Federal and state fiscal constraints may jeopardize past and future accomplishments resulting from the Clean Water Act (the act). In this environment, it is important to manage available resources as efficiently as possible and to identify future human capital needs, including the size of the workforce and its deployment across the organization. GAO was asked to determine (1) the extent to which the Environmental Protection Agency's (EPA) process for budgeting and allocating resources considers the nature and distribution of its Clean Water Act workload and (2) the actions EPA is taking to improve resource planning and the challenges the agency faces in doing so.
Recommendations for Executive Action
|Environmental Protection Agency||The Administrator, EPA, should identify the key workload indicators that drive resource needs, ensure that relevant data are complete and reliable, and use the results to inform the agency's budgeting and resource allocation.|
|Environmental Protection Agency||To ensure that EPA is making the best use of resources dedicated to strategic workforce planning, EPA should coordinate ongoing planning efforts across the agency to avoid duplication.|
|Environmental Protection Agency||EPA's workforce planning efforts should build on what the agency has accomplished thus far in identifying priority occupations, needed competencies, and skill gaps for the agency as a whole. As a next step, consistent with GAO's 2001 recommendations, EPA should focus its efforts on a ground level assessment and identify (1) the agency's workload and skill needs; (2) the skills and deployment of existing staff, geographically and organizationally; and (3) strategies to fill identified gaps.|
|Environmental Protection Agency||EPA should meet reporting responsibilities under section 516(b)(1) of the Clean Water Act or seek appropriate relief from the Congress.|