K U.S. Environmental Protection Agency	ii-p-oi36
9	\ Office of Inspector General	February 22,2011
I fi

At a Glance
Why We Did This Review
Federal law (Title 5 United
States Code Section 2301,
Merit System Principles)
intends that the U.S.
Environmental Protection
Agency (EPA) use its
workforce efficiently and
effectively. From 1982 to
2010, EPA had a position
management program that
provided a means to ensure
compliance with this intent.
We reviewed EPA's position
management program to
evaluate its effectiveness.
Background
Position management provides
the operational linkage
between human capital goals
and the placement of qualified
individuals into authorized
positions. Over the last
5 years, EPA has averaged a
little over 18,000 positions in
its organizational structure.
Historically, EPA's personnel
strength has remained stable
regardless of budget increases
or decreases.
For further information,
contact our Office of
Congressional, Public Affairs
and Management at
(202) 566-2391.
The full report is at:
www.epa.aov/oia/reports/2011/
20110222-11 -P-0136.pdf
Catalyst for Improving the Environment
EPA Needs Better Agency-Wide Controls Over
Staff Resources
What We Found
EPA does not enforce a coherent program of position management to assure the
efficient and effective use of its workforce. While some organizational elements
have independently established programs to control their resources, there is no
Agency-wide effort to ensure that personnel are put to the best use. Prior to April
2010, EPA had the Position Management and Control Manual, which required an
Agency-wide program. However this manual was not enforced and in April 2010
it was cancelled without replacement. According to the cancellation memorandum,
the manual was eliminated because Office of Administration and Resources
Management (OARM) officials believed EPA had other mechanisms in place to
appropriately manage and control its positions. However, the other mechanisms do
not provide similar effects, controls, or documentation. Without an Agency-wide
position management program, EPA leadership lacks reasonable assurance that it
is using personnel in an effective and efficient manner to achieve mission results.
What We Recommend
We recommend that the Assistant Administrator for Administration and Resources
Management establish an Agency-wide workforce program that includes controls
to ensure regular reviews of positions for efficiency, effectiveness, and mission
accomplishment.
The Assistant Administrator for Administration and Resources Management
neither agreed nor disagreed with the recommendation in his comments. However,
the refined local-level workforce plan process could be responsive if EPA
established effective oversight and accountability for it. The Deputy Director,
Office of Human Resources, stated the Agency would ensure that program and
regional offices prepared the local-level workforce plans for use in the budget
process. However, OARM did not have the authority to require the program and
regional offices to make any staffing changes based upon the results of the local-
level workforce plans. OARM does not currently provide the information to the
Administrator for decisionmaking purposes, but will provide it if requested.
Adequate Agency management controls should ensure the timely and thorough
completion of the plans by each regional and program office, and timely
distribution to the Administrator and Deputy Administrator to determine whether
staffing changes are necessary. The recommendation is unresolved pending the
Agency's 90-day response.

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