Call for Fiscal Year 2000 Human Resources Initiatives Proposals--RESPONSE REQUESTED BY SEPTEMBER 17, 1999 Date: Fri, 23 Jul 1999 10:20:14 -0400 To: "USGS Employees" From: Eleanor Fisher Subject: Call for Fiscal Year 2000 Human Resources Initiatives Proposals (Supervisors, Managers, and Team Leaders: Please ensure that all employees without e-mail access receive a paper copy of the following message.) In Reply Refer To: July 23, 1999 Mail Stop 601 MEMORANDUM To: All U.S. Geological Survey Employees From: Catherine L. Hill, Assistant Chief Hydrologist for Operations signed Robert Hosenfeld, Personnel Officer signed Subject: Call for Fiscal Year 2000 Human Resources Initiatives Proposals RESPONSE REQUESTED BY SEPTEMBER 17, 1999 Attached are the priorities, criteria, and process for submitting project proposals under the Fiscal Year (FY) 2000 Human Resources Initiatives (HRI) program. This year's HRI program will be competed differently, with funding for bureau-level priorities removed before other project proposals are considered. We are doing this to enable the bureau to move more effectively towards meeting our diversity goals. The bureau priorities include development of a leadership/management development program and a mentoring program. Remaining funds will be allocated to projects that successfully compete for the funds. In FY 2000, we are reducing the funding going for Lifelong Learning by 50 percent and will eliminate the funding in FY 2001. We recognize that, as a bureau, we will always have a commitment toward lifelong learning, and that most of what we are doing is not and has not been supported by HRI funds. The Lifelong Learning allocated funding has already been designated for use by the Lifelong Learning Committee Chair, and therefore, we are not soliciting proposals for this portion of the HRI funds. In addition to the changes in the funding for Lifelong Learning, we are eliminating the funding in FY 2000 for the Volunteer program, with the recognition that we will always have a commitment toward volunteerism. You may submit proposals for activities that fall in the Recruitment and Retention category. All proposals in this area will be considered, with priority given to those which focus on moving the U.S. Geological Survey (USGS) toward meeting the bureau goals in diversity and to those which are interdivisional in nature. You will need to refer to the specific criteria in order to ensure that you develop a complete proposal. Please note that HRI funding for salaries is available only under the USGS's Science Internships for Workforce Diversity program, formerly known as the Minority Participation in the Earth Sciences program, and the Department of the Interior's Diversity Intern program. In every other instance, HRI funding may not be used for salaries or overhead. Proposals must be received in the Human Resources Office, Mail Stop 601, Reston, Virginia, no later than September 17, 1999. To be considered, proposals must have appropriate management endorsement, which is explained on the application form. Each proposal will be evaluated by an impartial panel, and the results will be announced when HRI funding becomes available. If you have questions about the proposal process, you may reach Sarah Griffin in the Human Resources Office at (703) 648-7395 or sgriffin@usgs.gov. Human Resources Initiatives Funding Criteria for Submitting Proposals for the Fiscal Year 2000 Program Recruitment and Retention Recruitment and Retention - This category includes initiatives in the following areas: recruitment of candidates for employment and retention of current employees who serve to build a USGS workforce representative of the general population; training opportunities not otherwise provided for in program budgets; special needs for services, equipment, software, or other technology to assist persons with disabilities in performing their work; and employment opportunities under the USGS Science Internships for Workforce Diversity (SIWD) program, formerly known as the Minority Participation in the Earth Sciences (MPES)program. Proposals which serve to further goals and objectives outlined in the USGS Strategic Plan for Improving Workforce Diversity will receive priority consideration for funding in FY 2000. HRI funding will be one-year money and may not be used for salary costs (except for the SIWD and Department of the Interior (DOI) Diversity Intern programs). Funding support for "grandfathered" MPES students (i.e., funded in both FY 1998 and FY 1999 using MPES/SIWD funds) will continue in FY 2000 as long as individuals remain on valid student appointments (Student Temporary Employment Program (STEP) or Student Career Experience Program (SCEP)). Your division Human Resources Officer has the names of "grandfathered" MPES/SIWD students. Otherwise, SIWD program funds will be open to merit competition under the FY 2000 proposal process. Beginning in FY 2000, SIWD funding is to be used for SCEP student appointments ONLY. SIWD funding may not be used in support of student services contracts or other nonemployment student internship programs (e.g., DOI Intern program or ECO/Oakridge Internships). Recruitment and retention project proposals will be evaluated, rated, and selected through application of the following criteria which are listed in rank order: 1. Impact. The proposed initiative: (a) contributes in a direct, immediate, and substantive way to improving representation in the permanent workforce; (b) contributes in a direct, immediate, and substantive way to creating a pipeline of candidates eligible for noncompetitive conversion to under represented positions in the permanent workforce; (c) contributes to building a diverse pool of candidates eligible to compete for under represented positions in the permanent workforce; (d) creates the opportunity for meaningful, well-planned, coordinated, and successful recruitment of persons to under represented occupational categories within the bureau, and are closely tied to a bureau/division targeted recruitment plans in place/under development; (e) serves to enhance curriculum development at minority/mainstream colleges and universities for programs that will, in the short term, yield high-quality candidates for employment in under represented technical support positions; (f) supports diversity intern programs sponsored by the USGS or DOI; and/or (g) enhances opportunities for training or the acquisition of skills needed in support of workforce upward mobility into under represented occupational series. Initiatives that serve to enhance skills, provide for more effective performance on the job, or provide support services based on special needs of the disabled, will be evaluated and prioritized in relationship to the criticality of need for accommodation or for special services to large populations of disabled individuals. 2. Partnerships. Address how the proposal will build relationships between divisions and/or with colleges, universities, constituent-groups, or other entities critical to success of the initiative. 3. Sustainability and Longevity. Address the short-term and/or long-term objectives to be realized under this initiative should the proposal be adopted for implementation. 4. Costs/Benefits. Address the costs to be incurred in relationship to the benefits to be derived from adoption of the proposal. 5. Evaluation Plan. Address the measurement tool or methodology to be used to determine effectiveness of the proposal in attaining stated objectives.