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Page History: Training Administration Fast Facts Index


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Page Revision: 8/8/2017 7:57:42 AM


Training Administration Fast Facts Index

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SUBJECT LAW REGULATION/OTHER
Academic Alliances

Agencies have the authority to select and assign employees to academic degree training and to pay or reimburse all or part of the costs of academic degree training from appropriated or other available funds (Section 1331 of the Homeland Security Act of 2002 (P.L. 107-296), codified in 5 U.S.C. 4107) if such training:

(1) contributes significantly to—

(A) meeting an identified agency training need;

(B) resolving an identified agency staffing problem; or

(C) accomplishing goals in the strategic plan of the agency;

(2) is part of a planned, systemic, and coordinated agency employee development program linked to accomplishing the strategic goals of the agency; and

(3) is accredited and is provided by a college or university that is accredited by a nationally recognized body (5 U.S.C. 4107 (a)).

In exercising this authority, agencies shall:

(1) consistent with the merit system principles set forth in paragraphs (2) and (7) of section 2301 (b), take into consideration the need to—

(A) maintain a balanced workforce in which women, members of racial and ethnic minority groups, and persons with disabilities are appropriately represented in Government service; and

(B) provide employees effective education and training to improve organizational and individual performance;

(2) assure that the training is not for the sole purpose of providing an employee an opportunity to obtain an academic degree or qualify for appointment to a particular position for which the academic degree is a basic requirement;

(3) assure that no authority under this subsection is exercised on behalf of any employee occupying or seeking to qualify for—

(A) a noncareer appointment in the senior Executive Service; or

(B) appointment to any position that is excepted from the competitive service because of its confidential policy-determining, policy-making or policy-advocating character (5 U.S.C. 4107(b)).

OPM recommends agencies identify mission-critical occupation and competency needs before determining the programs the agency will support in its academic degree training program.

OPM also recommends that agencies establish written policies regarding academic degree training programs. These policies could include the following:

  • Eligibility
  • Selection and assignment procedures
  • Expenses covered
  • Adjustment of work schedules
  • Continued service agreement (CSA) obligation
  • Probation and termination
  • Record-keeping and reporting

Eligibility to Participate in Academic Degree Training

Any employee as defined in 5 U.S.C. 4101(2) is eligible to participate. Employees ineligible to participate are those who occupy or seek to qualify for an appointment to any position that is excepted from the competitive service because of its confidential, policy-determining, policy-making, or policy-advocating nature (i.e., Schedule C appointments—political appointees), or a noncareer appointment in the Senior Executive Service (5 U.S.C. 4107(b)(3)).

Selection and assignment to academic degree training must follow merit promotion requirements (5 CFR 335.103(b)(3)) and competitive procedures(5 CFR 335.103(c)(1)(iii) and 5 CFR part 300 subpart A). The selection and assignment must be accomplished to meet one or more of the criteria identified in 5 U.S.C. 4107(a). Therefore, an agency may competitively select and assign an employee to an academic degree training program that qualifies the employee for promotion to a higher graded position or to a position that requires an academic degree (5 C.F.R. 410.308(c)).

Academic Degree Expenses

Agencies may pay or reimburse all or part of the expenses of an employee’s academic degree training (5 U.S.C. 4109(a)(2)). These expenses include course tuition, books, materials, lab fees, and other fees associated with the program. 5 U.S.C. 4109(a)(2) does not require agencies to pay for an entire academic degree program. For example, agencies can decide to pay for the college courses specific to an employee’s major but not pay for general requirement courses (e.g., courses required to graduate, but not specific to the major).

All training, including academic degree training courses, must be reported under 5 CFR 410.601, and OPM recommends the use of an SF-182 for the approval and reporting of training. To learn more about the SF-182, please refer to the SF-182 section in this Handbook and the Guide for Collection and Management of Training Information.

Probation and Termination

OPM recommends agencies establish policies for probation and termination from academic degree programs. Here is one example of a probation and termination policy:

Agency X requires all employees participating in the academic degree program to maintain a grade point average (GPA) of 3.0 or better. If an employee does not maintain a 3.0 GPA for two continuous semesters, Agency X puts the employee on probation for one semester. The employee must recover to at least a 3.0 GPA at the end of the semester. If the employee does not receive at least a 3.0 GPA, the employee will be terminated from the agency academic degree program.

OPM advises agencies to also establish policies granting a temporary leave of absence from academic degree programs to employees who are unable to participate in the program due to extenuating circumstances. For example, if the employee suffers from a recent death in the family and cannot take or complete the courses for that semester, the agency may grant a temporary leave of absence from the program for that semester.

Record Keeping and Reporting

Agencies must assess and maintain records on the effectiveness of academic degree training assignments (5 CFR 410.308 (d)). Agencies must also maintain and submit to OPM’s Governmentwide Electronic Data Collection System records of training plans, expenditures, and activities (5 CFR 410.601 (a). This includes all courses included in approved academic degree training programs. To learn more about collection and management of training data, click on the Guide for Collection and Management of Training Information.

Accredited Institutions

Colleges and universities participating in an academic degree training program must be accredited by a nationally recognized body (5 CFR 410.308(b)). The U.S. Department of Education maintains a database of accredited postsecondary institutions and programs. To find out which institutions are accredited, click on http://ope.ed.gov/accreditation/. To the greatest extent practicable, agencies should facilitate the use of online degree training (5 U.S.C. 4107(b)(4).

Continued Service Agreements

Agencies may determine whether to require an employee assigned to academic degree training to sign a continued service agreement (CSA), and this must be specified in the agency’s academic degree policy (5 CFR 410.309(b); see also 5 U.S.C. 4108). Agencies may require an employee who participates in training to continue to work in the Federal Government for at least three times the length of the training period (5 CFR 410.309(b)(2); see also 5 CFR 410.310). To learn more about CSAs, please see the Fact Sheet at https://www.opm.gov/policy-data-oversight/training-and-development/reference-materials/continuing_service_agreements.pdf .

5 U.S.C. 2301(b); 4101(2); 4107; 4108; 4109 5 CFR 335.103; 410.308; 410.309; 410.310; 410.401; 610.122
See Training for Promotion
5 U.S.C. 4103 5CFR 410.307(b); 5 CFR 300.603(b)(6)

In addition to training that is offered under 5 U.S.C. chapter 41 during an employee’s work hours, an agency may authorize a special tour of duty not less than 40 hours to permit an employee to take one or more courses in a college, university, or other educational institution when it is determined that (5 CFR 610.122) :

  • The courses being taken are not training under 5 U.S.C. chapter 41;
  • The rearrangement of the employee’s tour of duty will not appreciably interfere with the accomplishment of the work required to be performed;
  • Additional costs for personal services will not be incurred; and
  • Completion of the courses will equip the employee for more effective work in the agency.

The agency may not pay to the employee any premium pay solely because the special tour of duty authorized under this section causes the employee to work on a day, or at a time during the day, for which premium pay would otherwise be payable(5 CFR 610.122).

Agencies may allow employees to study for exams and complete course assignments or homework during the employees’ scheduled duty hours for agency- approved training. An agency head has general authority to schedule the work of his or her employees to accomplish the mission of the agency (5 CFR 610.121(b)(1)) . In addition, agencies may pay all or part of the pay (except overtime, holiday, or night differential pay) of an employee of the agency selected and assigned for training under 5 U.S.C. 4109 for the period of training (5 U.S.C. 4109 (a)(1)) . 

5 U.S.C. 4109 (a)(1) 5 CFR 610.122 ; 610.121(b)(1)

Agencies must prescribe procedures for obtaining U.S. Department of State advice before assigning employees stationed within the continental limits of the United States to training outside of the continental U.S. provided by a foreign government or international organization, or an instrumentality of either(5 CFR 410.302(f)) .

Executive Order 11348 section 402; 5 CFR 410.301(f)

C

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603
5 U.S.C. 4103 5CFR 410.307(b); 5 CFR 300.603(b)(6)
5 CFR 410.203
5 U.S.C. 4108 5 CFR 410.309; 410.310; CSA Fact Sheet

D

SUBJECT LAW REGULATION/OTHER

Meetings and conferences provide opportunities to learn information relevant to improving the conduct and/or management of agency programs. Agencies may sponsor an employee’s attendance at a conference as a developmental assignment when:

  1. The purpose of the conference is educational or instructional;
  2. More than half of the time is scheduled for a planned, organized exchange of information between presenters and audience;
  3. The content of the conference is useful to improving individual and/or organizational performance; and
  4. The development benefits will be derived through the employee’s attendance.
5 CFR 410.404

E

SUBJECT LAW REGULATION/OTHER

Employees who are veterans or dependents of active duty military personnel are eligible for educational benefits as a result of the Post 9/11 Veterans Educational Assistance Act of 2008 (Post 9/11 GI Bill) (38 U.S.C. 3301). The new law went into effect on August 1, 2009 and is the most comprehensive educational benefit package since the original GI Bill was signed into law in 1944.

To learn more about the educational benefits from the Post 9/11 GI Bill, click on Educational Benefits for Veterans and Dependents of Active Duty Military or visit the Department of Veterans Affairs Post 9/11 GI Bill website - http://www.gibill.va.gov/

Limits on Veterans Educational Assistance

In order to protect the public fiscally, certain types of veterans educational assistance may not be used to pay for training when the training has already been paid for by the employee’s agency under chapter 41 of title 5, U.S. Code (38 U.S.C. 3681(a)). This measure helps to ensure that multiple payments are not made for the same training activity.

For example, an employee may have one training course paid for under chapter 41 of title 5 and another course taken concurrently which is paid for under veterans educational assistance allowances. An employee could take a course in IT Security which is paid for under chapter 41 of title 5 during duty hours while receiving an allowance from the Department of Veterans Affairs for college instruction in business administration after hours during the same academic term. The IT Security course, however, cannot be a part of the same program of study for which the employee is receiving veterans educational assistance.

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

This section addresses the pay of an employee while attending agency-approved training. Time spent in training during regular working hours shall be considered hours of work (5 CFR 551.423(a)(1)). Agencies are reminded that, under title 5, (5 CFR 410.402(a)) no funds appropriated or otherwise available to an agency may be used for the payment of premium pay to an employee engaged in training,with certain exceptions in 5 CFR 410.402(b). These exceptions for continuation of premium pay include:

  • Training at night,
  • Cost savings,
  • Availability pay,
  • Standby and administratively uncontrollable duty,
  • Firefighter overtime pay, and
  • An exemption granted to an agency under 5 CFR 410.402(b)(7).

As a general rule, employees may not receive overtime, holiday, or night differential pay for time spent in training (5 U.S.C. 4109(a)(1)).

The prohibition on overtime pay is not applicable to training treated as hours of work under Office of Personnel Management regulations implementing the Fair Labor Standards Act (FLSA), as amended. For employees covered by FLSA (i.e., FLSA non-exempt), time spent in training or preparing for training outside regular working hours is considered hours of work (See also 5 CFR 410.402(d), 5 CFR 551.423(a)(2)and 29 CFR 785.27 through 785.32.) if:

  1. The employee is directed to participate in the training by his or her employing agency; and (5 CFR 551.423(a)(2)(i))
  2. The purpose of the training is to improve the employee’s performance of the duties and responsibilities of his or her current position (5 CFR 551.423(a)(2)(ii)).

Entitlement to compensatory time off depends on entitlement to overtime pay. Sections of title 5 of the CFR prohibit overtime pay and compensatory time off for employees attending training, with a few exceptions (See 5 CFR 550.114, 5 CFR 551.423,Comptroller General Decision B-141321, and Comptroller General Decision B-249835).

Whether an employee is eligible for overtime pay for time spent in travel to and from training is determined by law and regulations concerning hours of work, and depends on whether an employee is covered by the FLSA. For employees not covered by the FLSA (i.e., FLSA exempt), the crediting of travel time as hours of work is governed by title 5 rules--in particular, 5 U.S.C. 5542(b)(2) and 5544(a)(3) and 5 CFR 550.112(g) and (j). Official travel away from an employee's official duty station is hours of work for training purposes if the travel is within the days and hours of the employee's regularly-scheduled administrative workweek, including regularly-scheduled overtime hours (See 5 CFR 550.112 (g) for more information). Official travel away from an employee's official duty station is also hours of work if the travel:

  • Involves the performance of work while traveling,
  • Is incident to travel that involves the performance of work while traveling,
  • Is carried out under arduous conditions, or
  • Results from an event which could not be scheduled or controlled administratively, including travel by an employee to such an event and the return of such employee from such event to the employee’s official duty station (5 U.S.C. 5542(b)(2)(B)(i-iv)).

For employees who are covered by FLSA (i.e., non-exempt), travel time is credited if it is qualifying hours of work under 5 CFR 551.401(h) and OPM's FLSA regulations(5 CFR 551.422).

For further information about overtime pay and travel, see also 29 CFR 785.33 through 785.41and Comptroller General Decision B-165311.

In Comptroller General Decision B-163654 (1971), the phrase "could not be scheduled or controlled administratively" was determined to refer to "the ability of an executive agency…to control the event that necessitates an employee’s travel. The control is assumed to be the agency’s when the agency has sole control, or the control is achieved through a group of agencies acting in concert such as:

  • A training program or conference sponsored by a group of Federal agencies, or
  • An event sponsored by one in the interest of all, or
  • Through several agencies participating in an activity of mutual concern (such as an agency hearing or on an aircraft accident).”

When an outside institution contracts with the Government to conduct a training course, the event is under the administrative control of the Government. In Comptroller General Decision B-190494, an employee was denied overtime pay for travel on Sunday to attend such a training event.

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5 U.S.C. 4109; 5 U.S.C. 5542(b)(2) and 5544(a)(3) 5 CFR 410.402; 550.112; 550.114; 551.401; 551.422; 551.423; 29 CFR 785.27 through 785.41; 41 CFR 102-194; Comptroller General Decisions B-141321; B-249835; B-165311; B-163654; B-190494

Section 504 of the Rehabilitation Act of 1973, codified in 29 U.S.C. 794(a), states, “No otherwise qualified individual with a disability in the United States, as defined in section 705 (20) of this title, shall, solely by reason of her or his disability, be excluded from the participation in, be denied the benefits of, or be subjected to discrimination under any program or activity receiving Federal financial assistance or under any program or activity conducted by any Executive agency or by the United States Postal Service.” In accordance with this law, agencies must ensure that employees with disabilities are not excluded from participation in or denied the benefits of trainings and/or training programs based solely on her or his disability.

Section 508 of the Rehabilitation Act of 1973 requires that, unless it would result in an undue burden for an agency, an agency must ensure that its electronic and information technology allows individuals with disabilities to have access to and use of information and data that is comparable to the access to and use of information and data by individuals without disabilities.

As specified in 5 CFR 410.302(a)(1), agencies must ensure that the selection and assignment of employees to training is made without regard to disability. Agencies are also prohibited from using a training facility that discriminates in the admission or treatment of students (5 CFR 410.302(a)(3)). The head of each agency must develop procedures to ensure training facilities and curriculum are accessible to employees with disabilities (5 CFR 410.302(a)(2), Executive Order 13164 and EEOC Enforcement Guidance: Reasonable Accommodation). To ensure that the training facilities and curriculum are accessible for employees with disabilities, agencies must provide reasonable accommodations, as appropriate unless doing so would constitute undue hardship (See EEOC Enforcement Guidance: Reasonable Accommodation, Reasonable Accommodation Related to the Benefits and Privileges of Employment).

The law allows agencies to pay for individuals to accompany or aid employees with disabilities traveling on official Government business, including to and from workshops, training classes, and conferences. (See 41 CFR 301.13.3(g))

Agencies may be able to utilize some of the following programs when determining and providing for accommodations:

The Department of Defense’s Computer/Electronic Assistance Program (CAP): Followingthe National Defense Authorization Act of October 2000, Congress granted CAP the authority to provide assistive technology, devices and support services free of charge to Federal agencies that have a partnership agreement with CAP.

To learn more about CAP, go to http://cap.mil/.

The Job Accommodation Network (JAN): JAN is one of several services provided by the U.S. Department of Labor's Office of Disability Employment Policy (ODEP). JAN provides free, expert, and confidential guidance on workplace accommodations and disability employment issues. To learn more about JAN, visit http://askjan.org/.

29 U.S.C. 791(b) and 794(a); 38 U.S.C. 4214 5 CFR 410.302; 41 CFR 301-13.3(g); Executive Order 13164

The Federal Workforce Flexibility Act of 2004 (P.L. 108-411) and 5 CFR 410.202 require agencies to evaluate their training programs on a regular basis and ensure alignment with strategic goals. Training evaluation is an objective summary of data gathered about the effectiveness of the training. The primary purpose of evaluation data is to inform decisions. Training evaluation data helps the organization determine whether the training is accomplishing its goals. They also help agencies decide how to adjust their training approaches for greater effectiveness.

For more information on evaluating agency training programs please consult OPM’s Training Evaluation Field Guide (2011) on OPM’s website and OPM’s Training and Development wiki at http://www.opm.gov/WIKI/training/Training-Evaluation.ashx

5 U.S.C. 4103(c ) 5 CFR 410.202; 250.203

Agencies are required to establish a program or programs for the continuing development of their senior executives in accordance with 5 U.S.C. 3396(a). These programs should start with a structured talent management and succession planning program, and should include 1) onboarding for new executives, 2) 360-degree assessments at least every three years, 3) a mechanism for executives to rotate to other executive assignments, and 4) at least one developmental activity for each executive, annually (December 15, 2015 Executive Order -- Strengthening the Senior Executive Service). Each SES member is required to prepare, implement, and regularly update an executive development plan (EDP) (5 CFR 412.401). OPM has developed a sample template which can be found at http://www.opm.gov/ses/references/EDPTemplate.pdf.

5 U.S.C. 3396; 3133(d); 3373(a)(2); 3375; 4115 5 CFR 412.401;

Each SES member is required to prepare, implement, and regularly update an executive development plan (EDP) (5 CFR 412.401). OPM has developed a sample template which can be found at http://www.opm.gov/ses/references/EDPTemplate.pdf.

EDPs must be reviewed and revised appropriately by the agency’s ERB or similar body designated by the agency to oversee executive development, using input from the SES’s performance evaluation. EDPs will:

  • function as a detailed guide of developmental experiences, including short and longer-term experiences to help senior executives meet organizational needs for leadership, managerial improvement, and organizational results;
  • address enhancement of existing executive competencies and other competencies to strengthen the senior executive’s performance; and
  • outline developmental opportunities and assignments to allow the senior executive to develop a broader perspective in the agency as well as Governmentwide.
5 CFR 412.401

Executive onboarding refers to the acquiring, accommodating, assimilating and accelerating of new executives into the organizational culture and business. Onboarding is not “orientation” but is a longer, more involved and deliberate approach of a fast track to meaningful, productive work and strong employee relationships tailored specifically to the needs of the executives. Executive onboarding should be strategic, so that it not only prevents executive derailment, but expedites the executive’s contribution to optimize strategic achievement.

Agencies need onboarding solutions/programs that address three types of new SES:

  • executives from outside the agency, but still within the Government
  • external executives from outside the Federal Government
  • executive who are promoted from within the agency

Onboarding of key executives is even more critical than it is for other employees because of the significantly greater performance expectations leaders face and the greater impact they have on the overall performance of the organization.

E.O.—Strengthening the Senior Executive Service (12/15/2015)

A rotation is defined as, "a development process, involving movement to another position or an assignment that broadens the executive 's knowledge, skill and experience in order to improve talent development, mission delivery and collaboration. " A rotation must last a minimum of 120 consecutive calendar days and provide experience outside the executive 's current role.

Examples of rotations include the following:

  • Executive reassignment
  • Executive transfer
  • Developmental assignment internal to the agency, for example to another subcomponent, functional area, or location (e.g., acting in another executive position, field executive rotating to HQ or vice versa)
  • Detail or developmental assignment external to the agency (e.g., Intergovernmental Personnel Act (IPA) program; temporary assignment/detail to another Federal agency or private sector where permitted by law)
  • An assignment that includes full-time, extended service on a multi-agency or joint task force or project team that may provide employees with sufficient interagency experience to qualify as a rotation
  • Sabbatical

Opportunities for rotation should be linked to individual Executive Development Plans (EDP) and the agency's overarching annual talent management and succession planning process.

E.O.—Strengthening the SES (12/15/2015); 5 CFR 317.901; 5 CFR 412.401

F

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

G

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

I

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

L

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

M

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

N

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

P

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

S

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603

T

SUBJECT LAW REGULATION/OTHER

Agencies are required under 5 CFR 330.603 to establish career transition assistance plans (CTAP)(5 CFR 410.307 (c)(4). These plans are to provide career transition services, including training and retraining to displaced and surplus employees.

Agencies may:

  • Train employees in the use of CTAP services;
  • Provide vocational and career assessment and counseling services;
  • Train employees in job search skills, techniques, and strategies; and
  • Pay for training-related expenses identified in 5 U.S.C. 4109(a)(2).

For more information on paying for training-related expenses, please refer to the Paying for Training section in this Handbook.

For more information on Career Transition Services, see OPM's website at http://www.opm.gov/rif/employee_guides/career_transition.asp#ct

5 U.S.C. 4109 5 CFR 410.307(c )(4); 330.603
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