Operation Plan Template Page 31
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43[Month Day, Year]
[Organization Name] Manual ####.#
5.8.1 DERG P
ERSONNEL
People are critical to the operations of any organization. Choosing the right people for an
organization’s staff is vitally important, and this is especially true in a crisis situation. Leaders
are needed to set priorities and keep focus. During a devolution of operations event, emergency
employees and other special categories of employees will be activated by [Organization Name]
to perform assigned devolution duties. One of these categories is the DERG members.
In respect to these DERG personnel, [Organization Name] has:
• Identified and designated those positions and personnel they judge to be critical to
organization operations in a devolution scenario as DERG members. A roster of these
positions is maintained by [insert office/title] and is found in Appendix D. These
personnel possess the skill sets necessary to perform essential functions and supporting
tasks during a devolution of operations.
• Officially informed all DERG personnel of their roles or designations by providing
documentation in the form of [insert type of documentation here] to ensure that DERG
personnel know and accept their roles and responsibilities. Copies of this documentation
are maintained by [insert office/title] and are found at [insert location]
• Ensured DERG personnel participate in their organization’s continuity TT&E program,
as reflected in training records. Training records are maintained by [insert office/title]
and are found at [insert location]
• Provided guidance to DERG personnel on individual preparedness measures they should
take to ensure response to a devolution event using [insert methods of providing
guidance here]. Copies of this guidance are maintained by [insert office/title] and are
found at [insert location]
The [Organization Name] continuity program, plans, and procedures incorporate existing
organization-specific guidance and direction for human capital management, including guidance
on pay, leave, work scheduling, benefits, telework, hiring, etc., authorities and flexibilities. The
[insert office] has the responsibility for [Organization Name] human capital issues. A copy of
these policies and guidance is found [insert location].
The [Organization Name] Continuity Coordinator, Continuity Manager, and Devolution
Director work closely with the [insert appropriate human capital office/title here] to resolve
human capital issues related to a continuity event. [Insert office/title] serves as the
[Organization Name] human capital liaison to work with the Continuity Coordinator or
Continuity Manager when developing or updating the agency’s emergency plans.
5.8.2 P
O
F
P
RIMARY
PERATING
ACILITY
ERSONNEL
During a devolution of operations scenario, personnel who work at the primary operating
facility, including previously identified continuity personnel, are unable to perform
[Organization Name] essential functions from the normal continuity facility. Depending on the
situation that activates the devolution of operations plan, staff at the primary operating facility
will need human capital guidance, particularly on issues of health and life insurance and leave
and work schedules.
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