17-08-2012, 11:33 AM
Employee Training and Development
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Authorities
The Government Employees Training Act (GETA) became law in 1958 giving Federal agencies
general authority for employee training. 5 C.F.R. part 410 was restructured and revised in 1996
to reflect changes to Chapter 41 of Title 5, U.S.C. The current rules provide agencies additional
flexibility, reduce restrictions on training, and make training a more responsive management tool.
Definition
The definition of training expands from training directly related to the performance of official
duties to any training that improves individual and organizational performance and assists an
agency in achieving its mission and performance goals.
General Policy and Guidelines for Training
It is the policy of REE to make training available to employees to meet the needs of both the
organization and the employee in order to build and retain a work force of skilled and efficient
employees.
C All training must be related to the mission and performance goals of the REE agencies.
C The selection of employees for training is made without regard to political preference,
race, color, religion, national origin, gender, marital status, age, disability, or sexual
preference, and with proper regard for their privacy and constitutional rights as provided
by merit system principles set forth in 5 U.S.C. 2301(b)(2) (1996).
C A full range of options may be used to meet mission-related organizational and employee
development needs, such as classroom training, on-the-job training, technology-based
training, distance learning, self-development activities, coaching, mentoring,
career development counseling, details, rotational assignments, cross training, and
developmental activities at retreats and conferences.
C Government and non-government training facilities may be used. (Prior regulatory
constraints regarding use of non-government training facilities and time restrictions
such as 1 year in 10 have been eliminated.)
C 5 U.S.C. 4107(a) (1996) prohibits training to obtain an academic degree in order
to qualify for appointment to a particular position or for the sole purpose of
providing an opportunity to an employee to obtain one or more academic degrees.
However, an agency head may provide training, payment, or reimbursement for
the cost of any training, if necessary, to assist in the recruitment or retention
of employees in occupations in which the Government has or anticipates a
shortage of qualified personnel, especially in occupations involving critical skills. In
exercising such authority, an agency must be consistent with merit system principles.
The prohibition of training to obtain an academic degree is not to be construed as limiting
the authority of agencies to approve and pay for training expenses to develop knowledge,
skills, and abilities directly related to improved individual performance. If, in the
accomplishment of such training, an employee receives an academic degree, the degree is
an incidental byproduct of the training.
C Employees selected for training through non-government training facilities that exceeds
120 hours within a single program shall agree in writing before the training that they will
continue in the service of the agency after the end of the training for a period equal to at
least three times the length of the training period unless they are involuntarily separated
from the service of the agency.
The same authority, guidelines, and approval process apply to temporary employees.
C An agency may not use its funds, appropriated or otherwise available, to pay premium
pay to an employee engaged in training by, in, or through Government or
non-government facilities. Exceptions may apply. For further guidance on leave and
pay, see ARS P&P 402.3, “Premium Pay.”
C Persons on Intergovernmental Personnel Act mobility assignments may be assigned to
training if that training is in the interest of the Government.
C Agencies may provide training for State or local government employees under certain
conditions. Exceptions may apply--consult with the Employee Development Section.
C In the Student Career Experience Program students are hired to work in their
academic field. They are eligible for a noncompetitive conversion to a permanent
Federal position upon completion of their academic course work. Agencies may pay for
all or part of the training expenses of students hired under this program.
4. Delegations and Approval Levels
REE agency heads are authorized to approve:
C Training for employees who report to them.
C Training involving the acceptance of a contribution, award, or payment (in cash or
in kind) of travel, subsistence, and other expenses.
C Academic degree training to relieve recruitment and retention problems in
occupations in which the agency has or anticipates a shortage of qualified
personnel.
C Training for more than 120 calendar days for all agency employees.
C Waivers for employees under continued service agreement obligations.
Supervisors and Managers are authorized to:
C Approve or recommend short-term training for employees who report to
them. NOTE: If supervisors or managers are fundholders, they will approve
training. If supervisors or managers are not fundholders, they will recommend
approval to the appropriate fundholder.
C Recommend training involving the acceptance of a contribution, award, or
payment (in cash or in kind) of travel, subsistence, and other expenses.
C Recommend long-term training of more than 120 calendar days for employees
who report to them.
C Review waivers for continued service agreement obligations for their employees
and forward to agency head.
5. Individual Development Plans
Purpose
An Individual Development Plan (IDP) is a written plan used to systematically identify and
record appropriate training and development activities that enhance an employee’s performance
in a current or projected future assignment. All employees and supervisors must complete or
update an IDP each year within 30 days of the annual performance appraisal. The IDP should
include input from both the employee and supervisor.
Using the IDP form designated by their agency, REE employees and supervisors should record
the following: (1) identified developmental needs, (2) activities proposed to meet the needs, (3)
dates of the activities, and (4) any direct costs required to meet the needs (tuition, travel,
materials, etc.).