[Survey Report on Background Investigations for Phoenix Area Education Employees, Bureau of Indian Affairs]
[From the U.S. Government Printing Office, www.gpo.gov]
Report No. 99-i-145
Title: Survey Report on Background Investigations for Phoenix Area
Education Employees, Bureau of Indian Affairs
Date: December 23, 1998
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U.S. Department of the Interior
Office of Inspector General
SURVEY REPORT
BACKGROUND INVESTIGATIONS FOR
PHOENIX AREA EDUCATION EMPLOYEES,
BUREAU OF INDIAN AFFAIRS
REPORT NO. 99-I-145
DECEMBER 1998
MEMORANDUM
TO: The Secretary
FROM: Eljay B. Bowron
Inspector General
SUBJECT SUMMARY: Final Survey Report -
"Background Investigations for Phoenix Area
Education Employees, Bureau of Indian
Affairs" (No. 99-i-145)
Attached for your information is a copy of the subject final
survey report. The objective of the survey was to determine
whether the Bureau of Indian Affairs performed, in accordance
with applicable laws, regulations, and policies, background
investigations and suitability determinations for Phoenix Area
education employees who work in Bureau-operated schools. The
audit was conducted in response to a request from the Assistant
Secretary for Indian Affairs.
The Phoenix Area Security Office did not timely initiate and
properly complete all background investigations for new and
existing education employees. However, the completed
background investigations received from the Office of Personnel
Management generally were reviewed and adjudicated in a timely
manner by the Area Security Officer and were documented in the
personnel files as completed and approved. These deficiencies
occurred because the Bureau did not have effective processes,
including written procedures, to identify all employees needing
background investigations and to obtain the information needed
for the proper and timely completion of background
investigations and security clearances. As a result, the
Bureau could not be assured that the 38 individuals who were
employed without the requisite background investigations at one
agency office and seven Bureau-operated schools, which had a
total student enrollment of 1,807, were suitable for employment
at these facilities. In related matters, the Phoenix Area
Security Office generally completed required fingerprint
verifications to identify individuals who had unsuitable
backgrounds. However, the Office did not always document in
the personnel files that background investigations and security
clearances had been completed or that required preemployment
reference checks had been completed and approved for education
employees.
In its response, the Bureau agreed with the report's three
recommendations to address these issues. Based on the response,
we considered one recommendation resolved and implemented and
two recommendations resolved but not implemented.
If you have any questions concerning this matter, please
contact me at (202) 208-5745 or Mr. Robert J. Williams,
Assistant Inspector General for Audits, at (202) 208-4252.
Attachment
December 23, 1998 C-IN-BIA-002-98(A)-R
SURVEY REPORT
Memorandum
To: Assistant Secretary for Indian Affairs
From: Robert J. Williams
Assistant Inspector General for Audits
Subject: Survey Report on Background Investigations
for Phoenix Area Education Employees,
Bureau of Indian Affairs (No. 99-i-145)
INTRODUCTION
This report presents the results of our survey of
background investigations for Phoenix Area education
employees performed by the Bureau of Indian Affairs.
The objective of the survey was to determine whether
the Bureau performed, in accordance with applicable
laws, regulations, and policies, background
investigations and suitability determinations[1] for
education employees who work in Bureau-operated
schools. The audit was conducted in response to a
request from you, as the Assistant Secretary for
Indian Affairs.
BACKGROUND
The legislative requirements for background
investigations for education employees are contained
in the Indian Child Protection and Family Violence
Prevention Act (Public Law 101-630, dated November 28,
1990) and the Crime Control Act of 1990 (Public
Law 101-647, dated November 29, 1990). In general,
the Acts require that all employees who have regular
contact with children receive background
investigations. The Code of Federal Regulations (25
CFR 63) establishes minimum standards of character "to
ensure that individuals having regular contact with or
control over Indian children have not been convicted
of certain types of crimes or acted in a manner that
placed others at risk or raised questions about their
trustworthiness." In addition, the Code of Federal
Regulations (5 CFR 736) requires that personnel
background investigations be initiated within 14 days
of placement (hire date) for all noncritical
sensitive positions.[2] In that regard, the Bureau
has designated as noncritical sensitive positions all
education employee positions within the Office of
Indian Education Programs. Further, administrative
instructions for personnel officers to keep security
officers informed of all relevant personnel actions
are contained in the Department of the Interior Manual
(441 DM 3.3C), and instructions for employee selecting
officials to conduct and document reference checks and
obtain information on any previous background
investigations are contained in the Bureau of Indian
Affairs Manual (62 BIAM 11), dated April 6, 1990, and
updated on November 7, 1996.
The Bureau's background investigation process begins
after an applicant is conditionally selected for
employment. First, the employing school or related
agency office provides the applicants with the
background investigation forms[3] and instructs the
applicants to return the completed forms on or prior
to the date of hire. Prior to April 28, 1998, the
school or agency sent the forms to the Area Security
Officer for the Officer's determination that the forms
were complete. The Security Officer reviewed and
updated incomplete forms by contacting the appropriate
employing school and sent the forms to the Office of
Personnel Management. On April 28, 1998, the Bureau
changed its process and made the agency or school
responsible for submitting the forms to the Office of
Personnel Management, which conducts the background
investigations and sends the results to the Area
Security Officer.
To comply with the background investigation
requirements for Bureau employees, the Bureau has five
Security Officers (one Central Office Security Officer
in Washington, D.C., and an Area Security Officer in
Albuquerque, New Mexico; Aberdeen, South Dakota;
Billings, Montana; and Phoenix, Arizona). The four
Area Security Officers report to the Central Office
Security Officer. For positions requiring
investigations, the Area Security Officers are
responsible for initiating education employee
background investigations and adjudicating the
investigation results received from the Office of
Personnel Management.
During 1997, the Office of Indian Education Programs
employed approximately 5,165 employees in 82 Bureau-
operated elementary and secondary schools and 5
peripheral dormitories for students who attend public
schools. The Phoenix Area Security Office, which is
also responsible for background investigations within
the Sacramento Area, is responsible for the oversight
and coordination of background investigations related
to 436 education employees at four agency offices and
nine Bureau-operated elementary and secondary schools
with a total student enrollment of 2,127.
SCOPE OF SURVEY
Our survey was conducted in accordance with the
"Government Auditing Standards," issued by the
Comptroller General of the United States.
Accordingly, we included such tests of records and
other auditing procedures that were considered
necessary under the circumstances. To accomplish our
objective, we (1) obtained and reviewed applicable
criteria related to initiating, processing, and
adjudicating background investigations; (2) reviewed
and discussed Area Security Office background
investigation operating procedures with Bureau
officials; and (3) selected and reviewed a judgmental
sample of education employees' security and personnel
files.
We selected our sample from the 436 education
employees covered by the Phoenix Area Security Office
shown in the Bureau's payroll system at March 16,
1998. The payroll system indicated that for the 436
education employees, investigations had been completed
for 206 employees and had not been completed for 230
employees. We judgmentally selected 85 employees (20
percent), of which 36 employees were recorded as
having completed investigations and 49 employees were
recorded as not having completed investigations. The
scope of our review did not include the procedures
used by the Office of Personnel Management to perform
background investigations.
As part of our survey, we reviewed the Departmental
Report on Accountability for fiscal year 1996 and the
Bureau's annual assurance statement on management
controls for fiscal year 1997, both of which contain
information required by the Federal Managers'
Financial Integrity Act. We determined that neither
report disclosed any internal control weaknesses
related to the objective of this survey. We also
evaluated the Phoenix Area's system of internal
controls related to the education employee background
investigation process to the extent we considered
necessary to accomplish the objective. The internal
control weaknesses identified are discussed in the
Results of Survey section of this report. Our
recommendations, if implemented, should improve the
internal controls in the areas identified.
Our survey was performed from April 27 to May 20,
1998, and included visits to the Bureau's Phoenix Area
Security Office in Phoenix and the Office of Indian
Education Programs Personnel Office in Albuquerque.
PRIOR AUDIT COVERAGE
During the past 5 years, neither the Office of
Inspector General nor the General Accounting Office
has performed any audits that addressed Bureau of
Indian Affairs education employees' background
investigations and suitability determinations.
However, on June 27, 1997, the Office of Personnel
Management issued the report "Appraisal of the
Personnel Security/Suitability Programs of the Bureau
of Indian Affairs Central Office East/West." The
report stated that personnel security and suitability
programs in the Bureau's Central Office needed to be
improved. Specifically, the report stated that 19
(22 percent) of 87 personnel files reviewed had no
indication that a background investigation had been
performed. The report made recommendations to improve
procedures for ensuring that background investigations
are initiated timely on all employees. In its October
23, 1997, response to the report, the Bureau stated
that (1) the individuals identified as not having had
a background investigation had been provided the
necessary forms and that background investigations
were being scheduled with the Office of Personnel
Management and (2) the Bureau had initiated "a 100
percent review" of the official personnel files for
the Central Office East/West to determine whether
additional corrective actions were warranted. In its
October 27, 1998, response (Appendix 1) to the draft
of this report, the Bureau stated that all 19 of the
individuals identified as not having had a background
investigation were Bureau employees but did not work
for the Office of Indian Education Programs. The
Bureau further stated that as of October 15, 1998, the
status of the background investigations for the 19
employees was as follows: nine employee investigations
had been completed, nine employee investigations were
ongoing pending correction of security forms, and one
investigation was no longer necessary because the
employee no longer worked for the Bureau.
In addition, on October 24, 1997, the Acting Personnel
Officer, Office of Indian Education Programs, provided
the Director with a report on the status of education
employees' background investigations as listed in the
payroll system. The report disclosed that background
investigations had not been completed for 1,495 (29
percent) of the Bureau's 5,165 school employees. The
Acting Personnel Officer recommended that background
investigation forms be included with the appointment
documents sent to the Office of Indian Education
Programs Personnel Office to ensure that the forms are
completed by the employee when the employee is hired.
The report did not require a response, and at the time
of our review, the Acting Personnel Officer said that
no action had been taken on the report's
recommendation.
In its response to the draft of this report,
the Bureau stated:
More than half of the 1,495 employees,
however, had been investigated and
determined suitable under E.O. [Executive
Order]10450 standards which are the same
standards as in Pub. L. [Public Law]101-630.
Most of these background investigations were
conducted in the late 1970's or early
1980's. The OPM's [Office of Personnel
Management] SII [Security Investigative
Index] data base only maintains information
on investigations conducted within the past
15 years. Therefore, an SII check of the
OPM files will denote a "No Record" for
investigations completed prior to 1983.
The Bureau further stated:
To determine an accurate universe, the
Bureau security specialists conducted a
thorough review of all OIEP [Office of
Indian Education Programs] employees using a
July 20, 1998, payroll listing, the
employees' Official Personnel Folders, and
OPM's SII data base. Based on this review
the Bureau determined that 836 current OIEP
employees required investigations. Of that
number, 101 were employed at the Phoenix
Area.
**FOOTNOTES**
[1]: An employee suitability determination
(adjudication) consists of determining whether
an employee has met the required background
investigation standards.
[2]:The Federal Personnel Manual, Subchapter
2, identifies four sensitivity levels for
designating positions for security-related
positions: nonsensitive, noncritical-sensitive,
critical-sensitive, and special-sensitive. The
subchapter states that noncritical-sensitive
includes positions that involve one of the
following: "access to Secret or Confidential
national security materials, information, etc.;
- Duties that may directly or indirectly adversely
affect the overall operations of the agency; -
Duties that demand a high degree of confidence and
trust."
[3]:All education employees are required by the
Office of Personnel Management to complete a
"Questionnaire for Public Trust Position" (SF-85P),
a "Supplemental Questionnaire for Selected Positions"
(SF-85P-S), and a "Fingerprint Chart" (SF-87).
RESULTS OF SURVEY
The Phoenix Area Security Office did not timely
initiate and properly complete all background
investigations for new and existing education
employees. Specifically, we found that the Area
Security Office had not initiated background
investigations for 38 (45 percent) of the 85 employees
in our sample and had not submitted to the Office of
Personnel Management background investigation forms in
a timely manner for 16 (34 percent) of the 47
remaining employees. However, the completed
background investigations received from the Office of
Personnel Management generally were reviewed and
adjudicated in a timely manner by the Area Security
Officer. The Indian Child Protection and Family
Violence Prevention Act, the Crime Control Act, and
the Code of Federal Regulations contain the
requirements for performing and completing background
investigations. However, the Bureau did not have
effective processes, including written procedures, to
identify all employees needing background
investigations and to the obtain the information
necessary for the proper and timely completion of
background investigations and security clearances. As
a result, the Bureau could not be assured that the 38
individuals who were employed without the requisite
background investigations at one agency office and
seven Bureau-operated schools that had a total student
enrollment of 1,807 were suitable for employment[4] at
these facilities. In related matters, we found that
while the required fingerprint verifications to
identify individuals with unsuitable backgrounds were
generally completed, background investigations and
security clearances were not always documented in the
personnel files as having been completed, and approved
and required preemployment reference checks were not
always documented in the personnel files as having
been performed.
Initiating Background Investigations
Section 408 of the Indian Child Protection and Family
Violence Prevention Act, dated November 28, 1990,
requires that background investigations be performed
for employees who have regular contact with or control
over Indian children. In addition, Section 231 of the
Crime Control Act of 1990, dated November 29, 1990,
requires that all existing employees involved in child
care services, including education employees, receive
background investigations no later than May 29, 1991.
Also, the Departmental Manual (441 DM 3.3C) states
that personnel officers are responsible for ensuring
that security officers are immediately notified of all
relevant personnel actions, including (1) changes in
program or position placement (sensitivity levels)
which require additional investigation and (2)
reassignments, details, transfers, or terminations for
all sensitive positions and for positions such as
education employee positions which require security
clearances. However, we found that the Bureau did not
have written procedures for transmitting the necessary
information, including relevant personnel actions, to
the Area Security Officer. Instead, the Bureau relied
on the employing school or agency to inform the
Security Officer of employees needing background
investigations. However, the schools and agencies did
not always identify employees who did not have
completed background investigations, obtain the
required background investigation forms from the
employees, or submit the background investigation
forms to the Area Security Office.
Based on our review of the security and personnel
files for the 85 employees, we found that background
investigations had not been initiated for 10 (48
percent) of 21 employees hired before the Crime
Control Act was enacted on November 29, 1990, and for
28 (44 percent) of 64 employees who were hired on or
after that date. Examples of the absence of
initiation of background investigations are as
follows:
- On June 6, 1994, the Bureau hired a special
education teacher. However, as of April 27, 1998,
approximately 4 years after the teacher was hired, the
employee had not received a completed background
investigation. In addition, the Area Security Office
had no record of whether the required background
investigation forms had been submitted by the
employee.
- On February 3, 1998, the Bureau hired a dormitory
assistant. However, as of April 27, 1998, nearly 3
months after the assistant was hired, the employee had
not received a completed background investigation. In
addition, the Area Security Office had no record of
whether the required background investigation forms
had been submitted by the employee.
- On April 16, 1984, the Bureau hired a dormitory
manager for a boarding school. However, as of April
27, 1998, approximately 7 1/2 years after enactment of
the Crime Control Act, the employee had not received a
completed background investigation. In addition, the
Area Security Office had no record of whether the
required background investigation forms had been
submitted by the employee.
- On August 18, 1985, the Bureau hired an education
aide. However, as of April 27, 1998, approximately 7
1/2 years after enactment of the Crime Control Act,
the employee had not received a completed background
investigation. In addition, the Area Security Office
had no record of whether the required background
investigation forms had been submitted by the
employee.
Based on these examples, we believe that the Bureau
should improve controls over the initiation of
background investigations to ensure that all employees
who have regular contact with children receive
background investigations.
Submitting Background Investigation Forms
The Crime Control Act, Section 231, requires that all
existing and newly hired employees involved in child
care services, including education employees, receive
a background investigation, with all existing
employees receiving background investigations no later
than May 29, 1991. In addition, the Code of Federal
Regulations (5 CFR 736) requires personnel background
investigations to be initiated within 14 days of
placement (hire date) for all noncritical sensitive
positions. Further, the Phoenix Area Security Officer
position description includes a requirement that
procedures should be developed, in cooperation with
the Office of Indian Education Programs Personnel
Officer, for the administration of the Security
Program covering education employees throughout the
Phoenix Area. However, we found a lack of
coordination between the Area Security Office and the
Personnel Office in the development and implementation
of the Security Program's operating procedures. For
example, schools and agencies did not always require
employees to submit background investigation forms in
a timely manner, and the Area Security Office did not
always monitor and follow up on background
investigation forms that were returned to employees
for completion.
Based on our review of security and personnel files
for 47 employees whose background investigations had
been completed or initiated, we found that the
required background investigation forms for 16 (34
percent) of the 47 employees had not been timely
submitted by the Area Security Office to the Office of
Personnel Management. Specifically, background
investigation forms for 13 employees hired after the
November 29, 1990, enactment date of the Crime Control
Act were submitted an average of 185 days after the
date of hire rather than within the 14 days required
by the Code of Federal Regulations (5 CFR 736) and
that background investigation forms for 3 employees
hired before November 29, 1990, were not submitted in
accordance with the Act's due date for submission of
May 29, 1991. For example:
On February 6, 1995, the Bureau hired a school
principal but did not renew the principal's contract
after it expired on July 20, 1996. However, on
February 10, 1997, the individual was hired as a
school counselor. The Area Security Office did not
submit this individual's background investigation
forms to the Office of Personnel Management until
September 18, 1997, approximately 2 1/2 years after
the initial hire date of February 6, 1995.
On August 8, 1995, the Bureau hired a school
janitor. However, the background investigation forms
were not submitted by the Area Security Office to the
Office of Personnel Management until June 17, 1997,
approximately 2 years after the employee was hired.
On December 4, 1988, the Bureau hired an education
program administrator. However, the employee did not
receive a background investigation in accordance with
the Act's May 29, 1991, deadline for submission. A
completed background investigation was not obtained
from the Office of Personnel Management until December
17, 1997, approximately 6 1/2 years after the Act's
deadline for submission.
On April 28, 1998, the Bureau took action to improve
its controls over the security program by issuing new
operating procedures that primarily addressed employee
position sensitivity designations and the appointment
of employees to positions requiring background
investigations. If implemented, these procedures
should improve the designation of position sensitivity
levels. The procedures also made the employing agency
or school rather than the Area Security Officer
responsible for submitting background investigation
forms to the Office of Personnel Management. While
this change should improve the timeliness of the
submissions, the procedures do not provide assurance
that all forms will be obtained and independently
verified before they are submitted to the Office of
Personnel Management. Area Security Officers were
previously responsible for these duties. In addition,
the procedures do not address the completion of
background investigations for individuals who are
employed.
Documenting Security Clearances
The Certification of Investigation[5] requires that a
certification be permanently maintained in the
employee's official personnel file after the Area
Security Officer has made a final employee suitability
determination. The certification evidences that an
employee received a background investigation and was
determined to be suitable for employment by an Area
Security Officer. However, we found that the
certifications were not always (1) timely forwarded by
the Area Security Office to the Office of Indian
Education Programs Personnel Office and/or (2)
included in the education employees' official
personnel files by the Office of Indian Education
Programs Personnel Office. Specifically, we found
that the official personnel files for 16 (35 percent)
of 46 employees reviewed who had approved security
clearances did not contain the required certification.
For example:
- On November 9, 1997, the Office of Personnel
Management completed a background investigation for a
special education teacher. On November 25, 1997, the
Area Security Officer reviewed the completed
background investigation and determined that the
individual was suitable for employment. However, as
of April 27, 1998, the certification had not been
included in the employee's official personnel file.
- On December 6, 1991, the Office of Personnel
Management completed a background investigation for a
dormitory assistant. However, as of April 27, 1998,
the certification had not been included in the
employee's official personnel file. In addition, the
Area Security Officer could not support that the
completed background investigation had been reviewed
or that the security clearance had been approved.
Without the certifications, the Bureau has no
documentation in the official personnel files that
employees are suitable for employment.
Checking Preemployment References
The Bureau of Indian Affairs Manual (62 BIAM 11)
requires (1) employee selecting officials to conduct
telephone reference checks with at least three prior
employers and three personal references before making
a selection, (2) the Office of Indian Education
Programs Personnel Office to ensure that the selecting
official has made and documented the necessary
preemployment reference checks and contacted the
Office of Personnel Management to determine whether
any previous background investigations have been
performed, and (3) applications without proper
documentation to be returned to the selecting official
with no action taken. However, we found that the
Personnel Office, Office of Indian Education Programs,
did not always ensure that preemployment references,
including prior employers and personal references,
were checked and documented by the selecting officials
before selected applicants were hired.
Our review of employee personnel files for 67
education employees hired after April 6, 1990,
disclosed that 45 files (67 percent) did not have
documentation of completed preemployment reference
checks. For example:
- The personnel file for a school teacher hired on
March 3, 1997, contained no evidence that any
preemployment reference checks had been performed. We
also determined that the employee had not received a
completed background investigation as of April 27,
1998.
- The personnel file for a school bus driver hired on
February 16, 1995, contained no evidence that a
preemployment check of personal references had been
performed. We also determined that the employee had
not received a completed background investigation as
of April 27, 1998.
The Bureau needs to use all the measures available,
including preemployment reference checks, to help
ensure that employees who have regular contact with
children are suitable for employment.
Recommendations
We recommend that the Assistant Secretary for Indian
Affairs:
1. Direct the Central Office Security Officer to
establish policies and procedures to ensure that
education employees who have not received completed
background investigations are identified and that all
background investigation forms are obtained, properly
completed, and submitted to the Office of Personnel
Management.
2. Direct the Central Office Security Officer to
establish policies and procedures to ensure that the
Phoenix Area Security Office is notified by the Office
of Indian Education Programs Personnel Office of all
relevant personnel actions.
3. Direct the Personnel Officer, Office of Indian
Education Programs, to ensure that preemployment
reference checks are completed timely and documented
appropriately in accordance with the Bureau Manual and
that Certification of Investigation documents received
from the Area Security Office are timely included in
the official personnel file.
Assistant Secretary for Indian Affairs Response and
Office of Inspector General Reply
In the October 27, 1998, response (Appendix 1) to the
draft report, the Assistant Secretary for Indian
Affairs concurred with Recommendations 1, 2, and 3.
Based on the response, we consider Recommendations 1
and 3 resolved but not implemented and Recommendation
2 resolved and implemented. Accordingly, the
unimplemented recommendations will be referred to the
Assistant Secretary for Policy, Management and Budget
for tracking of implementation (see Appendix 2).
Additional Comments on Audit Report
In its response, the Bureau provided additional
information on the Prior Audit Coverage section of the
draft report regarding the June 27, 1997, Office of
Personnel Management report "Appraisal of the
Personnel Security/Suitability Programs of the Bureau
of Indian Affairs Central Office East/West" and the
October 24, 1997, report from the Office of Indian
Education Programs' Acting Personnel Officer to the
Director pertaining to the status of education
employees' background investigations as listed in the
payroll system. Accordingly, we have revised the
Prior Audit Coverage section of this report to
incorporate the Bureau's comments as appropriate.
The legislation, as amended, creating the Office of
Inspector requires semiannual reporting to the
Congress on all audit reports issued, the monetary
impact of audit findings, actions taken to implement
audit recommendations, and identification of each
significant recommendation on which corrective action
has not been taken.
Since the report's recommendations are considered
resolved, no further response to the Office of
Inspector General is required (see Appendix 2).
We appreciate the assistance of Bureau personnel in
the conduct of our survey.
**FOOTNOTES**
[4]:The Personnel Office for the Office of Indian
Education Programs indicated, on May 7, 1998, that
for these 38 individuals, there were no reported
incidents of child abuse or molestation.
[5]:The Certification of Investigation is prepared
by the Office of Personnel Management for all completed
background investigations and is forwarded to the Area
Security Office.
APPENDIX 1
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APPENDIX 1
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APPENDIX 2
STATUS OF SURVEY REPORT RECOMMENDATIONS
-------------------------------------------------------
Finding/
Recommendation
Reference Status Action Required
-------------------------------------------------------
1 and 3 Resolved; No further response to the
not Office of Inspector General is
implemented. required. The recommendations
will be referred to the
Assistant Secretary for
Policy, Management and Budget
for tracking of
implementation.
-------------------------------------------------------
2 Implemented. No further action is required.
-------------------------------------------------------
ILLEGAL OR WASTEFUL ACTIVITIES SHOULD BE REPORTED
TO THE OFFICE OF INSPECTOR GENERAL BY:
Sending written documents to:
Within the Continental United States
U.S. Department of the Interior
Office of Inspector General
1849 C Street,N.W.
Mail Stop 5341
Washington, D.C. 20240
Calling:
Our 24 hour
Telephone HOTLINE
1-800-424-5081 or
(202) 208-5300
TDD for hearing impaired
(202) 208-2420 or
1-800-354-0996
Outside the Continental United States
Caribbean Region
U.S. Department of the Interior
Office of Inspector General
Eastern Division- Investigations
1550 Wilson Boulevard
Suite 410
Arlington, Virginia 22209
Calling:
(703) 235-9221
North Pacific Region
U.S. Department of the Interior
Office of Inspector General
North Pacific Region
238 Archbishop F.C. F'lores Street
Suite 807, PDN Building
Agana, Guam 96910
Calling:
(700) 550-7428 or
COMM 9-011-671-472-7279