|
|
231 FW 1 |
FWM#: 430 (Supersedes 231 FW
1, 05/31/94, and Date: September 3, 2003 Series: Employee Development and Training Part 231: Training Management Originating Office: National Conservation Training Center |
|
|
|
1.1 What is the purpose
of this chapter?
This chapter describes Fish and Wildlife Service policy on continuous
learning. As used in this chapter, the terms “we,”
“our,” and “us” mean Fish and Wildlife Service.
1.2 To whom does this chapter apply? This chapter applies to all
Service employees.
1.3 What is the authority for this chapter?
A. 5
U.S.C. 41.
B. 16
U.S.C. 742f, National Wildlife Refuge System Volunteer and Community
Partnership Enhancement Act of 1998, provides guidance on training volunteers.
C. Executive
Order 11348 (as amended by Executive Order 12107) authorizes employee
training.
D. Executive
Order 13111 encourages the use of technology to improve training
opportunities for Federal employees.
E. Department
of the Interior Human Resources Management Handbook provides guidance on
training within the Department.
1.4 Why does the Service support continuous learning? Continuous
learning is among our highest priorities. We recognize that our employees are
our most important assets and that a well-trained workforce that continues to
develop and learn provides us greater efficiency and effectiveness in
addressing our resource conservation mission. Continuous learning
enhances the ability of employees to identify, adapt, and respond to the
changing needs of the Service.
1.5 What does continuous learning do? Because we are a continuous
learning organization, we will be better equipped to accomplish our
mission. Continuous learning contributes directly to performance
effectiveness, employee morale, and efficiency by:
A. Meeting mandatory training needs in such areas as, law enforcement,
fire, safety, ethics, equal employment opportunity, and supervision.
B. Providing employees with the skills, knowledge, and abilities
necessary for their current position to accommodate changing mission and
policies, and state-of-the-art advances in occupational specialties,
technology, and equipment.
C. Developing skills not readily available through recruitment.
D. Meeting our future staffing requirements by maximizing
employees’ potential for mission accomplishment.
1.6 Who is responsible for continuous learning?
A. The Director is responsible for fostering a continuous
learning environment that supports the Department’s Strategic Human
Capital Management Plan and its goal of having the right people in the right
place at the right time.
B. The Assistant Director - External Affairs provides line
supervision for the activities of the National Conservation Training Center.
C. The NCTC Oversight Committee reviews and determines
overall direction in both training and education outreach programs, recommends
long-term budget levels, and approves priorities for student and organizational
utilization of the Center.
D. The Director, National Conservation Training Center is
responsible for administering the Service's continuous learning program to
address performance improvement and mission accomplishment. The NCTC:
(1) Interprets and evaluates training policy and procedures.
(2) Analyzes needs and plans, and develops, coordinates, conducts, and
evaluates training programs and related activities.
(3) Works closely with the Directorate, the NCTC Oversight Committee,
and the Deputies Team to provide advice and assistance to management on
continuous learning matters.
(4) Is the repository for training records and prepares reports to
management on training activities pursuant to the Government Performance and
Results Act (GPRA) and to address the measures identified in the DOI
Strategic Human Capital Management Plan.
(5) Operates the Service’s Conservation Library.
(6) Serves as liaison with Department of the Interior (DOI) and Office
of Personnel Management on training matters.
(7) Develops and executes knowledge management strategies that support
continuous learning and mission accomplishment.
(8) Builds a relationship with the Regional Training Coordinators to
provide support and foster exchange of information.
E. The Chief, Division of Human Resources will ensure that
continuous learning programs comply with EEO guidelines.
F. Assistant and Regional Directors support the Director’s
continuous learning strategy and the training of employees in conformance with
Departmental and Service policy, guidelines, and directives.
G. The Deputies Team reviews and recommends Service career
development policy and guidance; identifies problems and opportunities for
employee development and retention; and recommends training needs/opportunities
to the NCTC Oversight Committee.
H. Regional Training Coordinators serve the Regional Directors by
providing advice, recommending training, identifying training needs; organizing
Region-specific training; and coordinating training efforts with NCTC in the
accomplishment of continuous learning goals and objectives.
I. Supervisors and Managers. Each supervisor and manager is
responsible for assuring that his/her employees are properly trained to perform
their jobs satisfactorily, for advising employees about their career potential,
and for encouraging and providing opportunities for career development.
Supervisors and managers are accountable for implementing the continuous
learning policy at the employee level. It is management's responsibility
to counsel employees on skill gaps related to their current job, as well as
career objectives and development for future positions. The discussion on
continuous learning needs and activities should occur no later than 60 days
into the performance year and be documented and approved on the
employee’s Individual Development Plan (IDP) (FWS Form 3-2020B). Followup discussions
between the employee and the supervisor should occur during the performance
reviews and the final performance evaluation. See 231 FW 2 regarding the
mandatory requirement for IDP’s .
J. Employees are responsible for their career development, for performing
the official duties and tasks of their position, and for seeking out continuous
learning opportunities to continually improve performance and for long-term
career development.
1.7 What terms do I need to know?
A. Continuous learning. Includes a full range of opportunities to
meet organizational and employee development needs such as formal classroom
training; distance learning via the web, correspondence courses, video tapes,
or television; conferences; workshops; on-the-job training; detail assignments;
rotational assignments and cross training; coaching and mentoring; and college
courses.
B. Training. Process of providing a course or curriculum of
instruction in fields related to the mission of the Service in order to
increase the knowledge, proficiencies, abilities, skills, and qualifications of
the employee in the performance of official duties.
C. Official Duties. The tasks and responsibilities that make up
the work performed by an employee.
D. Training Needs. Knowledge, skills, or abilities required to
perform the job, or a discrepancy between the performance standards and the
performance of the employee.
1.8 How much training should employees receive?
A. Supervisors/managers will provide all permanent full-time employees
appropriate continuous learning opportunities, with a minimum goal of 40 hours
annually. Some employees may exceed 40 hours of training annually to meet
mandatory training requirements; however, this does not preclude additional
opportunities for continuous learning.
B. Supervisors should provide training for temporary employees,
volunteers, and intermittent and seasonal employees based upon the immediate
skills needed to conduct their assigned responsibilities.
1.9 Where can I find out what training is available? The National Conservation Training Center provides a variety of training opportunities. A
“Catalog of Training”
is available online.
For information on the specific content of this chapter, contact the National Conservation Training Center. For additional information regarding this Web page, contact Krista Holloway, in the Division of Policy and Directives Management.
PDM Websites: Centralized Library of Servicewide Policies | FWS Forms | PDM Services
Privacy, Disclaimer and Copyright Information | Information Quality Act
U.S. Fish and Wildlife Service Home Page | Department of the Interior | USA.gov | About the U.S. Fish and Wildlife Service | Accessibility | Privacy | Notices | Disclaimer | FOIA