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120359670
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Administrative: Agency Representatives
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120359670
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title
Administrative: Agency Representatives
citationUrl
collections
Records of the Council on Environmental Quality (Clinton Administration)
Kathleen McGinty's Files
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120359670
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42-t-7432005-20120769F-Seg1-051-001-2017
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FOIA Number: 2012-0769-F
FOIA
MARKER
This is not a textual record. This is used as an
administrative marker by the William J. Clinton
Presidential Library Staff.
Collection/Record Group:
Clinton Presidential Records
Subgroup/Office of Origin:
Council on Environmental Quality
Series/Staff Member:
Kathleen (Katie) McGinty
Subseries: [correspondence]
OA/ID Number:
2257
FolderID:
Folder Title:
Administrative: Agency Representatives
Stack:
Row:
Section:
Shelf:
Position:
S
61
5
3
2
See
Types of Personnel
P82
for agency
1. Executive Office of the President Payroll Employees
Reps
Regular full time or hourly staff paid from EOP payroll accounts.
2. Reimbursable Detailees
Staff temporarily assigned to performed an EOP function, a job different from their normal
duties at their home agencies, who will return to their normal duties at the end of the detail.
Because they are performing an EOP function, the EOP reimburses their agencies.
Example: The Chair of the CEA asks the Secretary of Treasury to send an urban economics expert
to assist with a CEA project.
3. Non-Reimbursable Detailees
Staff temporarily assigned to do a function of their own agencies (e.g. a Dept. of Justice staffer doing
DOJ work), but a job different from their normal duties at their homes agencies, who will
return to their normal duties at the end of their details. Because they are performing the work
of their home agencies, and not EOP functions, they are not reimbursable.
people was count
Example: The Secretary of State decides to send a Central Europe expert to the NSC to work on a
Central Europe policy project.
4. Assignees
having R duty -station at the WH
Assignees are staff assigned to performed the normal duties of their own permanent jobs in their own
agencies but who are performing these jobs, permanently or temporarily, in the EOP because
the location is appropriate.
Example: Because Barbara Bush focused on literacy, a Dept. of Education staffer who would have
been coordinating literacy efforts at the DOE, came and worked that same job here.
5. Presidential Management Interns
The Office of Personnel Management (OPM) manages this program in which Public Policy school
graduates are given rotating positions in different federal agencies.
6. White House Fellows
There are very few of these. They are non-federal government employees who are given temporary
placements throughout the federal government through the President's Commission on White
House Fellows.
7. Historically Provided Services
These staff performs jobs which have historically been provided by their agencies for the EOP.
Example: National Park Service employees maintaining the grounds; Military Office staff; Post Office
staff, etc.
8. Student Interns
9. Senate Employees
people w count
On the VP's staff.
10. Other Professional Government Programs
short rotations
Executive Potential Program or Women's Executive Program - - these OPM Programs rotate career
staff for 60 days into different agencies to enhance their career & experience; the program
participants solicit their own rotations.
11. IPAs
Intergovernmental Personnel Act personnel - through arrangements with state or local governments or
governmental orgs. or universities or OPM-approved non-profits (tend to be research/public
advisory types of groups), EOP agencies can accept professors & employees of state or local
governments or non-profits for periods of up to two years - either for free or in return for a
lump sum payment from the EOP. NGO,
Both Nolan
NON- PROF IT
Jennifer oc} have hists forgs
12. Agency Representatives
These are staff who as part of their regular duties of their permanent jobs, are assigned to represent
their agency as a member of a Task Force, Board, Council or Committee.
Example: Staff of the Health Care working groups.
13. Volunteers
Paid (by another organization) or unpaid.
1
pg2 -
Types of Personnel
for Ageny
ReB
1. Executive Office of the President Payroll Employees
Regular full time or hourly staff paid from EOP payroll accounts.
2. Reimbursable Detailees
Staff temporarily assigned to performed an EOP function, a job different from their normal
duties at their home agencies, who will return to their normal duties at the end of the detail.
Because they are performing an EOP function, the EOP reimburses their agencies.
Example: The Chair of the CEA asks the Secretary of Treasury to send an urban economics expert
to assist with a CEA project.
3. Non-Reimbursable Detailees
Staff temporarily assigned to do a function of their own agencies (e.g. a Dept. of Justice staffer doing
DOJ work), but a job different from their normal duties at their homes agencies, who will
return to their normal duties at the end of their details. Because they are performing the work
of their home agencies, and not EOP functions, they are not reimbursable.
people was count
Example: The Secretary of State decides to send a Central Europe expert to the NSC to work on a
Central Europe policy project.
4. Assignees
Assignees are staff assigned to performed the normal duties of their own permanent jobs in their own
having R duty -station at the WH
agencies but who are performing these jobs, permanently or temporarily, in the EOP because
the location is appropriate.
Example: Because Barbara Bush focused on literacy, a Dept. of Education staffer who would have
been coordinating literacy efforts at the DOE, came and worked that same job here.
5. Presidential Management Interns
The Office of Personnel Management (OPM) manages this program in which Public Policy school
graduates are given rotating positions in different federal agencies.
6. White House Fellows
There are very few of these. They are non-federal government employees who are given temporary
placements throughout the federal government through the President's Commission on White
House Fellows.
7. Historically Provided Services
These staff performs jobs which have historically been provided by their agencies for the EOP.
Example: National Park Service employees maintaining the grounds; Military Office staff; Post Office
staff, etc.
8. Student Interns
9. Senate Employees
people w count
On the VP's staff.
10. Other Professional Government Programs
short rotations
Executive Potential Program or Women's Executive Program - - these OPM Programs rotate career
staff for 60 days into different agencies to enhance their career & experience; the program
participants solicit their own rotations.
11. IPAs
Intergovernmental Personnel Act personnel - through arrangements with state or local governments or
governmental orgs. or universities or OPM-approved non-profits (tend to be research/public
advisory types of groups), EOP agencies can accept professors & employees of state or local
governments or non-profits for periods of up to two years - either for free or in return for a
lump sum payment from the EOP.
NGOs
Both Nolan
NON- PROF IT
Jennifer oc} have hots forgs
12. Agency Representatives
These are staff who as part of their regular duties of their permanent jobs, are assigned to represent
their agency as a member of a Task Force, Board, Council or Committee.
Example: Staff of the Health Care working groups.
13. Volunteers
Paid (by another organization) or unpaid.
October 25, 1993
Kurt Zwalley
Office on Environmental Policy
Old Executive Bldg., Rm 360
Washington DC 20501
Dear Mr. Zwalley:
Thank you for taking the time to read this letter and the
enclosed information. I am writing to you to discuss the
possibility of me doing an assignment in your office. I am in
the Women's Executive Leadership (WEL) FY93 program sponsored by
the Office of Personnel Management (OPM). The WEL program
requires their participants to do at least two developmental
assignments outside their present organization. I am writing to
you to express my interest in doing an assignment in your office.
I have enclosed my resume and a one page information sheet
about the WEL program objectives. I have a great desire to learn
more about your organization and how the new administration is
managing environmental issues. I am a strong supporter of
environmental stewardship and feel that I could contribute a
great deal to your office.
My first developmental assignment is with HQ DA, Army
Environmental Office, September-December 1993. This assignment
is allowing me to learn about Federal Environmental Policy,
Regulation, and Army Environmental Guidance. If you are
interested in me doing an assignment with your office I would
propose a sixty or ninety day assignment starting February 14,
1994. However, I am flexible and am willing to negotiate
assignment dates that would accommodate both our schedules. All
developmental assignments that I do are paid for by my agency.
I would welcome the opportunity to meet with you personally
to discuss this further. I look forward to talking with you
again to schedule a personal interview at your convenience. I
will call you in the next couple of weeks to see if we might
schedule a meeting at that time. If you need to reach me before
then, I can be reached at 703-696-8078.
]
Possible
Agent
Robia Sincere regards,
D.
Mills
Robin D. Mills
ROBIN D. MILLS
15453 Windsong Lane, Montclair, VA 22026
Telephone: (703) 680-4743
SUMMARY OF QUALIFICATIONS
More than 5 years experience as a project engineer. Responsible for research
and development for the acquisition and fielding of fuel and water logistics
equipment for the federal government. Experienced in DOD acquisition process,
contract management and Federal and Army Regulations. Proven successful project
manager. Responsible, self-motivated, and very experienced in written and oral
communications.
PROFESSIONAL EXPERIENCE
Project Engineer, U.S. Army Belvoir Research, Development & Engineering Center, Fort
Belvoir, VA 22060-5606
July 1988-Present
Managed projects involving the design and development of military
tactical petroleum distribution equipment
Designed, developed and marketed a system to improve the logistics
planning process for the construction of military pipeline systems
Familiar with Geographical Information Systems (GIS) technology and
Defense Mapping Agency (DMA) digital map products
Tested and provided support for 600 GPM Reverse Osmosis Water
Purification Unit Cleaning Study
Tested the Army's petroleum laboratory fume hoods for safety and
environmental compliance, resulting in the redesign of several laboratories
Prepared Statements of Work (SOW), cost estimates, trade-off analysis,
contract packages, and Operations Research Studies
Designed computer surveillance analysis for pipeline systems,
quantitative and qualitative analysis for best technical approach,
and performed several market surveys
Served as Contracting Officer's Technical Representative (COTR) on
several Army contracts
Confident, successful public speaker. Responsible for marketing and
briefing several major projects to upper management, military officials,
public officials and others for continued support and future funding
Project Engineer, Michael Baker Engineers, Alexandria VA.
Jan 1988-July 1988
Analyzed technical data packages for various counties and cities who
requested changes in their flood delineations, spill-ways, levees,
and flood status
Learned the HEC-1 and HEC-2 hydrology and hydraulic software packages
Prepared technical letters of response to city and county officials about
their proposed flood changes
EDUCATION
George Washington University, Washington, D.C.
1989-1991 Masters in Engineering Management (EMgt) -Marketing of Technology
Final Paper: "A Study for the Storage/Disposal of Spent Nuclear Fuel"
U.S. Army Belvoir Research, Development and Engineering Center
1988-1993 Completed over 200 hours of Technical and Government Training
Old Dominion University, Norfolk, VA.
1983-1987 Bachelor of Science in Civil Engineering (BSCE) -Water Resources/Environmental
PERSONAL BACKGROUND
Member, National Society of Civil Engineers
Certified Instructor, Aerobics & Step Aerobics
Recipient, Commanders Award for Exceptional Performance
Member, Belvoir Health and Fitness Committee
References Available Upon Request
WOMEN'S EXECUTIVE LEADERSHIP PROGRAM OBJECTIVES
The objectives of the Women's Executive Leadership Program are --
--
To encourage Federal departments and agencies to prepare talented employees
for managerial positions at an earlier stage of their careers.
To provide training and developmental experiences needed by supervisors,
managers, and executives for successful job performance.
--
To provide participants an opportunity to assess their potential and interest
in careers as future supervisors, managers, and executives, and to provide the
kinds of job-relevant knowledges, skills, and abilities that will enhance their
success.
--
To provide participants with a broad overview of careers in which their specialty
exists or where they would like to receive experience.
To provide participants with an opportunity to observe supervisors, managers, and
executives as role models in the work setting.