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


5) Lack of a Whistleblower Protection; 6) Property Accountability and Surplus Property Disposal; and 7) Managing User-Requested Changes.


In the OIG’s assessment, each of these challenges remain critical issues facing the agency. We do not repeat our summary of each of these challenges unless combined under new headings, or our recommendations to remediate them.


From our vantage point, much progress has been made to date to improve and eliminate the OIG- identified management challenges. Due to the emphasis the AOC has placed on continued improvement of prior years’ management challenges, we have not repeated a Backlog of Deferred Maintenance and Capital Renewal management challenges for the current fiscal year since the OIG has not observed reoccurring issues in this area during our recent reviews of AOC programs and construction projects.


Expanded OIG Management and Performance Challenges


In addition to the remaining continuing management challenges noted above, the OIG has expanded on two challenges into overarching themes that continue to impact the AOC; they are:


1) Human Capital Management; and 2) Auditability and Documentation to Support Decisions.


Human Capital Management We removed this management challenge in 2015 due to the AOC addressing our concerns over a better integrated personnel management system and making policy updates to address drug and alcohol use in the workplace. However, since that time, we have identified two separate human capital issues that are of concern: 1) Leadership Vacancies; and 2) Recruitment and Retention of Skilled Labor Positions.


Many leadership positions across the AOC remain vacant with their operations and mission currently led by individuals in an “Acting” capacity. Some prominent vacant senior leadership positions include the Chief Financial Officer, House Office Buildings Superintendent, Senate Office Buildings Superintendent and the Office of Security Programs Director. This situation places the AOC in a vulnerable position because it blurs clear lines of authority within respective AOC jurisdictions and offices while overburdening those serving in an “Acting” capacity due to an increased workload and refocus of priorities. While this is not an irregular scenario faced by a federal agency, the AOC needs to focus attention to permanently fill these positions to provide clear lines of direction that are aligned with mission goals and reduce volatility of staff turnover.


The recruitment and retention of a skilled workforce is critical to the AOC’s mission. Skilled trades comprise more than 50 percent of the agency’s workforce and comprehensive succession planning is critical to ensure the AOC maintains a qualified workforce throughout the years to come. Skilled labor trades include positions like masons, maintenance mechanics, high voltage


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Section IV • Other Information


ARCHITECT OF THE CAPITOL


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