Operation Plan Template Page 32
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43[Month Day, Year]
[Organization Name] Manual ####.#
5.8.3 A
S
LL
TAFF
It is important that [Organization Name] keep all organization staff, especially individuals not
identified as DERG personnel, informed during a continuity event. [Organization Name] has
established procedures for contacting and accounting for employees in the event of an
emergency, including operating status.
• [Organization Name] employees are expected to remain in contact with [insert
office/title, such as supervisors] during any closure situation.
o [Insert procedures to communicate how, and the extent to which, employees
are expected to remain in contact with the agency during any closure
situation]
• [Organization Name] ensures staff is aware of and familiar with human capital guidance
in order to continue essential functions during an emergency. [Organization Name]
uses the following methods to increase awareness:
o [Insert methods here, such as utilizing an intranet website or employee
orientation briefing].
[Organization Name] has developed agency-specific guidance and direction for personnel on
human-capital issues. This guidance is integrated with human capital procedures for its facility,
geographic region, and the Office of Personnel Management (OPM). This guidance is
maintained by [insert office/title] and is found at [insert location]. [Organization Name] has
issued continuity and devolution guidance for human capital on the following issues:
• Additional Staffing: [Insert guidance here or location of guidance]
• Work Schedules and Leave: [Insert guidance here or location of guidance]
• Employee Assistance Program: [Insert guidance here or location of guidance]
• Special Needs Employees: [Insert guidance here or location of guidance]
• Telework: [Insert guidance here or location of guidance]
• Benefits: [Insert guidance here or location of guidance]
• Premium and Annual Pay Limitations: [Insert guidance here or location of guidance]
• [Insert additional topics here]
Further, [insert office/title] communicates human capital guidance for emergencies (pay, leave,
staffing, work scheduling, benefits, telework, hiring authorities and other human resources
flexibilities) to managers in an effort to help continue essential functions during an emergency.
The process for communicating this information is as follows: [Insert communication methods
and processes here].
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