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The U.S. Office of Personnel Management’s (OPM) mission is to ensure the Federal Government has an effective civilian workforce. To help accomplish the mission, it is important to collect accurate, comprehensive training information and make it available to decision-makers and others who have a vested interest in the training activities of the Federal government.
On May 17, 2006, OPM issued Final Regulations requiring agencies to report accurate data and completed training events to OPM.To properly execute a Human Capital Strategic Plan, agencies must manage and collect training information in support of their mission objectives and strategic goals. In addition, all training must be properly evaluated to determine whether or not it provides meaningful contributions to agency results.
If you have any questions regarding training policy or executive development, you can contact the Training and Executive Development Group by sending an email to HRDLeadership@opm.gov.
There are 27 mandatory data elements that agencies must report to OPM. Agencies should refer to OPM's Guide for Collection and Management of Training Information and Chapter 4 of OPM’s Guide to Human Resources Reporting for detailed guidance on collecting and electronically reporting the mandatory training data elements to OPM. Each training record should include all of the mandatory data elements. These data elements are included on the Standard Form (SF-182), Authorization, Agreement and Certification of Training.
The mandatory data elements must be reported to OPM under the following conditions:
Overhead costs must be reported by the end of the fiscal year. Overhead or development costsconsist of any indirect cost not associated with course delivery (e.g. utilities, salary, buildingspace). For those agencies unable to provide these costs at this time, OPM, at a minimum,requires the following overhead costs of all agencies:
Responsibility for maintaining and storing training records is delegated to the agencies. Agencies develop their own internal policies for this purpose, but typically agencies keep records of approved training in their training files or learning management systems. Employees may want to keep their own record of any significant training, whether sponsored by their agency or taken on their own.
OPM’s Guide to Personnel Recordkeeping contains general policies on the creation, maintenance and disposition of human resources management records. As specified in 5 CFR 410.601, agencies must establish a schedule of records to be maintained in accordance with regulations promulgated by the National Archives and Records Administration (NARA) and the General Services Administration (GSA).
This guidance is intended to assist agency managers and providers of Federally sponsored diversity training, including human resource managers, human resource development specialists, organizational development specialists, special emphasis program managers, EEO managers, teachers, and instructors, with the design, delivery, and evaluation of diversity training.
The purpose of Government training for Federal employees is to assist in achieving an agency's mission and performance goals by improving employee and organizational performance. Agency officials are responsible for ensuring that their organizations' training needs are identified, programs are established to meet those needs, lines of authority are clearly identified, and all training programs contribute to the overall efficiency and effectiveness of the Federal service.
Diversity training, like other Federally sponsored training, should adhere to certain principles. It should:
The Principles for Implementing Diversity Training section of these guidelines discusses these points in more detail.
The goals of diversity training are to help Federal employees understand:
Diversity training usually focuses on:
Management's goals for diversity training may include:
Agency goals for diversity training may be achieved through a specific course on diversity, such as "Managing Diversity," or by including diversity content in other agency training programs, such as "Introduction to Supervision," "Building Effective Work Teams," or "Customer Service Training."
Agencies should review diversity training programs in advance of delivery. This review should include:
In addition, agencies should use feedback mechanisms to monitor the quality and effectiveness of diversity training and the reactions of participants and instructors. The organizational need that the diversity training is intended to meet should be addressed in the design of the training evaluation.
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Clearly stated goals and learning objectives are strongly recommended for all Federally sponsored training, including diversity training.
Training approaches, methods, and materials, to be effective, should consider the organization's culture, the intended audience for the training, and the nature of the diversity issues that the organization wishes to address. The specific approaches, methods, and materials should be thoroughly planned.
Consistent with an agency's authority to assign work, employees may be assigned to training on a voluntary or mandatory basis. In either case, agencies should provide advance information to employees on course content and instructional methods, attendance policy, and alternative training opportunities.
Although diversity training is not required by statute or regulation, an agency may require employees to attend diversity training for the good of the service. Should an agency choose to make diversity training mandatory, the following procedures are recommended.
The training environment should be such that all attendees, including those who share information about work experiences, are confident that no harm will come to them and that there will be no threat to their careers.
Instructors should have subject matter expertise, with demonstrated knowledge and understanding of diversity. They should also have demonstrated interpersonal skills and skills in managing group dynamics.
Monitor training delivery to assure proper classroom management and desired management results for the diversity training.
Agencies should evaluate the level of training success in terms of the extent to which it meets established goals and learning objectives. Specific areas of assessment include, employee satisfaction, increased employee understanding of workforce diversity issues, demonstrated interpersonal skills and appropriate workplace behaviors or improved organizational performance.