Guidelines for Agency Dispute Resolution Coordinators

Choosing DR Coordinators and Identifying Their Roles

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DR Coordinators perform a range of functions, from providing leadership and obtaining agency support to assessing needs, addressing barriers and assisting in developing new programs. There is no single "model" position description or ideal background for DR Coordinators. In order to carry out their various functions, however, a DR Coordinator must have some knowledge of and experience with dispute resolution. In addition, other characteristics such as leadership, communication skills and knowledge of the agency are important.

The DR Coordinator's functions may be specified in legislation, executive orders or policies. They typically include:

  • Providing leadership and encouragement for integrating conflict resolution into agency practices;
  • Engaging key agency people in crafting DR policies and programs;
  • Assessing agency needs for conflict management and dispute resolution;
  • Screening cases for their appropriateness for DR processes
  • Referring cases to a state office or to private providers, etc.
  • Planning, developing and implementing DR systems or processes;
  • Acquiring or assisting in locating resources for DR, including third-party neutrals and operating funds;
  • Serving as a resource to build understanding and capacity throughout government and among citizens through education and training,
  • Addressing barriers to the use of DR and identifying incentives;
  • Assisting with the design of dispute resolution training curricula and procurement of qualified trainers;
  • Evaluating dispute resolution processes and producing progress reports.

When thinking about statewide implementation of dispute resolution, it is important to consider the roles and responsibilities they want DR Coordinators to fulfill. They also must examine the kinds of resources the DR Coordinators will need to carry out their responsibilities. Among other considerations, they should decide whether the coordinator is to serve primarily as a resource person, or as both a resource and service provider. It is important to identify any potential conflicts among any multiple roles.

To date, state experience suggests it is helpful to provide agency executives with a job description and guidance on how to go about identifying and selecting DR Coordinators for their respective agencies. For advice on writing job descriptions, contact the Oregon Commission on Dispute Resolution, or the Massachusetts Office of Dispute Resolution.

Some characteristics that are important to consider in selecting a DR Coordinator include:

  1. Good communication and leadership skills;
  2. Thorough knowledge of the agency, its programs, policies and organizational culture and dynamics;
  3. Enthusiasm for carrying out this role
  4. Time to carry out the DR Coordinator's responsibilities. (In large agencies the responsibilities are likely to require a 50% FTE.);
  5. Access to the agency director or key leaders.

In addition to thinking about the person best suited to fill the role of DR Coordinator, it will be important to think about where to locate that person within the agency. If the DR Coordinator is expected to take responsibility for bringing meaningful change to an agency, s/he needs to be situated in a place within the agency that will provide support for this person in carrying out designated functions.

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