BOP Program Statement 3712.01 § 4

A DRS program must be implemented at every Bureau facility, to include the Central Office,

Regional Offices, Grand Prairie, and Staff Training Centers. The CEO determines the number of

DRSs needed for their facility or facilities.

The DRS is a collateral duty staff member who is available to resolve workplace disputes upon

being contacted by another staff member. No staff should be compelled to use the services of the

DRS. The program is entirely voluntary and initiated by the staff member. The DRS will have 15

calendar days from the date of contact to attempt to assist in resolving the dispute, unless an

extension is granted by the staff member who contacted the DRS.

a. DRS Selection. The DRS position is not advertised. The CEO must select one or more

individuals based on the following criteria:

■ Neutrality. It is important for the DRS to be perceived by staff as neutral.

■ Credibility. The DRS should be viewed by staff as credible; perceived by staff to be fair,

objective, and thorough; and someone staff feel comfortable approaching to discuss their

concerns.

■ Accessibility. The DRS should be easily available for all staff to contact.

■ Confidentiality. For staff to feel comfortable discussing their issues and concerns with

the DRS, they must be someone who can maintain confidentiality.

■ Good People Skills/Good Communication Skills. The DRS must be someone with

good people and communication skills and be a good listener.

■ Good Problem-Solving Skills. The DRS should possess good problem-solving skills.

They should have the ability to discuss creative solutions with both parties involved in

the issue. Any experience in problem solving is beneficial.

3712.01 3/19/2026 PROPERTY OF US GOVERNMENT 5

b. DRS Training. Prior to assuming the duties of the DRS, the newly selected staff member

must complete the required Dispute Resolution Specialist – BOP training on the online Bureau

Learning University (BLU).

c. Removal of a DRS. At any time and for any reason not otherwise prohibited by law, the

CEO may remove a staff member from their collateral DRS responsibilities.

d. Who can utilize the services of the DRS. Any staff member may utilize the services of the

DRS. The dispute can involve a co-worker, a supervisor, or a subordinate. If the DRS has

knowledge a conflict is being investigated by the Office of Internal Affairs (OIA), they must not

provide counseling regarding this matter. See the Program Statement Office of Internal Affairs.

e. Procedures utilized by the DRS. Prior to having any discussions with staff seeking

assistance, the DRS will provide them with a copy of the Dispute Resolution Process.

If the staff member wants the DRS to attempt to seek resolution of their issue, the DRS will use

conflict resolution skills to meet with all the parties involved. There will be no formal

documentation of any agreements reached.

f. DRS Reports. For confidentiality purposes, the DRS does not maintain any documentation

regarding the individuals seeking their assistance. Twice a year (October 1st, for the period of

April 1 - September 30; and April 1st, for the period of October 1 - March 31), they must submit

a report to their respective CEO, and the CRAA listing the information on the BP-A1177,

Dispute Resolution Specialist Reporting form. The CRAA will submit regional reports to each

Regional Director.