LA Times Story: House Passes Bill to Expand Wilderness

House Passes Bill to Expand Wilderness

In California–which now has 14
million acres of wilderness (second
only to Alaska, which has more than
57 million acres) — the bill would
protect about 700,000 additional
acres from new roads and most
commercial uses such as new mining,
logging and energy development.
Included in the legislation is $88
million to help fund a project to return
year-round flows and a prized salmon
run to the San Joaquin River for the
first time since the 1940s. The bill
also would provide $61 million toward
cleanup of polluted groundwater in
the San Gabriel Valley.

BLM Testimony of Elaine Downing: “Employees are fearful of retaliation”

This is the public testimony of Elaine Downing, whose union represents over 600 employees of the US Bureau of Land Management in California. Mike Pool, the director of the BLM in California, has recently been named acting director of the national office of the BLM in Washington, DC. Although this is quite long, the testimony is very informative about the low morale at BLM and why it exists. Ms. Downing does not mention the suicide of Marlene Braun or the problem of bullying in the workplace per se, but the conditions she describes make it understandable how those things happened under Mr. Pool’s watch. What Downing does not mention are the managers at the level below field office supervisor, which is where Marlene Braun was, if I understand her rank correctly. She was management, but had to report to the field office supervisor, Ron Huntsinger. Such people are not represented by the union, but they can be subject to bullying. Being in management doesn’t prevent that.

Testimony of Elaine Downing, Vice President
National Federation of Federal Employees, Local 2152,
California Bureau of Land Management
Before the House Committee on Natural Resources
Subcommittee on National Parks, Forests, and Public Lands
Regarding Restoring the Federal Public Lands Workforce
March 19, 2009

Thank you, Chairman Grijalva and distinguished Committee members, for the opportunity to
submit the following testimony.
My name is Elaine Downing. I serve as the Vice President of the National Federation of Federal
Employees (NFFE), Local 2152, representing approximately 600 Bureau of Land Management
employees throughout the state of California. Additionally, I keep in close contact with
numerous employees from other BLM offices, both represented by NFFE and other unions.
Overall, employee morale within BLM is relatively low, as evidenced in the recent government-
wide employee satisfaction survey. I believe the results of the employee satisfaction survey
actually misrepresent the true level of employee morale. In my estimation, morale is lower than
the survey indicates, because many employees are fearful of retaliation if they answer the survey
honestly. Many rank and file employees do not believe that the survey is actually anonymous,
regardless of the agency’s assurances, and many chose not to even respond to the survey.
It is difficult to point to one or two solitary reasons for low morale, as there are a multitude of
reasons for low morale within the Bureau. What I hope to do is to explain some of the more
often heard complaints that the union hears and witnesses in representing employees, or has
experienced firsthand. Our issues revolve around ethics, labor relations, workforce planning,
resource protection, performance appraisals and awards, and the balance between home- and
work-life. In my testimony, I have also included recommendations for improvements regarding
some of these concerns.

Workforce Planning
There is much concern among rank and file employees at BLM that upper level management
officials do not adequately manage how the work within the department is done. With critical
vacancies in the field for long periods of time, new software implementations that are impacting
all programs, unprecedented wildfire seasons in California, national emergencies like Hurricane
Katrina, and alternative energy development mandates, employees at BLM are constantly trying
to handle too many top priorities at once.

In my opinion, far too high of a percentage of agency resources are allocated toward supporting
higher level managers residing mostly in district and state offices, while the field offices, where
the majority of the agency’s mission is actually accomplished, get too small of a percentage.
Many field offices are severely understaffed and overworked. There is also concern that
management officials build hierarchies to protect their position and grade at the state and district
levels, while leaving protracted vacancies in critical positions at the field level. Having too
many managers and not enough rank and file employees to do the work has several undesirable
consequences; it is a waste of much-needed resources, it causes understaffing of critical
positions, it causes rank and file employees to be overworked, it has a tendency to make rank and
file employees feel micromanaged and pulled in different directions, and it ultimately hurts the
ability of the agency to carry out its mission.
Some people, particularly high level management officials, will point to budget shortfalls as a
primary cause of low employee morale. It is true that most employees are disheartened by
inadequate funding within their programs. However, we hear more complaints about the lack of
integrity in how and which vacancies are filled than complaints of a shortfall of appropriated
Here is an example of the kind of action that has frustrated BLM workers: Management will
allow for the advertising of a realty specialist position in an office where there is already one or
two, while in the same period, the agency will leave a critical realty specialist job in a field office
vacant for months, even though that field office does not have a single realty specialist on staff.
Failing to fill this critical vacancy tied the hands of the agency so that it could not carry out a key
function. That field office was unable to process alternative energy development applications for
a period of several months. In this critical time of alternative energy development, this should
not have been allowed to occur. We see lots of cases where BLM inappropriately fills non-
critical vacancies ahead of critical ones in this way. It hurts the mission and it frustrates workers.
Additionally, upper level management seems to lack an ability to manage workload. Rank and
file employees at all levels, but particularly in field offices, are bombarded by data requests and
work assignments from many sources including: Washington office, state office, district office,
other field offices, etc.

In my experience, management places very little if any emphasis on
BLM employees following a chain of command when requesting work to get done. There is also
little to no guidance for employees to make decisions on how to prioritize their work. In
addition, there is a considerable volume of work that comes through the door that BLM
employees are forced to perform, but the time it takes employees to handle these duties is often
overlooked by management. BLM employees often feel they are getting pulled in too many
directions at once, and they are unsure of how to prioritize their assignments. This common
problem has hurt morale at BLM.

Law Enforcement Officers
For law enforcement Rangers at the California BLM, morale is particularly low. These Rangers
are responsible for protecting resources and public safety across 15.2 million acres in California
and 1.6 million acres in northwestern Nevada. The Law Enforcement Ranger program started in
the California Desert District with the passage of the Federal Land Policy Management Act
(FLPMA) of 1976, which specifically mandated the focus toward protection of natural resources
within the California Desert Conservation Area. There is strong pride in California for that
Prior to 9/11, the ranger corps of BLM was dedicated to resource protection as prescribed under
FLPMA. After 9/11, and with the formation of Homeland Security, several high level BLM law
enforcement officials were hired into the Bureau from outside the agency.
Generally speaking, these new managers were less oriented toward natural resources and more
focused on homeland security. These new law enforcement managers also brought a stricter,
more militaristic style of management to the Ranger force. This shift in focus has caused a lot of
distress for many BLM law enforcement rangers and field office managers. Confusion as to who
these law enforcement officers answer to and who can delegate the work to them, is beginning to
cause friction within the offices, and it is affecting morale for all. Recent funding earmarked for
the California Desert Ranger program has not found its way to California, and there is a growing
concern that it was sent elsewhere.
A common concern we have heard from BLM law enforcement Rangers is that upper level
management does not value law enforcement officers with natural resource backgrounds. Many
law enforcement Rangers have speculated that they were passed up for promotion because
management was promoting from outside the agency for higher level positions. In addition, our
union has had to defend several Rangers against what I would consider to be questionable
disciplinary actions. These suspect disciplinary measures have had a strong tendency to be taken
against Rangers with natural resource orientations, hired before the creation of DHS. Regardless
of whether there is any validity to the concern some law enforcement Rangers have that they are
being treated unfairly, there can be little doubt that morale has fallen due to the perception that
they are not being given equal treatment.

Consolidation of Functions
There are two specific groups of employees at BLM that have recently been targeted for
consolidation, the Information Technology (IT) and Human Resources (HR) personnel. Even
though we as a union do not represent the HR staff (BLM considers them “confidential
employees,” and therefore outside the bargaining unit), they are our coworkers and are a critical
part of our mission. I will use this venue to share some of their major concerns.
In 2005, BLM’s Executive Leadership Team (ELT) started discussing a new initiative called
“Managing for Excellence.” This initiative was supposedly developed with the aim of improving
effectiveness and cost efficiency within BLM. Our union believes there were areas that needed
to be improved, but the agency has not demonstrated that the changes they have implemented,
nor the changes they are planning for in the future, have saved or will save any funds or improve
In fact, one of the primary decisions the team made—to put the three tier system (as opposed to
the two tier system) back in place—will most likely hurt efficiency within BLM. The three tier
system adds another layer of bureaucratic supervision to the field offices, which are actually
accomplishing the work right now, and could accomplish much more if they had adequate
According to the ELT’s frequently asked questions document about the restructuring, the
rationale for moving to a three tier system read as follows “We’ve learned that being closer to
the ground with a three-tiered organization allows us to provide better service to the public and
better quality control. It also gives us the opportunity to reduce duplication and overhead
I respectfully disagree with this conclusion, and have seen no evidence to substantiate it. Adding
a third tier does not accomplish what they have claimed it does. Having worked in an office that
continued to have a district office (three tiers), while others went to two tiers, I have found that
the district does not bring consistency to the field offices. Rather, it adds a layer of management
that is costly and unnecessary. It also seems to justify additional grades to those employees who
often have the same knowledge, skills, abilities, and responsibilities as our field office staffers. I
do not believe that adding this layer of management eliminated any meaningful duplication of
effort or overhead. The three tier system has actually created more overhead and duplication of
Another one of the Managing for Excellence decisions was to transfer the functions of IT and
HR to a central location in Denver, Colorado. This decision alone is responsible for a drastic
decrease in employee morale. Not only has it impacted the IT and HR employees, but it has
affected all of the employees throughout the BLM.
Our most experienced IT and HR employees have begun looking for jobs elsewhere in their
same communities. Those who are mobile have started looking for jobs outside of BLM.
Promises of assistance regarding career counseling have yet to be fulfilled. Shortages in HR
have been very difficult to overcome, creating a backlog of work, especially during fire season.
In my estimation, it is taking several months longer on average to fill vacancies. Most
employees at or near retirement age feel as though they are being forced into retirement, while
others are taking voluntary downgrades, sometimes 3 or 4 grades below their current level, in
order to end the uncertainty of their future.
The initiative came with promises of union involvement, but we have only been engaged in an ad
hoc fashion. A Washington Office management official said it is the responsibility of the state
offices to negotiate with their local unions. However, local labor relations employees in the
state office cannot engage in meaningful discussions on topics when they do not know what is
going on themselves and they have not been included in the initiative planning. In fact, there has
not been as much as a conference call to collaborate and discuss the impacts of these changes on
BLM employees. A labor-management partnership council would be extremely helpful in
addressing employees concerns with regard to this reorganization.
Although, I have stated our union would like to bargain the impact and implementation of this
reorganization, I would like to make clear that we are adamantly opposed to this reorganization.
We are confident that this change will hurt BLM’s ability to perform HR and IT functions. This
initiative is very similar to the changes the U.S. Forest Service made a few years ago to
centralize IT and HR functions to Albuquerque, New Mexico. By many accounts, Forest
Service’s reorganization has been a disaster, yet BLM is intent on going down that same road. A
reorganization of the IT and HR functions at BLM will be damaging to the agency and promises
to be a tremendous waste of tax-payers’ dollars. BLM is going to lose immeasurable
institutional knowledge and talent as a result of this reorganization.
In addition to the problems I have already discussed, the process that has been developed using has become a tremendous source of frustration for supervisors and HR specialists,
as well as applicants who want to work for the Bureau. Most non-federal applicants, as well as
current BLM employees, have found this system to be overly burdensome and give up after
being aggravated by the software system. In a recent job application for a realty specialist, there
were over 80 questions that had to be answered in addition to submitting a comprehensive
resume within the structure of this system. This is hurting the agency’s ability to recruit the
talent it needs to carry out its mission.

Employee Performance Appraisal Plans and Awards
In 2005, the Office of Personnel Management (OPM) required BLM to switch back to a five
level performance appraisal system from a pass/fail system. The handbook is clear and concise,
describing a comprehensive system to develop critical elements, how to measure or quantify the
level of performance, and the proper procedures for rating employees. However, implementation
of this system has been very problematic.
Our union has reviewed a myriad of performance appraisals throughout the state of California.
When reviewing these appraisals we have discovered that typically everything that is listed in the
position description is listed in either one or two critical elements, while the quantifiable
measurements are ambiguous and subjective. Favored employees of course, get glowing reviews
and non-favored employees are saddled with having to defend themselves against vague,
subjective, and indefensible measurements. BLM needs to do a better job of creating appraisals
that accurately describe the critical elements and performance standards of employees’ duties.
Until these performance appraisals are done properly, BLM employees will continue to
experience great frustration in the performance appraisal process and eventually become
The system would work well if the agency would implement a structure for annual oversight and
make a commitment to adequately train all BLM employees. I believe this change would lead to
tremendous improvements in morale, performance and accountability. All too often, we find
government agencies are blaming the inadequacies of a system on the structure of the system,
when the real problem is the lack of training, oversight, and accountability.
There is no oversight on appraisals within each state or within the agency. There is no
consistency from employee to employee, office to office, or state to state, in both how they are
written and how employees are rated. I recently had the opportunity to discuss this issue with a
realty specialist from New Mexico BLM. This realty specialist had only one critical element on
which to be rated, and that was “safety.” It stands to reason that a GS-11 realty specialist would
Page 6
have at least one critical element having to do with something other than safety. This example
shows that BLM is not following OPM guidance in determining critical elements.
Likewise, the awards system at BLM is highly flawed. There is little attempt by BLM to
conduct oversight to ensure consistency. Management officials in the state offices do not review
performance appraisals and ratings for quality or consistency and awards may or may not be tied
to them. Some offices give token awards to everyone. The only person that we know of that
reviews the appraisals and awards in the state of California office is a human resource specialist
whose only objective is to make sure the documents were received. There needs to be more
fairness and accountability in the distribution of awards and it should have a nexus to
Alternative Pay Systems
We have been closely monitoring so-called pay-for-performance systems that have been
developed and implemented at other agencies. We think it would be a very bad idea for the
Department of Interior to attempt a move to a subjective pay system like ones that have been
developed at the Department of Defense and elsewhere. These alternative pay systems have had
a poor record of success in the federal sector, and in my opinion, the BLM lacks many of the
prerequisites for a fair, transparent, and effective merit pay system. The only way a pay-for-
performance system would work in the federal sector is if there was a fair, objective, and
consistent appraisal system; real accountability demanded from managers; a true 360-degree
performance review of each and every employee, including top management officials; and a
significant increase in funding to support the pay system. All of these requirements are a tall
order to achieve in BLM. Increased funding is particularly difficult with constant pressure to
contain the expense of government services.
New Technology
The effects of the newly implemented software for government travel (GovTrip) and the new
Financial Business Management System (FBMS) system, has been problematic. BLM is unable
to pull reports, pay vendors, reconcile accounts, transfer funds, or process travel authorizations
and vouchers in a timely manner. Travel vouchers that once took approximately one hour, now
take several hours or even days, depending on the availability of the software system. The
software is not user friendly and we have heard many complaints from users at all levels,
including management officials. This is affecting all BLM employees across the agency.
Practically everyone at BLM has been negatively affected by the transition to these software
programs. The acronyms used in the new FBMS are not user friendly and very little guidance
and training has been provided. Employees have been forced to learn the software by soliciting
help from someone else who has had training. It is inconvenient for an office to rely on just one
person for this kind of expertise, which is often the case. Any one person could be out of the
office for an extended period of time. BLM employees are in need of more training on the new
software. This is not just a matter of employees not liking change. It has been extremely
aggravating to all employees because they are unable to perform their duties.

Labor Relations
Under the previous administration, California BLM management became almost completely
unresponsive to union concerns. Under President Bush, a lot of the Clinton era Federal Labor
Relations Authority (FLRA) guidance used to facilitate labor-management relations was
disregarded, and it caused a lot of confusion about how to resolve labor-management disputes
and how to handle unfair labor practices (ULPs). Not only was this action antagonistic toward
labor unions, I believe the confusion caused by this move cost taxpayers millions of dollars in
lost time and efficiency, as labor and management struggled to establish new terms for their
relationship. This is particularly true within BLM where labor-management relations became
extremely difficult and burdensome.
Management officials do not come to the table to negotiate collective bargaining agreements in
California BLM. They delegate the task to labor relations specialists. They do this because the
State Director and the Associate State Director do not seem to care about employees’ concerns
relating to working conditions and morale. Our current contract calls for quarterly meetings
between the union and our State Director or his Associate to discuss problems. During the last
eight years we have yet to meet with the State Director or his Associate.
Our union is hopeful that Congress and the new Administration will re-establish basic labor-
management relations at BLM. We believe that a labor-management partnership council, like
the one in place at the Forest Service, would be an effective way of bringing employee concerns
to the attention of management and addressing them.
Some agencies have elected to retain their labor-management partnerships when both labor and
management found it to be an effective avenue to address issues impacting labor relations. In
contrast, BLM was very quick to terminate their state and national partnership councils when the
opportunity arose. Employees within BLM have seen the lack of follow up on numerous issues
that have been brought to the attention of management. There is serious disconnect between
management and the employees of BLM that we would like to see resolved by reestablishing
partnership councils.

Disparate Treatment between Managers and Rank and File Employees
Our union has witnessed disparate treatment between managers and rank and file in many
different areas. This disparity exists in the awards program, performance appraisals, training,
accountability, discipline, and in the addressing of unethical behavior.
For example, a management official who was caught with inappropriate material on a BLM-
issued computer was disciplined with a suspension, while rank and file employees would be, and
have been, fired for virtually identical offenses. This unfairness has caused a lot of frustration
among BLM employees.
Management officials and management-favored employees have often been allowed to violate
agency policy regarding such things as: internet use and security; use of government vehicles;
use of government equipment for personal use; improper reimbursement during official travel for
personal business; agency policy on pets; and fiscal accountability. Morale would be better at
BLM if the same rules were applied to and enforced on everyone.
Management team meetings during lean times of budget are often held at resort locations, which
are not well received by employees who have been told there is not enough money for their
project, training, awards, office, field supplies, or to implement safety committees as per our
collective bargaining agreement and the law. Disparate treatment between management and rank
and file workers, at many different levels, is hurting morale at BLM.

Whistleblower Protection

Our union believes that current whistle blower protections, as they have been enforced by the
Office of Special Counsel, are inadequate to protect federal workers. Whether it is through
stricter enforcement of existing whistleblower protections, or through legislation, we strongly
support strengthening these key protections, which are such a critical element of government
accountability. BLM employees are in desperate need of a Special Counsel that will protect
employees who open themselves up to reprisal when coming forward with information on waste,
frauds, and abuse. Until a better system is put in place to ensure accountability and protection
from retaliation and adverse actions against whistleblowers, BLM workers will be reluctant to
come forward. Inadequate whistleblower protection at BLM has hurt morale within the

Going Forward With Optimism

Going forward, I and many other employees at BLM have a strong sense of optimism that our
work environment will begin to see marked improvement. We strongly support the efforts of
President Obama and Secretary Salazar to bring integrity and accountability back into the
Department of Interior workforce. The agency will be well served by reevaluating the ethics
regulations and removing politics and ideology from Bureau decision making. There are
hundreds of talented and dedicated employees working throughout BLM who love their job and
love their country. To most of us, working for the American people at an agency that allows us
manage our country’s natural resources, is very rewarding. I consider it a dream come true. We
are surrounded by beautiful scenery and are charged with its protection. It is an honor of mine to
come to work each day.


In closing, I would like to thank you again for this opportunity to provide testimony. Employees
at BLM have had a lot to say about morale but have lacked the venue to say it. It is a great relief
to finally voice some of these concerns before such a distinguished panel. We commend this
Subcommittee for asking BLM employees for their concerns and evaluation of employee morale
at the department. I will be happy to respond to any questions you may have. I can be reached at

Solar Power: Eco-Friendly or Environmental Blight?

There is an interesting article in Time Magazine on solar proposals involving the Carrizo Plains.
Solar Power on the Carrizo:,8599,1887120,00.html?imw=Y
By Matt Kettmann / Carrisa Plains Tuesday, Mar. 24, 2009

California wants to run on sunshine. The state is forcing utility companies to provide 20% of their output by way of solar power and other forms of renewable energy by 2010. Last November, Governor Arnold Schwarzenegger said he wanted the portion to be one-third by 2020. Now the feds are bringing the money to help fund all this sunny energy, with the Obama Administration’s stimulus package promising to pay for 30% of solar-power projects that begin by the end of 2010.

But could this politically backed, popularly supported solar surge spiral into eco-disaster? That’s what some say is happening to the Carrisa Plains, a sparsely populated swath of arid, sunny and relatively cheap land in eastern San Luis Obispo County, where three of the world’s largest solar plants ever proposed are under review.

People who live near the Carrizo Plains National Monument have concerns:

“It’s peaceful out here. I love the wildlife,” says Mike Strobridge, 32, an auto mechanic, explaining why he moved to the Carrisa Plains with his daughter. “But then these solar guys are going to come in, and they’re just gonna destroy the area.” Strobridge is especially troubled because he will be “surrounded on four sides” by the three projects. What’s more, like his neighbors and other concerned parties — including the Environmental Center of San Luis Obispo County — Strobridge is worried about the impact the power plants will have on endangered species such as the San Joaquin kit fox. He is also concerned about the effect on dwindling water supplies as well as the more intangible treasures of the area: the unimpeded views, the stark silence, the rustic natural beauty, the huge wilderness area called the Carrizo Plain National Monument just down the valley — that is, just about everything that led him to buy the property 10 years ago.

Although there is support for solar power among environmentalists (you may have seen AllianceforAmerica’s commercials) there are environmental and other concerns. Ranchers whose grazing rights are the subject of controversy may be making money on the new solar projects as well.

Darrell Twisselman — whose family has lived in the area since the 1880s and whose land would host the two photovoltaic plants for a hefty profit — remembers when they built a solar photovoltaic plant there in the mid-1980s. (At 6 megawatts, it was tiny compared with the current proposals, one of which has a 177-megawatt capacity.) The project faced similar gripes then. “Everyone complained about them for two weeks, and then everyone forgot,” Twisselman says. “And they were what you might say unsightly. You could see them from everywhere.” The technology, however, was worse then, and “the panels cooked,” melting in their own heat, says Twisselman. That was just one reason the government pulled funding and the project was dismantled.

Despite the earlier Carrisa solar experiment, the state feels it is still inexperienced in judging the impact of huge solar plants. According to California Energy Commission chairwoman Karen Douglas, “We’ve got much more experience siting natural-gas plants than siting renewables, both from a staff and commission perspective. So some issues are rising up in the renewables case that are substantively different than what has been the core of the siting work before the solar applications started coming in so quickly.”


Check out the Omnibus Public Land Management Act of 2009. There has already been a vote on some amendments, but there are other votes coming up:
Omnibus Public Land Management Act of 2009 – H.R.146

The House will vote on this public lands, national parks and water development legislation.

Federal Land Assistance, Management and Enhancement Act – H.R.1404

The House is scheduled to vote on this bill intended to improve funding and management of fighting wildfires.

And please consider signing the petition to release the Department of Interior’s Inspector General’s Report on the death of Carrizo Plain National Monument manager Marlene Braun by clicking here.

Celebrate Spring on the Carrizo

It’s a good time to visit the Carrizo Plain.

[Petition for Transparency and Justice in the Case of Marlene Braun Please sign by clicking on this link. Thanks.]

Spring is a wonderful time in Central California, when the dry inland areas come to life:

t’s difficult, if you’re interested in the natural world, not to try to imagine what local landscapes looked like before modern agriculture and urbanization spread over so much of Central California.

One site that preserves a sample of our Valley in earlier times is the Kaweah Oaks Preserve, which is a half-dozen miles east of Visalia along Highway 198. There it is possible to get a good idea of what the well-water forests of the Kaweah River Delta looked like before 1850.

But what about the drier parts of our Valley? Is there anything left that gives us a view into how those landscapes appeared and worked?

The answer, fortunately, is yes. The Carrizo Plain National Monument, west of Bakersfield, preserves a fascinating semiarid landscape that closely resembles even today what much of the Great Central Valley must have looked like several centuries ago.

Strictly speaking, the Carrizo Plain should not be considered a part of the San Joaquin Valley. The plain occupies its own mountain-rimmed valley, has no drainage to the outside world and even features a mineralized lakebed at its center. But, biologically, the Carrizo country strongly resembles what the more arid parts of our Valley looked like before they were plowed. Grasslands dominated by perennial bunch grasses and seasonal wildflowers roll across the landscape. Pronghorn antelope, jackrabbits, ground squirrels, and snakes and lizards make their homes in the spacious openness.

This winter, rains have been relatively kind to the Carrizo, and now that spring has arrived, the next few weeks should see a good wildflower show. During a recent visit, yellow expanses of goldfields and coreopsis had already begun to glow with color, and many other wildflowers were in bud and getting ready to bloom.

If you’re lucky, you may catch a glimpse of a herd of pronghorn. These amazingly fleet animals, which can move for short distances as fast as 60 mph, once lived in Central California in almost countless numbers. Today, the Carrizo provides them with their last home in this part of California. And keep an eye out also for the kit fox, a graceful miniature fox that hunts small rodents.
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Look also for the trace of the San Andreas fault, which runs through the monument and shapes much of the landscape. The last time the fault let go in this area, in 1857, the western part of the monument jumped about 30 feet north in relation to the area to the east.

Two-thirds the size of Sequoia National Park, the Carrizo Plain National Monument was established in January 2001 and placed under the control of the Bureau of Land Management, an agency of the Department of the Interior. In recent years the area’s managers have been quietly adding simple visitor facilities.

A visit to the Carrizo Plain makes a wonderful spring outing. Travel time from Visalia is two-plus hours. Access comes via Highway 58 west of Bakersfield. Services are extremely limited, so pack a picnic lunch and something to drink. During your visit be sure to seek out the Goodwin Education Center, a small but highly informative facility that includes exhibits that help you understand the Carrizo’s spare landscapes. And don’t forget to watch for pronghorn and earthquakes!

# Three Rivers resident William Tweed writes about the natural world of Tulare County.

Let’s not forget that the Carrizo Plain National Monument Resource Management Plan is still receiving public comments, and the future of this beautiful area is able to be shaped by those concerned with conserving its natural wonders, flora and fauna. In the meantime, BLM is rather rudderless, here and in DC, with only an acting director.

Obama Restores Key Provision of Endangered Species Act

This is not about the Carrizo specifically, but since the Carrizo has more endangered species than any place in California, it seems particularly apropos.

Obama has restored a key provision of the Endangered Species Act.

Obama is scheduled to visit the Interior Department this afternoon, to
commemorate the agency’s 160th anniversary.
Kieran Suckling, executive director of the Center for Biological Diversity,
said the memorandum would have a tremendous impact.
“Endangered species are breathing a deep sigh of relief today,”
Suckling said. “The consultation process is the heart of the Endangered
Species Act power. By reversing Bush’s attempt to deregulate the
consultation process, Obama restored oversight and balance and has
given endangered species a good fighting chance of survival.”

PEER Advice to Pres. Obama: How to Do Right by the Environment

I am posting this letter from PEER, Public Employees for Environmental Responsibility, because it has some good suggestions for the Obama team about how to deal with the fact that Bush/Cheney left layers of bureaucrats in place when they left office. So far, Obama has not been doing the things PEER suggests, one example being the installation of Mike Pool as the acting national director of BLM. These people who did the bidding of Bush/Cheney are now filling the ranks of the new administration at the higher echelons. Others, like Ron Huntsinger, who was moved out of Bakersfield due to controversy over his role in the suicide of Marlene Braun, wound up in sinecures in created positions. Huntsinger, for example, who has no advanced degrees and who conducts no scientific research of his own, is BLM’s national science coordinator and has even testified to Congress about global warming.

As Obama appointees begin to assume office, they will find themselves atop huge bureaucracies with management cadres shaped by years of Bush-Cheney promotional policies. Some of the agencies (such as Interior’s Office of the Solicitor) even have several top civil service positions laden with “burrowed-in” political appointees.

Virtually every resource agency, however, has a hardpan of mid- to upper-level managers who were selected precisely because they would toe a pro-industry line. And because these are civil servants, they cannot be replaced en masse.

In order to transform resource agencies to bring about “the change we need”, the Obama teams should –


Follow the lawsuits. When a federal agency has been successfully sued for violating the laws they were created to uphold, that is a sure sign that something is rotten. Identifying the officials responsible for making illegal decisions and holding them to account is an excellent first step. A classic example of rogue management that needs to be cleaned out is the water program in EPA’s Southeastern Region. Issuing a new policy that managers who make decisions found to violate the law will suffer negative career consequences (instead of being promoted) would be both salutary and refreshing;

Make An Example. Transferring one management holdover due to dysfunctional actions can have an echoing effect. For example, loudly removing the notorious head of the NOAA Fisheries Office of Protected Species would cause scientists all over the agency to pop champagne corks; and

Hire a Whistleblower. Each new agency head should look at the whistleblower retaliation suits and pick a displaced reformer, settle the suit and restore the former whistleblower to a position with authority to fix the problem for which s/he was willing to risk his or her career.

Any one or combination of these actions would create transformational results almost instantly. Then, as the shampoo bottle advises, rinse and repeat.


Jeff Ruch
Executive Director

The Bush/Cheney years also left us with a myriad of problems that don’t have easy solutions. Obama’s Cap’n’Trade Program can’t stand alone as an energy solution. With years of scientific research having been ignored, suppressed, or not accomplished at all, federal environmental and land management agencies are going to need to do a lot to catch up. Many civil servants who tried to stand up to the previous administration were ousted. Some of these people might still be tapped for positions in the new administration, if they survived.