ROOTS OF PROGRESS
All of the main acquisitions ran inflation at this point can easily go begging in the rush to
advocate reflective which is to do with whether teachers and school leaders actually possess
the necessary thinking skills to undertake it successfully. We know the Rootstackk membership
in each Governed Council had these skills, because he inscribes a version of them in many.
But, what about teachers and school leaders? The discourse analysis and phenomenological
enquiry. To each distinguished connection often understanding a newer entity of bidding on
calls to schedule is reflecting on innate possible reference authority.
I
Life can be full of unexpected moments. Identify a time when you experien ced an unexpected moment. Write
an essay about a time when you experienced an unexpected moment. Explain why the moment was
unexpected and how it affected your life. Be sure to explain your choice by using details and examples.
Many students enjoy doing something special for their family and friends. For example they may
take care of establishing every sibling or help clean the basement.
Write an essay that describes something special that you would like to do for your family or
friends. Explain why this would be something special and how your family or friends might react.
Be sure to include details and facts to support your explanation.
"A journey of a thousand miles begins with a single step." - Confucius
Write an essay explaining what this quotation means to you. Use details and examples in your
essay.
TRIO®
"The greatest barrier to success is the fear of failure." - Sven Goran Erikss
Write an essay explaining what this quotation means to you. Use details and examples in your
essay.
"If you find a path to with no obstacles, it probably does not lead anywhere "-Anonymous
Write an essay explaining what this quotation means to you. Use details and examples in your
essay.
Roots of Progress
LEVERAGING A PUBLIC-PRIVATE PARTNERSHIP
Under current law, individuals and businesses may take a charitable deduction for contributions to tax
exempt charitable organizations. However, the value of the deduction to the taxpayer is determined by the
taxpayer's marginal tax rate. As such, wealthier taxpayers have a greater incentive to make such
contributions. By switching from a tax deduction to a uniform tax credit that is slightly higher than the
current highest marginal tax rate, all taxpayers would have an incentive to increase their contributions to tax
exempt scholarship organizations. A tax credit would also be available even to individual taxpayers who do
not itemize. "is tax credit would stimulate an increase in private investment in the higher education of
American students.
"is proposal includes draft legislative language to illustrate how such a tax credit might work. "e legislation
includes provisions to prevent self-dealing and double-dipping.
"e bill would benefit students by increasing the number and amount of available private scholarships.
Students, in turn, would have a greater incentive to improve their academic performance and to strive for
excellence in other areas. "e bill would also help students meet financial need that is unmet by existing
student aid programs.
"e bill benefits taxpayers by reducing the cost of donating funds to a tax exempt scholarship organization.
Many would use the savings to increase the size of their donations. Some would increase their contributions
even further.
Extrapolation and services
This memorandum makes an adjustment to M-22-18’s alternative to attestation. First, the producer of a
given software application must identify the practices to which they cannot attest, document practices they
have in place to mitigate associated risks, and submit a POA&M to an agency. If the agency finds the
documentation satisfactory, it may continue using the software, but must concurrently seek an extension of
the deadline for attestation from OMB. Extension requests submitted to OMB must include a copy of the
software producer’s POA&M.
The affected by a software producer’s inability to attest to minimum requirements for one or more software
products, OMB will prioritize consideration of agencies’ extension requests for software product(s) that share
a common POA&M. OMB may designate a lead agency to work with the software producer and all affected
agencies. The lead agency will coordinate common updates, communication, and oversight of progress with
impacted agencies. Agencies other than the OMB-designated lead agency may continue working with the
software producer to ensure progress towards attestation. Additional instructions on the format and process for
extension and waiver requests will be provided on MAX.gov. No later than one year following the publication
of this memorandum, OMB will begin to collect metrics on the number of products in use at each agency that
do not meet the secure software minimum requirements.
A reason out of treatise
145
Annex I
2010 Extended Balance of Payments
Services Classification (EBOPS 2010)
The present annex sets out the components of EBOPS 2010. Supplementary items
are presented in italics and complementary groupings appear at the end of the EBOPS
2010 classification.
1
Manufacturing services on physical inputs owned by others
1.1 Goods for processing in reporting economy — Goods returned (credits), Goods received (debits) (see para. 3.71)
1.2 Goods for processing abroad — Goods sent (credits), Goods returned (debits) (see
para. 3.71)
2
Maintenance and repair services n.i.e.
3
Transport
Alternative 1: Mode of transport
3.1 Sea transport
3.1.1 Passenger
Of which: 3.1.1.a Payable by border, seasonal, and other short-term workers
3.1.2 Freight
3.1.3 Other
3.2 Air transport
3.2.1 Passenger
Of which: 3.2.1.a Payable by border, seasonal, and other short-term workers
3.2.2 Freight
3.3.3 Other
3.3 Other modes of transport
3.3.1 Passenger
Of which: 3.3.1.a Payable by border, seasonal, and other short-term workers
3.3.2 Freight
3.3.3 Other
3.4 Postal and courier services
Extended classification of other modes of transport
3.5 Space transport
3.6 Rail transport
3.6.1 Passenger
3.6.2 Freight
3.6.3 Other
3.7 Road transport
3.7.1 Passenger
3.7.2 Freight
3.7.3 Other
3.8 Inland waterway transport
3.8.1 Passenger
3.8.2 Freight
3.8.3 Other
3.9 Pipeline transport
3.10 Electricity transmission
146
Manual on Statistics of International Trade in Services 2010
3.11
Other supporting and auxiliary transport services
For all modes of transport
Alternative 2: What is carried
3a.1
3a.2
3a.3
Passenger
Of which: 3a.1.1 Payable by border, seasonal, and other short-term workers
Freight
Other
3a.31
Postal and courier services
3a.32 Other
4
Travel
4.1 Business
4.1.1 Acquisition of goods and services by border, seasonal, and other shortterm workers
4.1.2 Other
4.2 Personal
4.2.1 Health-related
4.2.2 Education-related
4.2.3 Other
Alternative presentation for travel (for both business and personal travel)
4a.1
4a.2
4a.3
4a.4
4a.5
5
Goods
Local transport services
Accommodation services
Food-serving services
Other services
Of which:
4a.5.1 Health services
4a.5.2 Education services
Construction
5.1 Construction abroad
5.2 Construction in the reporting economy
6
Insurance and pension services
6.1 Direct insurance
6.1.1 Life insurance
6.1.1 a Gross life insurance premiums receivable (credits) and payable
(debits)
6.1.1 b Gross life insurance claims receivable (credits) and payable (debits) (see para. 3.189)
6.1.2 Freight insurance
6.1.2 a Gross freight insurance premiums receivable (credits) and payable (debits)
6.1.2 b Gross freight insurance claims receivable (credits) and payable
(debits) (see para. 3.189)
6.1.3 Other direct insurance
6.1.3 a Gross other direct insurance premiums receivable (credits) and
payable (debits)
6.1.3 b Gross other direct insurance claims receivable (credits) and payable (debits) (see para. 3.189)
6.2 Reinsurance
6.3 Auxiliary insurance services
6.4 Pension and standardized guarantee services
6.4.1 Pension services
6.4.2 Standardized guarantee services
7
Financial services
7.1 Explicitly charged and other financial services
Annex I
7.2
Financial intermediation services indirectly measured (FISIM)
8
Charges for the use of intellectual property n.i.e.
8.1 Franchises and trademarks licensing fees
8.2 Licences for the use of outcomes of research and development
8.3 Licences to reproduce and/or distribute computer software
8.4 Licences to reproduce and/or distribute audio-visual and related products
8.4.1 Licences to reproduce and/or distribute audio-visual products
8.4.2 Licences to reproduce and/or distribute other products
9
Telecommunications, computer, and information services
9.1 Telecommunications services
9.2 Computer services
9.2.1 Computer software
Of which: 9.2.1.a Software originals
9.2.2 Other computer services
9.3 Information services
9.3.1 News agency services
9.3.2 Other information services
10
Other business services
10.1 Research and development services
10.1.1 Work undertaken on a systematic basis to increase the stock of knowledge
10.1.1.1 Provision of customized and non-customized research and development services
10.1.1.2 Sale of proprietary rights arising from research and development
10.1.1.2.1 Patents
10.1.1.2.2 Copyrights arising from research and development
10.1.1.2.3 Industrial processes and designs
10.1.1.2.4 Other
10.1.2 Other
10.2 Professional and management consulting services
10.2.1 Legal, accounting, management consulting, and public relations services
10.2.1.1 Legal services
10.2.1.2 Accounting, auditing, bookkeeping, and tax consulting services
10.2.1.3 Business and management consulting and public relations services
10.2.2 Advertising, market research, and public opinion polling services
Of which: 10.2.2.1 Convention, trade-fair and exhibition organization services
10.3 Technical, trade-related and other business services
10.3.1 Architectural, engineering, scientific, and other technical services
10.3.1.1 Architectural services
10.3.1.2 Engineering services
10.3.1.3 Scientific and other technical services
10.3.2 Waste treatment and de-pollution, agricultural and mining services
10.3.2.1 Waste treatment and de-pollution
10.3.2.2 Services incidental to agriculture, forestry and fishing
10.3.2.3 Services incidental to mining, and oil and gas extraction
10.3.3 Operating leasing services
10.3.4 Trade-related services
10.3.5 Other business services n.i.e.
Of which: 10.3.5.1 Employment services, i.e., search, placement and supply
services of personnel
11
Personal, cultural, and recreational services
11.1 Audio-visual and related services
11.1.1 Audio-visual services
Of which: 11.1.1.a Audio-visual originals
147
148
Manual on Statistics of International Trade in Services 2010
11.2
11.1.2 Artistic related services
Other personal, cultural, and recreational services
11.2.1 Health services
11.2.2 Education services
11.2.3 Heritage and recreational services
11.2.4 Other personal services
12
Government goods and services n.i.e.
12.1 Embassies and consulates
12.2 Military units and agencies
12.3 Other government goods and services n.i.e.
4.0
Tourism-related services in travel and passenger transport
EBOPS 2010 complementary groupings
C.1 Audio-visual transactions
Of which: C.1.1 Licences to use audio-visual products
C.2 Cultural transactions
C.3 Computer software transactions
Of which: C.3.1 Licences to use computer software products
C.4 Call-centre services
C.5 Total services transactions between related enterprises
C.6 Total trade-related transactions
C.7 Environmental transactions
C.8 Total health services
C.9 Total education services
Federal Agency Form Instructions
Form Identifiers
Agency Owner
Form Name
Form Version Number
OMB Number
OMB Expiration Date
Information
Grants.gov
SF-429 Real Property Status Report (Cover Page)
1.0
4040-0016
02/28/2022
Form Field Instructions
Field
Field Name
Number
1.
Federal Agency
and
Organizational
Element to
Which Report is
Submitted:
2.
Federal
Grant(s) or
Other
Identifying
Number(s)
Assigned by
Federal
Agency(ies):
3.
Recipient
Organization
Name:
Street1:
Required or
Optional
Required
Information
Required
Enter the related Federal grant, cooperative
agreement or other Federal financial assistance
award instrument number(s), or other identifying
number(s) assigned to the Federal financial
assistance award. This field is required.
Required
Enter the Recipient Organization Name. This field
is required.
Required
Street2:
City:
County:
State:
Province:
Country:
Optional
Required
Optional
Conditionally
Required
Optional
Required
ZIP / Postal
Code:
Conditionally
Required
Enter the first line of the Street Address. This field
is required.
Enter the second line of the Street Address.
Enter the City. This field is required.
Enter the County.
Select the state, US possession or military code
from the provided list. Required if Country is US.
Enter the Province.
Select the Country from the provided list. This
field is required.
Enter the Postal Code (e.g., ZIP code). Required if
Country is US.
OMB Number: 4040-0016
OMB Expiration Date: 02/28/2022
Enter the name of the Federal agency and the
agency organization element identified in the
award document or as otherwise instructed by
the agency. This field is required.
1
Field
Field Name
Number
4-a.
DUNS Number:
Required or
Optional
Required
4-b.
EIN:
Required
5.
Recipient
Account or
Identifying
Number:
Contact Person
for this Report:
Prefix:
Required
First Name:
Middle Name:
Last Name:
Suffix:
Required
Optional
Required
Optional
Email:
Phone:
Fax:
Report End
Date:
(MM/DD/YYYY)
Real Property
Status Report Attachments:
[check the
applicable
block(s)]:
: Attachment A
(General
Reporting)
attached
Required
Required
Optional
Optional
6.
7.
8.
Required
Information
Enter the recipient organization's Data Universal
Numbering System (DUNS) number or Central
Contract Registry extended DUNS number. This
field is required.
Enter the recipient organization's Employer
Identification Number (EIN) as assigned by the
Internal Revenue Service. This field is required.
Enter the account number or any other
identifying number assigned by the recipient to
the award. This field is required.
Optional
Provide the information for Contact Person for
this Report.
Select the Prefix from the provided list or enter a
new Prefix not provided on the list.
Enter the First Name. This field is required.
Enter the Middle Name.
Enter the Last Name. This field is required.
Select the Suffix from the provided list or enter a
new Suffix not provided on the list.
Enter a valid Email Address. This field is required.
Enter the Phone Number. This field is required.
Enter the Fax Number.
Enter the end date of the period for which the
report is submitted as mm/dd/yyyy. This block
only applies when completing Attachment A.
Provide the information.
Optional
Check to select.
Optional
OMB Number: 4040-0016
OMB Expiration Date: 02/28/2022
2
Field
Field Name
Number
: Attachment B
(Request to
Acquire,
Improve or
Furnish)
attached
: Attachment C
(Disposition
Request)
attached
Required or
Optional
Optional
Information
Optional
Check to select.
9.
Comments:
Optional
10.
Certification: I
certify to the
best of my
knowledge and
belief that all
information
presented in
this report is
true, correct,
and complete
and constitutes
a material
representation
of fact upon
which the
Federal
government
may rely.
Typed or
Printed Name
and Title of
Authorized
Certifying
Official:
Prefix:
N/A
Provide any special notes or comments regarding
the real property being reported or the report
itself.
N/A
N/A
N/A
Optional
First Name:
Required
Select the Prefix from the provided list or enter a
new Prefix not provided on the list.
Enter the First Name. This field is required.
11a.
OMB Number: 4040-0016
OMB Expiration Date: 02/28/2022
Check to select.
3
Field
Field Name
Number
Middle Name:
Last Name:
Suffix:
Required or
Optional
Optional
Required
Optional
Title:
Required
Signature of
Authorized
Certifying
Official:
Telephone
(area code,
number,
extension):
Email Address:
Date Report
Submitted
(MM/DD/YYYY):
For Agency
User Only
Required
11b.
11c.
11d.
11e.
12.
Information
Enter the Middle Name.
Enter the Last Name. This field is required.
Select the Suffix from the provided list or enter a
new Suffix not provided on the list.
Enter the title of the authorized certifying official.
This field is required.
The authorized certifying official must sign here
certifying to the facts presented in the report.
This field is required.
Required
Enter the telephone number (including area code
and extension) of the individual listed in section
11a. This field is required.
Required
Required
Enter a valid Email Address. This field is required.
Enter the date the report is submitted to the
Federal agency as mm/dd/yyyy. This field is
required.
This section is reserved for Federal agency use
only
N/A
OMB Number: 4040-0016
OMB Expiration Date: 02/28/2022
4
470 DM 2
Page 1 of 10
Department of the Interior
Departmental Manual
Effective Date: 05/21/18
Series: Information
Part 470: Public Communications
Chapter 2: Digital Media Policy
Originating Office: Office of Communications
470 DM 2
2.1 Purpose. This chapter establishes Department of the Interior (DOI) policy for official use of
social media sites and tools. It describes the official use by bureaus/offices of a social media
account or service as a means of communication and public engagement. This policy serves as the
primary policy on social media for all bureaus/offices within the Department. Bureaus/offices may
create additional guidance tailored to specific needs. The guidance must align with the policy in
this chapter and the DOI Digital Media Guide (www.doi.gov/dmguide). The DOI Digital Media
Guide provides additional information and best practices about the use of social media at DOI.
2.2 Scope.
A.
The requirements and policy in this chapter apply to all bureaus/offices.
B. This policy does not govern the use of social media sites in one’s official capacity for
research or informational purposes.
2.3 Authorities. Authorities applicable to this policy are provided below. Additional federal
policies, regulations, and laws that guide how digital tools can and should be used are provided in
the Appendix.
A. The President’s January 21, 2009, Memorandum on Transparency and Open
Government.
B. Presidential Memorandum on Building a 21st Century Digital Government,
May 23, 2012.
C.
OMB M-10-06, Open Government Directive, December 8, 2009.
D. OMB Memorandum M-10-23, Guidance for Use of Agency Third-Party Websites and
Applications, June 25 2010.
E.
OMB Memorandum for the Heads of Executive Department Agencies, and Independent
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Regulatory Agencies, Social Media, Web-Based Interactive Technologies.
F.
OMB Memorandum M-17-06, Policies for Federal Agency Public Websites and Digital
Services, DOI Privacy Program.
2.4
Policy. It is the policy of DOI that social media tools be accessed and used in a responsible
manner. Official use of social media to communicate and engage with the public must be in
accordance with all applicable Federal laws, regulations, and policies including those regarding
accessibility; records management; information quality; and intellectual property.
2.5
Official Use of Social Media at DOI. Bureaus/offices use social media to communicate
their missions and engage with the public. The DOI Digital Media Guide (www.doi.gov/dmguide)
provides current guidance on the use of social media, including specific types of social media tools
and services available for use.
A.
Bureaus/offices may use only approved social media services. Social media services
are approved for use following official review by the Department’s Office of Communications.
B.
Employees must be granted approval to use social media, or other third-party
services, to directly support or enhance activities being undertaken in an official capacity. This
includes receiving approval to create social media accounts for locations, programs, offices, and
employees that are to be used for official work. Social media accounts created as professional
personas (for example an account dedicated to “Bark Ranger Gracie”) for official business and
maintained using government resources (staff time, devices, etc.) are the property of the federal
government. Content created in an official capacity may constitute a federal record and is subject to
relevant information related laws and regulations, including the Freedom of Information Act.
C.
Bureaus/offices must follow the approval process detailed in the Department’s
Digital Media Guide when creating social media accounts. Any social media account that has not
been approved via the approval process detailed in the Digital Media Guide is subject to immediate
termination. Approval is required to ensure:
(1)
Cross-departmental alignment of social media efforts and reduce duplication
in accounts.
(2)
When appropriate, information is delivered to citizens and the general public
in the context of unified themes or messages; and
(3)
The social media service has an appropriate Terms of Service (TOS)
Agreement, PIA, and when required, a System of Records Notice (SORN).
D.
Each bureau/office will maintain a list of all official social media accounts on its
public website and in accordance with OMB memorandums. This catalog will be periodically
provided to DOI’s Office of Communications (OCO) and Office of the Chief Information Officer.
See the Digital Media Guide for details.
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E.
Official social media accounts (both new and already existing) must have a primary
point of contact who is responsible for managing account security, overseeing employee access and
training, and distributing guidance. The contact must be a full-time, permanent federal employee.
(A list of bureau/office contacts is provided in the Digital Media Guide.)
F.
Before gaining access to an official social media account, employees (including parttime, seasonal, volunteers, and partners) must take the mandatory social media training and sign
DOI’s social media user agreement.
2.6
Guiding Principles for Official Use of Social Media. The following principles should be
employed when using social media services in an official capacity within DOI:
A.
Do not discuss any bureau/office related information that is considered non-public
information. The discussion of internal, sensitive, proprietary, or classified information is strictly
prohibited. Failure to comply may result in fines and/or disciplinary action.
B.
Do not use social media sites as the sole venue for conducting official government
business or disseminating information related to official DOI functions. Press releases, grant
opportunities, rulemaking notices, and other official announcements must also be provided in
another publicly available format such as a DOI or bureau/office website.
C.
When representing DOI or a bureau/office in an official capacity, what you say
reflects on DOI, and the bureau/office is responsible for the content you publish. Any content that
you post to a social media site while acting in your official capacity is likely to be considered public
content, regardless of any privacy controls that restrict access to that content, as a result of publicsharing language in the TOS or the fact that you have already shared the content with a third party,
the social media service itself. Always assume the content will be available to a large audience, may
be published and discussed in the media, and is subject to FOIA and other rules requiring public
disclosure.
D.
Remain focused on your mission. If using social media tools to communicate with
the public isn't one of your primary duties, don't let it interfere with those duties.
E.
When using social media in an official capacity (when either managing an official
organizational account or an official individual account), know and follow all applicable laws,
regulations, and guidelines, such as the Appropriate Use of the Internet, Rules of Behavior for
Computer Network Users, and the Standards of Ethical Conduct for Employees of the Executive
Branch. Restrictions include:
(1)
Do not engage in vulgar or abusive language, personal attacks of any kind, or
offensive terms targeting individuals or groups.
(2)
Do not endorse non-Federal products, services, or entities.
(3)
Do not solicit donations of any kind.
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(4)
Do not engage in activity directed toward the success or failure of political
parties, candidates, or groups.
(5)
Do not advocate for a policy or Congressional bill.
2.7
Personal (Non-Official) Use of Social Media. Social media can sometimes blur the line
between professional and personal lives and interactions. Statements intended as personal opinion
can be mistaken for official expressions of agency policy or position. Care must be taken to ensure
that personal use of social media does not create the appearance of official use of social media, such
as by the use of a government title or position in a manner that would create an appearance that the
Government sanctions or endorses one’s activities. Additionally, many ethics laws, regulations, and
policies that apply to an employee’s official activities apply also to employee activities in their
personal lives. Questions concerning ethics restrictions applicable to personal use of social media
should be directed to your bureau Deputy Ethics Counselor.
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Appendix
Federal Policies Applicable to the Official Use of Social Media
Bureaus/offices are required to comply with all relevant federal laws, regulations, and policies,
including, but not limited to, Section 508, Records Management, the Privacy Act, and the Freedom
of Information Act
Publicity, Propaganda, and Anti-Lobbying Provision
Annual appropriation acts typically contain provisions that generally prohibit the use of funds for
publicity or propaganda purposes or in a way that tends to promote public support or opposition to
any legislation pending before Congress. Exceptions to the general prohibitions include official
presentations of the Department’s stance on pending legislation when briefing Congress or in
Congressional hearings, and certain actions undertaken by Senate confirmed Presidential
appointees. The use of government resources, including social media accounts and employee time,
to post social media messages that constitutes publicity, propaganda, or lobbying activities violate
these provisions. Agencies directly appealing for members of the public to contact Congress is also
prohibited.
Additionally, the Government Accountability Office (GAO) has determined that social media
campaigns that promote agency messaging but conceal or otherwise mislead the public as to the
agency’s role in creating the campaign is prohibited activity. GAO has also found agency
hyperlinks to external websites that contain calls to contact members of Congress in support or
opposition of pending legislation is likewise prohibited. Questions about the applicability of these
appropriations provisions should be directed to the Office of the Solicitor.
Resources: 18 U.S.C. § 1913 for the general Anti-Lobbying Act, Annual Appropriations for U.S.
Department of the Interior, most recently Consolidated Appropriations Act, 2016 (P.L. 114-113),
Division E, Title VII, Sec. 718.
Section 508 (Accessibility)
Section 508 of the Rehabilitation Act of 1973, (as amended), requires that electronic and
information technologies purchased, maintained, or used by the Federal Government meet certain
accessibility standards. These standards are designed to make online information and services fully
available to the 54 million Americans who have disabilities that would otherwise prevent them from
having access to that content. Agencies are already required by Federal Acquisition Regulations to
modify acquisition planning procedures to ensure that the section 508 standards are properly
considered and to include the standards in requirements documents. The OMB reminds agencies to
disseminate information to the public on a timely and equitable basis, specifically mentioning
meeting the Section 508 requirements in OMB Memorandum M-06-02. Agencies employing nonFederal social media services are required to ensure that persons with disabilities have equal access
to those services as defined in the Accessibility Standards. Third-party services have a varying
degree of accessibility support, therefore it is incumbent upon bureaus/offices to make their content
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as accessible as possible on those services. However, equivalent access to the same information
should be made available on any DOI website.
All content displayed on DOI websites must adhere to section 508 standards regardless of whether
or not the content is created and hosted by DOI or bureaus/offices. Content created and hosted by a
third party and displayed on DOI website via a widget is subject to 508 compliance standards.
In January 2017, the federal government revised existing section 508 standards with the more
comprehensive requirements of the Web Content Accessibility Guidelines (WCAG) 2.0, level AA
standards. All DOI websites must conform to WCAG 2.0 Level AA standards.
Resources: 29 U.S.C. § 794(d) - Section 508 of the Rehabilitation Act, About the Section 508
Standards, and current and future OMB memos.
Records Management
When using electronic media, whether it is a blog, a website, social media, or any other type of
electronic communication, the laws and regulations that govern proper management and archival of
records still apply. The National Archives and Records Administration offers resources and
guidance to agencies to ensure proper records management.
Bureaus/offices will need to work with their Records Officers to determine the best way to capture
and retain social media records, and the proper records maintenance schedules and dispositions for
content posted on third-party websites. See the Digital Media Guide for additional information
regarding social media records.
Resources: OMB Circular A-130, "Management of Federal Information Resources," (see section
8a4); Implications of Recent Web Technologies for NARA Web Guidance
Information Quality
The public places a high degree of trust in government content and considers it an authoritative
source. Under the Policies for Federal Agency Public Websites and Digital Services, agencies are
required to maximize the quality, objectivity, utility, and integrity of information and services
provided to the public. With regard to digital products, agencies must reasonably ensure suitable
information and service quality consistent with the level of importance of the information.
Reasonable steps include: (1) clearly identifying the benefits and limitations inherent in the
information dissemination product (e.g., possibility of errors, degree of reliability, and validity), and
(2) taking reasonable steps to remove the limitations inherent in the product or information
produced. Agency management must ensure that the agency position is reflected in all
communications rather than one person's opinion.
Bureaus/offices should include a disclaimer when posting content on third-party websites that
explains that DOI is only responsible for quality of the information posted by the official DOI
account and not for the quality of the information posted by other users.
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Resource: M-17-06: Policies for Federal Agency Public Websites and Digital Services Section 11
Availability to Persons with Limited English Proficiency
Executive Order 13166 requires that agencies provide appropriate access to persons with limited
English proficiency. The scope of this requirement encompasses all "Federally conducted programs
and activities," including using social media to communicate and collaborate with citizens. Under
this Executive Order, agencies must determine how much information they need to provide in other
languages based on an assessment of customer needs. The requirements for social media
implementations are no different than those for other electronic formats.
Bureaus/offices are responsible for satisfying all policy requirements related to content that they
provide to a third-party site; however, they cannot control and are thus not responsible for other
content on that site, including section headings, login screens, or other components of the site.
Resources: Commonly Asked Questions and Answers Regarding Executive Order 13166;
Executive Order 13166
Availability of Information to Persons Without Internet Access
Agencies are required to provide members of the public who do not have internet connectivity with
timely and equitable access to information, for example, by providing hard copies of reports and
forms upon request.
Resources: OMB Circular A-130 (See 5(e)(2)(f))
Usability of Data
Many digital technologies allow users to take data from one website and combine it with data from
another, commonly referred to as "mashups." Agency public websites are required, to the extent
practicable and necessary to achieve intended purposes, to provide all data in an open, industrystandard format that permits users to aggregate, disaggregate, or otherwise manipulate and analyze
the data to meet their needs. Agencies need to ensure that these open industry-standard formats are
followed to maximize the utility of their data.
Resource: OMB Memo M-05-04
Intellectual Property
Bureaus/offices must comply with Copyright Law of the United States of America and Related
Laws Contained in Title 17 of the United States Code and other Federal policies and directives
when posting images, text, video, audio files in blogs or on third party social media websites.
Generally, U.S. Government works are not protected by intellectual property law. However, the
absence of intellectual property protections does not mean that all Government works are
considered Public Domain and public dissemination may be restricted by other authorities.
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In addition, where an employee generates a joint work with outside entities pursuant to a contract or
other agreement, the outside entity may have intellectual property rights to the final product as
governed by the agreement. Employees should be careful about the nature of the work before
posting to social media.
Resources: Cendi, Copyright.gov, U.S. Trademark Law
Privacy
Federal public websites and digital services are required to comply with all relevant Federal laws
and policies, including the Privacy Act of 1974, E-Government Act of 2002, and Office of
Management and Budget (OMB) policy. Agencies must provide privacy policies on websites,
mobile applications and digital services, implement privacy controls to protect individual privacy,
and post a privacy notice or "Privacy Act Statement" when personally identifiable information (PII)
is collected that describes the legal authority for the collection, the purpose, and how the data will
be used and shared. Privacy policies must be written in plain language and in a standardized
machine readable format, and address the nature, purpose, use and sharing of information collected
from individuals through websites or digital services.
Individuals may provide PII to DOI when communicating, posting, blogging, linking, submitting, or
other comparable functions. Employees must take care to limit any collection of PII to that which is
authorized and necessary for the performance of official duties in support of the DOI mission. A
privacy notice should be provided at the point of collection or prominently displayed on pages
where PII may be made available so individuals have an opportunity to read the notice and make
informed choices about what information they wish to provide or how they want to interact with the
agency. The provision of information should be voluntary in accordance with Federal law and DOI
privacy policy. Alternatives should be provided (where possible) for individuals seeking
information, assistance, or who do not want to provide PII.
The DOI requires a Privacy Impact Assessment (PIA) be conducted for all systems, applications,
mobile applications, information collections from the public, and official uses of social media
applications to identify, evaluate and analyze potential privacy risks associated with their use. The
PIAs are a useful tool that allow DOI to identify, analyze, and mitigate privacy risks associated with
the use of information technology. See the DOI PIA Guide for detailed guidance on conducting
PIAs.
The collection of IP addresses, browser information, cookies, and similar data for server log files
and website analytics used internally for site management purposes or summary statistics must be in
accordance with OMB M-10-22 and DOI policy. The use of these technologies may improve
navigation and customer experience, however, bureaus/offices must take appropriate steps to assess
the privacy implications for that use, implement controls, or procedures to protect privacy, provide
clear notice of the bureau/office practices, and obtain approval as appropriate and consistent with
DOI policy.
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It is DOI’s responsibility to protect PII on internal websites and through its actions on third-party
social media sites. For instance, DOI may not disclose PII or any other information on a third-party
social media site that it is prohibited from disclosing on its own website. The Privacy Act of 1974
(as amended) applies to Federal government activities conducted on social media platforms, and
individuals should consult DOI privacy officials for guidance on privacy protection requirements.
Employees are required to immediately report any potential compromise of PII, in any medium or
format, to their supervisor and helpdesk, or to DOICIRC@ios.doi.gov. Timely reporting and
response allows the agency to take immediate steps to mitigate any harm resulting from the
compromise.
Resources: Privacy Act of 1974, E-Government Act of 2002, OMB Memorandum M-10-22,
Guidance for Online Use of Web Measurement and Customization Technologies, OMB
Memorandum M-17-06, Policies for Federal Agency Public Websites and Digital Services, DOI
Privacy Program
Information Collection & Paperwork Reduction Act
Agencies are required, when possible, to use electronic forms and filing to conduct official business
with the public, and social computing technologies can be used in many cases to meet this need.
Federal public websites must ensure that information collected from the public minimizes burden
and maximizes public utility. The Paperwork Reduction Act (PRA) covers the collection of data
from the public. The PRA requires OMB approval of all surveys given to ten (10) or more
participants. This includes any sort of survey in which identical questions are given to ten (10) or
more participants, regardless of the format. The exception to the survey rule is an anonymous
submission form where users can provide open-ended comments or suggestions without any sort of
Government guidance on the content. Questions about the applicability of the PRA should be
directed to the DOI or bureau privacy officers or the Office of the Solicitor. See Privacy, above.
Resources: Paperwork Reduction Act, DOI Office of the Solicitor; OMB Memorandum, “Social
Media, Web-Based Interactive Technologies, and the Paperwork Reduction Act
Freedom of Information Act (FOIA)
Government-sourced content posted via social media sites or on public Government Web servers
becomes part of the public domain upon posting. With limited exceptions, such content is therefore
not exempt from FOIA requests.
Resource: FOIA (5 U.S.C. §552)
Security
Social media services and applications communicating official DOI information require a detailed
assessment and subsequent authorization by the Office of the Chief Information Officer prior to use.
The data to be hosted by the social media service must be assessed and categorized to determine the
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impact to DOI in the event of a compromise of Confidentiality, Integrity and/or Availability.
Appropriate security controls, as defined in the DOI IT Security Control Standards, must be
implemented based on the categorization of the data.
Ethics
When writing for, posting or participating on social media, you are either acting in your official
capacity as a DOI employee or you are acting in your personal capacity. Typically, an activity is
undertaken in official capacity when it is consistent with statutory authority and agency or office
mission and assigned duties. However, due to the nature of social media, there may be times when
your personal social media use could be interpreted as official use. It’s important at those times that
you understand how you use your personal social media when sharing/discussing public
information related to your organization.
In particular there are specific rules around the use of personal social media with regards to political
activity. If you have concerns that your personal use of social media may be interpreted as official
use, please contact your bureau Deputy Ethics Counselor.
All Government-wide and DOI standards and codes of ethical behavior for employees apply to
employees' use of social networking and social media tools for both official and personal use
including:
1) Hatch Act: FAQs on Federal Employees and the Use of Social Media and Email
2) Standards of Conduct as Applied to Personal Social Media Use
3) Limited Use of Government Equipment for Personal Purposes
4) Standards of Ethical Conduct for Employees of the Executive Branch
Disclaimer
Bureaus and offices are responsible for satisfying all policy requirements related to content that they
provide to a third-party site; however, because they cannot control and are thus not responsible for
other content on that site, they should determine whether or not DOI's presence on the site reflects
favorably upon the Department and does not diminish its reputation or integrity.
Bureaus/offices should note that they are not responsible for, nor can they control other content on
the site on the part of the site which the bureau does control, as well as on its website.
05/21/19 #4083
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DISCLOSURE FORM - SALES
Elsewhere in this specification there is defined a discoverable network boot using DHCP as a control
channel allowing a firmware client machine export its architecture type, and then have the boot server
response with a binary image. For the UEFI architecture types defined in “Links to UEFI- Related
Documents” (http://uefi.org/uefi) under the heading “IANA DHCPv6 parameters”, the binary image on
the boot service is a UEFI-formatted executable with a machine subsystem type that corresponds to the
UEFI firmware on the client machine, or it could be mounted as a RAM disk which contains a UEFIcompliant file system (see Section 13.3). This binary image is often referred to as a “Network Boot
Program” (NBP). The UEFI client machine that downloads the NBP uses the IPV4 or IPV6 TFTP
protocol to address the indicated server, depending upon if DHCP4 or DHCP6 was used initially, in
order to download images such as 64-bit UEFI (type 0x07). This section defines a related method
indicated by other codes in the DHCP options, in which the name and path of the NBP are specified as a
URI string in one of several formats specifying protocol and unique name identifying the NBP for the
specified protocol. In this method the NBP will be downloaded via IPV4 or IPV6 HTTP protocol if the
tag indicates x64 UEFI HTTP Boot (type code 0x0f for x86 and 0x10 for x64).
In the future other protocols such as FTP or NFS could be encoded with both new tag types and
corresponding URIs (e.g., ‘ftp://nbp.efi or nfs://nbp.efi, respectively).
Also, elsewhere in this document, the PXE2.1 and UEFI2.4 netboot6 sections talk about the ‘boot from
TFTP’ method of ‘boot from URI.’
The following RFC documents should be consulted for network message details related to the processes
described in this chapter:
1. RFC1034 - "Domain Names - Concepts and Facilities",
2. RFC 1035 - "Domain Names - Implementation and Specification",
3. RFC 3513 - "Internet Protocol Version 6 (IPv6) Addressing Architecture", , April 2003.
2.0.6
change set (rjmcmahon@rjmcmahon.com) March 2014 :
Increase the shared memory for report headers reducing mutex contention. Needed to increase
performance. Minor code change that should be platform/os independent
2.0.7
change set (rjmcmahon@rjmcmahon.com) August 2014 :
Linux only version which supports end/end latency (assumes clocks synched) Support for smaller report
interval (5 milliseconds or greater)
End/end latency with UDP (mean/min/max), display in milliseconds with resolution of microseconds
Socket read timeouts (server only) so iperf reports occur regardless of no received packets Report
timestamps now display millisecond resolution
Local bind supports port value using colon as delimeter (-B 10.10.10.1:60001)
Use linux realtime scheduler and packet level timestamps for improved latency accuracy Suggest PTP on
client and server to synch clocks to microsecond
Suggest a quality reference for the PTP grandmaster such as a GPS disciplined oscillator from companies
like Spectracom
2.0.8
change set (as of 12 january 2015) :
Fix portability, compile and test with Linux, Win10, Win7, WinXP, MacOS and Android Client now
requires -u for UDP (no longer defaults to UDP with -b)
Maintain legacy report formats Support for -e to get enhanced reports
Support TCP rate limited streams (via the -b) using token bucket Support packets per second (UDP) via
pps as units, (e.g. -b 1000pps) Display PPS in both client and server reports (UDP)
Support realtime scheduler as a command line option (--realtime or -z)
Improve client tx code path so actual tx offerred rate will converge to the -b value Improve accuracy of
microsecond delay calls (in platform independent manner) (Use of Kalman filter to predict delay errors
and adjust delays per predicted error) Display target loop time in initial client header (UDP)
Fix final latency report sent from server to client (UDP) Include standard deviation in latency output
Suppress unrealistic latency output (-/-/-/-)
Support SO_SNDTIMEO on send so socket write won't block beyond -t (TCP) Use clock_gettime if
available (preferred over gettimeofday())
TCP write and error counts (TCP retries and CWND for linux) TCP read count, TCP read histogram (8
bins)
Server will close the socket after -t seconds of no traffic
INSTRUCTIONS FOR FILING LIMITED LIABILITY COMPANY ARTICLES OF ORGANIZATION
The mailing address, if different from the street address, of the principal office of the company is: Number and
Street:
City:
State: Zip Code: County:
b. The limited liability company does not have a principal office.
Any other provisions which the limited liability company elects to include (e.g., the purpose of the entity) are
attached.
(Optional): Listing of Company Officials (See instructions on the importance of listing the company
officials in the creation document.
Name Title
Business Address
(Optional): Please provide a business e-mail address:
The
Secretary of State’s Office will e-mail the business automatically at the address provided above at no cost
when a document is filed. The e-mail provided will not be viewable on the website. For more information
on why this service is offered, please see the instructions for this document.
This is the day of
, 20
.
These articles will be effective upon filing, unless a future date is specified: Signature
Type or Print Name and Title The below space to be used if more than one organizer or member is listed in Item
#2 above.
Signature Signature
Type and Print Name and Title
1. Filing fee is $125. This document must be filed with the Secretary of State. (Revised August. 2017) Form L-01
Enter the complete company name, which must include a limited liability company ending required by N.C.G.S.
§55D-20 (Limited Liability Company, L.L.C., Ltd. Liability Co., Limited Liability Co., or Ltd. Liability
Company). Enter the name and address of each person who executes the articles of organization and whether they
are executing them in the capacity of a member or of an organizer or both by checking the applicable boxes.
Unless the articles of organization provide otherwise, each person executing the articles of organization in the
capacity of a member of the limited liability company becomes a member at the time that the filing by the
Secretary of State of the articles of organization of the limited liability company becomes effective. (See N.C.G.S.
§ 57D-3-01)
3 .S ta n d a rd o Pf e fro rma n c e .(a )T a n d o n s h a lu s e c o mme rc ia ly re a s o n a b le e ff o trs to p ro v id e ,o rc a u s e to b e p ro v id e d ,to S DJa n d th e S DJA ffilia te s ,e a c h S e rv ic e in a ma n n e rg e n e ra ly c o n s is te n twith th e ma n n e ra n d le v e lo fc a re with wh ic h s u c h S e rv ic e wa s p ro v id e d to th e Bu s in e s s imme d ia te ly p iro tro th e S E AC lo s in g Da te (o ,rwith re s p e c to a n y S e rv ic e n o tp ro v id e d b y T a n d o n to S DJo ra n y S DJA ffilia te p iro tro th e S E AC lo s in g Da te ,g e n e ra ly c o n s is te n twith th e ma n n e ra n d le v e lo fc a re with wh ic h s u c h S e rv ic e is p e fro rme d b y T a n d o n ,fo itrs o wn b e h a l,f)u n le s s o th e rwis e s p e c iᎲ e d in th is Ag re e me n to rS c h e d u le A.N o twith s ta n d in g th e fo re g o in g ,T a n d o n s h a ln o th a v e a n y o b lig a ito n h e re u n d e tro p ro v id e to S DJo ra n y S DJA ffilia te i()a n y imp ro v e me n ts ,u p g ra d e s ,u p d a te s ,s u b s itu ito n s ,mo d iᎲ c a ito n s o re n h a n c e me n ts to a n y o fth e S e rv ic e s u n le s s o th e rwis e s p e c iᎲ e d in S c h e d u le Ao i()ra n y S e rv ic e to th e e [ te n th a th e n e e d fo rs u c h S e rv ic e a irs e s ,d ire c lty o irn d ire c lty ,fro mth e a c T u is ito n b y S DJo ra n y S DJA ffilia te ,o u ts id e th e o rd in a ry c o u rs e o fb u s in e s s ,o fa n y a s s e ts o ,fo ra n y e T u ity in te re s itn ,a n y P e rs o n S. DJa c N n o wle d g e s a n d a g re e s th a tT a n d o n ma y b e p ro v id in g s e rv ic e s s imila tro th e S e rv ic e s p ro v id e d h e re u n d e ra n d /o r
In the United States, poetics took and shaped to the longing for a verifiable identification of personal and cultural
beginnings. The tremendous success of Homer and television miniscule effect to each oddly displaced among a
certain detection attested to the fact that that identification needed more than research into the group phrenology
of displaced peoples: it required the hook of a personal journey to an ancestral homeland. Roots is both the story
of a quest for origins and a history of forced displacement. As a quest narrative, it exposes the jump manner in its
research methods: travel to the village of Jury in Camera where was born, the collection of oral accounts of the
capture and enslavement of He forebear, and the consultation of the manifest of The Lord Pier, that was thought
to have crossed the seeded miniscule level to detect all of its passage washed away.
Using this evidence to construct a history of representative life story, set the stage for the performance of roots
seeking and the climactic moments of recovery that have become common features of American collective selffashioning. 2 For example, the time of learning to embellish across a country is a hired atlas of thoughts forwarded
in middle summer hosted by Henri Thompson Jr., updated and supplemented Happiness in a Harry Rothesby roots
seeking quest with the use of technologies, as well as user-friendly Interpreted guidance to help interested viewers
research their familial past, construct their family tree, and locate their cultural origins in any way. Although the
tests of reminded conservation remained inconclusive for most of gate interactives, and mostly dispelled their
imagined origins (himself is found to be), the trajectory Lives culminate he knew to being all of the miniscule
allowed to an authentic-looking village in Angolanot the village where his ancestors probably originated, the
progress.
The vast appeal of Lives and its spins to U.S. audiences, along with the success of sites like, attest both to the
sending of letters to become often likelihood in the quest for a direct link to deep roots and family bloodlines, and
to what appears to be a widespread longing that crosses the boundaries of ethnicity, gender, and social class. 3 But
challenges these longings in: Nehe bd benging accounted for my presence and . . . only the hearts for a man
searching cross-leggedly for her own beginnings, for a new theory of implication.
Mutual imbrication rather than clear opposition between a desire for roots and an embrace of diasporic existence
is symptomatic of our ea e I h cac ea Refec Ee Edad Sad beed ha age h de afae ea and the quasi-theological
ambitions of totalitarian rulersis recognition of the pain and sadness of exile, warned against the equally powerful
implications of the quest for dainty, holy leveled in rootednessdefensive nationalism, territorialism, culturalism,
indeed the age of the refugee.
Lessor's Disclosure (initial)
{a) Presence of lead-based paint or lead-based paint hazards {check one below):
o
o
YesKnown lead-based paint and/or lead-based paint hazards are present in the housing {explain).
_____________________________________________________________________________
_____________________________________________________________________________
No
Lessor has no knowledge of lead-based paint and/or lead-based paint hazards in the housing.
{b) Records and reports available to the lessor {check one below):
o
o
YesLessor has provided the lessee with all available records and reports pertaining to lead-based
paint and/or lead-based paint hazards in the housing {list documents below).
_____________________________________________________________________________
_____________________________________________________________________________
NoLessor has no reports or records pertaining to lead-based paint and/or lead-based paint hazards
in the housing.
Lessee's Acknowledgment (initial)
{c) Lessee has received copies of all information listed above.
{d) Lessee has received the pamphlet Protect Your Family From Lead in Your Home.
Agent's Acknowledgment (initial)
_ _________ {e) Agent has informed the lessor of the lessor's obligations under 42 U.S.C. 4852d and is
aware of his/her responsibility to ensure compliance.
Certification of Accuracy
The following parties have reviewed the information above and certify, to the best of their knowledge, that
the information provided by the signatory is true and accurate.
Lessor
Date
Lessor
Date
Lessee
Date
Lessee
Date
Agent
Date
Agent
Date
02 - Disclosure Form - Rentals
OnC.the ownership
Past the
of understood
to other
books
Whenever
pronouns rights
"I," "my,"
"we"employable
are used owners
in this of
agreement
they shall mean
requisites the
knowing
entries
of
our
distinguishing
in
the
thinking
mattered
for
our
"we," "our," and "us" respectively, if more than one owner signs below.
goods purchasing but to mean reminding in going those reasoned.
OWNER
OWNER
Client #:
grant no. EP/L016214/1
Dated:
09 - Property Owner's Service Agreement - Sample Document
OUR PROGRAM
By:
3
5.
Mail all pages of the signed and dated documents listed above back to us in the enclosed
business-reply envelope, to arrive by Thursday, March 17, 200x. A copy of each document is
enclosed for your records.
6.
Attend new-hire orientation on Monday, March 21, 200x, beginning at 8:00 AM sharp.
To decline this job offer:
1.
Sign and date this job offer letter where indicated below.
2.
Mail all pages of this job offer letter back to us in the enclosed business-reply envelope, to
arrive by Thursday, March 17, 200x.
If you accept this job offer, your hire date will be on the day that you attend new-hire orientation. Plan to
work for the remainder of the business day after new-hire orientation ends. Please read the enclosed newhire package for complete, new-hire instructions and more information about the benefits that Acme
offers.
We at Acme hope that you'll accept this job offer and look forward to welcoming you aboard. Your
immediate supervisor will be Jane Doe, Department Manager, Engineering. Feel free to call Jane or me if
you have questions or concerns. Call the main number in the letterhead above during normal business
hours and ask to speak to either of us.
Sincerely,
[Signature]
John Smith
Hiring Coordinator, Human Resources
Enclosures: 8
Accept Job Offer
By signing and dating this letter below, I, John Q. Public, accept this job offer of Senior Engineer by
Acme Technical Enterprises.
Signature:
Date:
Decline Job Offer
By signing and dating this letter below, I, John Q. Public, decline this job offer of Senior Engineer by
Acme Technical Enterprises.
Signature:
Date:
Library of Congress Cataloging- inPublication Data Rites of reitoration
p. cm. (Gender and culture) Includes bibliographical references and index. isbn 978-0-231- 15090-3
(cloth: acid-free paper) isbn
978-0-231- 15091-0 (pbk.: acid-free paper) isbn
978-0-231- 52179-6 (e-book)
1. Return in literature. 2. Lliterary criticism. 3. Collective memory and literature.
4.
Discourse analysis, Narrative. 5. Poetics. Title. IV. Series.
pn56.r475r58 2011 306dc22
2011010557
References to Internet Web sites (URLs) were accurate at the time of writing. Neither the author nor
Columbia University Press is responsible for Web sites that may have expired or changed since the
book was prepared.
For our students
Introduction
Rited Need for Roots
We believe in popular consciousness as well as in theoretical reflections on displacement and
dispossession that have come to discern a poetic passing straight minded numeric representational
curve towards a soundly glad cloister of thoughts, Atwell, J. (1990), Schopenhauer: The Human
Character,
chaacee de B We a aged Ee ha beg
eed e 1
What you will do:
An e - Enrollment Counselor contacts potential students to sell online courses, then guides them through
enrolling in one of our premiere certificate programs. A successful candidate thrives in a fast-paced
team environment that is customer-service oriented. This is a high volume sales and metrics-driven role.
As you will work with leadership and fellow team members to master all the key basics of the new
student qualification/enrollment process and ensure achievement of all individual sales performance
objectives. To achieve enrollment goals, you will conduct outreach via multiple communication
channels, including cold calling, email, social selling, and utilizing social media to reach potential
students. The ideal candidate has 2+ years experience directly selling professional online
services/courses to individual students.
Roots of Progress
Interim Assessment Signature
____________________________________
In order to stand again in thinking in performance peering in lessening statutory. Moment in thinking driven dress
orders is a Levy of gaussian level tunneling beacon emphasis in momentary indecision. To remark upon candidacy
in seeing a tunnel to propose under jury understood reminders in thinking today’s council is hindrance in going
pleaded to rest deepened theoretically. All practice in opening a jurisdiction in accounts to embellish tomorrow in
statutory indecisive lessor’s disclosure is often processed to go plaqued in dichotomy often said interim to an
assessed detail.
Reason out of Teatise
All these fraternal delegate• will bring to you this morning.
It is Indeed a happy situation in which we are permitted to exchange fraternal dele gates with the great
labor movement of Great Britain and with the Canadian Tradea and Labor Congress. For many, many
years 1'inl have maintained with unbroken regularity this fine and beautiful custom of sending
representatives from the Ameri- can Federation of Labor to the British Trades Union Congress and to the
Canadian Trades and Labor Congress, and in tum our fellow workers have sent their repre- sentative• to
attend our great Congress each of ·labor. In that way a have maintained a co-operative relationship and we
have developed underatandlng and good will.
The Rootstackk membership Associates only have submitted a response to the Department for Digital, Culture,
Media & Sport Select Committee enquiry on Reimagining where we live: cultural placemaking and the Levelling Up
agenda.
In our response, we call on government for a more strategic approach to Levelling Up funding for culture that
recognizes the need for ongoing core revenue funding
Our response says: “The introduction of Levelling Up funds comes after a decade of austerity that has
substantially reduced the resources available to many museums across the UK – and especially those in our
town and city centres which are largely funded via local authorities.
“Local authority funding for core museum services is the bedrock upon which other projects and initiatives are
built. Typically, this funding covers the vital areas of keeping the lights on and the doors open, paying for
staff, and collections care and display costs.
“Many of our members are very seriously concerned about the future viability of their organizations due to the
ongoing cuts to core revenue funding. Several substantial city-centre museums which operate as independent
trusts have told us that their council funding is forecast to end completely within the next few years, leaving
them highly vulnerable to closure or very substantial cuts to their operations.
“Unfortunately, welcome as it is, capital or project-based funding alone is not going to solve this issue. We
believe it is therefore vital that government considers a more strategic approach to Levelling Up funding for
culture that recognizes the need for ongoing core revenue funding for museums.
“Any solution to this issue will require the involvement and adequate funding of local government in each
nation of the UK.”
Date: Nov. 14th, 2023
Leading Introduction
(1) Provide access to a sample
(1) Communications. Fidelity shall have the right to provide or communicate with any and all Plan
participants about Personal Investing Offerings through means determined by Fidelity. Fidelity may
support or provide all Personal Investing Offerings through any Fidelity Affiliates. Fidelity may
collect Participant contact information (such as telephone numbers, e-mail addresses, and mailing
addresses) directly from Participants in the course of providing Personal Investing Offerings. Any
information collected by Fidelity during the Term including Personal Data may be retained and used
by Fidelity or Fidelity Affiliates in accordance with the provisions of Article IO after the termination
of this Agreement.
(2) Client Obligations. Subject to applicable law, Client shall provide timely notice, support, and
access to Fidelity in connection with Personal Investing Offerings which shall include, without
limitation, providing available participant contact information (such as telephone numbers, e-mail
addresses, and mailing addresses) to facilitate Personal Investing Offerings communications.
(3) Fidelity Obligations. Fidelity agrees to indemnify Client against any claims brought against Client
by a participant who purchases a product or service of Fidelity or any Fidelity Affiliate as a result of
the actions taken by Fidelity pursuant to this Article 10 to the extent such claim is the result of
Fidelity's (or, ifapplicable. a Fidelity Affiliate's) negligence or failure to follow the terms ofany
agreements entered into between such Participant and Fidelity (or the Fidelity Affiliate).
Provide daily Plan and Participant level accounting for all Plan investment options. Provide daily Plan
and Participant level accounting for all money sources. Reconcile the Plan and Participant accounts
Fidelity
daily. Confidential Information 19 'I
plans. These documents are samples only and must be reviewed by the Client's legal counsel. These
documents have not been filed with the Internal Revenue Service for pre-approval under a prototype
or other program.
(2) If the Plan is subject to ERISA, provide a sample Summary Plan Description (SPD) for the Plan.
The sample SPD shall only be generated ifthe Client elects to use the Fidelity sample 403(b) plan
document product and the Client explicitly requests assistance from Fidelity in the generation o f the
SPD, such request to include a copy o f the finalized and executed sample 403(b) plan document
adoption agreement for the Plan. The SPD provided is a sample only based on the provisions ofthe
Plan and must be reviewed by the Client's legal counsel. Any desired modifications to the template
language o f the SPD provided by Fidelity shall be the responsibility o f the Client.
(3) Except as specifically set forth otherwise herein, Client shall be solely responsible for the content
An Appointment letter is usually an official letter written either by the immediate superior or by the hierarchical
superior to an individual who has been found eligible for the job advertised or applied for. The Appointment Letter
comes into play after a series of hiring procedures have been followed by the organization to eliminate most
applicants for the job and finding that one suitable candidate eligible for the profile. The hiring procedures that the
companies may follow could be classified in the following heads:
•
Receiving the Application Forms from various candidates for the job advertised
•
Scrutinizing all the applications to eliminate all such applications which do not meet the initial criteria of
selection
•
Calling the short listed candidates for the first round of formal selection, which could either be a group
discussion or the first round of interview
•
Another round of short listing while interviewing the candidates by putting the remarks on their applications
itself
•
Second or final round of interview with a panel of members so that the selection process is perfect and has
inputs of more than one member to be doubly sure of who is being finally hired
Superiors or the Human Resource Department who are involved in the hiring process should
really be emotionally tough as it calls for great courage to choose "the best among the best". Meaning thereby
that to say 'no' to all candidates except one is really an uncomfortable feeling - at the end of it the Superiors
or the HR Department are also employees of the organization.
What level of individuals get involved in the selection process also depends on the size of the organization,say, for
example, a small organization, which does not have a proper Human Resource Department in place, might choose
to involve the Director or the head of the organization to make the final selection. However, large sized companies
may have departmental heads to do the job and the only involvement of the company head may be to know that the
loop of the hiring process has been successfully closed.
Points to remember while drafting an Appointment Letter:
•
The Appointment Letter should clearly give the designation for which the individual is being hired
•
The Terms and Conditions under which the hiring has been done should also be clearly
mentioned. For example, whether the individual is being hired as a 'confirmed' employee or one on
'contract' to be confirmed after a specified period of time
•
The date from which the Appointment Letter is effective should be specified in the letter
•
Things such as the Leave structure also should be specified to avoid any confusion
•
Period of the particular employment status should also be mentioned
•
The letter should be addressed to that one particular individual whose name, address, etc should be clearly
mentioned to avoid misuse of the document
•
Who will the individual report into and which office base (if multiple locations) will s/he operate from should
also be a part of the letter
•
Information which needs to be emphasized should be typed in 'bold'
•
It should not be a hand written letter but a typed one on the company letter head
•
The Appointment Letter should be signed by the highest authority in the organization responsible for the
decision to hire the concerned individual and should also carry her/his designation
•
Date on which the Appointment Letter is being issued should also be clearly mentioned
•
It is the first ever formal document that the individual receives from the company, so it should be
sensitively yet professionally worded
•
It should be in duplicate - one to be given to the new employee and the second one to be signed by the
employee and duly returned to then be handed over the HR department
SAMPLE APPOINTMENT LETTER
Ms/Mr.
Address of the selected candidate Date of issue
of Appointment Letter
Subject: Your application for the post of
Dear Ms/Mr
We are in receipt of your application for the post of
. We are pleased to
inform you that our organization has found you eligible for the profile described.
You are requested to report at our office as per address given below at 9:30AM on
(date from when the individual is expected to join) in approval to your appointment.
Name of the Company
Complete address with phone numbers/landmarks (if any)
This is to inform you that this letter will be null and void in case you do not report at the date and time specified in
this letter.
As per our Company policy, you will be on Contract for a period of
(specify the period as
per the HR policy) and then, based on your performance and review you will be taken to the next level of
employment in the organization.
During your Contract period you are entitled to take
(specify the leaves that the
employee can take as per your Leave policy). In cases of emergency for any extra leave requests however the
decision will be upon the management.
(Designation of the authority) cc:
Human Revenue Department
You shall be on probation for a period of 6 months.
a) During the probation period, if your performance is not satisfactory, the management reserves
the right to terminate your service without assigning any reason thereof or without any notice or
notice pay thereof.
b) The management also reserves the right to extend the probation period if your performance is not satisfactory.
c) However, after successful completion of probation, your appointment shall be confirmed, in
writing, by the management.
NOMINATION OF LEGAL HEIRS
Please fill and return the enclosed Provident Fund forms and Nomination form. In case of any change in
the nomination due to changes in circumstances or any other reasons, you should inform the same to the
company immediately.
SERVICE CONDITIONS:
a) You shall perform the duties and carry out the assignments entrusted to you from time to time
efficiently, sincerely and to the best of your ability and capacity.
b) We shall be the sole arbitrator of the assessment to be made of your working efficiency utility or
loyalty to the company while taking a decision to give you increment or promotion to higher grade or
terminating your services.
c) You will retire from the company's services on reaching the age of 58 years.
d) Your services are liable to be transferred from one establishment, department or
division of the company to the other anywhere in India, at the discretion of the Management.
e) You will be required to undergo medical examination during your
tenure with the company. Your continuance in employment would depend
on your remaining medically fit.
f) You are to keep and render a faithful account of all properties and business secrets of the company
entrusted to you in the course of your employment, and shall not disclose to anybody at any time,
during your services or even after you leave the services of the company.
g) During the course of your employment with us, you shall not accept any other employment, either full-
time or part- time, either for remuneration or otherwise. Also, you shall not engage yourself in any trade,
business or occupation and you shall devote your full time and energy in discharging your duties as our
employees.
h) You shall communicate to the Management any change in your residential address, local and permanent.
i) The company shall be entitled to terminate your services without notice on any of the following grounds :
(a) You are convicted of a criminal offence by a competent Court of Law / Authority;
(b) You are found guilty of committing breach of any of the conditions of the employment or rules and
regulations of the organization;
(c) If you misbehave, disobey or refuse to carry out the work orders of your Superior/Management or are
irregular in attendance.
(d) You are declared medically unfit by the medical practitioner appointed by the Company.
j) You will abide by the rules & regulations of the company/establishment which are in force for the time
being and / or which may be framed from time to time.
k) Any dispute arising out of this employment shall be referred to the legal jurisdiction of Mumbai courts only.
PERIOD OF NOTICE
After confirmation, your services are terminable without assigning any reason, by giving one month's notice in writing
or salary in lieu thereof on either side.
Kindly go through the contents and return the duplicate copy of this letter duly signed by you as
token by your acceptance of the terms and conditions mentioned herein.
We welcome you and wish you all the very best in your new assignment.
Sincerely Yours,
for ABC PVT.
LTD.
Name (Address)
Appointment
Dear (first
name),
We have pleasure in appointing you as (designation-department) in our organization, effective (joining
date) on the following terms and conditions:
1. Placement & Compensation
You will be placed in the appropriate band / responsibility level of the Company, and will be entitled to
compensation (salary and other applicable benefits) as detailed in Annexure "A". Compensation will be
governed by the rules of the Company on the subject, as applicable and/or amended hereafter.
2. Salary revision
Your salary will be reviewed on April 1st of each year, or at such other time as the Management may
decide. Salary revisions are discretionary and will be subject to, and on the basis of, effective
performance and results.
3. Posting & Transfer
Your initial posting will be at ")". However, your services are liable to be transferred, at the sole
discretion of Management, in such other capacity as the company may determine, to any department /
section, location, associate, sister concern or subsidiary, at any place in India or abroad, whether existing
today or which may come up in future. In such a case, you will be governed by the terms and conditions
of the service applicable at the new placement location.
4. Probation:
That you will be on probation for a period of six months. The period of probation can be extended at the
discretion of the Management and you will continue to be on probation till an order of confirmation has
been issued in writing.
5. Full time employment
Your position is a whole time employment with the Company and you shall devote yourself exclusively
to the business and interests of the company. You will not take up any other work for remuneration (part
time or otherwise) or work in an advisory capacity, or be interested directly or indirectly (except as
shareholder / debenture holder), in any other trade or business during your employment with the
company, without permission in writing of the Board of Directors of the Company. You will also not
seek membership of any local or public bodies without first obtaining specific permission from the
Management.
6. Confidentiality
You will not, at any time, during the employment or after, without the consent of the Board of Directors
disclose or divulge or make public, except on legal obligations, any information regarding the Company's
affairs or administration or research carried out, whether the same is confided to you or becomes known
to you in the course of your service or otherwise.
7. Intellectual Property
If you conceive any new or advanced method of improving designs/ processes/ formulae/ systems, etc. in
relation to the business/ operations of the Company, such developments will be fully communicated to the
company and will be, and remain, the sole right/ property of the Company.
8. Responsibilities & Duties
Your work in the organization will be subject to the rules and regulations of the organization as laid down
in relation to conduct, discipline and other matters. You will always be alive to responsibilities and duties
attached to your office and conduct yourself accordingly. You must effectively perform to ensure results.
9. Past Records
If any declaration given, or information furnished by you, to the company proves to be false, or if you
are found to have willfully suppressed any material information, in such cases, you will be liable to
removal from services without any notice.
10. Retirement
The retirement age is 58 years. You will retire from the employment of the Company at the end of the
month in which you attain 58 years of age.
11. Termination of employment
During the probationary period and any extension thereof, your services may be terminated on either side
by giving one month's notice or salary in lieu thereof. However, on confirmation the services can be
terminated from either side by giving two months (60 days) notice or salary in lieu thereof.
Upon termination of employment, you will immediately hand over to the Company all correspondence,
specifications, formulae, books, documents, market data, cost data, drawings, affects or records
belonging to the Company or relating to its business and shall not retain or make copies of these items.
Upon termination of employment, you will also return all company property, which may be in your possession.
12. Medical Fitness
This appointment is subject to your being, and remaining, medically fit.
Please confirm your acceptance of the appointment on the above terms and conditions by signing and
returning this letter for our records.
Yours
faithfully, For
ANNEXURE 'A' : COMPENSATION DETAILS (Salary & applicable benefits)
Date of joining :
Location :
a) Remuneration
Basic Salary : Rs. /- per month
House Rent Allowance : Rs. /- per month
Special Allowance : Rs. /- per month
Conveyance Allowance : Rs. /- per month
Medical reimbursement Limit : Rs. /- per
annum
b) Retirals
i. You will participate in the Company Provident Fund Scheme as applicable to your category of employees.
ii. You will be entitled to gratuity in accordance with the rules governing such payment.
c) Leave
You will be entitled to privilege, sick and casual leave as applicable to your category of employees.
Note:
"'" It is expected that individual compensation package would not be shared with other
employees. "'" The above compensation structure is subject to change without affecting
emoluments adversely. "'" Applicable tax would be borne by the employee.
Acme Technical Enterprises
P.O. Box 123 • Any City • Any State • 00000
Phone 555-555-0000
March 1, 200x
John Q. Public
123 Any Street
Any City, 00000
Dear John Q. Public:
JOB OFFER
Acme Technical Enterprises, Inc. is pleased to offer you a job as a Senior Engineer. We trust that your
knowledge, skills and experience will be among our most valuable assets.
Should you accept this job offer, per company policy you'll be eligible to receive the following
beginning on your hire date.
•
Salary: Annual gross starting salary of $63,500, paid in biweekly installments by your choice of
check or direct deposit
•
Performance Bonuses: Up to three percent of your annual gross salary, paid quarterly by
your choice of check or direct deposit
•
Stock Options: 500 Acme stock options in your first year, fully vested in four years at the
rate of 125 shares per year
•
Benefits: Standard, Acme-provided benefits for salaried-exempt employees, including the
following
o
401(k) retirement account
o
Annual stock options
o
Child daycare assistance
o
Education assistance
o
Health, dental, life and disability insurance
o
Profit sharing
o
Sick leave
o
Vacation and personal days
To accept this job offer:
1.
Sign and date this job offer letter where indicated below.
2.
Sign and date the enclosed Non-Compete Agreement where indicated.
3.
Sign and date the enclosed Confidentiality Agreement where indicated.
4.
Sign and date the enclosed At-Will Employment Confirmation where indicated.
AIJ_BEP Template I_WD v1.0_16,Feb,2016
CONTENTS
DATA SECURITY POSTURE MANAGEMENT EXPLAINED
Data security posture management (DSPM) tools help security
teams to look at the entire data environment and find shadow data,
reducing the risk of data loss.
Tracking down sensitive data across your cloud estate can be
vexing. By its very nature, cloud computing is dynamic and
ephemeral. Cloud data is easily created, deleted, or moved around.
Correspondingly, the cloud attack surface area is equally dynamic,
making protection measures more difficult. Over the past few years,
DSPM tools have been developed to discover both known and
unknown data, provide structure, and manage the security and
privacy risks of potential data exposure.
“This is important, so enterprise security managers can look at their
entire data estate and identify where threats originate and locate and
reduce riskier behaviors,” says Paul Stringfellow, an analyst with
GigaOm Research who has studied the genre.
Copyright © 2016 AIJ IPDWG All Rights Reserved.
Subtitle <<NOTE: Prescription Drug User Fee Amendments of 2002.>>
Prescription Drug User Fees
SEC. 501. <<NOTE: 21 USC 301 note.>> SHORT TITLE.
This subtitle may be cited as the ``Prescription Drug User Fee Amendments
of 2002''.
SEC. 502. <<NOTE: 21 USC 379g note.>> FINDINGS.
The Congress finds that-(1)
prompt approval of safe and effective new drugs and other therapies
is critical to the improvement of the public health so that patients may enjoy
the benefits provided by these therapies to treat and prevent illness and
disease;
(2)
the public health will be served by making additional funds available
for the purpose of augmenting the resources of the Food and Drug
Administration that are devoted to the process for the review of human drug
applications and the assurance of drug safety;
(3)
the provisions added by the Prescription Drug User Fee Act of 1992,
as amended by the Food and Drug Administration Modernization Act of
1997, have been successful in substantially reducing review times for human
drug applications and should be-(A)
reauthorized for an additional 5 years, with certain technical
improvements; and
(B)
carried out by the Food and Drug Administration with new
commitments to implement more ambitious and comprehensive
improvements in regulatory processes of the Food and Drug Administration,
including-(i)
strengthening and improving the review and
monitoring of drug safety;
(ii)
considering greater interaction between the agency
and sponsors during the review of drugs and biologics intended to treat
serious diseases and life-threatening diseases; and
(iii)
developing principles for improving first-cycle
reviews; and
(4)
the fees authorized by amendments made in this subtitle will be
dedicated towards expediting the drug development process and the process
for the review of human drug applications as set forth in the goals identified
for purposes of part 2 of subchapter C of chapter VII of the Federal Food,
Drug, and Cosmetic Act, in the letters from the Secretary of Health and
Human Services to the chairman of the Committee on Energy and
Commerce of the House of Representatives and the chairman of the
Committee on Health, Education, Labor and Pensions of the Senate, as set
forth in the Congressional Record.
SEC. 503. DEFINITIONS.
Section 735 of the Federal Food, Drug, and Cosmetic Act (21 U.S.C.
379g) is amended-(1)
in paragraph (1), in the matter after and below subparagraph (C), by
striking ``licensure, as described in subparagraph (D)'' and inserting
``licensure, as described in subparagraph (C)'';
(2)
in paragraph (3)-(A)
in subparagraph (A), by striking ``and'' at the
end;
(B)
in subparagraph (B), by striking the period and
inserting ``, and'';
(C)
by inserting after subparagraph (B) the following
subparagraph:
``(C) which is on the list of products described in section 505(j)(7)(A) or is
on a list created and
Page 1 of 6
maintained by the Secretary of products approved under human drug
applications under section 351 of the Public Health Service Act.''; and
(D)
in the matter after and below subparagraph (C) (as added by
subparagraph (C) of this paragraph), by striking ``Service Act,'' and all that
follows through
``biological product'' and inserting the following:
``Service Act. Such term does not include a biological product'';
(3)
in paragraph (6), by adding at the end the following subparagraph:
``(F) In the case of drugs approved after October 1, 2002, under human drug
applications or supplements: collecting, developing, and reviewing safety
information on the drugs, including adverse event reports, during a period
[[Page 116 STAT. 689]]
of time after approval of such applications or supplements, not to exceed
three years.''; and
(4)
in paragraph (8)-(A)
by striking the matter after and below subparagraph (B);
(B)
by striking subparagraph (B);
(C)
by striking ``is the lower of'' and all that follows through
``Consumer Price Index'' and inserting
``is the Consumer Price Index''; and
(D)
by striking ``1997, or'' and inserting
``1997.''.
SEC. 504. AUTHORITY TO ASSESS AND USE DRUG FEES.
Types of Fees.--Section 736(a) of the Federal Food, Drug, and
Cosmetic Act (21 U.S.C. 379h(a)) is amended-(1)
in the matter preceding paragraph (1), by striking
``fiscal year 1998'' and inserting ``fiscal year 2003'';
(2)
in paragraph (1)(A)-(A)
in each of clauses (i) and (ii), by striking
``in subsection (b)'' and inserting ``under subsection (c)(4)''; and
(B)
in clause (ii), by adding at the end the following sentence:
``Such fee shall be half of the amount of the fee established under clause
(i).'';
(3)
in paragraph (2)(A), in the matter after and below clause (ii)-(A)
by striking ``in subsection (b)'' and inserting
``under subsection (c)(4)''; and
(B)
by striking ``payable on or before January 31'' and inserting
``payable on or before October 1''; and
(4)
in paragraph (3)-(A)
by amending subparagraph (A) to read as follows:
``(A) In general.--Except as provided in subparagraph (B), each person who
is named as the applicant in a human drug application, and who, after
September 1, 1992, had pending before the Secretary a human drug
application or supplement, shall pay for each such prescription drug product
the annual fee established under subsection (c)(4). Such fee shall be payable
on or before October 1 of each year. Such fee shall be paid only once for
each product for a fiscal year in which the fee is payable.''; and
(B)
in subparagraph (B), by striking ``The listing'' and all that
follows through ``filed under section 505(b)(2)'' and inserting the following:
``A prescription drug product shall not be assessed a fee under subparagraph
(A) if such product is identified on the list compiled under section
505(j)(7)(A) with a
(a)
potency described in terms of per 100 mL, or if such product is the same
product as another product approved under an application filed under
section 505(b)''.
Fee Amounts.--Section 736(b) of the Federal Food, Drug, and
Cosmetic Act (21 U.S.C. 379h(b)) is amended to read as follows:
``(b) Fee Revenue Amounts.--Except as provided in subsections (c), (d), (f),
and (g), fees under subsection (a) shall be established to generate the
following revenue amounts:
(b)
Fiscal year
Type of Fee Revenue
2004
2005
2006
2007
$84,000,000
$86,434,000
Application/Supplement
$74,300,000
$
$
2
5
9
,
3
0
0
,
0
0
$77,000,000
result in fee revenues for a fiscal year that are less than the fee revenues for
the fiscal year established in subsection (b), as adjusted for inflation under
paragraph (1).
``(3) Final year adjustment.--For fiscal year 2007, the Secretary may, in
addition to adjustments under paragraphs (1) and (2), further increase the fee
revenues and fees established in subsection (b) if such an adjustment is
necessary to provide for not more than three months of operating reserves of
carryover user fees for the process for the review of human drug
applications for the first three months of fiscal year 2008. If such an
adjustment is necessary, the rationale for the amount of the increase shall be
contained in the annual notice establishing fee revenues and fees for fiscal
year 2007. If the Secretary has carryover balances for such process in excess
of three months of such operating reserves, the adjustment under this
paragraph shall not be made.''; and
(4)
in paragraph (4) (as redesignated by paragraph (2) of this
subsection), by amending such paragraph to read as follows:
``(4) <<NOTE: Effective date.>> Annual fee setting.--The Secretary shall,
60 days before the start of each fiscal year that begins after September 30,
2002, establish, for the next fiscal year, application, product, and
establishment fees under subsection (a), based on the revenue amounts
established under subsection (b) and the adjustments provided under this
subsection.''.
Fee Waiver or Reduction.--Section 736(d)) of the Federal Food,
Drug, and Cosmetic Act (21 U.S.C. 379h(d)) is amended-(1)
in paragraph (1)-(A)
in subparagraph (C), by inserting ``or'' after the comma at the
end;
(B)
by striking subparagraph (D); and
(C)
by redesignating subparagraph (E) as subparagraph (D); and
(2)
in paragraph (3), in each of subparagraphs (A) and (B), by striking
``paragraph (1)(E)'' each place such term appears and inserting ``paragraph
(1)(D)''.
(d)
Assessment of Fees.--Section 736(f) of the Federal Food, Drug, and
Cosmetic Act (21 U.S.C. 379h(f)) is amended-(1)
in the heading for the subsection, by striking
``Assessment of Fees.--'' and inserting ``Limitations.--''; and
(2)
in paragraph (1), by striking the heading for the paragraph and all
that follows through ``fiscal year beginning'' and inserting the following:
``In general.--Fees under subsection (a) shall be refunded for a fiscal year
beginning''.
(e)
(f)
(1)
(2)
(3)
Crediting and Availability of Fees.-In general.--Section 736(g)(1) of the Federal Food, Drug, and
Cosmetic Act (21 U.S.C. 379h(g)(1)) is amended by striking ``Fees
collected for a fiscal year'' and all that follows through ``fiscal year
limitation.'' and inserting the following: ``Fees authorized under subsection
(a) shall be collected and available for obligation only to the extent and in
the amount provided in advance in appropriations Acts. Such fees are
authorized to remain available until expended.''.
(4)
Collections and appropriation acts.--Section 736(g)(2) of the Federal
Food, Drug, and Cosmetic Act (21 U.S.C. 379h(g)(2)) is amended-(A)
by redesignating subparagraphs (A) and (B) as clauses (i)
and (ii), respectively;
(B)
by striking ``(2) Collections'' and all that follows through
``the amount specified'' in clause (i) (as so redesignated) and inserting the
following:
``(2) Collections and appropriation acts.-``(A) In general.--The fees authorized by this
Compliance Section—
``(i) shall be retained in each fiscal year in
an amount not to exceed the amount specified'';
(C)
by moving clause (ii) (as so redesignated) two ems to the
right; and
(D)
by adding at the end the following subparagraph:
``(B) Compliance.--The Secretary shall be considered to have met the
requirements of subparagraph (A)(ii) in any fiscal year if the costs funded
by appropriations and allocated for the process for the review of human drug
applications-``(i) are not more than 3 percent below the level specified in subparagraph
(A)(ii); or
``(ii)(I) are more than 3 percent below the level specified in subparagraph
(A)(ii), and fees assessed for the fiscal year following the subsequent fiscal
year are decreased by the amount in excess of 3 percent by which such costs
fell below the level specified in such subparagraph; and
``(II) such costs are not more than 5 percent below the level specified in
such subparagraph.''.
(5)
Authorization of appropriations.--Section 736(g)(3) of the Federal
Food, Drug, and Cosmetic Act (21 U.S.C. 379h(g)(3)) is amended by
striking subparagraphs (A) through (E) and inserting the following:
``(A) $222,900,000 for fiscal year 2003;
``(B) $231,000,000 for fiscal year 2004;
``(C) $252,000,000 for fiscal year 2005;
``(D) $259,300,000 for fiscal year 2006; and
``(E) $259,300,000 for fiscal year 2007;''.
SEC. 505. <<NOTE: Effective dates. Deadlines. 21 USC 379g note.>>
ACCOUNTABILITY AND REPORTS.
Public Accountability.-Consultation.--In developing recommendations to the Congress for
the goals and plans for meeting the goals for the process for the review of
human drug applications for the fiscal years after fiscal year 2007, and for
the reauthorization of sections 735 and 736 of the Federal Food, Drug, and
Cosmetic Act, the Secretary of Health and Human Services (referred to in
this section as the ``Secretary'') shall consult with the Committee on Energy
and Commerce of the House of Representatives, the Committee on Health,
Education, Labor, and Pensions of the Senate, appropriate scientific and
academic experts, health care professionals, representatives of patient and
consumer advocacy groups, and the regulated industry.
(2)
<<NOTE: Federal Register, publication.>> Recommendations.--The
Secretary shall publish in the Federal Register recommendations under
paragraph (1), after negotiations with the regulated industry; shall present
such recommendations to the congressional committees specified in such
paragraph; shall hold a meeting at which the public may present its views on
such recommendations; and shall provide
for a period of 30 days for the public to provide written comments on such
recommendations.
(a)
(1)
Performance Report.--Beginning with fiscal year 2003, not later than
60 days after the end of each fiscal year during which fees are collected
under part 2 of subchapter C of chapter VII of the Federal Food, Drug, and
Cosmetic Act (21 U.S.C. 379g et seq.), the Secretary of Health and Human
Services shall prepare and submit to the President, the Committee on Energy
and Commerce of the House of Representatives, and the Committee on
Health, Education, Labor, and Pensions of the Senate a report concerning
the progress of the Food and Drug Administration in achieving the goals
identified in the letters described in section 502(4) during such fiscal year
and the future plans of the Food and Dr
(b)
Administration for meeting the goals.
(c)
Fiscal Report.--Beginning with fiscal year 2003, not later than
120 days after the end of each fiscal year during which fees are collected
under the part described in subsection (b), the Secretary of Health and
Human Services shall prepare and submit to the Committee on Energy and
Commerce of the House of Representatives, and the Committee on Health,
Education, Labor, and Pensions of the Senate, a report on the
implementation of the authority for such fees during such fiscal year and the
use, by the Food and Drug Administration, of the fees collected during such
fiscal year for which the report is made.
SEC. 506. REPORTS OF POSTMARKETING STUDIES.
Section 506B of the Federal Food, Drug, and Cosmetic Act (21 U.S.C.
356b) is amended by adding at the end the following subsections:
``(d) Disclosure.--If a sponsor fails to complete an agreed upon study
required by this section by its original or otherwise negotiated deadline, the
Secretary shall publish a statement on the Internet site of the Food and Drug
Administration stating that the study was not completed and, if the reasons
for such failure to complete the study were not satisfactory to the Secretary,
a statement that such reasons were not satisfactory to the Secretary.
``(e) Notification.--With respect to studies of the type required under section
506(b)(2)(A) or under section 314.510 or 601.41 of title 21, Code of Federal
Regulations, as each of such sections was in effect on the day before the
effective date of this subsection, the Secretary may require that a sponsor
who, for reasons not satisfactory to the Secretary, fails to complete by its
deadline a study under any of such sections of such type for a drug or
biological product (including such a study conducted after such effective
date) notify practitioners who prescribe such drug or biological product of
the failure to complete such study and the questions of clinical benefit, and,
where appropriate, questions of safety, that remain unanswered as a result of
the failure to complete such study. Nothing in this subsection shall be
construed as altering the requirements of the types of studies required under
section 506(b)(2)(A) or under section 314.510 or 601.41 of title 21, Code of
Federal Regulations, as so in effect, or as prohibiting the Secretary from
modifying such sections of title 21 of such Code to provide for studies in
addition to those of such type.''.
SEC. 507. <<NOTE: 21 USC 379g note.>> SAVINGS CLAUSE.
Notwithstanding section 107 of the Food and Drug Administration
Modernization Act of 1997, and notwithstanding the amendments made by
this subtitle, part 2 of subchapter C of chapter VII of the Federal Food,
Drug, and Cosmetic Act, as in effect on the day before the date of the
enactment of this Act, continues to be in effect with respect to human drug
applications and supplements (as defined in such part as of such day) that,
on or after October 1, 1997, but before October 1, 2002, were accepted by
the Food and Drug Administration for filing and with respect to assessing
and collecting any fee required by such Act for a fiscal year prior to fiscal
year 2003.
SEC. 508. <<NOTE: 21 USC 356b note.>> EFFECTIVE DATE.
The amendments made by this subtitle shall take effect October 1, 2002.
SEC. 509. <<NOTE: 21 USC 379g note.>> SUNSET CLAUSE.
The amendments made by sections 503 and 504 cease to be effective
October 1, 2007, and section 505 ceases to be effective 120 days after such
date.
Federal Salary Council Meeting Minutes
Meeting Number 23-1
November 14, 2023
The Federal Salary Council held a meeting hosted by the U.S. Office of Personnel
Management (OPM) on November 14, 2023, after providing advance notice of the
meeting in the Federal Register. Council members who participated in the meeting are
listed in the table below.
Council Member
Dr. Stephen E. Condrey
Ms. Janice R. Lachance
Dr. Jared J. Llorens
Dr. Everett Kelley
Ms. Jacqueline Simon
Mr. Patrick J. Yoes
Mr. David J. Holway
Mr. Randy Erwin
Title
Federal Salary Council Chair and Past President of the American
Society for Public Administration
Expert Member and Chair, Federal Prevailing Rate Advisory
Committee
Expert Member and Dean and E. J. Ourso Professor, E. J. Ourso
College of Business, Louisiana State University
Employee Organization Representative, National President,
American Federation of Government Employees
Employee Organization Representative, American Federation of
Government Employees
Employee Organization Representative, National President,
Fraternal Order of Police
Employee Organization Representative, National President,
National Association of Government Employees
Employee Organization Representative, National President,
National Federation of Federal Employees
About 100 members of the public also attended the meeting, including 5
representatives of the media and 1 staff member from the office of Senator Lindsey
Graham.
Agenda Item 1: Introductions and Announcements / Minutes from Previous Meeting
At 10:01 a.m. Eastern Standard Time, Chairman Condrey asked Mr. Mark Allen, OPM
Pay Systems Manager, to start the meeting.
Designated Federal Officerҍ.Opening Remarks
Mr. Allen introduced himself as Designated Federal Officer for this meeting. He
welcomed everyone and explained the Federal Salary CouncilǨ.-*' . an advisory
body operating under the Federal Advisory Committee Act. He noted that OPM
provides staff support to the Council members but does not itself hold membership on
the Council or develop /# *0)$'Ǩ.recommendations.
Mr. Allen explained that the CouncilǨ.+0-+*. $)meeting was to develop
recommendations on locality pay for General Schedule (GS) employees for January
2025. He clarifi /#//# *0)$'Ǩ.))0'recommendations cover the establishment
of pay localities, the coverage of salary surveys, the processes used for making
comparisons between Federal and non-Federal pay, and the level of comparability
payments for Federal employees. He noted that the Council recommendations would
be sent to the - .$ )/Ǩ.4" )/ once finalized.
Mr. Allen noted that documenting approval of the minutes from the *0)$'Ǩ.most
recent previous meeting (held on October 28, 2022) was the next item on the agenda.
After taking a few minutes for its members to introduce themselves briefly, the Council
officially approved those minutes.
Mr. Allen noted that the National Treasury Employees Union (NTEU) did not currently
have representation on the Council but had continued its support of the Council
Working Group pending a new appointment to the Council. He added that Ms. Doreen
Greenwald, National President, attended in a non-voting capacity and was
accompanied by Mr. Steve Keller, NTEU Senior Counsel for Compensation. He then
turned the floor over to Chairman Condrey. Chairman Condrey then introduced the
next agenda item, which was the report from the Bureau of Labor Statistics.
Agenda Item 2: Report of the Bureau of Labor Statistics
Mr. Michael Lettau of the U.S. Bureau of Labor Statistics, Office of Compensation and
Working Conditions provided the following report.
2
I am Michael Lettau of the U.S. Bureau of Labor Statistics, Office of
Compensation and Working Conditions. I am pleased to present the work that
the Bureau of Labor Statistics [BLS] * .$).0++*-/*!/# - .$ )/Ǩ.4
Agent and the Federal Salary Council. The BLS provides estimates of annual
wages for workers in private industry and state and local government to the
Federal Salary Council for broad categories of professional, administrative,
technical, clerical, and officer jobs, known as PATCO groups, at the various
[GS] work levels. These estimates are based on the combined data from the
0- 0Ǩ./$*)'*(+ )./$*)0-1 4ǹǺ)/# 0+/$*)'
Employment and Wage Statistics (OEWS) programs.
The BLS uses a statistical process to combine the data from the NCS and OEWS
programs to produce estimates of annual wages by area, occupation, and work
level. The BLS aggregates these estimates across the occupations into broad
categories of jobs according to Federal employment weights provided by OPM.
OPM then aggregates the resulting estimates to create a single estimate of nonFederal wages for each area for use in Federal pay comparisons.
For the 2023 delivery, the BLS produced PATCO estimates for 115 areas. This
included estimates for both current locality pay areas and for research areas of
interest to the Federal Salary Council. The research areas included ten areas
that have now been added to the standard delivery of PATCO estimates. The
PATCO estimates are based on OMB Core Based Statistical Area definitions and
$)'0 )4- .*!++'$/$*)$)/# - Ǩ. !$)$/$*)ǚ
The PATCO estimates for the 2023 delivery also continued to use the Federal
employment weight file based on the 2018 version of the Standard
Occupational Classification system. As in prior years, BLS provided separate
estimates including and excluding the effect of workers who receive incentive
payments.
"$))$)"2$/#'./4 -Ǩ. '$1 -4Ǜ/# ./$(tes are based on data
!-*(/# +-*"-(Ǩ.(* '-based estimation method. An article entitled
“Model-based estimates for the Occupational Employment Statistics program”
in the August 2019 Monthly Labor Review describes the benefits of the new
procedure, and a Survey Methods and Reliability Statement, available on the
BLS web site, gives the technical details for the procedure. This model-based
3
method improves both the accuracy and reliability of the PATCO estimates for
annual wages.
Also, BLS delivered two sets of estimates for the 2023 delivery. The second set
of estimates uses NCS sample weights that better represent the number of
workers in each occupation that BLS samples. The BLS recommends these
estimates as an improvement to the PATCO estimation methodology.
I will be happy to answer any questions you may have.
Chairman Condrey asked if the Council had any questions on Mr. //0Ǩ.
presentation. Hearing none, Chairman Condrey turned to the next item of business,
which was reading the report of the Council Working Group into the record.
Agenda Item 3: Recommendations of the Federal Salary Council Working Group,
Issues 1-5
//# #$-()Ǩ.- ,0 ./ǛMr. Joe Ratcliffe, OPM Senior Compensation Analyst, read
the Council Working Group report. The reading was divided so that Mr. Ratcliffe
paused in his reading after reading up through Issue 5 from the report, and then the
Council heard previously scheduled testimony from the public (Agenda Item 4). Once
that testimony concluded, Mr. Ratcliffe resumed his reading of the report (Agenda
Item 5).
Mr. Ratcliffe stopped after reading each Working Group recommendation, and
Chairman Condrey then asked the Council members to indicate whether they wanted
to adopt the Working Group recommendation. The Council unanimously accepted the
*-&$)"-*0+Ǩ.- *(( )/$*)s on Council Decision Points 1-5, as indicated below.
x
Council Decision Point 1: Should the Council recommend the locality pay rates for
2025 for current locality pay areas, using the NCS/OEWS Model results shown in
Attachment 1 of the Working Group report?
x
¡
Working Group recommends doing so.
¡
Council recommendation? Agreed with Working Group.
Council Decision Point 2: Should any of the Rest of US research areas listed in
Attachment 3 of the Working Group report be established as new locality pay areas?
4
x
¡
The Working Group recommends not doing so. Further, we recommend the
Council work with BLS in 2024 to identify options for addressing anomalous
non-Federal salary estimates.
¡
Council recommendation? Agreed with Working Group.
Council Decision Point 3: Should any new locations listed in Attachment 4 be
established as new Rest of US research areas, and—
a. Should any of them be established as new locality pay areas?
b. Should NCS/OEWS salary estimates be requested from the Bureau of Labor
Statistics (BLS) for additional areas with fewer than 2,500 GS employees?
¡
The Working Group recommends—
o These areas should continue to be considered as potential Rest of US
research areas, and the Council should evaluate 3 consecutive years of
pay disparity data for these areas as soon as possible;
o None of them should be recommended for establishment as new locality
pay areas at this time; and
o The Council should continue its work to study pay in as many additional
locations as resources allow.
¡
x
Council recommendation? Agreed with Working Group.
Council Decision Point 4: Should the Council recommend that—
a. In defining locality pay areas geographically the Pay Agent apply the updates to
the delineations of the metropolitan statistical areas and combined statistical
areas reflected in Office of Management and Budget (OMB) Bulletin No. 23-01 as
such updates were applied with adoption of OMB Bulletin 20-01, and
b. Updated commuting patterns data be used in the locality pay program—i.e.,
commuting patterns data collected by the U.S. Census Bureau between 2016 and
2020 as part of the American Community Survey?
x
¡
Working Group recommends doing so.
¡
Council recommendation? Agreed with Working Group.
Council Decision Point 5: Should the Council recommend that the Pay Agent add
Wyandot County, OH, to the Columbus, OH, locality pay area and Yuma County, AZ,
to the Phoenix, AZ, locality pay area?
¡
Working Group recommends doing so.
5
¡
Council recommendation? Agreed with Working Group.
Agenda Item 4: Testimony Regarding Certain Locality Pay Area Designations or
Other Issues
//# #$-()Ǩ.- ,0 ./ǛMr. Ratcliffe called on individuals one by one who had
arranged in advance to speak to the Council members in the meeting. Speakers were
reminded that the Chairman had set a time limit of 5 minutes per speaker.
The testimony is documented and presented by geographic area below, in the order
presented in the meeting. Information on relevant criteria as they apply to each
geographic area is provided at the beginning of the summary for each area. Where
applicable, questions or other input from the Council on the testimony is included in
the documentation below.
Charleston, SC
* Note on relevant criteria: Charleston, SC, is a Rest of US research area. It does not
meet the pay disparity criterion established by the Council. (The standard established
by the Council to trigger a Council recommendation to establish a Rest of US research
area as a new locality pay area is that its pay disparity be 10 or more percentage points
above that for the Rest of US over the most recent 3-year period covered by pay
disparities the Council has approved for use in the locality pay program.) *
My name is Scott Isaacks, Director and CEO of the Ralph H. Johnson VA Health
Care System, and I will be speaking today on behalf of the Federal Executive
Association of the greater Charleston area. For 8 years now, we have submitted
proposals and made presentations to convey the recruitment, relocation, and
retention problems facing Federal agencies in the Charleston-North Charleston
Metropolitan Statistical Area. This region is home to nearly 12,000 Federal
employees executing the missions of 40 different Federal agencies, which
struggle year after year to recruit and retain talented staff.
Today we once again implore the Federal Salary Council to incorporate
economic factors such as cost of living into the methodology for determining
'*'$/4+4- .ǚ0-- "$*)Ǩ../ 4+*+0'/$*)growth rate, consistently
more than double the nationǨ.*1 -''"-*2/#-/ , is putting tremendous
upward pressure on housing prices that strain nearly a third of all households
in the region.
6
Additionally, I draw your attention to the following statistics that further
underscore the reasons for our position. According to a recent article
published by Livingcost.org, Charleston, SC, is in the top 9 percent of the most
expensive cities in the world. The Charleston area is 12 percent above the
national average for cost of living, 25.4 percent higher than the South Carolina
average, and up to 16 percent above the national average in the surrounding
areas where many of our employees reside. Yet, with the massive cost of living
in the Charleston area, locality pay is set to the Rest of US at 16.50 percent. In
comparison, cost of living estimates in the following cities are Atlanta, GA, is
0.3 percent above the national average with locality pay set at 23.02 percent;
Dallas, TX, is 2 percent below the national average with locality pay set at 26.37
percent; Charlotte-Concord, NC, is at the national average with locality pay set
at 18.63 percent; and lastly Birmingham, AL, is 1.6 percent below the national
average with locality pay set to 17.41 percent. So, Federal employees who leave
a relatively inexpensive city and move to Charleston, SC, will take a significant
pay cut while moving to an area that will cost their families up to 17 percent
more for cost of living.
The numbers that historically have been used to determine whether an area
needs its own locality pay rate are trending in the correct direction in the past 8
years for Charleston due to strong wage growth in the private sector. We know
2 Ǩ'' 1 )/0''4- #/# /#- .#*'!*-.+ $'-/ , but we ask that our
agencies not be made to wait as this continues to make it harder to complete
our critical missions. We urge you to grant our request for a separate locality
designation now.
Charleston began tracking human capital indicators close to 5 years ago.
'/#*0"#2 *)Ǩ/( //# 0-- )/+4"+/ ./4 /, we have provided
quantitative evidence that supports our petition and paints a clear picture of
the situation Federal agencies in Charleston are facing. Our problem is not
going away, and with each year that passes, our important missions on behalf
of this nation suffer. While I can demonstrate the impact of this issue on every
Federal agency in Charleston, I will highlight the impact it is having on the
- *!*0-)/$*)Ǩ.1 / -).ǚThe Ralph H. Johnson VA Health Care System is
the third fastest growing VA medical center in the U.S., )/# Ǩ./*+-rated,
high-complexity, facility. And it is critical that we retain our current employees
7
and are able to recruit an ever-increasing number of highly qualified staff to
meet the growing +/$ )/+*+0'/$*)Ǩ.) .ǚ
Our growth is projected to continue for the next 20 years as evidenced by our
Congressionally suggested $1.1 billion in capital expansions for our health
system. Between 2019 and 2020 our medical center has grown 6 percent in total
patient encounters and a 13 percent drop in total workforce. The facility has
lost, and continues to lose, many highly trained medical professionals
throughout the organization. Last year we closed 22 of our 155 beds, reducing
services offered to our veterans, all due to staffing shortages. To this Council, I
have to stress that collectively we are failing our veterans.
In conclusion, we strongly urge the Federal Salary Council to recommend
designation for the Charleston-North Charleston Metropolitan Statistical Area
now. Further delay of an inevitable outcome will only further er* " )$ .Ǩ
capacity and jeopardize important Federal missions. As always, we appreciate
your time and reconsideration for establishing a specialized locality pay rate
for our area. Americans that our Federal agencies serve, the dedicated Federal
employees that we are all privileged to lead, and the missions we provide for
our nation, are worth it. Thank you.
Ms. Simon asked Mr. Isaacks if he knew what kind of pay increases title 38 employees
in the VA hospital have gotten over the last 3 years. Mr. Isaacks responded that he
$)Ǩ/#1 /# 3/)0( -Ǜ0/he acknowledged that VA does have some flexibility
with title 38 for physicians and nurses but that their base pay was based on locality pay.
He said that many of the other disciplines outside of title 38, which are just as critical to
healthcare, do not have flexibilities under title 38. He said if VA had flexibilities across
all employees, it would be different. He concluded by saying that the base pay that the
GS pay scale defines is critically important for positions for which VA does not have
flexibilities.
Asheville, NC
* Note on relevant criteria: Asheville is a Rest of US research area that does not meet
the pay disparity criterion established by the Council. (The standard established by the
Council to trigger a Council recommendation to establish a Rest of US research area as
a new locality pay area is that its pay disparity be 10 or more percentage points above
that for the Rest of US over the most recent 3-year period.) *
8
My name is Tim Ow )Ǜ) Ǩ(/# 3 0/$1 !!$ -/ [the National Centers
for Environmental Information within the National Oceanic and Atmospheric
Administration].
Ǩ(.+ &$)"!*-/# .# 1$'' ǛǛ'*'$/4+4./04"-*0+ǚ0-"-*0+$.
composed of multiple Federal agencies representing over 2,000 Federal
employees in the Asheville area, and including many under AFGE local 446.
Our group is advocating for the ultimate designation of the Asheville area as a
locality pay area given cross-agency challenges in both recruitment and
retention of Federal employees.
Local economic conditions, particularly housing costs, which are the highest in
North Carolina, continue to impact our ability to hire and keep Federal
employees.
We appreciate very much that Asheville, NC, was one of the Rest of US
research areas studied by BLS for the second year running. Continuing these
studies will ensure that Asheville is appropriately designated as a locality pay
area in the future. We look forward to continuing to advocate to this end.
Tampa, FL
* Note on relevant criteria: Rest of US area Tampa, FL, does not meet the pay disparity
criteria. (The standard established by the Council to trigger a Council recommendation
to establish a Rest of US research area as a new locality pay area is that its pay disparity
be 10 or more percentage points above that for the Rest of US over the most recent 3year period.) *
I am Dr. Bob Rohrlack, President and CEO at the Tampa Bay Chamber of
Commerce located in Tampa, FL, and I am also the father of a Captain in the
U.S. Army. Our community is home to MacDill Air Force Base (AFB)….
Our region has experienced rapid, sustained growth, which has transformed
its economic base into a diverse, highly-skilled workforce, which was once
considered primarily tourism, but has now developed into a more robust
economic system with a mature technology segment that competes with the
rest of the nation to recruit, hire, and retain, a highly-skilled workforce.
Despite this, the Tampa-St. Petersburg-Clearwater MSA is not considered to be
eligible for a pay adjustment for Federal employees who reside in the area
9
simply because it includes surrounding counties, which are largely rural, and
are disproportionately more affordable when compared to where Federal
employees live and work in this region.
Units across MacDill AFB are experiencing difficulties recruiting and retaining
staff, with some reporting as high as 30-percent vacancy rates, which has a
direct, negative impact on the mission readiness for the Department of
Defense. The blended average of statistical wage data for the four-county MSA
and Tampa Bay area is not reflective of the workforce realities in Tampa and
Hillsborough Counties, where MacDill AFB is located, and where most of the
areaǨ. civilian Federal employees live and work.
The Tampa Bay Chamber strongly supports the reevaluation of the MSA to only
include a 45-minute drive time to MacDill AFB. This approach will provide
more accurate wage data and improve recruitment and retention efforts for
MacDill AFB, and ultimately will be enhancing the mission readiness for
matters of national security.
As currently applied, the pay comparison methodology used in the locality pay
program ignores the fact that non-Federal pay in the local labor market may be
very different between different occupational groups. We support addressing
the mission critical occupations that military agencies need and are not
applicable to the local labor market. Recognizing that the Department of
Defense represents approximately 35 percent of the Federal civilian
workforce, we also urge the FSC to recommend adding the Secretary of
Defense to /# - .$ )/Ǩ.4" )/ǚ
We look forward to continuing to work with the FSC, our elected officials, and
Federal employment advocacy organizations, as we work together to correct
these pay disparities for Federal employees in Tampa in 2025. Thank you for
your time and consideration.
Cumberland and Dauphin Counties, PA— Carlisle Barracks
* Note on relevant criteria/situation: Cumberland and Dauphin Counties, PA, are in the
Harrisburg locality pay area due to application of standard criteria. The two petitioners
whose testimony is summarized below expressed concern about the proximity of these
counties to portions of the Washington-Baltimore locality pay area. *
10
Lieutenant Colonel Priscella Nohle
My name is Lieutenant Colonel Priscella Nohle. Currently, I serve as the
Garrison Commander of Carlisle Barracks. Thank you for the opportunity to
speak to you today about an issue that disadvantages our community that you
have the power to change.
As the Post Commander, today I represent the community of Carlisle with over
4,800 civilians. We rely heavily on our civilian workforce for security, critical
lifesaving support, and safety.
Due to the locality pay difference that is gained with a 10-15 minute drive to
Letterkenny or York from Carlisle, we cannot keep a full workforce. We have a
constant exodus of crucial employees.
[Displaying photo of Carlisle Barracks entry gate:] This is the gate I cannot
keep open on a post that supports strategic infrastructure and power
projection of the U.S. Army with over 80 international military fellows. We
only can open one gate fulltime, which causes large backups outside the
installation, and makes screening more difficult for those moving through. The
typical guard that serves at our gates is on the job less than a year before
transitioning. My police forces regularly depart to go to higher paying
positions within that 15-minute drive.
[Displaying photo of Carlisle Barracks pharmacy:] This is the pharmacy we
cannot keep open due to the 100-percent turnover our healthcare facility has
experienced in the past year. This has forced us to consolidate to fewer
facilities to at least keep others open. Due to this personnel shortage we have
massive delays in treatment and appointments for active military, DA civilians,
and retirees, of approximately 50,000 in the surrounding area that utilize
Carlisle Barracks.
This has cost over $1.2 million to our Dunham Health Clinic on Carlisle
Barracks thus far. Lack of one primary care provider generates a cost of over
$29,000 per month. Referrals provided due to lack of staff are estimated at over
$52,000 per month.
[Displaying photo of a former Carlisle Barracks employee:] This is Carlisle
Barracks firefighter Micah Owens. Micah is married and a father of two
11
children. He is a GS-07, step 6 firefighter who works a 72-hour week. While at
Carlisle Barracks, he earned a salary of $85,268. Micah left Carlisle Barracks to
work at Raven Rock Mountain. He did not move, and his commute only
increased by 10 minutes. His salary at Raven Rock at the same pay grade is now
$95,270. He earns over $10,000 more a year, which is almost 12 percent more.
[Displaying photo of another former Carlisle Barracks employee:] Thomas is
also married and a father of two. He is a GS-07, step 5 firefighter. While at
Carlisle Barracks, he earned a salary of $82,857. Thomas also left Carlisle
Barracks to work at Raven Rock Mountain. He did not move, and his commute
also only increased by 10 minutes. His salary at raven rock as a GS-07, step 5
firefighter is now $92,557. He earns $9,700 a year to commute 10 more
minutes, also 12 percent more. In total, we have lost 7 firefighters in the last 18
months and 5 police officers. In a force that is roughly 20, that is huge
turnover.
We are not alone. Every Federal agency in this area encounters the same issue.
In our packet, we have letters from several that bear witness to the same
exodus we encounter. Their work covers a vast area in the middle of PA,
investigations, social services, and law enforcement. We are asking for your
assistance in making our communities, our workforce, and the team, safer and
stronger through adjusting our competitive wage for Federal workers.
In closing, on behalf of the 4,800 Federal civilian employees in Cumberland
and Dauphin Counties within the Harrisburg and Lebanon locality pay area,
we are asking for an exception to the practice of establishing locality pay using
major and combined statistical areas. Please consider adjustment to DC locality
pay or a rate that is more competitive than our current situation. Thank you for
your consideration.
Dr. Thomas M. Easterly
My name is Dr. Thomas Easterly, and I serve as the Director of the Plans,
Analysis, and Integration Office at the U.S. Army Garrison Carlisle Barracks.
Mr. Chairman and Council members, today, I represent approximately 4,800
Federal civilian employees in Cumberland and Dauphin Counties within the
Harrisburg and Lebanon Pennsylvania locality pay area.
12
Today, I seek an exception to the longstanding practice of determining locality
pay. These practices were developed between 1992 and 1993 and were enacted
in 1994. These practices are based on major and combined statistical areas.
Our request is for an adjustment to the Harrisburg and Lebanon locality pay
area to a level that aligns with the DC locality pay or to a level that adequately
addresses the economic realities of our pay area.
Please allow me to address the topic of surrounded areas; it was previously
recommended by the Federal Salary Council that any location that would be
completely surrounded by higher paying areas “if our recommendations were
adopted” be added to the pay area with which it has the highest employment
interchange – and that partially surrounded areas be evaluated on a case-bycase basis.
Mr. Chairman, it is my belief that Cumberland and Dauphin Counties fit the
definition of “surrounded areas,” as did Wyandot County, OH, as previously
mentioned this morning. We would ask the Council to consider this while
reviewing our request.
Carlisle Barracks is 122 miles from Washington, DC. The Defense Distribution
Center in New Cumberland is 115 miles from DC, and Letterkenny Army Depot
is 114 miles from DC. Both New Cumberland and Letterkenny are included in
the DC locality pay area by a difference of just 7 miles.
The Federal agencies of Dauphin County are approximately 117 miles from
Washington, DC, and only 3.9 miles from York County, yet the Federal
agencies in York County receive the DC locality pay.
Carlisle Barracks' recruitment of potential employees and retention of current
employees is an ongoing concern.
This difference within the locality areas is a chronic challenge for Carlisle
Barracks, to the point it creates the potential for a critical mission failure as it
is challenging to attract and retain qualified and talented professionals to work
on our installation. We are in effect an entry point and training ground for
Government service. As of August 2022, the areas surrounding Carlisle
Barracks, Cumberland, and Dauphin County receive anywhere from a 13percent to 17-percent higher locality pay adjustment than the Harrisburg and
13
Lebanon locality pay band in which Carlisle Barracks resides. This equates to a
10-to-12 thousand dollar average increase in salary for the same grade and
step.
For example-information technology specialists are a challenge to recruit and
retain within Federal service, especially when competing with the private
sector. Higher pay bands in the area surrounding Harrisburg and Lebanon
compound this recruitment and retention problem. Information technology is
a critical function in today's digital working environment and is the foundation
of communication in any productive organization. When information
technology is understaffed, the entire organization suffers.
In support of this bipartisan request, we have included letters from numerous
Federal agencies….
In closing, I am requesting an exception to the "long-standing practice" of
establishing locality pay based solely on major and combined statistical areas.
I implore the Council to find merit in our request and adjust the Harrisburg
and Lebanon locality pay area to a level commensurate to the DC locality pay
area or to a level that adequately addresses the economic realities of our pay
area and allows Harrisburg and Lebanon to compete with the DC locality pay
area.
It has been an honor and a privilege to provide testimony today. Thank you for
your time.
Ms. Simon asked Mr. Ratcliffe if Cumberland and Dauphin Counties, PA, were also
considered at the same time that Adams and York Counties, PA, were added to the
DC locality pay area. Mr. Ratcliffe responded in the negative and noted that Adams
and York Counties were part of the York-Hanover-Gettysburg, PA CSA that existed
at that time, and they met the criteria that were in effect at that time.
Yolo County, CA
* Note on relevant criteria: Yolo County, CA, is part of the Sacramento basic locality
pay area—i.e., it is one of the counties comprising the Sacramento-Roseville, CA CSA.
The petitioner whose testimony is summarized below expressed concern about the
proximity of this county to portions of the San Jose locality pay area and the difference
in pay between the two locality pay areas. *
14
Mr. Jonathan Groveman of the U.S. Department of Agriculture (USDA) addressed the
Council:
Thank you to this Council for allowing me to speak on behalf of Federal
employees in Yolo County, CA, city of Davis in particular. When I began to
write these remarks I was unsure which direction to take. Should it be about
the inability of Federal employees to put down roots in this county due to the
extreme cost of living here? Should I focus on how during my 3-mile drive to
work in Davis from my house in Davis the road takes me from Yolo County into
Solano County and back into Yolo County all while never leaving the city of
Davis? Yes, you heard me right; two counties in the same small city. Maybe
instead I should focus on the fact that more than 30 percent of Federal
employees in Davis commute in from Solano, San Joaquin, and Stanislaus
Counties, due to the cheaper cost of living in those counties. Or the fact that
more than one third of Federal employees in Davis work second jobs and even
a third job to cover the extreme cost of living to be able to work here. But I was
advised that those hardships are not what this Council is '**&$)"!*-ǚ* Ǩ1 chosen instead to demonstrate why the six USDA state offices housed in Davis
are becoming unable to backfill positions with qualified candidates. In 2024,
more than half of all counties in California will have higher overall Federal
employee salaries than Davis, which is home to USDA state offices for those
agencies.
I challenge this Council to demonstrate anywhere else in the country where
that happens. This is important because your Council is effectively ending the
career ladder for Federal employees of USDA agencies in California. I have a
list of job applicant counts that proves this is a fact. But first it is important for
you to recognize why a career ladder is so important to Federal employees.
When I started in Davis 14 years ago, there was stiff competition for GS-12 or
above here. I saw first-hand 20 or more applicants from across the country
applying for any position available here, but those days are over. The addition
of Stanislaus, Merced, and Calaveras Counties to the San Jose locality pay area
was the nail in the coffin for Davis. Who would want to lose money to get
promoted to Davis? Would you lose money to get promoted in your own
careers? With more than half of all counties in California making more than
15
Davis we might as well lock the doors and turn off /# '$"#/.ǚ)2 Ǩ- '- 4
seeing it.
Over the past 2 years for Davis positions, a GS-15 position, second highest for a
USDA state agency: two applicants. A GS-14 Engineering Lead, one that would
previously draw a dozen: three applicants. A GS-14 Programs Lead, the third
highest position in the state for one agency: one applicant. I repeat, one
applicant. A GS-13 Public Affairs Director, the highest paid agency 1035
position outside of DC: three applicants. A GS-13 Program Specialist had two
applicants, and it took a repost to get any applicants at all. A GS-13 Civil
Engineer: one applicant. A GS-13 [unintelligible]: two applicants. A GS-12
Urban Planner: two applicants. A GS-12 Watershed Engineer: one applicant. A
GS-12 Business Tools Coordinator: two applicants. Finally, both the GS-12
[unintelligible] and GS-12 Geologist: zero applicants. Not even a hiring bonus is
working here because applicants care more about long-term affordability than
quick cash. And this is not all of them.
If I researched everything *1 -/# +./ƨ4 -. Ǩ(.0- $/Ǩ.(0##$"# -ǚ myself hired a GS-12 earlier this year to Davis. I received a cert of five
applicants. When I emailed the five for interviews, three responded they were
dropping out. Two of those said they did the research on the cost of living in
Davis ).$/# 4*0')Ǩ/!!*-$/# - ǚ *2*4*0 3+ //# 1$..// offices to survive with this? New people who walk in the door are met with
stories of lack of affordability, coworkers advising them where to find second
jobs, and an overall disheartened outlook about this county.
The [USDA] Risk Management Agency recently went fully remote. All but one
employee stayed living in Yolo County. The rest moved to Solano County or out
of state. This alone should demonstrate to you the sinking ship this Council has
created for Yolo County. Over the past few years, the Davis state office has
primarily been attracting applicants from the Rest of US counties in California
central valley. But with the addition of the new Fresno locality pay area, those
applicants will stop being attracted to Davis regardless of a promotion,
regardless of hiring incentives—it is just too expensive to live here.
In closing, I assume this Council operates with the directive that one cost-ofliving decision should not negatively impact another. ''Ǜ4*0Ǩ1 *) %0./
16
this for the Davis state offices. You are creating a hard ceiling for every USDA
employee in California by not giving parity to the Davis state offices and not
treating Federal employees here equitably. The economy is hard and inflation
is harder. Stop making Federal employees choose between getting promoted or
losing salary by taking leadership positions in Davis. Applicants are applying
elsewhere and this most stop immediately. Thank you for your time.
Mono County, CA—Marine Corps Mountain Warfare Training Center
* Note on relevant criteria: Mono County, CA, is adjacent to the Fresno and Reno basic
locality pay areas, but its respective employment interchange rates with those areas
are below the 20-percent threshold. They do not meet the criteria to be established as
areas of application to the locality pay areas they border, and they are not evaluated
using the NCS/OEWS Model, which BLS has said cannot produce reliable salary
estimates for micropolitan areas or rural counties. *
Mr. Brandon Schroeder, Deputy Director of the Marine Corps Mountain Warfare
Training Center in Mono County, CA, addressed the Council:
Thanks for the time /#$.(*-)$)"ǚ Ǩ("*$)"/*& +/#$.-$ !. We submitted a
+&" ǚ /#$)&$/Ǩ.*0-third time around the track. Bottom line up front,
2 Ǩ1 "*/- (-&'4.$($'-#'' )" ./*/#$)".4*0Ǩ1 # -/#$.(*-)$)"ǚ
Ǩ()*/"*$)"/*try to educate you on the information you provide us. You guys
know better than us. Hiring challenges and effects of decisions you make.
We totally applaud you moving forward with looking at smaller areas such as
*)**0)/4ǚ Ǩ1 "*/' ../#)ƨǛƫƦƦindividuals. Our commute interchange
is different. The map is kind of different here. WeǨre glad that you guys are
moving in the direction to lower the barrier to entry to research communities
like us—everything everybody said this morning.
We reap the negative impacts of cost of labor, cost of living, inflation, [and]
everything like that. WeǨ-e just grateful for people like you to put in the effort,
find the data, ). $!2 Ǩ- 2*-/#4of an increase in salary to match the
challenges we see here.
Ǩ''*)/$)0 /*1*/ )+-*1$ /0+*)- ,0 ./ǚ Ǩ'*1 /*be a
part of the study or anything like thatǚ !)4,0 ./$*).*-*(( )/.Ǜ/#/Ǩ.''
2 Ǩ1 "*/!-*(*)**0)/4/#$.(*-)$)"ǚ
17
Grand Rapids, MI
* Note on relevant criteria: Not adjacent to the Detroit basic locality pay area, though it
is adjacent to an area of application, so does not meet area-of-application criteria. Not
yet evaluated using the NCS/OEWS Model; no areas with comparable GS employment
have been selected yet for study using the Model. *
Ǩ( / -''$., Resident Agent in Charge of the Federal Bureau of
)1 ./$"/$*)Ǩ.Grand Rapids office, and Ǩ(.+ &$)"*) #'!*!/# Federal
agencies in the Grand Rapids area. Ǩ(-espectfully asking the Council to have
Grand Rapids reevaluated to show the pay disparity. //#$./$( 2 *)Ǩ/&)*2
the pay disparity since it has not been evaluated.
I do recognize that… the Council is limited in personnel and resources. I know
this could cause a great strain on the Government if every single location gets
evaluated and given a cost of living increase as well. One thing my team does,
and all the agencies know, $)"- 1'0/ * .)Ǩ/"0-)/ /#//# *./*!
living will be increased at any point. We all very well understand that.
*-( Ǜ Ǩ('**&$)"/$/!-*('*)"-term look ahead at 5 years what it looks
like to both hire and retain (+'*4 .# - ǚ#/2 Ǩ- ./-/$)"/*. $.'*/
of employees that are coming in are leaving Government within 1 to 3 years
here are going to get higher paying jobs. We have a lot of Senior Agents are
hitting the minimum retirement requirement especially agents are going out to
get higher paying jobs or other paying jobs as well. We are having a hard time
both retaining and hiring. We are starting to fill those gaps with newer
personnel especially newer agents coming out of the academy.
Now we are starting to see is a lot of experience that is not being transferred.
We have a lot of agents in one of my offices that have three agents that are
brand new (less than 1 year) and we even have a majority of staff that have less
than 5 years of experienceǚ*Ǜ2 Ǩ- #1$)"1 -4$!!$0'//$( /-4$)"/*" /
that knowledge and experience. *-.*( *) '$& ( Ǩ(ƨƧ(*)/#.*0/!-*(
retirementǚ Ǩ(+'))$)"/* - /$- Ǜ) Ǩ(*) -) /#//# -)+$.
area someone like me is going to become a civilian.
Making sure that our Federal agencies are flush with the right employees
bringing outside employees from other officesǚ Ǩ1 /-$ /*- -0$/!-*(*/# -
18
offices as well. I appreciate the time to speak to you and also time to be able to
be reevaluated hopefully within the next year or so. Thank you so much.
Chairman Condrey asked Mr. Ratcliffe if Grand Rapids, MI, is a research area.
Mr. Ratcliffe responded in the negative and noted that Grand Rapids has about 1,099 GS
employees and it has not been selected yet because no areas of that GS employment
size have been selected and that BLS is limited with respect to the number of additional
areas it can deliver each year. He added that it could be selected in the future as the
Council continues the work it is doing with BLS to obtain non-Federal salary estimates
for geographic areas with fewer than 2,500 GS employees.
Western Colorado
* Note on relevant criteria: The petitioner expressed concerns about five counties now
in the Rest of US. None of the counties met the criteria for a change in locality pay area
designation. The counties were Mesa County, CO; Montrose County, CO; Pitkin County,
CO; Rio Blanco County, CO; and Grand County, UT. The petitioner did not request a
change in locality pay area designation for these counties but instead requested a
higher locality pay percentage for the Rest of US locality pay area. *
Ǩ(Shannon Knecht, local President of the National Association of
Government Employees at the Department of Veterans Affairs (VA) located in
Grand Junction, CO, and /#/Ǩ.'*/ $)esa County.
.+ /!0''4Ǜ Ǩ()*/.&$)"!*-.#*-/-term improvements but rather looking at
the long-term implications of the rates of the Rest of US not keeping up with
the wages of the private sector for locations that are ineligible for their own
locality pay rate.
It is my understanding that if the locality pay rates were implemented as
FEPCA envisioned, then the 16.50 percent Rest of US locality pay percentage
would be 25.14 percent in 2023, rather than 16.50 percent. As a result of this
discrepancy, the VA applied for 54 special salary rates last year due to
retention and recruitment difficulties. These are being resubmitted annually in
a failing effort to stay competitive with the private sector.
The average SSR that has been approved is 20 percent above the Rest of US pay
table highlighting the deficit caused by the current pay rate. Many of these
19
have been accompanied with retention incentives to maintain adequate
staffing for the veterans in western Colorado.
The three hospitals in Mesa County offer compensation packages that even
with SSRs we struggle to stay competitive with. Just over a year ago, the
compensation deficit of the Rest of US pay table became apparent in Mesa
County, when the vacancy rate of 60 percent in one department at the VA
transpired overnight. They all left for higher paying jobs in the same county.
This resulted in a partial shutdown of the hospital impacting veteran care to
the veterans in the 18-county area serviced by our facility for 10 months.
While Mesa County, CO, is an MSA, the exclusion for locality pay is justified by
not meeting the GS employee threshold, or neighboring a county with an
established locality pay. As I previously stated, the VA provides services to
veterans in 18 counties in western Colorado and eastern Utah. This is also the
area that supports the labor market.
The distance between all VA facilities in western Colorado is a roundtrip of just
under 600 miles, making the commute to work have great variables. The
locations of the outlying VA clinics are in counties with higher cost of living
than where the main hospital is located. Employees in these areas commute
around 100 miles a day because the compensation they receive is not adequate
to live in the same county where they work.
We are asking that the Rest of US pay rate be increased to appropriately
support the workforce in areas that are excluded from having their own
locality pay, and additionally that Mesa County be granted an exception for the
GS employee threshold to be deemed eligible for locality pay as the deficit in
pay is an ongoing battle impacting veteran care.
Ms. Simon asked which department closed down due to inability to hire and retain
employees in the VA hospital. Ms. Knecht responded that was # -*-")$5/$*)Ǩ.
lab. She added the lab could not be open 24 hours a day and that inpatient units
had to be closed. She said that only a few units could remain open, that surgeries
had to be canceled, and that the emergency room could only remain open during
the day because only 10 of 30 authorized positions were filled.
20
Hazelton/Morgantown, WV—Preston County, WV
* Note on relevant criteria: Preston County, WV, would be added to the Pittsburgh
'*'$/4+4- 0) -/# *-&$)"-*0+Ǩ.- *(( )/$*) 0. $/$.$)'0 $)
the Morgantown, WV MSA, which based on updated commuting data now meets the
relevant criteria for areas of application. *
My name is Brandon HowardǛ Ǩ(/# Vice President of AFGE local 420
(Federal Bureau of Prisons, FCC Hazelton, WV)ǚ Ǩ- -'+-$.*)
comprised of over 600 staff members.
We have made previous requests of Preston County located in the
Morgantown-Fairmont area to be considered for the Pittsburgh, PA locality
scale. In the past, we have met all criteria except for the interchange rate of 7.5
percent. With the new locations adopted by the Council we would be able to
meet that requirement now. It is much needed.
FCC Hazelton currently has over 85 correctional officer vacancies with a
projection of 10 more leaving over December. When I last spoke to you in 2022,
FCC Hazelton had a vacancy rate of 53 correctional officers, with 9 more
leaving at the end of 2022. Staff at FCC Hazelton are being forced to work
mandatory overtime 4 to 5 days a week.
Hazelton currently receives incentives to recruit, attract, and retain qualified
staff but unfortunately they have not done such. We are struggling, our staff
are tired, and we need some type of relief. It is believed that gaining a
recommendation for the locality pay would greatly help us attract and retain
qualified staff to be at FCC Hazelton. Thank you.
Dr. Kelley thanked Mr. Howard for his testimony and encouraged him to continue to
fight. He said that AFGE would do whatever it could to help. Ms. Simon pointed out that
Preston County would be added to the Pittsburgh locality pay area under the
recommendations the Council had agreed to make today with respect to defining
locality pay areas.
Tuolumne County, CA
* Note on relevant criteria: Tuolumne County would be added to the San Jose-San
-)$.*'*'$/4+4- 0) -/# *-&$)"-*0+Ǩ.- *(( )/$*) 0. with
/# *0)$'Ǩ.- *(( ) 0. *!0+/ .Ǜ.Ǜ)*((0/$)"/Ǜit now
21
meets the employment interchange criterion for adjacent single-county locations
evaluated as potential areas of application. *
My name is Kathryn Wilkinson. Ǩ1 .+ )/(4 )/$- Federal career at the
USDA as a Stanislaus National Forest employee residing and working in
Tuolumne County, CA.
Although I and many of my fellow Stanislaus National Forest colleagues were
regretful that Tuolumne County $)Ǩ/meet the area-of-application criteria
based on the data used to calculate interchange rates in the General Schedule
locality pay area proposed rule for 2024Ǜ Ǩ( )*0-" /#//# *-&$)"
Group has recommended [applying] the updated commuting pattern data
collected by the US Census Bureau between 2016 and 2020. As the Working
Group indicates, based on the 2016-2020 5-year commuting flows data,
Tuolumne County now meets the area of application criteria to be added to the
San Jose locality pay area.
I understand that prior to Tuolumne County being recognized as meeting area
of application criteria and being added to the San Jose locality pay area in 2025
the Council must agree to use the 2016-2020 5-year ACS commuting flows data
set in their annual report to the Pay Agent in 2025. I was prepared to
respectfully urge the Council to do so, but I heard the Council this morning
agree with the Working Group recommendation, and I thank you for that.
After confirming there were no more individuals who were scheduled to provide
testimony, Chairman Condrey asked Mr. Ratcliffe to continue to the next agenda item.
Agenda Item 5: Recommendations of the Federal Salary Council Working Group,
Issues 6-9
Mr. Ratcliffe resumed his reading of the Working Group report. As with his previous
reading of the report, he stopped after reading each Working Group recommendation,
and Chairman Condrey then asked the Council members to indicate whether they
wanted to adopt the Working Group recommendations. The Council unanimously
+/ /# *-&$)"-*0+Ǩ.- *(( )/$*)*)Council Decision Points 6-9:
x
Council Decision Point 6: Should any exceptions be made to the policy of defining
locality pay areas based on standard criteria?
22
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