OSHA Instruction PER 10-1.1 December 14, 1979 Office of Personnel Management

Subject: OSHA Training Policy

A. PURPOSE. This instruction is designed to clarify and publish DOL and OSHA training policies. For content of the policy, see Appendix A.

B. SCOPE. This instruction applies OSHA-wide.

C. REFERENCE. The policies, program and procedures detailed in this document are based on the Executive Order 11348 of April 20, 1967, CSC FPM Chapter 410 (Training) and the DLMS 4, Chapter 1400.

D. BACKGROUND. OSHA supports the training, education and career development of all its employees. This is accomplished through a coordinated training, education and career development program based on the needs of the Agency and all it employees.

E. RESPONSIBILITIES.

1. DIRECTORATE OF TRAINING, EDUCATION, CONSULTATION AND FEDERAL AGENCY PROGRAMS (TECFAP). This office through the Office of Training and Education (OET), establishes policy, develops and implements technical training programs for OSHA Compliance Officers, and operates the OSHA Training Institute.

2. DIRECTORATE OF ADMINISTRATIVE PROGRAMS. This office through the Office of Personnel Management, establishes policies and procedures relating to common needs training (other than technical), education and career development for all OSHA employees.

3. REGIONAL ADMINISTRATORS. Regional Administrators will plan and implement the internal training, education and career development program for regional personnel. This responsibility may be delegated to the Assistant Regional Administrator (ARA) for TECFAP at the Regional Administrator's discretion.

4. NATIONAL AND OSHA REGIONAL TRAINING OFFICERS. Training Officers will:

a. Examine organizational performance to identify goals and objectives not being accomplished.

b. Consult with managers, supervisors, and employees to determine the kinds of training needed to ensure the effective utilization of staff.

c. Assist operating officials in planning, developing and implementing training activities to correct individual knowledge and skill deficiencies.

d. Plan, develop, and administer a total career development program for employees and provide required training, including assisting employees in the development of Individual Development Plans (IDPs).

e. Develop and administer an evaluation system to determine the effectiveness of training.

f. Carry out Departmental training policies.

5. NATIONAL OFFICE AND REGIONAL EMPLOYEE DEVELOPMENT AND TRAINING COMMITTEES. These Committees will advise and assist managers in developing training plans and in programming courses to meet the needs identified in the plans. Committees are established in accordance with Labor Local 12 and NCFLL Union contracts.

6. MANAGERS AND SUPERVISORS.

a. Managers and Supervisors at all levels will determine specific training needs of their employees based on the following priorities.

(1) PRIORITY 1 TRAINING. Priority 1 Training is training needed to improve present job performance. This includes new employee training/new program training, and required management/supervisory training.

(2) PRIORITY 2 TRAINING. Priority 2 Training is training which is expected to have a positive impact on the employee's performance of duties to which he/she might reasonably expect to be assigned in the near future. This may include preparation of personnel to meet future requirements, such as professional training, special assignments, and management development.

(3) PRIORITY 3 TRAINING. Priority 3 Training is training which is applicable to positions which are projected workforce needs in the foreseeable future and positions to which the employee might reasonably be expected to progress in the near future. This includes provisions for assistance to employees in developing their potential for performing official duties for the Department of Labor. Priority 3 training must be reflected in an IDP.

(4) LABOR MANAGEMENT RELATIONS SPECIAL TRAINING. Training which is contractually provided or mandated for will be paid for and taken on government time [Up to 24 hours] as provided in Union contracts.

b. Managers and Supervisors at all levels are responsible for determining the specific training needs of their employees within budget and workload restrictions. They are also responsible for assuring that employees have the opportunity for training and development that will improve their present job performance and prepare them for more responsible work in accordance with their potential and organizational needs. Fulfillment of these responsibilities involves continuous review of employee's job performance, planning and budgeting for training, developing and implementing of IDPs, making decisions concerning scheduling, and nominating employees for training, and evaluating the results of training. Training needs are to be reviewed annually.

c. The Manager or Supervisor, working with the employee, should identify the objectives of the training. This is done prior to the development or selection of the training course or experience. The objectives then determine the training.

7. EMPLOYEES. Employees are responsible for performing to the best of their ability in their present job and for participating in training that will enable them to improve their present performance and prepare them for more responsible work in accordance with their potential and interests, and the needs of their Agency. This includes responsibility for discussing their performance with their supervisors, participating in planning for their development, being aware of and initiating the application procedures for training activities, and attendance at approved training. In accordance with the spirit of FPM Chapter 410, employees are responsible also for their own development including self-development.

F. INDIVIDUAL DEVELOPMENT PLANS (IDPs). An IDP is the vehicle for planning and documenting education and career development needs. Its purpose is to set clearly defined occupational and skill goals, to determine specific training and development necessary to achieve these goals, and to identify sources of development and training.

1. DEVELOPMENT. All employees must have IDP's. Supervisors, utilizing current performance objectives, needs of the organization, the employee's career interest and goals, budget, workload, and other pertinent data are responsible for seeing that the IDP's are developed. Technical assistance will be provided by a Regional Training Specialist or Career Counselor in the development of the IDP. If an employee does not wish an IDP the supervisor must make a written statement to that effect and have the employee sign the statement. The statement will be reviewed yearly for reconsideration. This does not apply to employees who are required by law, OPM, DOL or OSHA policy to have an IDP.

2. FOCUS. The primary focus of the IDP is on training for the present job, however, it may also reflect future career development.

3. EXPLANATION. The IDP is not a contract but rather a mutually agreed upon, detailed, design for training, educations and career development. Completion of an IDP does not necessarily mean that all training indicated thereon will be approved or supported. Implementation of the IDP will depend on budget, mission, staffing, or other organizational issues.

4. REVISION. The IDP process is a continuously recurring sequence. Plans should encompass a period of on year with provisions for periodic revisions and updating.

G. DETERMINING TRAINING FACILITIES AND RESOURCES. After the training objectives have been set, the design or selection of learning activities, facilities, and resources that will produce the desired knowledge and skills must be determined. Either DOL, another Government agency, or non-Governmental training resources can be used. The principal criterion for selection of a facility should be its ability to meet the Agency's training needs effectively, economically, and in a timely fashion. If all factors are equal, DOL resources should be given first priority, then other Government agencies, and finally, non- Government training facilities. Specifically with regard to common needs or non-technical training, if the subject matter and scope are being covered in training sponsored by the Department, the DOL sponsored training takes precedence over other facilities.

H. ELIGIBILITY FOR TRAINING. All OSHA employees, including those who are part time are eligible for training, with the following possible exceptions:

1. NEW EMPLOYEES. No employee having less than one year of continuous civilian service is eligible for training in non- Governmental facilities unless it is determined that postponement of training would be contrary to the public interest.

2. TEMPORARY EMPLOYEES. Except for training provided through Agency orientation programs and on-the-job developmental assignments, temporary employees normally are not eligible for training. However, in unusual situations at the descretion of the supervisor and Training Officer, temporary employees may receive other training.

I. SCHEDULING TRAINING. Training should be scheduled for OSHA employees based on the needs and priorities of the Agency.

1. PRIORITY 1 TRAINING. [see paragraph E-6.a. (1)] This training should be scheduled during duty hours.

2. PRIORITY 2 TRAINING. [see paragraph E-6.a. (2)] This training may be scheduled during duty hours.

3. PRIORITY 3 TRAINING. [see paragraph E-6.a. (3)] This training should be scheduled during non-duty hours.

J. APPLYING FOR TRAINING.

1. ADVANCE SUPERVISORY APPROVAL. The employee's immediate supervisor must approve each individual training activity in advance. The approval must take into consideration available resources, current workloads, place of training, and relevance in terms of the priorities listed in this manual. For this reason, supervisors are required to confirm approval of all training, in writing, three weeks before it begins, even if prior verbal approval has been given. It is the responsibility of the National and Regional Training Officers to administer this policy.

2. TRAINING APPLICATION FORM. In order to authorize an employee for any training of eight hours or more, whether through Government or non-Government facilities, the employee to be trained will submit a DL Form 1-101, Request, Authorization, Agreement and Record of Training Reimbursement Document, approved by his immediate supervisor and second level supervisor, to the Training Officer prior to the time the employee enters the training program (see paragraph J.1.)

3. TRAINING LIMITATIONS.

a. No employee will be permitted to enroll in more than two courses at a time in a non-Governmental facility at OSHA expense regardless of priority. This excludes special training such as Long Term Training.

b. Employees may not be authorized for training which is related solely to a future goal (Priority 3) unless the training has been specified in an official Individual Development Plan which has been approved by the employee's supervisor and the OSHA Training Officer.

K. REPORTS AND FORMS.

1. DL 1-101. All OSHA employees must use the DL 1-101, Request, Authorization, Agreement and Record of Training Reimbursement Document, as the authority for requesting, approving, paying for and recording training of eight (8) hours or more, regardless of whether cost is involved. No other form is acceptable for this purpose.

2. DL 1-98. All employees must use the DL 1-98, Record and Evaluation of Training Received, to record and evaluate any training for which a DL 1-101 has been approved. No other form is acceptable for this purpose.

3. ANNUAL TRAINING PLANS AND BUDGETS. Annual Training Plans and Budgets are required of all DOL Agencies by the Office of Personnel Management.

4. DOL 1-78 and DOL 1-80 - INDIVIDUAL DEVELOPMENT PLANS. These forms are to be used to record planned training activities of employees. The DL 1-78 is to be used for ACT employees and the DL 1-80 for all others. No other forms are acceptable for this purpose.

L. PAYMENT FOR TRAINING.

1. REIMBURSABLE EXPENSES.

a. Within the policies and limitations stated in Chapter 410, Training, DLMS Chapter 1400, payment may be authorized for training or development activities which, in whole or in part, will assist the employee in performing those authorized duties which an employee is currently performing or those which he/she could reasonably be expected to perform in the future. This includes potential duties in a different job or occupation at the same or higher level that the one currently held by the employee.

b. It is the policy of OSHA that payment for training related solely to a future goal [Priority 3 training as defined in Section E. 6.a. (3)] will be limited to 100 classroom hours or six semester hours or any combination therof, not to exceed a total of 100 classroom hours a fiscal year (this applies to all training courses including correspondence and continuing education courses). Long Term Training is an exception to this policy. A waiver may be granted by the National Office Training Officer.

c. OSHA will pay training expenses for tuition, books, travel and per diem for approved courses. However, payment for books and materials will only be paid for those items required for the course and certified by the instructor.

2. NON-REIMBURSABLE TRAINING RELATED EXPENSES. Regardless of priority category, OSHA will not pay for:

a. parking fees,

b. admission or entrance fees,

c. entrance examinations,

d. supplies,

e. professional membership fees or dues,

f. miscellaneous services of facilities which are determined to be unnecessary to training expenses,

g. applicaton or examination fees toward certification or registration,

h. preparation courses or related training for examinations.

3. LIMITATIONS ON REIMBURSABLE EXPENSES.

a. Payment of training expenses and time on-the-clock will not be provided for training leading soley to a career goal which is not in the Department of Labor.

b. Training which is solely for the purpose of preparing an employee for a future career goal (Priority 3) which is not projected by OSHA or the Department as a manpower need in the forseeable future, may not be paid for by the Department nor may it be taken on-the-clock.

M. COMPLETION OF TRAINING.

1. SATISFACTORY COMPLETION OF TRAINING. Training for which OSHA is providing time and/or expenses must be completed satisfactorily. Satisfactory completion is defined as attendance at 80% or more of the scheduled sessions for ungraded courses and a final grade for graded courses which is acceptable for credit by the training or educational facility.

2. COURSE ACHIEVEMENT. The Department and OSHA require the employee to submit grades or measures of course achievement and/or attendance records from non-Government training or educational facilities which have provided training for which OSHA has incurred expenses or provided time on-the-clock.

3. REIMBURSEMENT AGREEMENT. Before an employee is assigned to non- Government training a DL 1-101 must be completed and the employee must sign the "Agreement to Reimburse Training Expenses". If an employee fails to complete satisfactorily, withdraws for unacceptable reasons, or changes to an audit status in non- Government training for which OSHA has incurred expenses and the employees has signed the reimbursement statement, the employee must reimburse OSHA for any funds (excluding salary) expended for training. If the Agreement is not signed, and the employee does not satisfactorily complete training, future training will be restricted. A waiver of the employees obligation to reimburse training expenses may be granted by the Assistant Secretary for OSHA, if reimbursement would be against equity and good conscience.

N. MAXIMUM TRAINING IN NON-GOVERNMENT FACILITY.

1. ONE-YEAR-IN-TEN REGULATION. In accordance with Office of Personnel Management (OPM) and Departmental policy, the time spent by an employee in training through non-Government facilities cannot exceed one year (2080 hours) in the first ten year period of his/her continuous and non-continuous civilian service in Government following the date of his/her initial entrance into the civilian service and in each ten-year period of service thereafter.

a. The one-year-in-ten restriction may be waived only by the OSHA Personnel Officer when the training does not exceed two years in the first ten year period and it meets the conditions specified in FPM 410, Subchapter 5-4.

b. For the purpose of the one-year-in-ten rule, all training in excess of 40 hours in a non-Governmental facility is counted towards the one year total. OSHA Training Officers are responsible for ensuring that employees are aware of this limitation and that training in non-Governmental facilities is closely monitored.

2. TRAINING RESTRICTIONS. In accordance with FPM Chapter 410, Subchapter 5, note that "The training of an employee through non- Government facilities for the purpose of filling a position by promotion is prohibited if there is available another employee of equal ability and suitability who is fully qualified and is available at or within a reasonable distance". For any training which will definitely result in a promotion, eligible employees must be given a reasonable opportunity for consideration in selection. Merit promotion procedures must be followed in selecting career or career conditional employees for training that is given primarily to prepare trainees for advancement and is required for promotion.

O. TYPES OF TRAINING.

1. LONG TERM TRAINING. Long Term Training assignments consist of 120 days or more. OSHA policy with regard to expenses for long term training is that employees should not be expected to pay any costs which are caused by the training assignment and which are beyond the reasonable control of the employee, and that employees assigned to long term training may elect to be reimbursed for a "calculated" per diem or reimbursed for two permanent changes of station (PCS).

a. Personnel selected to participate in long term training assignments must follow special Departmental procedures in preparing estimates for travel, per diem, moving and educational expenses. Refer to DLMS 7, Travel and Transportation, 180, Long Term Training Assignment Travel, for further information concerning preparation of expense estimates.

b. When an employee has been chosen for long term training in a non-Government facility, the National Office or Regional Office Training Officer is required to ensure that the individual elements making up the training program are supportive of the Agency's purpose.

c. Training expenses will be paid only for academic courses which can reasonably be expected to support the program's purpose. Decisions will be based on the potential of individual courses to contribute to the attainment of the knowledge-ability-skill level that makes up the target for the training program.

d. All nominations for long term training must be submitted to the OSHA National Office Training Officer.

e. Participants in long term training programs are required to submit a written report on their long term training experiences including an evaluation of the program and its benefits. This report will be maintained by the National Office Training Officer and used to judge the effectiveness of such training programs.

2. UPWARD MOBILITY PROGRAM. The goal of the OSHA Upward Mobility Program is to provide professional career opportunities for OSHA employees to utilize and fully develop their skills and abilities.

a. POSITION ALLOCATION. Ceiling for target positions will be specifically allocated for the Upward Mobility Program on an annual basis. "Bridge" positions will be developed for use in transitional/training stage of the participant's development. The job series, title and grade for the bridge position will be determined by the Director, Administrative Programs, for the National Office, and by the Regional Administrator - OASAM in each Region.

b. POSITION ADVERTISING. Positions will be advertised as Upward Mobilily positions in accordance with merit staffing procedures. Competition for these positions will be limited to career or career-conditional employees or employees who were appointed under Sedtion 213. 3102 (u) of Schedule A in the Occupational Safety and Health Administration or Veteran Rehabilitation Appointment.

c. TRAINING. Participants will be provided with on-the-job training and a formalized training program. The length of training will range from 6 months to 2 years depending upon the time required to equip the employee with the skills and specific knowledges necessary to meet the X-118 qualifications required for the target position and employee's ability to perform the job satisfactorily. In addition, all participants will develop an Individual Development Plan in conjunction with their new supervisor and a representative of the Training Office. Supervisors of Upward Mobility Program participants will be given special training and guidance to facilitate their role in providing on-the-job training.

d. EVALUATION. Within 30 days after an employee assumes an Upward Mobility position, a preliminary evaluation will be made by the supervisor to assess developmental needs of the employee in terms of meeting the qualification requirements of the target position. Subsequently, written supervisory evaluations of the employee's progress will be made bimonthly (every two months) during the first 6 months and and quarterly during the second 6 months. Following completion of the first year of training, evaluations will be prepared and submitted at 6 month intervals. Upon completion of the required training specified in the Individual Development Plan, supervisors will make final summary evaluations of the achievement and performance of the employees.

e. COMPLETION/NON-COMPLETION OF PROGRAM. Participants who are successful in the completion of the required training will be moved into the target positions. Participants who have not satisfactorily progressed in either the formalized training program or on-the-job assignments may either continue in the bridge position or will be reassigned to a position comparable to the position from which the trainee was originally selected and in the same geographic location. Similarly, when a participant voluntarily withdraws from the program, the same reassignment provision will apply.

f. REGIONAL UPWARD MOBILITY PROGRAM.

(1) RECOMMENDED COURSES. Because of the limited types of positions available for use in OSHA it is recommended that the Safety Specialist 018, Management Analyst 301, and Program Analyst 345, series be used for the Regional UM Programs. To assist the Upward Mobility selectee for these positions, the following formal training courses have been recommended:

(a) The four recommended courses for the Safety Specialist position are:

1 Basic Mathematics. 2 Basic Chemistry. 3 Basic Physics. 4 English Composition.

(b) The five recommended courses for the Management Analyst position are:

1 Basic Mathematics. 2 Statistics. 3 Basic Accounting. 4 English Compostion. 5 Introduction to Management Principles.

(c) The five recommended courses for the Program Analysis Position are:

1 Basic Mathematics 2 Statistics 3 Basic Economics 4 English Composition 5 Introduction to Computer Science*

NOTE: Other courses may be utilized, however all training will be relfected on an IDP and must be based on the needs of the individual program participant.

(2) TRAVEL TIME. The Agency will arrange for trainees who do not have the above skills or knowledges to take at least one academic unit of each of these courses at a university, college or junior college with reasonable proximity to their working office. Courses marked with asterisk (*) may be taken from sources other than a college or university.

Time spent traveling between job site and training site, and time spent at the training site will be during duty hours. If necessary, the supervisor will adjust the Upward Mobility trainee's work schedule to accommodate these hours. Travel time between the training site and home, and time spent in preparation for courses is not chargeable to duty hours.

(3) PREREQUISITE COURSES. Trainees will take no more than two courses per semester (or at any one time). When trainees are attending schools that require prerequisites to any of the core courses, the prerequisites will be taken in addition to the core courses, providing they cannot be waived. Upward Mobility trainees taking prerequisite courses may need to extend their training period in order to comply with the rule of no more than two courses per semester.

(4) ON-THE-JOB TRAINING. Structured, on-the-job training assignments will be developed at the time of selection to supplement the formal training program. The on- the-job training should be designed so that the trainee becomes familiar with the entire OSHA program, both enforcement and administrative.

g. ADDITIONAL DETAILS. For more extensive details, refer to U.S. Department of Labor Upward Mobility Training Agreement, September, 1978.

3. ADMINISTRATIVE, CLERICAL AND TECHNICAL PROGRAM. The ACT Career Development Program include adminstrative, clerical and technical employees in grades GS-1 through GS-11 and is designed to provide employees with the opportunity to improve present job performance and to acquire qualifications to enable them to compete for higher level DOL positions.

a. Employees participating in the program with qualifications for future jobs. This is accomplished through career information, Individual Development Plans, followup, and placement assistance.

b. An equal opportunity for all ACT employees to participate in developmental activities will be provided according to the priorities and policies in this document.

4. SAFETY AND HEALTH PROFESSIONAL TRAINING. This training program is designed for field Safety and Health Professionals involved in compliance activities and selected National Office personnel.

a. THE THREE-PHASE PROGRAM. Training for Safety and Health Professionals consists of the Three-Phase Program primarily designed for OSHA new-hire personnel but also open to experienced OSHA Safety and Health Personnel. The program consists of:

1. Initial Compliance Training. 2. Intermediate Technical Training. 3. Speciality Training.

Completion of the Three-Phase Program in a timely fashion for Safety and Health Professionals is accomplished according to the needs of OSHA and the individual. For detailed information on the Three-Phase Program, see the Operations Manual-- Training Plan for OSHA Compliance Personnel or the OSHA Training Institute Catalog of Courses. Where there are differences, policy stated in this directive takes precedence over that found in the Operations Manual.

b. MANDATORY COURSES. Certain courses in the Three-Phase Program are mandatory for all Compliance Safety and Health Officers and are usually taken before their optional courses.

(1) MANDATORY COURSES FOR SAFETY AND COMPLIANCE OFFICERS.

(a) 100-63 Initial Compliance Course for Safety

Officers

(b) 100-66 Introduction OSHA Safety Standards and

Safety Hazard Recognition (c) 100-70 Communication and Human Relations for CSHO's (d) 100-71 Civil Law Enforcement for CSHO's (e) 100-16 Accident Investigation (f) 100-85 Introduction to Industrial Hygiene for Safety Officers

(2) MANDATORY COURSES FOR INDUSTRIAL HYGIENISTS.

(a) 100-27 Intial Compliance Course for IHs. (b) 100-32 Advance Compliance Course for IHs. (c) 100-55 Communications and Human Relations. (d) 100-47 Civil Law Enforcement (e) 100-48 Regional Policy Seminar (f) 100-37 Safety Hazard Recognition

c. ADVANCE TRAINING. As needed, senior safety and Health Compliance Professionals are scheduled for training programs appropriate to their skills, knowledges, and abilities as identified on their Individual Development Plans (IDPs).

5. SUPERVISORY, MANAGERIAL AND EXECUTIVE DEVELOPMENT PROGRAMS. For the purpose of this instruction, only, supervisors, managers, and executives will be defined as follows:

a. SUPERVISOR. Any person who supervises any other person(s). One who signs another person's annual Performance Requirement and Evaluation (PRE) or Merit Staffing Performance Review (MSPR).

b. MANAGER. Any person who is responsible for planning, budgeting, organizing, and implementing an OSHA program, or supervises two or more supervisors.

c. EXECUTIVE. Executive positions are high level managerial positions normally classified at or above the GS-16 or equivalent level. In addition to the duties and responsibilities normally identified as managerial in nature, executives have a significant role in shaping the overall program policy and monitoring the effectiveness with which subordinate managers shape their programs and goals to conform with Agency policy.

d. SUPERVISORY TRAINING. DOL and OSHA require that all supervisors and mangers attend the following courses:

(1) Management Techniques for Supervisors (MTS) (2) Human Side of Mangement (HSM) (3) Labor/Management Relations (LMR) (4) Equal Employment Opportunity (EEO)

e. MANAGERIAL AND EXECUTIVE TRAINING. The Mangerial and Executive training policy and selection for courses will be determined and administered through OSHA's Executive Resources Board. Individual Development Plans (IDPs) are required of all new and advancing managers and those chosen for the Executive Development Program (FPM-305).

P. CONFERENCE ATTENDANCE. It is the policy of OSHA to permit and encourage its professional employees to attend appropriate conferences, seminars and meetings, to enhance their professional development (See FLMS Handbook 4-1, section 5-9). In general, each employee is provided the opportunity to attend a conference of three to five days duration once every two years provided budget, time, workloads, etc., permit. Participation of employees at one day conferences, seminars and symposia, within the immediate vicinity need not be counted as part of the "three to five days once every two years".

1. JOB RELATED NEED. If an immediate need related to the present job for a particular individual can best be met by conference or seminar attendance, priority may be given to sending the individual to that conference or seminar regardless of previous conference attendance.

2. PRIORITY CONSIDERATION. If more than one resource would meet the training need, priority consideration should be given to those conferences requiring the least total cost including conference fees, travel, per diem, etc.

3. PARTICIPATION. Attendance at conferences, seminars and meetings requiring participation in the presentation of the program - i.e., papers, speeches, etc., will not be considered training.

4. JUSTIFICATION. Conference attendance for the sole purpose of fulfilling a certification requirement or to take a certificaton examiniation shall not be a condition justyfying departure from policy nor shall it be the sole justification for attendance.

DAVID C. ZEIGLER Director, Administrative Programs

Distribution: National, Regional and Area Offices.

APPENDIX A

SUBJECT INDEX

Subject Page ____________________________________________________________________________

Purpose ............................................................1 - A. Scope ..............................................................1 - B. References .........................................................1 - C. Background .........................................................1 - D. Responsibilities ...................................................1 - E.

Directorate of TECFAP ...........................................1 - E.1. Directorate of Admininstrative Programs .........................1 - E.2. Regional Administrators .........................................1 - E.3. National and Regional Training Officers .........................2 - E.4. National and Regional Employee Development Officers .............2 - E.5. Managers and Supervisors ........................................2 - E.6. Employees .......................................................3 - E.7.

Individual Development Plans .......................................4 - F.

Development .....................................................4 - F.1. Focus ...........................................................4 - F.2. Explanation .....................................................4 - F.3. Revision ........................................................4 - F.4.

Determining Training Facilities and Resources ......................4 - G. Eligibility for Training ...........................................5 - H.

   New Employees ...................................................5 - H.1.
      Temporary Employees ......................................... 5 - H.2.

Scheduling Training ............................................... 5 - I.

Priority I .................................................. 5 - I.1. Priority II ................................................. 5 - I.2. Priority III ................................................ 5 - I.3.

Applying for Training ............................................. 5 - J.

Advance Supervisory Approval................................. 5 - J.1. Training Application Form ................................... 6 - J.2. Training Limitations ........................................ 6 - J.3.

Reports and Forms ................................................. 6 - K.

DL 1-101 .................................................... 6 - K.1. DL 1-98 ..................................................... 6 - K.2. Annual Training Plan and Budgets ............................ 6 - K.3. DL 1-78 and DL 1-80 ......................................... 6 - K.4.

Payment for Training .............................................. 7 - L.

Reimbursable Expenses ....................................... 7 - L.1. Non-Reimbursable Training Related Expenses .................. 7 - L.2. Limitations on Reimbursable Expenses ........................ 7 - L.3.

Completion of Training ............................................ 8 - M.

Satisfactory Completion of Training ......................... 8 - M.1. Course Achievement .......................................... 8 - M.2. Reimbursement Agreement ..................................... 8 - M.3.

APPENDIX A

SUBJECT INDEX

Subject Page ____________________________________________________________________________

Maximum Training in Non-Government Facility ................... 9 - N.

One Year in Ten Regulation .............................. 9 - N.1. Training Restrictions ................................... 9 - N.2.

Types of Training ............................................. 9 - O. Long Term Training ...................................... 9 - O.1. Upward Mobility ......................................... 10 - O.2.

Position Allocation ............................... 10 - O.2.a. Position Advertising .............................. 10 - O.2.b. Training .......................................... 11 - O.2.c. Evaluation ........................................ 11 - O.2.d. Completion/Non-Completion of Program .............. 11 - O.2.e. Regional Upward Mobility Program .................. 12 - O.2.f.

Recommended Courses ......................... 12 - O.2.f.(1) Travel Time ................................. 12 - O.2.f.(2) Prerequisite Courses ........................ 12 - O.2.f.(3) On-the-Job Training ......................... 12 - O.2.f.(4) Adminstrative, Clerical, and Technical Program .... 13 - O.3. Safety and Health Professional Training ........... 14 - O.4.

Three Phase Program ......................... 14 - O.4.a. Mandatory Courses ........................... 14 - O.4.b. Mandatory Courses for CSHOs ................. 14 - O.4.b.(1) Mandatory Courses for IHs ................... 14 - O.4.b.(2) Advance Training ............................ 15 - O.4.c.

Supervisory Managerial and Executive Development Program ........................................... 15 - O.5.

Conference Attendance ......................................... 15 - P.

Job Related Need ........................................ 16 - P.1. Priority Consideration .................................. 16 - P.2. Participation ........................................... 16 - P.3. Justification ........................................... 16 - P.4.

A-2

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