This letter is in response to your March 10, 2010 request, under the provisions of the Freedom of Information Act (FOIA), 5 U.S.c. §552, for
- 1) Documents explaining the rationale for and terms of the transfer of responsibility for investigation of crimes against Volunteers away fromthe Peace Corps Inspector General office
- 2) Procedures for the investigation of these crimes.
- 3)Procedures for Peace Corps whistle blowers, including procedures for preserving their right to confidentiality, for protecting them against retaliation and for investigating their reports/complaints
- 4)Communications between the Peace Corps and the Office of Personnel Management regarding whether Volunteers have or could be granted whistle blower status under the Federal whistle blower statute.
This response includes responsive documents from the Peace Corps Office of the Inspector General. You will find attached an electronic version of the responsive documents. The first document has been released in its entirety and is a memorandum from the Inspector General to the Director of the Peace Corps . The second document is a section of the Peace Corps Manual and has also been released in its entirety.
This link http://multimedia.peacecorps.gov/multimedia/pdf/policies/SARC_20080930.pdf is to the electronic version of the "Office of Inspector General Semiannual Report to Congress April 1,2008 - September 30,2008" this report references information that is within the scope of your requests and is also released in its entirety. A fourth document has been withheld under the provisions of the Freedom of Information Act (FOIA),5 U.S.c. §552 (b) (5), because it is an intra-agency memorandum and is a pre decisional document, and is exempt from release to the public. You have a right to appeal my decision within 15 days of receipt of this letter by writing to the Inspector General, Office of Inspector General, Peace Corps, 1111 20th St., N.W., Washington, DC 20526.
9.2 Management and Supervisory Level Personnel Additionally, all Peace Corps management and supervisory level personnel are required to:
- cooperate with the OIG in jointly identifying problems and developing appropriate corrective actions;
- when requested, provide comments on OIG draft reports in a timely manner for inclusion in the OIG’s final reports, responding specifically to findings and recommendations contained in the OIG reports;
- refrain from taking, threatening to take or directing others to take, recommend or approve any adverse personnel or other action against any individual as a reprisal for making a complaint or disclosing information to the OIG.