NAO
202-411
Eff.
13 FEB 95; Iss. 23 FEB 95
NOAA
LEADERSHIP TRAINING PROGRAM
SECTION
1. PURPOSE.
This
Order provides information and guidance on the National
Oceanic and Atmospheric Administration (NOAA)
Leadership Training Program. The NOAA Leadership Training
Program (NLTP) will develop a sustainable cadre of
well-prepared supervisors and managers to meet current
and future needs, to improve the quality of leadership
offered to employees, and to communicate clearly top
management's goals and priorities throughout NOAA.
SECTION
2. BACKGROUND.
There are approximately 1900 supervisors and managers
in NOAA. It is estimated that only 25 percent have
attended a structured supervisory training program
within the last 5 years. National Performance Review
(NPR) initiatives will reduce the number of supervisors
governmentwide as well as broaden their span of control.
As NOAA implements these initiatives, supervisors and
managers will devote more time performing purely supervisory
duties. They need training to accomplish their duties
efficiently and effectively.
The
NLTP attempts to meet these needs while preserving
supervisory and managerial discretion in determining
the training source, resource commitment, and specific
content selection to the maximum extent possible. It
reflects senior management's desire to ensure that
all NOAA managers and supervisors acquire a basic level
of training to meet their expanding supervisory/managerial
responsibilities.
SECTION
3. RESPONSIBILITIES.
.01 Participants.
Program participants at either the basic or the advanced
level will attend the required basic supervisory course
where applicable, apply for appropriate classes as
they are publicized, and maintain records documenting
their attendance at training classes.
.02 Supervisors of Participants.
Supervisors will counsel participants regarding their
overall development including providing guidance on
the selection of appropriate courses. They will likewise
coordinate scheduling to facilitate attendance and
attempt to secure resources including financial support
for the participant's training and developmental experiences.
.03 Senior Level Managers.
Senior managers will ensure that resources in support
of the program are made available within resource limitations
and to monitor completion of the mandatory elements
of the NLTP.
.04 Director, Human Resources Management Office (HRMO).
The
Director, HRMO, and staff will coordinate NLTP activities
across NOAA and work cooperatively with
the servicing HR Offices to assist in program implementation,
to include development of specific program guidelines,
training source identification, publicity for course
offerings, central coordination of nominations as appropriate
for courses with limited allocations, and ongoing program
evaluation.
SECTION
4. OVERALL/BASIC PROGRAM DESCRIPTIONS.
.01 Overall Program Description.
The NLTP consists of a basic and an advanced component.
The 80 hour basic component is mandatory for new supervisors,
and stresses the acquisition and maintenance of supervisory,
managerial, and leadership skills. The advanced level
program is entirely voluntary, and is not limited to
managerial and supervisory skills development, as it
also includes public policy, and program management
and development subject matter as well.
.02 Basic Program Description.
The basic component is composed of a total of 80 hours
of mandatory formal instruction: a 40-hour course in
basic supervision, and a second 40 hours of additional
training acquired from various sources over a maximum
period of two years. It is directed toward both newly-appointed
and incumbent supervisors.
a. First 40 Hours.
1. New
Supervisors. Effective January 1, 1995, all
employees newly appointed to supervisory positions
and those serving supervisory probationary periods,
must attend an approved 40-hour course in basic supervision
as a part of their performance requirements. Newly-appointed
supervisors will attend this training within the first
six months of their assignment. New supervisors in
their positions since January 1, 1993, who have never
attended a basic supervisory training program that
included the subject matter described below (see basic
program content), are also required to attend an approved
program unless waived by their respective line/program/staff
office head. It is the joint responsibility of probationers/new
supervisors and their supervisors to ensure that this
training is both scheduled and completed.
2. Incumbent
Supervisors. All current supervisors
who have not taken a course in basic supervision in
the last 2 years are strongly urged to attend the initial
40-hour basic supervisory training program. Considering
the numerous initiatives in Federal human resources
management which are still in the evolutionary process
(e.g. diversity, labor/management partnership, reinventing
government), all supervisors should benefit from completing
this program. The benefits in terms of professional
enrichment and getting up-to-date exposure to the numerous
new initiatives discussed above are self-evident. Likewise,
senior management officials within NOAA will consider
the completion of NLTP a demonstration of interest
in self-development when making selections for mid-level
and higher managerial positions.
b. Second 40 Hours.
The
second 40 hours consists of various short courses
that are available on a wide variety of related subjects,
and from a wide variety of sources. This second segment
of the basic component is also mandatory. Training
officers - both from the NOAA Human Resources (HR)
policy staff and the servicing HR offices - maintain
information on training opportunities suitable for
this second segment.
SECTION
5. OVERALL/BASIC PROGRAM CONTENT.
.01 Basic Program Content.
a. Basic Supervision, First 40 Hours.
Training officers have identified appropriate vendors
to offer the basic 40-hour supervisory training, ensuring
that core material is covered. Core material includes
the following topics: the transition to supervision,
the supervisor's role and responsibilities in for human
resource management, employee relations and labor relations
issues, delegation, motivation, administrative responsibilities,
leadership skills, conflict management, and diversity.
In addition to the training available from both public
and private sources, there are two subjects that are
essential for NOAA supervisors and managers to understand
that can only be addressed specifically by internal
resources: the NOAA Strategic Plan and the NOAA budget
process.
1. NOAA
Strategic Plan. This 2-3 hour presentation
will coverthe then-current contents of the plan as
well as a description of the planning process.
2. NOAA
Budget Process. This 2-3 hour briefing session,
developed by the Comptroller's office, will cover the
budget formulation process, relationships with the
department, OMB, and Congress, as well as stress the
role of the individual manager in the process.
b. Supervisory/Managerial Programs, Second 40 Hours.
Training officers maintain a group of suggested sources
for training beyond the initial 40 hours. This list,
however, does not limit choices. If there are other
reliable sources available, particularly in field locations,
they should be used alternatively. No pre-clearance
by training officers is required and the determination
on vendor selection is left to the discretion of the
sponsoring supervisor and the participant.
Generally, course should be at least 8 hours in duration,
be non-scientific/technical in nature, and geared toward
expanding on course material provided during the first
forty hours. Examples of appropriate subject matter
include but are not limited to: communication, negotiation,
motivation, performance management, managing change,
delegation, coaching, counseling, and team building,
as well as general professional skills development
courses such as conducting effective meetings, stress
management, and time management.
c. Program Completion.
When
the requisite 80 hours of training has been completed,
it should be documented, and the record should be retained
by the supervisor in the employee performance file
(EPF).
SECTION
6. ADVANCED PROGRAM DESCRIPTION.
.01 The advanced training component of the NLTP is
an opportunity for continuing training and development.
It is not limited to managers and supervisors. The
subject matter covered in many of these programs is
not limited to supervisory and/or management issues.
It is unstructured and has no specific program content
or time limitation.
.02
The advanced training component of the NLTP requires
that senior line management develop internal mechanisms
to review nominations for high-cost, high-visibility
training programs, particularly those for which participation
is very limited in terms of cost or available slots.
Another ongoing consideration is to ensure that NOAA's
commitment to diversity is reflected in the nomination
process.
SECTION
7. ADVANCED PROGRAM CONTENT.
.01 The NOAA Training Officer will maintain and publicize
a current list of the specific programs included in
the advanced level in a wide variety of subject matter
areas such as program planning and analysis, strategic
planning, intergovernmental relations, media relations,
consulting/communications/negotiations skills enhancement,
and environmental politics.
.02
Examples of these programs are OPM Management Development
Seminars and their Legis Fellows Program,
management/executive/ public policy programs sponsored
by university graduate schools such as the Harvard
University Kennedy School of Government Programs, the
Syracuse University Maxwell School Programs, and the
American University Key Executive Program, and certain
programs offered by such organizations as the Brookings
Institution, and the Federal Executive Institute Alumni
Association.
SECTION
8. CREDITING PRIOR TRAINING.
Relevant
training completed prior to participation in the
NLTP may be credited toward completion of the
basic level up to and including the total 80 hours
of training if the training otherwise meets program
requirements. Supervisors of employees seeking credit
for prior training may make these determinations, with
the concurrence from the next higher level of supervision.
Technical assistance is available from the servicing
training officer.
SECTION
9. FUNDING.
No
central funds are available to support the NLTP.
Line, Program, and Staff Offices are required to
supply
the necessary resources to support the program. Resource
allocations should be consistent with NOAA's goal of
devoting 1.5 percent of personnel compensation to training
activities.
SECTION
10. EFFECT ON OTHER ISSUANCES.
None.
SIGNED,
Acting Director, Office of Administration
Office of Primary Interest:
Office of Administration
Human Resource Programs and Organization Analysis Division (OA22)
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