70 – Personnel - United States Department of the Treasury



CHAPTER 600 – MISSION SUPPORT70 – Personnel70.19 Learning and Development70.19.1 Introduction.The Treasury Inspector General for Tax Administration (TIGTA) must comply with employee, supervisory, management, and executive development as addressed in government-wide, U.S. Department of Treasury, and Treasury Inspector General for Tax Administration policies. The Office of Personnel Management (OPM) delegates certain authorities to the heads of agencies (i.e., Secretary of the Treasury); and Treasury delegates some authorities to bureau heads, training officers, supervisors, managers, and employees.70.19.2 Purpose.This policy addresses general training provisions; planning and evaluating training; establishing and implementing training programs; pay for training expenses; and accepting contributions, awards, and payments from non-government organizations. It also addresses supervisory, management, and executive succession planning and continuing development.70.19.3 Authorities and References.Authorities:5 U.S.C. 41 – Training HYPERLINK "" 5 CFR 410 – Training HYPERLINK "" 5 CFR 412 – Supervisory, Management, and Executive Development HYPERLINK "" U.S. Department of the Treasury Training Policy 410-412.1 –Treasury-wide Human Capital Learning and Workforce Development ProgramsReferences:Human Resources Flexibilities and Authorities in the Federal Government HYPERLINK "" General Records Schedule 2.6: Employee Training Records70.19.4 Responsibilities.Inspector General. Establishes training budgets, operates, and maintains plans and programs for training TIGTA employees; establishes policies governing employee training in alignment with the agency strategic plan; assesses and maintains records on the effectiveness of training assignments; and grants decisions regarding continued service agreement waiver requests.Office of Mission Support. Oversees and provides guidance for the TIGTA-wide central training program. Responsibilities include: developing training policy and providing guidance; serving as the TIGTA liaison (e.g., OPM, Treasury Executive Institute, and Learning Leaders Council) on all training matters; managing TIGTA-wide special projects (e.g., learning system conversions, vendor procurement); and communicating learning and development activities.Functions. The Chief Counsel, Deputy Inspector General for Mission Support, Deputy Inspector General for Audit, Deputy Inspector General for Inspections & Evaluations, Deputy Inspector General for Investigations, and Chief Information Officer have various responsibilities as they formulate and execute the function learning and development program. Programs concentrate on function-specific specialized technical, functional, and professional trainings. Responsibilities include identifying knowledge, skills, and competencies needed to accomplish the mission, conducting an annual needs assessment, and developing strategies to address learning and development needs. Each function develops a budget focusing resources on the highest priorities. Functions should encourage use of Continual Learning Plans (CLPs) to facilitate and document learning throughout the fiscal year. The CLP consists of a variety of learning experiences (i.e., job experiences, developmental relationships, assessments and feedback, instructor-led training, and self-development) as they enhance the skills of the employee, affords them opportunities for professional growth, and improves the quality of services rendered. In addition, functions maintain records on the effectiveness of training to obtain an academic degree; delegate training approval authority to the lowest appropriate level; and provide function-specific technical and professional training guidance. Function Training Coordinators. Oversee and provide guidance for function-specific central training programs. Responsibilities include developing supplemental function specific training policy and providing guidance; managing the learning management system (e.g., manage SF-182 processing, run reports); serving as the TIGTA liaison to OMS; participating on special projects (e.g., learning system conversions, function-specific vendor procurement); communicating learning and development activities within function; and conducting annual learning and development evaluations as applicable.Employees. Responsible for self-development, successfully completing and applying authorized training, and fulfilling any continued service agreements. Employees share the responsibility of identifying learning needed to improve individual performance, and identifying methods to meet learning needs both effectively and efficiently.70.19.5 Prohibited Training. In accordance with the Consolidated Appropriations Act, 2018, Public Law No: 115-141, div. E, tit. VII, § 714, no funds may be obligated or expended for any employee training that: does not meet identified needs for knowledge, skills, and abilities bearing directly upon the performance of official duties; contains elements likely to induce high levels of emotional response or psychological stress in some participants; does not require prior employee notification of the content and methods to be used in the training and written end of course evaluation; contains any methods or content associated with religious or quasi-religious belief systems or "new age" belief systems or;is offensive to, or designed to change a participant's personal values or lifestyle outside the workplace; This prohibition does not preclude any type of training necessary to effectively complete official duties. 70.19.6 Selecting and Assigning Employees to Training. Selection and assignment of employees for training is based on merit system principles as specified in 5 U.S.C 2301(b) (1) and (2). Specifically, all employees should receive fair and equitable treatment in all aspects of personnel management without regard to political affiliation, race, color, religion, national origin, sex, marital status, age, or handicapping condition, and with proper regard for their privacy and constitutional rights. In addition, employees should be provided effective education and training in cases in which such education and training result in better organizational and individual performance.When selecting and assigning employees for training, supervisors must consider whether the training will improve individual and organizational performance; and assist in achieving TIGTA’s mission and performance goals. Due to budgetary constraints, managers and employees are encouraged to review employee-training records and develop CLPs at the beginning of each rating period. This process promotes equitable distribution and efficient use of training funds. 70.19.7 Mandatory and Required Training for All New Employees. New employees must complete the following mandatory and required trainings within the given timeframes. OMS Human Capital will assign the appropriate curriculum to new supervisors via the Learning Management System. New Employee Orientation Ethics TrainingSexual Harassment TrainingFreedom of Information ActCybersecurity Awareness Constitution Day Domestic Violence and Sexual Assault PreventionRecords Management Tax Compliance Information Privacy No FEAR Act70.19.8 Mandatory and Required Training for All Employees. All employees must complete the following mandatory and required trainings within the given timeframes. OMS Human Capital will assign the appropriate curriculum to new supervisors via the Learning Management System. Equal Employment Opportunity Cybersecurity AwarenessConstitution DayDomestic Violence and Sexual Assault PreventionRecords ManagementTax ComplianceInformation Privacy No FEAR Act 70.19.9 Tuition Assistance and Academic Degrees. TIGTA may select and assign an employee to academic degree training and may pay or reimburse the cost of academic degree training from appropriated or other available funds, if such training contributes significantly to: meeting identified agency training needs, resolving an identified agency staffing problem; or accomplishing goals in the strategic plan of the agency; is part of a planned employee development program aligned with TIGTA’s strategic goals; and is both accredited and provided by a college or university that is recognized by the U.S. Department of Education. This authority must be exercised in a manner consistent with the merit system principles.Tuition includes mandatory fees related to registration, but does not include general fees (e.g., activity fees). Employees can be retrained for placement into other agencies when such training has been determined by TIGTA to be in the interest of the Government. Tuition assistance is not authorized specifically for the completion of an academic degree unless the training is necessary to recruit or retain an employee in an occupation in which TIGTA has, or anticipates, a shortage of qualified personnel. 70.19.10 External Training Requests.Employees seeking to attend individual training offered by Government agencies or non-Government sources are to submit a completed "Request, Authorization, Agreement and Certification of Training" (SF-182) via the Learning Management System. The SF-182 serves as the official record relating to training plans, expenditures, and activities; and must be prepared for each training course (that has a cost) to ensure that all training has appropriate authorizations and is properly documented. The number of SF-182 approval levels are function specific and must be consistent across the entire function. At a minimum, the supervisor must approve SF-182s. Employees who attend training without managerial approval may become personally liable for training expenses.The Functional Training Coordinator (FTC) should notify employees once registration has been confirmed with the vendor. Usually the employee is also notified directly by the training provider of confirmation; however, employees should contact the FTC to verify enrollment before attending class if no notification has been received.If an employee is unable to attend an external training course or if the vendor cancels the course, the employee should immediately notify his/her supervisor and e-mail his/her FTC. The e-mail should indicate the class name, date, cost of the course, and any other pertinent information. If the employee cannot attend pre-scheduled training and the proposed cancellation date falls after the vendor's "cancellation without charge" date, the employee should work with his/her supervisor, his/her FTC, and the vendor to send an appropriate substitute.The Office of Audit and Office of Investigations employees are to refer to their functional training manuals for additional function specific instructions on the SF-182.70.19.11 Procurement Solicitation Requirements.All individual training requests must be processed through the Treasury Integrated Talent Management System-Learning Module (ITMS) and follow the regulations and procedures governing that process as indicated in the TIGTA Acquisition Policy 40.3.11. Training services under the threshold amount may be purchased with the government small purchase credit card, and without soliciting competitive quotations. Training services exceeding the threshold amount, except sole source, require soliciting at least three competitive vendor bids. An SF-182 is required for all training that has a cost.70.19.12 Ratification of Unauthorized Training Commitment.To participate in external training courses, employees must follow procedures prescribed in Section 70.19.10 External Training Requests. If an employee attends external training without official authorization, that employee has made an unauthorized training commitment. The employee, therefore, becomes liable for that training expense. This liability, however, may be waived if a memo requesting a ratification of the unauthorized training commitment is accepted and approved by the appropriate function head and the Director, Human Capital and Personnel Security Services (HC&PSS). Copies of the training invoice, the justification, and the completed SF-182 with supporting documentation must accompany the ratification request.The request must be addressed to the appropriate function head and the Director, HC&PSS and state in writing the following: a description of the training received as a result of the unauthorized commitment;a detailed statement of the facts relating to the unauthorized commitment and an explanation of the reasons why normal training procedures were not followed; a determination that the amount claimed by the training provider is fair and reasonable with explanation of the method used to determine "fair and reasonable;" a statement prepared by either the employee’s manager or the FTC of the corrective action being taken to prevent a recurrence of such an unauthorized commitment; andthe name of the individual making the specific unauthorized commitment and whether the individual has been involved in prior unauthorized training.70.19.13 Continued Service Agreement. Functions have the option to require an employee to sign a Continued Service Agreement (CSA) before attending a training course or program. Typically, a CSA is for a non-mandatory government or non-government training course or program consisting of more than 160 hours or costing more than $15,000. TIGTA recommends the employee’s first line supervisor and second line supervisor also sign the CSA. TIGTA will not require an employee to sign a CSA for participating in Veteran’s Education Assistance Program (VEAP), as funding comes from the Department of Defense. The employee will agree to the terms provided on the CSA, as determined by the function. At a minimum, the employee will continue to serve with TIGTA after the end of the training period equal to at least three times the length of the training period. 70.19.13.1 Failure to Complete Service Obligation. If the employee fails to fulfill the conditions of the CSA, the employee will reimburse TIGTA for all costs. Costs include course tuition, books and materials, fees, travel and per diem, assessments, and selection costs; it does not include salary and benefits. The employee has the option to fulfill the obligated service within another Federal agency. If the employee voluntarily separates from TIGTA and the Federal service before successfully completing the period of obligated service, the employee agrees to reimburse TIGTA on a pro rata basis. If the employee voluntarily drops out of a long-term program, the employee will continue in service for the pro-rated amount of time the employee participated in the program.TIGTA can recover all applicable costs by setoff against monies due to the employee. The supervisor and employee will make reimbursement arrangements in writing. The second line manager (or an equivalent level) must concur with and sign off on the specified arrangements. The employee, appropriate budget officer, and the Director Finance and Procurement Services will receive copies of the reimbursement arrangements. For payment by check, the employee forwards the check to the Director, Finance and Procurement Services, along with a memorandum indicating the appropriate fiscal year, cost center and budget object code (BOC) to apply the payment. 70.19.13.2 Exception Request. The Inspector General or designee may waive in writing all or part of the employee's CSA obligation when: the employee is involuntarily separated from the Federal Government;the recovery would be against equity and good conscience or against the public interest; orthe employee resigned due to personal illness, illness of a family member, or inability to make the required payment because of severe financial hardship.The employee must prepare a written exception request to the IG or designee, and copy the Deputy Inspector General for Mission Support/CFO. The exception request must clearly state the reason(s) for unsuccessfully completing the course and include supporting documentation, including the SF-182. The employee will then submit it via the function chain of command. The IG or designee will accept or deny the waiver. The Deputy Inspector General for Mission Support/CFO will issue a copy of the decision via email to the function head, and copy the employee, first-line supervisor, and OMS Director Finance and Procurement Services. The function is responsible for forwarding the decision to all applicable parties on a need to know basis, such as the FTC and budget officer.70.19.14 Training Expenses. The Inspector General has final authority to determine which expenses constitute necessary training expenses. TIGTA may pay, or reimburse an employee, for necessary expenses incurred in connection with approved training. Training expenses may include:course or workshop registration fee;purchase or rental of books, magazines, and other materials;professional certifications, licenses, and certificates;laboratory and library services; andconference registration fees.Necessary training expenses do not include an employee’s pay or other compensation. 70.19.14.1 Availability Pay. TIGTA may not use funds to pay premium pay to an employee engaged in training. However, an employee shall continue to receive availability pay during agency-sanctioned training to a criminal investigator who is eligible for it under 5 U.S.C. 5545a and implementing regulations. TIGTA may provide availability pay to investigators during periods of initial basic training. 70.19.14.2 Travel and Per Diem. TIGTA will pay travel and per diem expenses incurred while employees are attending training that is not local. These expenditures are funded through the functional training budgets.70.19.14.3 Meals and Incidental Expenses (M&IE). Employees receiving M&IE must reduce their M&IE rate when meals are furnished by the government or are included in the registration fee. For example, OPM Management Development Center and the Federal Executive Institute courses include both the cost of lodging and meals. The applicable reduction will be in accordance with the Federal Travel Regulations. No reduction in the rate is required, however, if meals are provided by a common carrier or are complimentary meals provided by a hotel/motel. Likewise, no reduction is required in the M&IE rate if only light refreshments are provided. Generally, light refreshments are intended only as refreshers, not intended to serve as a meal. They are served for morning, afternoon or evening breaks and are defined to include, but not limited to, coffee, tea, milk, juice, soft drinks, donuts, bagels, fruit, pretzels, cookies, chips, or muffins.70.19.14.4 Parking Fees. Local parking costs incurred while attending conferences and TIGTA-approved training may be paid by TIGTA. The employee will make payment by completing a Local Voucher in Concur by selecting the “Local Training Travel” option within the Expense Type drop-down menu box. More information on the voucher process is available in the TIGTA Travel Chapter (600)-40.5. Parking fees incurred in conjunction with training funded through tuition assistance programs must be paid by the employee. 70.19.14.5 Training Costs. TIGTA may pay training and education expenses from appropriated funds or other available funds. Expenses of training include the cost of tuition; purchase or rental of books, materials, and supplies; library and laboratory fees; and travel, per diem, and relocation expenses. 70.19.14.6 Sharing Costs. TIGTA may share training and education costs with employees. This authority allows agencies to support training and education that benefits both the agency and the employee. 70.19.14.7 Examination Fees. An examination fee may be paid if the examination is used as a diagnostic tool to determine deficiencies in knowledge and skills needed by an employee for the performance of official duties. The purpose of the examination would be to ascertain his/her training needs when TIGTA is unable to determine those needs through supervisory evaluation or other available internal appraisal systems, or when the use of internal evaluation or appraisal systems would be more costly. 70.19.14.8 Review Courses and Professional Examinations. TIGTA may pay, when otherwise appropriate under applicable regulations, for review courses to prepare employees for examinations leading to professional certifications (e.g., Certified Public Accountant, Certified Internal Auditor, Certified Protection Professional, etc.). Generally, this means that the training and related expenses are directly related to the performance of the employee's duties. TIGTA will not, however, fund the actual exam. In addition, TIGTA will not pay for registration fees, lodging, travel or per diem associated with either the review courses or the examinations. The employee's supervisor may, when appropriate, also approve administrative leave for the day(s) of the actual exam. The head of each function may establish funding and administrative leave limitations relative to this provision. Requests under this provision must follow procedures established by the requestor's organization. 70.19.14.9 Disabled Employees' Services. Costs of services may be paid which are necessary for training disabled employees, such as interpreters for hearing-impaired, readers for the visually impaired, and tapes or Braille learning materials for visually impaired employees.70.19.14.10 Paying for Memberships in Professional Organizations. The expenses of training do not include membership fees except to the extent that the fee is a necessary cost directly related to the training itself or that payment of the fee is a condition precedent to undergoing the training. Appropriated funds may be used to pay an individual membership fee only to the extent that the fee is a necessary cost directly related to essential training, or a condition precedent to undergoing such training. For example, association membership may be included in the registration fee for training. If the agency pays the registration fee, the employee’s membership in the association is an incidental by-product of the training.70.19.14.11 Attendance at Professional Meetings & Conferences. TIGTA encourages employee personal growth and professional development, including active participation in professional associations, organizations, and societies. Many associations conduct conferences and workshops to promote the development of their members. A TIGTA employee attending a conference as a speaker, officer, panel member, workshop leader, or exhibitor where the subject matter is directly related to TIGTA programs is considered an official TIGTA representative. In these cases, TIGTA will pay for attendance, including travel and per diem as necessary, provided funds are available. When attending a conference or meeting extends beyond an employee's normal duty day, the employee is not eligible for overtime or compensatory time. TIGTA does not pay travel and food costs for local conferences, although parking fees may be reimbursed. As with other training activities, the designated management officials must approve participation.Whenever a conference is considered job-related training, the approving official may authorize payment of conference fees, including travel and per diem as required. When attending a local conference, travel and food (unless meals are included in the registration fee) costs are not paid. Approval to attend a conference is based on the training needs of the individual employee, relative to job demands, and is consistent with the manner of requesting and approving other types of training. The content of the conference must be relevant to improving individual and organizational performance. Developmental benefits are expected to accrue through the employee's attendance. The approving official has the discretion to decide the number of employees that may be approved to attend a conference. He/she should consider workload, the requesting employee's prior or scheduled training, and the employee's prior conference attendance (particularly where such conferences are an annual event). The following questions should help determine whether a particular conference should be approved and funded: is the subject matter of the conference sufficiently specific that it can assist the employee to achieve TIGTA's overall goals and objectives? is the cost of the conference appropriate for the type and degree of training offered, or is similar training offered in-house? is alternative training on the subject matter available that would be as effective for the individual and/or less costly to TIGTA? Or,is the conference training of equal or greater importance compared with high priority training needs of the workforce that reports to the approving official? (This is a very important factor to consider when the training budget is limited.) 70.19.15 Computing Time in Training. Employees attending internal or external training are expected to complete a full workday in accordance with their assigned tour of duty. The supervisor is responsible for determining the number of hours the employee is in pay status during the training assignment. Supervisors can make determinations on a case-by-case basis. Before excusing the employee from reporting or returning to the work area, the supervisor should take into account the employee's normal beginning and ending work hours, whether the employee works a regular or compressed schedule, the location and commuting time, and the length of training. On occasion, a training class may meet TIGTA requirements but funding may be unavailable. If an employee is willing to pay his/her own tuition for a course that would otherwise qualify for reimbursement, the employee's supervisor may approve administrative leave for the employee to attend the class.70.19.16 Evaluating Training. Training evaluations assist management in determining training needs, establishing training priorities, allocating training resources, planning for training in the future and evaluating vendor effectiveness. The evaluation process also provides a means to determine if specific training courses or programs produce desired changes in employee knowledge, skills, abilities, or performance. Each function will develop a review process to determine the effectiveness of training. Functions may use the Evaluation module in the Learning Management System (LMS) to create and manage evaluations. Employees must evaluate external training via the LMS, upon completion of the training. ?70.19.17 Training Reports.TIGTA OMS will respond to any specific official requests that come from the Department, OPM, or the Congress throughout the fiscal year regarding the TIGTA training program. If functional input is required, OMS will perform a data call.70.19.18 Accepting Contributions, Awards, and Payments from Non-Government Organizations. Employees may be offered contributions, awards, and payments incident to training. Generally, an Executive Branch Employee is prohibited from soliciting any gift or accepting any gift from a prohibited source or because of the employee's official position, unless the item is excluded from the definition of a gift or falls within one of the exceptions set forth in 5 CFR 2635. Further, employees should consider declining otherwise permissible gifts if they believe that a reasonable person with knowledge of the relevant facts would question the employee’s integrity or impartiality as a result of accepting the gift. Employees should seek advice from the Office of Chief Counsel (Counsel) if they have questions or concerns about accepting a gift.Counsel will provide guidance to employees on the applicability of the regulations to a "gift” received by an employee. Employees seeking Counsel advice should submit a completed Exhibit (700)-30-1, Gift Register Form, with the gift to Counsel. 70.19.19 Supervisory, Management, and Executive Development. Functions must provide for the development of individuals in supervisory, managerial, and executive positions, as well as individuals whom the agency identifies as potential candidates for those positions, as based on succession plans. 70.19.20 New Supervisors. New supervisors, in permanent positions, must complete the following curriculum within the given timeframes. OMS Human Capital will assign the appropriate curriculum to new supervisors via the Learning Management System. New supervisors from the Office of Chief Counsel, Office of Mission Support, Office of Audit, Office of Inspections and Evaluations, and Office of the Chief Information Officer will complete Curriculum A, and new supervisors from the Office of Investigations will complete Curriculum B.Curriculum AMandatory Training/Required Curriculum: Treasury Supervision 101: “Leadership is a Choice”—this classroom training must be completed one year from start date.Leadership Essentials (TS101)—these online courses must be completed prior to attending the classroom course.Facing Challenges as a First-time ManagerHRU COACH Success: Hold Performance Conversations Like a ProHRU Difficult ConversationsMake the Time You Need: Get OrganizedTaking Your Team to the Next Level with DelegationThe Art of Staying FocusedThe Reality of Being a First-time ManagerOnline Training—must be completed 30 days once OMS Human Capital assigns to the TLMS Learning Plan.TIGTA Drug-Free Workplace Program Online TrainingUniformed Services Employment and Reemployment Rights Act (USERA)Veteran Employment Training for Federal Hiring ManagersMerit System Principles, Prohibited Personnel Practices and Whistleblower Protection for ManagersTelework Training for ManagersEthics Training for New SupervisorsA Roadmap to Success:? Hiring, Retaining, and Including People with DisabilitiesCurriculum BMandatory Training/Required Curriculum: FLETC Law Enforcement Supervisors Leadership Training Program— this classroom training must be completed one year from start date.Leadership Essentials (TS101)—online trainingFacing Challenges as a First-time Manager HRU COACH Success:? Hold Performance Conversations Like a ProHRU Difficult ConversationsMake the Time You Need:? Get OrganizedTaking Your Team to the Next Level with DelegationThe Art of Staying FocusedThe Reality of Being a First-time ManagerMaximizing Employee Engagement—online trainingOnline Training—must be completed 30 days once OMS Human Capital assigns to the TLMS Learning Plan.TIGTA Drug-Free Workplace Program Online TrainingUniformed Services Employment and Reemployment Rights Act (USERA)Veteran Employment Training for Federal Hiring ManagersMerit System Principles, Prohibited Personnel Practices and Whistleblower Protection for ManagersTelework Training for ManagersEthics Training for New SupervisorsA Roadmap to Success:? Hiring, Retaining, and Including People with Disabilities70.19.20.1 New Supervisor Registration Process. Prior to the beginning of the fiscal year, OMS Human Capital sends a data call to the Function Heads requesting the number of seats needed for the Treasury Supervision 101: “Leadership is a Choice” instructor-led training. OMS Human Capital works with the OMS Finance team to procure the allotment. Near the beginning of each fiscal year, OMS posts the instructor-led training schedule to SharePoint and informs the Function Training Coordinators of its availability. OMS tracks and reports curriculum completion to Treasury.OMS Human Capital receives a biweekly report indicating permanent new supervisors, and confirms the supervisor’s status via HRConnect and the Function Training Coordinator. OMS Human Capital Training Program Manager then assigns the applicable curriculums to the new supervisor’s learning plan via the Learning Management System. Treasury Supervision 101: “Leadership is a Choice” instructor-led training registration forms are due 60 days prior to the class start date. As applicable, the new supervisor coordinates with their FTC and completes the registration form including any approximate travel costs. The FTC posts the registration form to SharePoint and informs OMS it is ready for submission to IRS. IRS confirms availability and sends reporting instructions to the new supervisor. Once training is complete, OMS Human Capital will mark it in the Learning Management System. The Office of Investigations FTC will coordinate FLETC Law Enforcement Supervisors Leadership Training Program instructor-led training registration. The FTC posts a registration form copy to SharePoint and informs OMS. The FTC will inform OMS when training is complete and OMS will mark completion in the Learning Management System.70.19.21 Non-probationary Supervisors and Managers Development.At least once every three years, each supervisor and manager will complete additional training on the use of appropriate actions, options, and strategies to mentor employees; improve employee performance and productivity; conduct employee performance appraisals in accordance with agency appraisal systems; and identify and assist employees with unacceptable performance.70.19.22 Executive Development.As part of TIGTA’s continual development program, senior executives must prepare, implement, and regularly update an Executive Development Plan. Plans must function as a detailed guide of developmental experiences to help SES members, through participation in short-term and longer-term experiences, meet organizational needs for leadership, managerial improvement, and organizational results. Plans are to enhance existing executive competencies and such other competencies that will strengthen the executive's performance. Developmental opportunities and assignments are to be outlined to allow the individual to develop a broader perspective in the agency as well as Government-wide. Plans are to be reviewed annually and revised as appropriate by an ERB or similar body designated by the agency to oversee executive development, using input from the performance evaluation cycle.70.19.23 Records Management. The General Records Schedule 2.6: Employee Training Records schedule covers records about designing, developing, and implementing employee training within Federal agencies that is not mission-related. Typically, such training is routine or mandatory and covers general knowledge and actions all agencies expect of employees, such as training on information security, anti- harassment, ethics, EEO compliance, drug-free workplace, records management, and travel card use. In other words, training on administrative activities. It does not include specialized training for firearms, health and safety, national defense, political appointees, or mission-specific training, which may document an agency’s program objectives or illustrate program operations. This schedule includes documentation of employee training provided from any source (internally or externally via private vendors or other agencies) and applies to all groups of Federal workers, civilian, military, and contractors. ................
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