OXF FO OXFORD S&E SPORTS SPECIST GL-0030-09 3 1 0 6 OXF FO OXFORD S&E SR OFFCRSPECLST GL-0007-08 40 1 0 OXF FO OXFORD S&E TCHR G5.171O11 1 1 0 OXF FO OXFORD S&E UNIT MGR GS-0006-12 1 1 0 OXF FO OXFORD S&E Unisys RPM OPERTR FRMN WS4742-08 1 1 0 OXF FO OXFORD S&E VOCTNLTRNG INSTRU GS.1712-11 1 1 0 PEK FO PEKIN S&E ASSOC WARDEN'S SECT GL-0318-07 1 1 0 PEK FO PEKIN S&E CASE MGMTCOORD GS-0101-12 1 0 1 PEK FO PEKIN S&E CONTRACT SPEC GL-1102-09 1 1 0 PEK FO PEKIN S&E COOK FRMN WS.7404-08 1 1 0 PEK FO PEKIN S&E CORRECTNE CNSLR GL-0007-09 1 1 0 PEK FO PEKIN VIE CORRICINL PROG SPECLST GS-0006-12 1 1 0 PEK FO PEKIN VIE CORRECTNE SYS OFFCR GL-0007-08 1 1 0 PEK FO PEKIN S&E EDUCTECHNO1 G5.170207 1 1 0 PEK FO PEKIN S&E ELCTRL WRKR FRMN WS.280809 1 1 0 PEK FO PEKIN S&E EXEC ASST/SATEUTE OPUS ADMR GS-0006-13 1 1 0 PEK FO PEKIN UNICOR FABRIC WRKR AWN WS 310507 1 0 0 PEK FO PEKIN S&E FNANCL SPECIST G5-0501-09 1 1 0 PEK FO PEKIN S&E HLTH SRVCSADMR G5467O12 1 0 0 PEK FO PEKIN S&E HLTH SRVCSASST GL-0301-07 1 0 0 PEK FO PEKIN S&E LT GS-0007-11 1 0 0 PEK FO PEKIN S&E MID-LEVEL PRACTITIONER GS-061O11 2 0 0 PEK FO PEKIN S&E PSYCHLGY TECHNCN GL-0181-07 1 1 0 PEK FO PEKIN S&E QUAL IMPRVMVINFECTIONCONTRL GOND GS-0671-11 1 1 0 PEK FO PEKIN S&E MGR SPECLST GL-0188-09 1 0 0 4 PEK FO PEKIN S&E MGR SUPVR GS-018811 1 0 0 PEK FO PEKIN S&E REGISTERED NURSE GL-0610-10 1 0 0 PEK FO PEKIN S&E SOC WRKR GS-018811 1 0 0 PEK FO PEKIN S&E SPORTS SPECIST GL-0030-03 1 0 0 PEK FO PEKIN S&E SR OFFCRSPECLST GL-0007-08 16 1 0 PEK FO PEKIN S&E STAFF PSYCH GS-0180-12 1 0 0 PEK FO PEKIN S&E TCHR G5.171O11 1 1 0 PEK FO PEKIN S&E TOOK RM OFFCR GL-0303-08 1 1 0 PEK FO PEKIN S&E UNIT SECT GL-0318-06 1 1 0 PEK FO PEKIN S&E VOCTNLTRNG INSTRU G5.1712-11 1 1 0 PEK FO PEKIN S&E WARDENS SECY GS-011808 1 0 1 8 PEK FO PEKIN S&E WHSE WRKR FRMN WS-6907-04 1 1 0 PEN FPC PENSAC0LA S&E CAPTAIN GS-0007-11 1 0 0 PEN FPC PENSACOLA S&E CASE MGR GS-0101-11 1 0 0 PEN FPC PENSACOLA S&E MU STUD TR G5.179805 1 0 0 PEN FPC PENSAC0IA S&E EDUC INTERN GI:1799-0S 1 0 0 PEN FPC PENSAC0LA S&E HUMAN RESOURCE STUD TR GI-0299-0S 1 0 0 PEN FPC PENSAC0LA S&E INFO TECH STUD TR GS•229805 1 0 0 PEN PC PENSAC0LA UNICOR WORT MACH OPERTR FRMN W5.7305-04 1 0 0 PEN FPC PENSAC0LA S&E SOC SO STUD TR GS-01980S 1 0 0 PEN FPC PENSACOLA PHS STAFF NURSE CC-0610-03 1 0 0 PEN FPC PENSAC0LA S&E SUN'S CORRECTIONAL SYSTEMS SPECIAUST GS-0006-11 1 1 0 PEN FPC PENSAC0LA S&E WARDEN GS-0006-1S 1 1 0 PET FCC PETERSBURG S&E ADVANCED PRACTICE N GS-061O11 3 0 0 PET FCC PETERSBURG S&E ASST HUMAN RESOURCE MGR GS-0201-12 1 0 0 PET FCC PETERSBURG TRUST FUND ASST TRUST FUND SUPYR GS-0301-11 1 1 0 PET FCC PETERSBURG UNICOR BIND MACH OPERTR FRMN WS-4402O9 1 0 0 PET FCC PETERSBURG S&E BUDGET AND ACCOUNTING OFFICER GS-0501-12 1 0 0 PET FCC PETERSBURG UNICOR BUS ADMR GS-0501-12 1 0 0 PET FCC PETERSBURG S&E CASE MGR GS-0101-11 1 0 0 13 PET FCC PETERSBURG S&E CLNCL DIA GP-0602-1S 1 0 0 PET FCC PETERSBURG UNICOR CUSTMR SRVC MR GL-0303-09 1 0 0 PET FCC PETERSBURG S&E DEP CM MGMTCOORDCOMPLEX GS-0101-12 1 0 0 PET FCC PETERSBURG S&E DRUG ABUSE PROG COORD GS-0180-13 1 0 0 PET FCC PETERSBURG S&E DRUG ABUSE TRTMNT SPECLST GS-0101-11 1 0 0 4 PET FCC PETERSBURG S&E EDUCTECHNO1 GL-1702-07 1 0 0 1 PET FCC PETERSBURG S&E ELCTRONTECHNOI GS-0856-11 1 1 0 PET FCC PETERSBURG S&E MUG MEDCLTECHNO1 GL-0640-09 1 0 0 PET FCC PETERSBURG S&E ENGINEERING TECH GS-0802-11 1 0 0 PET FCC PETERSBURG S&E GAOL ASST GL-1603-07 1 0 0 PET FCC PETERSBURG S&E GAOL MGR G5.164O23 1 0 1 PET FCC PETERSBURG UNICOR FACTORY MGR G5.1601-12 1 0 0 PET FCC PETERSBURG S&E FNANCL SPECIST GL-0501-09 1 1 0 9 PET FCC PETERSBURG S&E HLTH INF TECHNCN GL-0675-07 1 0 0 3 PET FCC PETERSBURG S&E HLTH SRVCS ASST GL-0303-07 1 0 0 S PET FCC PETERSBURG UNICOR INDLSPECLST G5.115O12 1 0 0 PET FCC PETERSBURG S&E Infection Prevention and Control Nurse G5461O11 1 0 0 PET FCC PETERSBURG S&E LT GS-0007-11 1 0 0 PET FCC PETERSBURG S&E MEDtt OFFCR GP-0602-1S 1 0 0 PET FCC PETERSBURG S&E MEDICATION TECHNICIAN GL-0640-06 1 0 0 PET FCC PETERSBURG S&E MID-LEVEL PRACTITIONER GS-0603-11 1 0 0 PET FCC PETERSBURG PHS MID-LEVEL PRACTITIONER CC-0610-0S 1 0 0 EFTA00141595

PET FCC PETERSBURG S&E MINCE MUM FRIAR WS-474908 1 0 0 PET FCC PETERSBURG UNICOR PRE PRESS OPERTR FRMN WS-0414-09 1 0 0 PET FCC PETERSBURG S&E PSYCHLGY PREDOCTORAL INTERN GS-0199-09 1 1 0 23 PET FCC PETERSBURG UNICOR QUAL ASSINC MGR G5.191O21 1 0 0 PET FCC PETERSBURG S&E MR SMUT GL-0188-D9 1 0 0 S PET FCC PETERSBURG S&E REGISTERED NURSE GL-0610-10 S 0 0 PET FCC PETERSBURG UNICOR REMOTE OPERTNL ACCRA' GS-051O11 1 0 0 PET FCC PETERSBURG S&E SAFETY SPECLST GL-001809 2 1 0 PET FCC PETERSBURG S&E SECY GL-031806 1 0 0 PET FCC PETERSBURG S&E SEX OFFENDER PROG PSYCH GS-0180-13 1 0 0 PET FCC PETERSBURG S&E SEX OFFENDER PROG SPECLST GS-0101-11 1 1 0 PET FCC PETERSBURG S&E SIS SUPRT TECHNCR GL-1802-08 1 0 1 11 PET FCC PETERSBURG S&E SR OFFCRSPECLST GL-0007-08 62 1 0 PET FCC PETERSBURG S&E STAFF PHARMACIST GS-066O11 2 0 0 PET FCC PETERSBURG S&E SUPVR OF (DUG GS.171D-13 1 0 0 2 PET FCC PETERSBURG UNICOR SUPVRY PRODNCNTRLR G5.1152-11 1 0 0 PET FCC PETERSBURG S&E TCHR GS.171D-11 1 0 0 4 PET FCC PETERSBURG TRUST FUND TRUST FUND SMUT GL-0301-09 1 0 0 PET FCC PETERSBURG UNICOR UNICOR BUS MGR GS-0501-13 1 0 0 PET FCC PETERSBURG S&E UNIT MGR GS-0006-12 1 0 0 PET FCC PETERSBURG S&E um vs RPRIR OPERTR FRMN WS4749-08 1 0 0 PET FCC PETERSBURG S&E um. sys RPRIR OPERTR FRMN WS-4742-08 1 0 0 1 PET FCC PETERSBURG S&E WHSE WPM FRMN WS-6907-04 1 1 0 13 PHL FDC PHIIADEIPHLA S&E ASSOC WARDEN'S SECY GL-0318-D7 1 0 0 11 PHL FCC PHILADELPHL6. S&E CHAPLAIN GS-0060-12 1 0 0 PHL PDC PHILACCIPHL6. S&E COOK FRMN WS.7404-08 1 0 0 PHI FCC PHILACCIPHL6. S&E CORREGINL CNSLR GL-0007-O9 1 0 0 PHI FCC PHILACCIPHL6. S&E CORREGINL SYS OFFCR GL-0007-08 3 1 0 PHI FCC PHILADELPHIA S&E EDUCTECHNCN GL-1702-D7 1 0 0 PHL PDC PHILADEIPHL6. S&E ELCTRL WRICR FRMN WS280S-CP3 1 0 0 PHL PDC PHILADEIPHL6. S&E FAOL MGR GS164O13 1 1 0 PHL FCC PHILADELPHIA S&E GEN FRMN WS-4749-14 1 1 0 2 PHL FCC PHILADELPHIA S&E LT GL-0007-O9 2 1 0 PHL FCC PHILADELPHIA S&E MID-LEVEL PRACTITIONER GS-061O11 1 1 0 PHL FCC PHILADELPHIA S&E MID-LEVEL PRACTITIONER GS-061O11 1 0 0 PHL FCC PHILADELPHIA S&E MTNCE WRER FRMN W5.474908 1 0 0 PHL FCC PHILADELPHIA S&E PARAMEDIC GL-0640D9 1 0 0 PHL PDC PHILACCIPHL6. S&E PLMBNG WARR FRMN W5.420608 1 0 0 PHL FCC PHILADELPHIA S&E PSYCHLGY PREDOCTORAL INTERN GL-0199-D9 3 1 0 5 PHL PDC PHILACCIPHL6. S&E SR OFFCRSPECLST GL-0007-O8 21 1 0 PHL FCC PHILADELPHIA S&E SUPW CORRECTIONAL SYSTEMS SPECIALIST GS-0006-11 1 0 0 8 PHL FCC PHILADELPHIA S&E TCHR GS171O11 1 1 0 PH% FO PHOENIX S&E ACCTG TECHNCN GL-0S2S-D7 1 1 0 PH% FO PHGCNIX S&E ADVANCED PRACTICE N GS-0610-11 1 0 0 P14% FO PHOENIX UNICOR ASST ELECTRON FACTORY MGR G51101-11 1 0 0 P14% FO PHOENIX S&E CASE MGR GS-0101-11 1 1 1 12 P14% FO PHOENIX S&E CHAPLAIN GS-006O12 1 0 0 P14% FO PHOENIX S&E CHAPLAIN GS-006O12 1 0 0 0 P14% FO PHOENIX S&E COMPR SPECLST GS.221D-11 1 0 0 NIX FO PHOENIX S&E COOK FRMN WS.7404-08 1 0 1 3 NIX FO PHOENIX S&E CORRIONL CNSLR GL-0007-O9 1 1 0 13 NIX FO PHOENIX S&E CORRIONL SYS OFFCR GL-0007-08 1 0 0 9 PH% FO PHOENIX S&E D1SCPL HAG OFKR GS-0006-12 1 1 0 P14% FO PHOENIX S&E DRUG ABUSE TRTMNT SPECLST GS-0101-11 2 1 0 P14% FO PHOENIX UNICOR ELCTRL EQUIP WRKR FRMN WS•2854-08 3 0 0 P14% FO PHOENIX UNICOR ELCTRON FACTORY MGR G5.1101-12 1 0 0 P14% FO PHOENIX S&E ELCTRONTECHNO1 GS-01≥56-11 1 0 1 PH% FOPHOENIX S&E ELCTRON TECHNO1 TRAINEE GS-0856-10 1 0 0 P14% FO PHOENIX UNICOR ELECTRON INDI ENGR GS-0B96-13 1 0 0 P14% FOPHOENIX S&E FAOL MGR GS.1690-23 1 0 1 P14% FO PHOENIX S&E GEN FRMN WS4749-14 1 1 0 P14% FO PHOENIX S&E HLTH TECH - Parantedk GL-0640-09 2 0 0 P14% FO PHOENIX UNICOR INDLSPECLST IELCTRON1 G5.125O21 3 0 0 P14% FO PHOENIX S&E PLMBNG WRVS FRMN W5.420608 1 0 0 P14% FO PHOENIX S&E REGISTERED NURSE GL-061D-10 1 0 0 P14% FO PHOENIX S&E SAFETY MGR GS-0018-13 1 1 0 P14% FO PHOENIX S&E SPEC EOUC TCHR GS.171O11 1 0 0 P14% FO PHOENIX S&E SPORTS SMUT GL-003009 1 0 0 7 P14% FO PHOENIX S&E SR OFFCRSPECLST GL-0007-O8 11 1 0 P14% FO PHOENIX S&E TOOL RM OFFCR GL-0303-08 1 0 0 P14% FOPHOENIX UNICOR UNICOR CONTR SPECUT G5.1102-09 1 0 0 P14% FOPHOENIX S&E UNIT MGR GS-0006-12 1 0 1 21 P14% FO PHOENIX S&E UNIT SECT GL-0318-06 3 1 0 12 P14% FOPHOENIX TRUST FUND WHSE WRKR FRMN WS-6907-04 1 1 0 P14% FO PHOENIX S&E WHSE WRKR FRMN ISM' WS-6907-04 2 1 0 6 POI FCC pou.ocx S&E ACCTG TECIINCR GLOS2S-D7 1 0 0 8 POI FCC pou.ocx S&E ASSOC WARDEN GS-0006-14 1 1 0 EFTA00141596

POI. FCC POLLOCK S&E ASSOC WARDEN'S SECY GI-0318-07 1 0 0 POI. FCC POLLOCK S&E ASST FORD SRVCADMR GS-1667-12 1 2 0 POI. FCC POLLOCK S&E ASST WIN SRVG ADMR GS-067OI2 1 0 1 1 POI. FCC POLLOCK S&E CASE MGR GS-0101-11 1 0 0 16 POI. FCC POLLOCK S&E CLINICAL DIRECTOR GP-0602-1S 1 0 0 POI. FCC POLLOCK S&E CLNCL NURSE GI-0610-10 1 0 0 POI. FCC POLLOCK S&E COOK FRMN WS.7404-0/1 1 2 0 POI. FCC POLLOCK S&E DIAL OFFCR GP-0680-13 2 1 0 POI. FCC POLLOCK S&E RCM! MUIR FRMN WS.280S-CP9 1 0 0 8 POI. FCC POLLOCK S&E ELCTRONTECHNOIOTO GS-0856-11 1 0 0 POI. FCC POLLOCK UNICOR FABRIC WRKR FRMN WS-3105-07 3 0 0 POI. FCC POLLOCK S&E INF RECPHIST GS-0304.04 1 0 0 9 POI. FCC POLLOCK S&E LT GS-0007-11 3 1 0 5 POI. FCC POLLOCK S&E MEDD. OFFCA GP-0602-15 1 0 0 POI. FCC POLLOCK S&E MID-LEVEL PRACTMONER GS-061O11 1 1 0 POI. FCC POLLOCK S&E PSYCHLGY TECHNCII GI018147 1 1 0 7 POI. FCC POLLOCK S&E RELIGIOUS SRVG MST GL-0303-07 1 0 0 POI. FCC POLLOCK S&E SIS TECHNCH G5.1801.08 1 2 0 POI. FCC POLLOCK S&E SPEC EDUC TCHR GS-171O11 1 0 0 POI. FCC POLLOCK S&E Sft OFFCRSPECLST GL-0007-08 51 1 0 POI. FCC POLLOCK PHS STAFF PHARMACIST CC-0660-11 1 0 0 POL FCC POLLOCK S&E STAFF PSYCH GS-0180-12 1 0 0 POI. FCC POLLOCK S&E STUD TR GL-0199-05 1 0 0 POI. FCC POLLOCK S&E STUD TR GS-1799.0S 1 0 0 POI. FCC POLLOCK S&E STUD TR GS.2299.05 1 0 0 POI. FCC POLLOCK S&E SUPVRY CONTRSPECIST GS-1101-11 1 0 0 POI. FCC PCILOCK S&E TCHR GS.171O11 1 1 0 POI. FCC POU.00C S&E UNIT SECY GI-0318-0S 1 0 0 17 POI. FCC PO0.00( S&E um sys RPM CfERTR FRMN WS-4742-0B 1 0 0 4 POI. FCC POILOCK UNICOR WHSE MICR FRMN WS-6907-04 1 0 0 PRO CENTRAL OFFICE- PRD SU •DO NOT USE• SUPERVISORY ATTORNEY ADVISOR GS-0905-15 1 0 0 PRO CENTRAL OFFICE- PRD S&E ATTYADVSR GS-0905-14 1 0 0 PRO CENTRAL OFFICE- PRO S&E CORRECTIONAL PROGS DiALSPECLST GS-0006-13 1 1 0 20 PRO CENTRAL OFFICE- PRD S&E CORRECTIONAL SERV EVAL SPECL5I GS-0006-13 1 0 0 PAD CENTRAL OFFICE- PRD S&E CORRECTIO PROGS Offal GS-0006-15 1 0 0 PRD CENTRAL OFFICE - PRD S&E (Co OMR GS-0260-13 6 1 0 35 PAD CENTRAL OFFICE- PRD S&E (CO [ASIR GS-0260-13 1 1 0 11 PAD CENTRAL OFFICE-PRD S&E EXEC ASST GS-0006-14 1 0 0 24 PRD CENTRAL OFFICE- PRD S&E CHANCE MGT EVALSPECLST GS-0501-13 1 1 0 51 PAD CENTRAL OFFICE- PRD S&E FOOD SERVICE EVALSPECLST GS-0006-13 1 0 1 17 PAD CENTRAL OFFICE- PRD S&E HEALTH SRVC EVAL spccur GS-0671-13 1 0 1 19 PRO CENTRAL OFFICE- PRD S&E HUMAN RES MGMT EVAL SPECLST GS-0201-13 2 1 0 PRO CENTRAL OFFICE - PRD S&E HUMAN RESOURCE STUD TR GS-0299.05 1 0 0 PRO CENTRAL OFFICE-PRD S&E MGMT ANAL G54143.09 1 1 0 PRO CENTRAL OFFICE-PRD S&E MGMT ANAL GS-0343-13 1 1 0 PRO CENTRAL OFFICE-PRD S&E MGMT ANAL EXTERNAL UASN G54343-13 1 1 0 PRO CENTRAL OFFICE- PRD S&E RELIGIOUS SRVG EVAL SPECIST GS-0060-13 1 2 0 PRD CENTRAL OFFICE- PAD S&E SR Ea EMPLMT OPP SPEC'S GS-0260-13 1 1 0 PRD CENTRAL OFFICE- PRD S&E SR. AFFIRMATIVE EMPLOYMENT SPECLST G54260-13 1 1 0 PRD CENTRAL OFFICE - PRD S&E SUPERVISORY ATTORNEY ADVISOR GS-0905-15 1 0 0 PRO CENTRAL OFFICE- PRD S&E TECHNO. WRI EDIT GS.1083-12 1 0 0 MC FO MY BROOK S&E ASSOC WARDEN GS-0006-14 1 1 0 MC FO MY BROOK S&E ASST LOCKSMITH GL-0301-09 1 0 0 1 MIK FCI MY BROOK S&E OL DNTL OFFCR GP-0680-13 1 0 0 2 MIK FCI MY BROOK S&E CLINICAL DIRECTOR GP-0602-15 1 0 0 MIK FCI MY BROOK S&E CLNCL PSYCH GS-0180-13 1 0 0 MIK FO MY BROOK S&E COOK FRMN WS.7404-08 1 0 0 MIK FO RAY BROOK S&E DRUG ABUSE PROG CODRO GS-0180-13 1 0 0 FMK FO RAY BROOK S&E ELCTRONTECHNOI GS-0856-11 1 0 0 FMK FO RAY BROOK S&E GAOL MGR GS.164O12 1 1 0 RD( FO MY BROOK S&E MI REC.PTNST GL-0304-04 1 1 0 MC FO RAY BROOK S&E LT GS-0007.09 1 1 0 MC FO PAY BROOK S&E LT GS-0007-11 1 0 0 RD( FO MY BROOK S&E RECYCUNG TECHNICIAN GS-0303.08 1 0 0 FMK FO MY BROOK S&E REGISTERED NURSE GL-0610-10 1 0 0 FMK FO MY BROOK S&E SPORTS SPECLST GL-0030-09 1 0 0 FMK FO RAY BROOK S&E SA OFFCRSPECLST GL-0007-08 18 0 0 REIX FO MY BROOK S&E STAFF PSYCH CC-0180-12 1 0 0 REIN FO MY BROOK S&E SUPVIN CONTI SPECLST GS-110141 1 0 0 KIK FO MY BROOK TRUST FUND WHSE MICR FRMN WS-6907-04 1 1 0 RCH FMC ROCHESTER S&E ADVANCED PRACTICE NURSE (PSYCHIATRIC' GS-061O12 1 0 0 RCH FMC ROCHESTER S&E ASST DIR OF NRSNG GS-061O12 1 0 0 RCH FMC ROCHESTER S&E ASST FOOD SRV[ ADMR G5.1667-21 1 0 1 4 RCH FMC ROCHESTER S&E CASE MGR G54101-11 1 2 I 8 RCH FMC ROCHESTER S&E CLINICAL SPECIALTY GL-0610-10 1 0 0 RCH FMC ROCHESTER S&E COOK FRMN WS.7404-08 1 0 0 1 RCH FMC ROCHESTER S&E DENTAL ASST GI:068147 1 0 1 1 EFTA00141597

RCH FMC ROCHESTER SUE DRUG ABUSE PROG COORD GS-0180-13 1 0 0 RCH FMC ROOIESTER S&E (DOC TECHN01 GL-1701-07 1 0 0 6 RCH FMC ROCHESTER S&E HLTH HNC ASST G60303-07 1 1 0 RCH FMC ROCHESTER S&E HLTH TEOINCN Gt-0640-06 1 0 0 RCH FMC ROCHESTER SUE HUMAN RESOURCE SPECIST GL-0201-09 1 0 0 RCH FMC ROCHESTER SUE HYAC FRMN WS.5306-09 1 0 0 RCH FMC ROOIESTER HIE LT GS-0007-11 1 1 0 RCH FMC ROCRIESTER S&E MEDCL TEOINLGST GL-06414-09 1 0 0 1 RCH FMC ROCHESTER SUE NRSNG ASST GI-0621-0S 3 0 0 S RCH FMC ROCHESTER SUE POO THRPST GL-063343 1 0 0 RCII FMC ROCHESTER S&E PSYCHIATRIC NURSE G60610-10 3 0 0 RCII FMC ROCHESTER S&E PSYCHIATRIC PHYSICIAN GP-0602-IS 1 0 0 RCII FMC ROCHESTER S&E PSYCHLGY PREDOCTORAL INTERN G60199-09 1 0 0 29 RCII ;MC ROONSTER SUE MCA SPECLST G60188-09 1 0 0 7 RCII ERIC ROCHESTER SUE REGISTERED NURSE Gt-0610-10 8 0 0 RCII f MC ROCHESTER SUE SPEC POPULATION PROG COORD GS-0101-11 1 0 0 RCH FMC ROCHESTER SUE SPECIALTY PROG COORD GS-018613 1 0 0 RCH FMC ROCRIESTER SUE SPECIALTY TRTMNT PROG SPECLST GS-0101-11 4 0 0 RCH FMC ROOIESTER SUE SROFFCRSPECIST GL-0007-08 IS 1 0 RCH FMC ROCHESTER SUE SUPVY CORRECTIONAL SYSTEMS SPECIALIST GS-0006-11 1 0 0 RCH FMC ROOIESTER SUE VOCTNL TRNG INSTRU GS.1711-11 1 1 0 RCH FMC ROOIESTER SUE WHSE WRKR FRMN WS-6907-04 1 2 1 8 P50 CENTRAL OFFICE- MD SUE ADMVASST GL-0303-07 1 0 0 1 P50 CENTRAL OFFICE- RSD SUE ADMVASST GS-0303.07 1 0 0 P50 CENTRAL OFFICE- RSD SUE ASST ADMR CHAPLAINCY SRVCS GS-0060-14 1 0 0 P50 CENTRAL OFFICE- PSD SUE ASST OM ES-030600 1 0 0 P50 CENTRAL OFFICE-RSD SUE ASST (DUG ADMR GS.1701-14 1 0 0 P50 CENTRAL OFFICE-RSD SUE ASST ((MCADAM GS.1701-14 1 0 0 7 P50 CHORAL OFFICE- RSD S&E ASST. SECTOR ADMINIMSTRATOR GS-0006-13 1 0 0 P50 CENTRAL OFFICE- RSD SUE Cµ RISK REDUCTION PROG GS-0180-14 1 0 0 4 P50 CENTRAL OFFICE-RSD SUE OE MENTAL HEALTH SERVICES GS-0180-14 1 0 0 4 MD CENTRAL OFFICE- PSD SUE COMM TRIUNE OVERSIGHT SPEC GS-0101-12 5 0 0 IS P50 CENTRAL OFFICE-RSD SUE COMMUNITY TRTRANTCOORD GS-0101-13 1 0 0 11 P50 CENTRAL OFFICE- PSD SUE COMMUNITY TRTMNTCOORD GS-0101-13 1 0 0 P50 CENTRAL OFFICE- PSD SUE CONTR OVERSIGHT SPECLST GS-0006-12 1 0 0 21 P50 CENTRAL OFFICE- RSD SUE CONTR OVERSIGHT SPECLST GS-0006-12 1 0 0 11 P50 CENTRAL OFFICE- RSD S&E CONTR OVERSIGHT SPECLST GS-0006-12 1 0 0 P50 CENTRAL OFFICE- PSD S&E DEP ADMR.. NATI REENTRY AFF BR GS-0006-14 1 0 0 4 P50 CENTRAL OFFICE- RSD SUE GAM SUPP COOK, GS-0101-14 3 0 0 51 P50 CENTRAL OFFICE-RSD S&E MENTAL HLTH TRTMNTCOORD GS-0180-14 3 0 0 5 P50 CENTRAL OFFICE-RSD S&E MGMT ANAL G5-0/03-12 1 0 0 P50 CENTRAL OFFICE-RSD SUE MGMT ANAL GS-0143-13 1 0 0 MD CENTRAL OFFICE-RSD S&E MGMT ANAL G5-0143-12 1 0 0 MD CENTRAL OFFICE-RSD SUE MGMT ANAL G5-0343-12 1 0 0 MD CHORAL OFFICE- RSD HIE NEL SUIODE PREVENTION COORD GS-0180-14 1 0 0 MD CHORAL OFFICE- RSD HIE PSYCHLGY STUD TR GS-0199.07 1 0 0 MD CHORAL OFFICE- RSD HIE REENTRY SECTOR GIME GS-0101-13 1 0 0 MD CENTRAL OFFICE- RSD HIE RES SAFETY SPECLST GS-0018-12 1 0 0 MD CENTRAL OFFICE- RSD HIE RESIDENTIAL REENTRY SPECIST GS-0006-11 1 0 0 29 P50 CENTRAL OFFICE- RSD HIE RESIDENTIAL REENTRY SPECIST GS-0006-11 8 1 0 18 MD CENTRAL OFFICE- RSD HIE RESIDENTIAL REENTRY SPECIST GS-0006-11 1 0 0 11 P50 CENTRAL OFFICE- RSD HIE RESIDENTIAL REENTRY SPECIST GS-0006-11 1 0 0 P50 CENTRAL OFFICE- RSD SUE RESIDENTIAL REENTRY SPECIST GS-0006-11 1 0 0 P50 CENTRAL OFFICE- RSD SUE SENIOR CORRECTNL PROG SPECIST GS-0006-13 1 0 0 19 P50 CENTRAL OFFICE-RSD SUE SEX OFF TRN COOK. GS-0180-14 1 0 0 P50 CENTRAL OFFICE- RSD SUE SPECIAL FROG TRMT SPECLST GS-0101-12 1 1 0 SAG FO SAFFORD S&E ACM TECHNCN GI-0525-07 1 1 0 SAG FO SAFFORD S&E ASSOC WARDEN GS-0006-14 1 1 0 SAG FO SAFFORD SUE COMPR SRVCS MGR G5.2210-12 1 0 0 SAF FO SAFFORD S&E CORRECTNE [NHS G601:07-09 1 0 0 SAG FO SAFFORD SUE MANCE SPECIST G60501-09 1 1 0 SAG FO SAFFORD SUE FOOD SRYC ADMR GS.1667-12 1 0 0 SAF FO SAFFORD SUE HLTH SENCSADMR GS-0670-12 1 1 0 SAC FO SAFFORD SUE HLTH SRYCS ASST GL-0303-07 1 0 0 4 SAC FO SAFFORD SUE HUMAN RESOURCE MGR ITRI GS-0201-11 1 0 0 SAG FO SAFFORD SUE HYAC FRMN WS-530663 1 0 0 SAG F0 SAFFORD HIE LT GS-0007-11 1 1 0 SAG FO SAFFORD HIE LT GL-0007-09 1 0 0 SAG F0 SAFFORD HIE SROFFCRSPECIST GL-0007-08 13 1 0 SAG FO SAFFORD HIE STAFF PSYOI GS-018612 1 0 0 SAG FO SAFFORD HIE STUDENT TRAINEE INFO TECH) GI-2199-0S 1 0 0 SAG FOSAFFORD HIE TCHR GS.1710-11 1 1 0 SAC FOSAFFORD HIE WARDENS SEC( GL-0318-08 1 1 0 SON F0 SCHUYLKILL SUE ASST HLTH SRVCS ADMR GS-0670-11 1 1 1 6 SON F0 SCHUYLKILL SUE BUDG ANAL GL-0560-09 1 0 0 SON F0 SCHUYLKILL S&E CLNCL NURSE GL-0610-10 1 0 0 SON F0 SCHUYLKILL S&E COMPR SINGS MGR GS-2210-12 1 0 0 EFTA00141598

SCH FO SOILNLKILL S&E COOK FRMN WS 7404-06 3 1 0 SCH FO SCHUYLKILL S&E CORRECTNL SYS OFFCR GL0007-08 2 1 0 SCH TO SCHUYLKILL S&E DRUG ABUSE PROG CODRD GS-01130-13 1 1 0 SCH TO SCHUYLKILL S&E DRUG ABUSE PROG COORD4MAT) G541130-13 1 0 0 SCH TO SCHUYLKILL S&E HLTH SAWS ADMR GS-067O12 1 1 0 6 SCH TO SCHUYLKILL S&E MID LEVEL PRACTITIONER GS-0603-11 1 0 0 SCH TO SCHUYLKILL ME MTNCE MUNI FRMN WS-4799 OB 1 2 0 SCH TO SCHUYLKILL PHS NURSE SPECLST CC-0610-11 1 0 0 SCH FO SCHUYLKILL ME PARAMEDIC GI:0640-09 1 0 0 SC11 TO SCHUYLKILL UNICOR PROEM CARRLR GS 1252-21 1 0 0 SCH TO SCHUYLKILL S&E AMR SPECLST GL-0189-09 1 1 0 3 SCH TO SCHUYLKILL S&E REENTRY AFT WORD GS-010141 1 1 1 4 SCH TO SCHUYLKILL S&E SECT 'CAPTAIN'S/ GI031246 1 0 0 SCH TO SCHUYLKILL S&E SIS SUPRT TE04VCN GI-1202-08 1 0 1 6 SCH TO SCHUYLKILL ME SA OFFCRSPECLS7 GL0007-08 23 1 0 SCH TO SCHUYLKILL ME STAFF PSY04 GS-01130-22 1 0 0 SOH TO SCHUYLKILL S&E UNIT MGR GS-000642 1 1 0 SC11 TO SCHUYLKILL ME VOCTNL 7RNG IIGTRU GS 1712-21 1 0 0 SCH FO SCHUYLKILL ME WHSE WRKR SUM WS-6907-04 1 0 0 SCR SOUTH CENTRAL REGION S&E DISCPL HAG OFFCR GS-0006-22 1 1 0 SCR SOUTH CENTRAL REGION ME FAOL MGMT SPECIST GS 169042 1 0 0 SCR SOUTH CENTRAL REGION S&E PARALEGAL SPECLS7 GS-095O21 1 0 0 9 SCR SOUTH CENTRAL REGION S&E PSYCHOLOGY STUDENT TRAINEE INTERN GS-019907 1 0 0 SCR SOUTH CENTRAL REGION S&E REGNLACCTNT GS-051O22 1 0 0 SCR SOUTH CENTRAL REGION S&E REGNLCOMPTLR GS-050544 1 1 0 SCR SOUTH CENTRAL REGION ME REGNL COWER SPECLST GS 1102-22 1 1 0 SCR SOUTH CENTRAL REGION S&E REGNL HUMAN RESOURa SPECLST GS-0201-22 1 1 1 9 SCR SOUTH CENTRAL REGION S&E REGNL PSYCHLGY SRVCSADMR G54180-24 1 0 0 4 SOC MCC SAN DIEGO S&E CHAPLAIN GS-006O22 1 0 0 6 SOC MCC SAN DIEGO S&E COOK FRMN WS 7404-0B 1 0 0 SOC MCC SAN DIEGO S&E CORRECTNL CNSLR GL-0007-09 1 2 0 SOC MCC SAN DIEGO S&E EDUCSPECLS7 GS 1701-21 1 2 0 SOC MCC SAN DIEGO S&E ELCTRONTECHNCN GS-085641 1 0 0 4 SOC MCC SAN DIEGO ME THAN°. PULSE GL-0501-09 1 0 0 3 SOC MCC SAN DIEGO S&E GENERAL FOREMAN WS-4799 14 1 1 0 SOC MCC SAN DIEGO S&E HLTH SRVCS ASST GL-0303-07 1 0 0 SOC MCC SAN DIEGO S&E HUMAN RESOURCE MGR RRI GS-020141 1 0 0 SOC MCC SAN DIEGO S&E HUMAN RESOURCE SPECLST GL-0301-09 1 0 0 8 SOC MCC SAN DIEGO S&E LICENSED PRACTICAL NURSE GL-0620-07 1 0 0 SOC MCC SAN DIEGO VIE LT GS-000741 3 0 0 3 SOC MCC SAN DIEGO ME MID LEVEL PRACTITIONER GS-061OI1 1 0 0 SOC MCC SAN DIEGO S&E PARAMEDIC GL-0640-09 1 0 0 SOC MCC SAN DIEGO ME QUAL IMPRVMVINTECTION CONTRL CCORD GS-0671-11 1 0 0 SOC MCC SAN DIEGO PHS QUM. IMPRVMVINTECTION CONTRL NURSE CC-0610-11 1 0 0 SOC MCC SAN DIEGO S&E REGISTERED NURSE GS-061O10 1 0 0 SOC MCC SAN DIEGO S&E SR OFFCRSPECLST GL-0007-08 16 1 0 SOC MCC SAN DIEGO S&E UNIT MGR GS-0006.22 1 1 0 WC MCC SAN DIEGO S&E UNIT SECY GL-011B-06 1 1 0 SEA TO SEAGOVILLE S&E ACCTG TECHNCN GL-052S-07 1 0 0 SEA TO SEAGOVILLE S&E ASSOC WARDEN'S SECY GL-011B-07 1 0 0 SEA TO SEAGOVILLE S&E ASST FOOD SRVCADMR GS 1667-21 1 0 0 11 SEA TO SEAL MLLE S&E ASST 111.TPI SRVG ADMR G5.0670 11 1 0 0 SEA FO SEAGOVILLE S&E 04 PSYCH GS-01801a 1 0 0 3 SEA TO SEAGCMLLE S&E CHAPLAIN G5.0060 12 1 1 0 SEA TO SEAGCMUE S&E CLINICAL DIRECTOR GP-060215 1 0 0 SEA TO SEAL MLLE S&E CORRECTNL CNSLR GL-0007-09 1 1 0 SEA TO SEAGCMUE S&E DRUG ABUSE TRTMNT SPECLST G54101-21 1 0 0 SEA TO SEAGCMLLE UNICOR CABRIC WRKR FRMN WS 310S-07 1 1 0 SEA TO SEAGCMLLE ME FAOL MGR GS 169042 1 1 0 SEA TO SEAGCMLIE S&E FOOD SRVC ASST GL-1603-CO 1 1 0 SEA TO SEAGCMLLE S&E HUMAN RESOURCE SPECLST GL-0201-09 1 1 0 7 SEA TO SEAGOVILIE S&E HVAC FRMN WS 5306 CP9 1 0 0 SEA TO SEAGCMLIE S&E LT GS-0007-21 1 1 0 SEA TO SEAGCMLLE PHS MEWL OFFCR CC-0602-15 1 0 0 SEA TO SEAGCMLIE S&E MEDICATION TECHNICIAN GL-0EACH)6 1 0 0 SEA TO SEAL MLLE S&E MENTOR COORD GL0006-09 1 0 0 SEA TO SEAGCMUE S&E MID LEVEL PRACTMONER GS-060341 1 0 0 SEA TO SEAGOVILLE S&E MTNCE WRKR FRIAR WS-4799 OB 1 0 0 SEA TO SEAGOVILLE PHS NURSE PRACTITIONER CC-0610-11 1 0 0 SEA TO SEAGOViLLE PHS NURSE SPWAUST lOP CC-0610-11 1 0 0 SEA FO SEAGOVILLE S&E PIPETTR FRMN WS-4204-09 1 1 0 SEA FO SEAGOVILLE ME PLMBNG WRKR FRMN WS.4206 OB 1 0 0 SEA TO SEAGCMLIE UNICOR QUAL ASSINC MGR GS 1910-21 1 1 0 SEA FO SEAGOVILIE S&E REGISTERED NURSE GL-0610-10 1 0 0 SEA TO SEAGCMLIE UNICOR SEWING MACH RPRER FRMN WS 5301-0B 1 0 0 SEA TO SEAGCMLIE S&E SEX OFFENDER PROG PSY04 G541130-23 1 1 0 SEA TO SEAGCMLIE ME SPEC (WC TCHR GS 1710-21 1 0 0 EFTA00141599

SEA FO SEAGOVIUE S&E SROFFCRSPECIST GL-0O37-08 13 1 0 SEA FO SEAGOVIUE PHS STAFF PHARMACIST CC-0660-07 1 0 0 SEA FOSEAGOVILLE S&E STAFF PSYCH GS-0180-12 1 0 1 1 SEA FO SEAGOVIUE S&E SUPVR OF EDUC GS.171O42 1 0 0 S SEA FO SEAGOVIUE S&E SUPVY CORRECTIONAL SYSTEMS SPECIALIST GS-000641 1 0 0 3 SEA FOSEAGOVILLE S&E TCHR GS.171O41 I 1 0 SEA FOSEAGOVILLE S&E UNIT SEa GI-0318-06 3 0 0 14 SCR SOUTHEAST REGION S&E ACCTG STUD TR GS-O599-05 I 1 0 SCR SOUTHEAST REGION ME BURG ANAL GS-O560-12 1 1 0 SCR SOUTHEAST REGION ME DEP REGNL DIR ES-0306-00 1 0 0 SCR SOUTHEAST REGION S&E DISCPL HAG OFFER GS-000642 1 0 0 38 SCR SOUTHEAST REGION ME HUMAN RESOURCE MGR ITRI GS-02014I I 1 0 SCR SOUTHEAST REGION ME HUMAN RESOURCE STUD TR GS-0299-05 1 0 0 SCR SOUTHEAST REGION S&E INFO TECH STUD TR G5.2299-05 1 1 0 SCR SOUTHEAST REGION ME LEG ASST GI-0986-08 1 0 0 SCR SOUTHEAST REGION ME LEG INTERN GS-0999-09 1 1 0 SCR SOUTHEAST REGION ME REGNL AFFIRMATIVE EMPLMTADMR GS-0260-12 1 1 0 SCR SOUTHEAST REGION ME REGNL HLTH SRYCSADMR GS-0670-14 1 0 0 SCR SOUTHEAST REGION ME REGNL HUMAN RESOURCE SPECLST GS-020142 I 1 0 SCR SOUTHEAST REGION S&E REGNL SECRETARY GS-011207 1 0 0 SCR SOUTHEAST REGION ME SENIOR FINANCIAL SPECIALIST GS-O50143 1 1 0 SCR SOUTHEAST REGION ME SEMC0 FINANCIAL SPECIALIST GS-O50143 I 0 0 9 SCR SOUTHEAST REGION S&E SR CLC ATTY GS-09O544 1 0 0 SCR SOUTHEAST REGION ME SUPVATTYADVSR GEN GS-090545 I 1 0 SET FCC SEATAC ME ACCTG TECHNCN GI-0525-07 I 0 0 SET FOC SEATAC PHS ADVANCED PRACTICE NURSE CC-061O-05 1 0 0 SET FOC SEATAC ME ASST LOCKSMITH GL-0301-09 I 0 0 SET FOC SEATAC ME CAPTAIN SECY GL-0318-D6 1 0 0 SET FOC SEATAC ME CASE MGR GS-010141 1 0 0 8 SET FOC SEATAC PHS CHEF PHARMACIST CC-0660-04 1 0 0 SCE FOC SEATAC ME CLINICAL DIRECTOR GP-0602.15 I 0 0 SCE FOC SEATAC ME (DUG TECHNCN Gt-1702-07 I 0 0 s SET FOC SEATAC S&E PIANO. SPECLST GL-0501-09 I 0 0 SCE FOC SEATAC ME HLTH SRVCSADMR GS-067043 I 0 0 SET FCC SEATAC ME HLTH SRVCS ASST GL-0303-07 I 0 0 SET FCC SEATAC S&E HUMAN RESOURCE MGR GS-020143 1 1 0 SET FCC SEATAC ME HUMAN RESOURCE SPECLST GI-0201-09 1 0 0 SET FCC SEATAC ME LT GS-0007-11 1 1 0 SET FCC SEATAC S&E LT GI-0607-09 1 0 0 SET FCC SEATAC ME MEDCL RFC ADM SPECLST GI-0669-O9 1 0 0 SET FCC SEATAC ME MINCE WRIER FRMN WS-4749-O8 I 0 1 SET FCC SEATAC ME REGISTERED NURSE GI-0610-10 1 0 0 SET FCC SEATAC ME SIS SUPRT TEOWCN GI-0303-08 I 0 1 8 SET FOC SEATAC ME SROFFCRSPECIST GI-01207-08 4S 1 0 SET F0C SEATAC S&E STUDENT TRAINEE INFO TECH) GL-2299-05 I 0 0 SET F0C SEATAC ME SUPVY CORRECTIONAL SYSTEMS SPECIAUST GS-000641 1 0 0 SET F0C SEATAC ME TOOL ROOM OFFICER GL-0318-08 1 0 0 4 SET FCC SEATAC ME UNIT MGR GS-0006-12 1 1 0 SHE FO SHERIDAN ME ADVANCED CARE LVL PSYCH GS-018043 1 0 0 SHE FO SHERIDAN ME ADVANCED CARE LVL PSYCH GS-0180-I3 1 0 0 SHE FO SHERIDAN ME ASST CASE MGMT COORD GS-01014I 1 0 0 2 SHE FO SHERIDAN ME ASST FOOD SRVC ADMR G5.1667-11 I 1 0 SHE FO SHERIDAN ME ASST NLTH SRVCS ADOAR GS-067041 I 0 0 2 SHE FO SHERIDAN ME CAPTAIN'S SECY GI-0318-06 I 0 0 SHE FO SHERIDAN ME Cµ DNTLOFKR GP-068-013 I 1 0 4 SHE FO SHERIDAN ME COMPR SRVG MGR GS•221C12 I 0 0 SHE FO SHERIDAN ME COOK FRMN WS.74O4-O8 I 0 0 SHE FO SHERIDAN S&E CORRECTNL SYS OFFCR GL-0007-08 I 0 1 7 SHE FO SHERIDAN ME DRUG ABUSE PROD COCIRD GS-018O43 I 0 0 SHE FO SHERIDAN ME DRUG ABUSE PROD COCIRD GS-018O43 1 1 0 SHE FO SHERIDAN S&E DRUG ABUSE TRTMNT SPECLST GS-010141 7 0 0 SHE FO SHERIDAN ME ELCTRI WRIER FRMN WS.280S-09 I 0 0 SHE FO SHERIDAN ME CMG MEDCLTECHNO1 GI-0640-09 1 0 0 SHE FO SHERIDAN S&E DAR DVISMT SPECLST GL-0201-O9 1 1 0 SHE FO SHERIDAN ME EtIVRNM7L & SAFETY spccur GI-0018-09 1 1 0 SHE FO SHERIDAN ME HLTH SRVCSADMR GS-0670-12 1 0 0 SHE FO SHERIDAN ME HUMAN RESOURCE MGR GS-020142 I 1 0 SHE FO SHERIDAN ME INFORMATION 'TECH STUDENT TRAINEE GI-0299-0S 1 0 0 SHE FO SHERIDAN ME LOCKSMITH GI-0301-10 I 0 0 SHE FCI SHERIDAN ME MEDtt OFFCR GP-0602-15 1 0 0 SHE FO SHERIDAN ME MTNCE WRKR FRMN WS-4749-O8 1 0 0 7 SHE FCI SHERIDAN ME PSYCHLGY PREDOCTORAL INTERN GL-0199-09 1 0 0 4 SHE FCI SHERIDAN ME PSYCHLGY TECHNCN GI-0181-07 1 0 0 SHE FCI SHERIDAN ME AMR SPECIST GL-0188-09 1 0 1 3 SHE FCI SHERIDAN ME REGISTERED NURSE GI-0610-10 1 0 0 SHE FO SHERIDAN ME SR OFFCRSPECIST GI-01207-08 30 1 a SHE FO SHERIDAN ME STAFF PSYCH GS-018O42 1 0 0 EFTA00141600

SHE FO SHERIDAN S&E UNIT Ma GL.031846 1 1 0 SHE FO SHERIDAN S&E UTIISYS RPRER OPERTR FRMN W54742.001 1 0 0 3 SHE FO SHERIDAN S&E VOCTNLTRNG INSTRU G54711-11 1 0 0 SPG USMCFP SPRINGFIELD S&E ADVANCED CARE 0/1. PSYCH GS.0180-13 1 1 0 SPG USMCFP SPRINGFIELD S&E CAM MGR GL-010141 1 0 0 4 SPG USMCFP SPRINGFIELD S&E CH, PSYCHIATRY GP-0602-1S 1 0 0 SPG USMCFP SPRINGFIELD S&E ama. DIETITIAN GS4/630-11 1 1 0 SPG USMCFP SPRINGFIELD S&E 0.140. PSYCH G54/113612 1 0 0 SPG USMCFP SPRINGFIELD S&E CONTR SPECLST GL.1101-09 1 0 0 SPG USMCFP SPRMGFIELD S&E DIALYSIS STAFF NURSE GL.061040 1 0 0 SPG USMCFP SPRINGFIELD S&E DRUG ABUSE TRTMNT SPECLST GS-0101-11 1 0 0 SPG USMCFP SPRMGFIELD S&E FORENSIC UNIT PSYCH GS-0180-13 1 1 0 SPG USMCFP SPRMGFIELD S&E FORENSICS UNIT PSYCH GS-0180-13 3 0 0 SPG USMCFP SPRINGFIELD S&E INFORMATION TECH STUD TR GS•229905 1 0 0 SPG USMCFP SPRINGFIELD S&E INMATE SYS OFFCR GL-0007-08 1 0 1 19 SPG USMCFP SPRINGFIELD S&E LICENSED PRACTICAL NURSE GL.062040 1 0 0 SPG USMCFP SPRINGFIELD S&E LT GS-0007-11 3 0 0 SPG USMCFP SPRINGFIELD S&E MEM REC ADM SPECLST GL.0669.09 1 0 1 SPG USMCFP SPRINGFIELD S&E MEDD. SUPP TECIINCN GL0622-05 1 1 0 SPG USMCFP SPRINGFIELD S&E MOLL TECTINLGST GL 0C44 09 1 1 0 SPG USMCFP SPRMGFIELD PHS NCRD MAST NURSE CC.0601 04 1 0 0 SPG USMCFP SPRMGFIELD S&E NRSNG ASST GL.0621-05 3 0 0 SPG USMCFP SPRIYGFIELD S&E ORTHOTIST/PROSTMTST GS4/667-11 1 0 0 SPG USMCFP SPRINGFIELD S&E PHRMCY TECHNCN GL.0661-05 1 1 0 SPG USMCFP SPRINGFIELD S&E PHIS THRPST GL.0633-09 1 1 0 SPG USMCFP SPRINGFIELD S&E PIPEFIR FRMN W5420409 1 0 0 SPG USMCFP SPRINGFIELD S&E PSYCHLGY PREDOCTORAL INTERN GL.0199-09 1 0 0 27 SPG USMCFP SPRINGFIELD S&E PSYCHO. OGISMPOSTDOC TRAINEE) GS-0180-11 1 1 0 SPG USMCFP SPRINGFIELD S&E RECR DIRPST GI:0632-09 1 0 0 SPG USMCFP SPRINGFIELD S&E REGISTERED NURSE GL.061040 14 0 0 SPG USMCFP SPRINGFIELD S&E SPECIALTY TRTMNT PROG SPECLST GS.0101-11 1 0 0 SPG USMCFP SPRINGFIELD S&E SR OFFCRSPECLST GL-0007-O9 10 1 0 SPG USMCFP SPRINGFIELD S&E SUM' CORRECTIONAL SYSTEMS SPECIAUST GS.0006-11 1 0 0 SPG USMCFP SPRINGFIELD S&E UNIT MY GL-031206 1 0 0 SST FO SANDSTONE S&E ACCTNT GL.0510-09 1 0 0 SST FO SANDSTONE S&E ADVANCED PRACTICE N G54610-11 1 0 0 SST FO SANDSTONE S&E ASSOC WARDEN'S SECT GL.031207 1 0 1 SST FO SANDSTONE UNICOR BIND MACH OPERTR FRMN W54402.003 1 0 0 SST FO SANDSTONE S&E CAM MGR G5-0101-11 1 1 0 SST FO SANDSTONE S&E CLINICAL DIRECTOR GP-0602-1S 1 0 0 SST FO SANDSTONE S&E CLINICAL PSYCHOLOGI G5-0180-12 1 0 0 SST FO SANDSTONE S&E COMPR SPECLST G5.2210-11 1 0 0 SST FO SANDSTONE S&E DAP ENLATAT SMUT GL.0101-03 1 1 0 SST FO SANDSTONE S&E HLTH VIOLS ASST GL.0303-07 1 1 0 SST FO SANDSTONE S&E HUMAN RESOURCE MGR GS-0201-12 1 1 0 SST FO SANDSTONE S&E LT GL-0007.11 1 0 0 SST FO SANDSTONE UNICOR OFFST PRESS OPERTR FRAM WS-4417.09 1 0 0 SST FO SANDSTONE S&E PHYS01 ASST GS4/603-11 1 0 0 SST FO SANDSTONE S&E RECR SPECLST GL.018209 1 0 0 7 SST FO SANDSTONE S&E SIS SUPRT TECHNCN GL.0303-08 1 1 0 SST FO SANDSTONE S&E SPORTS SPECLST GL.0030-09 1 1 0 SST FO SANDSTONE S&E SR OFFCRSPECLST GI:01:07-08 16 1 0 S SST FO SANDSTONE S&E TCHR G5.1710-11 1 0 1 1 SST FO SANDSTONE S&E UNIT MCI GL.03111-06 1 1 0 SST FO SANDSTONE S&E um sys RPM CfERTR FRMN W54742.001 1 1 0 1 SST FO SANDSTONE S&E WrINESS SECUR UNIT MGR GS-0006-13 1 0 0 9 TAL FO Wu II Au4KKE S&E ACCTG STUD TR G54599.05 1 0 0 TAL FO TM II AUNTIE S&E ACCTG TECHNCN GL.0525-07 1 0 0 1 TAL FO TM II Au4KKKE S&E ADVANCED PRAaKt N G54610-11 1 0 0 1 TAL FO Wu II Au4KKE S&E CONTR SPECLST GL.1101-09 1 0 0 TAL FO TM II Au4KKKE S&E COOK FRMN W5.7404.003 1 1 0 6 TAL FO Wu II Au4KKE S&E CORRECTNL SYS OFFCR GL.0007-08 1 0 0 IS TAL FO Wu II AUNTIE UNICOR CUSTMR SRVCSPECLST GL.0301-09 1 0 0 TAL FO Tin I Ammo( S&E DENTAL HYGIENIST GL-0681.08 1 0 1 TAL FO TA, II AuemsE VIE MU STUD TR GS.1799.05 1 0 0 TAL FO TA, II AuemsE S&E ELCTRL MOM FRMN WS280S-CP3 1 0 0 TAL FO TAT II AuemsE S&E GEN FRMN W5474914 1 0 0 TAL FO TA; II AuemsE S&E HLTH INF TECHNCN GL.067540 1 0 0 3 TAL FO TA, II AuemsE S&E HUMAN RESOURCE STUD TR GL.0199-05 1 0 0 TAL FO Tin II AuemsE S&E HYAC FRMN W5.5306.09 1 0 0 TAL FO TA, II Au4KKKE S&E INFO TECH STUD TR G5.229005 1 0 0 TAL FO Wu II Au4KKE SIRE LT GI:01:07-09 3 1 0 TAL FO TAI II Au4KKKE S&E LT GS-0007-11 1 1 0 TAL FO TA, II Au4KKE S&E MEDCL OFFCR (PSYCHIATRIST' GP-0602-IS 1 0 0 TAL FO TA, II Au4KKKE PHS MID-LEVEL PRACTITIONER GS-0610-11 1 0 0 TAL FO TA, II Au4KKKE S&E MTNCE MOM FRMN W5.4749.08 1 0 0 4 TAL FO TA; II Au4KKKE S&E PSYCHLGY PREDOCTORAL INTERN GL.0199-03 1 0 0 25 EFTA00141601

TAL FO TN II AueNcE S&E PSYCHLGY TECHNCN GL-01.91-07 1 0 0 2 TAL FO TAP II AueNcE UNICOR QUAL ASSIINC SMUT GS.191O11 1 0 0 TAL FO TAP II AueNcE S&E REGISTERED NURSE CC-0610-10 1 1 0 TAL FO TAP II AueNcE S&E REGISTERED NURSE G1-0610-10 1 0 0 TAL FO TA, II AueNcE S&E SOC WRKR GS-0113.5.11 1 1 0 TAL FO TAP II AueNcE S&E SR OFFCRSPECLST GL-0007-08 1 1 0 TAL FO TN II matte( S&E SR OFFCRSPECLST GL-0007-08 B 1 0 TAL FO TA, II AuettrE PHS STAFF PROGRAM MANAGEMENT OFFICER CC-0601-04 1 0 0 TAL FO TN II AuettrE UNICOR UNICOR BUS MGR GS-0501-13 1 0 0 TAL FO TN II AuettrE UNICOR UNICOR BUS MGR GS-0601-11 1 0 0 TAL FO Nu I MiaccrE S&E UTILSYSRPREROPERTRFRMN WS-474E-0B 1 0 0 7AL FO TAI II AuettrE S&E VOCTNL NANG INSTRU G5.1711-11 1 0 0 701 FCC TUCSON S&E DENTAL ASSISTANT GL-0681-06 1 0 0 4 701 FCC TUCSON S&E DEP 04, PSYCH GS-0180-13 1 0 0 TCN FCC TUCSON S&E DRUG ABUSE TRTMNTSPECLST GS-0101-11 1 1 0 TCN FCC TUCSON S&E ENVRNMTL& SAFETY COMPLNC ADMR GS-0018-13 1 1 0 TCN FCC TUCSON S&E DAEC *SST/SATELLITE OPERSADMR GS-0006-13 1 0 0 20 TCN FCC TUCSON S&E FOOD SRVC ASST GL-1603-07 1 0 0 9 TCN FCC TUCSON S&E GUIDANCE COUNSELOR GS.174O11 1 0 0 TCN FCC TUCSON S&E HLTH SRVCS ASST GL-0303-07 1 1 0 TCN FCC TUCSON S&E INFORMATION TECH. STUDENT TRAINEE GL-2199-05 1 0 0 TCN FCC TUCSON S&E LT GS-0007-11 3 0 0 TCN FCC TUCSON S&E MEDtt OFFCR GP-0602.1S 1 0 0 TCN FCC TUCSON S&E MEDICATION TECHNICIAN GL-0640-06 1 0 0 TCN FCC TUCSON S&E MENTOR COORDINATOR GI. 0006 09 1 1 0 TCN FCC TUCSON S&E MTNCE WRKR FRMN WS-4749.08 1 1 0 TCN FCC TUCSON S&E PSYCHLGY PREDOCTORAL INTERN GL-019909 1 0 0 4 TCN FCC TUCSON S&E PSYCHLGY PREDOCTORAL INTERN GL-0199.09 1 0 0 TCN FCC TUCSON S&E REGISTERED NURSE GL-0610-10 4 0 0 TCN FCC TUCSON S&E SOC WRKR GS-018.5.11 1 0 0 TCN FCC TUCSON S&E SPEC EDUC TCHR GS.171O11 1 0 0 TCN FCC TUCSON S&E SPEC INVESTIGATIVE AGT GS-0006-12 1 1 0 TCN FCC TUCSON S&E SR OFFCRSPECIST GL-0007-08 9 1 0 TCN FCC TUCSON S&E STAFF PHARMACIST GS-066O11 1 0 0 TCN FCC TUCSON S&E STAFF PSYCH GS-018041 1 0 0 TCN FCC TUCSON S&E STAFF PSYCH GS-0180-12 1 0 0 TCN FCC TUCSON S&E TCHR G5.171O11 1 0 0 TCN FCC TUCSON S&E VOCTNL 7RNG INSTRU GS.1711-11 1 1 0 TCN FCC TUCSON S&E VOCTNL 7RNG INSTRU GS.1711-11 1 0 0 TCN FCC TUCSON S&E WHSE WRKR FRMN WS-6907-03 1 1 0 TDG F0 TALIADEGA S&E ACCTG STUD TR GS-0S99.05 1 0 0 TDG FO TALLADEGA S&E ASST F000 SRVCADMR G5.1667-11 1 0 0 TDG FO TALLADEGA S&E CLNCL DIA GP-0602-1S 1 1 0 TDG FO TALLADEGA S&E COMPR SRVCS MGR GS.211O12 1 0 0 TDG F0 TALLADEGA S&E COOK FRMN WS-740443B 1 0 1 TDG F0 TALLADEGA S&E CORRECTNL CNSLR GL-0007-09 1 0 0 TDG F0 TALLADEGA S&E ELCTRL WRKR FRMN WS.280S-09 1 0 0 TDG F0 TALLADEGA UNICOR FABRK WRKR FRMN WS.310S-07 1 0 0 TDG F0 TALIADEGA S&E HEALTH TECHNICIAN -PARAMEDIC G143640-09 1 1 0 TDG F0 TALLADEGA S&E HUMAN RESOURCE STUD TR GS-0199.05 1 0 0 TDG F0 TALLADEGA S&E LT GS-0007-11 S 0 0 TDG F0 TALLADEGA S&E LT GL-0007-09 1 0 0 TDG FO TALLADEGA UNICOR OPERATIONS MANAGER GS.1101-13 1 0 0 TDG FO TALLADEGA S&E PIPEFTR FRMN WS4104-09 1 0 0 TDG FO TALLADEGA S&E PROCUR& PROP SMUT GL-1101-09 1 0 0 TDG FO TALLADEGA PHS QUAL IMPRVMT/INFECTIONCONTRLCOORD 1 1 0 TDG FO TALLADEGA S&E RELIGIOUS SRVCS AM G143303-07 1 0 0 9 TDG F0 TALLADEGA S&E SAFETY MGR TRANCE GS-001211 1 0 0 TDG F0 TALLADEGA UNICOR SEWING MACH RPRER FRMN WS-5301-0B 1 0 0 TDG F0 TALIADEGA S&E 56 SUPRT TECMCN GL-0303-08 1 0 0 TDG F0 TAUADEGA S&E SR OFFCRSPECIST GL-0007-08 16 1 0 TDG F0 TALLADEGA S&E TCHR G5.171O11 1 1 1 6 TDG F0 TALIADEGA UNICOR UNICOR ACCTNT GS-051O11 1 0 0 TDG F0 TALLADEGA UNICOR UNICOR ACCTNT GI:0510-09 1 0 0 TDG F0 TALIADEGA S&E UNIT MY G143318-06 1 0 TDG F0 TALLADEGA S&E VOCTNL 7RNG INSTRU GS.1711-11 1 0 0 TDG F0 TALIADEGA UNICOR WOOD WRKG MACH OP FRM W5.460148 1 0 0 TEX FO TEXARKANA S&E ASST FOOD SRVC AMR RN GL-1667-09 1 0 0 TEX FO TEXARKANA S&E CAMP ADMR SECY GL-031207 1 1 0 TEX FO TEXARKANA S&E CASE MGR GL-0101-11 1 1 0 TEX FO TEXARKANA S&E COOK FRMN W5.740448 1 1 0 TEX FO TEXARKANA S&E DENTAL ASSISTANT GL-06.91-06 1 0 0 TEX FO TEXARKANA S&E DRUG ABUSE TRTMNTSPECLST GS-0101-11 1 0 0 TEX FO TEXARKANA S&E EDUCATION STUDENT TRAINEE GS-1799.05 1 0 0 TEX FO TEXARKANA S&E ENVIRONMENTAL PROTECTION SPECIALIST GS-001211 1 0 0 TEX FO TEXARKANA S&E GRDNR FRMN WS.5003-07 1 0 0 TEX FO TEXARKANA S&E HLTH SRVCSASST GL-0303-07 1 0 0 EFTA00141602

TEX FO TEXARKANA S&E HUMAN RESOURCE STUD TR G5-029605 1 0 0 TEX FO TEXARKANA S&E HVAC FRMN W5.5306-09 1 0 0 TEX FO TEXARKANA S&E LT GS-0007-11 2 1 0 TEX FO TEXARKANA S&E LT GL-0007-09 1 0 0 TEX FO TEXARKANA S&E MEDICAL OFFICER GP-0602-IS 1 0 0 TEX FO TEXARKANA S&E MINCE WRKR FRMN WS-474948 1 2 0 TEX FO TEXARKANA S&E AMR SPECIST GI-0188-09 1 2 0 TEX FO TEXARKANA S&E SR OFFCRSPECLST GL-0007-09 5 0 0 TEX FO TEXARKANA S&E STUD TR GS.2299-05 1 0 0 TEX FO TEXARKANA UNICOR SUPVRY PRODN CALMER G5.1151-21 1 0 0 TEX FO TEXARKANA S&E SUPVY CORRECTIONAL SYSTEMS SP GS-0006-11 1 1 0 TEX FO TEXARKANA TRUST FUND TRUST FUND SWIM GS-0301-12 1 2 0 THA FCC TERRE HAUTE UNICOR ASST UNICOR SUS MGR GS-0501-22 1 0 0 THA FCC TERRE HAUTE S&E CARE LVL 3 PSYCH GS-018623 1 0 0 THA FCC TERRE HAUTE S&E CASE MGR GS-0101-2I 1 0 0 THA FCC TERRE HAUTE S&E CHAPLAIN GS-0060-22 1 0 0 THA FCC TERRE HAUTE S&E ama. PSYCH GS-018622 1 2 0 THA FCC TERRE HAUTE S&E COOK FRMN WS.7404-08 1 0 0 THA FCC TERRE HAUTE S&E CORRECTNL CHEAP GL-0007-09 1 0 0 THA FCC TERRE HAUTE S&E CORRECTNL SYS OFFER GE-0007-08 2 1 0 THA FCC TERRE HAUTE S&E DEP 04, PSYCH GS-0180-23 1 0 0 THA FCC TERRE HAUTE S&E DRUG ABUSE TRTMNTSPECEST GS-0101-21 3 1 0 7 THA FCC TERRE HAUTE S&E ELCTRONTECHNCN GS-0856-2I 2 0 0 6 THA FCC TERRE HAUTE UNICOR FABRIC WRKR FRMN W5.3105-07 3 0 0 THA FCC TERRE HAUTE UNICOR FACTORY MGR G5.1101-22 1 1 0 THA FCC TERRE HAUTE UNICOR FACTORY OPERATIONAL ACCT GS-051O11 1 0 0 THA FCC TERRE HAUTE UNICOR FNANCL SPECLST GS-059605 1 0 0 THA FCC TERRE HAUTE S&E FOOD SRVC ASST GI1603-07 1 0 0 THA FCC TERRE HAUTE S&E GRDNR FRMN W5.5001-07 1 0 0 THA FCC TERRE HAUTE S&E GUIDANCE CNSLR ISCHL GUIDANCE CNSIR) GS.175OI2 1 0 0 THA FCC TERRE HAUTE S&E IT SPEC'S GS221OI1 2 0 0 THA FCC TERRE HAUTE S&E LT GS-0007-11 4 0 0 THA FCC TERRE HAUTE S&E MAT DRUG ABUSE PROG COORD(FSA) GS-018613 1 0 0 THA FCC TERRE HAUTE S&E MINCE WRKR FRMN WS.4749-0/1 1 0 0 THA FCC TERRE HAUTE S&E PHARMACIST GS-066O11 1 0 0 THA FCC TERRE HAUTE S&E PHARMAC/ mart. GS-06BOI1 1 0 0 THA FCC TERRE HAUTE S&E PSYCHLGY PREDOCTORAL INTERN GL-0199-09 1 0 0 29 THA FCC TERRE HAUTE S&E PSYCHLGY TECHNCN GI-0181-07 2 2 1 THA FCC TERRE HAUTE S&E REGISTERED NURSE GL-0610-10 2 1 0 THA FCC TERRE HAUTE UNICOR SEWING MACH REP TRAINEE W5.5301-07 1 0 0 THA FCC TERRE HAUTE UNICOR SEWING MACH RPRER FRMN WS.5301-08 1 0 0 THA FCC TERRE HAUTE S&E SPEC TRT PRG SPEC CHALLENGE GS-0101-21 2 0 0 THA FCC TERRE HAUTE S&E SPECIALTY TRTMNT PROG SPECLST GS-0101-2I 1 0 0 THA FCC TERRE HAUTE S&E SPORTS SPECIST GL-0030-09 1 0 0 THA FCC TERRE HAUTE S&E SR OFFCRSPECLST GL 0007 OS 8 1 0 THA FCC TERRE HAUTE UNICOR UNICORACCTNT GL-0510-09 1 0 0 THA FCC TERRE HAUTE UNICOR UNICOR BUS MGR GS-0501-23 1 0 0 THA FCC TERRE HAUTE S&E UNIT MGR GS-0006-12 1 1 0 THA FCC TERRE HAUTE S&E UNIT SECY GL-0318-06 1 1 0 19 THA FCC TERRE HAUTE S&E um sys PPM OPERTR FRMN W5474208 1 1 0 THA FCC TERRE HAUTE S&E VOCR4L TRNG INSTRU G51712-I1 1 1 0 TOM LISP THOMSON S&E ASSISTANT FOOD SERVICE ADMIN GS.1667-12 1 0 0 TOM LISP THOMSON S&E ASSOCIATE WARDEN GS-0006-14 1 0 0 TOM LISP THOMSON S&E ASST HLTH SRVCS ADMR GS-067OI1 1 1 0 TOM USD THOMSON S&E CASE MGR GS-0101-11 1 0 0 TOM LISP THOMSON S&E CHAPLAIN GS-006OI2 1 0 0 TOM LISP THOMSON S&E CHAPLAIN. TRAINEE GS-006O11 1 0 0 TOM LISP THOMSON S&E COOK SUPERVISOR WS.7404-08 1 0 0 TOM LISP THOMSON S&E CORRECTNL CNSIS GL-0007-09 1 0 0 TOM USD THOMSON S&E CORRECINL PROG SPECLST GS-0006-21 1 0 0 TOM USA THOMSON S&E CORRECTNL SYS OFFCR GI-0007-08 3 0 0 TOM USD THOMSON S&E DEP CAPTAIN GS-0007-22 1 0 0 TOM USD THOMSON S&E DISCPL HAG OFFCR GS-0006-22 1 1 0 TOM USA THOMSON S&E FACILITIES MANAGER GS•164013 1 0 0 TOM LISP THOMSON S&E FINANCIAL SPECIALIST GI-0501-09 1 0 0 TOM LISP THOMSON S&E GENERAL FOREMAN WS-474614 1 0 0 TOM LISP THOMSON S&E HUMAN RESOURCE MANAGER GS-0201-23 1 0 0 TOM LISP THOMSON S&E INF RECPTNST GL-0304-04 1 0 0 TOM LISP THOMSON S&E LT GS-0007-21 10 0 0 TOM LISP THOMSON S&E MAINTENANCE WRKR FOREMAN WS-474948 1 0 0 TOM LISP THOMSON S&E MATERIAL HANDLER FOREMAN WS-6907-04 1 0 0 TOM LISP THOMSON TRUST FUND MATERIAL HANDLER FOREMAN WS-6907-04 1 0 0 TOM LISP THOMSON S&E MEDCL OFFCR (CLINICAL DIRECTOR) GP-0602-15 1 0 0 TOM LISP THOMSON S&E NURSE PRACTITIONER GS-061O11 1 0 0 TOM USD THOMSON S&E REENTRY AFF COORD GS-0101-21 1 1 0 7 TOM LISP THOMSON S&E REGISTERED NURSE GL-0610-10 1 0 0 TOM LISP THOMSON S&E SIS SUPRT TEO4VCN GI-1801-08 1 0 0 EFTA00141603

TOM USP THOMSON S&E SOC WRKR GS-018611 1 0 0 TOM USP THOMSON S&E SPEOALTT PROG COORD GS-018613 1 0 0 TOM LISP THOMSON S&E SPEOALTT TRTMNT PROG SPEC RHU G5-0101-11 1 0 0 TOM LISP THOMSON S&E SPECIALTY TRTMNT PROG SPEC SMU G5-0101-11 1 0 0 TOM LISP THOMSON S&E SR OFFCRSPECLST GL-0037-08 99 0 0 TOM LISP THOMSON S&E STAFF PHARMACIST GS-0660-11 1 0 0 TOM LISP THOMSON S&E STAFF PSYCHOLOGIST GS-0180-12 1 0 0 TOM LISP THOMSON TRUST FUND TRUST FUND SPECIST GL-0301-09 1 0 0 TOM LISP THOMSON S&E UNIT SECY GI:0318-06 1 0 0 TRM Fa TERMINAL ISLAND S&E ADMVASST GL-0303-07 1 0 0 TRM FO TERMINAL ISLAND S&E CASE MGR GS-0101-11 1 1 0 TRM FO TERMINAL ISLAND WM COOK FRMN WS.7404-08 1 0 0 TRM Fa TERMINAL ISLAND WM CORRECTNL CNSLR GL-0007-09 1 1 0 TRM FO TERMINAL ISLAND S&E DINGNS7C RADIOLOGICTECHNLGST GI:0647-08 1 0 0 TRM Fa TERMINAL ISLAND PHS ONE HYGIENIST 1 0 0 TRM Fa TERMINAL ISLAND S&E FRANCE SMUT GL-0501-09 1 0 0 TRM FO TERMINAL ISLAND S&E HLTH SRYCSASST GL-0303-07 1 0 0 11 TRM Fa TERMINAL &AND S&E HUMAN RESOURCES SPECIST GL-0201-09 1 1 0 TRM Fa TERMINAL ISLAND S&E LICENSED PRACTICAL NURSE GL-0620-07 1 0 0 TRM Fa TERMINAL ISLAND S&E LT GL-0037-09 1 0 0 TRM FO TERMINAL ISLAND S&E MEM'. OFFCR GS-0602-15 1 0 0 TRM Fa TERMINAL ISLAND S&E MEDICATION TECHNICIAN GL-0610-06 2 1 0 4 TRM Fa TERMINAL ISLAND PHS MID-LEVEL PRACTMONER 1 0 0 TRM Fa TERMINAL ISLAND S&E PARAMEDIC GL-0640-03 1 1 0 TRM Fa TERMINAL ISLAND S&E PSYCHLGY PREDOCTORAL INTERN GL-0199-09 0 0 0 32 TRM Fa TERMINAL ISLAND S&E PSYCHLGY PREDOCTORAL INTERN GL-0180-09 1 0 0 TRM Fa TERMINAL ISLAND S&E PSYCHTRC MIDLEVEL PRACTITIONER GS-0610-12 1 1 0 4 TRM Fa TERMINAL ISLAND UNICOR RECYCLING TECHNICIAN GL-0303-09 1 0 0 TRM Fa TERMINAL ISLAND S&E REGISTERED NURSE GL-0610-10 1 0 0 TRM FO TERMINAL ISLAND UNICOR REMOTE OPERTNL AGGRO GS-0S10-11 1 0 0 TRM Fa TERMINAL ISLAND S&E SR OFFCRSPECLST GL-0037-08 6 1 0 TRM FO TERMINAL ISLAND S&E TCHR GS.1710-11 1 0 0 7 TRM FO TERMINAL ISLAND S&E UNIT MGR GS-000612 1 1 0 16 TRM FO TERMINAL ISLAND S&E UNIT SECY GL-0318-06 1 0 0 TRM FO TERMINAL ISLAND S&E um vs RPRIR OPERTR FRMN WS-4742-08 1 0 0 TRM FO TERMINAL ISLAND S&E WARDENS SECT GL-0318-08 1 0 0 TRM FO TERMINAL ISLAND TRUST FUND WHSE WARR FRMN W5490204 1 1 0 TRY Fa THREE RIVERS S&E ACCTG TECHNCN GL-0S2S-07 1 1 0 TRY Fa THREE RIVERS UNICOR ACCTNT GS-0S01-11 1 0 0 TRY Fa THREE RIVERS PHS ADVANCED PRACTICE NURSE CC-0610-11 1 0 0 TRY FO THREE RIVERS S&E ASSOC WARDEN GS-0006-14 1 1 0 TRY Fa THREE RIVERS S&E CAPTAIN'S SECY GL-0318-06 1 0 0 13 TRY FO THREE RIVERS S&E CLNCL PSYCH GS-0810-13 1 1 0 TRY Fa THREE RIVERS S&E CONTR SPECLST GL-1102-09 1 0 0 TRY Fa THREE RIVERS S&E CORRECTNE CNSLR GL-0037-09 1 0 0 TRY Fa THREE RIVERS S&E CORRECTNE SYS OFFCR GL-0037-08 1 1 0 TRY Fa THREE RNERS S&E DRUG ABUSE PROG COORD GS-0180-23 1 1 0 TRY Fa THREE RNERS S&E DRUG ABUSE TRTMNT SPECLST GS-0101-11 1 1 0 TRY Fa THREE RNERS S&E WU STUD TR GS•1799-05 1 0 0 TRY Fa THREE RNERS S&E EDUCTECHNCN GL-1702-07 1 0 0 10 TRY Fa THREE RIVERS S&E ELCTFIL WRKR FRMN WS.2806CP3 1 0 0 TRY FO THREE RIVERS S&E ELCTRONTECIINCN GS-085641 1 1 0 TRY Fa THREE RIVERS S&E ENV& &SAFETY CNIPLNC. MGR GS-001842 1 1 0 TRY Fa THREE RIVERS S&E ENVIR. PROTECTION SPECIALIST GS-0028-11 1 0 0 TRY FO THREE RIVERS S&E EXEC ASST/SAT CAMP GS-0006-13 1 1 0 TRY FCI THREE RIVERS S&E FOOD SRYC ASST GL-1603-07 1 0 0 7 TRY FO THREE RIVERS S&E HLTH SRYCS STUD TR GL-0699-04 1 0 0 TRY Fa THREE RIVERS S&E HUMAN RESOURCE SPECLST GL-0201-09 1 0 0 TRY Fa THREE RIVERS S&E HUMAN RESOURCE STUD TR G5.2299-05 1 0 0 TRY FO THREE RIVERS S&E HYAC FRMN WS.5306-09 1 0 0 TRY FO THREE RIVERS S&E INFO TECH STUD TR GS.229905 1 0 0 TRY Fa THREE RIVERS S&E LT GL-0007-O9 1 1 0 TRY Fa THREE RIVERS S&E LT GS-0007-11 4 0 0 TRY FO THREE RIVERS S&E MID-LEVEL PRACTITIONER GS-0610-11 1 1 0 TRY Fa THREE RIVERS UNICOR PKR FRMN W5.7002-05 1 0 0 TRY FO THREE RIVERS UNICOR PROONCNTRLR GS.1152-11 1 0 0 TRY FO THREE RNERS S&E PSYCH TECH GL-0181-07 1 0 0 TRY Fa THREE RIVERS S&E REGISTERED NURSE GL-0610-10 1 0 0 TRY FO THREE RNERS S&E SPEC EDUC TCHR GS-1710-11 1 0 0 TRY Fa THREE RIVERS S&E SR OFFCRSPECLST GL-0037-08 10 0 0 TRY FO THREE RIVERS S&E STAFF PSYCH GS-0180-12 1 0 0 TRY Fa THREE RNERS TRUST FUND TRUST FUND SPECIST GS-0301-09 1 1 0 TRY Fa THREE RIVERS S&E UNIT SECT GL-0318-D6 1 0 0 11 TRY FCI THREE RIVERS S&E WARDEN ES4006-00 1 1 0 TRY FCI THREE RIVERS UNICOR WHSE WARR FRMN W54907-06 1 0 0 TRY F0 THREE RIVERS S&E WHSE WARR FRMN WS-6907-03 1 0 0 TRY Fa THREE RIVERS S&E WHSE WARR FRMN W54907-04 1 1 0 EFTA00141604

VIM FCC Y1CTORYILLE S&E ASSOC WARDEN GS-0006-14 1 1 0 VIM FCC Y1CTORYILLE S&E ASST FOOD SRVC AMR G5.1667-12 1 0 0 0 VIM FCC Y1CTORYILLE S&E ASST HEIN SRVCS ADMR GS-0670-12 2 0 0 VIM FCC Y1CTORYILLE S&E ASST MTH SRVCS ADMR GS-0670-12 1 0 0 1 VIM FCC Y1CTORYILLE S&E ASST LOCKSMITH GL-0301-09 1 1 0 VIM FCCY1CTORYILLL S&E ATTYADYSR GS-090S-14 1 0 0 VIM FCCY1CTORYILLL S&E ATTYADVSR GS-090S-14 1 0 0 VIM FCC Y1CTORYILLE UNICOR AUTMTV WRKR FRMN WS-5823-0B 1 0 0 VIM FCCY1CTORYILLL S&E BURG ANAL GL-0S60-09 1 0 0 VIM FCCY1CTORYILLL S&E CASE MGR GS-0101-11 0 1 0 VIM FCC Y1CTORYILLE S&E CHAPLAIN GS-0060.12 1 0 0 VIM FCC Y1CTORYILLE PHS 04EF PHARMAOST CC-0660-05 1 0 0 VIM FCC Y1CTORYILLE PHS CLNCL PRACTICAL NURSE CC-0610-03 1 0 0 VIM FCC Y1CTORYILLE S&E CLNCL PRACTICAL NURSE GS-0610.11 1 0 0 VIM FCC Y1CTORYILLE S&E COOK FRMN WS.7404.08 1 1 0 VIM FCC Y1CTORYILLE S&E CORRECTNL CNSLR G1-01:07-09 1 0 0 VIM FCC Y1CTORYILLE UNICOR COST ACCTNT GS-0510-11 1 0 0 VIM FCCY1CTORYILLL S&E DEP CASE MGMTCOORD.COMPLEX GS-0101-12 1 1 0 VIM FCCY1CTORYILLL S&E DRUG ABUSE PROG COORD GS-0180-13 1 0 0 VIM FCCY1CTORYILLL S&E DRUG ABUSE PROG COORD-MAT GS-0180-13 1 0 0 VIM FCC Y1CTORYILLE S&E DRUG ABUSE TRTMNTSPECIST GS-0101-11 2 1 0 VIM FCCY1CTORYILLL S&E EDUCTECHNOI GL-1702-07 1 0 0 VIM FCC Y1CTORYILLE S&E ELCTRL WRKR FRMN WS.280S-CP9 1 1 0 VIM FCC Y1CTORYILLE S&E EtIVRNMEL & SAFETY COMPLNC ADMR (TRI GS-0018.11 1 0 0 VIM FCC Y1CTORYILLE S&E HLTH SRVCSASST GL-0303-07 1 0 0 VIM FCC Y1CTORYILLE S&E HUMAN RESOURCE SPECIST GL-0201-09 1 0 0 VIM FCC Y1CTORYILLE S&E HYAC FRMN WS.5306.09 1 1 0 VIM FCC Y1CTORYILLE S&E LT GS-0007-11 10 1 0 VIM FCC Y1CTORYILLE PHS MEDCL OFFCR CC-0602-05 1 0 0 VIM FCC Y1CTORYILLE S&E MEDICATION TECHNICIAN G1-0640-06 1 1 0 VIM FCCY1CTORYILLL S&E MID-LEVEL PRACTITIONER GS-0603-11 1 0 0 VIM FCC Y1CTORYILLE S&E PARALEGAL SPECLST GS-0900-11 1 0 0 VIM FCC Y1CTORYILLE S&E PARAMEDIC GL-0640-09 1 0 0 VIM FCC Y1CTORYILLE S&E PHLEBOTOMIST GL-0640-05 1 1 0 VIM FCC Y1CTORYILLE PHS NOS THRPST CC-0603-05 1 0 0 VIM FCC Y1CTORYILLE S&E PSYCHLGY PREDOCTORAL INTERN GL-0199-09 1 1 0 13 VIM FCC Y1CTORYILLE S&E PSYCHLGY TEOINCN GL-0181-07 1 0 0 1 VIM FCC Y1CTORYILLE S&E QUAL IMPRYMVINFECTIONCONTRL NURSE GS-0610-11 1 0 0 VIM FCC Y1CTORYILLE S&E REGISTERED NURSE GL-0610-10 3 1 0 VIM FCC Y1CTORYILLE S&E RELIGIOUS SVCS ASSISTANT GL-0303-07 1 0 0 7 VIM FCC Y1CTORYILLE S&E RESTRICTIVE HOUSING PSYCH GS-0180-13 1 0 0 VIM FCC Y1CTORYILLE S&E SAFETY COMPLIANCE SPECIALIST GL-0018-09 1 0 0 VIM FCC Y1CTORYILLE ME SECT GL-0318-06 1 0 0 VIM FCC Y1CTORYILLE PHS SOCIAL WORKER CC-0620-05 1 0 0 VIM FCC Y1CTORYILLE S&E SPEC INVESTIGATIVE AGT GS-0006.12 1 0 1 19 VIM FCC Y1CTORYILLE ME SPEOALTYTRTMNT PROG SPECLST.BRAVE GS-0101-11 1 0 0 VIM FCC Y1CTORYILLE ME SPECIALTY TRTMNT PROG SPECLST-YET GS-0101-11 1 0 0 VIM FCC Y1CTORYILLE S&E SPORTS SPECLST GL-0030-09 1 1 0 VIM FCC Y1CTORYILLE ME SR OFFCRSPECLST GL-0037-08 59 1 0 VIM FCC Y1CTORYILLE ME STAFF PSYCH GS-0180-12 3 0 0 VIM FCC VICTORYILLE S&E SUPV CONTRSPECIST GS-1102-12 1 0 0 VIM FCC Y1CTORYILLE S&E SUN'S CLINICAL NURSE GS-0610-11 1 0 0 VIM FCC Y1CTORYILLE S&E SUN'S CORRECTIONAL SYSTEMS SPEOAUST GS-0006-11 1 0 0 VIM FCC Y1CTORYILLE S&E TCHR GS.1710-11 1 0 0 3 VIM FCC Y1CTORYILLE S&E TIME & LVCLK GL-0S44-C6 1 1 0 13 VIM FCC Y1CTORYILLE S&E TIME & LVCLK GL-0S44-C6 1 1 0 VIM FCC Y1CTORYILLE S&E UNIT MGR GS-0006-12 1 1 0 VIM FCC Y1CTORYILLE S&E UNIT SECY GL-0318-06 1 0 0 VIM FCC Y1CTORYILLE S&E VOCTNLTRNG INSTRU G5.1712-11 1 1 0 VIM FCC Y1CTORYILLE UNICOR WHSE WRKR FRMN WS-6907-03 1 0 0 WAS FO WASECA S&E ADVANCE PRACTICE NURSE GS-0610-11 1 0 0 WAS FO WASECA S&E ASSOC WARDEN'S SECY GL-0318-07 1 0 0 WAS FO WASECA S&E ASST LOCKSMITH GL-0301-09 1 0 0 WAS FO WASECA S&E CASE MGR GS-0101-11 1 0 1 WAS FO WASECA S&E CHAPLAIN GS-0060-12 1 1 0 WAS FO WASECA S&E COOK FRMN WS.7404-08 1 1 0 WAS FO WASECA S&E DRUG ABUSE PROG COCIRO CC-0180-13 1 0 0 WAS FO WASECA S&E DRUG ABUSE PROG COORO GS-0180-13 1 0 0 WAS FO WASECA S&E EDUCSPECLST GS-1701-11 1 0 0 WAS FO WASECA UNICOR FABRK WRKR FRMN WS.310S-07 1 0 0 WAS FO WASECA S&E HLTH SRVCSASST GL-0301-07 1 1 0 WAS FO WASECA S&E HUMAN RESOURCE MGR GS-0201-12 1 0 0 WAS FO WASECA S&E LT GS-0007-11 1 0 0 WAS FO WASECA S&E LT GL-0037-09 1 0 0 WAS FO WASECA S&E MEDCL OFFCR GS-0602-15 1 0 0 WAS FO WASECA S&E PLMBNG WRKR FRMN WS-4206.08 1 0 0 WAS FO WASECA S&E PSYCHIATRIC PHYSICIAN GP-0602-1S 1 0 0 EFTA00141605

WAS FO WASECA UNICOR QUAL ASSFINC MGR GS.1910-21 1 0 0 4 WAS FO WASECA S&E REGISTERED NURSE GL-0610-10 2 0 0 WAS FO WASECA UNICOR SEWING MA04 RPRER FRMN WS.5301-08 1 0 0 WAS FO WASECA S&E SG SUPRT TEGINCN GL-1802-08 1 0 0 4 WAS FO WASECA S&E SOC WRKR GS-0285-21 1 0 0 WAS FO WASECA ME SPECIALTY PROG COORD GS-0180-13 1 0 0 WAS FO WASECA ME SPECIALTY PROG COORD GS-0180-13 1 0 0 WAS FO WASECA S&E SR OFFCRSPECLST GL-0007-08 31 0 0 WAS FO WASECA S&E STAFF PSYCH GS-0180-12 1 1 0 WAS FO WASECA S&E SUN'S CORRECTIONAL SYSTEMS SPECIAUST GS-0006-2I I 2 0 WAS FO WASECA S&E TCHR G5.1710-11 1 0 0 11 WAS FO WASECA S&E UNIT MGR GS-0006-22 1 1 0 4 WAS FO WASECA S&E UNIT SECT GL-0318-06 3 0 0 10 WIL FO VAWAPASBURG S&E ACCTG TECHNCN GI-0525-07 1 0 0 WIL FO VALUAMSBURG S&E ASSOC WARDEN GS-0006-14 1 1 0 WIL FOWILUAMSBURG ME ASST HLTH SRVCS ADMR CC-0670-II 1 0 0 WIL FO VALUAMSBURG S&E COOK FRMN WSJAOL08 2 1 0 WIL FOWILUAMSBURG ME CORRECTNI CNSLR GL-0007-O9 3 1 0 WIL FOWILUAMSBURG ME FAOL MGR G5.1640-22 1 1 0 WIL FO VALUAMSBURG ME HLTH INF TECHNO4 GI-0675-07 1 0 0 WIL FOWILUAMSBURG S&E HLTH SRVCSADPAR CC-0670-12 1 0 0 WIL FO VALUAMSBURG S&E HLTH SRVCS STUD TR GI-06990S 1 0 0 WIL FOWILUAMSBURG S&E HVAC FRMN W5.5306-09 1 0 0 WIL FOWILUAMSBURG S&E PATNCE WRKR FRMN W5.9749-08 1 0 0 WIL FOWILUAMSBURG S&E PATHWAY INTERN GS-029905 1 0 0 WIL FOWILUAMSBURG S&E PATHWAY INTERN G5.179905 1 0 0 WIL FOWILUAMSBURG S&E PROCUR& PROP SPECIST GI-1101-09 1 0 0 WIL FOWILUAMSBURG ME SPEC EDUC TCHR GS.1710-21 1 0 0 WIL FOWILUAMSBURG ME SR OFFCRSPECLST GI-0007-08 26 1 0 WIL FOWILUAMSBURG S&E STAFF PSYCH GS-0180-12 1 0 0 WIL FOWILUAMSBURG S&E WHSE WRKR FRMN WS6907 04 1 0 0 WXR WESTERN REGION S&E CORRICHIL PROGSPECLST GS-0006-12 1 0 0 WXA WESTERN REGION S&E CORRECTNI SRVCSSPECLST GS-0006-22 1 0 0 WXR WESTERN REGION B&F ENGRG TECHNCN GS-0802-22 1 1 0 3 WXR WESTERN REGION S&E EXEC ASST GS-0006-14 1 1 1 4 WIA WESTERN REGION S&E LEG INTERN GS-099909 1 0 0 WXR WESTERN REGION S&E PSYCHLGY STUD TR INTERN GS-019907 1 0 0 WXR WESTERN REGION S&E REGNLACCINT GS-051O12 1 0 0 WIA WESTERN REGION S&E REGNLCONTRSPECLST G5.1102-12 1 0 0 WXR WESTERN REGION PHS REGNL Hall SENCS ADM* CC-0601-05 1 0 0 WXR WESTERN REGION S&E REGNL HUMAN RESOURCE SPECIST GS-0201-22 1 1 0 WXR WESTERN REGION S&E MGM. SECT G5-0318-07 1 0 0 4 YAN FPC YANKTON S&E DRUG ABUSE PROG COORD GS-0180-23 1 0 0 YAN FPC YANKTON S&E FNANCI SPECIST GI-0501-09 1 0 1 4 YAK FPC YANKTON S&E PROCUR& PROP SPECLST GI-1101-09 1 1 0 S YAN FPC YANKTON S&E SPEC POPULATION PROG COORD GS-0101-21 1 0 0 YAN FPC YANKTON S&E SR OFFCRSPECLST GI-0007-08 4 1 0 YAN FPC YANKTON S&E WARDEN GS-0006-25 1 1 0 YA2 FCC YAZOO CITY S&E ACCTG TECHNCN GI-0525-07 1 0 0 10 YA2 FCC YAZOO Off S&E ASSISTANT FISA GS-0670-22 1 0 0 1 YAZ FCC YAZOO ON S&E ASST RECRSUPVR GS-018221 1 0 1 5 YAZ FCC YAZOO ON S&E ASST SUPYR OF EDUC G5.1710-22 1 0 0 5 YAZ FCC YAZOO an S&E BURG ANAL GI-0560-09 1 0 0 YAZ FOC YAZOO ON UNICOR BUS ADMR GS-0501-22 1 0 0 YAZ FOC YAZOO ON S&E BUS ADMR GS-0501-13 1 0 0 YAZ FOCYA200 Off S&E CAPTAIN'S SECY GI-0318-06 1 1 0 YAZ FCC YAZOO ON S&E CHAPLAIN GS-0060-22 1 1 0 YA2 FCC YAZOO CITY S&E [OMR SPECLST GI.1102-09 1 1 0 YA2 FCC YAZOO CITY S&E COOK FRMN W5.7404-0/1 1 0 0 3 YA2 FCC YAZOO CITY S&E CORRECTNI CNSLR GI-0007-09 1 0 0 YA2 FCC YAZOO CITY S&E CORRECTNI SYS OFFCR GI-0007-08 1 0 0 19 YA2 FCC YAZOO CITY S&E CORRECTNI SYS OFFCR GL-0007-08 1 0 0 YA2 FCC YAZOO CITY S&E ONTL HYGIENIST GL-0682-08 1 0 0 YA2 FCC YAZOO CITY S&E ELCTRL WRKR FRMN W5.2805-09 1 0 0 YA2 FCC YAZOO CITY S&E ELCTRONTECHNCN GS-0856-21 1 1 0 YA2 FCC YAZOO CITY S&E EMERGENCY PREPAREDNESS OFCR GS-0006-22 1 0 0 10 YA2 FCC YAZOO CITY S&E ENVRNMTL & SAFETY COMPLNC ADMR (IR) CC-001211 1 0 0 YA2 FCC YAZOO CITY S&E DICUTIVE ASSISTANT GS-0006-23 1 1 0 25 YA2 FOC YAZOO CITY UNICOR FABMC WRKR FRPAN WS.310S-07 1 0 0 YA2 FCC YAZOO CITY UNICOR FABRIC WRKR FRMN W5.3105-07 3 0 0 YA2 FCC YAZOO CITY S&E FOOD SRVC ASST GL-1603-07 1 0 0 s YA2 FCC YAZOO CITY S&E HLTH SRVCSADPAR GS-0670-23 1 1 0 YA2 FCC YAZOO CITY S&E HLTH SRVCS ASST GI-0303-07 1 0 0 YA2 FCC YAZOO CITY S&E HUMAN RESOURCE SPECLST GL-0201-09 1 0 0 YA2 FCC YAZOO CITY S&E LT GS-0007-2I 1 0 0 YA2 FCC YAZOO Off S&E LT GS-0007-2I 1 0 0 YA2 FCC YAZOO CITY S&E LT GS-0007-09 1 0 0 EFTA00141606

YA2 FCC YAZOO Off S&E LT GS-0007-11 1 1 0 YA2 FCC 0200 CITY S&E LT GS-0007.09 1 0 0 YA2 FCC YAZOO CITY S&E MUHL OFFCR GS-0602-15 1 0 0 YA2 FCC YAZOO CITY S&E MUHL REC ADM SPECLST GL-0669-09 1 0 0 YA2 FCC YAZOO CITY S&E MIDLEVEL PRACTITIONER SSE G5461041 1 0 0 YA2 FCC YAZOO Off S&E MINCE MUIR FRMN WS41799.08 1 0 0 11 YA2 FCC YAZOO CITY S&E PARALEGAL SPECLS7 GS-09S0-11 1 0 0 YA2 FCC YAZOO CITY S&E PROCUR& PROP SMUT GL4101-09 1 0 0 3 YA2 FCC YAZOO CITY S&E QUAL IMPRVMT & INFECTION COOT NURSE GS-061041 1 0 0 1 YA2 FCC YAZOO CITY S&E REENTRY AFF COORD GS-0101-11 1 0 0 6 YA2 FCC YAZOO CITY UNICOR SEWING MA04 RARER FRMN WS-53014B 1 0 0 YA2 FCC YAZOO CITY UNICOR SEWING MACH RARER FRMN WS-53014B 1 0 0 YA2 FCC YAZOO CITY S&E 56 SUPRT TEOWCH GL-1802-08 1 0 0 11 YA2 FCC YAZOO CITY S&E SIS SUPRT TECHNCN GL-1802-08 1 0 0 YA2 FCC YAZOO CITY S&E SIS SUPRT TECHNCN GL-1802-08 1 0 0 YA2 FCC YAZOO CITY S&E SR OFFCRSPECLST GI0807-08 140 2 0 YA2 FCC YAZOO CITY S&E STAFF PSYGI4 GS-018042 1 0 0 YA2 FCC YAZOO CITY S&E STUD TR GS-0099.0S 1 0 0 YA2 FCC YAZOO CITY S&E STUD TR GS-0299.0S 1 0 0 YA2 FCC YAZOO CITY S&E STUD TR GI-0699-0S 1 0 0 YA2 FCC YAZOO CITY S&E STUD TR GS-1799.0S 3 0 0 YA2 FCC YAZOO CITY S&E STUD TR GS-22900S 1 0 0 YA2 FCC YA200 CITY S&E STUD TR GL-0699-0S 1 0 0 YA2 FCC YAZOO CITY S&E SUPVY CORRECTIONAL SYSTEMS SPEOAUST GS-0006-11 1 0 0 YA2 FCC YAZOO CITY S&E TOW G5.1710-11 2 1 0 YA2 FCC YAZOO CITY S&E TIME & LV CLK GL-0849-05 1 0 0 YA2 FCC YAZOO CITY UNICOR UNICOR ACCENT GL-0510-09 1 0 0 YA2 FCC YAZOO Off UNICOR UNICOR BUS MGR GS-050143 1 0 0 YA2 FCC YAZOO Off S&E UNIT MGR GS-0006-12 1 1 0 YA2 FCC YAZOO Off S&E UNIT SECY GL-0318-06 1 0 0 YA2 FCC YAZOO Off S&E UTIL SYS RARER CPERTR FRMN WS-9792-08 1 0 0 6 YA2 FCC YAZOO Off S&E VOCTNL 'FROG INSTRU GI:171241 1 0 0 YA2 FCC YA200 CITY S&E VOCTNL 'FROG INSTRU 654712-11 1 0 0 YA2 FCC 0200 CITY UNICOR WHSE WRKR FRMN W54907-05 1 0 0 YA2 FCC VA/00[17Y S&E WHSE WRKR FRMN W54907-03 1 1 0 7 YAZ FCC YAZOO CITY S&E WHSE WRVS FRMN WS-6907-04 2 0 0 Total I 6,796 I 961 I 103 5,867 EFTA00141607

April 2015 Instructor Guide MODULE: INTRODUCTION TO CORRECTIONAL TECHNIQUES PHASE I LESSON: TAB 22: CONDUCTING SEARCHES LENGTH: 2 Hours INSTRUCTOR-TO-PARTICIPANT RATIO: One to any number of participants OBJECTIVE 1: Given a list of statements, the participants will identify the purpose and importance of conducting area searches in accordance with the Correctional Services Manual and PS 5521.05, Searches of Housing Units, Inmates, and Inmate Work Areas. OBJECTIVE 2: Given a list of statements, the participants will identify the general guidelines for conducting area searches in accordance with the Correctional Services Manual and PS 5521.05, Searches of Housing Units, Inmates, and Inmate Work Areas. OBJECTIVE 3: Given an inmate living area, an institution space or open area, and search equipment, the participants will conduct an area search in accordance with the PS 5521.05, Searches of Housing Units, Inmates, and Inmate Work Areas. OBJECTIVE 4: Given a course of instruction on the proper procedures for conducting a pat search, the participants will be able to perform all steps of a pat search. OBJECTIVE 5: Given a course of instruction and a list of options, the participants will be able to successfully identify the proper sequence of steps used in conducting a visual search. METHOD OF EVALUATION: Academic Testing / Practical Exercise PREREQUISITES: Logs, Memoranda, and Incident Reports; Identifying Contraband; Accounting for Contraband INSTRUCTIONAL AIDS: Local lists of items sold in the commissary, List of authorized items of inmates personal property from Institution Supplement, Search log, Tool box/carrier, Screwdrivers (Phillips and flat head), Mirror, Flashlight, Keys to area being searched, Probing devices, Mallet, Putty knife, Metal detector, Computer Presentation INSTRUCTIONAL EQUIPMENT: Computer, Projector, Projector Screen REFERENCES: Correctional Services Manual, PS 5521.05, Searches of Housing Units, Inmates, and Inmate Work Areas, PS 5510.15, Searching, Detaining, or Arresting Visitors to Bureau Grounds and Facilities, PS 5324.11, Sexually Abusive Behavior Prevention and Intervention Program, PS 5580.08, Inmate Personal Property, Institution Supplement on Inmate Personal Property. Introduction to Correctional Techniques 1 Conducting Searches Phase I Tab 22 EFTA00141608

April 2015 Instructor Guide APPENDIX: Sample Incident Report - Results of Search in Living Quarters, Sample Memorandum - Results of Search in Electrical Shop, Area Search Performance Evaluation Checklist, Pat Search Job Aid, Pat Search Review/Remediation Sheet, Visual Scramble Test Proper Sequence, Visual Search Scramble Test Answer Key POWERPOINT: Yes SPECIAL NOTES: Before you present this lesson, make arrangements for the participants to perform actual searches during the practice exercise portion of this training session. Ensure participants will have sufficient search equipment to conduct the exercise. Introduction to Correctional Techniques 2 Conducting Searches Phase I Tab 22 EFTA00141609

April 2015 Instructor Guide I. INTRODUCTION Slide 1- Conducting Searches Since inmates often possess different types of contraband, find ways to modify government- issued items inappropriately, and create weapons out of any type of material, inmates and all areas of our institution must be searched routinely at irregular times. Conducting searches is an important part of a correctional workers duties and responsibilities. This lesson provides the information you will need to perform a thorough search of inmates and all areas that inmates have access. Our objectives for this lesson are: Slide 2 — Objectives • Identify the purpose and importance of conducting searches. • Identify the general guidelines for conducting searches. • Given an inmate living area, an institution space or open area, and search equipment, each participant will conduct pat and area searches. • Identify the proper sequence of steps used in conducting a visual search, as delineated in this course of instruction. Slide 3 - Reasons for Conducting Searches II. CONDUCTING SEARCHES A. Reasons for conducting searches There are critical reasons for conducting searches which relate to safety and well-being. It is important to remember searches are not conducted for the purpose of harassing inmates. Reasons that searches are conducted are to: 1. Protect staff and inmates The most important reason for conducting searches is to protect employees and inmates. Searches help us maintain a safe and secure environment for everyone. 2. Detect and remove contraband Contraband may be a restricted item or an excessive amount of permitted items. Searches allow staff members to locate and remove contraband items. 3. Prevent escapes Introduction to Correctional Techniques 3 Conducting Searches Phase I Tab 22 EFTA00141610

April 2015 Instructor Guide Through searches, staff may uncover tools or devices that could be used in an escape attempt. Staff members also inspect buildings and structures for signs of tampering. 4. Maintain sanitary standards Institution areas must be kept neat and clean for health purposes. Searches ensure sanitary conditions meet established standards. 5. Eliminate fire and safety hazards Area searches help uncover fire and safety hazards such as exposed or faulty electrical wires. When such hazards are discovered, they must be reported for repair. Slide 4 - Reference Materials B. Reference Materials Your primary references for conducting searches will be PS 5500.11,Correctional Services Manual and Program Statement 5521.05, Searches of Housing Units, Inmates, and Inmate Work Areas. These sources provide thorough coverage as follows: 1. The Correctional Services Manual provides guidance on records and methods of inspection. It also provides guidance to search visually and how to use instruments during a search. For example, it tells how to use a mallet for tapping and how to use metal instruments to check for cuts or other signs of tampering. Detailed instructions for searching inmates and specific areas such as housing units, utility rooms, shops, and buildings are also provided. 2. The PS 5521.05, Searches of Housing Units, Inmates, and Inmate Work Areas explains how and why search procedures are established. It also outlines documentation requirements for searches. 3. Local Procedures such as the list of items carried by our institution Commissary and the list of locally authorized inmate personal property are two other important sources of information. You can use these lists to help you tell the difference between authorized items and nuisance contraband. Slide 5 - Search Conditions Introduction to Correctional Techniques 4 Conducting Searches Phase I Tab 22 EFTA00141611

April 2015 Instructor Guide C. Search Conditions It is important you understand the conditions under which searches are conducted. In this section, we will discuss when these searches are performed and who is authorized to perform them. • When to conduct searches? Searches are performed according to scheduled Post Orders and/or supervisory instructions. Searches may be performed any time of the day or night, during any shift. They may be scheduled or unscheduled. • Who may conduct searches? All staff members are authorized and encouraged to perform random searches. In certain institution areas such as the living quarters, dining hall, Health Services Department, or library, specific staff may be assigned to conduct a search. Any staff member may be asked to search a specific inmate or area at any time. Slide 6 - Types of Searches III. TYPES OF SEARCHES Now that we have discussed why searches are performed, sources for additional information, and search conditions, we will move on to the actual steps for conducting various searches. Slide 7 - Types of Searches - Area Searches A. Area Searches 1. Initiate the search First, determine the type of search to be conducted. You can do this by following your Post Orders and/or contacting your supervisor. In general, searches are performed as follows: • Daily security inspections are conducted during each shift. • Searches of living quarters or individual cells are conducted daily on a routine and random basis. • Searches of other areas (such as UNICOR, education building, electrical shop, library, or yard) are conducted daily on an irregular time schedule. • Institution grounds inspections are conducted frequently on an irregular schedule. Introduction to Correctional Techniques 5 Conducting Searches Phase I Tab 22 EFTA00141612

April 2015 Instructor Guide Note: Show an Institution Search Log. If appropriate, determine the specific living quarters/cell to be searched by referring to the unit or area search log book located at the Unit Officer's station. The search log book identifies all areas/cells recently searched and the contraband found and documented by the staff member. Referring to the unit or area search log book prior to conducting a search may help eliminate different staff searching the same area or cell on different shifts. It also helps to identify other areas in need of searching and reduces the appearance of harassing a particular inmate. 2. Obtain search tools The right tools make a search job much simpler, safer, and more effective. Used correctly, the recommended tools will help you uncover concealed evidence without putting yourself in danger. Note: Display tools used in searches. Obtain any necessary tools before you begin an area search: • Screwdrivers (Phillips head and flat head) to disassemble equipment or other items. • Mirrors with a long handle to look under, over, or behind objects. • A flashlight to see under furniture, equipment, or other dark areas. • Appropriate keys to open locks and lockers. • Probing devices to check dense areas such as the ground. • A mallet to tap items such as bars and grilles. It can also be used to inspect walls where paint chips are detected. • A putty knife to check window sashes, sills, and bars. The knife can also be used to inspect hidden areas, such as the ledge behind a piece of heavy furniture. • A hand-held metal detector to find concealed contraband items, such as knives or razor blades in a mattress, pillow, or clothing. 3. Dealing with the presence of inmates Inmates are not allowed to observe a search or to remain in an area which is being searched. If inmates are in the area to be searched, pat search them and direct them to leave the area. Introduction to Correctional Techniques 6 Conducting Searches Phase I Tab 22 EFTA00141613

April 2015 Instructor Guide Note: Inmate pat searches will be discussed later in this lesson plan. 4. Plan a systematic search process. Area searches must be conducted in a thorough, systematic manner. They are not random spot checks. The area search process is detailed and careful preparation is necessary. Think of the plan you will develop as a road map for your area search. Prepare a plan for the area being searched. Be sure the plan is thorough and systematic. • How do you plan to tackle this assignment? What approach will you take? • Assess the area to be searched. What is the size of the area? Where are the doors and windows? • Look over the actual area to be searched. Establish an overall impression and identify anything suspicious. Check all parts of the area thoroughly, but also try to imagine yourself as an inmate. Where would you hide something? • Select a starting point and determine a systematic approach. You may start anywhere, but search the entire area systematically to ensure thorough coverage. For example, you may enter at the cell door and search from the left, inspecting all items from top to bottom. 5. Inspecting the area and all contents Note: Describe Typical Hiding Locations. a. Review search strategy. Keep the following points in mind as you begin your search: • Follow your search plan. Even if you find contraband, you must continue searching until you have covered the entire area. Contraband may have been planted in several places. Sometimes, a minor contraband item is planted to bait and distract you from a more serious article. • Plan to conduct your search so all legitimate articles and bedding may be left as neat and orderly as you found them at the beginning of the search. • Focus on maintaining your concentration throughout the search. This is a detailed task and it is important you keep your mind on what you are doing. Introduction to Correctional Techniques 7 Conducting Searches Phase I Tab 22 EFTA00141614

April 2015 Instructor Guide Note: Discuss possible distractions. b. Consider safety. (1) Concealed contraband. Inmates may conceal contraband such as needles, razor blades, tattoo paraphernalia, and other sharp objects out of plain view of staff. For this reason, use extreme caution to never run hands along a surface they have not visually inspected, and remember to never put hands or fingers anywhere you cannot see. Avoid squeezing inmate clothing and laundry items to avoid injury in the event that contraband may be concealed in these items. Always visually inspect, unfold, and shake these items prior to searching. Further prevention strategies include the use of the search tools mentioned above. If contraband is, in fact, discovered, be cautious. Always use a search tool to pick up needles, razor blades, or other sharp objects. When transporting these types of contraband, continue to use caution by placing the items in a sharps container, when applicable. (2) Exposure to Bloodborne Pathogens. Exposed employees must report all exposures to their immediate supervisor as soon as possible. Prompt reporting of exposure incidents ensures timely medical evaluation and follow- up. If evaluation of the circumstances indicates post-exposure treatment, the exposed employee will benefit from the prompt initiation of treatment. c. Search the area. Check all movable or installed items and equipment. Use tools as appropriate to search inaccessible areas and protect yourself. For example, use the mirror, probe, or metal detector to check inaccessible areas. Take note of unusual circumstances or needed repairs. (1) Inspect all furniture. Concentrate on hollow legs, cracks, and crevices; underside; and any upholstered cushions. • Check beds and upholstered furniture thoroughly. • Strip the bed. Examine all pillows, sheets, covers, blankets, and the mattress carefully. Check to see if contraband has been pinned or sewn to any item. • Search the mattress, pillows, and cushions for hard objects. Consider using the metal detector to protect yourself from sharp items such as needles and blades. Introduction to Correctional Techniques 8 Conducting Searches Phase I Tab 22 EFTA00141615

April 2015 Instructor Guide • Check the underside of all furniture such as chairs, tables, and stools. Look for taped or stuck items and small holes bored into the wood. Contraband could be plugged into holes by paper or wooden plugs. (2) Inspect any plumbing fixtures such as toilets, wash basins, shower stalls, water fountains, and ice machines. Concentrate on the legs, cracks, and crevices; the underside and inside of all water-holding devices. Ensure you: • Flush toilets and look for suspicious water flow. • Drain water, if possible. Run fresh water to check for contraband hidden in pipes. • Inspect drains. Remove drain grilles where possible, and look for contraband suspended on thin wire or thread. (3) Inspect ventilation devices. Remove ventilation grilles where possible and look for contraband suspended on thin wire or thread. (4) Inspect electrical fixtures. Remove light fixture covers, light bulbs, and electrical face plates. (5) Inspect doors, windows, bars, and wall surfaces. Concentrate on cracks, crevices, locks, caulking, recent repairs, and bars that have been bent, broken, or tampered with. (6) Inspect mechanical equipment. Ensure power to equipment is turned off before you open and inspect it. (7) Inspect all items and materials stored in area. Ensure you: • Check all personal items such as picture frames, toothpaste, and medicine containers. • Look for expired medications or those issued to an inmate other than the one whose locker you are checking. Look for false bottoms and examine contents. • Check all institution items such as trash cans, brooms, and cleaning utensils/supplies. • Inspect all packaging, such as soap bars. Ensure the seals have not been tampered with. If seals have been opened, check contents carefully. • Inspect all books, magazines, and papers within the area. Check the bindings and covers. Look between individual pages. Introduction to Correctional Techniques 9 Conducting Searches Phase I Tab 22 EFTA00141616

April 2015 Instructor Guide • Confiscate all contraband found in the area. Remember to follow the proper procedures for the confiscation of contraband and inmate personal property. Note: Review procedures for confiscating contraband. In outdoor areas concentrate on recently transplanted trees, shrubs, and flowers. Check areas where repairs have caused soil displacement. The dense undergrowth creates an ideal hiding/burial spot. • Drive probes into the ground in recently planted areas. Investigate suspicious areas. • Use hand-held metal detectors to check for weapons and other contraband. 6. Leave the area as you found it. As we discussed, area searches are necessary in institution life. However, a little consideration on your part will go a long way in helping inmates accept the intrusion. Treat their property with respect by: • Ensuring the area is returned to its original condition as neatly as possible. There should be little evidence that a search was performed. • Folding bedding items neatly and place them on the bed. Staff members are not required to remake an inmate's bed after removing all bed clothing while conducting a search. • Replacing personal items to the approximate location they were found prior to the search. Remember that a cell is an inmate's home. 7. Document the search. Each time you complete a search, you must complete the necessary documentation. Complete a log entry to document your actions and findings. If necessary, write a memorandum and/or an Incident Report. (1) living quarters Note: Display Unit Search Log. • If you find contraband, remove it from the living quarters. Tell your supervisor, and determine appropriate actions to take regarding confiscation and disposal of contraband. • Document your search in the Unit Search Log. (It is important to document the fact that you conducted a search, whether or not you found contraband.) This documentation Introduction to Correctional Techniques 10 Conducting Searches Phase I Tab 22 EFTA00141617

April 2015 Instructor Guide proves the Bureau of Prisons is doing everything it can to make the institution safe and secure. Note: Refer to Appendix. If you find hard contraband or contraband of significance, you must document your findings as follows: • If your finding can be directly attributed to one inmate, complete an Incident Report. In addition, if you know of any recent event or sensitive information that may relate to your finding, write a memorandum to your shift supervisor to support the Incident Report. • If your finding cannot be attributed to a single inmate, write a memorandum to the Captain through your shift supervisor. All Incident Reports and memorandums should include the following information: • Name and register number of the inmate whose cell was searched • Number of the cell searched • Name of the officer conducting the search • Time of search • List of any contraband discovered • Disposition of the contraband (2) areas outside living quarters • If you find contraband, remove it from the area. Tell your supervisor, and determine appropriate actions to take regarding confiscation and disposal of contraband. Note: Explain how to complete a log book entry. • Document your search in the area log or lieutenant's log. (It is important to document the fact you conducted a search and whether contraband was found.) • If you found hard contraband or contraband of significance, write a memorandum. If your finding can be directly attributed to an inmate, complete an Incident Report. 8. Submit work requests During your search, you may find areas that need repair and/or further inspection. Perhaps you noticed plumbing or structural problems. In such cases you should submit a work request. Note: Describe local procedures used to submit work orders. Introduction to Correctional Techniques I l Conducting Searches Phase I Tab 22 EFTA00141618

April 2015 Instructor Guide 9. Practice area search We have discussed the fundamentals of conducting an area search. Now you will have the opportunity to practice what you have just learned. Note: Assign the participants to conduct a limited area search of identified areas. Observe the participants as they conduct this exercise to ensure they are using proper search techniques. Provide feedback as needed. Note: Did you have any problems with completing the area search? Did you find anything which requires an Incident Report, a Work Request, or memorandum? How would you document the area search? Encourage discussion. Slide 8 - Types of Searches - Pat Searches B. Pat searches 1. When to conduct pat searches? • Staff may conduct a pat search of an inmate on a routine or random basis to control contraband. • Inmates should be pat searched several times a day at non-scheduled intervals. • Inmates should be randomly pat searched when they move from one area of the institution to another. For example: pat searches should be conducted during open movements, entering or exiting inmate housing units, when inmates leave a work assignment, or when they return to the work site after a scheduled call-out, religious activity, etc. Inmates must assume a pat search will be conducted at any time and any place. Inmates must be uncertain as to when, where and how they will be questioned and searched. 2. Who conducts pat searches? A pat search may be conducted by any staff member, at any time, and on any inmate of either gender. 3. Pat Searches of Staff and Inmate Visitors The following procedures apply to searching staff and inmate visitors, both social and legal, official visitors, contractors, and volunteers, upon entering Bureau grounds or facilities. Persons refusing to submit to or comply with authorized Bureau search procedures will be denied entry or required to leave. A pat search of an inmate visitor or staff member will be conducted in the same manner as an inmate pat search with the following exceptions: Introduction to Correctional Techniques 12 Conducting Searches Phase I Tab 22 EFTA00141619

April 2015 Instructor Guide • Except in emergencies, pat searches of visitors/staff must be conducted by staff of the same sex as the non-inmate being searched. • Religious headwear is not considered part of a visitor's/staff's belongings, but rather their person. Random pat searches should NOT ordinarily include removal and inspection of religious headwear. Except in emergencies, Warden authorization is required before staff perform pat or visual searches of religious headwear. Searches of religious headwear should be conducted out of the view of other visitors and inmates. • Religious headwear that obscures a person's face must be removed sufficiently to reveal the face for identification upon entering and leaving facilities, and does not require the heightened conditions described above or documentation. In these cases, the entire headwear need not be removed if partial removal will reveal the face for identification. • Staff must be respectful of the belongings of others. Belongings and contents should not be handled carelessly, or in a manner that attracts unnecessary attention by others in the area. • Staff should not make unnecessary or inappropriate comments regarding their belongings that might cause embarrassment. • All containers —for example, purses, backpacks, and medication (prescription or over-the- counter)— must be electronically screened or opened and inspected. Note: Pat Search Video 4. Pat search video Before we get into the process of a pat search, I want to show you a video on the procedures we will be following. Please observe each step closely as these are the steps we will be following and on which you will be tested. Note: Direct the participants to remove the Pat Search Job Aids from the Appendix of their manuals. 5. Initiate the pat search • Determine which inmate is to be searched. • Determine the location of the search. • Communicate your intentions to the inmate. Note: The presence of other inmates should not be a deterrent to performing an effective pat search. Introduction to Correctional Techniques 13 Conducting Searches Phase I Tab 22 EFTA00141620

April 2015 Instructor Guide 6. Systematic steps in conducting a pat search The pat search is conducted utilizing a systematic step-by-step approach to ensure maximum effectiveness. During the performance evaluation, you must complete the pat search in the systematic order taught. Slide 9 - Types of Searches - Pat Search 7. Conducting the pat search a. Pat search positioning While conducting a pat search, staff must remain alert to their surroundings and the inmate at all times. For safety, it is imperative that staff be aware of their positioning as well as the inmate's positioning throughout the pat search. (1) Inmate Positioning • The inmate will face away from the staff member during all hands-on search procedures. • While facing away from the staff member, the inmate will be instructed to stretch out their arms perpendicular to the inmate's side and parallel to the ground with palms facing up and fingers spread. • The staff member will instruct the inmate to place their feet shoulder width apart. • Throughout the pat search, the inmate will be instructed to turn. While the inmate is turning the staff member remains in place monitoring the inmate's actions. (2) Staff Member Positioning • The staff member will maintain a T-stance while conducting the pat search. • The staff member's head should never pass the plane of the inmate's side. (Example: Do not allow your head to be in a position where the inmate could strike with an elbow, arm or fist). • Larger inmates may require a staff member to move from one side to the other while searching the chest and waist area. The staff member will stay behind the inmate's outstretched arms at all times. • While searching the lower extremities, the staff member should maintain their T-stance while going to one knee. Never place both knees on the ground at the same time. Introduction to Correctional Techniques 14 Conducting Searches Phase I Tab 22 EFTA00141621

April 2015 Instructor Guide b. Removal of inmate's personal items • Direct the inmate to remove all items from their pockets. Instruct the inmate to place the items in a specific location (out of reach). Inspect the inmate's hands to ensure there is no concealed contraband in the hand or between the fingers. When conducting this procedure, observe the inmate's body language and movements, noting signs of anxiety or any attempt to throw away contraband. • Direct the inmate to remove any head wear (hats, clips, head bands, barrettes, or hair ornaments) and place it with the items removed from their pockets. c. Inspect the inmate's head and neck As part of a thorough pat search, you will start at the head and work your way down the inmate's body to the feet. However, there may be times that the inspection of the head will not be necessary. • Direct the inmate to lean forward and run their fingers vigorously through the hair several times to dislodge any hidden contraband items. d. Searching the inmate's arms and upper torso • Have the inmate turn and face away from you, raise their arms to the side, shoulder high with fingers spread, and palms facing up. From behind, visually look at the inmate's hands to ensure there is nothing concealed. • Search the inmate's collar by placing the collar material between your index finger and thumb, using both hands. Press the material, feeling for hidden contraband. Be sure to cover the entire length of the collar. • In a systematic method, search one shoulder, arm, and armpit at a time. Begin at the shoulder area with one hand flat against the back of the shoulder and the other flat against the front of the shoulder. Pressing the palms against the inmate's body and using a sweeping motion, work your hands from the shoulder to the wrist ensuring total coverage of the shoulder, armpit, and length of the arm. While searching the inmate's arms and upper torso, use a sweeping motion; do not squeeze or give the appearance of groping. Larger inmates may require a staff member to use a rotational sweeping motion in order to ensure all areas are properly searched. • Repeat this procedure to search the other shoulder, armpit, and arm. Introduction to Correctional Techniques 15 Conducting Searches Phase I Tab 22 EFTA00141622

April 2015 Instructor Guide • With your palms flat and thumbs aligned on each side of the spine, search the inmate's back and sides by pressing down as you work your way to the inmate's belt line. Considering the size of the inmate, this portion of the search may require more than one sweeping motion. • Go back to the armpit area. With both palms flat against the inmate's side, using a sweeping motion, search each side simultaneously down to the belt line. (1) Male Inmate • Once the back and sides have been completed, search the chest and stomach from behind. • Place both palms flat on the inmate's chest, near the top of the chest. In a downward sweeping motion, paying close attention to seams, button areas, and pockets, search to the inmate's belt line. (2) Female Inmate • Have the inmate lower one arm (your choice). • Place yourself to the side of her lowered arm, place your inside arm (forearm) in a position which affords protection of your groin, preventing the inmate from raising her arm. • With your outside hand in a position with all four fingers and thumb extended and joined together, and held in a vertical position, place the thumb side of your hand on the chest area starting at or above the sternum. Run your hand downward, circling under the breast, then upwards toward the armpit area, applying enough pressure to detect any contraband. • Check the abdomen area with the flat palm portion of the searching hand. • Repeat the above procedures for the other side. Larger inmates may require a staff member to move from one side to the other while searching the chest. Stay behind the inmate's outstretched arms at all times. e. Searching the belt line and waistband areas • This is a common area to hide sharp items - exercise caution when searching this area! • With the inmate's arms raised to the side, shoulder high, search the waistband of the inmate. Standing to the rear of the inmate, reach around the waist and begin at the navel area. Placing the trouser material between your fingers and thumb, pinch the material, working your way from the front to the rear on both sides, simultaneously. Introduction to Correctional Techniques 16 Conducting Searches Phase I Tab 22 EFTA00141623

April 2015 Instructor Guide • Once the waistband has been completed, using the same technique, search the belt. • Larger inmates may require a staff member to move from one side to the other while searching the belt and waistband. Stay behind the inmate's outstretched arms at all times. Slide 10 - Types of Searches - Pat Search f. Searching the lower abdomen and groin • Search the inmate's lower abdomen and groin area. This is accomplished by placing the palm flat, directly below the inmate's waistband, on the lower abdomen, with fingers aligned with the zipper. The other hand, the palm is flat, placed directly below the waistband on the inmate's buttocks. Move your hands downward in a sweeping motion toward the crotch area. • Pay special attention to the inmate's lower abdomen and crotch, carefully checking seams, waistbands, zippers, and buttons. Note: Explain to the participants to thoroughly search the crotch area, using a sweeping motion; do not squeeze or give the appearance of groping. g. Searching the legs • In a systematic method, search one leg at a time. Pressing the palms against the inmate's leg and using a sweeping motion, work your hands from the crotch area to the ankle. While searching the inmate's legs, use a sweeping motion; do not squeeze or give the appearance of groping. Larger inmates may require a staff member to use a rotational sweeping motion in order to ensure all areas are properly searched. h. Searching the socks and shoes • Inspect the shoe tops, and any area of the leg/ankle covered by socks. If you feel there is contraband, the inmate should be removed to an appropriate area for a visual search. • Remaining behind the inmate, move to the other side. Repeat the procedure to search the other side of the inmate's lower abdomen, groin, leg, and shoe. • Instruct the inmate to lift each foot, one at a time, showing you the bottom of the shoe. Visually inspect the bottoms of the shoes to ensure there is no item of contraband concealed on the bottom. Examine shoes closely for any split soles or removable heels. • Once the inmate has been searched, have the inmate lower their arms. i. Inspecting the inmate's possessions Introduction to Correctional Techniques 17 Conducting Searches Phase I Tab 22 EFTA00141624

April 2015 Instructor Guide • Inspect items removed from the inmate's pockets by visually and physically checking each, disassembling as necessary. • Inspect head wear for concealed items by running your fingers over material, folding down and checking under all hat bands and head bands. • Direct the inmate to retrieve their personal possessions. • Release the inmate to their assigned duty. j. Documenting confiscated contraband You have learned how to document confiscated contraband. Let's review the forms used in documenting confiscated contraband: • Confiscation and Disposition of Contraband form • Incident Report • Memorandum Slide 11 - Pat Search Special Concerns 9. Pat search special concerns a. Casts and artificial limbs Dangerous weapons, drugs, and money are often concealed in casts and artificial limbs. • Inspect any plaster cast or artificial limb the inmate may have by using a flashlight and mirror. If you suspect the plaster cast conceals contraband, contact your supervisor for further instructions. • Inspect any artificial limb the inmate may be wearing by directing them to remove the limb and thoroughly searching the limb and all attaching hardware. This will be done in private. • Contact the Health Services Department if problems arise when searching inmates with either casts or artificial limbs. b. Dealing with the inmate Most inmates accept pat searches as a part of the normal day. Even so, you must: • Respect the inmate's right to not be harassed. Introduction to Correctional Techniques 18 Conducting Searches Phase I Tab 22 EFTA00141625

April 2015 Instructor Guide • Be systematic when performing the pat search. • Maintain professionalism by conducting all searches in a calm, no-nonsense manner. • Remain alert at all times. Remember, keeping contraband out depends on how well you do your job. Others depend on you. c. If you suspect contraband or a weapon We must ensure our own safety while conducting searches. When contraband is suspected, you should have a second staff member assisting with the search. (1) Direct the inmate to face away from you with arms extended, palms up, and feet apart. (2) You may want to instruct the inmate to assume a position against a wall if possible. • Arms outstretched and palms of the hands on the wall. • Legs spread more than shoulder width. • Move feet away from the wall. (3) Request assistance and have the inmate submit to a visual search. Note: Direct participants to refer to the Job Aids located in the Appendix. 9. Practice pat search The instructor will demonstrate the proper pat search technique with a volunteer member of the class or a member of the instructional team. Following the demonstration, each participant should be required to properly perform a thorough pat search on another participant. Note: The instructor should hide contraband on the person who is being searched. Using the evaluation form located in the Instructor Guide's Appendix to rate the participant's performance and provide feedback. C. Visual Search Slide 12 — Visual Search The intent of the pat search is to control the introduction of contraband in our institutions, ensuring a safe environment for staff and inmates. Pat searches do not detect all contraband; however, this important security procedure will assist in deterring the introduction and movement of contraband. If you suspect the inmate may possess contraband, which you did not detect during your pat search, you should initiate a visual search. We must ensure our own safety while conducting searches. If the staff member conducting the search believes they are Introduction to Correctional Techniques 19 Conducting Searches Phase I Tab 22 EFTA00141626

April 2015 Instructor Guide at particular risk, they should immediately seek assistance. Staff should not try to remove any contraband from the inmate without a second staff member present. In a recorded case an inmate undergoing a visual search was found to have a greasy substance around his rectum. A digital and simple instrument search located an item, but the item could not be removed from the inmate's bowels. An x-ray revealed that the item was a small-caliber pistol. When the pistol was finally recovered, it was found that it did not have a trigger guard and that it was fully loaded! The pistol could have discharged at any time. The inmate had received the pistol and inserted it into his rectum while in the Visiting Room. A very alert Correctional Officer performing a professional visual search prevented this weapon from entering the institution. The visual search is probably the most sensitive search procedure you will conduct. As the name implies, a visual search involves the visual inspection of an inmate's body after all clothing has been removed. Unlike the pat search, staff members should never touch an inmate while conducting a visual search. Inmates may view visual searches as humiliating and feel it can be a form of harassment. Visual searches are extremely effective in preventing the introduction and circulation of contraband. As a correctional worker, a visual search is one of the many areas of your job that will test your professionalism. 1. Purpose of a visual search Visual searches are conducted to protect staff members and inmates by controlling the introduction and conveyance of contraband into the institution. a. When to conduct visual search (1) Conduct a visual search when there is reasonable belief that contraband may be concealed on the inmate. (2) Conduct a visual search when a good opportunity for concealment has occurred. (3) Based on the security level of the institution, conduct a visual search when an inmate is entering or leaving the: • Visiting Room • Institution • Special Housing Unit (4) Conduct a visual search when an inmate has been apprehended after an escape or an escape attempt. Introduction to Correctional Techniques 20 Conducting Searches Phase 1 Tab 22 EFTA00141627

April 2015 Instructor Guide b. Who may conduct a visual search? (1) A routine visual search is conducted by staff members of the same sex as the inmate. (2) A staff member of the opposite sex may conduct the search in an emergency situation. The staff member must be fully prepared to articulate their actions and be able to document the conditions and reasons for the opposite sex search. A copy of the report will be placed in the inmate's central file. 2. Systematic steps in conducting a visual search a. Initiating the visual search (1) Determine which inmate is to be searched. (2) Determine where the inmate is to be searched by locating an area out of public view, maintaining the inmate's dignity to the maximum extent possible. (3) Notify the inmate by verbally stating your intention to visually search them, and direct the inmate to the area where the search will take place. Slide 13 - Visual Search b. Conducting the visual search (1) Direct the inmate to remove all items from clothing pockets. • Direct the inmate where to place personal items. • Ensure the items are placed out of reach of the inmate. (2) Direct the inmate to remove all clothes. • As the inmate removes their clothes, watch for signs of anxiety or any attempt to throw away contraband. • Direct the inmate to place their clothes next to the items previously removed from the pockets. Inspect any artificial limbs the inmate may be wearing by directing the inmate to remove the limb and thoroughly search the limb and all attaching hardware. Dangerous weapons, drugs, and money are often concealed in artificial limbs. Introduction to Correctional Techniques 21 Conducting Searches Phase I Tab 22 EFTA00141628

April 2015 Instructor Guide If the inmate is wearing a cast, ask your supervisor for instructions. As you conduct the search, look for items taped to the inmate, fresh tattoos, or needle marks. If you encounter any of these situations, you should notify a supervisor upon completing the search. (3) Visually inspect the inmate's head: • Direct the inmate to bend forward at the waist, with head tilted down, run their fingers vigorously through their hair several times to dislodge any hidden contraband. Note: Advise students that inmates with hair that is unable to be searched in this manner will need to be inspected prior to the inmate removing their clothes. This could include dread locks or hair that is too thick to effectively search. • Visually inspect inside and behind both ears. Use a flashlight, if necessary. • Visually inspect inside the inmate's nose. Use a flashlight, if necessary. • Visually inspect inside the inmate's mouth and under the tongue. Use a flashlight, if necessary. • Direct the inmate to remove dentures/partial plates if applicable. • If applicable, visually inspect the dentures/partial plates while the inmate holds them. • Direct the inmate to pull their lower lip out and down. Next, direct the inmate to pull their upper lip out and up. Be certain to inspect the inmate's gum line. • If applicable, have inmate put dentures/partial plates back in mouth. (4) Visually examine the inmate's front torso: • Remain professional, search thoroughly, and maintain your concentration. • Observe the inmate, looking for cuts, bruises, or any trauma on their body. Report any of these observances to your supervisor upon completing the search. • If bandages are found during the search, direct the inmate to remove them, or at least lift one side to show that nothing is concealed underneath. • Direct the inmate to extend their arms forward, palms down, and fingers spread. Examine the back of hands and under the fingernails. Introduction to Correctional Techniques 22 Conducting Searches Phase I Tab 22 EFTA00141629

April 2015 Instructor Guide • Direct the inmate to turn their hands over and examine the palms. • Direct the inmate to raise their arms above their head, with fingers extended and spread. Examine the inmate's armpits and arms. • If the inmate is a female, direct her to lift her breasts so that you can see if anything is taped or hidden under the breasts. • If the inmate is obese, direct them to lift the folds of skin so you can see if anything is taped or hidden between the folds. (5) Visually examine the inmate's groin: • If the inmate is a male, direct him to spread his legs and lift his genitals so that you can see if anything is hidden or taped under the penis or scrotum. If the inmate is not circumcised, the inmate must pull back the foreskin to expose the head of the penis. • If the inmate is female, direct her to squat down, spread her vagina, and cough several times to dislodge anything that may be hidden in the vaginal cavity. (6) Visually examine the front of the inmate's legs and tops of the feet. Slide 14 — Visual Search (7) Direct the inmate to turn around and visually examine the inmate's back upper torso. (8) Visually examine the back of the inmate's legs and bottom of the feet. Check between the toes by directing the inmate to lift one foot at a time and wiggle the toes. (9) Have the inmate face away from you and visually examine the inmate's (male and female) anus by directing them to bend over and spread the buttocks. Use a flashlight, if necessary. A common place for both male and female inmates to hide keys, drugs, and even hacksaw blades, is inside the rectum. If you suspect contraband, have the inmate squat and cough several times. • If you find any evidence (a greasy substance around the rectum) that something may be concealed in the anal cavity, call a supervisor immediately. • Only medical personnel are permitted to conduct body cavity searches, and then only with the permission of the Warden. Introduction to Correctional Techniques 23 Conducting Searches Phase I Tab 22 EFTA00141630

April 2015 Instructor Guide (10) Search the inmate and clothing with a hand-held metal detector. • Inspect the inmate's clothes by running your hands over the material, turning the garments inside-out, and examining zippers, buttons, seams, cuffs, and hat bands. In addition, a hand-held metal detector will be utilized when checking the inmate's clothing. • Examine the soles, heels, and insides of the shoes, looking for false heels, hollow compartments, or items hidden inside the shoes. In addition, a hand-held metal detector will be utilized when checking the inmate's shoes. (11) Examine the items that were removed from the inmate's pockets. (12) Direct the inmate to retrieve their clothing and get dressed. Release the inmate to their assigned duty. Slide 15 - Visual Search C. Documentation Document the confiscated contraband using: • Confiscation and Disposition of Contraband form • Incident Report • Memorandum d. Professionalism during visual searches • Respect the inmate's right to not be harassed. • Be systematic by performing the visual search in the same way every time. • Maintain professionalism by conducting all searches in a calm, no-nonsense manner. • Remain alert at all times. Remember, keeping contraband out of the institution depends on how well you do your job. Others depend on you. e. Visual search scramble test The visual search scramble test will check your understanding of the sequence of events necessary to perform a proper visual search. Number each step in proper sequence 1 through 12, 1 being the first step and 12 being the last. Note: Have the participants remove the Visual Search Scramble Test from their Appendix, close their manuals, and put away all study aids. After all of the participants have finished taking the test, grade the tests and provide feedback on their performance. Introduction to Correctional Techniques 24 Conducting Searches Phase I Tab 22 EFTA00141631

April 2015 Instructor Guide IV. SEARCHES OF CROSS-GENDER INMATES Slide 16 — Cross-Gender Searches Currently, all staff may pat search inmates. Guidance for pat searches of transgender inmates is provided in conjunction with the implementation of PREA standard 115.15. Pat searches should be conducted in a professional and respectful manner and in the least intrusive manner as possible consistent with security needs. Individual transgender or intersex inmates will present different physical characteristics, which may change over the course of incarceration. Staff members should be mindful of these characteristics when conducting pat searches, and adjust procedures accordingly. For example, if a transgendered inmate has or develops breasts, staff should use the back of the hand to conduct a search of this area, as is appropriate for female inmates. A transgendered inmate with breast removal would indicate the use o male pat search procedures for the upper torso area. A. Female Inmates For a facility whose rated capacity does not exceed 50 inmates, cross-gender pat-down searches of female inmates are not permitted absent exigent circumstances. Facilities shall not restrict female inmates' access to regularly available programming or other out-of-cell opportunities in order to comply with this provision. B. Documentation of Cross-Gender Searches Institutions must document all cross-gender strip searches and cross-gender visual body cavity searches, and shall document all cross-gender pat-down searches of female inmates. Cross-gender strip searches or cross-gender visual body cavity searches (meaning a search of the anal or genital opening) are not permitted except in exigent circumstances or when performed by medical practioners. If there are any questions as to the appropriate search procedures for a transgendered inmate, please consult supervisory staff. V. REVIEW OF OBJECTIVES Slide 17 — Review of Objectives In review of our objectives, we have: • Identified the purpose and importance of conducting searches. Introduction to Correctional Techniques 25 Conducting Searches Phase I Tab 22 EFTA00141632

April 2015 Instructor Guide • Identified the general guidelines for conducting searches. • Given an inmate's living area, an institution space or open area, and search equipment, each participant conducted pat and area searches. • Identified the proper sequence of steps used in conducting a visual search, as delineated in this course of instruction. VI. SUMMARY Slide 18 - Summary There are several reasons why searches are conducted. The most important is that searches help to protect staff, inmates, and the general public. Searches help us to maintain a safer working environment for all. When conducting searches, it is important to be thorough and systematic in your procedures. As a correctional worker, remember: • Conducting searches is every correctional worker's duty and responsibility. • We conduct searches to prevent escapes by controlling the introduction and conveyance of contraband into the institution. • Searches help ensure a safe working environment for yourself and other staff members and a safe living environment for inmates. Slide 19 — Thank You Note: Upon completion of the summary, ensure each participant had an opportunity to participate in all three performance evaluations (area search, pat search, and visual scramble test). Introduction to Correctional Techniques 26 Conducting Searches Phase I Tab 22 EFTA00141633

NTT Dam Services Federal Bureau of Prisons (BOP), Human Resources Division, Staffing Risk Management April 6, 2021 1 Technical Proposal Katherine Bowen, Senior Contracting Officer National Acquisition Section, Federal BOP [email protected] NTT DATA Federal Services, Inc. O 2020 NTT DATA Federal Services. Inc. This document contains data that shall not be disclosed outside the Receiving Party, and shall not be duplicated. used or disclosed, in whole or in pan. for any purpose other than to evaluate the contents of this document and/or inform discussions between the Receiving Party and NTT DATA. This restriction does not limit the Receiving Party's right to use information contained in this document if it is obtained from another source without restriction. The data subject to this restriction are contained on the pages in this document marked with the legend "Use or disclosure of the data contained on this page is subject to the restriction on the title page of this proposal." This document contains wade secrets and/or confidential and/or competition sensitive business or financial information that is exempt from disclosure under the Freedom of Information Act. Trademarks. logos and service marks displayed in this document are registered and unregistered trademarks of NTT DATA or other parties and are the property of their respective owners. EFTA00141634

NTT DATA Federal Services. Inc. 13880 Dulles Corner Lane. Suite 200. Herndon. VA 20171 Cover Letter NTT DaTa Services April 6, 2021 Katherine Bowen Senior Contracting Officer National Acquisitions Section Federal Bureau of Prisons 320 First Street, NW 901-5 Washington, DC 20534 Reference: Federal Bureau of Prisons (BOP) Staffing Risk Management Dear Ms. Bowen, NTT DATA Federal Services, Inc. together with Deloitte (Team NTT DATA) is pleased to provide a Firm Fixed Price (FFP) quote for labor/cost reimbursable quote for Other Direct Costs (ODC's) in response to the above referenced opportunity. Le al Business Name Point of Contact Business Size/Class DUNS Number Federal Ca Code and CCR Number Tax ID NAICS Codes Security Clearance Level NTT DATA Federal Services, Inc. Demetria Wilson Senior Contracts Analyst 13880 Dulles Corner Lane, Suite 200, Hemdon. VA 20171 Phone: 703.485.8711 Email: [email protected] Large Business 06-678-1865 86358 52-0886546 518210,541199,541330,541511, 541512,541513, 541519,541611,541618, 561611,611430 Top Secret Facility Clearance If you have any questions, please do not hesitate to contact me at [email protected], 703.485.8711. Sincerely, Demetria Wilson Senior Contracts Analyst EFTA00141635

Federal Bureau of Prisons. Human Resources Division Stalling Risk Management Table of Contents NTT Dan Services Cover Letter 1.0 2.0 Overview 1.1 Our Understanding 1.2 Our Approach Phase 1: Assess 2.1 Our Approach 4 4 4 6 6 2.1.1 Key Activities 6 2.1.2 Deliverables 6 3.0 Phase 2: Analyze and Recommend 8 3.1 Our Approach 8 3.1.1 Key Activities 8 3.1.2 Deliverables 9 4.0 Phase 3: Design 10 4.1 Our Approach 10 4.2 Staffing, Risk Assessments, and Incentives 10 4.2.1 Key Activities 10 4.2.2 Deliverables 10 4.3 EAP and Employee Experience 11 4.3.1 Key Activities 11 4.3.2 Deliverables 11 4.4 Emerging Requirements 11 4.4.1 Key Activities 11 5.0 Phase 4: Implement 12 5.1 Our Approach 12 5.2 Staffing, Risk Assessments, and Incentives 12 5.2.1 Key Activities 12 5.2.2 Deliverables 12 5.3 EAP and Employee Feedback 12 5.3.1 Key Activities 12 5.3.2 Deliverables: 13 5.4 Emerging Requirements (Optional) 13 5.4.1 Key Activities 13 6.0 Outcomes 14 Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. EFTA00141636

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT Dan Services 7.0 Staffing and Management 15 8.0 Pricing 18 8.1 Base Year: 12-Month Period of Performance 18 8.2 Option Year 1: 12-Month Period of Performance 18 Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. iii EFTA00141637

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT Dara Services 1.0 Overview 1.1 Our Understanding NTT DATA partnered with Deloitte, hereinafter referred to as Team NTT DATA is pleased to submit this proposal in support of the Bureau of Prisons (BOP) Staffing Risk Management. Team NTT' DATA understands that BOP employees operate in an environment different from most federal employees. The distinctive correctional security environment, geographically dispersed workforce, and unique combination of employees that make up BOP, require a team that understands those complexities and has experience driving change in similar operating environments. Team NTT DATA also understands the concerns expressed in the recent Government Accountability Office (GAO) report on BOP and acknowledges that the BOP faces staffing shortfalls across its facilities due to difficulties attracting and retaining talent. We recognize that with understaffing comes risks that impact employee resiliency and, ultimately, create negative outcomes like health complaints, inmate misconduct, and increased operational costs. To improve the employee experience and reduce risk to the organization, BOP requires a team that understands the complexities and strengths of the employees and the need to keep them engaged and operating at full capacity. Analyzing GOP's resource allocation, staffing, and Employee Assistance Program (EAP) data will reduce staffing gaps and allow for a better understanding of the connection between these human resources functions and risk to the agency. 1.2 Our Approach Team NTT DATA will address GOP's challenges through a phased, yet agile approach. The Team will tailor the approach to address the findings identified in the GAO report as follows: • Develop and implement a plan for analyzing data to help identify and address the causes and potential impacts of staffing challenges on staff and inmates. (GAO Reconunendation 2) • Conduct a risk assessment of overtime and augmentation use, including identifying risks to staff, inmates, and institution security; and determining actions to respond, as appropriate. (GAO Recommendation 3) • Develop and implement a method to routinely collect and evaluate employee feedback on its Employee Assistance Program such as leveraging existing tools and/or creating new ones, as applicable. (GAO Recommendation 6) The phased approach we have identified to address the GAO report findings and subsequent requirements outlined in the Task Statement are outlined in Figure 1.1. Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 4 EFTA00141638

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management Figure 1.1 Description of Activities and Deliverables by Phase Staffing, Risk Assessments, and Incentives Kay Activitleta EAP and Employee Experience Key Activitkaa &weeping Rfluirontonts Key Activities (Optional) ...pun. Panting orelhon foe COCA/leg Staffing levels Mans Woad risk of overtime and augmentation -Assess outcomes of staffing Incentives -Assess EAP utilization -Develop Pon to (mane canes and impacts of staling Patience. •Identfy and fare cock son 0000Mmitics erten all nark steam areas •Validide Endingswan aR fev$ Resides-SW Reentry stekenatlers Pemba ancovnoPabort for csicullteg sterna levels •Oevdop recommendations for use of overtime and augmentation use •Develop reccermendatons for risk incentive Wage -Devabp recommendations for COUP-ling EAP participation and cost data and gathering feedback -Devote rtecavnendrtens tot increasing urtizaton of &Ws -Develop recommendations for additional areas& imperaMeat -Continue to Matey and seize quirt win opaatuntirt aeross all work Stream area -Develop reliable method and tools for calculating staffing risks • catty Indicate." to infoem dacislopmaldng Penento plan Ins onchrmonbrtg cumin., and sugmentsion Inaleines 'Develop process fa identifying Performance measures and goals for staffing incenthree NTT oaTa Services -Implement reliable method anal tools foe managing staffing • employee experience risks proaCtively -Implement plan le cnertime and augmentation use -implement staling encomium MOW, -Irapaienent plan to analyze Causes and Impacts or staffing challenges •Dovalop proms to cutest and pinata FAD feedback. inerbcpilota ermines. mitt owl data *Coverts SOAP" kr moaning relater of !Ass •Implankint manned foe collectlag LAP participation and cost data •Imphimant method foe collectlag and mmluallng feedback en CAP* • inplemeni 'options for vomiting %Annan-. of EM I» •Oesegn SCAttcws 00C OclCAKInsi vnaillbreti changes such as remittal& Ann& dcglanwent, and Math" as wet as • mote conyvaletnAroanalyalsOlaniefOrn restrtacy end nr*Ovng •Woridoad Stalled Modal •Overtime Obviation mel •Stalling Inoinlme Tool • Imalemertabon Plans • Integrated Employee Dittnente Dashboard to identify/monitor OSP/ USurtiluleeK long Cann • empoyte Erperence Crtnenuricalion & thane* Management reek." •1010(010011f SdOtiCild CO ifilprert0 workforce "Mnaggvnevit 044 Men .1.111O,pe0v0 Otrylkbp00 stUtainp arnrei aV not Meer. through It) mtinratiret d.rshboArd Delivera Wes laCterent State Analysis of Stalling Cat...act:0s DOA-rent State Risk Analysis of &MIMI We OSZA109 lartotra Effeakte.“1 Artbry9S ESP Usage and Coil Inalpin *Staffing Made. Recommendations •StallIng Montero Wage Recommendations •Ovenime Usage Rmornmendabons •EAP Usage & Emplayelt foOdbart Recommendations • Workforce Managornai IrrOrevernent Crponvnites •Pliot and Evatatien SrategY •Emptymont Strategy •Catinge Mano;Cmcnt Plans Kay: • WO itacernmandatna 2 WO ROLOrtni004.40.1 3 • PAO Recommend/ton 6 *OLD ROOM itaiNbet crowded Pt POP the Task Stamen The assess phase will be a current state assessment of the key metrics BOP has identified as indicators of appropriate resource allocation and employee resiliency and well-being. This will focus on all elements of staffing and resiliency but specifically capture metrics identified by BOP. The analyze phase will focus on validating findings and developing corresponding recommendations. The assess and analyze phase will be executed by a team with the right mix of skillsets (i.e., functional, technical, data savvy) to conduct a current state assessment and analysis. This will elicit a clear path forward to design and implement solutions in three primary categories (1) Staffing, Risk Assessments, and Incentives, (2) EAP and Employee Experience, and (3) Emerging Requirements (optional). Although the assess phase will focus on symptoms identified by BOP as priorities, the Team anticipates that other workforce challenges will emerge. The additional suggested, but optional, solution design area will allow BOP to consider additional workforce solutions beyond those that address the immediate GAO report, as needed. The design phase will consist of development of tools, resources, and processes that will work to improve staff allocation and employee resiliency. Lastly, the implement phase will take an agile approach to deploying tools, resources, and processes by piloting them, evaluating effectiveness, and refining as necessary. It's important to note that our approach and resourcing considers the need to (1) identify and seize "quick wins" across all four phases, as well as (2) build federal capability to position federal employees to take over and manage the new tools and processes that will be created. Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 5 EFTA00141639

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management 2.0 Phase 1: Assess NTT Dan Services 2.1 Our Approach Phase one will primarily focus on assessing BOP's current staffing levels and identifying the effects of staffing shortfalls on the mental health of corrections staff. The assess phase will take a holistic approach to assessing staffing levels and key metrics of resiliency. This will focus on engaging with key stakeholder groups through qualitative and quantitative methods including conducting up to five focus groups, developing up to five surveys, and utilizing existing data to draw conclusions. 2.1.1 Key Activities • Assess existing methods for calculating staffing levels • Assess use and risk of overtime and augmentation • Assess outcomes of staffing incentives • Assess EAP utilization • Develop plan to analyze causes and impacts of staffing challenges During this phase, Team NTT DATA will conduct a risk assessment of BOP overtime and augmentation use, including identifying risks to staff, inmates, and institution security. The assess phase will evaluate the efficacy of overtime versus other alternative staffing approaches to understand the specific risks associated with each to inform contingency and trade-off decision planning. This will be partnered with BOP's historical data on overtime use to determine any correlation with risks like misconduct, employee injuries, morale, and productivity. We will also analyze existing methods for calculating staffing levels through discussions with key stakeholders and evaluation of existing tools and resources. This assessment will consider methodology, usability, and consistency of tools across BOP. This will be partnered with an analysis of historical data on staffing incentives, including the governance of deployment and effectiveness of staffing incentives in filling positions. Lastly, during this phase Team NTT DATA will conduct a current state assessment of the branding, communication, training, participation, and performance of the current EAP and other employee support tools, from an employee-perspective. We recognize the goal of the EAP is to motivate employees in need of assistance to accept early counseling to help them regain their productive capability, reduce the need for disciplinary action, and improve morale. We will also focus on capturing utilization, cost and budget metrics, and program improvements/shortfalls. Deloitte Accelerator: Survey Research and Analytics Center 2.1.2 Deliverables • Current State Analysis of Staffing Calculations • Employee Personas/Profiles eloitte's Survey Research and Analytics Center over 15 years' experience analyzing and nchmarking survey data and conducting a wide ariety of surveys across organizations, including mployee engagement. culture, and customer 'urveys. The SRC team consists of deeply xperienced PhD I/O psychologists, statisticians. d survey methodologists who are highly skilled cross a broad range of research techniques. 'urvey design complex sampling methodologies. d industry-leading analytical and survey tools. r expense in questionnaire design will allow s to design a tailored diagnostic examination hat can cover additional questions specific to ureau of Prisons, ensuring the survey will meet e needs of the organization and that the data d results can be completely analyzed. Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 6 EFTA00141640

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management • Current State Risk Analysis of Overtime Use • Staffing Incentive Effectiveness Analysis • EAP Usage and Cost Analysis NTT Dan Services Use of disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 7 EFTA00141641

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management 3.0 Phase 2: Analyze and Recommend NTT Dara Services 3.1 Our Approach After assessing the current state of staffing and use of EAP programs, Team NTT DATA will work to analyze and contextualize results. During this phase it will be critical to involve the right stakeholders that can provide context around the nuances in the data and outliers in the research. Team NTT' DATA will partner with BOP to develop recommendations that are tailored to the unique operational environment and focused on achieving GOP's goals and addressing concerns highlighted in the GAO report. 3.1.1 Key Activities • Validate findings with HR and Residential Reentry stakeholders • Develop recommendations for calculating staffing levels • Develop recommendations for use of overtime and augmentation use • Develop recommendations for risk incentive usage • Develop recommendations for collecting EAP participation and cost data and gathering feedback • Develop recommendations for increasing utilization of EAPs • Develop recommendations for additional areas of improvement The analyze phase will focus on developing recommendations on how to calculate staffing levels and how to respond to findings related to overtime use and effectiveness of staffing incentives. There are four primary areas that this workstream will focus recommendations, while focusing on a holistic perspective on staffing and resiliency. Calculating Staffing Levels: Team NTT DATA will develop recommendations for a process to calculate staffing levels accurately and continuously across BOP locations and positions. This will involve identifying successes and opportunities for improvement from existing processes and developing a realistic model that uses an elastic supply and demand perspective, as well as point-in-time predictive forecasting to provide BOP leadership with the right information to make staffing decisions. Use of Staffing Incentives: Team NTT DATA will develop recommendations based on analysis of current staffing incentives, as well as market and industry research to determine the best way to deploy incentives moving forward, maximizing R0I on the investment. Guidelines for Overtime Usage: The analyze phase will evaluate the negative impacts and risks associated with overtime and augmentation usage. Team NTT DATA understands that overtime is often an inevitable option for certain locations based on staffing levels and work demand, however there are likely thresholds above which overtime becomes significantly riskier in producing negative outcomes. Identifying this threshold and analyzing strategies to mitigate the use of this option will be a product of this phase. Increasing Usage of EAPs: Team NTT DATA will analyze how EAPs are used and their effectiveness based on resiliency outcome metrics (e.g. retention, suicide, safety incidents, absenteeism) and provide recommendations to improve usage through proven change Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 8 EFTA00141642

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT Dan Services management and engagement mechanisms such as branding, training, championing, and communication campaigns. Team NTT DATA has experience developing similar recommendations from support provided to another large federal law enforcement agency. We developed analytic tools across 50+ geographically dispersed field offices to manage and forecast law enforcement officer and other entry-level hiring needs, allowing field offices to select new applicants and to estimate the probability, timing, and workforce impact of new candidates onboarding, making more informed decisions around workforce allocation. This tool allowed offices to plan for vacancies up to a year ahead of time — hiring ahead of attrition, rather than catching up to it — and helped drive entry level fill rates up across the field from 83% in 2015 to over 100% by 2017. Deploying similar methods will allow us to quickly develop recommendations and leverage leading practices and lessons learned from similar organizations to reduce the risk to BOP. 3.1.2 Deliverables • Staffing Model Recommendations • Staffing Incentive Usage Recommendations • Overtime Usage Recommendations • EAP Usage & Employee Feedback Recommendations • Workforce Management Improvement Opportunities Moitte Accelerator: ::ngagePuthim I/cronies proprietary survey and analries tool that quickly treasures drivers of engagement within an organization. Allows clear line of sight into what elements of employee engagement - including supportive managenient. positive work environments. opportunities (or growth. work-life lit - are working well. and a view alto what is not working as well so that targeted actions concerning these engagement dimensions can be implemented and adjusted Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 9 EFTA00141643

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management 4.0 Phase 3: Design NTT Dara Services 4.1 Our Approach Team Nil' DATA will use our extensive experience implementing similar scale workforce initiatives to inform the design of solutions that meet the needs of both BOP employees and leadership. We will take an approach that accounts for the usability and end-user experience of every solution. The Design phase will focus on the build-out of tools, resources, and processes that will address challenges identified in the assess phase and recommendations from the analyze phase that will ultimately resolve the GAO report findings. These solutions will be built in partnership with BOP teams to ensure that they are rooted in and compatible with existing processes and policy, and with an eye towards transitioning/embedding new tools and processes within BOP. 4.2 Staffing, Risk Assessments, and Incentives 4 2 1 Key Activities • Develop reliable method and tools for calculating staffing levels • Develop plan for implementing overtime and augmentation guidelines • Develop process for identifying performance measures and goals for staffing incentives To improve GOP's ability to accurately calculate staffing targets, Team NTT DATA will develop a user-friendly workload staffing model. The interactive planning tool will collect and synthesize data activities performed by BOP staff to recommend optimal staffing levels. It will provide detailed workforce modeling reports and enhance decision making on ideal staffing levels. Team NTT DATA will quantify workload requirements and incorporate variables associated with supervisory ratios. The tool will include interactive features that enable scenario planning of mission resource needs based on select underlying variables, conditions, and desired operational outputs. This will allow BOP to evaluate the efficacy of overtime versus other alternative staffing approaches to understand the specific risks associated with each to inform contingency and trade-off decision planning. The workload staffing model will also use existing tools to develop an excel-based model to provide point in time analysis of the workload. Additionally, Team NTI DATA will develop 2 more tools to assist BOP in making data-driven decisions around the use of staffing incentives and policy around overtime. Staffing incentives should be used when there is historical evidence that the return is worth the investment. A tool will help expedite these decisions using business rules to calculate projected ROI. The tool for overtime guidance will help calculate the threshold by which overtime becomes the biggest risk in generating negative outcomes, and providing clearer guidance to BOP locations on how and when to pull that lever. 4.2.2 Deliverables • Workload Staffing Model • Overtime Calculation Tool • Staffing Incentive Tool Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 10 EFTA00141644

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT Dan Services • Implementation Plans 4.3 EAP and Employee Experience 4.3.1 Key Activities • Develop process to collect and evaluate EAP feedback, participation metrics, and cost data • Develop solutions for increasing utilization of EAPs Team NIT DATA will focus on the design of a continual monitoring tool for EAP usage and Employee Experience, the branding, communication, and training around EAPs, and other resources, tools, and processes to support employee resiliency as identified in the assess phase. To ensure that solutions are designed with end-users in mind, it will be critical to gather iterative feedback from employees in the field throughout the design phase. This will not only help elicit buy-in, but also help create a design that resonates with employees. The design process will also take into account the roll-out of all recommended solutions, to develop a robust change management plan to increase the usage of EAPs. This may include the identification of champions in the field to be a point person for questions or training related to EAP usage, making the solution more accessible, and reduce the stigma around participation. 4.3.2 Deliverables • Employee Experience (incl: EAP Usage) Dashboard • EAP Communication & Change Management Toolkit 4.4 Emerging Requirements 4.4.1 Key Activities • Design solutions for additional workforce challenges such as recruiting, hiring, deployment, and retention, as well as a more comprehensive analysis of employee resiliency and well-being Our experience has shown that, as part of the assess phase, Team NTT DATA will uncover challenges in addition to what the GAO report identified, and BOP has prioritized. Therefore, we are embedding an optional workstream to address these findings and seize quick wins throughout all four phases. This would include providing a more comprehensive analysis of the BOP employee experience to design holistic solutions to resolve the underlying challenges with recruiting, hiring, retention, and employee well-being. By digging further, the Team will create a more sustainable solution that helps to make BOP a more desirable workplace. These solutions will get to the root cause of workforce management challenges to develop a sustainable model for BOP to continue to develop against. Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 11 EFTA00141645

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management 5.0 Phase 4: Implement NTT Dan Services 5.1 Our Approach During the implement phase Team NTT DATA will implement, test, evaluate, and refine the designed solutions. We will take both a qualitative and quantitative approach to perform ongoing testing and evaluation. Consistent metrics and ongoing evaluation need to be regularly reported to demonstrate impact. We will work with BOP to align on performance indicators and define measures of success. Additionally, Team NTT DATA will leverage leading research such as Bersin by Deloitte Talent Acquisition Benchmarking to provide comparative baselines that will illuminate ways in which BOP can better attract and acquire new talent. Finally, this phase will also include job aids and just-in-time training around new tools and processes for federal staff. 5.2 Staffing, Risk Assessments, and Incentives 5.2.1 Key Activities • Implement reliable method and tools for calculating staffing levels • Implement plan for overtime and augmentation use • Implement staffing incentives program • Implement plan to analyze causes and impacts of staffing levels For the implement phase, Team NTT DATA will take an agile approach to deploy recommendations, allowing for quick wins and the ability to incorporate feedback directly from end-users. This will begin with the deployment of a consistent and integrated workload staffing model. Evaluation will be based on the ability for end-users to use and make decisions based on the tool, and in the long term will allow for evaluation based on accuracy of workload needs and effectiveness of staffing levels. We will use a proven change management approach to provide the right communication, training, and engagement to the right audience at the right time. Team NTT DATA's change management efforts will include the development of one Communication Toolkit that highlights and designs necessary communications each group should share with their stakeholders and hosting two separate, unique trainings as needed. Implementation of overtime and staffing incentive usage will take a similar approach — piloting initiatives in specific locations ripe for change and evaluating the effectiveness of the change over time. This will include both employee sentiment, as well as risk factors such as injury, inmate behavior, and similar negative outcomes. This approach will allow BOP to see immediate results in the locations that are facing the biggest challenges and eventually develop a refined roll-out plan to deploy across the agency. 5.2.2 Deliverables • Final Solutions Recommendations Brief • Pilot, Evaluate, and Scale Strategy • Deployment Plan + Re-occurring Status Updates 5.3 EAP and Employee Feedback 5.3.1 Key Activities Use or of sclosure of data contained on this page is subject to the restriction on the title page of this proposal. 12 EFTA00141646

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT Dan Services • Implement method for collecting EAP participation and cost data • Implement method for collecting and evaluating feedback on EAPs • Implement solutions for increasing utilization of EAPs Team NTT DATA will deploy solutions to improve the usage and effectiveness of EAPs, ultimately driving towards improved employee resiliency and well-being. Solutions will be informed by the assess and analyze phase but will work towards increasing awareness and usability of EAPs by focusing on branding, communication, and training. Part of this deployment will include a consistent way to gather real-time data on EAP usage and effectiveness. Gathering employee feedback will be a critical part of this solution refinement and provide significant benefits to EAP in the long run. This will consist of regular opportunities to deploy pulse surveys and quick snapshots of employee sentiment to track trends and outcomes. Part of this deployment will include governance to ensure the employee feedback is heard and acted upon appropriately. This will include up to five dashboard views of critical data elements allowing for quick decision-making by leadership. Lastly, as with all deployments this will focus on refining branding, communication, and training solutions over time based on usability and effectiveness. Piloting with a small group will allow for immediate feedback and a more successful roll-out to the larger organization. Team NTT DATA's change management efforts will not exceed the development of one Communication Toolkit that highlights and designs necessary communications each group should share with their stakeholders and hosting two separate, unique trainings. 5.3.2 Deliverables: • Change Management Plans • Pilot and Evaluation Strategy • Deployment Strategy 5.4 Emerging Requirements (Optional) 5 4 1 Key Activities • Implement solutions to improve workforce management outcomes and improve employee well-being Team NTT DATA will be ready to deploy solutions based on the additional products developed and prioritized by BOP, drawing upon additional SMEs as necessary. We will identify other solutions/actions recommended by their level of effort, priority, and level of impact, that exceed the current scope and resources of our team. From there Team NTT DATA will use the already established agile approach to prioritize with the client, bound the scope as a part of this optional task, implement quickly, test regularly, and refine where needed. We will continuously revisit solutions and impact made with the leaders and stakeholders to evaluate the success of the solution. Using employees as continued partners in the development of these solutions will help increase employee engagement throughout BOP and while ensuring the underlying needs and challenges of the BOP workforce are met. Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 13 EFTA00141647

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management 6.0 Outcomes NTT Dan Services Outcomes of this effort will focus on the key metrics that BOP identified as a priority, with added strategies as to how BOP can improve data collection efforts to enhance employee wellness, satisfaction, and retention. The phased approach is specifically targeted to address to key GAO recommendations outlined in the report: I) Develop and implement a plan for analyzing data to help identify and address the causes and potential impacts of staffing challenges on staff and inmates. (GAO Recommendation 2) a) The deliverables listed below will provide improved decision making for staffing levels in each BOP location based on real-time calculations: • Staffing Model Recommendations • Staffing Incentive Usage Recommendations • Staffing Incentive Tool • Pilot, Evaluation, and Deployment Strategies 2) Conduct a risk assessment of overtime and augmentation use, including identifying risks to staff, inmates, and institution security; and determining actions to respond, as appropriate. (GAO Recommendation 3) b) The deliverables listed below will provide continued ways to assess progress against key observations noted in the GAO report including the mental health of corrections staff and ability to appropriately staff location: • Current State Risk Analysis of Overtime Use • Overtime Usage Recommendations • Workload Staffing Model • Overtime Calculation Tool 3) Develop and implement a method to routinely collect and evaluate employee feedback on its Employee Assistance Program such as leveraging existing tools or creating new ones, as applicable. (GAO Recommendation 6) c) The deliverable listed below will provide meaningful data regarding use of EAPs and the impact of staffing levels on well-being: • EAP Usage Analysis • EAP Usage & Employee Feedback Recommendations • EAP Usage Dashboard • EAP Communication & Change Management Toolkit • Implementation Plans • Change management Plans Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 14 EFTA00141648

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management 7.0 Staffing and Management NTT Dan Services Team NTT DATA will operate in partnership with key stakeholders from BOP to achieve desired outcomes and ground all activities in the context of BOP. As needed, we will bring in subject matter experts and advisors to consult and deliver against objectives requiring specific skillsets. BOP will benefit from the reachback into Team NTT DATA and have access to the expertise that both organizations bring. Project team roles, responsibilities, BPA labor categories, and alignment to project phase activities are as follows: • Program Manager (Labor Category: Program Manager II) — The Program Manager is the primary point of contact for day-to-day management of the Team NTT DATA and responsible for execution of all activites and deliverables throughout the duration of the project. This resource is responsible for quality assurance, communication of project status, communication of project risks and issues, and integration of activities and support across the team. • Data Analytics Lead (Labor Category: Program Management Specialist III) — The Data Analytics Lead will be responsible for all data collection, integration, and analysis for all data analytic and reporting deliverables throughout the duration of the project. In Phases I and II (Assess and Analyze), this resource will lead activities around assessing BOP's current Staffing, overtime, and incentives data, tools, standard operating procedures, and planning capabilities. In Phases III and IV (Design and Implement), this resource will lead activities around designing improvements or new methods for data collection, integration, reporting, analysis, and planning as well as testing and implementation. • Data Analytics Support Senior (Labor Category: Program Management Specialist II) — The Data Analytics Support Senior resources will provide experienced support in data collection, integration, and analysis for all data analytic and reporting deliverables throughout the duration of the project. In Phases I and II (Assess and Analyze), these resources will support activities around assessing BOP's current Staffing, overtime, and incentives data, tools, standard operating procedures, and planning capabilities. In Phases III and IV (Design and Implement), these resources will support activities around designing improvements or new methods for data collection, integration, reporting, analysis, and planning as well as testing and implementation. They will also provide data quality reviews, analysis, and assessment support of EAP program and employee feedback deliverables as needed. • Data Analytics Support Junior (Labor Category: Program Management Specialist I) — The Data Analytics Support Junior resources will provide support in data collection, integration, and analysis for all data analytic and reporting deliverables throughout the duration of the project. In Phases I and II (Assess and Analyze), these resources will support activities around assessing BOP's current Staffing, overtime, and incentives data, tools, standard operating procedures, and planning capabilities. In Phases III and IV (Design and Implement), these resources will support activities around designing Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 15 EFTA00141649

Federal Bureau of Prisons. Human Resources Division Stalling Risk Management NTT oara Services improvements or new methods for data collection, integration, reporting, analysis, and planning as well as testing and implementation. They will also support data analysis and assessment support of EAP program and employee feedback deliverables as needed. • Business Process and Assessment Lead (Labor Category: Program Management Specialist III) — The Business Process and Assessment Lead will be responsible for all business process, program assessment, and stakeholder engagement deliverables throughout the duration of the project. In Phases I and II (Assess and Analyze), this resource will lead activities around assessing BOP's Employee Assistance Program (EAP), employee feedback collection and analysis, and other employee well-being resources and performance measures. This will include interviewing stakeholders, conducting working sessions, and establishing a baseline of employee feedback and performance measures for programs. In Phases III and IV (Design and Implement), this resource will lead activities around designin and implementation of improvements or enhancements to BOP's EAP program, employee feedback mechanisms, and other employee well-being resources and performance measures. This will include communications, training, and change management strategies to support sustainable long- term implementation of EAP, employee feedback, and well-being resources as well as Staffing solutions as needed. • Business Process and Assessment Support Senior (Labor Category: Program Mangement Specialist II) — The Business Process and Assessment Support Senior resources will provide experienced support all business process, program assessment, and stakeholder engagement deliverables throughout the duration of the project. In Phases I and II (Assess and Analyze), these resources will support activities around assessing BOP's Employee Assistance Program (EAP), employee feedback collection and analysis, and other employee well-being resources and performance measures. This will include interviewing stakeholders, conducting working sessions, and establishing a baseline of employee feedback and performance measures for programs. In Phases III and IV (Design and Implement), these resources will support activities around design and implementation of improvements or enhancements to BOP's EAP program, employee feedback mechanisms, and other employee well-being resources and performance measures. This will include communications, training, and change management strategies to support sustainable long-term implementation of EAP, employee feedback, and well- being resources as well as Staffing solutions as needed. • Business Process and Assessment Support Junior (Labor Category: Program Management Specialist I) — The Business Process and Assessment Support Junior resources will support all business process, program assessment, and stakeholder engagement deliverables throughout the duration of the project. In Phases I and II (Assess and Analyze), these resources will support activities around assessing BOP's Employee Assistance Program (EAP), employee feedback collection and analysis, and other employee well-being resources and performance measures. This will include execution of an approach of interviewing stakeholders, conducting working sessions, and establishing a baseline of employee feedback and performance measures for programs. In Phases III and IV (Design and Implement), these resources will support activities around design and Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 16 EFTA00141650

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT Dara Services implementation of improvements or enhancements to GOP's EAP program, employee feedback mechanisms, and other employee well-being resources and performance measures. This will include communications, training, and change management strategies to support sustainable long-term implementation of EAP, employee feedback, and well- being resources as well as Staffing solutions as needed. • Senior Leadership and Subject Matter Experts (Labor Category: Subject Matter Expert I) — The resources in this labor category include senior engagement leadership for Team NIT DATA team who will provide accountability and oversight for project delivery to include management of project timeline, costs, resourcing, and quality. Engagement leadership will also provide BOP and the Team with Subject Matter Experts who can provide frameworks and methods from delivering similar support to other federal agencies and law enforcement organization to expedite delivery, as well as best practices to benchmark assessment recommendations. These Subject Matter Experts provide specific experience in advanced Staffing methods, employee incentives, employee assistance, well-being, and resiliency — in both law enforcement and elsewhere. Use of disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 17 EFTA00141651

Federal Bureau of Prisons. Human Resources Division Stalling Risk Management 8.0 Pricing NTT DaTa Services Team NTT DATA is prepared to competitively price the project team necessary to support the BOP with addressing its current challenges and needs. The tables below delineate the resources required for a 12-month period of performance and an option year 12-month period of performance. Both tables include representative labor rates and estimated hours totals for all proposed Labor Categories. Team NTT DATA assumes a Firm Fixed Price type contract award and assumes a fixed monthly billing schedule derived by dividing the total awarded Firm Fixed Price by contract period into 12 equal monthly payments. 8.1 Base Year: 12-Month Period of Performance • Base Year POP: TB D • 12 Months SOW DEA Labor Category Area All Program Manager II —1. DEA SPA Rafe Hours (Eat.) $ 174.15 1,957 Price $340.853.35 Funtional Role Manager Serior Cons-liant ,' Data Ana/rtes Lead: Business Process Lead All Program Managemem Specialist 111 13422 4.407 $591.469.96 Conmitam / Data Analytes Support Sr: Business Process Sra:con Sr All Program Management Specialist e 123.26 4.407 $543.172.31 Analyst / Data Analytic* Support Jr. Busiress Process Support Jr All Program Managemem Specialist I $ 103.51 8.813 $912.279.17 Senior Manager; Principal.; Engagement Leadership; SMEs All Sdajact Matter Even 1 $ 348.01 1,735 $601644.23 Total Number of Estimated Hours 21,319 Labor Subtotal $ 2,991,419 TravellAatetiaktiODCa $ - Total FFP Estimate $ 2,991,419 Base Period Billing Schedule Period Amount Month 1 Ii $249,284.92 Month 2 $249,284.92 Month 3 11$249,284.92 Month 4 $249,284.92 C Month 5 'Or $249,284.92 Month 6 $249,284.92 r• Month 7 $249,284.92 Month 8 $249,284.92 ■ Month 9 $249,284.92 Month 10 $249,284.92 Month 11 $249,284.92 Month 12 $249.284.92 8.2 Option Year 1: 12-Month Period of Performance Assuming efficiencies gained and federal capability development throughout Base Year. Use or disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 18 EFTA00141652

Federal Bureau of Prisons. Human Resources Division Staffing Risk Management NTT oara Services Option Year Funtion al sole 1 POP: TBD - 12 Months SOW DEA Labor Category DEA 8 PA Rate lion jEat.) Price Mareoer All Program Manager 11 $ 174.15 1.937 5337 363 38 Senior Consulters / Data Analacs Lead: Business Process Lead All Program Management Specialist 8 134.22 4.362 5585.413.95 Constitant/ Data AreMics Succort Sr: Business Process Support Sr All Program Management Specialist 1 123.26 4.362 5537.610.82 Anahst /Data Analvtics Swoon Jr: Business Process Susoort Jr All Program Management Soeaals11 $ 103.51 6.542 $677203.82 Senior Manager: PnrcipalfEnorsoemert Leadership: SMEs All Street Maier Expert i $ 348.01 1.717 $597.463.57 Total Number of Estimated Hours 18.920 Labor Subtotal TrayelitateriabsODCs Total FFP Estimate $ 2.735,056 $ - $ 2,735,056 Option Period Billing Schedule Period Amount Month 1 Month 2 $227,921.30 $227,921.30 L Month 3 $227,921.30 Month 4 $227,921.30 Month 5 $227,921.30 Month 6 $227,921.30 Month 7 $227,921.30 Month 8 $227,921.30 Month 9 $227,921.30 Month 10 $227.921.30 Month 11 $227,921.30 Month 12 $227,921.30 Use of disclosure of data contained on this page is subject to the restriction on the title page of this proposal. 19 EFTA00141653

Federal Bureau of Prisons 54999 MR 05B Monthly Security Report ACTIV From 4/1/2024 to 4/30/2024 ISS-01-CAA Monthly Region: NER Month Code: 7 Institution: CAA Institution Security System Information System Type: Institution Security System Manufacturer: Qognify Scheduled: 4/8/2024 Model: Core Sener Completed: 4/11/2024 Installed: Man hours this Month: 1.00 This Work Order has not been completed! 408 Camera Total (Enter Total Number of Cameras.) Yes Camera Total Change (Has this number of Cameras Increased or decreased from the previous reporting month?) Eght new cameras were installed in Food Service bringing the total camera count to 408. Camera Total Comments (If Yes provide Comments as to the change in number.) No Operational (Are all Cameras and Recording devices operating per manufacturers specifications and policy?) Two cameras were blurry. Work orders were created and repairs node. Operational Comments (If No provide Comments as to what has occured and how it is being addressed.) All repairs and maintenance has been completed and documented via work order. Comm Tech Comments (Required) All cameras and recording equipment are currently in working order. Every maintenance and repair is kept track of and documented in the file for the Institution Security System Facility Manager Comments (Required) After reading the report, I agree w ith all of the information it contains. Captain Comments (Required) Yes Recording (Is the system capable of recording video?) Comm Tech: Facility Manager: Captain: Sensitive 1 EFTA00141654

U.S. Department of Justice Bureau of Prison Human Resource Management Division Task Statement I. INTRODUCTION & BACKGROUND The Federal Bureau of Prisons (BOP) is an agency of the Department of Justice (0OJ). It consists of 122 institutions throughout the United States, including Hawaii and Puerto Rico; six (6) regional offices, a Central Office (headquarters), two (2) staff training centers, and 22 Residential Reentry Management offices (previously known as community corrections offices). The BOP is responsible for the custody and care of approximately 150,000 Federal offenders. More information about the agency can be found on the BOP's public site, www.bop.gov. The Human Resource Management Division within the BOP oversees and administer personnel policy and programs developed to address the needs of Bureau employees covering all areas of personnel management. The agency recognizes that the BOP's real strength is in its staff. A diverse, professional and career-oriented team is the key to its future and the success of the agency in carrying out its mission. Recruiting, training, and retaining the broad variety of skilled employees is not without challenges because the correctional security environment is unique and not without significant risk. As a result of recent audits by the Government Accounting Office (GAO), "(tihere have been a number of concerns [identified] about BOP's ability to fully staff its institutions, the effects of staffing shortfalls, and the mental health of corrections staff."' To respond to these concerns and address GAO recommendations, the BOP is seeking assistance to conduct a risk assessment of its staffing and determine strategies to develop "a reliable method for calculating staffing levels and develop a method to routinely collect and evaluate employee feedback."2 II. SCOPE OF WORK Scope The contractor will expected to work with BOP Human Resources staff as well as staff in the regional offices and institutions to assess the BOP's current staffing levels, identify the effects of staffing shortfalls, and the effect of staffing on the mental health of corrections staff. Commensurate with this analysis is the identification of quantifiable risks associated with the BOP's staffing levels, including overtime, inmate misconduct, and employee health claims. httpslAvww.gao.gov/fcdcral-nrison-systcm 2 Ibid. EFTA00141655

The expected outcomes of this risk assessment are recommendations and strategies as to how the BOP can improve its data collection to enhance its employee wellness programs, employee satisfaction, and employee retention. TASKS Tasks • Assist the BOP develop and implement a reliable method, or amend existing methods, for calculating staffing levels at BOP institutions. • Assist the BOP develop and implement a plan for analyzing data to help identify and address the causes and potential impacts of staffing challenges on staff and inmates. • Conduct a risk assessment of BOP overtime and augmentation use, including identifying risks to staff, inmates, and institution security; and recommend actions to respond, as appropriate. • Assist the BOP assess the outcomes of the staffing incentives it utilizes and aid the BOP in developing a means to identify performance measures and goals, and measure outcomes against them, so that incentives can be adjusted, as appropriate. • Assess the BOP's use of the Employee Assistance Program (EAP) and: o develop recommendations for BOP to implement a method that ensures its participation and cost data are collected in a more timely and reliable manner. o develop recommendations for BOP to implement a method to routinely collect and evaluate employee feedback on EAP, such as leveraging existing tools or creating new ones, as applicable. 2 EFTA00141656

STATEMENT OF WORK A. BACKGROUND The Bureau of Prisons' (BOP) mission is to protect society by confining offenders in the controlled environments of prisons and community-based facilities that are safe, humane, cost- efficient, and appropriately secure, and that provide work and other self-improvement opportunities to assist offenders in becoming law-abiding citizens. BOP realizes it can accomplish its mission most effectively when employees maintain sound mental health. An effective Employee Assistance Program (EAP) improves employee health and safety, increases productivity and effectiveness, and reduces absenteeism. BOP is a large agency with approximately 37,000 employees located at over 130 duty stations across the United States and Puerto Rico, and it is necessary that EAP services be readily accessible to all employees and their immediate family members via in-person and telepsychology service delivery platforms (e.g., video, telephone, email, text). In addition to counseling services, the EAP will also provide organizational services such as management support, critical incident response services, well-being/skill-building tools and resources, training courses, program promotion materials, and specialized substance abuse counseling and referral services. B. SCOPE OF WORK The scope of work for this contract is a comprehensive employee assistance program inclusive of the following industry standard services: I. Counseling Services 2. Referral to Substance Abuse Counseling Services 3. Organizational Services 4. Training/Education/Self-Help Services 5. Work-Life Resources 1 EFTA00141657

All EAP services will be available to all BOP employees, their dependents, and domestic partners. BOP employees will remain eligible for EAP services for eighteen (18) months following retirement or separation from the agency. In cases of employee death, the employee's dependents and domestic partners will remain eligible for the full range of EAP services for twelve (12) months following the employee's death. People who are eligible for EAP services under these terms are referred to as "participants." I. COUNSELING SERVICES All participants will have access to comprehensive counseling services, regardless of their physical location. The Contractor will provide up to six (6) hours of short-term solution-focused counseling and/or assessment/referral services per issue. These services will be provided at no cost to participants. a. Toll Free Service/Emergent Access. Effective upon contract award, the Contractor must maintain a year-round 24-hour toll-free telephone number to allow participants access to EAP services. A master's level clinician must answer the toll-free number promptly (i.e., within 10 seconds). Prerecorded messages, including phone trees, are not permitted. The Contractor must provide language translation services for callers whose first language is not English. The Contractor must provide a ITV number. The clinician who answers the participant's call must be trained to provide crisis counseling, screen for safety, and initiate an emergency response when necessary. b. Non-Emergent Access. For non-emergent issues, the Contractor must provide multimodal methods to request services (i.e., text, email, and a live chat feature available on the Contractor's website and smartphone/tablet applications). c. Assessment, Counseling, and Referral Service. The Contractor must have a comprehensive network of providers throughout the United States and Puerto Rico. Referral sources will include a variety of private/public/non-profit resources with which the Contractor has no financial affiliation. The Contractor must evaluate each referral resource for suitability and monitor for quality and effectiveness on an ongoing basis. 2 EFTA00141658

All network providers must have the following qualifications: • A master's degree or higher in an appropriate social service field (e.g., clinical or counseling psychology, clinical social work); • Availability of at least 20 hours per week in clinical practice; • Ability to offer appointments within 48 hours for emergencies and 72 hours for routine issues; • Unrestricted license or certification to practice independently issued by the appropriate state or jurisdiction. Network providers must provide initial evaluation and short-term counseling up to six (6) sessions per issue for a participant seeking services. Examples of these include, but are not limited to: • Personal health and wellness • Depression • Anxiety / trauma • Relationship problems • Suicide prevention • Work-related stressors • Substance abuse The Contractor will make every effort to secure referral sources within 30 miles of the participant's work or residence. In addition to a network of providers who can provide in-person counseling services, the Contractor will maintain providers capable of providing counseling services via telepsychology to any participant who chooses this service delivery platform (e.g., video, telephone, email, text). The Contractor must provide appointment coordination. Specifically, within 72 hours of the initial contact by the participant, the Contractor will offer the participant a minimum of three (3) appointment options (to include telepsychology). Once the participant has identified preferred options, the Contractor will make the appointment and confirm the date, time, and location with 3 EFTA00141659

the participant. The Contractor will follow up with the participant following the first scheduled appointment to ensure appropriate connection to services and to resolve any concerns. In cases where a referral for specialized, continuing treatment is necessary, the Contractor will initiate a referral to an appropriate specialist. The Contractor will make every effort to connect the participant with a specialist within their health insurance provider network. 2. SUBSTANCE ABUSE SERVICES The Contractor will provide "short-term substance abuse counseling services for requesting employees and for employees who have been referred due to a positive drug test" (Department of Justice HR Order DOJ1200.1: Part 7, Chapter 7-1, Employee Assistance Program). a. Employer Referral. The Federal Drug-Free Workplace Program was initiated by Executive Order 12564 (Drug-Free Federal Workplace, 1986) which established the goal of a Drug-Free Federal Workplace and made it a condition of employment for all Federal employees to refrain from using illegal drugs on or off-duty. The Contractor must provide dedicated substance abuse evaluation and case management services in support of the Federal Drug-Free Workplace Program, to include: • A referral network of qualified substance abuse treatment providers; • Initial substance abuse evaluations, to include a comprehensive psychosocial evaluation, diagnosis, and treatment recommendations; • Customized referral letter, violation letter, and/or rehabilitation agreement; • Ongoing treatment monitoring and compliance reporting. b. Self-Referral. The Contractor will maintain a network of substance abuse treatment providers for participants who self-refer with substance abuse and misuse concerns. The Contractor will make every effort to secure referral sources within 30 minutes travel time of the participant's work or residence. In addition to a network of providers who can provide in- person counseling services, the Contractor will maintain providers capable of providing 4 EFTA00141660

counseling services via telepsychology to any participant who chooses this service delivery platform (e.g., video, telephone, email, text). The Contractor must provide appointment coordination. Specifically, within 72 hours of the initial contact by the participant, the Contractor will offer the participant a minimum of three (3) appointment options (to include telepsychology). Once the participant has identified preferred options, the Contractor will make the appointment and confirm the date, time, and location with the participant. The Contractor will follow up with the participant following the first scheduled appointment to ensure appropriate connection to services and to resolve any concerns. In cases where a referral for specialized, continuing treatment is necessary, the Contractor will initiate a referral to an appropriate specialist. The Contractor will make every effort to connect the participant with a specialist within their health insurance provider network. 3. ORGANIZATIONAL SERVICES a. Critical Incident Stress Management Services (CISM). The Contractor must provide twenty (20) Critical Incident Stress Management service events as part of the basic Employee Assistance Program. Each event response for onsite services must consist of four (4) hours of service delivery. b. Management Coaching Sessions. The Contractor will provide unlimited telephonic coaching sessions to assist management and supervisors in addressing issues related to employee morale/motivation, conduct, performance and threats of workplace violence. c. Staff Engagement and Program Promotion. The Contractor must provide a range of promotional materials, promotional posters, wallet cards, and brochures describing EAP services. The materials will be provided in digital and hardcopy format. Materials will be shipped at the Contractor's experience to institutional and regional EAP Coordinators in accordance with a distribution plan provided by the BOP National EAP Coordinator. d. Ouarterlv Utilization Reports. The Contractor will provide quarterly reports describing program activities, utilization rates for all services, participant feedback, and EFTA00141661

demographics. These reports will be submitted to the BOP National EAP Coordinator no later than December 31, March 31, June 30, and September 30 of each year. The format for this report is optional, but may be prescribed by the Contracting Officer's Representative (COR) if required for data management purposes. Any mandatory format would be made available by BOP at no cost to the Contractor. e. Annual Report of Network Counseling Services. The Contractor will submit an annual report describing availability of counseling and substance abuse counseling providers within 50 miles of all BOP facilities and duty locations no later than October 31 of each year. An updated list of BOP facilities and duty locations will be provided to the Contractor by the BOP National EAP Coordinator no later than August 31 of each year. The report will include an assurance statement that each provider on the list is currently active, appropriately licensed, and accepting referrals. In locations where there are no counseling or substance abuse counseling providers identified within 50 miles of the facility or duty location, the Contractor will outline steps taken to fill the service gap and provide counseling and substance use counseling services in that location. 4. TRAINING/EDUCATION/SELF-HELP SERVICES a. Initial Training Events. Within 30 days of contract award, the Contractor will make a representative available to the BOP to provide up to three (3) live 2-hour webinars in conjunction with the BOP's National EAP Coordinator. The webinars will include an overview of EAP services available to participants, discuss the process of referral and service connection, and identify strategies to promote EAP services and engage participants. b. Website and Smartphone/Tablet Application Resources. The Contractor will provide a comprehensive website and applications for smartphones and tablets with access to well- being/skill-building tools and resources. These resources may include (but are not limited to) health calculators, professional videos, and articles that address a variety topics concerning emotional well-being, physical health, legal concerns, and financial questions. 6 EFTA00141662

c. Monthly Webinars. The Contractor will deliver professional monthly webinars that address a variety of topics concerning emotional well-being, physical health, legal concerns, and financial questions. These webinars will be available on demand after the live presentation. d. Web-Based Training Courses. The Contractor will provide access to a variety of self- paced training courses designed to help participants develop effective work-life skills. Examples of these include, but are not limited to: • conflict resolution • managing change • stress management • managing anger • effective communication skills • mindfulness • recognizing symptoms of depression • personal financial planning • avoiding burnout • time management • substance abuse e. On-site Training Events. The Contractor will provide facilitated, on-site training events in conjunction with participation in health fairs or other regularly scheduled agency training events. The Contractor will provide high-level management training events for senior supervisory staff designed to develop leadership and communication skills. 5. WORK-LIFE RESOURCES The Contractor will provide a comprehensive range of work-life services developed to address common areas of stress that interfere with effective functioning and reduce employee productivity. 7 EFTA00141663

a. Legal Resources. The Contractor will facilitate referral and connection (via warm hand-off) to appropriate resources for advice, consultation, and representation related to a variety of legal concerns, including but not limited to: • identity theft • adoption, guardianship, custody/support matters • divorce • contracts and partnerships • bankruptcy proceedings • lawsuits and mediations • leases, real estate sales and acquisitions • wills and estates b. Financial Services. The Contractor will facilitate referral and connection (via warm hand-off) to appropriate resources for advice, consultation, and representation related to a variety of financial concerns, including but not limited to: • debt management • credit counseling • personal savings • mortgages • estate and retirement planning • insurance needs • investing • taxes c. Children/Parenting Resources. The Contractor will facilitate referral and connection (via warm hand-off) to appropriate resources for advice, consultation, and representation related to a variety of parenting concerns, including but not limited to: • foster care and adoption • high-risk adolescents 8 EFTA00141664

• childcare • academic planning • discipline • developmental concerns • prenatal care • special needs C. TASKS/OBJECTIVES I. COUNSELING SERVICES All counseling services will be available to approximately 35,000 BOP employees, their dependents, and/or those persons who have an equivalent relationship as a family member, such as a domestic partner. Participants will have 24/7 access to comprehensive counseling services, regardless of their physical location in any state, the District of Columbia, and Puerto Rico. The Contractor will provide up to six (6) hours of short-term counseling and/or assessmenUreferral services per issue. The Contractor will make every effort to secure referral sources within 30 minutes travel time of the participant's work or residence. In addition to a network of providers who can provide in-person counseling services, the Contractor will maintain providers capable of providing counseling services via telepsychology to any participant. 2. SUBSTANCE ABUSE COUNSELING In compliance with the Federal Drug-Free Workplace Program was initiated by Executive Order 12564 (Drug-Free Federal Workplace, 1986) the Contractor must provide dedicated substance abuse evaluation and case management services to include • Referrals to a substance abuse treatment provider for comprehensive assessments, diagnosis, treatment recommendations, and individual case management as appropriate; • Acquisition and maintenance of all documents for employees referred to the EAP for substance abuse evaluation and treatment. 9 EFTA00141665

The Contractor will make every effort to secure referral sources within 30 minutes travel time of the participant's work or residence. In addition to a network of providers who can provide in- person counseling services, the Contractor will maintain providers capable of providing substance abuse counseling services via telepsychology to any participant who chooses this service delivery model. 3. ORGANIZATIONAL SERVICES a. Critical Incident Stress Management Services (CISM). CISM services will include pit-incident educational/awareness activities, telephonic counseling, psychological first aid, critical incident defusing, and/or Critical Incident Stress debriefings, management consultation, and one-to-one counseling. Services may be provided on-site or via secure video conferencing. The Contractor must utilize state licensed counselors with CISM training. The Contractor must provide twenty (20) Critical Incident Stress Management service events as part of the basic Employee Assistance Program. Each event response for onsite services must consist of four (4) hours of service delivery. b. Management Coaching Sessions. The Contractor will provide unlimited telephonic coaching sessions to assist management and supervisors in addressing issues related to employee morale/motivation, conduct, performance and threats of workplace violence. c. Staff Engagement and Program Promotion. The Contractor must coordinate with the BOP National EAP Coordinator to identify specific program needs and provide recommendations on how to address them. The Contractor must provide EAP promotional posters of a new design every six months. Within 60 days of contract award the Contractor will provide no less than 50,000 wallet cards and 35,000 brochures describing EAP services to the BOP. Every year thereafter, the Contractor will provide 35,000 wallet cards and 10,000 brochures describing EAP services. Materials will be shipped at the Contractor's expense to institutional and regional EAP Coordinators in accordance with a distribution plan provided by the BOP National EAP Coordinator. d. Quarterly Utilization Reports. The Contractor will provide quarterly reports describing program activities, utilization rates for all services, participant feedback, and 10 EFTA00141666

demographics. These reports will be submitted to the BOP National EAP Coordinator no later than December 31, March 31, June 30, and September 30 of each year. The format for this report is optional, but may be prescribed by the Contracting Officer's Representative (COR) if required for data management purposes. Any mandatory format would be made available by BOP at no cost to the Contractor. e. Annual Report of Network Counseling Services. The Contractor will submit an annual report describing availability of counseling and substance abuse counseling providers within 50 miles of all BOP facilities and duty locations no later than October 31 of each year. An updated list of BOP facilities and duty locations will be provided to the Contractor by the BOP National EAP Coordinator no later than August 31 of each year. The report will include an assurance statement that each provider on the list is currently active, appropriately licensed, and accepting referrals. In locations where there are no counseling or substance abuse counseling providers identified within 50 miles of the facility or duty location, the Contractor will outline steps taken to fill the service gap and provide counseling and substance use counseling services in that location. 4. TRAINING/EDUCATION/SELF-HELP SERVICES a. Initial Training Events. Within 30 days of contract award, the Contractor will make a representative available to the BOP to provide up to three (3) live 2-hour webinars in conjunction with the BOP's National EAP Coordinator. The webinars will include an overview of EAP services available to participants, discuss the process of referral and service connection, and identify strategies to promote EAP services and engage participants. b. Website and Smartphone/Tablet Application Resources. Within 30 days of contract award, the Contractor will provide a comprehensive website and applications for smartphones and tablets with access to well-being/skill-building tools and resources. These resources may include (but are not limited to) health calculators, professional videos, and articles that address a variety topics concerning emotional well-being, physical health, legal concerns, and financial questions. 11 EFTA00141667

c. Monthly Webinars. Within 60 days of contract award, the Contractor will deliver professional monthly webinars (30-60 minutes in length) for participants that address a variety of topics concerning emotional well-being, physical health, legal concerns, and financial questions. These webinars will be available on demand after the live presentation on the contractor's webpage. d. Web-Based Training Courses. Within 60 days of contract award, the Contractor will provide access to a variety of self-paced training courses designed to help participants develop effective work-life skills. These training courses will be available through the Contractor's webpage. e. On-site Training Events. The Contractor will provide facilitated, on-site training events in conjunction with participation in health fairs or other regularly scheduled agency training events (one training event per year at each BOP installation). The Contractor will develop training curricula for the staff appropriate for the identified audience. It shall include all training materials, participant materials, and lesson plans. Training expenses (including travel costs) will be included in the fixed fee for the task. The Contractor will provide two 16-hour high-level management training events for senior supervisory staff designed to develop leadership and communication skills. The Contractor will develop training curricula for the staff appropriate for the identified audience. It shall include all training materials, participant materials, and lesson plans. Training expenses (including travel costs) will be included in the fixed fee for the task. 5. WORK-LIFE RESOURCES The Contractor will provide a comprehensive range of work-life services developed to address common areas of stress that interfere with effective functioning and reduce employee productivity, including (but not limited to): a. Legal Resources. The Contractor will facilitate referral and connection (via warm hand-off) to appropriate resources for advice, consultation, and representation related to a variety of legal concerns. 12 EFTA00141668

b. Financial Services. The Contractor will facilitate referral and connection (via warm hand-off) to appropriate resources for advice, consultation, and representation related to a variety of financial concerns. c. Children/Parenting Resources. The Contractor will facilitate referral and connection (via warm hand-off) to appropriate resources for advice, consultation, and representation related to a variety of parenting concerns. 6. OPERATIONAL REQUIREMENTS a. Customer Service Plan. The Contractor will implement a customer service plan designed to quickly and efficiently respond to participant questions, and resolve participant concerns and complaints. Specifically, the Contractor will provide participants with multiple methods of contact (e.g., phone, chat, email) and actively solicit feedback from participants. All service complaints will be investigated by the Contractor and reported to the COR within 14 working days of the incident. Corrective actions will be described in the report. b. Confidentiality. "Information concerning a participant's status with the EAP may not be divulged without the express written consent of the participant or as otherwise permitted by law" (Department of Justice HR Order DOJ1200.1: Part 7, Chapter 7-1, Employee Assistance Program). c. Malpractice/Liability Insurance. The Contractor will carry malpractice/liability insurance in the amount of $5 million. D. INSPECTION The BOP will monitor the Contractor's performance via telephone contact, email inquiries and/or review of the deliverables. The monitoring of a Contractor's performance is an ongoing process for the life of the contract. The BOP and its representatives have the right at all reasonable times to inspect, monitor, or evaluate the work the contractor has performed or is performing under the agreement. 13 EFTA00141669

E. PERSONNEL The Contactor must designate a qualified Program Manager for this contract and respond to phone calls or correspondence from the Bureau within one (1) business day. The Program Manager will work closely with BOP's Psychology Services staff representatives, the BOP National EAP Coordinator, and the Contracting Officer's Representative (COR) to provide the materials and services as outlined above. The Program Manager must have experience managing a large EAP and must be experienced with issues unique to law enforcement. Although not required to be located in Washington, D.C., the Program Manager must be available for travel at short notice and, at a minimum, meet quarterly with BOP staff in Washington, D.C., at the Contractor's expense. The Contractor agrees that during the first ninety (90) calendar days of the contract performance period no senior staff personnel substitutions will be permitted unless such substitutions are required by the Government, or necessitated by an individual's sudden illness, death or termination of employment. Substitutions must be identified in writing to the COR and CO within three (3) business days of the change occurring. 14 EFTA00141670