A DoD managerial and supervisory training program was also stipulated in the 2010 defensespending bill that authorized the new performance management system while repealing statutory authority for the National Security Personnel System, which never received the buy-in needed to take root.
Perhaps stronger managerial and supervisory training could be a key to success for this latest incarnation, despite nearly widespread employee skepticism throughout the federal government that rewards and advancement are purely merit-based.
According to DoD’s report, the training program provides current, relevant, and applicable training to supervisors and managers. It said that so far is has devised an implementation strategy, convened an intra-agency working group, and dedicated resources to the effort.
In particular the department has focused on training new supervisors (less than two years’ experience with civilian employees) and has so far held a cross-component working group to establish corporate topics and affiliated learning standards for training new supervisors, the report said.
It said the curriculum included requirements codified in the 2010 spending bill, with training categories encompassing critical transitions, hiring talent, developing talent, managing performance, and managing the workplace.
Feedback based on a training pilot conducted during 2011 – 2013 has also been evaluated and revised, DoD said.
It said the revised training delivery has transitioned to the DoD components, which have flexibility to develop and customize content and to determine the most appropriate training delivery vehicles.
