Allegations. Theres also testimony from the assistant epa Inspector General, who spoke about some of policy changes that were being and lamented. This hang was held by the House Oversight committee. His just under two hours. The chairs authorize to the current recession anytime. Todays hearing is entitled examining appointment misconduct and epa. Weve addressed this a few times. It doesnt seem to be getting better. We will continue to highlight this as long as a tank. In my opinion, the epa is one of the most toxic places in the feller government tort. If you dont get rid of the employees, wee are doing a great disservice to this country. Most of them are good, hard working people. You have some bad apples at the epa, and they are not being dealt with. They are not being addressed. I look for to talking about this. The Inspector General has done some good, quality work. He and his team. Will continue to do this until the epa has taken care of the problem. Today, the committee is exploring numerouss misconduct at the epa. In addition to the broader responsibility to protecting oversight of the executive branch, we also the committee of jurisdiction for federal employees. Its our duty to explore the problems in the federal workforce. Weve explored misconduct with the epa before. We will continue to do so until we are convinced theres actually been a change. Is committee examined a stronger case of john beal. John bill was a senior epa employer reporting to the air office chief Gina Mccarthy who claim to be a cia spy. But on her nose, this went on for a long time. This person went to jail, having hundreds of thousands of dollars in restitution. Her supervisor get a promotion. Shes now the epa administrator. I have serious questions about. Er ability to administrate when she had she could do it. Office, she has a large these problems continued to persist. Unfortunately, mr. Beales fraud is not isolated. The head of epas office of Homeland Security had a lengthy record of Sexual Harassment that was not properly investigated. Epas region five was mired in allegations of Sexual Harassment and retaliation against those who try to do something about it. Whistleblowers place blame on the toxic culture squarely on the shoulders of susan hedman, who resigned in the wake of the plant water crisis. Representative has testified that there was core, a serious lack of accountability when the manager is the problem. These incidents represent a cultural problem and failure at the epa. Recently, the epa Inspector Generals office was lisa details on the investigation of more than 60 cases of misconduct close in the last several months. Many of these cases contain details. I recognize its an early hour, parents be forewarned. This is not a subject for young kids at any hour. Nevertheless, we need to expose it in order to solve it. One case, a convicted child molester was on epas payroll for years. Even after they learned of the offense. , theo terrible about this epa knows this person is a convicted child molester. In the epa put him in a position to interact with the public. He was out there literally interacting with the public. This person was found to have police sirens, placed on the personal vehicle, on the personal card, lights and sirens, handcuffs, counterfeit adge, it wasnt until probation violation that it actually got highlighted and dealt with. In another case, and epa loyee was found to stall steal thousands of dollars of office equipment, yet was not fired. She admitted taking seven times equipment in the office and taking into a pond shop, putting it in her pocket, and she is not fired. Overshot actually oversaw this person. In his team. But its unbelievable this person was not fired. After her felony theft conviction, she is still employed at the epa to this day. We have a lot of good hardworking people who want and need jobs. It will serve this country honorably. Why the world should somebody ,onvicted of stealing from work a felony conviction, still enjoy the employment and being paid by the u. S. Taxpayers. We have pages and pages of similar cases. One has to wonder if the epas culture and lack of accountability is a contributing factor to tragedies like the king mine spill or the flint Drinking Water from. The committee will continue to investigate the epa until they are held accountable. People make mistakes. We understand that. These are not mistake. These are patterns of misbehavior that are unacceptable. I introduced a piece of letters it legislation that passed the committee in house. The official personnel file which requires a federal agency to record any findings into a separate personnel file. So theseis helps employees cannot just toggle from one agency to another without having the information shared with others. The bill provides an employee basing disciplinary action from superjumbo ship to another agency that would be that would not be aware that negative disciplinary action record. Live another case here with somebody was there were devices and air cards that were used excessively. In one case, a person in one 18,000 on one air card. , and noe traveling restitution. No paying back the government. 4500 that taxpayers had to pay. The punishment was counseling. Not to talk about. The Inspector General has done a good job on this. I look forward to a good, for full hearing. Without recognize the Ranking Member. Thank you. I do thank you for holding todays hearing, examining two men play misconduct at the Environmental Protection agency. This is the third hearing the real held regarding this topic. I encourage the epas response of the allegations of misconduct has improved. I want to be effective and efficient. I do not want to constantly hold hearings and hear about these problems. At some point, we should be able to get them resolved. Employment misconduct is indeed rare. But has this committing has seen Inspector General response to this has taken far too long. The committees hearing in april, 2015, a little over a year ago, i asked the epa and the ig to Work Together to improve the coordination in employment misconduct matter. I did that again so we could be effective and efficient and to get things done. As opposed to going around in a circle. Ive also directed myself to work to record with the epa and the ig to help develop new protocols to improve their disciplinary processes. As result, the epa and the ig a ding their efforts as as they never did before. As i often say, we can always do better. There holding biweekly meetings to share information about investigations. We can do better. There communicating more favorably about administrative actions. Reports senior officials at epa headquarters. But we can do better. The epa and ig have developed expedited procedures for certain cases. The outcomes, from improved coordination are indeed quite promising. Both have stated that the new havees have become decreased the amount of time it takes for actions are reports of employee misconduct. He credits they, new information sharing process to the epa taking action more quickly after the ig completes an investigation. Similarly, mr. Sullivan from the igs office agreed. I want to thank you for doing such a great job. Quote,luded that beingduct crisis are now that with faster and more consistently by the epa management. We can always do better. As i said, misconduct is rare. We have to take it seriously. Epa reports that has only 14 open employee misconduct reports from the ig. Somen epa workforce of 15,000, that is less than one 10th of 1 . The we can do better. This committee has also expressed concern about excessive use of administrative leave. That has been a major concern of the committee. Listed ary, the agency new policy on administrative leave. Under the new policy, and epa beloyee may not placed placed on administrative leave for more than 10 days without approval from the assisted administrator. Checkolicy introduces a that addresses are concerned about overuse of administrative leave. And the need for stronger oversight of this type of leave. Chairman shavers indicated that the hearing today will focus on approximately 20 old cases that have been closed by the ig some years ago. As mr. Sullivan states in his testimony, and i quote, it is important to note that most of the misconduct occurred at least two years ago. Son of these cases, misconduct is in fact egregious. Such report behavior requires swift agency response. None is cases is currently pending. They are all closed. I want to be clear. I see nothing wrong with looking back. Sometimes you have to look back andou can work effectively efficiently move for. We can learn from things that have happened. According to the epa and ig, all of these cases proceeded the improve coronation process. I hope mr. Sullivan will address the difference you are seeing in the impact. Im sure you have your recommendations. Mr. Sullivan states of the new coronation process between epa and ig should serve as, and i quote, the best practices model for the federal government. Im extremely pleased to hear that. It shows what we can do if we work hard with the agencies and investigators to improve their procedures. This type of work is not always getting the big headline. It makes a real difference. Doshows this committee can through knots and bolts oversight. Im curious by the progress that has been made, there still challenges that we must and can and shall address. For instance, long investigation times in some cases may suggest a need for more resources for the ig. You will have to dress up. There are certainly other cases that raise questions about when employees are required to report criminal convictions. Mr. Chairman, i hope that we can address these challenges together. In a truly bipartisan way like we have done over the last year. With input from the agency and the ig and the other stakeholders. It is a factor in the concentrate and try to get the ig in the agency to work closer together, we get the count results that we are after. Again, we can be more effective and efficient. With that, i yield back. Thank you. Well hold the record five legislative days to anyone who wants to summit a written state. We recognize our witnesses. We have mr. Patrick sullivan, assistant Inspector General for inspections of the office of the ig. He is accompanied by mr. Allen williams. He is the Deputy AssistantInspector General for investigations. His expertise may be needed for specificity on certain topics in during the questioning. We want to thank you all for victim. Well go ahead and swear in mr. Williams as well. Pursuant to committee rules, all witnesses are to be sworn in before they testify. Well also swear and mr. Williams. The three of you would rise and raise your right hand. Or affirm thatre you does testimony about to give will be the truth, the whole truth, and nothing but the truth. Thank you. At the record reflect that all witnesses answered in the affirmative. Before, and ihere think you know the drill. We try to keep your verbal comments to five minutes. We give you great latitude. Today, and after that will go to question. You know recommend for five minutes. Member, and Ranking Members of the committee, thank you for the opportunity to testify. About the Environmental Protection agency to address employee misconduct. Hadstand my book, and ive the privilege of working at the epa for 40 years. Holding positions at our headquarters in washington, d. C. , our regional offices in atlanta and dallas, as well as Research Triangle park in the carolina. As a8 years i served region forced deputy region and ministers before retiring in early 2014. Ince returning to the agency october 2014, ive been honored to serve as acting deputy administrator, discharging the duty of the operator of the agency. Each day im reminded of the exxon work the epa employees do on behalf of the American People. From our engineers and a scientist in the field, to our technical experts and are you lawyers in headquarters. Im proud of you part of the agency, and its mission to protect human health and the environment. In all workplaces, their employees who missed who engage in misconduct. The epa is no exception. One such unfortunate instances occur, are committed to holding our appointment our employees accountable. We have and will continue to work with the powers administered to us by congress and the administrative tools at our disposal, to ensure proper conduct is met with i must stress that the isolated misconduct of a few is not reflect and must not overshadow the dedication and hard work of over 15,000 epa employees who commit themselves every day to the important work of the agency. Since my appearance before the Committee Last spring, we have made multiple positive changes to the epas management policies and procedures. To has taken measures support our first line supervisors who carry soup substantial responsibilities. We have updated the first line supervisors toolkit. Organized focus groups to ensure we understand their needs. An overall effort to ensure that supervisors are able take fair and legal disciplinary actions to the betterment of the agency as a whole. Addition, the agency provides its policy on administrative leave, addressing concerns of this committee has raised the past. The agency demands additional justification and review for administrative leave request. It limits the time. A live to 10 days, with limited exceptions, such as when an employee is dangerous. Issued administrator memo encouraging staff to raise issues of concern to managers, and instructing managers to be receptive. It is our hope that this directive, and combat junction with the riding training and tools for employers, will help our first line supervisors to address misconduct quickly and effectively when issues arise. In addition to our own work, the office of Inspector General is a Critical Role in addressing misconduct in helping agency operate at our best. As a result of the work with the committee and special Ranking Member cummings, we have improved our working relationship with the office of Inspector General. We now meet biweekly to discuss the status of pending oig investigations into employee misconduct. The of agreedupon procedures and timelines for effective for mission sharing. To theeetings contribute epa taking action more quickly upon oigs completion of this investigation. It helps reduce the need for additional factfinding by the agency. In closing, epa and its employees have spent nearly five decades working to safeguard look health and the environment for the people of this country. I am proud of what weve accomplished. On their occasion where misconduct occurs, we must address it appropriately. I look forward to discussing the progress the epa has made in this regard with you. Thank you, others toward answering questions. Thank you. Mr. Sullivan, you are recognized. Good morning. Sullivan, im happy to report that since i last testified, the agencys internal adjudication process has improved. Them, weggestion of now meet biweekly to discuss these issues. Process can serve as a best practices model. Many allegations lodged against epa employees are investigated. Some are ultimately determined to be unsupported. Oig investigations often clear an individual. Our job is to collect the facts in a fair and unbiased manner. We are proud of our work. Fewke to briefly discuss a significant cases. Office, the oig field had a contractor who reviews the work for the epa, stating that he was addicted to pornography. He admitted to washington on your feet on his government issued computer. He watched it wanted to hours a day. He avoided detection because he used commercial software to scrub his computer. He also access pornographic sites using search engines. He was fired by his company. The oig was successful and recovering 22,000 in retail mix. The oig made epa aware of the Network Vulnerabilities that had enabled the contractor to avoid detection. Was told theoig special agent may have been engaged in a ponzi scheme. The special agents name had surfaced in the prosecution of the ringleaders of a four level Payment Scheme involving getting tables. The oig investigation determined the epa special agent had medical statement on the required Financial Disclosure form. Receivedded she had 500 in cash. She subsequently pleaded guilty to one felony count to making false statements. She was sentenced to one year probation and ordered to pay a thousand dollars in fines and restitution. 2013, and oig special agent in the Atlanta Field Office proactively check the list of epa property reportedly lost or stolen through a lawenforcement database. Of search resulted in a hit a camera pond in georgia. The subsequent investigation revealed that on several occasions the employee pond cameras and camcorders at the pawn shop, resulting in a loss of 3100. Attorney declined prosecution. Were successful in presenting the case to a local prosecutor. Wasemployer the employee convicted. Following an appeal by the employee, they downgraded the suspension to 30 days. And 20 of six 2006, the anice was informed that employee was a registered sex offender. In 1997. Convicted the employee also possessed a imitation badge, which was displayed by the employer to a police officer. Eba than imposing discipline in the form of a 60 day suspension. In 2013 the Dallas Police sex offender unit requested assistance from the oig interesting the same epa employee for violation of probation. He was arrested on that charge. The oig developed information that the employee may have viewed and possessed child pornography on his computer. An examination revealed no evidence of this. The employee was terminated from his employment with the epa. The production board overturn the employees termination in order that he be rehired by the epa. In 2015 the employee entered into a settlement agreement, which he agreed to resign next day for certain considerations. In closing, i like to say that we