CIGIE Interagency Fellowship Program
CIGIE Interagency Fellowship Program (CIFP)
The CIGIE Interagency Fellows Program is designed to broaden perspectives of GS‐13‐15 participants and prepare them for future challenges. The program provides each Fellow a temporary senior level 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 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 both, into and from, the host OIG for the Fellow.
Beyond the above, the Fellows program 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 their current job; and meets current/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 program in meetings its objectives. The initiative relies on maximum flexibility afforded individual OIG agencies to customize the program to advance their own strategic goals in succession planning, workforce development, and to further the individual performance objectives of their own aspiring executive leaders.
The CIGIE Interagency Fellows Program provides selected IG community employees with opportunities to expand their leadership competencies, broaden their organizational experiences, and foster professional networks. Specifically, the program aims to:
- Deliver a collaborative, cross‐OIG temporary (6‐month) senior level 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.
Program Process and Components
- With CIGIE PDC and Executive Council approval, a program announcement will be made to the IG community seeking up to 15 rotation assignment opportunities. These would be full‐time temporary positions from OIGs who seek to host one, or more, of the CIGIE Fellows. At the same time, OIGs are solicited to nominate GS13 ‐ GS15 staff who Supervisors believe would benefit from a senior level inter‐agency 6‐month assignment, complimented by Executive‐level mentorship opportunity by the home OIG.
- The target cohort start date is between April and June 2017, with the rotational assignments ending between October and December 2017.
- Home OIGs develop, negotiate, and approve the Fellow’s IDP.
- Approved candidates identify their preferred interagency assignments in order of preference but host OIGs, in consultation with the CIGIE IFP Program Manager, make the final decision on which Fellow is selected to which OIG based on the needs of the Host OIG, qualifications of the Fellow and stated preferences of the Fellow.
- Host and Home OIGs collaboratively define the goals, responsibilities, training, travel, and other factors associated with the rotation assignment.
- Host and home OIGs sign a Memorandum of Understanding (MOU) outlining assignment terms.
- Home OIG assigns an executive‐level mentor to their Fellow to support the assignment from beginning to end of assignment; to include a smooth transition of Fellow back to home OIG.
- Once an assignment is negotiated and finalized, the Fellow, OIG home and host supervisors, program liaisons, and CIGIE IFP program staff, participate in an orientation seminar designed to improve the rotation assignment outcomes and manage expectations prior to the actual start of the assignment.
- CIGIE Training Institute facilitates a number of developmental activities for the cohort of Fellows to participate in as a group during the program.
- There will be a least two meetings between the CIGIE program staff and OIG Program Liaisons to address emerging issues, share best practices and contribute to 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
COUNCIL OF THE INSPECTORS GENERAL ON INTEGRITY AND EFFICIENCY
- Facilitates an interagency fellows 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 day‐to‐day operations of the program.
PARTICIPANT (“CIGIE Fellow”)
- Complete a Statement of Interest Form.
- Ensure work transition and continuity in home office.
- Sign a Memorandum of Understanding.
- Work with home agency supervisor to add fellowship goals to annual performance plan.
- Help create an IDP with home supervisor to identify the leadership competencies the Fellow 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 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 fellowship period; including transition back to home OIG.
- Establish relationships and expand professional networks within the host organization and with others in the cohort/IG community.
- Document experience for professional use and application upon returning to home OIG.
HOME AND HOST OIG AGENCY
- Appoints an agency POC (Program Liaison) to coordinate the program within their OIG.
- Internally requests, screens, and competitively nominates candidates to the Fellows program.
- Develops and promulgate appropriate Fellowship assignment opportunities.
- Reviews and signs the Memorandum of Understanding governing the fellowship upon matching a Fellow nominee to an assignment.
HOME OIG EXECUTIVE LEVEL MENTOR
- 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.
HOME OIG SUPERVISOR
- Assist in developing the Fellow’s IDP.
- Coordinate assignment of an SES/equivalent to your Fellow. In consultation with 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 host supervisor on performance inputs.
- Support the Fellows’ formal transition back to their home OIG.
HOST OIG SUPERVISOR
- Provide a work space, computer, phone, and building access and arranges 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 Fellow’s progress throughout the entire term of the fellowship and provides frequent feedback/coaching to Fellow.
- At the midpoint of the fellowship, communicate with 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.
HOME AND HOST OIG AGENCY PROGRAM LIAISON
- Serves as primary POC for your OIG for participating OIGs, and CIGIE program staff.
- Coordinates administrative requirements for incoming and outgoing Fellows.
- Serves as their agency representative on a Fellows Program Liaison Workgroup.
Q. What is the purpose of the CIGIE Interagency Fellows Program?
The CIGIE Interagency Fellows Program 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 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. Cohort size is limited to no more than 15 Fellows for the 2017 class.
Q. Will Fellows be promoted because of or at the completion of their fellowship?
Participation in the CIGIE Interagency Fellows Program is for developmental and training purposes and does not obligate management to promote the Fellow upon return to the home office.
INFORMATION ABOUT FELLOWSHIPS
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 his/her 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, executive mentor/sponsor, and program staff?
- 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. They should discuss the Fellow’s work products and deliverables, as well as provide performance feedback and guidance. They will also provide performance input to the home supervisor upon completion of the fellowship.
- The executive level mentor 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 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 Program Manager will coordinate meaningful cohort learning and networking opportunities.
Q. Who will conduct the performance review?
The home OIG supervisor of record will conduct performance reviews. The Fellow should work with the host OIG 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 two Supervisors (home and host) 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, using the inputs as he/she deem 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 OIG 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.
Agency and Office: DOJ, Performance Management
Agency and Office: Peace Corp, CIGIELegislative Committee
Agency and Office: SEC, Deputy IG for Audits, Evaluations, and Special Projects
Develop a quality assurance program to ensure that SEC's work adheres to established OIG policies and procedures, professional standards, and enterprise risk management and internal control standards.
Agency and Office: USDA, Office of Management
Specific projects may include developing a vehicle to manage large scale projects impacting multiple business operations, helping to deploy a new performance management system, helping prepare the FY19 budget, co-leading an organization-wide initiative for Supervisory Development, and assisting in the development and delivery of the Semiannual Report to Congress.
Agency and Office: GSA, Internal Communications
Agency and Office: GSA, Office of Audits
Agency and Office: SSA, Office of Investigations’ Electronic Intelligence Center
This will involve equipment acquisition, requirements gathering, equipment rollout planning and implementation, training planning and implementation, and usability assessment.
Agency and Office: SSA, Records Management/Budget and Logistics
Agency and Office: SSA, Office of the Counsel to the Inspector General (OCIG)
This opportunity is not restricted to attorneys. We would welcome any Fellow that expresses an interest.
Agency and Office: USAID, Learning and Development
Agency and Office: USAID, Immediate Office/Quality Assurance and Review (QAR) Division
Agency and Office: DoD, Special Plans and Operations
CIFP Liaison Resources
- Program Description
- Interagency Fellowship Program Memorandum of Understanding Template (Word)
- 2017 CIGIE Fellowship Position Description (fillable)
- 2017 CIFP Application
Matching a nominee with an interagency fellowship assignment involves several steps requiring coordination between the home and host OIGs, and Interagency Fellows Program (IFP) Office.
Upon being nominated, employees will rank, in order of preference the top 5 available assignments they qualify for. Some assignments may have special qualification requirements such as security clearances, medical requirements, etc. An OIG employee’s nomination to the Fellowship program by their home OIG does not guarantee placement in any particular interagency assignment. Adapting to change and mobility within and between agencies are desirable senior executive attributes. OIG employees accepting a nomination into the IFP are expected to accept an interagency assignment offered by a hosting OIG.
Hosting OIGs will review all Fellowship nominee packets, conduct interviews as necessary and tender placement offers through the IFP office to the nominee’s Home OIG. Hosting OIGs will have final discretion on accepting or rejecting any particular nominee. The IFP office will, through due diligence, attempt to facilitate the placement of all nominees into an interagency assignment taking into consideration, to the extent practical, the nominees stated preferences.
Home OIG Program Liaison:
- Direct each nominee to view current fellowship opportunities at the IFP’s “Fellow Opportunities” webpage (to be provided later) and rank in order of preference their top 5.
- Submit each nominee’s statement of interest, resume, and other supporting documentation (if required) to the IFP Office.
- Coordinate with the Host OIG Program Liaisons throughout the entire matching process to set up interviews when requested by the Hosting OIG.
- Coordinate with Host OIG Program Liaison to finalize MOUs for finalized accepted offers.
Host OIG Program Liaison:
- Receive each qualified nominee’s statements of interest, resume, and supporting documentation from the IFP Office.
- Review, rank, and submit a certificate of selectees to the IFP Office for each interagency assignment.
- Coordinate with each nominee’s Home OIG Program Liaison to set up interviews when required.
- Notify the IFP Office of scheduled interviews and meeting dates.
- Coordinate with Host OIG Program Liaison to finalize MOUs for finalized accepted offers
If you need further assistance matching a nominee to a fellowship, please contact the CIFP Program Management.
CIGIE L&MS Academy, CIGIE Training Institute
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March 3, 2017