U.S. DEPARTMENT OF HOUSING AND URBAN DEVELOPMENT

THE DEPUTY SECRETARY

WASHNGTON. DC 20470-0050

JUL 19 2003

MEMORANDUM FOR: Principal Staff

FROM: Alphonso Jackson

SUBJECT: Revised Program FTE Levels and Required Action-

The HUD Corrective Action Plan

A Corrective Action Plan (CAP) has been developed and submitted to Congress as a result of the over-hiring that occurred last fall. The Department exceeded the original 9,100 fall-time equivalents (FTEs) requested and appropriated by Congress for Fiscal Year (FY) 2003 by almost 200 FTEs. The Department has requested and received approval from Congress to reprogram the necessary, funds from other activities to cover the additional payroll costs. Congress has set the new staffing ceiling for the Department at 9,278 FTEs, and this overall ceiling will remain in. effect for the rest of FY 2003 and FY 2004 unless Congress changes the FTE ceiling in the FY 2004 budget, which it is now considering.

The Department's CAP has three primary objectives; (1) to bring the Department into compliance with the new authorized full-time equivalent (FTE) ceilings, (2) align departmental FTEs with the current Resource Estimation and Allocation Process (REAP) analysis, and (3) implement a long-term process that will establish meaningful workload estimates and long-term workforce plans in accordance with the goals and objectives set forth in the HUD Strategic Plan and the President's Management Agenda. This memorandum addresses the immediate corrective actions required to accomplish the first two objectives.

The CAP clearly states new requirements that each Assistant Secretary must follow not only to achieve a total FTE ceiling, but also to achieve the mandated ceiling for each office within your area. The Department will use this process until further notice. Timelines are included for actions that each Assistant Secretary must take. Please read the CAP carefully and provide the required information on time. Failure to do so will preclude your office from participating in any additional hiring.

In summary, the following procedures are in effect immediately and will remain in effect until further notice. Please refer to the attached CAP for more information.

1. Departmental and Program Office authorized PTE ceilings have been revised. Specific Program Office ceilings are presented in the attached table to the CAP. These figures do not include actions already in the pipeline that you must also consider in establishing your plan to attain the new ceiling levels. The new ceilings will remain in effect until Congress acts on the FY 2004 budget proposal.

2. Any Program Office that is over its FY 2003 FTE ceiling allocation shall cease hiring immediately and until further notice.

3. Program Offices over ceiling in total or for a particular office must revise their current

FY 2003 Staffing Plans to reflect their new FTE level and align with REAP. The Office of Human Resources will work with each Program Office to accomplish this task. This action is to be completed no later than July 25, 2003. As a reminder, the CFO's office is already in the process of refreshing a number of REAP studies by the end of the calendar year. Program Offices may request a new REAP study by contacting the Chief Financial Officer (CFO).

4. The HUD Summer Intern Program for FY 2003 has been greatly reduced. See my June 20, 2003, memorandum on the subject for additional detail.

5. Programs that are current under their FY 2003 FTE ceiling will be able to hire on a case-by-case basis. Approval for each action will be based on the Department's projected ability to reach its overall FTE authorization by September 30, 2003. Approval for each action must be gained from the Assistant Secretary for Administration (ASA) and the CFO.

6. Requests for hiring exceptions will be considered on a case-by-case basis. Requests for exceptions shall be made to the ASA. The ASA and the CFO will jointly forward a recommendation to the Deputy Secretary and the Secretary. The Secretary makes all final decisions on exception requests.

Questions concerning CAP and its implications should be directed to the Chief Financial Officer, Angela Antonelli, at 202-708-1946, or the Assistant Secretary for Administration/Chief Information Officer, Vickers Meadows, at 202708-0940.

Attachment

U.S. Department of Housing and Urban Development

CORRECTIVE ACTION PLAN

June 3, 2003

Purpose

The purpose of the Corrective Action Plan, is twofold:

1. To establish procedures that will allocate immediate and near-term workload (Full-Time Equivalent FTE)) ceilings among the program of offices in accordance with the Department's workload model and other priorities established by the Secretary for FY 2003 and FY 2004; and,

2. To ensure that the Department of Housing and Urban Development (HUD) has a process in

place to establish meaningful workload estimates and long-term workforce plans in accordance with the goals and objectives set forth in the HUD Strategic Plan.

Immediate Corrective Actions

To minimize the costs associated with the over hiring of staff and place the Department back on a path that corresponds to its own workload analysis, the Chief Financial Officer (CFO), working in close coordination with the Assistant Secretary for Administration (ASA), is responsible for ensuring that the following course of action is completed:

1. Baseline Ceilings. The initial FTE ceiling established as part of the total HUD budget for FY 2003 was 9,100 FTEs. The specific allocation based on the REAP studies provided to each program office is that which was included in the FY 2004 budget submitted to OMB on September 10, 2002, showing the allocation for FY 2003. This represents the latest approved estimates for each program at a level of 9,100 FTEs based on REAP. In addition, 30 FTEs were added to the Housing ceiling for RESPA enforcement and credit watch activities.

2. Projected Ceilings. The newly approved projected staffing level for the Department is 9,278 FTEs for FY 2003. Based on this projection, each program office will be provided a new specific allocation based on an extrapolation of the original baseline ceiling of 9,100 FTEs.

3. Revised Departmental Staffing Plan. The ASA, in close coordination with the CFO and program offices, will revise HUD's FY 2003 Departmental Staffing Plan to comport with the new FTE ceiling of 9,278. Likewise, each program office that is over its new FTE ceiling allocation must revise its portion of the FY 2003 Departmental Staffing Plan to redistribute as many employees as necessary to bring their office's staffing levels to 'authorized FTE ceilings, as well as into alignment with their established REAP allocations. Redistribution may include training and/or reassignment within and outside the program office. The Office of Human Resources (OHR) will assist the proms offices in the preparation and execution of their staffing plans; however, the program offices are accountable for the final results. The CFO shall certify that each program's staffing plan will lead to a near-term reassignment of staff that will closely comport with the REAP studies and approved REAP ceilings associated with a total FTE usage of 9,278 FTEs for FY 2003.

4. Hiring Freeze. All program offices that are overt heir FTE ceiling allocation provided to each program office shall cease hiring immediately for the remainder of FY 2003 or until further notice.

5. Align with REAP. Programs that are over ceiling shall also demonstrate that their redistribution staffing plan will ensure the achievement of the FY2003 ceilings for each office within the program area. The CFO must certify that the proposed staffing plan will ensure ,that the realignment of staffing, in conjunction with reduced hiring, will result in the achievement of the 2003 REAP-based ceiling levels as soon as possible but no later than September 30, 2004. The FY2003 ceilings (based on a prorating of 9,278 FTEs) for each program Office is in effect unless Congress changes that level in the FY 2004 Appropriations Act.

6. Control Future Hiring. Each program that is over ceiling may not begin the replacement of attrition in FY 2004 until the CFO certifies that program offices' staffing plan will result in the alignment of staff and subsequent hiring will ensure that the Department will stay within its FTE ceiling for FY 2004.

7. Reduce Summer Interns. The Department will greatly reduce its summer hiring plans except for established programs that already assume the summer employees in the Departments FTE allocation. The total allocation shall be no greater than 15 FTEs and the CFO will determine the methodology for allocating those FTEs only to those programs that are under ceiling in 2003. This will remain in effect for 2003 and 2004 unless the CFO certifies that a program currently over ceiling for 2004 has taken the necessary actions to ensure that it will achieve the 2004 approved ceiling.

8. Help Programs Under Ceiling. Programs that are under ceiling will continue to replace attrition and be able to hire based on the pool of attrition that is created by freezing the programs over ceiling. The hires will be based on the relative FTE utilization rates among programs that are currently under ceiling. The CFO will certify that each hire is consistent with the designated REAP based allocation or is not in accord with REAP but is essential to the mission of the Program.

9. Exceptions. All exceptions to this corrective action plan will be submitted through the ASA and CFO for their recommendations to the Deputy Secretary and the Secretary who makes all final decisions.

Long-Term Compliance Strategy

To ensure that the Department establishes approximate workload requirements and complies with FTE ceilings in the future, the following plan shall be implemented. For FY 2005 and thereafter, the Budget process will be used to establish, allocate and implement and monitor FTE utilization for the Department.

1. Establishing FTE Ceilings. The budget call letter issued in the Spring of each year shall set the guidance for establishing the FTE ceiling. This guidance shall reflect the current status of the REAP studies and analyses and the latest aggregate data from TEAM showing the level of use for each program. This guidance will also include any other Department-wide or program specific guidance such as limitations on grade or per employee costs.

Page 2 of 5

Any program that believes that their REAP study is out-dated or otherwise not reflecting the program’s current mission is responsible for requesting a new study and for the completion of the study by August. Programs are encouraged to request new studies at any time to ensure that the next Budget cycle will accurately reflect the Program's goals and objectives.

In August, and based on the latest REAP analysis and the Budget requests submitted by the program offices (inclusive of proposed FTE utilization), the Deputy Secretary will establish an overall ceiling request for the Department and allocate the ceiling to the program offices in accordance with the REAP analysis. Program Offices may appeal their individual allocation based on non-REAP criteria for consideration by the Deputy Secretary. Each request must detail the reasons for hiring outside of the REAP priorities and, if approved, the documentation will be included in subsequent OMB and Congressional justifications.

OMB's Passback and the subsequent negotiations will establish the final FTE ceiling request for the Department and the specific allocation will be included in the Budget justification to Congress. Based on final program budget estimates and totals provided for the Department's Salary and Expenses Account and based on the latest, estimates of projected employee costs and FTE utilization, the CFO shall revise the allocation of the FTEs to the individual offices for inclusion in the Department’s Congressional justification.

Congressional action will establish the final funding levels for HUD staffing and may alter the levels and/or distribution of FTEs. The CFO will establish a final allocation for the year and submit that allocation to Congress in the Department’s Operating Plan. This will reflect the final FTE ceilings for the year and the levels to which the program offices will be held responsible.

2. Monitoring the Staffing Levels. The CFO will be responsible for ensuring that both the individual program FTE allocations and the FTE utilization by the Department does not exceed approved limits and stays within approved funding levels. The CFO shall take The following actions to ensure that both the funding and FTE limitations are met:

a. The Deputy Secretary will issue FTE allocations to each Program Office.

b. Working jointly with the ASA, establish other relevant Department-wide criteria that will govern hiring for the next fiscal year, such as limitations on grade, average perunit costs or per employee costs, or requirements for internal realignments.

c. Review all requests for changes in any program allocation or increase in allowable FTE utilization and certify to the Deputy Secretary that the request is in accord with the REAP studies and analysis or, if not based on REAP, but determined to be essential to meet a specific need and is supported by the TEAM data.

d. Review and approve all individual hiring actions for consistency with the REAP established ceiling and certify that all hiring actions are in accord with the REAP studies or if not based our REAP but are determined to be essential to the program's mission and in accord with their Comprehensive Workforce Plan. The ASA has the responsibility to ensure that no hiring action is approved absent this certification.

Page 3 of 5

e. Monitor the status of all hiring actions for timeliness and consistency with established criteria such as grade level and job series.

f. Work jointly with the ASA to report quarterly on the program's ability to hire the specific positions that are envisioned by the REAP studies and progress made achieving the goals set forth in approved staffing and human capital plans.

g. Develop a new reporting system that projects FTE utilization (real time) for each Program Office, review and report to the Deputy Secretary on each Programs Offices’ FTE utilization quarterly and recommend changes based on projected utilization rates and workload requirements.

h. Submit an Operating Plan change to Congress as needed to reflect significant changes in the FTE allocation among program offices and to ensue that the FTE limits are fully funded, or to alter the FTE utilization to meet unforeseen budgetary constraints.

i. Establish Department wide FTE ceilings for nonspecific programs including the PMI, Summer Intern, Federal Intern and Sununer Hires programs, based on projected FTE utilization for the Department.

j. Issue FTE ceilings on each of the programs S&E Advice of Allotments. In addition, each allotment holder and program manager will be required to incorporate and monitor their FTE usage in their funds control plan.

k. Develop a training course that explains FTE allocations methodologies and calculations of FTE utilization rates. This training will be mandatory for all program administrative officers and budget personnel in the Department. Training will begin in the fall of 2003 and must be completed by September 30, 2004.

Beginning with the enactment of the FY 2005 budget, the program offices will be fully accountable for the monitoring and reporting on FTE utilization and compliance with REAP and human capital plans. The OCFO will resume its role as an oversight office, will continue to monitor the FTE process, and will continue to implement the REAP and TEAM requirements for the Department.

The CFO's Office of Budget will be provided the additional resources, identified separately, to implement these additional responsibilities.

3. Monitoring the Hiring Activity. The ASA, working through the HUD Office of Human Resources (OHR) Will be responsible for operation and control of Departmental hiring and all associated activities. Note that OHR in this document refers to both Headquarters and HR Field Service staff. OHR will implement the following procedures to ensure that no hire is made that conflicts with the FTE guidelines established by the CFO:

Page 4 of 5

a. Prior to the beginning of the fiscal year, OHR working in conjunction with the OCFO will synchronize the Departmental Staffing Plan with the proposed FTE allocation. This will be detailed to the individual position level. Once the FTE allocation is final, the Staffing Plan will be adjusted accordingly. The ASA and CFO will jointly approve the staffing plan. All hiring reassignment, and temporary detail activity will be in accordance with the staffing plan.

b. OHR will ensure that only program offices that are at or below staffing plan levels with an identified and validated vacancy start the hiring process.

c. OHR will keep a detailed accounting of staffing levels across the Department. OHR will maintain accurate and complete records for all authorized positions and the status of all activities associated with them. When the HUD Integrated. Human Resources and Training System (HIHRTS) is implemented, OHR's accounting and tracking abilities will be substantially enhanced.

d. OHR will fully implement the use of the Human Resources Action Tracking System (HATS). OHR will require all program offices to enter necessary information into HATS. if an action is not in HATS it willS it will not be recognized.

e. OHR will produce a weekly, detailed Hiring “Pipeline” Report that will account for all hiring activities and actions, what stage of the process they are in, and when the actions are planned for completion.

f. OHR specialists will work with all program areas (both over and under FTE ceiling) to facilitate hires, reassignments, vacancies, and details in order to bring the Department into alignment with the current FTE ceiling and REAP allocations.

Implementation Schedule

Task	Responsible	Due
1, lmplement Corrective Action Plan	CFO, ASA	6/16
2. Hiring Freeze/New Restrictions in Effect	ASA	6/16
3. Communicafion of New Procedures	CFO, ASA	6/25
4. Final 2003 FTE Ceilings Issued	CFO	6/30
5. Weekly Hiring Pipeline Reports Start	ASA	7/7
6. Synchronize 2003 Staffing Plan with FTE	ASA, CFO	7/14
7. Program Realignment Plans Finalized	Program Areas	8/15
&. Quarterly FTE Utilization Reports Start	CFO	8/15
9. Proposed 2004 FTE Ceilings Issued	CFO	9/15
10. FTE Training Course Developed/Launched	CFO	11/1
11.Synchronize 2004 Staffing Plan with FTE	ASA, CFO	11/15

Page 5 of 5

HUD FY 2003 STAFFING REQUIREMENTS

PROGRAM OFFICE REAP-Based

FY 03 FTE Ceiling

Community Planning and Development Headquarters Employment
Immediate Office, AS CPD and CPD DAS		5.1
Grant Programs		45.9
Special Needs Programs		30.6
Office of Environment and Energy		16.3
Economic Development		33.7
Community Empowerment		9.2
CPD Operations and Technical Assistance		53.0
CPD Field Management		11.2
CPD Comptroller Services		1.0
HUDVET		1.0
Total, Headquarters		207.1
Field Employment
CPD Field Consolidated Plan Activities		65.5
CPD Field Entitlement Grant Management		216.4
CPD Field Competitive Grants		74.3
CPD Field McKinney Act Grants		97.5
General CPD Field Program Management		125.2
Field Environmental Support		15.9
Field Economic Development Assistance		16.2
Field Relocation Assistance		3.1
Total, Field		614.0
TOTAL, CPD Fair Housing Headquarters Employment	821.1
Immediate Office of AS FHEO and FHEO DASs	5.5
Fair Housing Enforcement	32.6
Fair Housing Grant Programs	20.8
FHEO Policy and Program Evaluation	5.1
Economic Opportunity Activities	10.2
Young implementation Activities	15.5
Operations and Management Oversight	40.8
Office of Departmental EEO	28.6
Total, Headquarters	159.1
Field Employment
FHEO Field Guidance and Direction	42.8
FHEO Field Intake Processes	78.6
Fair Housing Complaint Processing	192.8
FHEO Field Compliance Reviews	8.2
FHEO Monitoring of CPD Programs	20.4
FREO Monitoring of PIH/Housing Programs	27.4
Field FHIP	31.4
Field FHAP	16.4

1

PROGRAM OFFICE REAP-Based FY 03

FTE Ceiling

Field Program Management and Administrative Support Total, Field TOTAL, Fair Housing Administration Headquarters Employment	78.5 496.6 655.8
Immediate Office, AS Admin	7.1
Office of Budget and Administrative Support	28.6
OMAP	12.2
Office of Security	13.3
Executive Secretariat	19.4
Executive Scheduling	14.3
Special Action	6.1
HTA	34.7
Grants Management	7.1
Subtotal	142.8
DAS for Resource Management
Immediate Office	4.1
OAMS	99.1
OHR	86.8
Subtotal	190.0
CPO
Immediate Office	5.1
Program Support Division	21.5
Policy and Field Operations Division	14.3
Administration Support Division	24.2
Subtotal	65.1
Total, Headquarters	397.9
Field Employment
DAS for Resource Management - OHR	75.5
DAS for Operation-Operation	180.6
CPO – Field Contract Operations	87.3
Total, Field	323.4

Total, Administration 721.3

Department Management

Headquarters Employment

Dept Mgmt 89.8

Departmental Operations and Coordination 97.9

Total, DM 187.7

2

REAP-Based

FY 03 FTE

PROGRAM OFFICE Ceiling

Public and Indian Housing Headquarters Employment
Public and Indian Housing
Assistant Secretary for PIH	13.3
Policy, Program and Legislative Initiatives	17.3
Public and Assisted Housing Delivery	52.0
Public Housing Investment	52.0
Special Applications Center	14.3
Administration, Finance & Budget/CFO	75.5
Office of Troubled Agency Recovers and TRACS	143.8
Grant Management Center	25.5
Section 8 Financial Management Center	125.5
DAS ONAP	16.3
ONAP National Program Office	18.4
Field Options	16.3
Subtotal, PIH	559.2
Real Estate Assessment Center
Immediate Office	8.2
Physical Assessment Sub-System	50.0
Financial Assessment Sub-System (MF/LASS)	23.5
Financial Assessment Sub-System (Public Housing)	15.3
Financial Assessment Sub-System (QASS)	18.4
Resident Service and Satisfaction Survey Sub-System	4.1
Management Assessment Sub-System	6.1
Integrated Assessment Sub-System	13.3
Tenant Income Verification Sub-System	16.3
Single Family Appraisal Sub-System	15.3
Technical Assistance Center	3.1
Human Resource Management	7.1
Contract Management	7.1
Financial Management	21.4
Information Technology	16.3
TASS	41.9
Subtotal, REAC	267.3
Total, Headquarters	836.5
Field Employment
Public and Indian Housing
Field Office HUBS and Program Centers	675.2
Area Office of ONAP	136.7
Total, Field Employment	811.9

Total, PIH 1,648.4

3

REAP-Based

FY 03 FTE

PROGRAM OFFICE Ceiling

General Counsel Headquarters Employment
General Counsel
Offices of General Counsel, Deputy General Counsel and Appeals	34.7
Office of Litigation	38.8
Office of Assisted Housing and Community Development	24.5
Office of Finance and Regulatory Enforcement	29.6
Office of Insured Housing	28.6
Office of Legislation and Regulations	19.4
Office of Human Resources Law	30.6
Office of Fair Housing	18.4
Subtotal, General Counsel	224.4
Enforcement Center
Immediate Office	5.5
Information Technology Division	6.1
Administrative and Management Services Division	12.2
Office of Operations - Operations Division	9.2
Office of Special Programs	1.0
Office of Special Programs - Compliance Division	9.2
Office of Special Programs - Mortgagee Review Board Division	4.1
Office Of Chief Counsel	4.1
Office of Chief Counsel- Program Enforcement Division	7.1
Office of Chief Counsel – Administrative Proceedings Division	20.5
Satellite Offices	134.5
Subtotal, Enforcement Center	213.6
Total, Headquarters	438.0
Field Employment
General Counsel
Regional Field Legal Service Centers	156.1
Subordinate Field Legal Offices	98.9
Total, Field	256.0

Total, General Counsel	693.0
Housing
Headquarters Employment
Office of FHA Commissioner-A/S for Housing
Office of the FHA Commissioner-A/S for Housing	17.3
Office of Insured Health Care Facilities	9.2
Office Of Government Sponsored Enterprises	6.1
Subtotal	32.6
Office of Finance and Budget Das for Finance and Budget	4.1
FHA Office of Asset Sales	4.1

4

REAP-Based

FY 03 FTE

PROGRAM OFFICE Ceiling

FHA Comptroller	4.1
Office of Financial Services	4.1
Single Family Insurance Operation Division	62.4
Single Family Post Insurance Division	34.4
Multifamily Operation Division	26.5
Office of Financial Analysis and Reporting	57.2
Office of Evaluation	17.3
Office of Budget and Field Resources	22.4
Office of Systems Technology	10.2
Subtotal	246.8
Housing Operation
DAS for Operations	6.1
Office of Management
Office of Management	4.1
Resource Management Division	17.3
Procurement Management Division	22.4
Organizational Policy, Planning and Analysis Division	8.2
Office of Business Development
Office of Business Development	5.1
Communication and Marketing Division	21.4
Systems Technology Division	5.1
Subtotal	89.8
Office of Single Family Program Development
DAS for Single Family Housing	8.2
Office of Single Family Program Development	28.6
Office of Single Family Asset Management	78:5
Office of Lender Activities and Program Compliance	30.6
Office of Consumer and Regulatory Affairs
Interstate Land Sales/RESPA Division	18.4
Manufactured Housing and Standards Division	21.4
Subtotal	185.6
Office of Multifamily Housing Programs
Office of DAS	10.2
Office of Housing Assistance and Contract Administration	42.8
Office of Housing Assist and Contract Admin Oversight	26.5
Office of Program Systems Management	14.3
Office Multifamily Development	29.8
Office of Asset Management	37.7
Subtotal	161.2
Office of Multifamily Housing Assistance Restructuring
OMHAR Headquarters Staff	38.8
OMHAR Outstationed Staff	47.9
Subtotal	86.7
Total, Headquarters	802.7

5

REAP-Based

FY 03 FTE

PROGRAM OFFICE Ceiling

Field Employment Office of Finance and Budget Albany Financial Operations Center-- Office of the Director Albany Financial Operations Center -- Asset Recovery Division Albany Financial Operations Center- Insurance Operations Subtotal	4.1 32.6 15.3 52.0
Single Family Home Ownership Center
Office of HOC Director	17.3
Customer Service and Operations Division	122.4
Quality Assurance Division	160.0
Processing and Underwriting Division	233.7
Program Support Division	231.7
Real Estate Owned Division	91.7
Subtotal	856.9
Multifamily Housing
Multifamily Property Disposition Center	4.1
Management Team	26.4
Sales Team	30.6
HUB Operations	216.9
Asset Development	776.8
Asset Management	678.1
Subtotal	1,732.9
Total, Field	2,641.8
Total, Housing	3,444.5
Field Policy and Management Headquarters Employment
Office of Field Policy and Management	23.5
Field Employment
Field offices OFPM	502.9
Total, FPM	526.3

6

REAP-Based

FY 03 FTE

PROGRAM OFFICE Ceiling

The Office of CFO

Headquarters Employment
CF0 Immediate Staff & Mgmt Staff	15.3
OACFO for Accounting	47.9
0ACF0 fear Financial Management	22.4
0ACF0 for Budget	44.9
0ACF0 for Systems-	49.0
Total, Headquarters	179.5
Field Employment
CFO Accounting Center (Ft. Worth)	60.2
Total, CFO	239.7

Community Development and Faith-Based Initiatives Headquarters Employment
Community Development and Faith-Based Initiatives	8.2
Total, CDFBI	8.2
GNMA
Headquarters Employment
Office of the President	11.2
Office Mortgage-Backed Securities	17.3
Office of Finance	15.3
Office of Multifamily Programs	6.1
Office of Policy, Planning & Risk Management	9.2
Office of Program Administration	10.2
Total, Headquarters	69.4
Total, GNMA	69.4
OHHLHC
Headquarters Employment
Office of the Director	10.2
Budget and Administrative Services Division	7.1
Program Management Division	9.2
Planning and Standards Division	11.2
Total, Headquarters	37.7
Total, OHHLHC	37.7

7

REAP-BASED

FY 03 FTE

PROGRAM OFFICE Ceiling

Headquarters Employment
Office of Asst Secretary for PD&R	20.4
Office of University Partnerships	5.1
Office of International Affairs	6.1
Office of Policy Development	23.5
Office of Economic Affairs	27.5
Office of Research Evaluation, and Monitoring	34.7
Total, Headquarters	117.3
Field Employment
Field Economists	37.7
PD&R Total	155.0
Interns TOTAL	70.0 9,278.1