60214 Federal Register / Vol. 70, No. 199 / Monday, October 17, 2005 / Rules and Regulations 

Repetitive Visual Inspection of the DualWindow Temperature Indicators 

(j) Perform repetitive visual inspections of 

the dual-window temperature indicators 

installed in paragraph (f) of this AD within 

65 hours TIS since-last-inspection. Use 

paragraph (h) of this AD to inspect the 

temperature indicators. 

Requirements for Thermocouple Installation 

for On-Wing Diagnostic Test 

(k) The requirements for thermocouple 

installation are listed in Appendix B of PW 

ASB No. JT8D A5944, Revision 5, dated 

October 3, 2005. 

On-Wing Diagnostic Test Information 

(l) To perform the on-wing diagnostics test, 

use Appendix C of PW ASB No. JT8D A5944, 

Revision 5, dated October 3, 2005. 

Material Incorporated by Reference 

(m) You must use Pratt & Whitney Alert 

Service Bulletin No. JT8D A5944, Revision 5, 

dated October 3, 2005, to perform the 

inspections and tests required by this AD. 

The Director of the Federal Register approved 

the incorporation by reference of this service 

bulletin in accordance with 5 U.S.C. 552(a) 

and 1 CFR part 51. You can get a copy from 

Pratt & Whitney, 400 Main St., East Hartford, 

CT 06108; telephone (860) 565–7700, fax 

(860) 565–1605. You can review copies at the 

FAA, New England Region, Office of the 

Regional Counsel, 12 New England Executive 

Park, Burlington, MA; or at the National 

Archives and Records Administration 

(NARA). For information on the availability 

of this material at NARA, call 202–741–6030, 

or go to: http://www.archives.gov/federalregister/cfr/ibr-locations.html. 

Related Information 

(n) None. 

Issued in Burlington, Massachusetts, on 

October 3, 2005. 

Francis A. Favara, 

Acting Manager, Engine and Propeller 

Directorate, Aircraft Certification Service. 

[FR Doc. 05–20501 Filed 10–14–05; 8:45 am] 

BILLING CODE 4910–13–P 

DEPARTMENT OF THE TREASURY 

Internal Revenue Service 

26 CFR Part 801 

[TD 9227] 

RIN 1545–BE46 

Balanced System for Measuring 

Organizational and Employee 

Performance Within the Internal 

Revenue Service 

AGENCY: Internal Revenue Service (IRS), 

Treasury. 

ACTION: Final and temporary 

regulations. 

SUMMARY: This document contains final 

and temporary regulations relating to 

the balanced system for measuring 

organizational and employee 

performance within the IRS. The 

temporary regulations prospectively 

amend the existing final regulations in 

26 CFR part 801 to clarify when 

quantity measures, which are not tax 

enforcement results, may be used in 

measuring organizational and employee 

performance. The portions of this 

document that are final regulations 

provide necessary cross-references to 

the temporary regulations. These 

regulations affect internal operations of 

the IRS and the systems it employs to 

evaluate the performance of 

organizations within the IRS. The text of 

the temporary regulations also serves as 

the text of proposed regulations set forth 

in the Proposed Rules section in this 

issue of the Federal Register. 

DATES: Effective Date: These regulations 

are effective on October 17, 2005. 

Applicability Date: For dates of 

applicability, see §§ 801.7 and 801.8T. 

FOR FURTHER INFORMATION CONTACT: Neil 

Worden, (202) 283–7900 (not a toll-free 

number). 

SUPPLEMENTARY INFORMATION: 

Background 

This document amends final 

regulations in 26 CFR part 801 (the 

Final Regulations) that implement the 

Balanced System for Measuring 

Organizational and Employee 

Performance within the IRS. The Final 

Regulations were published in the 

Federal Register on August 6, 1999 (64 

FR 42834–42837). The Final Regulations 

emanated from section 1201 of the 

Internal Revenue Service Restructuring 

and Reform Act of 1998, Public Law 

105–206, 112 Stat. 685, 713 (1998) (the 

Act), which required the IRS to establish 

a performance management system for 

those employees covered by 5 U.S.C. 

4302 that, among other things, 

establishes ‘‘goals or objectives for 

individual, group, or organizational 

performance (or any combination 

thereof), consistent with the IRS’

performance planning procedures, 

including those established under the 

Government Performance and Results 

Act of 1993, division E of the ClingerCohen Act of 1966 * * *, Revenue 

Procedure 64–22 * * *, and taxpayer 

service surveys.’’ Section 1201 further 

required the IRS to use ‘‘such goals and 

objectives to make performance 

distinctions among employees or groups 

of employees,’’ and to use ‘‘performance 

assessments as a basis for granting 

employee awards, adjusting an 

employee’s rate of basic pay, and other 

appropriate personnel actions * * *.’’

In addition, section 1201 of the Act 

required that the IRS performance 

management system comply with 

section 1204, which prohibits the use of 

‘‘records of tax enforcement results’’

(ROTERs) in the evaluation of IRS 

employees or to suggest or impose 

production goals for such employees. 

Section 1204, however, does not 

prohibit the use of quantity measures in 

evaluating organizational and employee 

performance. The temporary regulations 

in this document amend the existing 

regulations in part 801 to clarify when 

quantity measures may be used in 

measuring organizational and employee 

performance. 

Explanation of Provisions 

The final regulations provide 

guidance and direction for the 

establishment of a balanced 

performance measurement system for 

the IRS. The three elements of this 

balanced measurement system are (1) 

customer satisfaction measures, (2) 

employee satisfaction measures and (3) 

business results measures. These 

organizational measures may be used to 

evaluate the performance of, or to 

impose or suggest production goals for, 

any organizational unit. 

The temporary regulations contained 

in this document relate primarily to the 

business results measures. Business 

results are measured through quality 

measures and quantity measures. 

Quality measures are based on reviews 

of a statistically valid sample of cases 

handled by certain organizational units 

such as examination, collection and 

Automated Collection System units. The 

quality review of other work units is 

determined according to criteria 

established by the Commissioner or his 

delegate. 

The IRS and Treasury Department 

have determined that the provisions of 

the existing part 801 regulations that 

limit the use of quantity measures in 

evaluating organizational units and 

imposing or suggesting production goals 

for employees restrict the IRS’ ability to 

monitor program performance and track 

effectiveness of operations, and have 

caused confusion as to what types of 

data or measures may be discussed 

between managers and employees and 

reflected in manager and employee 

goals. These temporary regulations 

remove the limitations on the use of 

quantity measures in evaluating the 

performance of, or imposing or 

suggesting goals for organizational units. 

These temporary regulations also 

remove the limitations on the use of 

quantity measures to impose or suggest 

goals for employees. The regulations 

continue to provide that performance 

Federal Register / Vol. 70, No. 199 / Monday, October 17, 2005 / Rules and Regulations 60215 

measures based on quantity measures 

will not be used to evaluate the 

performance of such employees. The 

temporary regulations do not affect the 

continuing prohibition on the use of 

ROTERS to evaluate employee 

performance or to impose or suggest 

production quotas or goals for any 

employee. 

Special Analyses 

It has been determined that this is not 

a significant regulatory action as defined 

in Executive Order 12866. Therefore, a 

regulatory assessment is not required. It 

also has been determined that section 

553(b) of the Administrative Procedure 

Act (5 U.S.C. chapter 5) does not apply 

to these regulations. For applicability of 

the Regulatory Flexibility Act, please 

refer to the cross-reference notice of 

proposed rulemaking published 

elsewhere in this Federal Register. 

Pursuant to section 7805(f) of the 

Internal Revenue Code, these temporary 

regulations will be submitted to the 

Chief Counsel for Advocacy of the Small 

Business Administration for comment 

on its impact on small business. 

Drafting Information 

The principal author of these 

regulations is Karen F. Keller, Office of 

Associate Chief Counsel (General Legal 

Services). However, other personnel 

from the IRS participated in their 

development. 

List of Subjects in 26 CFR Part 801 

Government employees, Organization 

and functions (Government agencies). 

Amendments to the Regulations 

■ Accordingly, 26 CFR part 801 is 

amended as follows: 

PART 801—BALANCED SYSTEM FOR 

MEASURING ORGANIZATIONAL AND 

INDIVIDUAL PERFORMANCE WITHIN 

THE INTERNAL REVENUE SERVICE 

■ Paragraph 1. The authority citation 

for part 801 continues to read in part as 

follows: 

Authority: 5 U.S.C. 9501 * * *. 

■ Par. 2. Section 801.1 is amended by: 

■ 1. Adding the new center heading. 

■ 2. Removing and reserving paragraph 

(b). 

The addition reads as follows: 

Regulations Applicable Before October 

17, 2005 

§ 801.1 Balanced performance 

measurement system; in general. 

* * * * * 

■ Par. 3. Section 801.7 is added to read 

as follows: 

§ 801.7 Effective dates. 

The provisions of §§ 801.1 through 

801.6 apply before October 17, 2005. For 

the applicable provisions on or after 

October 17, 2005, see §§ 801.1T through 

801.7T. 

■ Par. 4. Sections 801.1T through 

801.8T and a new center heading are 

added to read as follows: 

Regulations Applicable On or After 

October 17, 2005 

§ 801.1T Balanced performance 

measurement system; in general 

(temporary). 

(a) In general. (1) The regulations in 

this part 801 implement the provisions 

of sections 1201 and 1204 of the Internal 

Revenue Service Restructuring and 

Reform Act of 1998 (Pub. L. 105–106, 

112 Stat. 685, 715–716, 722) (the Act) 

and provide rules relating to the 

establishment by the Internal Revenue 

Service (IRS) of a balanced performance 

measurement system. 

(2) Modern management practice and 

various statutory and regulatory 

provisions require the IRS to set 

performance goals for organizational 

units and to measure the results 

achieved by those units with respect to 

those goals. To fulfill these 

requirements, the IRS has established a 

balanced performance measurement 

system, composed of three elements: 

Customer Satisfaction Measures; 

Employee Satisfaction Measures; and 

Business Results Measures. The IRS is 

likewise required to establish a 

performance evaluation system for 

individual employees. 

(b) [Reserved] 

§ 801.2T Measuring organizational 

performance (temporary). 

The performance measures that 

comprise the balanced measurement 

system will, to the maximum extent 

possible, be stated in objective, 

quantifiable, and measurable terms and 

will be used to measure the overall 

performance of various operational 

units within the IRS. In addition to 

implementing the requirements of the 

Act, the measures described here will, 

where appropriate, be used in 

establishing performance goals and 

making performance evaluations 

established, inter alia, under Division E, 

National Defense Authorization Act for 

Fiscal Year 1996 (the Clinger-Cohen Act 

of 1996) (Pub. L. 104–106, 110 Stat. 186, 

679); the Government Performance and 

Results Act of 1993 (Pub. L. 103–62, 107 

Stat. 285); and the Chief Financial 

Officers Act of 1990 (Pub. L. 101–576, 

108 Stat. 2838). Thus, organizational 

measures of customer satisfaction, 

employee satisfaction, and business 

results (including quality and quantity 

measures as described in § 801.6T) may 

be used to evaluate the performance of 

or to impose or suggest production goals 

for, any organizational unit. 

§ 801.3T Measuring employee 

performance (temporary). 

(a) In general. All employees of the 

IRS will be evaluated according to the 

critical elements and standards or such 

other performance criteria as may be 

established for their positions. In 

accordance with the requirements of 5 

U.S.C. 4312, 4313, and 9508 and section 

1201 of the Act, the performance criteria 

for each position as are appropriate to 

that position, will be composed of 

elements that support the organizational 

measures of Customer Satisfaction, 

Employee Satisfaction, and Business 

Results; however, such organizational 

measures will not directly determine the 

evaluation of individual employees. 

(b) Fair and equitable treatment of 

taxpayers. In addition to all other 

criteria required to be used in the 

evaluation of employee performance, all 

employees of the IRS will be evaluated 

on whether they provided fair and 

equitable treatment to taxpayers. 

(c) Senior Executive Service and 

special positions. Employees in the 

Senior Executive Service will be rated 

in accordance with the requirements of 

5 U.S.C. 4312 and 4313 and employees 

selected to fill positions under 5 U.S.C. 

9503 will be evaluated pursuant to 

workplans, employment agreements, 

performance agreements, or similar 

documents entered into between the IRS 

and the employee. 

(d) General workforce. The 

performance evaluation system for all 

other employees will—

(1) Establish one or more retention 

standards for each employee related to 

the work of the employee and expressed 

in terms of individual performance; 

(2) Require periodic determinations of 

whether each employee meets or does 

not meet the employee’s established 

retention standards; 

(3) Require that action be taken in 

accordance with applicable laws and 

regulations, with respect to employees 

whose performance does not meet the 

established retention standards; 

(4) Establish goals or objectives for 

individual performance consistent with 

the IRS’s performance planning 

procedures; 

(5) Use such goals and objectives to 

make performance distinctions among 

employees or groups of employees; and 

(6) Use performance assessments as a 

basis for granting employee awards, 

adjusting an employee’s rate of basic 

pay, and other appropriate personnel 

60216 Federal Register / Vol. 70, No. 199 / Monday, October 17, 2005 / Rules and Regulations 

actions, in accordance with applicable 

laws and regulations. 

(e) Limitations. (1) No employee of the 

IRS may use records of tax enforcement 

results (as described in § 801.6T) to 

evaluate any other employee or to 

impose or suggest production quotas or 

goals for any employee. 

(i) For purposes of the limitation 

contained in this paragraph (e), 

employee has the meaning as defined in 

5 U.S.C. 2105(a). 

(ii) For purposes of the limitation 

contained in this paragraph (e), evaluate 

includes any process used to appraise or 

measure an employee’s performance for 

purposes of providing the following: 

(A) Any required or requested 

performance rating. 

(B) A recommendation for an award 

covered by Chapter 45 of Title 5; 5 

U.S.C. 5384; or section 1201(a) of the 

Act. 

(C) An assessment of an employee’s 

qualifications for promotion, 

reassignment, or other change in duties. 

(D) An assessment of an employee’s 

eligibility for incentives, allowances, or 

bonuses. 

(E) Ranking of employees for release/ 

recall and reductions in force. 

(2) Employees who are responsible for 

exercising judgment with respect to tax 

enforcement results in cases concerning 

one or more taxpayers may be evaluated 

on work done on such cases only in the 

context of their critical elements and 

standards. 

(3) Performance measures based in 

whole or in part on quantity measures 

(as described in § 801.6T) will not be 

used to evaluate the performance of any 

non-supervisory employee who is 

responsible for exercising judgment 

with respect to tax enforcement results 

(as described in § 801.6T). 

§ 801.4T Customer satisfaction measures 

(temporary). 

The customer satisfaction goals and 

accomplishments of operating units 

within the IRS will be determined on 

the basis of information gathered 

through various methods. For example, 

questionnaires, surveys and other types 

of information gathering mechanisms 

may be employed to gather data 

regarding customer satisfaction. 

Information to measure customer 

satisfaction for a particular work unit 

will be gathered from a statistically 

valid sample of the customers served by 

that operating unit and will be used to 

measure, among other things, whether 

those customers believe that they 

received courteous, timely, and 

professional treatment by the IRS 

personnel with whom they dealt. 

Customers will be permitted to provide 

information requested for these 

purposes under conditions that 

guarantee them anonymity. For 

purposes of this section, customers may 

include individual taxpayers, 

organizational units, or employees 

within the IRS and external groups 

affected by the services performed by 

the IRS operating unit. 

§ 801.5T Employee satisfaction measures 

(temporary). 

The employee satisfaction numerical 

ratings to be given operating units 

within the IRS will be determined on 

the basis of information gathered 

through various methods. For example, 

questionnaires, surveys, and other 

information gathering mechanisms may 

be employed to gather data regarding 

satisfaction. The information gathered 

will be used to measure, among other 

factors bearing upon employee 

satisfaction, the quality of supervision 

and the adequacy of training and 

support services. All employees of an 

operating unit will have an opportunity 

to provide information regarding 

employee satisfaction within the 

operating unit under conditions that 

guarantee them anonymity. 

§ 801.6T Business results measures 

(temporary). 

(a) In general. The business results 

measures will consist of numerical 

scores determined under the quality 

measures and the quantity measures 

described elsewhere in this section. 

(b) Quality measures. Quality 

measures will be determined on the 

basis of a review by a specially 

dedicated staff within the IRS of a 

statistically valid sample of work items 

handled by certain functions or 

organizational units determined by the 

Commissioner or his delegate such as 

the following: 

(1) Examination and collection units 

and Automated Collection System Units 

(ACS). The quality review of the 

handling of cases involving particular 

taxpayers will focus on such factors as 

whether IRS personnel devoted an 

appropriate amount of time to a matter, 

properly analyzed the facts, and 

complied with statutory, regulatory, and 

IRS procedures, including timeliness, 

adequacy of notifications, and required 

contacts with taxpayers. 

(2) Toll-free telephone sites. The 

quality review of telephone services will 

focus on such factors as whether IRS 

personnel provided accurate tax law 

and account information. 

(3) Other work units. The quality 

review of other work units will be 

determined according to criteria 

prescribed by the Commissioner or his 

delegate. 

(c) Quantity measures. Quantity 

measures will consist of outcomeneutral production and resource data 

that does not contain information 

regarding the tax enforcement result 

reached in any case that involves 

particular taxpayers. Examples of 

quantity measures include, but are not 

limited to—

(1) Cases started; 

(2) Cases closed; 

(3) Work items completed; 

(4) Customer education, assistance, 

and outreach efforts completed; 

(5) Time per case; 

(6) Direct examination time/out of 

office time; 

(7) Cycle time; 

(8) Number or percentage of overage 

cases; 

(9) Inventory information; 

(10) Toll-free level of access; and 

(11) Talk time. 

(d) Definitions—(1) Tax enforcement 

results. A tax enforcement result is the 

outcome produced by an IRS 

employee’s exercise of judgment in 

recommending or determining whether 

or how the IRS should pursue 

enforcement of the tax laws. Examples 

of tax enforcement results include a lien 

filed, a levy served, a seizure executed, 

the amount assessed, the amount 

collected, and a fraud referral. Examples 

of data that are not tax enforcement 

results include a quantity measure and 

data derived from a quality review or 

from a review of an employee’s or a 

work unit’s work on a case, such as the 

number or percentage of cases in which 

correct examination adjustments were 

proposed or appropriate lien 

determinations were made. 

(2) Records of tax enforcement results. 

Records of tax enforcement results are 

data, statistics, compilations of 

information or other numerical or 

quantitative recordations of the tax 

enforcement results reached in one or 

more cases. Such records may be used 

for purposes such as forecasting, 

financial planning, resource 

management, and the formulation of 

case selection criteria. Records of tax 

enforcement results may be used to 

develop methodologies and algorithms 

for use in selecting tax returns to audit. 

Records of tax enforcement results do 

not include tax enforcement results of 

individual cases when used to 

determine whether an employee 

exercised appropriate judgment in 

pursuing enforcement of the tax laws 

based upon a review of the employee’s 

work on that individual case. 

Federal Register / Vol. 70, No. 199 / Monday, October 17, 2005 / Rules and Regulations 60217 

§ 801.7T Examples (temporary). 

(a) The rules of § 801.3T are 

illustrated by the following examples: 

Example 1. (i) Each year Division A’s 

Examination and Collection functions 

develop detailed workplans that set goals for 

specific activities (e.g., number of audits or 

accounts closed) and for other quantity 

measures such as cases started, cycle time, 

overage cases, and direct examination time. 

These quantity measure goals are developed 

nationally and by Area Office based on 

budget allocations, available resources, 

historical experience, and planned 

improvements. These plans also include 

information on measures of quality, customer 

satisfaction, and employee satisfaction. 

Results are updated monthly to reflect how 

each organizational unit is progressing 

against its workplan, and this information is 

shared with all levels of management. 

(ii) Although specific workplans are not 

developed at the Territory level, 

Headquarters management expects the Area 

Directors to use the information in the Area 

plans to guide the activity in their Territories. 

For 2005, Area Office 1’s workplan has a goal 

to close 1,000 examinations of small business 

corporations and 120,000 taxpayer 

delinquent accounts (TDAs), and there are 10 

Exam Territories and 12 Collection 

Territories in Area Office 1. While taking into 

account the mix and priority of workload, 

and available staffing and grade levels, the 

Examination Area Director communicates to 

the Territory Managers the expectation that, 

on average, each Territory should plan to 

close about 100 cases. The Collection Area 

Director similarly communicates to each 

Territory the expectation that, on average, 

they will close about 10,000 TDAs, subject to 

similar factors of workload mix and staffing. 

(iii) Similar communications then occur at 

the next level of management between 

Territory Managers and their Group 

Managers, and between Group Managers and 

their employees. These communications will 

emphasize the overall goals of the 

organization and each employee’s role in 

meeting those goals. The communications 

will include expectations regarding the 

average number of case closures that would 

have to occur to reach those goals, taking into 

account the fact that each employee’s actual 

closures will vary based upon the facts and 

circumstances of specific cases. 

(iv) Setting these quantity measure goals, 

and the communication of those goals, is 

permissible because case closures are a 

quantity measure. Case closures are an 

example of outcome-neutral production data 

that does not specify the outcome of any 

specific case such as the amount assessed or 

collected. 

Example 2. In conducting a performance 

evaluation, a supervisor is permitted to take 

into consideration information the supervisor 

has developed showing that the employee 

failed to propose an appropriate adjustment 

to tax liability in one of the cases the 

employee examined, provided that 

information is derived from a review of the 

work done on the case. All information 

derived from such a review of individual 

cases handled by the employee, including 

time expended, issues raised, and 

enforcement outcomes reached should be 

considered and discussed with the employee 

and used in evaluating the employee. 

Example 3. When assigning a case, a 

supervisor is permitted to discuss with the 

employee the merits, issues, and 

development of techniques of the case based 

upon a review of the case file. 

Example 4. A supervisor is not permitted 

to establish a goal for proposed adjustments 

in a future examination. 

(b) [Reserved]. 

§ 801.8T Effective dates (temporary). 

(a) The provisions of §§ 801.1T 

through 801.7T apply on or after 

October 17, 2005. 

(b) The applicability of §§ 801.1T 

through 801.7T expires on or before 

October 14, 2008. 

Mark E. Matthews, 

Deputy Commissioner for Services and 

Enforcement. 

Approved: October 3, 2005. 

Eric Solomon, 

Acting Deputy Assistant Secretary (Tax 

Policy). 

[FR Doc. 05–20439 Filed 10–14–05; 8:45 am] 

BILLING CODE 4830–01–P 

ENVIRONMENTAL PROTECTION 

AGENCY 

40 CFR Part 261 

Identification and Listing of Hazardous 

Waste 

CFR Correction 

In Title 40 of the Code of Federal 

Regulations, Parts 260 to 265, revised as 

of July 1, 2005, in Appendix IX to Part 

261, on pages 129 and 130, in the 

second column under ‘‘Address’’, 

transfer entries 2 and 3 to the third 

column under ‘‘Waste description’’. 

[FR Doc. 05–55515 Filed 10–14–05; 8:45 am] 

BILLING CODE 1505–01–D 

ENVIRONMENTAL PROTECTION 

AGENCY 

40 CFR Part 710 

[OPPT–2003–0075; FRL–7715–2] 

RIN–2070 AC61 

TSCA Inventory Update Reporting 

Partially Exempted Chemicals List; 

Addition of 1,2,3-Propanetriol 

AGENCY: Environmental Protection 

Agency (EPA). 

ACTION: Direct final rule. 

SUMMARY: EPA is taking direct final 

action to amend the Toxic Substances 

Control Act (TSCA) section 8(a) 

Inventory Update Reporting (IUR) 

regulations by adding 1,2,3-propanetriol 

(CASRN 56–81–5) to the list of chemical 

substances in 40 CFR 710.46(b)(2)(iv) 

which are exempt from reporting 

processing and use information required 

by 40 CFR 710.52(c)(4). EPA has 

determined that the IUR processing and 

use information for this chemical is of 

low current interest. Manufacturers and 

importers of the chemicals listed in 40 

CFR 710.46(b)(2)(iv) must continue to 

report manufacturing information. 

DATES: This direct final rule is effective 

on December 16, 2005 without further 

notice, unless EPA receives adverse 

comment by November 16, 2005. If, 

however, EPA receives adverse 

comment, EPA will publish a Federal 

Register document to withdraw the 

direct final rule before the effective date. 

ADDRESSES: Submit your comments, 

identified by docket identification (ID) 

number OPPT–2005–0001, by one of the 

following methods: 

• Federal eRulemaking portal:http:// 

www.regulations.gov/. Follow the online instructions for submitting 

comments. 

• Agency website:http:// 

www.epa.gov/edocket/. EDOCKET, 

EPA’s electronic public docket and 

comment system, is EPA’s preferred 

method for receiving comments. Follow 

the on-line instructions for submitting 

comments. 

• E-mail: oppt.ncic@epa.gov. 

• Mail: Document Control Office 

(7407M), Office of Pollution Prevention 

and Toxics (OPPT), Environmental 

Protection Agency, 1200 Pennsylvania 

Ave., NW., Washington, DC 20460–

0001. 

• Hand delivery: OPPT Document 

Control Office (DCO), EPA East Bldg., 

Rm. 6428, 1201 Constitution Ave., NW., 

Washington, DC. Attention: Docket ID 

number OPPT–2003–0075. The DCO is 

open from 8 a.m. to 4 p.m., Monday 

through Friday, excluding legal 

holidays. The telephone number for the 

DCO is (202) 564–8930. Such deliveries 

are only accepted during the Docket’s 

normal hours of operation, and special 

arrangements should be made for 

deliveries of boxed information. 

• Instructions: Direct your comments 

to docket ID number OPPT–2005–0001. 

EPA’s policy is that all comments 

received will be included in the public 

docket without change and may be 

made available online at http:// 

www.epa.gov/edocket/, including any 

personal information provided, unless 

the comment includes information 

claimed to be Confidential Business 

Information (CBI) or other information