Opportunity Information: Apply for 13AC09

  • The National Institute of Corrections in the other (see text field entitled explanation of other category of funding activity for clarification) sector is offering a public funding opportunity titled "Core Competencies for Corrections Learning and Performance Professionals" and is now available to receive applicants.
  • Interested and eligible applicants and submit their applications by referencing the CFDA number(s): 16.603 CorrectionsTechnical Assistance/Clearinghouse.
  • This funding opportunity was created on Jul 18, 2013 and posted on Jul 15, 2013.
  • Applicants must submit their applications by Aug 8, 2013. (Agency may still review applications by suitable applicants for the remaining/unused allocated funding in 2026.)
  • Each selected applicant is eligible to receive up to $100,000.00 in funding.
  • The number of recipients for this funding is limited to 1 candidate(s).
  • Eligible applicants include: Others (see text field entitled Additional Information on Eligibility for clarification).
  • An eligible applicant is any public or private agency, educational institution, organization, individual or team with expertise in the described areas.
Apply for 13AC09

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Opportunity Summary:

The National Institute of Corrections (NIC) offered a discretionary federal grant opportunity (Funding Opportunity Number 13AC09) to fund a single 12-month cooperative agreement focused on strengthening how corrections agencies develop and evaluate staff capability. The project was scheduled to start no later than September 15, 2013, and it centered on creating a practical, field-ready core competency model along with a set of competency assessment instruments that agencies and NIC could use to measure and improve learning and performance across corrections.

At the heart of the work was the development of a competency framework that clearly defines what people in corrections need to know and be able to do, not only for typical learners within a corrections agency but also specifically for corrections learning and performance professionals (the staff who design, deliver, and manage training and performance improvement). Alongside that framework, the awardee would design assessment tools that reliably collect data on these competencies. The intent was to move beyond general training descriptions and toward measurable competencies that can be assessed consistently across roles and agencies.

NIC planned to use the resulting model and assessments in two major ways. First, NIC would apply the competency model to review and analyze its existing learning catalog, checking how well current courses and offerings align with real competency needs. Second, NIC would use data gathered through the assessment instruments to support ongoing needs analysis, allowing NIC to identify trends, gaps, and emerging priorities in corrections learning and performance. This makes the project as much about continuous improvement and data-driven decision-making as it is about building a one-time framework.

For corrections agencies and professionals, the deliverables were designed to be immediately useful for workforce development and human resources. Agencies could use the competency model and assessments as a skills gap analysis tool to identify where individuals or teams need development, and as a structured professional development guide to help staff plan growth over time. The tools were also positioned to support HR functions such as hiring and selection (by clarifying what competencies matter for success), retention and engagement (by outlining growth paths), performance management (by linking expectations to measurable competencies), and succession management (by identifying readiness for advancement and leadership pipelines).

The opportunity was open to a wide range of applicants, including public or private agencies, educational institutions, organizations, and individuals or teams, as long as they could demonstrate expertise in the relevant areas. The award ceiling was $100,000, with no required cost sharing or matching. NIC expected to make one award. The application window opened in mid-July 2013, with an original and final closing date of August 8, 2013, and the opportunity was later archived on September 7, 2013.

Because this was a cooperative agreement rather than a standard grant, NIC anticipated an active partnership with the selected awardee, including close collaboration with the NIC Academy Division. The contact listed for access issues with the full announcement was Melanie Simms, Administrative Officer, at 202-353-0484.

Frequently Asked Questions (FAQs)

1) What is the National Institute of Corrections (NIC) grant opportunity described here?

This was a discretionary federal grant opportunity from the National Institute of Corrections (NIC), identified as Funding Opportunity Number 13AC09. It funded a single 12-month cooperative agreement focused on strengthening how corrections agencies develop and evaluate staff capability through a practical core competency model and related assessment instruments.

2) What type of funding mechanism was used: grant or cooperative agreement?

The opportunity was a cooperative agreement, not a standard grant. That meant NIC expected to be actively involved with the awardee during the project, including close collaboration with the NIC Academy Division.

3) How many awards did NIC expect to make?

NIC expected to make one award.

4) What was the project period and expected duration?

The project was structured as a 12-month effort.

5) When was the project expected to start?

The project was scheduled to start no later than September 15, 2013.

6) What was the funding amount and award ceiling?

The award ceiling was $100,000.

7) Was cost sharing or matching required?

No. There was no required cost sharing or matching.

8) What was the main purpose of the project?

The main purpose was to strengthen how corrections agencies develop and evaluate staff capability by creating a field-ready core competency model and building competency assessment instruments that could be used to measure and improve learning and performance across corrections.

9) What key deliverables were expected from the awardee?

The core deliverables were (1) a practical, field-ready core competency model for corrections and (2) a set of competency assessment instruments designed to reliably collect data on those competencies.

10) What is meant by a "core competency model" in this opportunity?

In this project, a core competency model referred to a competency framework that clearly defines what people in corrections need to know and be able to do, shifting the focus from broad training descriptions to specific, measurable competencies that can be assessed consistently across roles and agencies.

11) Who were the intended audiences for the competency framework?

The framework was intended to cover (a) typical learners within a corrections agency and (b) corrections learning and performance professionals, meaning staff who design, deliver, and manage training and performance improvement.

12) What were the assessment instruments supposed to do?

The assessment tools were intended to reliably gather data on the defined competencies, enabling consistent measurement across roles and agencies and supporting improvement in learning and job performance.

13) Why did NIC emphasize measurable competencies rather than general training descriptions?

The stated intent was to move beyond general training descriptions and instead define competencies in ways that can be measured and assessed consistently. This supports clearer expectations, stronger evaluation, and better decision-making about workforce development.

14) How did NIC plan to use the competency model after it was developed?

NIC planned to use the competency model to review and analyze its existing learning catalog, specifically to evaluate how well current courses and offerings align with real competency needs.

15) How did NIC plan to use the competency assessment data?

NIC planned to use data gathered through the assessment instruments to support ongoing needs analysis, helping identify trends, gaps, and emerging priorities in corrections learning and performance.

16) Was this project intended to be a one-time framework or part of ongoing improvement?

Based on the description, it was designed for continuous improvement. NIC emphasized ongoing needs analysis and data-driven decision-making using the assessment data, not just creating a one-time framework.

17) How could corrections agencies use the deliverables?

Corrections agencies could use the competency model and assessments as a skills gap analysis tool to identify development needs for individuals or teams, and as a structured professional development guide to plan staff growth over time.

18) How were the tools positioned to support human resources (HR) functions?

The tools were positioned to support HR functions including hiring and selection (clarifying competencies linked to success), retention and engagement (outlining growth paths), performance management (linking expectations to measurable competencies), and succession management (identifying readiness for advancement and leadership pipelines).

19) Who was eligible to apply?

The opportunity was open to a wide range of applicants, including public or private agencies, educational institutions, organizations, and individuals or teams, as long as they could demonstrate expertise in the relevant areas.

20) What was the application timeframe?

The application window opened in mid-July 2013. The original and final closing date was August 8, 2013.

21) What does it mean that the opportunity was archived?

The opportunity was later archived on September 7, 2013, meaning it was no longer an active funding opportunity after that point.

22) What was the Funding Opportunity Number (FON) for this announcement?

The Funding Opportunity Number was 13AC09.

23) What role did NIC expect to play during the project?

Because it was a cooperative agreement, NIC anticipated an active partnership with the selected awardee, including close collaboration with the NIC Academy Division.

24) Who was listed as the contact for access issues with the full announcement?

The contact listed for access issues was Melanie Simms, Administrative Officer, at 202-353-0484.

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