Federal Register / Vol. 66, No. 40 / Wednesday, February 28, 2001 / Notices 12811

the Commission. In addition, the

hearing will include an in camera

session for a confidential presentation

by Respondents and for questions from

the Commission relating to the BPI,

followed by an in camera rebuttal

presentation by petitioners. For any in

camera session the room will be cleared

of all persons except those who have

been granted access to BPI under a

Commission administrative protective

order (APO) and are included on the

Commission’s APO service list in this

investigation. See 19 CFR 201.35(b)(1),

(2). The time for the parties’

presentations and rebuttals in the in

camera session will be taken from their

respective overall allotments for the

hearing. All persons planning to attend

the in camera portions of the hearing

should be prepared to present proper

identification.

Authority: The General Counsel has

certified, pursuant to Commission Rule

201.39 (19 CFR § 201.39) that, in her opinion,

a portion of the Commission’s hearing in

Steel Wire Rope from China, India, and

Malaysia, Inv. Nos. 731–TA–868–870 (Final),

may be closed to the public to prevent the

disclosure of BPI.

Issued: February 20, 2001.

By order of the Commission.

Donna R. Koehnke,

Secretary.

[FR Doc. 01–4836 Filed 2–27–01; 8:45 am]

BILLING CODE 7020–02–P

DEPARTMENT OF JUSTICE

National Institute of Corrections

Solicitation for a Cooperative

Agreement—Documentation of the

Impact of NIC Executive Leadership

Training for Women

AGENCY: National Institute of

Corrections, DOJ.

ACTION: Solicitation for a cooperative

agreement.

SUMMARY: The National Institute of

Corrections (NIC) invites applications

for a cooperative agreement to assess

and document the impact of the NIC

Executive Leadership Training for

Women. In order to assess its

effectiveness and impact, the award

recipient will develop an assessment

methodology which employs primarily

qualitative data, including self-reported

outcomes; and secondarily, findings

from quantitative analysis of participant

assessment instruments. An overview of

available data is highlighted later in this

announcement.

The award recipient will become

familiar with the work currently being

done at NIC that provides for an

understanding of the history and future

development goals of the NIC Executive

Leadership Training Program for

Women. Through an NIC briefing and

review of written materials the recipient

will have access to the original design

methodology and all aspects of

curriculum development and delivery.

This project will be a collaborative

venture with the NIC Prisons Division.

The results of the project will give

guidance to future refinement as NIC

seeks to continue to offer the most

current and effective offerings for

leadership development. A total of

$50,000 is reserved for the project

which will support one cooperative

agreement not to exceed 10 months in

duration. The recipient of the award

will be selected through this

competitive solicitation process. Andie

Moss, Correctional Program Specialist is

the designated NIC project manager.

Background: History

In the early 1990’s the Prisons

Division of the National Institute of

Corrections made a commitment to a

leadership development curriculum that

would enhance the ability of women for

executive level positions in Corrections.

Although some women were in midlevel management and executive

positions, the gains realized during the

previous 20 years seemed to be slowing.

Noting the under-representation of

women in executive positions NIC

awarded a Cooperative Agreement to

develop a curriculum to address this

concern. The development of the

program was divided into two phases:

needs assessment and curriculum

design; and a pilot presentation. The

program was originally designed for

senior level women working in state

departments of corrections. It quickly

expanded to include professional

women from jails and community

corrections. Since the development of

the core program, additional ‘‘phases’’

or training events have been added to

further enhance the long-term

development of the graduate and her

contribution to her agency.

Background: Curriculum Design

The curriculum design of NIC

Executive Leadership for Women was

developed as a competency model based

on research done with correctional

visionaries and women in senior

positions in correctional leadership. The

administration of several assessment

instruments created findings that

formed the development of the

competencies. Through one such

instrument, Strategic Directions

Questionnaire, correctional leaders

identified ten competencies as essential

to a commissioner’s future leadership

effectiveness. From this, a Correctional

Leadership Competency Model was

developed. In this original research for

the program 48 directors of corrections

participated.

In addition, twenty women in

correctional leadership positions

(directors, deputy directors and regional

directors of corrections) completed the

Leadership 360TM questionnaire, a

competency assessment instrument,

which was used in conjunction with the

Correctional Leadership Competency

Model to identify the area in which

women most needed leadership

development.

The three largest gap areas—strategic,

communication and consensual skills

were given particular emphasis in the

design of the training. All ten

competencies were used in the

development of the curriculum.

Participants attending the program

receive Leadership 360TM feedback,

which includes a profile of the

individual gap scores against the

Correctional Leadership Competency

Model.

A brief description of the phases

offers an overview of the goals

throughout the process. Classes are

small, ranging from 20–22 participants.

Participants return a year after the first

five day program for the Phase II

program, a three day event.

Phase I: Executive Leadership

This five-day program focuses on

leadership development. A number of

assessments, including the Leadership

360TM feedback, are combined with

experiential activities and simulations

to help participants gain understanding

of their own behavior and leadership

effectiveness. The program is highly

individualized.

Phase II: Strategic Leadership

At the recommendation of Phase I

participants, NIC funded a three-day

follow-up training. Phase II emphasizes

strategic thinking, the leader’s role in

challenging and encouraging change

within the organization, and the use of

persuasion and consensual skills for

managing change. Phase I and II

program participants overlap, thereby

creating opportunities for the two

classes to network and further build

leadership capacity on a national level.

Phase III: Organizational Leadership

With Phase III, NIC extended its

leadership program to directors of

corrections. Partnerships between Phase

I and II participants and their directors

are the cornerstone in building

12812 Federal Register / Vol. 66, No. 40 / Wednesday, February 28, 2001 / Notices

organizational competency. Phase III is

focused on the dynamics of the

organization, especially the use of

innovative problem-solving, and the

role of the executive team in creating

effective vehicles for systemic change.

Scope of the Project

The work of this project will result in:

A. A summary of the impact of the

program for a representation of

graduates based on the original goals of

the program and the competencies that

defined the learning objectives.

B. Within the written summary, a

section that identifies those aspects of

the program which had the most impact

on the participants and aspects of the

program that need further development

or improvement.

C. A recommendation for a training

evaluation design for prospective use

which will be developed in consultation

with NIC and the future program

provider.

Project Activities

The National Institute of Corrections

is interested in ideas that the applicant

may present that will maximize the use

of information available through

graduate interviews, interviews with

key staff working with the graduate,

surveys and a review of the program

design. The availability of seven years of

data from assessment instrumentation

allows for a quantitative review of

overall trends from participant classes

in identifying gap areas and subsequent

goal setting based on program goals.

This body of information may offer

insight into the success of the program

based on the original research that

identified the competency based

curriculum.

A. To support the outcome of the

documentation of the program’s impact,

some of the following possible activities

are highlighted to provide guidance to

the applicant:

• Conduct interviews with a

representation of graduates of the

program using the goals of the program

as guidance for the development of the

interview. At least some portion of these

are recommended as face to face

interviews. Interviews should also be

guided by the questions below listed

under required activity.

• Develop a survey to send to all

graduates with questions directed at the

short and long term impact from

participating in the training program.

• Consider both of the above

activities for key stakeholders working

with the women graduates, i.e. chief

executive officer.

• Document the key ‘‘learnings’’ or

observations and trends of women who

participated.

B. To support the desired outcome of

enhancing curriculum development for

future offerings of the program some

suggested activities may be:

• Review existing curriculum guides,

and participants notebooks for potential

update of original research.

• Document recommendations from

interviews that address program

delivery or program design.

• Document recommendations from

survey.

• Provide NIC with recommended

materials that may inform the Institute

on women’s leadership development.

• Review available data from class

profiles of instrumentation to identify

trends in gap areas based on the

Correctional Leadership Competency

Model.

C. To support the desired outcome of

recommending a training evaluation for

future programs suggested activities

may include:

• A review of effective training

evaluation models resulting in a written

recommendation.

• Joint discussions with the NIC

program manager and the awardee of

the NIC Executive Leadership Training

for Women cooperative agreement

resulting in a written recommendation.

Specific Requirements

• Attending an initial meeting with

NIC for overview of program’s history

and development.

• Collaborating with NIC and the

awardee of the cooperative agreement

entitled Executive Leadership Training

for Women, announced within the next

two months in the Federal Register.

This collaboration will be for the

purpose of sharing information for

future program development.

• Designing a project model that

would include but would not be limited

to collecting information with the

following guiding questions:

Does the design of a program just for

women matter? Why or why not?

Is the current program design meeting

the needs of women in leadership?

What aspects of the program were

most helpful to you? Least helpful?

Do you feel your participation in this

program increased, decreased or

neutrally impacted your leadership

effectiveness. Why?

Do you have specific

recommendations for improvement of

the design of the program?

Authority: Public Law 93–415.

Funds Available

The award will be limited to $50,000

(direct and indirect costs) and project

activity must be completed within ten

months of the date of award. This

project will be a collaborative venture

with the NIC Prisons Division.

Application Requirements

The successful applicant will propose

a project approach that will ensure

accomplishment of each of the stated

desired outcomes under the section

Scope of Project within this

announcement. The applicant will

assure that the project team offers

technical expertise in the areas of

program evaluation and leadership

education specific to the development

of women in leadership. The project

staff identified must indicate a

willingness to the commitment of time

necessary to complete the project plan.

The success of the work under this

project is critical to the further

development of NIC’s leadership series

for executive women. This

announcement is running concurrently

with the NIC cooperative agreement

entitled Executive Leadership Training

for Women. Successful applicants for

each of these related projects must be

willing to work in collaboration to

provide for coordinated information

sharing in the curriculum refinement

goals of NIC. The NIC Program Manager

will be responsible for assuring

adequate opportunities for coordination.

Deadline for Receipt of Applications

Applications must be received by 4:00

pm on Friday, 3/23/01. They should be

addressed to: Director, National Institute

of Corrections, 320 First Street, NW.,

Room 5007, Washington, DC 20534.

Hand delivered applications should be

brought to 500 First Street, NW.,

Washington, DC 20534. The front desk

will call Bobbi Tinsley at (202) 307–

3106, extension 0 for pickup.

Addresses and Further Information

A copy of this announcement,

application and forms may also be

obtained through the NIC web site:

http://www.nicic.org (click on

‘‘Cooperative Agreements’’). If a written

copy is needed contact Judy Evens,

Cooperative Agreement Control Office

(1–800–995–6423 x 44222 or (202) 307–

3106 ext. 44222, email at

jevens@bop.gov.) All technical and/or

programmatic questions concerning this

announcement should be directed to

Andie Moss, Project Manager, at 320

First Street, NW, Room 5007,

Washington, DC 20534 or by calling

800–995–6423, ext. 30485, 202–307–

3106, ext. 30485, or e-mail:

amoss@bop.gov.

Review Considerations: Applications

received under this announcement will

Federal Register / Vol. 66, No. 40 / Wednesday, February 28, 2001 / Notices 12813

be subject to an NIC three to five

member Peer Review Process.

Number of Awards: One (1).

NIC Application Number: 01P05 This

number should appear as a reference

line in your cover letter and also in box

11 of Standard Form 424.

Executive Order 12372: This program

is subject to the provisions of Executive

Order 12372. Executive Order 12372

allows States the option of setting up a

system for reviewing applications from

within their States for assistance under

certain Federal programs. Applicants

(other than Federally-recognized Indian

tribal governments) should contact their

State Single Point of Contact (SPOC), a

list of which is included in the

application kit, along with further

instructions on proposed projects

serving more than one State.

Catalog of Federal Domestic Assistance

Number: 16.603.

Dated: February 8, 2001.

Morris L. Thigpen,

Director, National Institute of Corrections.

[FR Doc. 01–4822 Filed 2–27–01; 8:45 am]

BILLING CODE 4410–36–M

DEPARTMENT OF LABOR

Occupational Safety and Health

Administration

[Docket No. ICR–1218–0236(2001)]

Procedures for the Handling of

Discrimination Complaints Under

Federal Employee-Protection Statutes;

Extension of the Office of Management

of Budget’s Approval of InformationCollection (Paperwork) Requirements

AGENCY: Occupational Safety and Health

Administration (OSHA), Labor.

ACTION: Notice of an opportunity for

public comment.

SUMMARY: OSHA solicits public

comment concerning its request to the

Office of Management and Budget

(OMB) for an extension of the

information-collection requirements

contained in section 24.3 (‘‘Complaint’’)

of 29 CFR part 24 (‘‘Procedures for the

Handling of Discrimination Complaints

under Federal Employee Protection

Statutes’’). Section 24.3 specifies the

procedures employees must use to file

a complaint with OSHA alleging that

their employer violated a Federal statute

that prohibits retaliation against

employees who report unsafe or

unlawful practices used by the

employer that may damage the

environment.

DATES: Submit written comments on or

before April 30, 2001.

ADDRESSES: Submit written comments

to the Docket Office, Docket No. ICR

1218–0236(2001), OSHA, U.S.

Department of Labor, Room N–2625,

200 Constitution Avenue, NW.,

Washington, DC 20210; telephone: (202)

693–2350. Commenters may transmit

written comments of 10 pages or less by

facsimile to: (202) 693–1648.

FOR FURTHER INFORMATION CONTACT:

Renee Carter, Office of General Industry

Compliance Assistance, Directorate of

Compliance Programs, U.S. Department

of Labor, 200 Constitution Avenue,

NW., Washington, DC, 20210;

telephone: (202) 693–1850; e-mail:

Renee.carter@osha.gov; or facsimile:

(847) 297–4874. A copy of the Agency’s

Information-Collection Request (ICR)

supporting the need for the information

collections specified in the Federal

employee-protection statutes addressed

in this notice is available for inspection

and copying in the Docket Office, or by

requesting a copy from Todd Owen at

(202) 693–2444. For electronic copies of

this ICR, contact OSHA on the Internet

at http://www.osha.gov/.

SUPPLEMENTARY INFORMATION:

I. Background

The Department of Labor, as part of its

continuing effort to reduce paperwork

and respondent (e.g., employer) burden,

conducts a preclearance consultation

program to provide the public with an

opportunity to comment on proposed

and continuing information-collection

requirements in accordance with the

Paperwork Reduction Act of 1995 (44

U.S.C. 3506(c)(2)(A)). This program

ensures that information is in the

desired format, reporting burden (time

and costs) is minimal, collection

instruments are clearly understood, and

OSHA’s estimate of the information

burden is correct.

The Agency is responsible for

investigating alleged violations of

‘‘whistle blower’’ provisions contained

in a number of Federal statutes. These

provisions prohibit retaliation by

employers against employees who

report unsafe or unlawful practices used

by the employers that may damage the

environment. Accordingly, these

provisions prohibit an employer from

discharging or taking any other

retaliatory action against an employee

with respect to compensation, or the

terms, conditions, or privileges of

employment because the employee

engages in any of the protected activities

specified by the ‘‘whistle blower’’

provisions of the Federal statutes. These

provisions include the: Safe Water

Drinking Act, 42 U.S.C. 300j–9(i); Water

Pollution Control Act, 33 U.S.C. 1367;

Toxic Substances Control Act, 15 U.S.C.

2622; Solid Waste Disposal Act, 42

U.S.C. 6971; Clean Air Act, 42 U.S.C.

7622; Energy Reorganization Act of

1974, 42 U.S.C. 5851; and

Comprehensive Environmental

Response, Compensation and Liability

Act of 1980, 42 U.S.C. 9610.

Under 29 CFR part 24 (‘‘Procedures

for the Handling of Discrimination

Complaints under Federal Employee

Protection Statutes’’), section 24.3

(‘‘Complaint’’) specifies the procedures

that an employee must use to file a

complaint with OSHA alleging that their

employer violated a ‘‘whistle blower’’

provision for which the Agency has

investigative responsibility. Any

employee who believes that such a

violation occurred may file a complaint,

or have the complaint filed on their

behalf. While OSHA specifies no

particular form for filing a complaint,

paragraph (c) of 29 CFR 24.3 (‘‘Form of

complaint’’) requires that ‘‘a complaint

must be in writing and should include

a full statement of the acts and

omissions, with pertinent dates, which

are believed to constitute the violation.’’

II. Special Issues for Comment

The Agency has a particular interest

in comments on the following issues:

• Whether the proposed informationcollection requirements are necessary

for the proper performance of the

Agency’s functions, including whether

the information is useful;

• The accuracy of the Agency’s

estimate of the burden (time and costs)

of the information-collection

requirements, including the validity of

the methodology and assumptions used;

• The quality, utility, and clarity of

the information collected; and

• Ways to minimize the burden on

employers who must comply; for

example, by using automated or other

technological information-collection

and -transmission techniques.

III. Proposed Actions

OSHA proposes to extend OMB’s

approval of the collection-ofinformation (paperwork) requirements

contained in the paragraph (c) of 29 CFR

24.3 (‘‘Complaints’’). The Agency will

summarize the comments submitted in

response to this notice, and will include

this summary, along with the

comments, in its request to OMB to

extend the approval of these

information-collection requirements.

Type of Review: Extension of

currently approved informationcollection requirements.

Title: Procedures for the Handling of

Discrimination Complaints.

OMB Number: 1218–0236.