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General Briefing on Conceptual Model



Purpose of Briefing

To explain the Conceptual Model for an Integrated Departmental Workplace Dispute Resolution system and the consensus agreements reached by the workplace design team Obtain feedback on: Any critical issues or concerns with conceptual model? What could keep this design from being implemented in your Bureau/Office/Program? Who needs to be kept informed/involved during implementation?

Points on which Design Team reached consensus agreement

  • Internal and external third party neutrals will be made available
    • Existing Internal Neutrals will be utilized in the system
      • CADR will maintain a Departmental roster of qualified third party neutrals within DOI
      • the number of existing internal neutrals will not increase unless data demonstrates a need
    • External Neutrals will also be utilized (from other Federal agencies or private providers)
    • Participants will be educated on the options available to them and assisted in selecting an appropriate process. (Fit the forum to the fuss)
    • Participants will be referred to an appropriate and qualified third party neutral, who is acceptable to all participants
  • Types of concerns covered by system
    • Any workplace issue or concern raised by any current employee
  • Types of ADR Processes/Techniques Offered:
    • Consultation*
    • Process Coaching*
    • Mediation* (*Initially, mediation will be primary process/technique offered with others phased in)
    • Conciliation
    • Dispute Panels
    • Partnering
    • Facilitation
    • Cooperative Problem Solving
    • Informal Fact-finding
    • Interest-based Problem Solving
    • Alternative Discipline
  • Multiple Entry Points - Easy Access
    • Easy access to system through multiple entry points, e.g., could access system through initial contact with EEO, HR/LR, a supervisor, union representative, Workplace ADR Specialist, ADR website
  • Voluntary vs. Mandatory Participation
    • If an employee voluntarily elects to participate in ADR, the Bureau/Office will be responsible for making an appropriate management official available to participate in the process in good faith
    • Management is not obligated and will not be coerced into a resolution
    • Any party may terminate the ADR process at any time
  • Simplified Administrative Procedures
    • Mechanisms are being established to facilitate consistent case administration and payment of travel and per diem, when necessary, for internal neutrals across bureau lines
    • DM chapter and Implementation Handbook will be published, and standard forms, marketing and promotional materials, guidelines, check lists, and tracking and evaluation tools will be provided
Walk through the "Yellow Brick Road" (Conceptual Design Model)

Questions to ask

  • Does this system meet the needs of your Bureau/Office?
  • What do you see as issues? (Questions or concerns with the model)
  • What challenges will your Bureau/Office/Function face in implementing this new system?
  • Are there any areas that we did not include in the model?
  • What, if anything, needs to be added/considered by the team before transitioning to implementation of the model?
  • Who else needs to be briefed on this model?