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Improvements Needed to 

Ensure EPA Terminates 

Exceptions to Biweekly Pay 

Limits at Completion of 

Emergency Response Work

Report No. 15-P-0170 June 19, 2015

U.S. ENVIRONMENTAL PROTECTION AGENCY

OFFICE OF INSPECTOR GENERAL

Spending Taxpayer Dollars
Report Contributors: Leah Nikaidoh

Angela Bennett

Darren Schorer

Lela Wong

Abbreviations

AL Administrative Law 

CFR Code of Federal Regulations

DFAS Defense Finance and Accounting Service

EPA U.S. Environmental Protection Agency

EX Executive Schedule

GS General Schedule

IG Inspector General

OARM Office of Administration and Resources Management

OCFO Office of the Chief Financial Officer

OHR Office of Human Resources

OIG Office of Inspector General

SES Senior Executive Service

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 15-P-0170

June 19, 2015

Why We Did This Review

On August 27, 2013, a member 

of the Senate Committee on 

Environment and Public Works 

requested that the 

U.S. Environmental Protection 

Agency (EPA), Office of 

Inspector General (OIG), 

initiate work in connection with 

a fraud committed by John C. 

Beale, a former Senior Policy 

Advisor with the EPA’s Office of 

Air and Radiation. In particular, 

the committee member asked 

the OIG to determine EPA 

policies and processes that 

“facilitated” Beale’s fraud. One 

of the factors that facilitated 

Beale’s fraud was that the 

agency overrode automated 

controls used to cap pay at 

statutory limits. As a result, we 

initiated an audit of the EPA’s 

(including OIG’s) controls over 

statutory pay limits.

This report addresses the 

following EPA goal or 

cross-agency strategy:

 Embracing EPA as a highperforming organization.

Send all inquiries to our public

affairs office at (202) 566-2391

or visit www.epa.gov/oig.

The full report is at:

www.epa.gov/oig/reports/2015/ 

20150619-15-P-0170.pdf

Improvements Needed to Ensure EPA 

Terminates Exceptions to Biweekly Pay Limits

at Completion of Emergency Response Work

 What We Found

Annual basic and aggregate pay received by EPA 

and OIG employees (including the Inspector 

General) were within the applicable pay limits for 

the periods sampled. However, we identified four 

EPA employees who exceeded the biweekly pay 

limit without proper authorization. The agency 

authorized an exception to the biweekly pay limit 

for emergency response work for each employee. 

However, the EPA did not terminate the 

authorizations at the end of the emergency response work, due to inadequate 

controls. This caused the employees to periodically receive unauthorized pay in 

excess of their biweekly pay limits. As a result, the EPA paid the employees 

$4,141 for overtime and unused compensatory time in excess of their biweekly 

pay limits.

 Recommendations and Planned Agency Corrective Actions 

We recommend that the Deputy Administrator establish internal controls to 

ensure exceptions to the biweekly pay limits will be automatically terminated 

once the emergency response work has ended; recover the $4,141 paid to EPA 

employees in excess of the biweekly pay limit; and identify and recover any 

additional funds paid to employees in excess of the biweekly limit as a result of 

the recent establishment of end dates for all open emergency response work.

The agency concurred with our recommendations and provided corrective 

actions with milestone dates.

 Noteworthy Achievements 

The agency identified corrective measures taken and planned regarding statutory 

pay. These corrective measures included generating and reviewing reports 

detailing gross pay and total pay to ensure compliance with statutory pay limits,

and removing the critical designation for all 22 positions designated as such in 

the EPA payroll system.

U.S. Environmental Protection Agency

Office of Inspector General

At a Glance

EPA made payments 

totaling $4,141 to 

employees in excess of 

biweekly pay limits 

because authorized 

exceptions were not 

terminated at the end of 

emergency response work.
June 19, 2015

MEMORANDUM

SUBJECT: Improvements Needed to Ensure EPA Terminates Exceptions to 

Biweekly Pay Limits at Completion of Emergency Response Work 

Report No. 15-P-0170

FROM: Arthur A. Elkins Jr.

TO: A. Stanley Meiburg

Acting Deputy Administrator

This is our report on the subject audit conducted by the Office of Inspector General (OIG) of the 

U.S. Environmental Protection Agency (EPA). This report contains findings that describe the problems 

the OIG has identified and corrective actions the OIG recommends. This report represents the opinion of 

the OIG and does not necessarily represent the final EPA position. Final determinations on matters in 

this report will be made by EPA managers in accordance with established audit resolution procedures.

Action Required

In response to our discussion document, the agency provided an intended corrective actions plan that 

addresses the recommendations and establishes planned completion dates. Therefore, a response to the 

final report is not required. The agency should track unimplemented corrective actions in the 

Management Audit Tracking System.

This report will be available at http://www.epa.gov/oig. 

UNITED STATES ENVIRONMENTAL PROTECTION AGENCY

WASHINGTON, D.C.20460

THE INSPECTOR GENERAL
Improvements Needed to Ensure EPA Terminates 15-P-0170

Exceptions to Biweekly Pay Limits at 

Completion of Emergency Response Work

Table of Contents

Purpose...................................................................................................................... 1

Background ............................................................................................................... 1

Statutory Pay Limits...................................................................................... 1

Statutory Pay Exceptions.............................................................................. 3

Responsible Offices.................................................................................................. 3

Noteworthy Achievements ....................................................................................... 3

Scope and Methodology........................................................................................... 4

Results of Review ..................................................................................................... 5

Overtime Paid in Excess of Biweekly Pay Limits........................................... 5

Compensatory Time Paid In Excess of Biweekly Limit .................................. 7

Agency Actions............................................................................................. 7

Recommendations .................................................................................................... 7

Agency Comments and OIG Evaluation .................................................................. 8

Status of Recommendations and Potential Monetary Benefits ............................. 9

Appendices

A Agency’s Comments on Discussion Document ............................................ 10

B Distribution ...................................................................................................... 12
15-P-0170 1

Purpose

On August 27, 2013, a member of the Senate Committee on Environment and 

Public Works requested that the U.S. Environmental Protection Agency (EPA), 

Office of Inspector General (OIG), initiate work in connection with fraud 

committed by John C. Beale, a former Senior Policy Advisor with the EPA’s 

Office of Air and Radiation. We conducted this audit to determine whether pay 

received by EPA employees is within the statutory pay limits. 

Background

On September 27, 2013, Beale pleaded guilty to a federal charge stemming from a 

long-running scheme in which he defrauded the government in salary payments 

and other costs. In 2013, the EPA OIG issued an Early Warning Report: Internal 

Controls and Management Actions Concerning John C. Beale Pay Issues, dated 

December 11, 2013. The OIG report disclosed that one of the factors that 

facilitated Beale’s fraud was that the agency overrode automated controls used to 

cap pay at statutory limits. As a result, we initiated this audit of the EPA’s 

(including the OIG’s) controls over statutory pay limits. 

Statutory Pay Limits

Statutory pay limits have been established for the following pay categories that 

were included in our review:

 General Schedule (GS) 

 Senior Executive Service (SES)

 Executive Schedule (EX)

 Administrative Law (AL)

 Inspector General (IG)

Sections of Title 5 of the U.S. Code establish the pay limits for GS, SES, EX and 

AL employees, while the IG Act establishes the pay limits for the IG. Specifically:

 GS: The annual basic pay limit for GS employees includes base salary and

locality adjustment. The aggregate pay limit includes all the items in the 

annual basic pay limit plus cash awards and retention bonuses. 

 SES: The annual basic pay for SES employees is limited to the rate for 

Level II of the Executive Schedule and does not include locality 

adjustments or premium pay. The aggregate SES pay limit does include 

awards and retention bonuses. 

 EX: The Executive Schedule is the basic pay schedule for high-level 

positions including the Administrator and Assistant Administrators.

 AL and IG: The annual basic pay and aggregate pay limits for AL 

employees and the IG are the same because these pay categories are not 

eligible for awards and bonuses. 
15-P-0170 2

Table 1 lists the annual basic and aggregate pay limits for 2012 to 2014. With the 

exception of GS employees, the amounts for each category represent limits 

published by the Office of Personal Management. The annual basic pay limit for 

GS employees varies based on locality and the number of pay periods in a year. 

However, the annual basic GS pay rate, with locality, is limited to an annual 

maximum of Level IV of the EX schedule.

Table 1: Annual basic and aggregate pay limits for 2012 to 2014

Pay category Annual Basic pay limit Aggregate pay limit

2012 and 2013 2014 2012 and 2013 2014

GS Varies Varies $199,700 $201,700

SES $179,700 $181,500 $230,700 $233,000

EX:

 Level I $199,700 $201,700 $199,700 $201,700

 Level II $179,700 $181,500 $179,700 $181,500

 Level III $165,300 $167,000 $165,300 $167,000

 Level IV $155,500 $157,100 $155,500 $157,100

 Level V $145,700 $147,200 $145,700 $147,200

AL $165,300 $167,000 $165,300 $167,000

IG $170,259 $172,010 $170,259 $172,010

Source: OIG-generated table.

In addition to an annual basic pay limit, GS employees are subject to a biweekly 

limit. The biweekly and annual basic pay limits for GS employees are calculated 

using the GS-15, Step 10, pay for each locality. The annual and biweekly pay 

limits will vary based on locality. The annual pay limits will also vary based on

the number of pay periods in the year. For example, the GS pay limits for 2012 

and 2013 were calculated based on 2,087 hours per year and 27 pay periods. The 

pay limits for 2014 were calculated based on 26 pay periods. Table 2 shows an 

example calculation for the 2014 biweekly and annual pay limits for the 

Washington, D.C., and Dayton, Ohio, localities. The calculations demonstrate the 

variability in the GS biweekly and annual pay limits by locality.

Table 2: Examples of 2014 biweekly and annual basic pay limits for 

Washington, D.C., and Dayton, Ohio, localities

Description Washington, D.C. Dayton, Ohio

Annual salary for GS-15, Step 10, from Office of 

Personnel Management pay tables (including locality pay) $157,100 $152,054

Divided by number of hours per year 2,087 2,087

Hourly rate $75.28 $72.86

Hourly rate multiplied by hours per pay period 80 80

Equal biweekly basic pay limit1 $6,022.40 $5,828.80

Multiplied by the number of pay periods in 2014 26 26

Equal annual basic pay limit $156,582.40 $151,548.80

Source: OIG-generated table. 

 

1

In accordance with the Code of Federal Regulations (CFR) at 5 CFR § 550.105(d), the hourly rates are computed 

by dividing the annual salary published by the Office of Personnel Management by 2,087 hours and rounding to the 

nearest cent. The biweekly rate is then computed by multiplying the rounded hourly rate by 80 hours.
15-P-0170 3

Statutory Pay Exceptions

The biweekly basic pay limit for GS employees does not apply to an employee

who is paid premium pay while conducting work that is designated as emergency 

or mission-critical. Federal regulations at 5 U.S.C. § 5547(a) allows premium pay 

to the extent that the sum of basic pay and premium pay for the pay period does 

not exceed the greater of the maximum rate of basic pay payable for a GS-15

(including locality pay) or the rate payable for Level V of the Executive Schedule. 

While the biweekly pay limit may be lifted, the annual basic pay limit remains in 

effect. If the employee’s pay is projected to exceed the annual basic pay limit, 

premium pay during the remainder of the year should be reduced so that the 

annual basic pay limit will not be exceeded.

Responsible Offices

EPA’s Office of Human Resources (OHR), within the Office of Administration 

and Resources Management (OARM), is responsible for providing policies and 

guidance on employment, pay and leave administration, and employee conduct. 

OHR also maintains data on employment and pay status. In addition, OARM’s 

Human Resources Shared Services Centers are responsible for:

 Providing human resources services to EPA customers. 

 Processing biweekly pay limit waiver requests submitted by the program 

or regional office. 

 Reviewing quarterly reports to ensure employees have not exceeded their 

pay limits.

EPA’s Office of Financial Services, within the Office of the Chief Financial Officer 

(OCFO), is responsible for processing biweekly pay limit waiver transactions in the 

EPA’s payroll system based on information provided by the Shared Services 

Centers. In addition, the Office of Financial Services prepares the quarterly payroll 

reports reviewed by Shared Services Centers to monitor pay limits. 

Noteworthy Achievements 

In response to our December 2013 early warning report on Beale, the agency 

identified corrective measures taken and planned regarding statutory pay.

2 These 

corrective measures included:

 Generating and reviewing reports detailing gross pay and total pay to 

ensure compliance with statutory pay limits. 

 Removing the critical designation for all 22 positions designated as critical 

in the EPA payroll system.

 

2 Report of Evaluation and Corrective Actions, dated December 5, 2013, issued by former Deputy Administrator 

Bob Perciasepe to the OIG.
15-P-0170 4

The OIG has not audited the above corrective measures reported by the agency; 

therefore, we are unable to provide, and we do not provide, any conclusions or 

opinions regarding the effectiveness of these corrective measures.

Scope and Methodology

We conducted this audit from October 31, 2013, to March 27, 2015, in 

accordance with generally accepted government auditing standards issued by the 

Comptroller General of the United States. Those standards require that we plan 

and perform the audit to obtain sufficient, appropriate evidence to provide a 

reasonable basis for our findings and conclusions based on our audit objective. 

We believe that the evidence obtained provides a reasonable basis for our findings 

and conclusions based on our audit objective.

To determine compliance with statutory pay limits, we identified and reviewed 

applicable personnel regulations and EPA policy related to statutory pay 

requirements. We also met with EPA officials to discuss the process for 

monitoring statutory pay limits. 

We tested annual basic and aggregate pay limits for calendar years 2012 and 2013. 

To evaluate compliance with the pay limits, we performed the following steps:

 Met with EPA’s OHR and OCFO to discuss internal controls.

 Obtained Defense Finance and Accounting Service (DFAS)3reports from 

EPA’s OCFO for all employees who received pay in excess of $155,500 

in 2012 and 2013 (998 employees in 2012 and 266 employees in 2013). 

The $155,500 rate is the maximum annual basic GS pay rate and is the 

lowest statutory annual limit for all pay categories being tested. As 

discussed in the background, GS pay limits actually vary based on locality 

and the number of pay periods in the year. We tested annual pay limits 

based on the statutory limit. DFAS processed the EPA’s payroll during 

2012 and 2013.

 Reviewed payroll cost details in the agency’s accounting system—

Compass Data Warehouse—and EPA personnel records to determine 

justifications of employees with pay that exceeded either the annual basic 

or aggregate pay limit.

 Followed up with the EPA for further explanations and supporting 

documentation for employees (other than Beale) with exceedances.

We tested the biweekly pay limits for 15,184 GS employees for the pay period 

ended April 5, 2014. To evaluate compliance with the biweekly pay limits, we 

performed the following steps:

 

3 DFAS was the EPA’s payroll provider for the period of our review. In 2014, the EPA changed payroll providers to 

the Interior Business Center, which is a division of the U.S. Department of the Interior
15-P-0170 5

 Obtained payroll data from the Compass Data Warehouse for the biweekly 

pay period and identified GS employees and their locality.

 Determined whether the employees exceeded the biweekly limit for the 

locality and reviewed Compass Data Warehouse data for explanations.

 Followed up with the EPA on exceptions and reviewed supporting 

documentation provided.

Results of Review

Annual basic and aggregate pay received by EPA and OIG employees (including 

the IG) were within the applicable pay limits for the periods sampled. However, we 

identified four EPA GS employees who exceeded the biweekly pay limit without 

proper authorization. This occurred because the EPA did not have adequate 

controls. Employees’ authorized exceptions to the biweekly pay limits were not 

terminated at the end of emergency response work. As a result, the EPA paid the 

employees $4,141 for overtime and unused compensatory time in excess of their 

biweekly pay limits, as summarized in Table 3.

Table 3: Pay in excess of biweekly limit

Pay Type Excess Paid Amount

Overtime pay $3,906

Compensatory time 235

Total $4,141

 Source: OIG-generated table.

EPA’s Pay Administration Manual, Chapter 15, Section 6, states that the 

biweekly pay cap may be lifted for those emergencies deemed to be a natural or 

non-natural disaster involving direct threats to life or property. The EPA has 

delegated the authority to declare disaster emergencies to various management 

officials in the region and at headquarters. This delegation allows OHR to take the 

appropriate actions to authorize an exception to the biweekly limit and to 

terminate the exception once the emergency response work ends. OHR is 

responsible for sending to the Office of Financial Services the authorization for 

exception and for termination of the exception. The Office of Financial Services

is responsible for input into the EPA’s payroll system.

Overtime Paid in Excess of Biweekly Pay Limits 

We identified three employees who exceeded the biweekly pay limit due to 

overtime pay received in connection with emergency response work. In each 

instance, the employee had been authorized exceptions to the biweekly pay limit. 

However, the EPA did not terminate the exceptions at the end of the emergency

response work. This caused the employees to periodically receive unauthorized 

pay in excess of their biweekly pay limits.

For each of the employees, we reviewed all pay periods from the emergency 

response work end date to the pay period ended April 5, 2014, the end of our 
15-P-0170 6

sample review period. We reviewed each pay period to determine whether the 

employee exceeded the biweekly pay limit and to compute the amount of the 

exceedance. As shown in Table 4, the employees received $3,906 for pay in excess 

of the biweekly pay limit for periods after the emergency response work ended. 

Table 4: Premium pay in excess of biweekly limit

Employee

Emergency 

end date

Pay period -

excess pay received

Amount of 

excess pay

Employee 1 12/29/2012

03/23/2014 - 04/05/2014 $420

Employee 2 06/17/114

08/26/2012 - 09/08/2012 1,139

09/09/2012 - 09/22/2012 963

03/23/2014 - 04/05/2014 618

Employee 3 January 20135

03/09/2014 - 03/22/2014 498

03/23/2014 - 04/05/2014 268

 Total $3,906

Source: OIG-generated table.

In all three instances, the EPA did not ensure that a termination date for the 

exception had been entered into the payroll system. OCFO said that for the period 

reviewed, the EPA relied on DFAS to monitor pay limits. DFAS sets the limits, and 

as an employee approaches the limit, the system automatically reduces the 

biweekly amount to make sure the employee does not exceed any limits. However, 

if there is a valid reason to allow the employee to exceed the limit, as in these three 

instances, the waiver of the biweekly limit needs to be manually approved. If the 

waiver is approved, DFAS will not automatically reduce the biweekly pay until the 

pay limit is reinstated. 

As shown, in Table 4, the employees continued to receive excess pay for a period 

of months and in some instances years after the emergency responses ended. 

Although the three employee’s exceeded the biweekly pay limits, their pay 

remained within the annual limits.

It should also be noted that Employee 3 was assigned to another emergency 

response at the end of the initial response. The employee continued to receive 

excess pay authorized for the initial response while working on the subsequent 

response. Because the employee was not authorized an exception for the 

subsequent response, the employee’s pay exceeded the biweekly pay limit as 

shown in Table 4. The EPA did not include the employee in the authorized 

exception for the subsequent response because the agency did not anticipate that 

the employee’s basic pay and premium pay would exceed the pay limit. 

 

4 Estimated date from the request for exception to the biweekly pay limit provided by EPA—no authorization for 

termination submitted.

5 OIG-estimated date based on limited documentation provided by the agency.
15-P-0170 7

Compensatory Time Paid in Excess of Biweekly Limit

For the pay period ended April 5, 2014, one employee received payment for 

unused compensatory time that resulted in the employee exceeding the biweekly 

pay limit. Similar to the three employees with overtime pay, the employee had 

been authorized an exception to the biweekly pay limit for emergency response

work. Again, the EPA did not terminate the exception at the end of the emergency 

response work. As a result, the EPA paid the employee $235 for compensatory 

time that otherwise would not be paid due to the biweekly limit. 

Title 5 U.S.C. § 5547(b)(1) references exemptions to the premium pay limit for 

work in connection with an emergency. However, the EPA’s Pay Administration 

Manual does not include payment of unused compensatory time as overtime pay 

that may exceed the biweekly pay limit.

Agency Actions

On January 29, 2015, the OIG met with agency officials to discuss its preliminary 

findings regarding the exceedances of the biweekly pay limits. Since that meeting, 

the EPA has taken steps to improve controls over the authorization for exceptions

to biweekly pay limits and the timely termination of the exceptions. The agency’s 

payroll system now requires a termination (or end) date when the pay limit 

exception is processed. The agency has stated that all open emergency response 

work now have end dates. We have not been able to confirm that these agency 

actions have been completed. It is also our understanding that the agency is:

 Beginning debt collection for the employees who exceeded the pay limit. 

 Looking into amending the authorization for exception for the subsequent 

emergency response to include Employee 3.

 Reviewing the potential overpayment related to the payment of unused 

compensatory time.

Recommendations

We recommend that the Deputy Administrator:

1. Establish internal controls to ensure that exceptions to the biweekly pay 

limits will be automatically terminated once the emergency response work 

has ended.

2. Recover the $4,141 paid to EPA employees in excess of the biweekly pay 

limit.

3. Identify and recover any additional funds paid to employees in excess of the

biweekly limit, as a result of the recent establishment of end dates for all 

open emergency response work where the agency authorized exceptions.
15-P-0170 8

Agency Comments and OIG Evaluation

A discussion document was provided to the agency for comment on March 27, 

2015. The agency provided its response on April 16, 2015, and we held a final 

exit conference on April 23, 2015.

The agency concurred with our recommendations and provided corrective actions 

with milestone dates. In response to Recommendation 1, the agency stated that it

now includes an end date for employees authorized to exceed the biweekly pay 

limit because of emergency response work. The recommendation remains open 

pending additional information from the agency regarding implementation of the 

new process.

The agency also said OHR will work with OCFO to make recoveries of the excess 

payments identified in the report, as appropriate. In addition, the agency said 

OARM will coordinate with OCFO to identify and recover any additional funds 

paid to employees in excess of the biweekly limit.

The agency’s full response to our discussion document is in Appendix A of this 

report. 
15-P-0170 9

Status of Recommendations and 

Potential Monetary Benefits

RECOMMENDATIONS

POTENTIAL MONETARY 

BENEFITS (in $000s)

Rec. 

No.

Page 

No. Subject Status1 Action Official

Planned 

Completion 

Date

Claimed 

Amount

Agreed-To 

Amount

1 7 Establish internal controls to ensure that 

exceptions to the biweekly pay limits will be 

automatically terminated once the emergency 

response work has ended.

O Deputy Administrator

2 7 Recover the $4,141 paid to EPA employees in 

excess of the biweekly pay limit.

O Deputy Administrator 9/30/15 $4.1

3 7 Identify and recover any additional funds paid to 

employees in excess of the biweekly limit, as a 

result of the recent establishment of end dates for 

all open emergency response work where the 

agency authorized exceptions.

O Deputy Administrator 12/31/15

1 O = Recommendation is open with agreed-to corrective actions pending.

C = Recommendation is closed with all agreed-to actions completed. 

U = Recommendation is unresolved with resolution efforts in progress.
15-P-0170 10

Appendix A

Agency’s Comments on Discussion Document

MEMORANDUM

SUBJECT: EPA Comments on Discussion Draft, “Improvements Needed to Ensure EPA 

Terminates Exceptions to Biweekly Pay Limits at Completion of Emergency 

Response Work,” dated March 27, 2015

FROM: Stefan Silzer, Director /signed/

Office of Financial Management

TO: Robert Adachi, Director

Forensic Audits

Office of Audits

Thank you for the opportunity to review the subject Discussion Draft. Below is a summary of the 

agency’s comments regarding the factual accuracy of the information, conclusions, and 

recommendations contained therein.

AGENCY’S COMMENTS ON DISCUSSION DRAFT LANGUAGE

We concur with the content of the document. The findings and recommendations in this 

document result from a period prior to implementation of a new HR Line of Business with the 

Department of the Interior. The new system has been established with the internal controls 

recommended as part of this document.

AGENCY’S RESPONSE TO RECOMMENDATIONS

The agency concurs with the three Discussion Draft recommendations. 

Agreements

No. Recommendation High-Level Intended 

Corrective Action(s)

Estimated Completion 

by Quarter and FY

1 Establish internal controls 

to ensure that exceptions to 

the biweekly pay limits 

will be automatically 

terminated once the 

emergency response has 

ended.

In June 2014, with the 

implementation of the HR 

Line of Business, OCFO 

implemented new internal 

controls. Exceptions are now 

coded with an end date to 

terminate the employee’s 

June 9, 2014

Completed
15-P-0170 11

ability to exceed the biweekly 

pay cap. EPA employees 

authorized to exceed pay caps 

have end dates associated with 

the authorization in 

PeoplePlus. With the new 

internal control, the system 

does not allow an employee to 

be authorized to exceed pay 

cap without an end date. 

2

Recover the $4,141 paid to 

EPA employees in excess 

of the biweekly pay limit.

Recovering excess payments 

will require independent 

assessments of each of the 

identified cases to determine 

cause and appropriate actions. 

As appropriate, the Office of 

Human Resources will work 

with the Office of the Chief 

Financial Officer to collect 

funds.

September 30, 2015

3 Identify and recover any 

additional funds paid to 

employees in excess of the 

biweekly limit as a result 

of the recent establishment 

of end dates for all open 

emergency responses with 

exceptions.

The Office of Administration 

and Resources Management

will coordinate, as needed, 

with the Office of the Chief 

Financial Officer if any 

additional recoveries are 

required. 

December 31, 2015

cc: David Bloom

 Donna Vizian

 Kevin Minoli

 John Reeder 

 Jeanne Conklin

 John Showman 

 Meshell Jones-Peeler

 Richard Gray

 Leo Gueriguian

 Brandon McDowell

 Janice Kern

 Lorna Washington
15-P-0170 12

Appendix B

Distribution

Office of the Administrator

Deputy Administrator

Chief of Staff

Assistant Administrator for Administration and Resources Management

Chief Financial Officer

Agency Follow-Up Coordinator

General Counsel

Associate Administrator for Congressional and Intergovernmental Relations

Associate Administrator for Public Affairs

Principal Deputy Assistant Administrator for Administration and Resources Management

Deputy Chief Financial Officer

Director, Office of Financial Management, Office of the Chief Financial Officer

Director, Office of Human Resources, Office of Administration and Resources Management

Director, Office of Policy and Resource Management, Office of Administration and Resources 

Management

Deputy Director, Office of Policy and Resource Management, Office of Administration and 

Resources Management

Audit Follow-Up Coordinator, Office of Administration and Resources Management

Audit Follow-Up Coordinator, Office of the Chief Financial Officer