of unlawful 

discrimination on the basis of age, you 

must either (1) contact an EEO 

counselor as noted above or (2) give 

notice of intent to sue to the Equal 

Employment Opportunity commission 

(EEOC) within 180 calendar days of the 

alleged discriminatory action. If you are 

alleging discrimination bases on marital 

status or political affiliation, you may 

file a written complaint with the U.S. 

Office of Special Counsel (OSC) (see 

contact information below). As an 

alternative (or in some cases, in 

addition), you may pursue a 

discrimination complaint by filing a 

grievance through the Board’s 

Administrative Grievance Procedure or 

29 CFR part 1614, if such procedures 

apply and are available. 

Whistleblower Protection Laws 

A Board employee with authority to 

take, direct others to take, recommend 

or approve any personnel action must 

not use that authority to take, threaten 

to take, or fail to take a personnel action 

against an employee or applicant 

because of disclosure of information by 

that individual that is reasonably 

believed to evidence violations of law, 

rule, or regulation; gross 

mismanagement; gross waste of funds; 

an abuse of authority; or a substantial 

and specific danger to public health or 

safety; unless disclosure of such 

information is specifically prohibited by 

law and such information is specifically 

required by Executive Order to be kept 

secret in the interest of national defense 

or the conduct of foreign affairs. 

Retaliation against an employee or 

applicant for making a protected 

disclosure is prohibited by 5 U.S.C. 

2302(b)(8). If you believe that you have 

been the victim of whistleblower 

retaliation, you may file a written 

complaint (Form OSC–11) with the U.S. 

Office of Special Counsel (OSC) at 1730 

M Street, NW., Suite 218, Washington, 

DC 20036–4505 or online through the 

OSC Web site at http://www.osc.gov. 

Retaliation for Engaging in Protected 

Activity 

The Board cannot retaliate against an 

employee or applicant because that 

individual exercises his or her rights 

under any of the Federal 

antidiscrimination or whistleblower 

protection laws listed above. If you 

believe that you are the victim of 

retaliation for engaging in protected 

activity, you must follow, as 

appropriate, the procedures described in 

the Antidiscrimination Laws and 

Whistleblower Protection Laws or, if 

applicable, the Board’s Administrative 

Grievance Procedure in order to pursue 

any legal remedy. 

Disciplinary Actions 

Under existing laws, the Board retains 

the right, where appropriate, to 

discipline an employee for conduct that 

is inconsistent with Federal 

Antidiscrimination and Whistleblower 

Protection Laws up to and including 

removal. If, however, OSC has initiated 

an investigation under 5 U.S.C. 1214, 

according to 5 U.S.C. 1214(f), the Board 

must seek approval from the Special 

Counsel to discipline an employee for, 

among other activities, engaging in 

prohibited retaliation. Nothing in the No 

FEAR Act alters existing laws or permits 

the Board to take unfounded 

disciplinary action against a Federal 

employee or to violate the procedural 

rights of a Federal employee who has 

been accused of discrimination. 

Additional Information 

For further information regarding the 

No FEAR Act regulations, refer to 5 CFR 

part 724. Additional information 

regarding Federal antidiscrimination, 

whistleblower protection and retaliation 

laws can be found at the EEOC Web site 

at http://www.eeoc.gov and the OSC 

Web site at http://www.osc.gov. 


ycherry on PROD1PC64 with NOTICES
70570 Federal Register / Vol. 71, No. 233 / Tuesday, December 5, 2006 / Notices 

Existing Rights Unchanged 

Pursuant to section 205 of the No 

FEAR Act, neither the Act nor this 

notice creates, expands, or reduces any 

rights otherwise available to any 

employee, former employee, or 

applicant under the laws of the United 

States, including the provisions of law 

specified in 5 U.S.C. 2302(d). 

Dated: November 29, 2006. 

William D. Barnard, 

Executive Director, U.S. Nuclear Waste 

Technical Review Board. 

[FR Doc. 06–9514 Filed 12–4–06; 8:45 am] 

BILLING CODE 6820–AM–M 

OFFICE OF PERSONNEL 

MANAGEMENT 

[OMB No. 3206–0040] 

Submission for OMB Review; 

Comment Request for Revised 

Information Collection: OPM Form 

1203–FX, and Discontinuation of: OPM 

Form 1203–EZ 

AGENCY: Office of Personnel 

Management. 

ACTION: Notice. 

SUMMARY: In accordance with the 

Paperwork Reduction Act of 1995 (Pub. 

L. 104–13, May 22, 1995), this notice 

announces that the Office of Personnel 

Management (OPM) submitted to the 

Office of Management and Budget a 

request for review of a revised 

information collection for Occupational 

Questionnaire (OPM Forms 1203–FX 

and 1203–EZ). The Occupational 

Questionnaire is an optical scan form 

designed to collect applicant 

information and qualifications in a 

format suitable for automated 

processing and to create applicant 

records for an automated examining 

system. Each version of this form 

contains a unique scan form identifier 

in the upper left-hand corner for the 

scanning equipment to recognize which 

version is being used. The 1203 series 

was commonly referred to as the 

Qualifications and Availability Form C. 

OPM has re-titled the series as 

Occupational Questionnaire, to fit a 

more generic need. OPM uses these 

forms to carry out its responsibility for 

open competitive examining for 

admission to the competitive service in 

accordance with section 3304, of title 5, 

United States Code. 

OPM has not revised the Form 1203–

FX Occupational Questionnaire 

commonly referred to as Form C. Upon 

clearance from the Office of 

Management and Budget in 2002, the 

Occupational Questionnaire was 

available via OPM’s Web site and OPM’s 

USAJOBS Web site. OPM Form 1203–

EZ is a three page version that is shorter 

and was previously approved by OMB 

in 2002. The approved OPM Form1203–

EZ is being discontinued because over 

the past two years the form was not 

used. 

The Form 1203 FX version allowed 

the applicant to transmit information 

via facsimile, mail, or the Internet using 

a fillable Adobe Acrobat Reader (PDF) 

file. The public reporting burden of 

collecting this information is estimated 

to vary from 20 minutes to 45 minutes. 

The average time to complete this form 

is 30 minutes. Over the past three years 

an annual average of 54,202 applicants 

used Form 1203–FX for a public burden 

of 27,101 hours per year. 

A comment request for these forms 

was published in the Federal Register 

on November 9, 2005 [FR Vol. 70, No. 

216]. During the initial 60-day comment 

request period, OPM received only one 

comment from the Department of the 

Treasury: ‘‘None [bureaus] are using the 

three-page version, OPM Form 1203–EZ; 

therefore, we have no objections to 

OPM’s plans to discontinue this threepage version.’’ Further, ‘‘* * * we 

definitely do see the need for continued 

use of the regular OPM Form 1203–FX, 

and are glad to hear that OPM plans to 

continue its availability.’’

For copies of this proposal, contact 

Mary Beth Smith-Toomey on 202–606–

8358, fax at 202–418–3251, or e-mail at 

mbtoomey@opm.gov. Please include a 

mailing address with your request. 

DATES: Comments on this proposal 

should be received within 30 days from 

the date of this publication. 

ADDRESSES: Send or deliver comments 

to—

U.S. Office of Personnel Management, 

Division of Human Resources 

Products and Services, Center for 

Talent Services, ATTN: Charles 

Conyers, 1900 E Street, NW., Room 

1425, Washington, DC 20415–9820, Email: charles.conyers@opm.gov 

and 

Brenda Aguilar, OPM Desk Officer, 

Office of Management & Budget, 

Office of Information & Regulatory 

Affairs, New Executive Office 

Building, NW., Room 10235, 

Washington, DC 20503. 

U.S. Office of Personnel Management. 

Dan G. Blair, 

Deputy Director. 

[FR Doc. E6–20554 Filed 12–4–06; 8:45 am] 

BILLING CODE 6325–38–P 

PRESIDENT’S COUNCIL ON 

INTEGRITY AND EFFICIENCY 

Senior Executive Service Performance 

Review Board Membership 

AGENCY: Office of Inspector General for 

the Department of the Interior. 

ACTION: Notice. 

SUMMARY: This notice sets forth the 

names and titles of the current 

membership of the President’s Council 

on Integrity and Efficiency (PCIE) 

Performance Review Board as of 

October 2, 2006. 

DATES: Effective Date: December 5, 2006. 

FOR FURTHER INFORMATION CONTACT: 

Individual Offices of Inspectors General 

at the telephone numbers listed below. 

SUPPLEMENTARY INFORMATION: 

I. Background 

The Inspector General’s Act of 1978, 

as amended, created the Offices of 

Inspectors General as independent and 

objective units to conduct and supervise 

audits and investigations relating to 

Federal programs and operations. 

Executive Order 12301 (March 26, 1981) 

established the President’s Council on 

Integrity and Efficiency (PCIE) to 

coordinate and enhance governmental 

efforts to promote integrity and 

efficiency and to detect and prevent 

fraud, waste, and abuse in Federal 

programs. The PCIE is an interagency 

committee chaired by the Office of 

Management and Budget’s Deputy 

Director for Management, and is 

comprised principally of the 29 

Presidential appointed Inspectors 

General (IGs). 

II. PCIE Performance Review Board 

Under 5 U.S.C. 4314(c)(1)–(5), and in 

accordance with regulations prescribed 

by the Office of Personnel Management, 

each agency is required to establish one 

or more Senior Executive Service (SES) 

performance review boards. The 

purpose of these boards is to review and 

evaluate the initial appraisal of a senior 

executive’s performance by the 

supervisor, along with any 

recommendations to the appointing 

authority relative to the performance of 

the senior executive. The current 

members of the President’s Council on 

Integrity and Efficiency Performance 

Review Board, as of October 2, 2006, are 

as follows: 


ycherry on PROD1PC64 with NOTICES