Discussion: Leadership Impact on Forest Service Operations: Intriguing Ideas from Public Administration Theories

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Here’s a link to a discussion piece by Cindy Chojnacky titled: Leadership Impact on Forest Service Operations: Intriguing Ideas from Public Administration Theories. This article has raised much interest in FS circles, and some have suggested that this would be a good place for a discussion.

It is from the Journal of Forestry current edition, so SAF member have a hardcopy in their mailbox or house somewhere. The Journal will be printing some responses, so if you are interested in doing that also, here are the requirements. Here is what it says in the Journal about that:

The author, Cindy Chojnacky, may drop in the discussion, but hasn’t made a commitment to do so..so please keep that in mind when we are discussing.

The Journal of Forestry invites readers to submit a response of no more than 1,000 words that reflects on the preceding discussion. Responses need not necessarily be critiques of the ideas presented in the discussion, but may expand upon elements that were not included and should be considered. Responses must be professional and courteous.

All responses will be considered for publication in a future issue. Send responses to [email protected] or Editor, Journal of Forestry, 5400 Grosvenor Lane, Bethesda, MD 20814-2198.

Let the discussion begin!

Strategic (sic) Management

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We’ve blogged before about employees ranking the Forest Service as one of the worst places in federal government to work. That discussion focused on senior leadership, which ranks 274th out of 290 agencies evaluated.

But, there is one category that ranks even lower. When it comes to “Strategic Management,” Forest Service workers score their agency 286th. Only the benighted Transportation Security Administration, the Cold War relic Voice of America, the 200 obviously disgruntled employees at the Office of Post-secondary Education, and HUD’s apparently clueless Office of Chief Information Officer rank below the Forest Service when it comes to strategic management.

So what does the survey mean by “strategic management?” The survey says it “measures the extent to which employees believe that management ensures they have the necessary skills and abilities to do their jobs, is successful at hiring new employees with the necessary skills to help the organization, and works to achieve the organizational goals with targeted personnel strategies and performance management.” In other words, strategic management is all about Human Resources.

Consider Avue. Avue is a privately-owned subsidiary of Carahsoft Technology Corporation whose gig is leasing computer-based human resource “solutions” to government agencies. In 2005, the Forest Service entered into a contract with Avue to subscribe to its “ADS Modules.” The ADS Modules wrote job announcements and position descriptions. When a Forest Service office wanted to hire a seasonal firefighter, for example, its HR staff would turn to the on-line Avue database to create the job advertisement and when the FS hired the employee, Avue would print out the worker’s duties.

FS employee antipathy towards Avue is exemplified by this comment on a firefighter website.

HALLELUJAH!!!!! The end of AVUE is coming soon!!! Lets do this RIGHT Forest Service! To be honest, if we were required to use a 1972 typewriter and mail the application on one of those Wells Fargo stagecoaches, that would be better than AVUE. Anything would be better than AVUE.

Between 2005 and 2011, the Forest Service paid Avue over $34 million for this service (2.7 MB pdf). Last year, the Forest Service decided not to renew its contract with Avue and return the work of job recruitment and position description writing to government employees.

So, just another example of Bush-era outsourcing that didn’t work so well. But, wait, there’s more.

It turns out that the Forest Service has to re-write position descriptions for its 40,000 employees because the FS doesn’t actually own any of the PDs written during the Avue era. What the Forest Service bought for its $34 million was a subscription license to use Avue output during the contract period only. Avue retains title to the position descriptions themselves and the license agreement bars the Forest Service from using any of the PD content for any purpose, including to crib from while writing its new PDs.

Even more galling is that most of the content of each PD was input originally into the Avue system by Forest Service employees using their pre-Avue PDs. The Forest Service is not allowed use of this original source data either, having forfeited its ownership when it entered the data into the Avue system.

Sharon’s Post-Election Visualization

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Remember, a while back on Election Day, I asked in this post for visualizations of this conversation. We were to imagine ourselves invited to the Cage and being asked to sit by the Secretary.

“Sharon, I’ve heard from my staff that you have passion, knowledge about and great personal experience with our National Forests. I’ve brought you in for this discussion because I, too, care, about them deeply, and I’m interested in your perspective. I’m looking for advice. I understand that the Forest Service is only one piece of what the USDA does, but it’s a very important piece. I believe that our public lands, in one way or another, touch the soul of each American. If you were sitting in my chair, what would you do differently?”

When I thought about it, I had a broad range of imaginative policy ideas. But when I visualized it, something else entirely came up. The right brain and the heart have their own voice.

“Mr. Secretary, I think the most important thing you can do in the President’s second term is.. I hate to sounds like Moses (just call me Moishe Friedman).. but let my people (Forest Service employees, or former people) go! I mean, in my opinion, you need to let up on the reins in a couple of areas, or otherwise, just arrange to move the Forest Service to Interior.

A long time ago, in a Region far, far away, I worked at a Forest Service nursery where there were Wage Grade and GS folks working. They were always comparing notes about the pros and cons about being one or the other. This is basic human nature. If you diverge too much in treating Forest Service employees from the way that BLM or FWS or Park Service folks are treated, people are going to compare notes. And when things have a tendency to be worse for the Forest Service, the result is not going to be good for morale.

Diversity
Now, the Chief may have told you, but there aren’t that many diverse folks in the natural resource professions. You must know this as you picked the current Chief, Tom Tidwell, Harris Sherman, Jay Jensen, and Butch Blazer, and I’m sure you looked around. At the same time, when you run the numbers, you also need to look at women. We tend to be a smaller percentage than men of any ethnic group in natural resources, and a smaller percentage of veterans (less than what you would expect, which would be 50%). So if you and others are not careful, you could end up being diverse in many ways, but not with women,which I think is very important for a variety of reasons. If all you’ve done is increase the diversity of complexions of folks who discuss elk or turkey hunting at the morning staff meeting, have you really diversified?

When I retired, I worked for a black man, who worked for a Hispanic man, who worked for a white man (the Chief) who worked for a white man (Harris) who worked for another white man (you) who worked for a black man (the President) helped by a white man (the vice-president). All I could see is an unbroken linkage of testosterone molecules from me to President Obama. Even the President is having trouble with the Cabinet, as in this Denver Post story, so I get it. So I think you need to keep this in mind as you fill positions and look at your agencies filling positions. But enough on that.

The Forest Service is looking for the same kinds of folks that BLM and FWS are. If you want to diversify the Forest Service, it’s gotta look like at least as good a place to work, or a better place. As they say, it should be an “employer of choice.”

But some of the current efforts, to some of us, look both draconian and silly at the same time. I know your heart is in the right place, but the systems don’t exist in some cases, to get you’re the results you want, and in actuality it looks like a Dilbert cartoon out there. “Hire diverse people but you have no way of knowing if they are and you will get in trouble if you don’t.” “We have targets but we can’t tell you what they are or write down what they are because we know we’re not supposed to have them.”

Like I said, I know your heart is in the right place. So here’s what I’d do instead. I’d get a diverse panel of young leaders, tell them to work with the schools that produce people with qualifications we need, and give them 2 months to come up with a plan. I’d ask them to identify administrative barriers that need to be removed. I’d publish the plan and vet it online with comments from the rank and file. Then I’d work the plan. I might even go in with the other natural resource agencies on a plan, to maximize the taxpayer bang for the buck.

Travel

Again, the reductions in the Forest Service appear to be much more draconian than fellow natural resource agencies. What’s up with that? In any large organization, the top of the food chain doesn’t get into the weeds of how to manage subordinates’ budgets. If the USFS needed to save X millions of dollars annually, it would have made sense to identify the amount of savings and then say to the Chief, go forth and cut your spending. Instead, you specifically targeted travel after the agency had been reducing on its own for the previous three or more years, the end result is that some important work isn’t getting done because of the constraint, in some cases employee safety is being compromised, and it disproportionately punishes units that were proactive in reducing travel costs before the current quest for reductions. Somehow I don’t think Homeland Security can’t go get terrorists because of their “travel cap” (yes, I know they’re not a natural resource agency, but you get the point).

So maybe “work” needs to be defined differently and separated from meetings. One of the problems is that perhaps some people go to too many meetings, but the draconian aspect of this policy has cut into people’s ability to: develop relationships with their peers and potential partners, provide oversight for how federal funds are spent, and mentoring of younger employees by older employees, professional development, and membership in professional societies.

I brought a copy of Mike Dombeck’s 1999 letter on professional societies (attached to this post as Professional Society Letter. Take a look. All of the things in that letter are still true. It seems like the travel cap has had an impact on people’s participation in keeping up their professional credentials, both meetings and training. It’s extremely demoralizing for our employees, makes the FS an employer “to avoid” rather than “of choice” and keeps the taxpayer from having the best professional advice in an era when we write in regulation that the agency needs to look at the “best available science.”

Now I realize that you are just setting general direction, and people can and do, possibly, interpret things differently down the food chain. In my opinion, the best thing that you could possibly do 1) set up a group to examine why USDA travel policies appear to be different from other federal agencies,
And 2) ask the Chief to update Mike Dombeck’s letter. and clarify that professional development is still encouraged.

Communication

The election is over. You have a second term. So just lighten up! If people don’t get to tell their story, the public can’t make good decisions about their public lands. Sure, sometimes there will be screwups in a large organization. But there are enormously talented, hardworking, public servants out there. Just let them do their job, and if some do it wrong, hold them accountable. What you are saying implicitly, when you hold the reins as tight as they have been, is that you don’t trust them to do their job. Bad, bad, bad for morale. Bad for the public. It’s just all around bad. You might even ask previous administrations for tricks of the trade in communicating in a decentralized organization without going wildly awry. It seemed to me before I retired that it was worse than previous administrations. Part of that might be the growth of social media but it seems to me that can be an advantage if you trust your people.. more ways to get the story out.

Like I said, I know your heart is in the right place, and I think you could do a lot for morale just by setting up groups to look at these two things (travel and diversity) compare us to other agencies, find the best ways, reduce the Dilbertiana, and let the communicators communicate (with guidelines, of course).

Thank you so much for this chance to chat. I hope you take my suggestions in the spirit in which they are offered. I believe that if you and the FS are working better together, you can get much farther down the road in the President’s direction.

I’d like to thank the two employees and one retiree who helped edit and provided feedback on this visualization. If you disagree with the points I made, or have other ideas, please comment!

And I still would like to get visualizations from others… not too late!

Grijalva’s 2008 Report on Bush Administration Public Land “Assault”

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I think everyone should take a look at this report submitted by Congressman Grijalva. Especially those of us who were involved in different things decried therein.

Running through it briefly, I noticed this..

NPS Employee Morale Near All-Time Low
A poll of NPS employees conducted by the Campaign to Protect America’s Lands and the Coalition of Concerned National Park Service Retirees found that, of 1,361 respondents surveyed, 84% expressed a “great deal of concern” about the effect of current policies on national parks; 59% said the situation had worsened over the last few years; and 79% said morale had declined over the same period.

Perhaps there is a need for a Coalition of Concerned National Forest Service Retirees perhaps to fund more in-depth studies of FS morale issues? Or existing organizations might take on some of this work. Here’s a link to the Coalition of Park Service Retirees.

Here’s a link to some testimony..

which includes this quote:

This deficiency is pointed out in the Partnership for Public Service 2007 Rankings of “The Best Places to Work in the Federal Government.” In this survey, NPS ranked 203 out of 222. Several of the other items with low rankings also may result from an inadequate employee development program.
One of the most significant deficiencies is “effective leadership” (ranked 191 of 222 in the aforementioned survey). The general belief in the NPS is that there are two parts to this perceived deficiency:
• Inadequate training and development of lower-level (first- and second-line) supervisors; and
• Ineffective and unprincipled leadership practices and decisions by high-level agency leaders, particularly political appointees.

This does sound kind of familiar to the FS, although “unprincipled” doesn’t sound like FS language.
Well, that was interesting, but a bit off track…

So I know some of the readers of this blog were involved in the 2005 Rule, so I picked this out.

On January 5, 2005, the Forest Service published the 2005 planning rule (70 CFR 1023) establishing procedures for National Forest System compliance with the National Forest Management Act (NFMA). The Bush administration set out to gut protections and promulgated final rules intended to completely overhaul the forest management planning process by abolishing mandatory protections for wildlife and habitat and eliminating public input from the planning process. The rule also would exempt the plans from the Endangered Species Act (ESA). This was all part of an intensive effort by the administration to ramp up logging and mining, significantly, on public land.

OK, well maybe “abolishing protections” is viability..but public input was not “eliminated”. It was actually required.. So that is er… untrue.

There are many fun quotes in there.

NEPA Rollbacks by the Forest Service
According to the Congressional Research Service, the bulk of the efforts to amend NEPA have been directed at the six federal agencies that tend to produce the most environmental impact statements (EIS); the Forest Service, Federal Highways Administration, Federal Aviation Administration, agencies within the Department of the Interior, and the Army Corps of Engineers. To date, twenty-eight administrative efforts related to NEPA ―reform have been finalized. The Forest Service has made 8 changes to NEPA procedures, the most of any federal agency researched

As you all know, I used to work in NEPA in DC and I don’t even know what this means in terms of the eight changes… it sounds bad, though 😉 . Maybe I could argue that it wasn’t true if I had the vaguest idea what they are talking about. Gee, the people/agencies who do most of the work care most about improving processes. Now why would that be?

or this one:

As of 2003, the Forest Service had only one categorical exclusion for vegetation management activities involving timber stand or wildlife habitat improvement. However, in 2003 and 2004 under the Bush Administration, the Forest Service added four new vegetation management categorical exclusions: (1) salvage of dead or dying trees up to 250 acres, (2) timber harvest of live trees up to 70 acres, (3) hazardous fuels reduction up to 5,500 acres, and (4) removal of insect or disease infested trees up to 250 acres.

A more experienced person might see a different pattern.. from the 2003 Federal Register Notice here. Note: I also worked on the Limited Timber Harvest CE so that’s why it’s easy for me to know that the categories weren’t really “new.”

On September 18, 1998, a lawsuit was filed against the Forest Service arguing that the 1992 categorical exclusions were improperly promulgated. On September 28, 1999, the United States District Court for the Southern District of Illinois found that the categorical exclusions were properly promulgated.
However, the court found insufficient evidence in the record to support the agency’s decision to set the volume limits in Categorical Exclusion 4 at 250,000 board feet of merchantable wood products for timber harvest and 1 million board feet of merchantable wood products for salvage. Accordingly,
the court declared Categorical Exclusion 4 in section 31.2 of Chapter 30 FSH 1909.15 null and void and enjoined the agency from its further use.

It’s hard for me to believe that anyone knowledgeable could write this..

The Bush Administration claimed environmentalists used the appeals process to delay thinning projects to reduce fire risk, however a 2001 study by the Government Accountability Office found that only 1 percent of hazardous fuels reduction projects were appealed.

I think we see much evidence, even on this blog, that thinning projects have been delayed or stopped, and the Bush Administration is long gone.

Also

During the past nearly 8 years of the Bush Administration, the growing costs of wildland fire suppression have consumed major parts of the Forest Service budget, and other critical programs have been cut.

Spending related to fires continues to account for an ever-larger percentage of the Forest Service budget. In 1991, wildland fire management was 13% of the overall Forest Service budget; and today it is nearly 48%. The skyrocketing cost of fighting fires has forced drastic reductions in other Forest Service accounts, a trend continued yearly in Forest Service budget requests under the Bush Administration. Ironically, many of these budget requests have included cuts to critical fire prevention programs in the face of ever-worsening fire seasons. Even more troublesome, the Forest Service has had to ―Rob Peter to Pay Paul by borrowing funds from other critical Forest Service programs to cover the escalating costs of fire suppression.

Well, I’m glad that’s been fixed ;)!

Note: I am not saying or implying that this administration’s performance is sub-par. All I’m pointing out is that partisanizing difficult problems, that require all of us to work together to solve, does not really help and actually, in some cases, makes the environment worse while people are litigating or fighting to get elected, rather than finding a policy that works across the aisle. I know that the Congress’s work tends to be about theatrical party-bashing instead of thoughtful policy-making, but still..

Best Places to Work Report 2012

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Here’s a link.

So a cursory analysis (more holiday chores call today) suggests that once again, the further you get from the direct supervisor (65% )to “senior leadership” (37%) the less people felt good about their leadership. We had the same kind of thing in our Region’s morale survey before I retired.

But here’s the thing; most people on the ground and many people higher don’t know for sure whether irritating programs and policies come from the “Forest Service leadership” or the Department. I always wanted to follow this survey up with more interviews in depth about what folks wanted leadership to do that they weren’t doing or, more likely, what they want leadership to not do that they are doing, and to parse that out.

‘Cause it could be that, say in some of the more draconian diversity efforts, the Department is chewing on FS leadership about not doing enough, and the folks on the districts think that the FS leadership dreamed up some of the more Dilbertian policies. So it’s easy to say that “leadership should” and much harder to figure out exactly how that would work. I gotta say that I feel a great deal of sympathy for these folks who can be between a rock and a hard place.

In our region’s surveys we also had narratives which I found to be much more illuminating than numbers, at least in terms of what kinds of things might make a difference. You have to listen with the “ears of your heart,” as Benedict of Nursia would say, and you can’t “listen” to percentages. Based on his Rule, I bet he knew a great deal about management and leadership. I bet there is a management book out there somewhere based on his teachings.. anyway, I digress.

I always like to compare the FS to BLM which has the same kind of mission, in the same kinds of places, with many of the same kinds of people.

You can always break it down by demographics as well.

But here’s my check on what I would call “related” agencies:

FS 53.4 down 4.7 (this “down” seems to be of concern in such a large agency)
Rural Development (USDA) 56.5
Farm Services Agency (USDA) 59.5
Solicitor’s Office (INT) 60.4
OGC (USDA) 60.4
Reclamation (INT) 61.3
National Park Service (INT) 61.3
BLM (INT) 61.8

Now, you could analyze to see if, as there appears to be, based on this 10 minute analysis, there is a “USDA” effect. Also, we know many folks who work with both agencies on Service-First and do some interviews. Anyway, that’s what I would do. I would also examine small versus large agencies, as sometimes that might make a difference. So I would take agencies of comparable size and missions and compare across Departments. The problem with this approach is that there is only one large one in USDA. So it seems like the Forest Service is hopelessly confounded with USDA in this kind of analysis.

The Forest Service has a cadre of bright and talented social scientists.. it would be interesting to set some of them to analyze these data in detail (publishing their findings on the internet with opportunities for discussion, including follow-up interviews). Seems like this has been going on long enough that understanding more would be good.

Anyway, what is y’all’s take on these numbers?
Anyway, what do you all see in these figures?

Women say discrimination still part of Forest Service culture

Margaret Stoughton Abel, first woman forester in the Forest Service, 1930.
Margaret Stoughton Abel, first woman forester in the Forest Service, 1930.

And a less upbeat story…
Here’s the link.

I have pointed out when I was an employee of the Forest Service, that if you do the math and you want to hire more:

People in fire suppression and fuels (lower percentage than 50% are women)
Ethnically diverse people (in natural resources, a lower percentage than 50% are women)
Vets (a lower percentage than 50% are women)

Which I agree are good things to do..if you are not careful you could have many fewer women than in the workforce or the population. Which may if you are not careful lead to a resurgence of the macho culture that we tried to moderate in the 80’s and 90’s. Which makes the workplace less comfortable for women, and so on..

So you have to be conscious of these trade-offs as part of your diversity hiring and Cultural Transformation.

Before I retired I was the first female in an otherwise an unbroken link of testosterone molecules that extended from my boss to the President of the United States. From my boss (black male) to his boss (Hispanic male) to the Chief (white male) to the Undersecretary (white male) assisted by Deputy Undersecretary (Native American male) to the Secretary (white male) to the President (black male) assisted by Vice-President (white male). We had two female forest supervisors on 11 forests. My statement when I looked at the numbers tended to go along the lines of “I can’t believe this is 2012.”

I worked in timber management on the neighboring Eldorado from 88 to 91, twenty years ago, and here is someone in timber on the Plumas today. My experience is that there is something deeper than training will fix, not measured in EEO complaints, and probably addressed more comprehensively and openly than through individual complaints or class actions.

I recommend listening to the mp3 of Elaine Vercruysse (on the left sidebar), one Forest Service employee who is filing a discrimination class complaint. One thing she says is that things used to be better 20 years ago, and that on forests, numbers are way down.

The U.S. Department of Agriculture is tackling a history of discrimination with more training and accountability as part of a cultural transformation program. But some current and former USDA employees say they’re not seeing cultural changes, and sex discrimination is still prominent within the agency.

Specifically, female employees in Region 5 of the Forest Service are objecting to the disparity between how men and women are hired and promoted. The employees also point to hostile workplace conditions, where, in some cases, egregious sexual harassment.

“We want to see more women get the opportunities they deserve, getting promotions … getting jobs and getting paid for their skills and their experience level commensurate to the men,” said Elaine Vercruysse, a logging systems planner with the Plumas National Forest in an exclusive interview with Federal News Radio.

In my experience, in other regions there might not be as much overtly jerky behavior, as a pervasive questioning of folks who are not Good Old Boys (even Diverse Good Old Boys) that may harken back to a lack of acceptance of what leadership without testosterone can look like.

If we went back to my example of “currently no women Station Directors” and you asked someone, they might say “females didn’t work out” and “there are none in the pipeline” or the popular “all the good ones move to the National Forest System.” To which I would reply “I think this is a problem, do you?” “have you asked folks why they aren’t in the pipeline?” “could you hire some coaches or others to help root out people with undesirable traits and encourage those with desirable traits?” “have you ever asked the ones who moved to NFS why they did?”

I suspect this is not the last we’ll hear of this.

“The Future of the National Forests – Who Will Answer an Uncertain Trumpet?” by Jack Ward Thomas

Jack Ward Thomas touched on the ideas in this paper at his presentation at the Panel of the Chiefs at the Retirees’ Rendezvous in Vail, Colorado in September.

Here’s a link to the paper, well worth reading in its entirety from Jack Ward Thomas, wise elder, world-class scientist and former Chief of the Forest Service.

Here are some excerpts:

Courts ruled that the FS’s applications of “professional judgment” fell short of the required “hard look” in evaluating proposed management actions. As a result, NF administrators (and legal counselors) became increasingly risk averse and, too often, produced evermore voluminous assessments in an effort to demonstrate compliance with laws and regulations. Evidently, it was assumed that costs of court ordered “do overs” exceeded costs of “overkill” in the form of excessive documentation. For the most part, the strategy largely failed. Losers included citizens who felt inundated, confused, and turned-off by increasingly voluminous and “technically dense” documents. Costs in time and money increased. Post-mortem examination showed that such “over kill” was an ineffective defensive mechanism.

Does this remind anyone of say, Colt Summit, or the Little Belt hazard tree project? And I would add citizens who feel that they are excluded from legal processes that determine the outcomes on their public lands.

“Fierce in battle, many of the eco-warriors have been unable to come to grips with the consequences of victory and are now reduced to wandering about the old battlefields ‘bayoneting the wounded.’ Their counterparts from the resource extraction community, likewise, cannot come to terms with defeat and hold ‘ghost dances’ to bring back the good old days when they were the undisputed Kings of the West.”

Most hard core “environmentalists” demonstrated little concern with the social/economic consequences of their victories. Some, figuratively, continued to wander the old battlefields “bayoneting the wounded” via challenges to even minor forest management activities. Victories have consequences. To the victors belong the spoils – and some responsibility to ameliorate consequences of their victories – “you break it – you own it” (Thomas 2001a and 2001b). There was applicable wisdom in President Lincoln’s admonition to General Grant near the end of the Civil War – “Let ‘em up easy.”

On EAJA:

The Equal Access to Justice Act (EAJA) (1980)

The EAJA allows citizens to sue federal agencies for non-compliance with law(s) and/or regulation(s). Winning plaintiffs are compensated for costs. Conversely, plaintiffs with low net worth (or have non-profit status) have no liability when they lose – no matter what havoc the suit may have inflected in terms of management delays and legal costs. An ongoing drumbeat of judicial decisions (i.e., “case law”) defines and redefines the “playing field” for political/legal games surrounding NF management.


What do you think of these ideas for the future?

Of “Gordian Knots” and “Certain Trumpets”

Today, the NFs are increasingly viewed by some as a liability – economic, political, social, and ecological – rather than an asset. NFs should be increasing in value as populations increase and forest and range lands in private ownership are increasingly fragmented and “no trespassing” signs blossom like flowers in the spring.

One of two approaches to that problem seems possible – perhaps likely. The first is to continue to “pick around the edges” with clarifying adjustments in applicable laws. That approach, if past is prologue, will entail long drawn out processes of adjusting myriad laws – and making new laws – piece meal. Such is likely to have predictable consequences – after all, we have been down that road before.

Or, it can be realized that picking, prodding, poking at, and adding to the Gordian knot could/should be replaced by a bold stroke that cleaves the knot. Past efforts to address management of public lands provide insights into reform – and why previous efforts failed. There are only two options – learn to love and appreciate the Gordian knot as having essentially brought active management to an end or to, once again, “break new ground.” The second will, sooner or later, become mandatory as we struggle with reducing public debt (which will, in the end, involve reducing federal expenditures while increasing revenues). A revised approach to NF management could contribute to solution – but only if the Gordian knot is severed, the mission clarified, and achievement of management objectives facilitated.

That task is too complex to be effectively addressed by Congress or the Administration with out some help. Preliminary efforts by a carefully selected group of knowledgeable individuals experienced in the management of natural resources arena, public land law, and administration of land management agencies, should be charged with developing potential solutions with associated benefits and costs. Those assigned should complete the task in a year or less given the information and experience already at hand.

Recommendations should focus on revisions of present laws (including repeal of those that are not current with extant situations, redundant, or are not in synch with other applicable laws) and new law(s) that clearly define the mission and the expectations for the FS. The best of the spectrum of “old laws” should be incorporated into new law(s) so as to clarify intent. Ideally, the result would be the “certain trumpet” to guide the management of the NFs and the FS.

Land use planning should be a meaningful – a guide to management action and funding – achieved within a year at much less costs. Before embarking on new efforts in planning it is critical to determine why such planning has failed so miserably and short comings rectified. Flexibility should be a component so as to deal sudden alteration in conditions – fires, markets, economics, and, insect and disease outbreaks.

New sources of revenues should be explored and instituted. As examples, grazing fees should be adjusted at regular intervals to reflect market conditions on similar private lands. User fees for recreational activities should be explored – say fees for access for hunting (Thomas 1984, Sedjo 2000b). Methods of dispute resolution, short of resort to the courts, should be developed. Perhaps those that challenge the agency in court should, when they lose, be held liable for damages – which can be significant in terms of legal costs and delays in executing scheduled operations (Peterson 2000).

The new instructions should prioritize the importance of factors bearing on the FS’s decisions – environmental questions, jobs, welfare of local communities, monetary returns to the treasury and counties, balance of trade, water flows, clearly defined tradeoffs, etc. Thomas (2009:198-199) put forth suggestions to overcome the shortcomings of previous commissions that addressed public land management. FS Chief Emeritus R. Max Peterson has made similar suggestions (2000).

1.) There will be a limited time for execution – say six months to one year. The report will be delivered to Congress and the President at the beginning of a new Congress so as to be sheltered from the every second-year fascination with elections.

2.) The key members will work full-time on the project.

3.) Commission members will be compensated at the rate of the highest level of the senior executive service.

4.) Support staff will be made available as requested by the Chairperson.

5.) The effort will begin with recognition that there are problems (the Gordian not) that demand adjustments in laws and regulations.

6.) Results will take the form of potential alternative courses of action packaged as legislation, or amendments to existing law(s), ready for introduction.

7.) Clarity of purpose, intent, and required process will be of paramount importance – i.e., there should be limited potential for court interpretation.

8. Efficiency of management (in both time and money) will be of paramount concern.

9.) An arbitrations process to handle disputes short of federal court will be determined.

10.) The right to appeal proposed agency actions should be preserved. However, processes will be instituted that prevent or discourage “game playing” to draw out decisions and impose costs that render pending management infeasible. Those who challenge and lose will be subject to economic penalties.
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11.) It will be recognized that the existing panoply of laws, interpreted variously by the courts over the years, has created an effective, burdensome, cumbersome, and inefficient system of accountability that thwarts action by the FS and Congress. Such will be corrected.

Posewitz (2008:11) opined:

“If we are to sustain the legacy that it has been our privilege to enjoy, it is essential that people of principle and idealism respond to the current iteration of the perpetual crisis in public land management. It is time to not only rise in defense on the National Forest System, but also in defense of the custodial agency planted in our culture by Theodore Roosevelt and Gifford Pinchot. “

Mitch Friedman (2008), self-identified as a leader of a “green group” supported FS Chief Dale Bosworth’s proposals for “collaborative restoration” of NF lands with “forest health” and “collaboration” as guiding principles. What seemed a rational and promising approach failed to yield much success. Funding such activities and keeping involved constituencies engaged in attaining support, the key to success – proved intractable.

“Muddling through” is wasteful and should not be tolerated (Nienaber and McCool 1996). As former Congressman Pat Williams (2008:8) of Montana plaintively asked: “FS – where did you come from, with what mission, and where, oh where are you headed?” That cogent, well-informed, plaintive question demands answers.

Miller (2008:17-18) believed that a successful future for the NFs lies in:

“…the creation of a cooperative conservation strategy in which local governments and organizations, in combination with federal land managers, develop forest plans. Proponents of collaboration have been inspired by the NFMA and the ESA that require public participation and interagency coordination: they have also been energized by community-based managerial initiatives promoted at the 1997 Seventh American Forest Congress…”

“…Moreover, although any change in the agency’s land management mission will require internal support from the FS’s leadership and staff, the real locus of any such transformation lies in Congress and the executive branch…”

Sedjo (2000b) recognized that the FS

“…no longer controls NF policy. Instead, mandatory provisions of the law and regulations…mean that the regional and local landscapes, watersheds, and their resources are now the focus of attention…the FS …now lacks the institutional capacity and authority to fully develop and implement ecosystem conservation agenda and resource management programs…due to lack of ability …to interpret and respond effectively to the public’s priorities…”

Enough already, it is time, way past time, to answer those old, up to now intractable questions. The future of the NFs and the FS rides on the answers. Obviously, the FS cannot, acting alone, provide such clarity. And, clearly, it is time, far past time, for clarity. Carpe Diem!

Martin Nie in the previous post suggested that we need a “land law review.” Framed that way, it places the locus of control, at least to some extent, with the legal profession. What I like about Thomas’s idea is that the group is determined more broadly.

Preliminary efforts by a carefully selected group of knowledgeable individuals experienced in the management of natural resources arena, public land law, and administration of land management agencies, should be charged with developing potential solutions with associated benefits and costs. Those assigned should complete the task in a year or less given the information and experience already at hand.

And perhaps not biting off all public lands and focusing only on the Forest Service would make the problem more tractable. What do you think?