1. Project Management Details Proposals and Contracts Schedules Budgets Key Practices –Hiring –Firing –Pay administration –Promotion

2. Proposals Search out “Request for Proposal” (RFP) Submit a proposal: –Title Page –Proposal Objectives Schedule Personal –Budget –Budget Justification

3. Contracts Contracts are legal documents –Negotiated Agreements Statement of Work (SOW) Contract –Deliverables –Schedule –Budget

4. Personal Relationships Keep your sponsors & contractees satisfied! Manage the relationships Applies to proposals and contracts –Contracts: work out the SOW –Proposals: talk with program officers

5. Schedules Program Evaluation and Review Technique (PERT)

6. Schedules Assign duration to each task Establish relationships between tasks –A must be done before B Find the longest path: critical path Gantt Chart showing task-times and dependencies from MS-Project (Wikipedia)

7. Your Project Sept 23 rd : Project Plan Due –Investigate available data –Research appropriate methods and availability –Select final format Nov 4 th : Data Collection Results –Start collecting data: ? –Examine project viability: ? Change question?

8. Budgets Each organization will have their own “template” Include: –People –Equipment (capitol) –Travel –Materials and Supplies –Subcontracts –Facilities –Administration

9. GIS Budget Items Purchase data –Arial flights –Satellite images Field Crews –Basically a small project in themselves Data Processing –Additional servers/computers/cloud

10. Key Management Practices Disclaimer: –Based on previous experience at HP –May be out of date Includes: –Hiring –Firing –Pay administration –Promotion

11. Hiring Process 1.Define the position: qualifications 2.Advertise widely 3.Review applicants 4.Check references! 5.Select the top candidates 6.Candidates and process reviewed by Office of Equal Opportunity Employment 7.Interview candidates 8.Select the best person for the job

12. Hiring Cannot discriminate based on: –Age: Can require over 18 or over 21 in certain cases –Ethnicity –Religion –Gender –Veteran status Disability: Have to provide: –“Appropriate Adaptation”

13. Hiring - Recommendations Don't hire yourself – you already have one of those! Some folks are really good at interviewing! Use an interview team to see the candidates from different perspectives (particularly the other folks they will be working with) Work with HR throughout the process Remember you are interviewing and selling

14. Discrimination Don’t ask any questions about protected class issues during interviews. –Can respond to questions from the candidate. –Don’t record protected class issues in interview notes Recommendation: –Hire based on the match between abilities for the job and nothing else! Can do “differential recruitment” and focus on “unrepresented groups” There are “non-visible” disabilities

15. American Disability Act (ADA) Organizations are required to provide “appropriate accommodation” Varies with each situation –A small company would be not be required to add an elevator to an existing building –A large organization would be required to modify a building

16. Disabilities (A) a physical or mental impairment that substantially limits one or more of the major life activities of an individual, (B) a record of such an impairment, or (C) being regarded as having such an impairment. 3 rd largest US minority after People of Hispanic origin and African Americans There are “non-visible” disabilities

17. Firing Oregon is an employment “at will” state –Can fire anyone, at anytime, for anything –Except if it is illegal Calfironia is not “at will” –Have to have a documented reason to fire that applied to the job Recommendation: –Have a documented reason to fire that applies to the job

18. Firing/Discipline Process Verbal Warning –Make sure there it is not a communication problem Written Warning –Really make sure it is not a communication problem –Involve HR at this point Termination –Have documentation

19. Monthly Objectives For both the manager and the employee Documents what is expected each month Focus on deliverables Includes growth opportunities

20. Pay Administration Don’t discriminate Your organization should have a standard “pay scale” Options: –Regular raises –Performance raise –Bonus –Hard to lower pay! Other forms of reward?

21. Promotion Very similar to hiring process Promote individuals who demonstate the required qualifications and the behavior you want in others –Remember: Management is a different job from individual contributors Make sure managers are good at management and get the needed training