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A Personnel Plan describes who will do the work of a project or initiative. Funding for the positions may come from a grant, an applicant, a partnership, or other sources. Identified personnel will do the work needed to accomplish proposed objectives.

Position descriptions often form part of a Personnel Plan. A position description should list every essential duty and responsibility for every person to be paid out of a grant request. It also should reflect the local labor market and local realities of personnel recruitment, as well as local precedents for similar positions.

If specific persons are named in the plan, their personal qualifications should fit the required qualifications in the position descriptions. An applicant should inform such persons that by naming them it is not entering a contract to hire them if a proposal is funded.

In ordinary practice, an applicant’s actual hiring decisions, enacted by its Human Resources Office, normally follow rather than precede its notification of a funding outcome.

Designing Personnel Plans:

In planning to describe a Personnel Plan in a proposal, several questions prove useful:

Qualifications: What professional credentials must each position have? What level of educational attainment will each position need? What training, background, and experience will each position need? Will a position require any special skills or proficiencies?

Accountability: For what organization will each person work? Who will supervise each position? Who will assess and verify the applicants’ qualifications for each position?

Time Commitments: Will a position be full-time or part-time? Will the position be internal or external, exempt or non-exempt?

Nature of Position: What core functions will a position fulfill? Who will provide leadership and oversight for each position? Who will provide clerical support, if any?

Responsibilities: What will be the specific, key areas of responsibility for each position? How will each position fit into the organizational chart and management plan?

Budget: What will personnel cost? How will each position be financed? How will you absorb key positions when a grant ends? How will you determine which positions, if any, to absorb?

This post is one in a series about questions useful in planning competitive grant proposals.

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