The AOC Inspector General’s Statement of Management Opportunities and Performance Challenges (continued)

Improving Human Capital Management

Employees provide the backbone of AOC’s effectiveness – employee salaries and benefits make up about half of the AOC’s annual appropriations. Notable progress has been made on this previously identified challenge, but additional work remains before it can be closed.

The AOC previously used a computer-based system to support applicants and the workforce. That system was used exclusively to apply for jobs, create employee performance plans to evaluate employees, and to request personnel actions. Based on significant employee, supervisor and manager frustration, the Chief Operating Officer (COO) requested the OIG assess the system and provide possible options. Using our results as a baseline, the COO established a task force to develop and execute an action plan to transition to a new system. AOC has since moved to a federal software platform to support the job application process, and developed interim in-house solutions to ensure performance plans, employee feedback and performance evaluations were documented and completed in a timely manner. We are encouraged by this remarkable and much needed improvement in computer-assisted personnel management, and will continue to monitor further progress in human resources management.

AOC continues to have a “Drug Free Workplace” policy that has not been fully implemented. As a result, managers who suspect substance abuse in the workplace have few tools available to determine whether substance abuse is occurring. This is particularly troubling given that much of the AOC workforce regularly operates power tools and motor vehicles, works on roof tops and other high-hazard places, and is exposed to exceptional hazards such as high voltage electricity. We are encouraged that the AOC will begin drug testing for new employees in FY 2014, but a comprehensive substance abuse testing program for all employees, current and new, to ensure a drug free workplace is advisable.

The OIG has now identified a separate legal requirement under U.S. Department of Transportation (DOT) regulations, concerning mandatory drug testing for the employees who require commercial driver’s licenses to operate large motor vehicles as a condition of their employment at AOC. AOC has concurred with the OIG recommendation that this testing of these few employees must be implemented, but has not yet provided the policy and procedural framework to begin testing and to ensure compliance with this DOT regulation.

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