Training & Employee Development Program

n Training Policy Handbook

The Government-wide objective of training is to develop government employees through the establishment and operation of progressive and efficient training programs, thereby improving public service, increasing efficiency and economy, building and retaining a workforce of skilled and efficient employees, and installing and using the best modern practices and techniques in the conduct of Government business.

These Government-wide objectives clearly apply to U.S. Department of Interior employee development and training programs and practices. Training is an integral and critical part of the overall human resource management function. Departmental employees may be trained in any field that will:

l	Help achieve the Department’s missions and performance goals by improving organizational performance.
l	Improve individual and organizational performance through such activities as:
	w	formal (classroom) training (college courses, forums, seminars, workshops);
	w	self-study (self-paced learning, independent reading);
	w	technology-based training (computer-based training, satellite instruction);
	w	workplace programs (task forces, mentoring, long-term development, on-the-job training, details, rotational assignments);
	w	retreats;
	w	conferences (but only when the content contributes to the improvement of individual or organizational performance).

Management officials and supervisors at all levels need to ensure that adequate, responsive, and quality training is provided to their employees. Employees must acquire and maintain those knowledges, skills, and abilities needed for high quality performance and optimum contributions to the goals and objectives of their organizations, as well as to the broader mission of the U.S. Department of the Interior and the Government.

With few exceptions, all employees you supervise may receive Government-funded training. Several factors determine who will receive training:

an employee’s need for training to resolve performance problems or prepare for a new assignment requiring different skills;

the extent to which an employee’s knowledge and skill will be improved;

the organization’s need for new skills and the length of time you will benefit from the employee’s training;

the employee’s previous training; and

the funds available to train all employees.

As a supervisor, you must be impartial in selecting employees for training. Base your training decisions on sound management practices without regard to factors such as race, color, religion, sex, sexual orientation, national origin, disability, or age. You should also ensure that training facilities and curricula are accessible to employees with disabilities.

You may authorize training if it will:

Support the Department’s general mission as the Nation’s principal conservation agency;

Improve an employee’s current job performance or expand current or future job responsibility;

Enable an employee to perform new duties potentially needed at the same level of responsibility but outside of the current job;

Meet Departmental needs in response to evolving human resources management plans; and/or

Serve the public interest

Training Policy Handbook

The Office of Personnel Management’s Training Policy Handbook: Authorities and Guidelines is a valuable handbook which contains all pertinent legal and regulatory authorities governing the training and development of employees, and guidelines relating to training by specific subject area. The Training Policy Handbook is available through your servicing human resources management office or through the Office of Personnel Management website.

REF:
n Title 5 USC Ch 41;
n 5 CFR Pt 410
n 5 CFR Pt 412

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Revised: 12/31/98
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National Business Center
U.S. Department of the Interior