Project Management Details

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 23rd: Project Plan Due • Investigate available data • Research appropriate methods and availability • Select final format • Nov 4th: 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 Key Management Practices • Disclaimer: • Based on previous experience at HP • May be out of date • Includes: • Hiring • Firing • Pay administration • Promotion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 • Define the position: qualifications • Advertise widely • Review applicants • Check references! • Select the top candidates • Candidates and process reviewed by Office of Equal Opportunity Employment • Interview candidates • 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. • 3rd 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