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CIGIE Interagency Fellowship Program

CIGIE Interagency Fellowship Program (CIFP)

Program Description


The CIGIE Interagency Fellowship Program (CIFP) is designed to broaden perspectives of GS-13-15 participants and prepare them for future challenges. The program provides each Fellow a temporary interagency assignment (6 months) to help develop or enhance specific leadership competencies identified by both the Fellow and his/her home agency supervisor. These competencies align with the Office of Personnel Management (OPM) Senior Executive Service (SES) Executive Core Qualifications (ECQs) and would be outlined in the Fellow's Individual Development Plan (IDP). To complement and facilitate the rotation assignment, an Executive/SES mentorship/sponsorship component by home OIGs is also built into this program to provide executive review of IDP development and facilitate smooth transitions into and from the host Office of Inspector General (OIG)  for the Fellow.

Beyond the above, the CIFP supports the agency’s strategic plan and performance objectives, allows for expansion or enhancement of an employee’s current job, enables an employee to perform needed or potentially needed duties outside his/her current job, and meets current and future organizational needs in response to human resources plans.

OIG participation in this program is voluntary. An OIG may host a Fellow, send a Fellow, both, or neither. CIGIE’s staff role is to help coordinate and facilitate agency participation and then evaluate the pilot program as to its demonstrated potential for future usage within CIGIE. The initiative relies on maximum flexibility afforded to individual OIGs to customize the program to advance their own strategic goals in succession planning and workforce development, as well as to further the individual performance objectives of their own aspiring executive leaders.

Program Objectives

The CIFP provides selected IG community employees with opportunities to expand their leadership competencies, broaden their organizational experiences, and foster professional networks. Specifically, the program pilot aims to:

  • Deliver a collaborative, cross-OIG temporary (6-month) assignment opportunity that fosters growth and development, especially in the areas related to needed OPM’s SES ECQs.
  • Expose the Fellows to executive-level mentorship/sponsorship during the rotation assignment.
  • Expand the Fellows' experience, either within or outside of their current area of expertise.
  • Offer engaging cohort events and activities that allow Fellows to network with peers and executives from other OIGs.
  • Expose Fellows to new operational procedures within other OIGs, thereby cultivating the exchange of best practices.
  • Provide a basis for comprehensive program evaluation to determine if this initiative should become a permanent CIGIE leadership program.

Program Process and Components

  • With approval from the CIGIE Professional Development Committee and the Executive Council, a program announcement will be made to the IG community seeking up to 30 rotation assignment opportunities. These would be full-time temporary positions from OIGs who seek to host one or more Fellows. At the same time, OIGs are solicited to nominate GS 13-15 staff who supervisors believe would benefit from a cross-agency 6-month rotation assignment, complimented by an executive-level mentorship opportunity by the home OIG. The pilot cohort size is approximately 15 Fellows.
  • The target cohort start date is in January 2016 and ends toward the end of July 2016.
  • The home OIG develops, negotiates, and approves the Fellow’s IDP
  • Approved candidates apply for desired rotation assignments, but host OIGs make the final decision on selection and then negotiate with the home OIG supervisor to define the goals, responsibilities, training, travel, and other factors associated with the rotation assignment.
  • Host and home OIGs sign a Memorandum of Understanding (MOU) that outlines the assignment terms.
  • The home OIG assigns an executive-level mentor to their Fellow to support the assignment from beginning to end, including a smooth transition of Fellow back to the home OIG.
  • Once all assignments are negotiated in late fall 2015, all Fellows, their home and host supervisors, and the designated OIG Points of Contact (POCs), participate in an orientation seminar designed to improve the rotation assignment outcomes.
  • In January, Fellows transition from home to host OIG and fulfill the responsibilities of their fellowship, including monthly participation in cohort leadership activities.
  • The CIGIE Training Institute facilitates the coordination of cohort monthly learning activities.
  • There will be a monthly meeting of OIG POCs meeting to facilitate sharing of best practices and overall program improvement.
  • Host OIG supervisors provide feedback to the Fellows and home supervisors on performance.
  • Fellows transition back into their home agencies at the end of the fellowship.

Roles & Responsibilities


  • Facilitates an interagency fellowship program to develop high-potential talent and develop stronger relationships across OIGs.
  • Oversees, assesses, and provides strategic direction to the program.
  • Appoints a volunteer Program Manager to manage the day-to-day operations of the program.


  • Complete a State of Interest Form.
  • Ensure work transition and continuity in the home OIG.
  • Sign an MOU.
  • Work with home OIG supervisor to add fellowship goals to annual performance plan.
  • Prepare for the fellowship, including conducting research on the host OIG.
  • Help create an IDP with home supervisor to identify the leadership competencies you will develop or enhance during the fellowship.
  • Coordinate with the home and host supervisors to set goals for the temporary assignment and actively pursue tasks that lead toward the fulfillment of those goals and contribute to the mission of both the home and host OIG.
  • Maintain contact with the home supervisor on relevant administrative matters and progress throughout the fellowship.
  • Actively work with the executive-level mentor throughout the fellowship period, including transition back to the home OIG.
  • Establish relationships and expand professional networks within the host OIG and with others in the cohort/IG community.
  • Document your experience for professional use and application upon returning to your home OIG.


  • Appoint an agency POC to coordinate the program within the OIG.
  • Develop an internal procedure for requesting, screening, and selecting Fellows.
  • Develop and promulgates appropriate fellowship assignment opportunities.
  • Competitively nominate qualified employees for participation in the fellowship program pilot.
  • Review and sign the MOU governing the fellowship.


  • Provide input for developing the Fellow’s IDP in coordination with the home OIG supervisor.
  • Facilitate induction into the interagency assignment and transition back to the home OIG upon completion of the assignment.
  • Mentor the Fellow during the rotation assignment in a manner deemed useful and appropriate by the home OIG.


  • Assist in developing the Fellow’s IDP.
  • Coordinate assignment of an SES/equivalent to your Fellow. In consultation with the host OIG supervisor, establishes plan for how performance will be evaluated during the assignment.
  • Arrange transition of the Fellow’s work during the temporary assignment.
  • Continue to actively engage with the Fellow and work closely with the host supervisor on performance inputs.
  • Support the Fellow’s formal transition back to his/her home OIG.


  • Provide a work space, computer, phone, and building access and arrange any necessary training or travel.
  • Support the Fellow’s development throughout the entire fellowship, including access to senior leadership.
  • Assign meaningful developmental assignments, tasks, and duties based on the specific leadership competencies identified by the Fellow and the home supervisor in the IDP.
  • Evaluate the Fellow’s progress throughout the entire term of the fellowship and provide frequent feedback and coaching to the Fellow.
  • At the midpoint of the fellowship, communicate with the home supervisor on the Fellow’s performance and progress toward goals.
  • Submit final performance review inputs to both the Fellow and to the home supervisor near or upon completion of fellowship. However, the home supervisor always retains complete control and final say over the Fellow’s formal appraisal.


  • Serve as primary POC for your OIG, for participating OIGs, and for CIGIE program staff.
  • Coordinate administrative requirements for incoming and outgoing Fellows.
  • Serves as your agency representative on a CIFP Liaison Workgroup.

Program FAQs


Q. What is the purpose of the CIGIE pilot Interagency Fellows Program?

The CIFP (Pilot) enables leaders and potential leaders from member OIGs to broaden their organizational experience, expand their leadership competencies, and foster networks. Specifically, the program aims to:

  • Deliver a collaborative, cross-OIG program that fosters growth and development, especially in the areas covered by the ECQs.
  • Enhance the Fellows' leadership competencies through a meaningful fellowship assignment outside of their current agencies.
  • Expand the Fellows' interagency experience and networks, either within or outside their current area of expertise.
  • Offer engaging and insightful interagency cohort events that allow the Fellows to network with others in their cohort and with senior executives.
  • Expose the Fellows to the operational procedures of other OIGs, thereby cultivating the exchange of best practices.

Q. What is the target audience for the Fellows program?

Participation is limited to high-potential GS 13-15 employees who would benefit from a challenging assignment outside of their employing OIG.

Q. Which agencies are eligible participate in the program?

All CIGIE member OIGs are eligible and encouraged to participate in the program. For the pilot, cohort size is limited to no more than 20 Fellows.

Q. Will Fellows be promoted because of or at the completion of their fellowship?

Participation in the CIFP is for developmental and training purposes and does not obligate management to promote the Fellow upon return to the home office.


Q. How long is the fellowship?

Fellowships are 6-months in duration. If there are compelling needs, the home and host OIGs may tailor the length of the fellowship, but the duration may not exceed 12 months.

Q. What happens to the Fellow’s current position while participating in the fellowship?

The Fellow’s position of record remains the same during the course of the fellowship; however, the home agency supervisor should assign the Fellow’s duties to other personnel during the fellowship.

Q. What are the roles and responsibilities for the fellows?

The Fellow is to learn and grow from the experiences guided by an IDP based on the OPM’s ECQs. The Fellow should develop the IDP with the home supervisor and discuss it with the host supervisor, complete the work assigned, participate in cohort activities, maintain a relationship with the home OIG, and ensure that his/her annual performance plan includes fellowship goals.

Q. What are the responsibilities of supervisors and executive mentor/sponsor?

  • The home supervisor will arrange to transition the Fellow’s work during the fellowship assignment, assist in developing the Fellow’s IDP, proactively seek performance input from the host supervisor, and clearly convey how performance will be evaluated upon return. The home supervisor is responsible for the Fellow’s performance reviews, time and attendance, and other human capital needs that may arise.
  • The host supervisor will assign meaningful work and developmental activities. They will provide the Fellow with a work space, computer, phone, building access, and the travel and training expenses required to achieve assigned objectives. The host supervisor should discuss the Fellow’s work products and deliverables, as well as provide performance feedback and guidance. The host supervisor will also provide performance input to the home supervisor upon completion of the fellowship.
  • The executive-level mentor’s/sponsor’s role is to coordinate with the home OIG supervisor to develop an IDP that addresses appropriate ECQs and facilitate induction and transition back to the home OIG. The method, style, frequency, and duration of mentoring activities is solely at the home OIG’s discretion.
  • The CIGIE Program Manager will ensure that CIGIE policy, rules, objectives, and procedures established for the program are implemented. The program manager will actively advocate for participation across the CIGIE community and coordinate with participating OIGs throughout the program. The CIGIE Program Manager will coordinate meaningful cohort learning and networking opportunities.


Q. Who will conduct the performance review?

The home supervisor of record will conduct performance reviews. The Fellow should work with the host supervisor to outline the goals of the fellowship and discuss those with the home supervisor at the beginning of the fellowship. Agreement should be reached among the home and host supervisors before the Fellow’s assignment commences. The host supervisor will provide feedback to the Fellow and the home supervisor of record periodically and in writing at the end of the fellowship. The home supervisor will use the inputs as he/she deems fit in the final analysis of a final official performance appraisal.

Q. How will the interagency fellowship be reflected in the year-end performance review?

The host supervisor provides inputs to the home supervisor for consideration in the Fellow’s annual performance appraisal. However, the home supervisor is accountable and the responsible officer, throughout.

Instructions for Interested OIG Employees

Please follow the below guidance to apply for a fellowship opportunity.

  1. Notify home agency supervisor/manager and CIFP Liaison of interest in a fellowship.
  2. Review the CIFP website: Work with home agency supervisor/manager to develop and include Executive Core Qualification (ECQ) goals in Annual Performance Plans.
  3. Assist home agency supervisor/manager in creating an Individual Development Plan (IDP) that identifies the ECQ leadership competencies you will develop or enhance during the fellowship.
  4. Complete the “Statement of Interest” form located below.  
  5. Send resume and Statement of Interest to the home agency supervisor/manager and the home agency CIFP Liaison.
  6. Complete all home OIG nomination requirements.
  7. Once nominated, review the fellowship rotation opportunities on the CIGIE website and conduct research on the host OIG.
  8. Select at least three fellowship rotation opportunities, rank in order of preference, and notify home agency CIFP Liaison of fellowship choices.  The home agency CIFP Liaison will contact the host agency liaison on the Fellow’s behalf to begin the matching process.  
  9. Provide any requested documentation (resume, IDP to home agency CIFP Liaison, etc.) during the matching period.  
  10. Be available for and attend interviews with host agency stakeholders.  Provide input on position requirements and ECQ development goals during the matching process.
  11. If selected for a single fellowship, coordinate with the home agency CIFP Liaison to sign the MOU prior to fellowship.
  12. If selected for multiple fellowships, select the fellowships most preferred and notify the home agency CIFP Liaison so that the liaison can begin developing the MOU for the fellowship.  Once completed, sign the MOU prior to fellowship.

Statement of Interest

Fellowship Opportunities

For a list of current vacancies, please visit the Fellow Opportunities page

CIFP Liaison Resources

Support Activities for the OIG Program Liaison

  1. BACKGROUND: The CIFP Liaison for each OIG is a collateral duty supporting the fellowship program.  However, during implementation, the role of the CIFP Liaison will be critical.  Early identification of the CIFP Liaison is therefore “an initial step” of any potentially interested OIGs.  Assignment of a CIFP Liaison does not mean that you committed to participating in the fellowship program test.  It can mean that, but it can also mean that you are potentially interested in this interagency rotation program once it is successfully tested within the IG community.
  2. DESCRIPTION: The CIFP Liaison is the primary link between the OIG and the CIFP Manager (and other CIGIE supporting staff) on all matters related to this interagency rotation program. 
    • Attend initial October 2015 orientation program for the CIGIE Fellows Program.
    • Attend monthly meetings throughout the year-long test of the program with the CIFP Manager.
    • Coordinate the program administrative requirements within and outside the OIG, as necessary to either host or send a fellow (or both).
  4. WHO COULD BE THE LIAISON? The OIG selects the CIFP Liaison. There can be a rather wide variance among OIGs on the makeup and experience/title of the CIFP Liaison. It can depend on size and organization of the individual OIG or on other factors the respective IG deems pertinent to assigning the right person. In other successful rotation programs, some of the following staff have assumed the duties of program liaison:
    • Chief of Staff
    • AIG/Deputy AIG
    • Chief Learning Officer (CLO)
    • Training Officer
    • HR Director
    • Current CIGIE Liaison
    • Others

Program Description

Interagency Fellowship Program Memorandum of Understanding Template (Word)

CIGIE Interagency Fellowship Position Description

Latest News and Updates

January 27, 2016

We've revised the form for the CIGIE Interagency Fellowship Position Description. Please discard previous versions. The revised form is located under the CIFP Liaison Resources tab above and can be downloaded here

October 29, 2015

The CIFP conducted its first Fellows Orientation Training session on October 21, 2015, at CIGIE Headquarters. Close to 30 OIGs were represented at the session and participants ranged from Principal Deputy IGs, AIGs, CLOs, HR Directors, and others (including those formally assigned as their office’s Fellows Program Liaison). The session included a detailed explanation of the program which aims to provide employees with opportunities to expand their leadership competencies, broaden their organizational experiences, and foster professional networks.

The next CIFP Liaison meeting is scheduled for Tuesday, November 17, 2015, at CIGIE. During this meeting, Liaisons and Program Managers will focus on the process of selecting rotational assignments, solidifying the interaction of Home and Host OIG Supervisors, fine tuning IDPs, and finalizing MOAs between the OIGs.

We look forward to launching this pilot program and providing rewarding developmental experiences for our employees.

October 6, 2015

​Professional Development Committee Memo (PDF)