Section 508 of the Rehabilitation Act of 1973, as amended (29 U.S.C. § 794d)
Section 508 of the Rehabilitation Act (Section 508) requires all electronic and information technology (also referred to as information and communication technology or ICT) that is developed, procured, maintained, or used by a federal agency to be accessible to people with disabilities. Examples of ICT include web sites, telephones, multimedia devices, and copiers. Access available to individuals with disabilities must be comparable to access available to others. Standards for Section 508 compliance are developed and maintained by the United States Access Board. Further information about the Access Board’s standards and Section 508 generally may be found at www.section508.gov.
The Inter-American Foundation is committed to making its Web site accessible to all. The site has undergone rigorous review and redesign to ensure that it meets or exceeds the requirements of Section 508 of the Rehabilitation Act of 1973. E-mail comments or suggestions to firstname.lastname@example.org. In general, if you have problems accessing any information, viewing any page with adaptive technology, or using any forms, or wish to file a complaint, send email to email@example.com.
Architectural Barriers Act of 1968 (42 U.S.C. §§ 4151–57)
The Architectural Barriers Act (ABA) requires access to facilities that are designed, built, altered, or leased with Federal funds. The Access Board is the federal agency responsible for enforcing the ABA. The Access Board’s accessibility standards are available on their website at www.access-board.gov/
22 CFR 1003.4 – Inter-American Foundation system of records requirements.
(a) The Inter-American Foundation will maintain in its records any such information about an individual as is relevant and necessary to accomplish a purpose of the Inter-American Foundation required to be accomplished by statute or Executive order of the President.
(b) The Inter-American Foundation will collect information to the greatest extent practicable directly from the subject individual when the information may result in adverse determinations about an individual’s rights, benefits, and privileges under Federal programs.
(c) The Inter-American Foundation will inform each individual whom it asks to supply information, on the form which it uses to collect the information or on a separate form that can be retained by the individual of:
(1) The authority (whether granted by statute or Executive order of the President) which authorizes the solicitation of the information and whether disclosure of such information is mandatory or voluntary;
(2) The principal purpose or purposes for which the information is intended to be used;
(3) The routine uses which may be made of the information, as published pursuant to paragraph (d)(4) of this section; and
(4) The effects on him or her, if any, of not providing all or any part of the requested information.
(d) Subject to the provisions of paragraph (k) of this section, the Inter-American Foundation will publish in the Federal Register at least annually a notice of the existence and character of its system of records. This notice will include:
(1) The name and location of the system or systems;
(2) The categories of individuals on whom records are maintained in the system or systems;
(3) The categories of records maintained in the system or systems;
(4) Each routine use of the records contained in the system or systems, including the categories of users and the purpose of such use;
(5) The policies and practices of the Inter-American Foundation regarding storage, retrievability, access controls, retention, and disposal of the records;
(6) The title and business address of the Inter-American Foundation official or officials responsible for the system or systems of records;
(7) The Inter-American Foundation procedures whereby an individual can be notified at his or her request if the system or systems of records contain a record pertaining to him or her;
(8) The Inter-American Foundation procedures whereby an individual can be notified at his or her request how he or she can gain access to any record pertaining to him or her contained in the system or systems of records, and how he or she can contest its content; and
(9) The categories of sources of records in the system or systems.
(e) All records used by the Inter-American Foundation in making any determination about any individual will be maintained with the accuracy, relevance, timeliness, and completeness reasonably necessary to assure fairness to the individual in the determination.
(f) Before disseminating any record about any individual to any person other than an agency the Inter-American Foundation will make reasonable efforts to assure that such records are accurate, complete, timely, and relevant for Inter-American Foundation purposes unless the dissemination is required pursuant to 5 U.S.C. 552.
(g) The Inter-American Foundation will maintain no record describing how any individual exercises rights guaranteed by the First Amendment unless expressly authorized by statute or by the individual about whom the record is maintained or unless pertinent to and within the scope of an authorized law enforcement activity.
(h) The Inter-American Foundation will make reasonable efforts to serve notice on an individual when any record on such individuals is made available to any person under compulsory legal process when such process becomes a matter of public record.
(i) The Inter-American Foundation will establish rules of conduct for persons involved in the design, development, operation, or maintenance of any system of records, or in maintaining any record. Each such person will be instructed regarding such rules and the requirements of 5 U.S.C. 552a. The instruction will include any other rules and procedures adopted pursuant to 5 U.S.C. 552a, and the penalties it provides for noncompliance.
(j) The Inter-American Foundation will establish appropriate administrative, technical, and physical safeguards to insure the security and confidentiality of records and to protect against any anticipated threats or hazards to their security or integrity which could result in substantial harm, embarrassment, inconvenience, or unfairness to any individual on whom information is maintained.
(k) At least 30 days prior to the publication of a notice in the Federal Register at least annually regarding the routine use of the records contained in the Inter-American Foundation system or systems of records including the categories of users and the purpose of such use, pursuant to paragraph (d)(4) of this section, the Inter-American Foundation will also:
(1) Publish a notice in the Federal Register of any new use or intended use of the information in the system or systems; and
(2) Provide an opportunity for interested persons to submit written data, views, or arguments to the Inter-American Foundation.
Contingency Plan For Shutdown Of Agency Operations Upon Failure Of Congress To Enact Appropriations
Lapse Plan Summary Overview
|Estimated time (to nearest half day) required to complete shutdown activities||0.4 days|
|Total number of agency employees expected to be on board before implementation of the plan||44 FTEs|
Total number of employees to be retained under the plan for each of the following categories
|Compensation is financed by a resource other than annual appropriations||TBD FTEs|
|Necessary to perform activities expressly authorized by law||FTEs|
|Necessary to perform activities necessarily implied by law||FTEs|
|Necessary to the discharge of the President’s constitutional duties and powers||0 FTEs|
|Necessary to protect life and property||4 FTEs|
Brief summary of significant agency activities that will continue during a lapse
|Four employees will be intermittently exempted from furlough to address exigencies that may arise during the shutdown that threaten human life or property, as follows:
President and CEO – to exercise executive authority of the IAF;
Chief Operating Officer – to coordinate personnel, budgetary and financial impacts of shutdown;
General Counsel – to provide legal guidance in connection with the shutdown and represent the agency’s legal interests during a shutdown; and
Chief Information Officer – to ensure maintenance of agency information systems
Brief summary of significant agency activities that will cease during a lapse
|Awards of grants, contracts, fellowships, or other forms of awards, and memoranda of agreement; hiring of personnel, extension of appointments, or other personnel action that involve obligating funds; travel of persons or transportation of things; training classes or activities; use of equipment and utilities not related to authorized activities; and cash expenditures of any kind.|
This directive establishes the Inter-American Foundation’s (IAF) procedures for closing the agency temporarily in the event of a lapse in federal appropriations.
The provisions of this directive are applicable to all Foundation organizational elements.
a. Memorandum for Heads of Executive Agencies M-18-05
b. Office of Management and Budget Bulletin No. 80-14
c. Office of Management and Budget Bulletin No. 80-14, Supplement 1
d. Office of Management and Budget Circular A-11, section 124
e. Anti-Deficiency Act (31 USC §§ 1341-1342 §§ 1511-1519)
f. Opinion from the Office of the Attorney General on the Anti-Deficiency Act, dated January 16, 1981
g. Article 1, section 9, clause 7 of the Constitution
h. Chapters 13 and 15, Title 31, United States Code
From time to time, the Congress fails to enact appropriations bills by the beginning of the fiscal year. As an interim measure, Continuing Resolutions are passed that allow agencies to continue their operations on a limited basis until the enactment of an annual appropriation. In some cases, an agency may be required to operate under a Continuing Resolution for the entire fiscal year. There have been other cases where neither an appropriation nor a continuing resolution was enacted in time to prevent a lapse in the current appropriations. When this happens, agencies, by law, may only provide services necessary to protect the lives and safety of their employees or the public, or to protect government property. All other activities must cease and an orderly shutdown of the agency must start. Because it was necessary for some agencies to start the shutdown process in the past, and some confusion arose, the Office of Management and Budget required each agency to develop procedures to be followed for an orderly shutdown in the event of an appropriation hiatus.
The President of the IAF will order the initiation of preparations for the orderly shutdown of Foundation activities when there is either an impending appropriated funds shortfall or an absence of new appropriations. At that time the President will establish the target date for commencing shutdown activities. Employees will be notified and actions will be taken in accordance with the following guidance.
A. Authorized Activities during the Orderly Suspension of Agency Activities
As a general rule, the only activities authorized for IAF employees if appropriations are about to be, or are, exhausted are those that contribute to an orderly suspension of Foundation activities. Such activities include:
- Activities required to plan, control, and maintain orderliness throughout the shutdown of operations, including the development of plans and schedules for the preparation of personnel, grant, property and financial files for appropriate transfer and for the inventory of IAF property;
- Activities required to meet all the legal responsibilities of the IAF, such as processing personnel actions, payments of compensation owed to employees and taking necessary administrative actions related to contracts and purchase orders for which funds were obligated prior to the determination of a shutdown requirement. Such activities should be finalized to the maximum extent possible prior to the shutdown date;
- Fiscal and accounting activities required to maintain accountability and reporting with respect to obligations and expenditures;
- Activities required to inform employees, volunteers, the public, and the IAF’s grantees, fellows, and contractors of the effect of shutdown;
- Emergency situations involving the safety of human life; and
- Services necessary to protect Federal property, which include:
a) Necessary security service to protect Federal property.
b) Continuance of leases of property which contain Federal property.
c) Cost of any special maintenance required to protect information technology because without such maintenance data could be unreliable or be destroyed.
B. Prohibited Activities
The following activities are prohibited, except to the extent they are essential to directly support activities authorized to continue:
- Awards of grants, contracts, fellowships, or other forms of awards, and memoranda of agreement.
- Hiring of personnel, extension of appointments, or other personnel action that involve obligating funds.
- Travel of persons or transportation of things. Persons in travel status on the target date will return to their duty stations as soon as possible. To the extent that a shutdown has been identified as reasonably likely to occur, travel should not be planned or authorized for the period in which a shutdown may occur.
- Training classes or activities.
- Use of equipment and utilities not related to authorized activities.
- Cash expenditures of any kind even if related to authorized activities. If employees who are identified as essential to the orderly shutdown of agency activities as described below wish to expend their own cash in connection with authorized shutdown activities they may be authorized by their supervisor to do so, with the expectation of reimbursement for otherwise allowable expenses if an appropriation or continuing resolution is passed.
C. Phase-down Plan
During the period before actual shutdown, each office will review its activities to ensure that no unauthorized activities will take place after the shutdown date. If there is no Continuing Resolution or other new funding before that date, the following general actions will be taken.
Each office will identify activities that must be carried out to permit an orderly shutdown of activities. Offices will also provide information on a continuing basis to staff, grantees, fellows, and the public on the status of phase-down activities.
Each office head will notify their employees of the IAF’s shutdown policy and general furlough process. Employees being furloughed will receive formal notice from the Chief Operating Officer once the Continuing Resolution or appropriation lapses.
Inventorying property and reviewing files for appropriate disposition are considered an integral part of phase-down. Specific instructions for these and other similar functions will be issued when necessary.
D. Voluntary Services
Based on the Attorney General’s opinion, the IAF cannot accept the voluntary services of employees to work in periods of lapsed appropriations with the expectation that their services would be compensated after an appropriation is received. The only activities in which employees or volunteers may engage after the target date for shutdown are those which are authorized in connection with phase-down or in connection with the safety of life or protection of government property. Additionally, only the persons identified below are to remain on duty after the day the actual shutdown goes into effect. Authorizing any other kind of activity risks the very real possibility that the IAF will be unable to compensate the individual for such services at a later date, as well as the possibility of committing a violation of the Anti-deficiency Act, which could have administrative and/or criminal consequences for the employee(s) and/ or officer(s) involved in addition to the agency.
E. Day of the Agency Shutdown
Consistent with the policy and justifications discussed above, the only IAF employees to be considered excepted from furlough under a lapse of appropriation are those necessary to effectuate the orderly suspension of agency activities – i.e., the IAF President (or his/her designee), General Counsel, Chief Operating Officer and Chief Information Officer.
- If neither an appropriation nor a continuing resolution is enacted in time to prevent a lapse in appropriation, all IAF employees will report for work on the first business day of the shutdown. Non-excepted employees will have no more than a half day to wind down the agency activities for which they are responsible, including notifying the grantee, proponent and/or contractor organizations in their portfolios. After completing their shutdown-related activities, employees will receive an official furlough notice and then be dismissed until the shutdown has ended. Beyond the first half day of the shutdown, only excepted employees may conduct any work, and their activities during that time will be limited to the activities necessary to effectuate the orderly suspension of agency activities as described below.
- The President or his/her designee will notify the Office of Management and Budget, the Office of Personnel Management, the U.S. Treasury and the General Services Administration that a shutdown of the agency has begun and will be expected to be completed by the end of the first day of the shutdown.
- In addition to the President or his/her designee, the Chief Operating Officer, the Chief Information Officer and the General Counsel will remain on duty as necessary to provide for an orderly shutdown of the agency’s operations by close of business on the first day of the shutdown.
- The Chief Operating Officer will forward time sheets to the payroll office at the Interior Business Center, Department of Interior, and issue the paperwork effecting the furlough of all agency employees. IAF management will ensure that all affected IAF employees receive formal notice of the furlough. Additionally, as each employee necessary for agency shutdown activities completes his/her shutdown function, he/she is to be furloughed immediately and formally notified. The Office of Personnel Management will provide guidance for the custody of personnel records after the agency’s operation is shutdown.
- The Chief Operating Officer, serving as the Property Officer, will notify the General Services Administration that the agency has shutdown. It is expected that disposition of property will not occur for at least 30 days after the beginning of the agency’s shutdown operations and then only after a determination is made that the funding hiatus will continue indefinitely.
- IAF, through its CORs and following guidance provided by the General Counsel, will notify all major agency contractors of the actual shutdown of operations of the agency based on previous notification given by the Contracting Officer with the Bureau of Fiscal Services in preparation and anticipation of a shutdown. As needed, the General Counsel will make a legal assessment and provide a legal opinion on matters arising from the shutdown of agency operations.
F. Subsequent Actions
If there is no new appropriation within 30 days after the lapse of funding, the President or his/her designee, the Chief Operating Officer, the Chief Information Officer and the General Counsel will assess if it is warranted to return to the lAF offices to arrange for final disposition or protection of agency properties and records. Periodic assessments shall continue for the duration of the shutdown.
In addition, during the period of a shutdown, these four employees will be intermittently exempted from furlough to address exigencies that may arise that threaten human life or property, as follows:
- President and CEO – to exercise executive authority of the IAF
- Chief Operating Officer – to coordinate personnel, budgetary and financial impacts of shutdown
- General Counsel – to provide legal guidance in connection with the shutdown and represent the agency’s legal interests during a shutdown
- Chief Information Officer – to ensure maintenance of agency information systems
Although only these employees are pre-determined as being intermittently exempted, all employees are subject to being recalled to duty to perform activities as may be specified during the shutdown; such a recall would take place only if the General Counsel and Chief Operating Officer both agree that an employee is needed to perform excepted activities based on circumstances that have emerged during the shutdown. During the furlough period, employees should closely monitor media coverage as well as the Office of Personnel Management’s website for notice that an appropriation has been or will shortly be approved and agency operations may resume. In addition, the President of the IAF or his/her designee(s) will notify employees if and when funds to resume operations become available. Such notification will include the date and time that employees are expected to return to duty.
Original material produced by the IAF is in the public domain and may be freely reproduced. However, certain material on the IAF Web site and in IAF publications has been provided by other sources and might be copyrighted. Reproduction of such material may require prior permission from the copyright holder. Direct inquiries to firstname.lastname@example.org.
EEO and Diversity Non-Discrimination Policy
Date: September 17, 2018
To: All IAF Employees
From: Paloma Adams-Allen, President & CEO
Subject: Equal Employment Opportunity and Diversity Non-Discrimination Policy
As President & CEO of the Inter-American Foundation (IAF), I am committed to the total integration of Equal Employment Opportunity (EEO) and Diversity principles as a fundamental part of the guiding principles we have at the IAF. All employees, applicants for employment, and members of the public who seek to participate in IAF programs, activities, and services will not be discriminated against because of race, national origin, sex, religion, color, age, disability, sexual orientation, genetic information, or status as a parent. Furthermore, the IAF does not tolerate reprisal against those who exercise their rights under applicable EEO laws.
I am committed to ensuring all employees the freedom to compete fairly and equitably. Equal employment opportunity covers all personnel/employment programs, management practices and decisions, including, but not limited to: recruiting/hiring, merit promotions, transfers, reassignments, training and career development, benefits, and separations. I will ensure EEO program requirements are enforced in accordance with the governing regulatory guidelines. Allegations of discrimination are addressed promptly and professionally. The IAF promptly investigates all allegations of workplace harassment, and where allegations are substantiated, appropriate action is taken.
Employees or applicants who believe they have been discriminated against by the IAF have the right to file a complaint. IAF has entered an Inter-Agency Agreement with the Office of Diversity and Equal Opportunity (DEO), U.S. Geological Survey (USGS) for EEO services. The first step is to contact an EEO counselor at USGS within 45 days of the alleged discriminatory action. You may then choose to participate in either counseling or in Alternative Dispute Resolution (ADR) if it is available. At the end of counseling, or if ADR is unsuccessful, a formal EEO complaint may be filed.
I am committed to enforcing the Foundation’s policy of fair and equitable treatment of all employees, applicants for employment, or members of the public who believe they have been subjected to unlawful discrimination.
This policy is to be posted in all personnel offices, and on the Foundation’s internal Web site as a means to communicate the high level of importance I personally attach to equal employment opportunity at the IAF. Any questions regarding either this policy or a specific situation relevant to this policy may be addressed through the USGS Office of Diversity and Equal Opportunity (DEO) or an EEO counselor by calling (703) 648-7770 or (866) 816-1106. You may also direct questions to your manager.
Download EEO Memorandum (pdf)
Fourteen Principles of Ethical Conduct for Federal Employees
Public service is a public trust. Federal employees must always place loyalty to high ethical standards above private gain. Understanding and observing ethics rules are essential to fulfilling that trust.
- Public service is a public trust; employees must place loyalty to the Constitution, the laws, and ethical principles above private gain.
- Employees shall not hold financial interests that conflict with the conscientious performance of duty.
- Employees shall not engage in financial transactions using nonpublic Government information or allow the improper use of such information to further any private interest.
- Employee shall not, except as permitted by the Standards of Ethical Conduct, solicit or accept any gift or other item of monetary value from any person or entity seeking official action from, doing business with, or conducting activities regulated by the employee’s agency, or whose interests may be substantially affected by the performance or nonperformance of the employee’s duties.
- Employees shall put forth honest effort in the performance of their duties.
- Employees shall not knowingly make unauthorized commitments or promises of any kind purporting to bind the Government.
- Employees shall not use public office for private gain.
- Employees shall act impartially and not give preferential treatment to any private organization or individual.
- Employees shall protect and conserve Federal property and shall not use it for other than authorized activities.
- Employees shall not engage in outside employment or activities – including seeking or negotiating for employment – that conflict with official Government duties and responsibilities.
- Employees shall disclose waste, fraud, abuse, and corruption to appropriate authorities.
- Employees shall satisfy in good faith their obligations as citizens, including all financial obligations, especially those imposed by law, such as Federal, state, or local taxes.
- Employees shall adhere to all laws and regulations that provide equal opportunity for all Americans regardless of race, color, religion, sex, national origin, age, or handicap.
- Employees shall endeavor to avoid any actions creating the appearance that they are violating the law or the ethical standards set forth in the Standards of Ethical Conduct. Whether particular circumstances create an appearance that the law or these standards have been violated shall be determined from the perspective of a reasonable person with knowledge of the relevant facts.
Federal Employee Viewpoint Survey (FEVS)
Since 2007, Federal agencies are required by law to conduct an Annual Employee Survey (AES). The survey is designed to address overall employee satisfaction as well as leadership and management practices that contribute to an agency’s performance.
Freedom of Information Act (FOIA)
As provided by the Freedom of Information Act (FOIA), 5 U.S.C. Section 552, the Inter-American Foundation (IAF) will generally disclose its records upon receiving a written request. Records (or portions of them) that are protected under the nine exemptions of the FOIA will not be disclosed. These exemptions are explained in the IAF’s Annual FOIA Report which can be found through the hyperlink below.
To make a FOIA request, please contact email@example.com or use our online FOIA portal. To inquire about the status of a pending request, please contact the Office of the General Counsel (OGC), which is the IAF’s designated FOIA Requester Service Center, at:
Paul Zimmerman, General Counsel
A request should be as specific as possible with regard to names, dates, places, events, subjects, and other relevant information.
The OGC strives to provide citizen-centered, results-oriented service to all FOIA requesters. If you have comments or concerns about the service you have received from the IAF FOIA Requester Service Center, please contact our FOIA Public Liaison, Lesley Duncan.
The FOIA Reports are only available in English. For more information about FOIA and the IAF’s FOIA process, view our FOIA FAQs.
For copies of IAF’s reports, visit the FOIA E-reading Room.
Executive Order 13392 requires all federal agencies to review their FOIA operations. Based on that review, the agency must develop a FOIA Improvement Plan that will make the processing of FOIA requests more streamlined and effective in order to increase public awareness of FOIA processing.
FOIA E-reading Room
Chief FOIA Officer Reports
Quarterly FOIA Reports
Annual FOIA Reports
Other FOIA documents
FOIA Frequently Asked Questions
Homeland Security Presidential Directive 12 (HSPE-12)
Homeland Security Presidential Directive 12 (HSPD-12) mandates the development and implementation of a government-wide standard for a secure and reliable Personal Identity Verification (PIV) card issued to Federal employees and contractors. The overall goal of HSPD-12 is to achieve appropriate security assurance by verifying the identity of individuals seeking physical access to federally controlled government facilities and electronic access to government information systems.
The U.S. Agency for International Development’s Office of Inspector General (OIG) provides oversight services for the IAF. The OIG’s major responsibilities are to detect and prevent fraud, waste, abuse and violations of law and to promote economy, efficiency and effectiveness.
Complaints may be received directly from employees, program participants, or the general public. The IG Act and other pertinent laws provide the protection of persons making complaints. Complaints may be communicated via mail, the OIG’s telephone or on-line “Hotlines” at:
U.S. Agency for International Development
Office of Inspector General Investigations (USAID/OIG/I)
P.O. Box 657
Washington, DC 20044-0657
E-Mail Address: firstname.lastname@example.org
Telephone: 1-800-230-6539 or 202-712-1023
For more information, see the OIG website.
NO FEAR Act
The Notification of Federal Employee Antidiscrimination Retaliation Act of 2002 (No FEAR Act), Public Law 207-174, was signed into law by President George W. Bush on May 15, 2002, and became effective October 1, 2003. Its purpose is to increase the accountability of Federal agencies for violations of antidiscrimination and whistleblower protection laws.
One of the requirements of the No FEAR Act is for Federal agencies to post on their public website statistical data concerning complaints of employment discrimination. This data is updated on a quarterly basis.
Latest IAF No FEAR report
- 3rd Quarter 2019 (pdf)
Open Government Initiative
For more than 40 years, the Inter-American Foundation has been channeling development assistance that supports the self-help efforts of the organized poor in Latin America and the Caribbean. From the onset, each of our grantees expects their work to be monitored and evaluated.
Pursuant to examining the requirements of The President’s Open Government initiative the IAF reviewed the information it currently provides on its programs and its stewardship of U.S. tax-payer dollars.
This section of the IAF website contains shortcuts to items of interest to the public.
Information About 2015 OPM Cybersecurity IncidentThe U.S. Office of Personnel Management (OPM) recently became aware of a cybersecurity incident affecting its systems and data that may have exposed the personal information of current and former Federal employees.
Beginning June 8 and continuing through June 19, 2015, OPM will be sending email and U.S. mail notifications to current and former Federal employees potentially impacted by the incident. Email notices will be sent from email@example.com. Standard letters will be sent to individuals for whom OPM does not have an email address.
The communication will contain information regarding services being provided at no cost to individuals impacted by the incident, including credit report access, credit monitoring, identity theft insurance, and recovery services. Additional information will be made available beginning at 8 a.m. CST on June 8, 2015 at www.csid.com/opm.
Applying for Grants:
The guidelines for applying for an IAF’s grant are clearly displayed on the IAF website as evidenced by the hundreds of organizations from Latin America and the Caribbean submit their ideas to the IAF every year.
The Annual Report offers a detailed account of the IAF’s awards and other activities during the relevant fiscal year. Visitors to our website can also review archive publications related to IAF funding history.
Grassroots Development Journal:
The journal of the Inter-American Foundation, published since 1972, reports on the experiences of IAF grantees and analyzes development themes. Many issues include updates on former grantees, reported long after their funding has ended, that show how our investments continue to yield results. All issues are available online.
IAF’s annual Results Report compiles data submitted by grantees and verified by IAF’s contractors, on indicators selected from the Grassroots Development Framework, main evaluation tool. Visitors to our Web site can review these reports as far back as 1998.
Policy, Compliance Statements and Reports:
The Policy, Compliance Statements and Reports section offers for public scrutiny the following: Privacy and Security Statements, Buy America, Copyright Statement, FAIR Act, FOIA, Audits by the Inspector General, No Fear Act, and Section 508.
In 2012, the IAF demonstrated its commitment to transparency and prudent use of its allocated funds by being evaluated by the Foundation Center and receiving the “glasspockets” designation for transparency, accountability and accessibility of information.
The IAF is committed to examining ways to improve access to this information. Recommendations are welcome and may be submitted to firstname.lastname@example.org.
Policy on Harassment
Date: September 18, 2018
To: All IAF Employees
From: Paloma Adams-Allen, President & CEO
Subject: AF Policy on Harassment
It is the policy of the Inter-American Foundation (IAF) to provide employees a harassment-free work environment. The IAF prohibits employment related harassment based on sex, race, color, religion, age (over 40), disability, national origin, reprisal, sexual orientation, genetic information, and status as a parent.
Harassment is any unwelcome verbal or physical conduct based on any of the prohibited factors that is so objectively offensive as to alter the victim’s terms and conditions of employment.
One form of harassment is sexual harassment. Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when “I) submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment, 2) submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual, or 3)such conduct has the purpose or effect of unreasonably interfering with an individual’s work performance or creating an intimidating, hostile, or offensive working environment.” 29 C.F.R. § 1604.11.
The following is a non-exhaustive list of examples of behaviors that may constitute harassment, including sexual harassment:
- Making offensive remarks about looks, clothing, or body parts
- Pressure for dates
- Touching in a way that may make an employee feel uncomfortable
- Telling sexual jokes, hanging sexual posters, etc.
- Epithets, slurs, negative stereotyping or threatening, intimidating, or hostile acts that relate to race, color, religion, gender, national origin, age, disability, sexual orientation, genetic information, or status as a parent
- Written or graphic material that denigrates or shows hostility or aversion toward an individual or group because of race, color, religion, gender, national origin, age, disability, sexual orientation, genetic information, or status as a parent, and that is placed on walls, bulletin boards, or elsewhere on the IAF premises, equipment, or electronic circulation of such material
The IAF has entered an Inter-Agency Agreement with the U.S. Geological Survey (USGS), Office of Diversity and Equal Opportunity (DEO) for EEO services. Employees should report any harassment immediately to the USGS DEO, their supervisor, or an appropriate management official, who will makeevery effort to resolve the issue promptly, effectively, and confidentially. Other possible resources available to the employees for reporting allegations of harassment include the Office of Human Resources and the grievance procedure, negotiated grievance procedure, Office of Special Counsel if a prohibited personnel practice is involved, Merit Systems Protection Board if an appealable adverse action is involved, and the Office of Inspector General.
All actions taken to resolve and address issues of harassment will be confidential and retaliatory action against an employee who raises a claim of harassment will not be tolerated. Any employee found to have participated in harassment of any kind, will be the subject of appropriate administrative or disciplinary action, which may include removal from federal service.
The IAF has an “expedited process” in place to address incidents of sexual and nonsexual harassment. For further information on the EEO process, including the expedited process, please contact a USGS EEO Counselor at (703) 648-7770.
Download Policy on Harassment Memorandum (pdf)
While visiting IAF.gov, we will not collect any personal information unless you choose to provide it. If you choose to provide this information, it will be used for the express purpose for which it was intended, such as responding to a general inquiry. We remind you that if you visit a link outside of IAF.gov you are subject to the privacy policies of that site.
Information Collected and Stored Automatically
IAF.gov automatically collects some technical information when you visit the site in order to give you the best possible experience. IAF.gov uses web measurement technology (Google Analytics) to automatically track how visitors interact with IAF.gov including where they came from, what they did on the site and whether they completed any pre-determined tasks while on the site. This type of usage is classified by the Office of Management and Budget as Tier 2, since it is a multi-session web measurement. Aggregate data is used to help IAF improve our user interface and diversify our content offerings to meet the needs of our visitors, track operational problems, prevent fraud and improve the effectiveness, security and integrity of the site. This information does not identify you personally. For each page that you visit, we collect and store only the following technical information:
- Date and time of access
- URL address of the pages visited
- Internet domain and IP address from which our website was accessed
- Type of browser and operating system used to access our site (if provided by the browser)
- URL address of the referring page (if provided by the browser)
- Completion or success status of the request for a web page or other on-line item
- File size of the webpage visited
This information is only used to help us make the site more useful by tracking the number of visitors and the types of technology they use. We never track or record information about individuals and their visits and we do not share this data with anyone outside the IAF, unless necessary for law enforcement purposes.
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IAF.gov complies with the Children’s Online Privacy Protection Act of 1998 (COPPA) and its accompanying regulations protect the privacy of children using the Internet. IAF.gov does not knowingly contact children under 13 or collects their personal information. IAF.gov is not intended to solicit information of any kind from children under 13.
It is possible that by fraud or deception we may receive information pertaining to children under 13. If we are notified of this, as soon as we verify the information, we will immediately obtain parental consent or otherwise delete the information from our servers. If you want to notify us of our receipt of information by children under 13, please do so by sending an e-mail to email@example.com.
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Social Media and Third Party Websites
The IAF uses social media and other websites to interact with the public. Social media websites are used to publicize programs and services and engage with members of the public. The IAF does not use third party websites to solicit and collect personal information from individuals. Any personal information collected by a third party website will not be transmitted to IAF unless required for law enforcement purposes or as otherwise permitted by law. IAF’s privacy and other web policies do not apply to these third party sites and we encourage you to read the policies of the third party site when deciding whether to use it. Official IAF social media sites are listed below:
Links to Other Sites
Reasonable Accommodation Policy
Reasonable Accommodation Policy
REASONABLE ACCOMMODATION FOR DISABILITIES IN EMPLOYMENT
SECTION 1. PURPOSE.
This establishes the Inter-American Foundation (IAF) policy for providing reasonable accommodation for qualified individuals with disabilities who are employees or applicants for employment at the IAF. It also designates responsibilities and describes procedures for submitting and responding to requests for reasonable accommodation.
SECTION 2. AUTHORITY.
The Rehabilitation Act of 1973, as amended, requires Federal agencies to provide reasonable accommodation for qualified individuals with disabilities. 29 U.S.C.Section 791 eq seq.; 29 CFR Part 1614; Executive Order 13164; see also 29 CFR Part 1630.
SECTION 3. POLICY.
The IAF shall provide reasonable accommodation for the known physical or mental limitations of qualified applicants and employees with disabilities, unless the IAF can demonstrate that a particular accommodation would impose an undue hardship on the operation of its program.
SECTION 4. DEFINITIONS.
.1 A reasonable accommodation is an adjustment to job requirements or to the work environment that assists an employee with a disability in performing the essential duties of his or her position, or a qualified applicant with a disability during the recruitment and selection process. Reasonable accommodation may include, but is not limited to:
a. making facilities readily accessible to, and usable by, people with disabilities;
b. job restructuring;
c. part time or modified work schedules;
d. acquiring or modifying equipment or devices;
e. appropriate adjustment or modification of examinations and training materials; and
f. providing readers, interpreters and other auxiliary aids.
.2 Reassignment as it relates to reasonable accommodation is the transfer of an employee who becomes unable to perform the essential functions of a position even with reasonable accommodation to another vacant position at the same grade or level, where the employee would be able to perform the essential functions of the position with reasonable accommodation if necessary, unless it would impose an undue hardship on the agency.
.3 A qualified individual with a disability is one who:
a. has a physical or mental impairment that substantially limits one or more major life activities, has a record of such impairment, or is regarded as having such impairment; and
b. is an employee or an applicant for employment who can perform the essential functions of the position in question, with or without reasonable accommodation, without endangering the health and safety of the individual or others, and who, depending on the type of appointing authority being used, meets the:
- experience and/or education requirements of the position (which may include passing a written test); or
- criteria for appointment under one of the special appointing authorities for people with disabilities.
.4 Major life activities include, but are not limited to, functions such as caring for oneself, performing manual tasks, walking, seeing, hearing, speaking, breathing, learning, standing, bending, lifting, and working.
.5 A deciding official is a supervisor or manager who has the authority to determine whether a requested accommodation will be provided.
.6 A requestor is a qualified applicant or employee with a disability who requests reasonable accommodation.
.7 Undue hardship is significant difficulty or expense that would be incurred should a particular accommodation be provided. The criteria to be considered in determining undue hardship include but are not limited to the:
a. nature and cost of the accommodation needed;
b. overall size of the organizational unit with respect to the number of employees, number and type of facilities and size of budget; and
c. type of operation, including composition and structure of the work force.
SECTION 5. RESPONSIBILITIES.
.1 The President, General Counsel and Vice President for Operations of the IAF shall:
a. approve policies, directives and other materials outlining the Department’s reasonable accommodation responsibilities;
b. foster an environment that supports reasonable accommodation;
c. provide funds for reasonable accommodation; and
d. ensure compliance with provisions of this Policy.
.2 The General Counsel shall:
a. advise Department officials regarding laws, regulations and Department policies pertaining to reasonable accommodation;
b. consult with IAF management and appropriate EEO and Human Resource officers on providing reasonable accommodation and making undue hardship determinations; and
c. conduct periodic reviews to ensure compliance with applicable laws, regulations and IAF policy.
.3 Equal Employment Opportunity (EEO) Officers shall:
a. work with the IAF General Counsel to ensure that IAF management, supervisors and human resource officers understand the law and regulations regarding reasonable accommodation and advise them on:
1. reasonable accommodation issues;
2. the appropriateness of a request as determined by whether it relates to the work to be performed and/or the work place environment; whether the accommodation is used primarily at work, and is not primarily for personal use;
3. alternate methods of accommodations that would effectively meet the need; and
4. undue hardship.
b. assist with management and employeewith training on reasonable accommodation related issues at the IAF, as appropriate.
.4 IAF Management, including Office Directors, shall:
a. promptly acknowledge receipt of reasonable accommodation requests (usually within three (3) business days), in writing, to the requestor; begin processing immediately and expedite time sensitive requests;
b. request medical documentation to support the accommodation request, as needed;
c.share medical documentation only with individuals who have a valid need to know for the purpose of processing an accommodation request; this confidentiality requirement applies to all persons involved in the process;
d. determine if the:
1. requestor is a qualified individual with a disability as defined in paragraph 4.3 above; and,
2. request is a reasonable accommodation as defined in paragraph 4.1 above.
e. consult with the requestor regarding the kind of accommodation needed and determine an effective method of accommodation to address the need;
f. determine if he or she has the authority to make a decision regarding the accommodation request; and if not, refer the request to a higher-level official;
g. address the agency’s responsibility to provide reasonable accommodation to a qualified individual with a disability, when it is observed that a disability may be limiting an employee’s ability to perform the job at a fully successful level, or could otherwise improve an employee’s job performance, or an applicant’s ability to participate in the selection process; and,
h. seek guidance and consult with EEO service providers on reasonable accommodation issues, and before determining that an undue hardship would occur if an accommodation is provided.
.5 Deciding Officials shall:
a. promptly provide reasonable accommodation absent extenuating circumstances and expedite time sensitive requests;
b. engage in an interactive process and respond promptly (usually within 3 business days from the date deciding official being made aware) to the accommodation request received from the requestor or referred by other official;
c. take necessary actions and explain to the requestor what will happen next in the process;
d. keep requestors, human resource, and EEO officers apprised of progress in responding to accommodation requests, as appropriate;
e. seek guidance from and consult with the General Counsel and EEO service providers on reasonable accommodation issues and undue hardship determinations;
f. monitor the processing of requests until decisions are made, and communicate these decisions in writing to requestors;
g. provide written decisions on accommodation requests. When a request is denied, the decision must include an explanation for the denial;
h. reassign qualified employees with impairment(s), as an accommodation of last resort and if appropriate, to a vacant funded position available;
i. work with human resource and EEO officers to ensure that subordinate managers, supervisors and other employees are provided appropriate training on reasonable accommodations;
j. immediately initiate a corrective action where deficiencies in processing of a reasonable request occurred;
k. maintain a record or tracking system for reasonable accommodation requests; all employees involved in processing of reasonable accommodation requests must maintain confidentiality of medical information received during the process.
.6 Human Resource Officers shall:
a. ensure that all vacancy announcements:
1. inform qualified individuals with disabilities that reasonable accommodations may be requested; and
2. provide instructions for making such requests;
b. identify opportunities to provide reasonable accommodation.
.7 Employees with disabilities who desire accommodations shall:
a. request an accommodation from their immediate supervisor in writing or verbally at any time when a need for such an accommodation arises;
b. provide appropriate medical documentation related to the functional impairment/disabling condition, where the disability or need for accommodation is not obvious; failure to provide requested information may delay the processing or result in denial of the accommodation;
c. provide a description of the accommodation requested, if known, and an explanation of how it would enable the employee to perform the job;
d. acknowledge and respond to the immediate supervisor’s offer to provide an accommodation when the employee has not requested an accommodation; and
e. accept or reject an accommodation initiated to improve employee’s job performance. However, an employee’s decision to reject the accommodation could jeopardize employee’s employment status if he or she is performing below a satisfactory level, or if the disability is contributing to employee’s misconduct.
.8 Applicants with disabilities who desire accommodations shall:
a. request a reasonable accommodation from the human resource officer or contact provided in vacancy announcement;
b. provide medical documentation of the disabling condition, if requested;
c. provide a description of the accommodation requested, if known, and an explanation of how it would assist the applicant in the selection process;
d. acknowledge and respond to a human resource officer’s offer to provide an accommodation when the applicant has not requested accommodation; and
e. have the option to accept or reject an accommodation initiated by a human resource officer to improve the applicant’s performance during the application process.
The applicant’s decision to reject an accommodation may jeopardize competitiveness for the position in question should he or she fail to successfully complete the application process.
SECTION 6. PROCEDURES FOR REQUESTING REASONABLE ACCOMMODATION.
.1 Requests for reasonable accommodations may be submitted by an employee or applicant with a qualifying impairment, or an authorized individual acting on behalf of an affected employee or applicant, orally or in Requests need not include specific verbiage, but written requests are encouraged.
a. Employees with disabilities may submit their accommodation requests to their 1st or 2nd level supervisor, or a more senior official in their chain of command, or Ms. Felicia Ellis, Disability Program Manager at firstname.lastname@example.org or 703-648-7770.
b. Qualified applicants with disabilities must submit requests to the human resource officer at a reasonable time prior to the occasion (absent extenuating circumstances) for which the accommodation is needed.
.2 Qualified individuals with disabilities must provide the following information:
a. their name and daytime telephone number;
b. a description of the disabling condition;
c. description of the accommodation requested, if known, and an explanation of how it would enable an employee to perform the job, or how it would assist an applicant in the selection process; and
d. the date of the request and signature of the requestor where applicable.
SECTION 7. COMPLIANCE.
Two procedures are available to individuals who are dissatisfied with an Agency’s response to a request for accommodation, and who wish to seek redress:
a. to initiate an EEO contact, employees and applicants for employment must contact an EEO Counselor within 45 days after receiving a response to the request. Employees and applicant for employment may contact an EEO Counselor by calling (703)-648-7770, (866) 816-1106, or Federal Relay Service (800) 877-8339.
b. to file a grievance, employees and applicants for employment must contact their Human Resource Officer promptly after receiving the decision, to find out the applicable procedures and time limits for filing a grievance under a negotiated grievance procedure or the administrative grievance system, as appropriate by contacting Ms. Lesley Duncan at (202) 688-3047.
SECTION 8. ASSISTANCE.
Questions concerning this Policy should be addressed to the IAF’s EEO service provider, the EEO Office of the U.S. Geological Survey: Contact Ms. Felicia Ellis, Disability Program Manager at email@example.com or 703-648-7770 or the Federal Relay Service at (800) 877-8339.
The IAF shares openly the allocation of its resources and the results that its investments achieve. This Website describes the rationale for each new grant funding action, features a portfolio of active projects, explains IAF’s methodology for measuring results and shares the agency’s annual report on grant results and ex-post evaluations of projects five years after funding has expired. In 2012, the IAF demonstrated its commitment to transparency and prudent use of its allocated funds by being evaluated by the Foundation Center and receiving the “glasspockets” designation for transparency, accountability and accessibility of information.
OSC’s Disclosure Unit (DU) serves as a safe conduit for the receipt and evaluation of whistleblower disclosures from federal employees, former employees, and applicants for federal employment. 5 U.S.C. § 1213.
You may file a disclosure claim as follows:
- online: E-File
- via fax: 202-254-3711
- by mail: Office of Special Counsel, 1730 M Street, N.W., Suite 218, Washington, DC 20036.
You may use either OSC Form 12 (Whistleblower Disclosure), or you may submit your disclosure in writing to us without using the form. A disclosure does not focus on resolving personnel decisions involving or against the filer or other individuals. As a result, an employee who believes he or she has suffered reprisal for whistleblowing may elect to file both OSC Form 11 (Prohibited Personnel Practices), for reprisal or prohibited personnel practice allegation, and OSC Form 12 (Whistleblower Disclosure), for the underlying misconduct.
The Disclosure Unit evaluates disclosures, which are separate and distinct from complaints of reprisal or retaliation for whistleblowing activities. A reprisal or retaliation claim is reviewed by OSC’s Complaints Examining Unit as a prohibited personnel practice. 5 U.S.C. § 2302(8)(b). Claims of prohibited personnel practices, including reprisal for whistleblowing, may be pursued by filing a complaint with OSC’s Complaints Examining Unit (OSC Form 11, Complaint of Prohibited Personnel Practice). You can also alert OSC to possible wrongdoing in a federal agency through a whistleblower disclosure (OSC Form 12, Whistleblower Disclosure).
DU attorneys review five types of disclosures specified in the statute: violations of a law, rule or regulation; gross mismanagement; a gross waste of funds; an abuse of authority; and a substantial and specific danger to public health or safety. 5 U.S.C. § 1213(b). The disclosures are evaluated to determine whether or not there is sufficient information to conclude with a substantial likelihood that one of these conditions has been disclosed.
DU processes disclosures differently from other government whistleblower channels in at least three ways: (1) federal law guarantees confidentiality to the whistleblower; (2) the Special Counsel may order an agency head to investigate and report on the disclosure; and (3) after any such investigation, the Special Counsel must send the agency’s report, with the whistleblower’s comments, to the President and Congressional oversight committees.
As stated above, a whistleblower’s identity will not be revealed without his or her consent. However, in the unusual case where the Special Counsel determines there is an imminent danger to public health or safety or imminent violation of any criminal law, the Special Counsel has the authority to reveal the whistleblower’s identity. 5 U.S.C. § 1213(h).