ML20034G118

NRC Guide to Training OPPORTUNITIES,1993-1994

ML20034G118
Person / Time
Issue date:	02/28/1993
From:	NRC OFFICE OF PERSONNEL (OP)
To:
References
NUREG-BR-0017, NUREG-BR-0017-R08, NUREG-BR-17, NUREG-BR-17-R8, NUDOCS 9303090089
Download: ML20034G118 (87)

Text

OFFICE OF

]@ k PERSONNEL Organizational Tra.de. 10 GUI oeveioement and Training inIng Opportunities 1993-1994

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INTRODUC ION February 1993 The Oft:ce of Pen onnel span's a v.aae vnrs:y of in-house courses, and prov;aer in':: m eMo i od 6diTUniSlfGirM Gu['pDil 10 Crnp!C yOOS fH iung iO i:.*

CDufles trem ciner covernment ag.- ncies ou::in,

organ!zabons, and cofmner. and uw,

TN two!'*n costson of the Gu:de to 71s. ' 'O Crp 'he deccr;bes many of tne tra;rnng :2nJ eduaron t.fpat.r;

• cvai!able 10 f JRC emp:oyees. AdPian ':!y :re Tc-Or. a!

Training Center (TTC) has issued an amou u to P pub! cation that dc".cnbes the TTC : u:liculum. Con pur;!ications shoda arzist ma nas in ae, ;o;.n,a. trc 1

,c o..

p!ans for the;r enip;oyrren and Encuid attirt on pF:ye < :n s

i obit.irung the educat:On nnd training they need ta pc eixm their jobs.

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c Eileen B. Mason. Ch:c Organizabonal Developrnent and Training O!!!ce c1 Personnel

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, le Nuc. ear Regu atory Commission Guideto Training 1

Opportunities l

OFFICE OF PERSONNEL D e p cnt and Training 1993-1994 j

PROGRAM MANAGERS The programs managed by the Organizational Development and Training (ODT) component of the Office of Personnel (OP) and the programs they manage are !!sted below; Chief Eileen Mason inforrretion Technology Services Training Laboratory, Individualized Learning Center, technical training course design and development.

Carolyn Bassin Administrative Developmental Programs, The Media Training Workshop, NRC and !!s Environment, Orientraion to NRC Office Procedures, Speech Enhancement Program, NRC Writing Curriculum Maria Rucci Dolan Nuclear Reactor Concepts, The Regulatory Process

• NRC: What 11 is and What It Does, Sexual Harrassment Prevention Training, Effective Briefing Techniques, Advanced Briefing Techniques, NRC Senior Fellowship Program.

Mary Louise Roe Congressional Fellowship Program, Federal Executive Institute, Brookings institution, Career Counseling, Women's Executive Leadership Program, Executive Potential Program, Stress Management, CPR and First-Aid Training Henry Rubin Supervisory / management courses, Management Development Center courses, NRC Supervisory Development Program, organizational development and team building, communication courses for inspectors and technica! professionals, Total Quality Management, EEO, age in the NRC workforce, and Cultural Diversity Training.

August Spector Acquisition for Project Managers, Acquisition for Supervisors and Managers of Project Managers, Ethics Orientation, Acquisition of FIP Resources for Project Officers, Undestanding Statistics, Advanced Statistics, PRA Technology Transfer Program, IRM Federal Laws, Regulations, and Policies, Planning for Retirement, Agency Training System, Agency-Sponsored Graduate-Level Programs, Orientation for New Employees.

Lillian van Santen ii

CONTENTS Page Program FAanagers ii Sectron i General Information.

1 Poncy 3

Ehgibility 3

General Categories.

4 Purposes 4

Types 5

Sources of Training Courses 6

' J Ac:aiiniuration 6

Training Contacts 6

Application for Training 6

f4RC Training Contacts.

8 TJRC Form 368,

• Training Request and Authorization" 9

fJAC Form 36BA,

• Evaluation of Training" 11 Section il Interagency Courses 13 Office of PersonnelIAanagement.

15 Regional Training Cente:s.

15 todependent Study 15 Executive Development.

15 p[

General Information.

16 Administratwe Careers Training Division.

16 Interactive Learning Center 16 TAicrocomputer Processing.

16 O'fce fAanagement 16 l

Program and fAanagement Analysis.

16 Fersonnel and Management Training Division 17 Administratve TAanagement 17 Communication 17 Employee Beref;ts.

17 Employee Rotations.

17 Equal Employment Opportun:ty.

17 Financial fAanagement 17 General Pesonnel fAanagement.

17 Labor Rctations 18 fAanagement 18 fAanagement SLdls 1B Personnel Sta'fing 18 Posmon Classifcation 16 Supervision 18 Training and Development 18 fiational Independent Study Center 20 Computer Skills Trarning.

20 TAanagement, Communication. and Technical 20 Personnel IAanagement.

20 General Svvices Administration gGSA) 20 Facil tics TAanagement.

20 Inf armation TAanagement 20 Log:stics fAaragement 20 fAetric Apphcations 21 TAicrocomputer Apphcations 21 Procurement fAaqagement 21 sii

Page Secunty FAanagement

..... 21 Totat Quality fAanagement

. 21 Transportation fAanagement.

. 22 Travel IAanagement.........

22 U S. Department of Agriculture Graduate School.

22 Section til OP in-house Training.....

23 Section IV information Technology Services Training Laboratory

.... 29 Section V Individualized Leaming Center.

33 Section VI Executive /fAanagement/ Supervisory Development Courses 37 Executive Development 39 Executive Potentia! Program for IAid-Level Employees..

. 39 Women's Executive Leadership Program.......

39 NRC Supervisory Development Program.

39 fAanagement Development...

41 Supervisory Development..

43 TJRC Supervisory and fAanagerial Development Curriculum......

45 Level 1 - fAandatory Basic Supervisory Core Cot.rses 45 Level 11 - fAanagerial Skill Building Courses.

45 Leveilli-Pubtrc Administration Courses.....

45 Section Vil Training in Administrative Skills....

47 Facilities fAanagement 49 Logistics fAanagement..

49 fAanagement Support.

. 49 Personnel Management.

52 Procurement fAanagement 55 Securtry Management.

SS Total Quality fAanagement.

56 Transportation Management..

56 Travel Management.

56 Using the Computer 57 Writing 59 Section Vill Specialized Technical Training 61 Section IX Probabilistic Risk Assessment (PRA) Technology Transfer Program...

65 Section X Organizational and Individual Development Programs.

69 Organizational Development.

71 Individual Career Counseling..

. 71 Career Development initative.

71 Section XI Agency-Sponsored Graduate-Level Programs 73 Multidisciplinary Programs Systems Analysis and Management - George Washington University 75 Technical Management - Johns Hopkins University.

75 Technology fAanagement - University of Maryland 75 Engineering Management - University of Maryland 75 NRC Graduate Fellowship Program.

76 NRC Senior Feliorship Program 76 Section Xil Programs for Secretanal/ Clerical / Administrative Assistant Employees 79 Certified Professional Secretary 81 Administrative Skills Enhancement 81 Computer Science Development 82 w

1 SECTION I GENERAL INFORMATION l

,9

SECTION I Executive instaute, Executive Seminar Cercers, Drookings, and Harvard.

GENERAL INFORMATION (8) OP nominates ind;viduals. Facihty determines acceptance.

POLICY (9) If trainee cannot take the requested training. OP shall be notthed immediately, 11 is the NRC training policy to provde. within available funding, the maximum feasible amount of training to the (10) All canceMations shan be made through the NRC j

broadest spectrum of employees at both govemment and OtSce Training Contact to OP and in su"icient time so nongovernment facMies. The purpose of NRC training is to as to avod payment by NRC, if impossible to cancel, improve employee job perfor mance, prepare employees for a subst:tute should be found by the c*Sce requesting futu'c dJtics, and Luppud ii se iEC's commnment to equal fi ns irmning-employment opportunity (EEO) and upward mobibty pnnciples. This pokey encourages managers at ati levels to (11) Once OP authonzes a particular course, no changes recogn:2e the training and development needs of their are a: lowed witnout approval from OP.

personnel within the context of the agency's overall requirements. In carrying out thts pohcy, there are certain (12) All requests for train:ng shall te subm;tted to OP at laws and regulations which govem.

least six weeks (earher, if possible) before requested date of desired training, (The Office of Personnel Statutorily, we can, and do, authonze training which is fAanagement (OPM) requires tqat requests for training relevant to the performance of an employee's current or be received five weeks before the starting date of the future duties. As a ma'ter of policy, if appropnate and full course.)

justification of relevancy is provded and funds are avaitable, NRC will authorize the training reauested (13) All requests for training (on Form 3GB) must be typed, according to the provisions of the Government Employees Training Act and Chapter 410 of the Federal Personnel (14) Employees shall evaluate al1 government-pad training

!Aanual it is required that there be an apparent or within two weeks after completion of training. Such documented relation between the training being prov'ded evaluations are sent to OP through the training i

and the duties of the employee or the needs of the agency.

contact, as noted on NRC Form 3GBA, ' Evaluation of Training.' (Form 3GBA is found on sheet 4 of Form Chapter 4150 of the NRC Manual desenbes NRC's training 368.)

pohcy and procedures. Appendices to the chapter cover the intem, Upward Mobihty, and Executive Development (15) Travel expenses are not pad unless training is Programs. Guidance on training is outhned here:

scheduled during employee's regular hotrs of work.

(1) NRC wiu no' pay for books unless they are an integral (10) Developmenta! training is not authorized for non-part of course costs.

. technical COOPS and sumrner hires (2) NRC cannot pay for expenses related to obtaining a (17) Training is authorized for permanent par 1-tme degree (i.e, thesis costs, higher tuition costs for employees, derfee canddates, etc.).

(18) Training in non-government fasties generaMy is not (3) NRC wiu not pay for occupation cert.fications or authon cd for NRC employees with less than one-yea examinaton fees such as: CPA, CSS, HP, CPS, PE.

of service (see below).

Couses leading to occupation ce tihcabon may tw authorized, I? job reievancy cotena are satsfied.

(19) For further gudance on training. See NRC Manuaf Chapter 4150.

I H) NRC will reimburse an employee for training expenses provded the training was approved and authonzed by OP before it began.

ELIGIBILITY (5) Proof of atterdance must be provded to OP upon All NRC employees with one ycar o' current, continuous completion of alt reimbursed trainin9 civihan service are chgible for job related tra:ntng in non-government facihties. ("Conunuous civihan service for (C) NRC will authorize training in fundamental 9 ms 10' training purposes includes periods of non-pay status )

l lower-graded employees.

However, there are some types of training that are essenu'

]

to carrying out the NRC's mission even though an indivdua!

(7) OP does not monitor requests for trainng to assure may not have met the one-year service requ:rement. In that participants get into cou"ses except for special case, the authonzing official may waive the rea atement if programs such as' Congressional Fellowshp postponement of the training would be detnmental to the Program. Senior Fetlowe. hip Prog am. Graduate NRC's interest. Exampics are training that as Fetlowsh:p Program, Women's Execudve Le dership Essental to protection of 1:te. safety, or p otwny Progam. Execubve Potennal Program. f edara!

3

Essential to law en!orcoment.

e Of Imie or no cost to the NRC other than the An emp!Oyee may not spend more than a total of one year employee's salary.

in training, through non-govemment facihties, in any 10-year period of continuous and non-continuous civilian service.

Part of a formal apprentice training program in a Ttus limitation may be waived when it is in the pubhc willed trade.

interest to do so.

An integral part of a forma!, entry-level, development The following table graphically portrays eligibihty for and pogram.

allowable time in non-govemment training:

TRAINING ELIGIBILITY AND ALLOWABLE TIME IN NON-GOVERNMENTTRAINING Employee Status:

Eligible for Non-Government Training More than one year of current, continuous civilian service.

Yes Less than one year of current, continuous civihan service.

No Less than one year of cunent, continuous civihan service, but postponement would be contrary to tne pubhc interest.'

Yes Service Period:

Allowable Time Fvst ten years of continuous and non-continuous civihan service One year Each ten-year penod of service thereat:er.*

One year

'Determned by NRC authoriang official.

2tday be wwmd when in the public interett to do so GENERAL CATEGORlES fechn*9ies (weiding, concrete, eiectricai) reiatee to the inspection of construction and operations activities at nuclear power facilities.

(1) Nontechnical Training in this category ranges from basic skills for Tne purposes, types, and sources of training are defined by secretarial and clerical personnel to advanced the Office of Personnel Management in Federal Personnel Manual Chapter 290.The current definitions are:

management training and exncutive development courses. The training is in educationaf or functional areas that neither requires nor involves significant knowledge or skill in scientzfic, engineering, or PURPOSES technical disciphnes.

(0) Unknown (2) Technical This category includes the ccientific. engineering (1) PTOgtam/ mis $lon Change and/or other technical training that is customari!y Training to provide the knowledge or skills neced as of'ered by universities and other private, govemment, a result of changes in agency mission, policies, and scientific training facihties. The objective of such programs, or procedures; e g.. training provided social tra:ning is mastery of the general and speciahred workers to acquaint them with new policies and pnnciples of irdividual technical dsciphnes, procedures affecting the chgibility tar, or benef:ts to be accorded, welfare recipients.

(3) Specialized technical Th$ category contains intra-NHC training presentty (2) New technology conducted by the Office for Analysis and Evaluation of Training to provide the knowledge or skills required to Operational Data (AEOD) to satisfy that office's keep abreast of developments in the employee's requnements to: (1) train inspectors and (2) provde all occupatronal field or in a related field; e.g., training in-house training in reactor systems technology provided an employee in the use, maintenance, or requned by other f JRC offices. The in'ipector t a'ning repair of new and advanced electronic equipment, the is primardy concerned with nuclear power plant apphcation of new technology; or advances in the design and opJration and the ponCipal Construction State of the at 4

1 I

(3) fJew work assignment (1) Executive and management Training to provide the knowledge ano skills needed Education or training in the concepts, principles, and as a result of assignmern to new duties ard theories of such subject matters as pubiic pcincy responsibi!: ties, when such trainng is not a part o' a formuta' ion and implementation, management planned career development program; e.g, technical panciples and practices, quantitative approaches to training provided an accounting clerk who has been management, or management planning, organizing, newly assigned accounting technician duties.

and controlhng (e g., Federal Executive instrtute, Brookings, and Executive Seminar Center).

(4) Improve present performance (2) Supervisory Training to provide the knowledge or skills needed to Education or training in supervisory pnnciples and improve or maintain proficiency in present job; e.g4 techniques in such subjects as personnel policies and training provided typists to increase typing speed and practices (including equal employment opportunity, improve accuracy, training in telephone techniques for rrorit promotion, and labor relations); hurnan behavior clerks or secretaries. Miote: Refresher training is and motivation; communication processes in included here.)

supervision; work planning, scheduhng, and review; and performance evaluation.

(5) Future staffing needs (management and supervision)

(3) Legal or medical Training to provide the knowledge and skills neeoed Education or training in the concepts, principles, to meet future staffing needs through a planned career theories, or techniques of such d:sciplines as law and development program in an occupational specialty, medicne.

executive or managerial development program, a management intemship or a training agreement, or (4) Scientific or engineering programs to upgrace skills and abihties; e.g.,

Education or training in the concepts, principles, stenographic training for typists and technical training theories, or techniques of such disciplines as physical, for laboratory assistants.

biological, natural, social or behaviora! sciences; education; economics; mathematics and statistics; architecture; engineering; or foreign affairs.

(6) Development of unavailable skills (product training)

(5) Administration and analysis Training to provde the knowledge or skills needed for fields of work that are unique to the Federal Education or training in the concepts, principles, and Govemment, or to meet govemment staffing needs in theories of such fields as public or business occupations for which the labor market cannot administration; leadership; personnel; FO!A; produce a sufficient number of trained canddates; accounting; labor negotiations; training; Equal e g., Air Traffic Controller or Taxpayer Service Employment Opportunity; logistics; finance; systems Representative training.

Analysis; policy, program, or management analysis; or planning (e.g., Conflict Resolution. Stress (7) Trade or craft apprenticeship To provide the classroom or group portion of the (6) Specialized and technical formal training that, together with guided work Training of a specia!ized or technical nature in the experience, permits the employee to actauire the methods and techniques of such fields as knowledges and skills needed to meet the full investigation, security, police science, supply, requirements for joumeyman status in an procurement, transportation, air traffic control, apprenticeship program.

computer programm!ng, languages, or medical, legat, or scientific support work (e.g., contracts, all wnting (8) Orientation To provde onentation to the pohcies, purposes, (7) Computer technology mission, and functions of the employing agency or the Federal Govemmern for new employees Computer programming and use of computer languages.

(9) Adult basic education (8) Clerical To provde the basic knowledges and skills needed to Training in clerical skills such as typing, shortnard, permit the employee to function in the world of work.

word processing. letter writ:ng, fihng, telephone techniques. proofreading. and records management.

TYPES (9) Trade or craft, orientation, and adurt basic education Training in the knowledges and skills needed in such (0) Unknown fields as electrical or electronic equipment installation.

5

t maintenance, a repair;icoi and die making, weidin9:

ADMINISTRATION carpentry; or ponting. Training of a general nature to provide an understanding of the organiraeon and in considenng the development of 1:aining budgets and the mcuans of the Federal Govemment or the employing order for satisfying training needs, the following priority of agency, or a broad overview and understanding of M

e@ Wr matters of pubhc pohcy, such as the policies relating 7

to Equal Employment Opportunity, retirement, I

Federn!Iy Employed WomertBlacks in Government in tM my

t. scal year to pevem a d.aeg m dcctm Conference. Education or training to provide basic i

compctonce in such subjects as remedial reading, mission accomphshment. This includes training which grammar, anthmetic, hp reading, or braille.

is required by ski!Ied employees through development programs and which, if deferred beyond the ensuing fiscal year, will have an adverse effect on mission accomplishment in the period following.

SOURCES OF TRAINING COURSES m Training snat is required to provide for systemat c replacement of skilled employees through developmental programs and which, if deferred beyond the ensuing fiscal year, will have an adverse Training courses administered by OP generally fall into five effect on mission accomplishment in the period categories:

following.

(3) Training that is not required for an employee to (1) in-house perform at an acceptable level of competence, but which may increase his or her efficiency and Conducted in-house in NRC facilities (such as PRA.

productivity and enhance the employee's opportunity T1C, and ITS courses).

for advancement in the agency. This training will be accomplished, but generally after tne foregoing needs have been met.

(2) Government Ali programs conducted by government agencies otner inan NRC. These programs are not conducted in TRAINING CONTACTS NRC tacihties. (Examples include: OPM, FEMA, GSA, N!H, Foreign Service institute, Naval Material Each NRC office has a Training Contact who has the Command, and USDA Graduate School.)

responsibility for:

(1) Coordinating training activities (3) Society (2), Advising OP of training needs Au programs conducted by such type organizations as American Nuclear Society (ANS), ASTD, Brookings-(3) Implementing individual and office training etc. These programs ate not concucted in NRC requirements by providing lists of courses to faciht>es employees and supervisors. A hst of Training Contacts is given on page B.

(4) Commercial A9 programs conducted by "for prof.t* Organizations.

APPLICATION FOR TRAINING (Practical fAanagement Associates, Dale Camegie, Fred Pryor Seminars EG&G, Combustion The procedures for making an apphcation for training vary t

Engineering, etc.). These programs are not conducted according to course sponsor.

in NRC facihties.

4 in-house courses:

(5) Colleges and Universities (1) Course availabmty is generally promulgated by training announcements. Complete the form to All programs conducted by public/ private indicate interest supervism approvat, employing colleges /pnior colleges and universities. These P

programs are not conducted in NRC facihties.

(2) Courses are conducted on an " invitation

• basis. These Regardions of which agency or institution conducts a are courses for employees who are required to course, nomination of NRC employees is arranged by understand a par 1icular process. Announcements are OP/ODT. The facility notifies participants of time, date, and sent to all employees, who then submit ineir requests i

location. as soon as arrangements are completed.

for the training to ODT after obtaining written Participants must formally register for all local university permission from their supervisors on the form provided courses.

on the back of the announcement.

6

All other courses (Headquarters ernployees):

and provides b,!hng instructions to the provider. The General Services Administration (GSA) and OPM receive An employee must complete a Tra:ning Request (NRC cop es of Form 368, but no form let*er (GSA-S copies.

Form 308, sample form shown on pages 9 and 10) and OPM - 6 copies) forward it to OP/ODT tnrough the employee's supervisor and Omce Training Contact.

Form 368A, "Evaluat.on of Training" (see pages 11 and 12) is sent in the NRC Office Training Oontact for the employm, form 368 is usca to request, cpprove, avinorire, obbgate, along with a copy of Form 3GB.

and record training The process is given below:

(1) Employce in,tiates the form, supplying a:1 inforrnation.

Training courses in Regions:

including Social Secunty number.

Similar procedures to those in Headquarters exist for each (2) Employee submits form to supervisor for approval and region. Training contacts follow the instructions provided to signature.

them, using the Headquarter procedures as a guide.

OP/ODT receives a copy of each Form 368 processed in (3) Supervisor submits form to D: vision Director of the region.

designated office (Approving Ofhcial).

W The form is sent to OP/ODT where it is date stamped After completion of the training:

and assigned a training request number.

(1) The employee should evaluate the training as soon as (5) An OP cfscial authonzes the training.

possible, but not later than two weeks after completion of the course, and return the evaluation (6) An OP c%cial obhgates the funds.

to OP/ODT, W-316, or the regional training contact, as applicable.

(7) The form is returned to OPiODT (MS W-316) for final prococsing and d stribution to the training provider.

(2) Upon receipt of the evaluation, the original training request will be filed in the employee's official A forrn letter and one copy of Form 368 are sent to all personnel folder (OPF). (Reg:ons file their copy; OP pnvate training poviders The ;et+er authonzes the training files the Headquarters copy.)

'I

f4RC TRAll41tJG COtJTACTS Office Telephone Contact Mail Stop ACRS, ADM, ASLBP, (301) 492-4241 MNBB-2104 OPP, IRM, OC, O1G, SBCR CA, COM CONS, EDO, OCAA, (301) 504-1522 OWFN-15H1B OE. OGC, 01, SECY, SP NMSS (301) 504-2676 OWFN-6A4 NRR (301) 504-3022 OWFN-13H7 OP (301) 492-8232 W-450 RES (301) 492-3636 NL-007 Regional Offices I

(215) 337-5352 11 (404) 331-4177 111 (708) 790-5751 IV (817) 800-8281 V

(510) 975-0320 TCC/Chananooga (615) 865-6520 ITS Training Lab (301) 492-4744 W-306 (Computer Training)

'The FTS number and the commercial number are the sah.

8

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THE AtffMORLZADON TO OB(Aitt GRACf fMF0FnMaTf0N CiftFCTLV FfeceA THE E DUCATFistf111&tN90sn f ACMITV.

(2) HEGISTRisTION be.,NAr a -t wiuvu vaii (3) OTHER (Stiec M z

e*i(ww o e *,m w e%*u sa u DihtCT 0051 SUHIOTAL

)

cr/ Des - wiE& ATE MC SVPTC%

l D. INbblCT CO$l$

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1. st (1) TRAVEL COST (A) M R DIEM

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4.

t<nueubte temsnmw es Aut*KAlt o ba T E j

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TRAINING COETE FT ATFD GN C.1 A (2) OTHER $;*cN sarunnerse - evNtieseu ornCsAL op/ps'o INDtRECT COST SUBTOTAL TOTAL DIRECT AND

"-G.

Ed1UNG INSlHUCliONS't OR FFI6 VIDE'H OF TNAINtN[ ~

~

INDmECT COSTS 5e r== ramr* reve** ed= s,s w (M a= *=* = ==== *===

(*= ** f.a -

_D. DATL5 HLCL fVi Df1RAN5MITTLD._.._._ _ _ _.

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DA't '84Cuinw W FensAn.fi BitUNG ADDRELS. DYSION OF ACCOUN11NG AND FINA?C MAIL STOP MNBB 11104 f

E. T UNDtNG SYMfiDLS OTTICE OF THE CONTROLLER

, u a --

2 m -. - m

-

• - u man' Al U.S. NUOLE/J1 HEGULATORY cot 4MCION l

-- 84-20 410200 2510 7 84-31 M 0001

____)'

l WA';HINGTON DC 20'A$finO1

.er so a:n.s nom NRC Form 368.

• Training Requmt and Authorcation?

9

l H. CONTINUED 5tRVICL AGREEMENT NOTE; TNs enement rnust t>e s'awd_ty the nommec for all non-covemment t amme tnat eneeads M hourt.end im which the Govem'r>ent aftvovas paymem of t*amina rests before such t<ernjfg.Aegjr1 Nothmg onntamed in this section shall be cxmstrued as hmeting me authonty of an aDency to uvanve, in whole or m past, an abl gation of an employee to pay esponses incurred by t%c Govemment hn connection wipi the training-1.

s AGff E treL won se of we Gmmereesdeponene6 kwntg esented > en e! sow 10 awerg days, dweg odes.h t>ne e peepenerissene essesemeng ee.mbuseemmens esis te eso et e i rwe== en ery eme=g ** t.eae., emana. tem ew. ei p egany sees i.mee made e e ses w yin ties ea.e ce anske, e acsHE t to soy we emaws os

-empree ne m veh o' tre pamsne eme s e i eia no weary can,se tron-g comw. i eyes w e u s c. 4,oesem ansee.pa e em covemmem m one empo, r

we we esency tm e eenene eg.nel to se augm ed seaning, au m no some sees een==

mordh. (neo neegWe el get 4evne t weisrq in ene mismter ed Ap.e e sped m Ctese er e8th ee 4 4 emesesione eel any arounutes olhka pey to eup to (te egency es a goens W wiy tenise en s

wemser. w mngm W km em ww ng an e house er wh seg er 1.wr*g, i., w a mr see to men we wme av eue ereeme.e um me wwwd tiom any sienes aws ne er mwm,n er 40 hans e eeoQ scTL ser me ewmee m se eg.eement, we w.m

== G emme e. w may te sace. wee t,y sucei nia. memwn u e,o appe a t, ame

• evancy wswo io we employmg ewpeu.= tmah en en Eme ssene tes ame e oc e o.awetimene, rei ne e esame,v es ah an myemannet s a pum>tn acintr to easem app e.ei mac my ostumeg6an appo w carmea sor any senw=ed shee*

• mr apeeewed poinmg pegem v anang==see one sched mo esianges, a e i emwswa, me. ice e,ency in oe zwnram g e= ewee e' wwice ege.d m e nem t wmormeee er :

. and mesesed umee v

nieve, e ame t no w. mews ihe epomy sw em taiten a posses me.. noas e,e w,w speoe: oupone.e S XCh0PdG SALAW) pond en eseweetion edin my tie,ewg Trees 4

8 ereno.dedge Shel Ehle speemed dose ste op any eey commen se Geuomme*3 to eenimus e

1 we sonocese e mem c e my.... s e.nde.we,o ehet, e ese is e t ene'= ef my se m endgenne to en wis.

FoceseF egency es eiher ergenlaeien m a=sy troerich of ese Gaumenmosit, she ag*eemoWe m i FuMTrit H aoft1 THAT, e i encuniede teous se egency to emer the esemne el ennthof esme 4., I, and a of aus eoCilon edit semen m eence,annt i hows eenpeise way et4 esed 3

r 9

Isee't agossey er other ergerceston e any turench er we ed tseenies urnpessg eenene enh viet spies egent'y es operitualm r'

the seems W n=*e eeses w em een t emwe i em pee m wsemw.nn wmw. maene er tunnistL - Emcwt E l csATE I

L SPEClat REQUIREMENT

t. GLNEFML OR EPECIAL WAlWH OF ST ATUTORY LIMITATIONS FOR EMPLOYLES WITH LESS TMN ONE YEAR OF CURRENT. CONTINUOUS CMUAN SERVIOE, (Only tot trairung through non-govemment facihties. Refer to NRO Management Directive 10.77 ) Postpwoment of training es coritrary to the pubile interest for the following reason {u).

Traming is essential 10 protection of life, safety, or property.

Training is essential tu taw ontorcement activitees.

Traming tnat employee can take at little or no cost to NRC, other than saiory expenses.

Trainmg snat is retaiwy short, eighty spoe.aiad. very ciosey ;otmieted, and of immediate applicat on.

Trainerig that es an enteosal part of a formal, entry.levei, cevelopment program (e g., intem prograrvt.1ellowship program, etc.).

Check appropriate box samuia-ruemmn i past Supervisor I

ard sign for waiver J. FRAUDULENT CLAIMS Double payment of Educational Allowances Nortnally 38 U S..C.1781 prohitnts educational assistance by the Veterans Admirustratron (W to a veterari who ts attendmg e course of education or traenmg paid for under the Govemment Employees Trauning Art (GETA).

FRAUD. The following apriscable Federal Statutes provide enminal sanctions for wutfut fraud: 38 U.S.C 3502 (Frauduient receipt of funds t orn VA;.15 U.S.C.1001 (Falso statement or representation to U L), and 18 U.S.C. 287 (Making tatse, tict tious, or traudulent claims to the U Sl K. INSTRUCTIONS Prepare tres form for att trainng requests.11 the regaester es handicapped or disabled and in need of special arrangements (brailing, taping, 1.

'nterpreters, facihty accessibiMy, etc.), deser be the special arrangements on a separate sheet and attach it to this form NOTE: The requester es not required to farnir.h th+s ir formation His/her signatu o on the dent,r ptive sheet indicates agreement to release 61 to training facilit:es.

2. Retam the EMPLOYEE PEND'NG copy, and forward the set. complete mth required effa approvals. through the office training coofdanattv to ite O'f.ce of Personnel, for Headqaarters employees: and to the Regional Personnel Oncer for regional empicyees

3. After the reqwret is reviewed and approved by the Omco of Personnet/ Reg;onal Forsonnel Officer, an Authortration tor Tramirig letter is seet to the j

Trairiirig Proveder. A copy at the NRC Form 3f 8 and evaluation form (NHC Form SU.A)is sert to the employee.

PRIVACY ACT STATEMENT Pu"aant to 5 U.S C. ter.{a;D). enacted into ta= py Section 3 of tr e Pnvacy Act of 1974 (Pubhc Law 93 579). the followmg statement is fure.hed to mdmduats who supply informatan to the U S. Nuclear Reputatofy Commission on NRC Form 368. This information is maintainsd in a system of records dersgnated as NRI 11 and NRC 19. and described at 55 Federal Arrster 33963 (August 20,1990), or the most recent Federaf Flegister pubication of the Nuclear FeeDulatory Commir,sion's *Reput>hcation of fifstems of Feneceds Netsces* that is available ut the NRC Public Document Room, Geirnan Building, ther level,2120 E Street NW, Wanhmston, D C t

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PHeeCIPat PUnPoSLtSL Th. trdomeensart. rotes.O.n the form e. mise to efDrvtDonL OF 980T PetoVIDiNG INFOrgasatloN:

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.sc ronu ar.a ter,a NRC Form 368, ' Training Request and Authorization * (Continued) 10

US NUCLEAR PLGULA10RY COMMIS50N lWsTasthum >Mn T

IEi6fDRM Sf4A n a.,neun aac **t ^"* ~'

aa ME7 EVALUATION OF TRAINING l

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PROVIDE YOUR EVALUATION OF TRAINING ON THE REVERSE i

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NfC fffeA M.&A (15 &$

TJRC Form 368A. *Fvaluation of Training' li

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l C. EVALUATION OF TFIAINING

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D I4 ST ATE D DEUE CTf/E ACCOMPUSHED vis t**muy era esef arsv.An,z i

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7. APf*LCABILfTY OF' SUEUE CT MATTE R TO THE Jos su,w. irmt

- aaremin e seresasumf ect a.,u:asts E. RECOMMENDATION TO COLLEAGUE S

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9. MEETS CAREER DEVE LOPMENT PLAN

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4 WHET.8f 8t D.SCL D9.UHf It saaesnaTDRV Ost WOLLNtTap,v AN t.PWCT ON W4DWID.L. SAL rap esty? 8' FED.w i.G I.,NrustamaT108t. 5-o,u a.,y P D,l'.".,lu.n.e h D s 70

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• • .:tures w u po..a NRC Form 368A (continued) 12 i

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F l

SECTION II I

f I

INTERAGENCY COURSES I

i l

4 I

SECTION 11 REGIONAL TRAINING CENTERS INTERAGENCY COURSES Courses identcai or simaar to tnote hsted in tnis cataiog are l

available through OPM's regional training centers. Call the

{

appropriate regiona! cmco for the center's schedule and 4

program content:

l 4

OFFICE OF PERSONNEL l

MANAGEMENT Ananta Regionai Training Center i

U.S. Offce of Personnel Management The Offce of Personnel Management (OPM) offers a wide Rchard D. Russell Federal Building l

vanety of training and developnent courses. It issues a 75 Spring Street, S.W.

j training catalog with Drief course descriptions. The Training Atlanta, GA 30303-3019 l

l Contact in each NRC Headquarters offce has a copy of that Phone: (404) 331-3488 OPM catalog.

Chicago Regional T raining Center q

U.S. Office of Personnel Management i

The couscs are listed alphabcically by functional areas.

John C. Kluczynski Federal Building f

This manner of listing makes it easier to locate the specific 230 S.

Dearbom Street,

30th floor area in which training is desired. (Page number refers to Chicago, IL 60G04 l

page number in the OPM catalog; the course number Phone: (312) 353-2919 1ollows the course title.)

i DaMas RegionalTraining Center l

Nominations for training should be typed on NRC Form m

S 368.

Da!!as.TX 75242 Phone: (214) 767-8245 l

The mailing address of the OPM facihty should be typed (as j

shown below) in all capital letters without punctuation (in Philadelphia Regional Training Center the facihty box) so the training request can be sorted U.S. Of.' ice of Personnel fAanagement f

automatica!!y by the Postal Servce.

Wm. J. Green, Jr., Federal Budding 1

600 Arch Street OFFICE OF PERSONNEL MANAGEMENT Philadelphta, PA 19106-1596 CENTRAL REGISTRAR-OWTDS Prone: (215) 597-2527 j

(Indicate course code, e.g.,21CM)

P.O. Box 7230 WASHINGTON, DC 20044-7230 San Francisco Regional Training Center j

U.S. Offce of Personnel Management i

120 Howard Street,2nd Floor

[

MANAGERIAL AND EXECUTIVE San Francisco, CA 94105 l

l DEVELOPMENT TRAINING Phone: (415) 974-7700 1

The following OPM organbations provide manageriM and INDEPENDENT STUDY executive development training:

Students can benefit from more than 30 OPM courses in the i

cm n Mh domes r w es at h urs that Federal Executive Institute (FEl) accommodate their schedules. For more information, Federal Executive instdute 1301 Emmet Street i

i Charlottervdle, VA 22901 National independent Study Center f

i Phone: (804) 980-6200 P.O. Box 25167 i

Denver CO 80225-0167 l

Management Development Centers (MDCs)

Phone: (303) 969-5800 j

Fax: (303) 969-6439 Westem Management Development Center 1405 Curtis Street i

Denver, CO 80202 l

Phone: (303) 844-6184 EXECUTIVE DEVELOPMENT 6

f Eastern Management Developrnent Center OPM offers a wide range of Executive Development j

c/o Brunswick Hotel programs and servces through ets nationwide program Chestnut & Queen Sts.

offce, the Training and investigations Group. Please cati the Lancaster, PA 17603 following numbers for information and assistance:

Phone: (717) 399-0112

)

i Central Management Development Center Warren's Eecutive Leadership j

301 Broadway Street Prograrn

.(202) 632-5109 l

l Oak Ridge, TN 37831-3515 Executive Potentia! Program for l

Phone: (615) 576-1730 Mid Lcvet Employeen

.(202) 632-5109

,5 i

i

GENERAL INFORMATION Page 3-37 Computer Secunty Hisk Management,24CB 3-28 Introduction to C Programming,24FR OPM must receive nominations at least fue weeAs before 3-33 Introduction to DBASE lil Plus,24TR the course begins. OPM can sometimes accept late 3-34 Introduction to dBASE IV,24DK i

nominations. If the nomination deadhne has passed, call 3-28 Introduction to Desktop Publiahing Using OPM to see if there may stiH bc "oom in the program.

Wordperfect. 24DL 3-29 introduction to Job Control Language (JCL),24LM The canceHation deadhne is two weeks before the start of 342 inuodem to WM bM, M 3-33 Introduction to LOT US 1-2-3, Release 3.,24SU any OPM couse. That is the latest date nominations may 3-30 Intmductim to Ecmmmputers, oBF be canceled without charge to an agency. If an emergency in b G% M anses and the agency cancets a'ter the deadline, the 3-27 Intmddm b Womect. 24W agency will be billed. The nomination will then be held for j

3-30 crocomputer Literacy for Fronthne Employees.

l the next course on a space-available basis. The apphcant will be notified by OPM. Apphcant should report to class 3-36 PC Repair and Preventive Maintenance for the only a'ter notification has been received from OPM.

End-User,24UN 3-35 Programming in dBASE IV,24UL For other information on courses in the OPM catalog or i

other services. call the appropriate OPM training i

organtzation in Washington, D.C.

Office Management - (202) 632-0338 The following courses are otfered by OPM and may be 3-38 Accounting for Sectotanal, Administrative, and found in the OPM catalog. Page numbers are the page Clerical Personnel,23DA numbers in the apphcable facihty catalog. Course numbers 3-38 Basic Statistical Apphcations,23LS follow the course title.The NRC Guide indicates additional 3-39 Better Office Skills and Services,25AA opportuntties for training at other government facihties. The 3-39 Letter Writing for Secretaries,25AM other course listings are provided to assist NRC employees 3-40 Mathematics for Support Sta'f,23MK in their efforts to obtain appropriate training.

3-40 Office Management,25AD 3-41 Planning for Career Development,25AZ 3-#'

ist Using Graphs, Charts, and ADMINISTRATIVE CAREERS

$[2kD TRAINING DIVISION 3-42 Problem Solving,25AT 3-42 Professionalism in the Office,25AB 3-43 Project Management for Secretaries. 25AX Interactive Learning Center -

3-43 Quality Service to the Public,25HA (202) 632-0338 3-44 Seminar for Executive Secretaries,25AC 3-44 Stress Management for Support Staff 25BB Page 3-45,.

Telephone Techniques; The Communications Connection,25BB j

3-57 Beginners Guide to Personal Comput:ng,24WH 3-45 Time Management for Support Staff,25AW l

3-58 Comprehensive Lotus 1-2-3, Release 2.2,24WL 3-57 Computer Literacy,24WJ 3-58 dBASE IV. 24WM Program and Management Analysis -

3-59 Leade-ship 24WO (202) 632-6047 3-55 Math,24WC 3-SG Reading,24WF 3-57 Running MS-DOS Learning System 24WK 3-46 Advanced Management Analysis,23FE 3-55 Telephone Techniques,24WD 3-46 Continuous improvement: TOM Principles and 3-57 Typing Made Easy,24WJ Practices,23OK 3-47 Data CoMm and Analysis,2E 3-58 Wordperfect 5.0: Beginning through Advanced Ski!!s,24WN 3-47 Elements of Management Analysis,23GH j

3-59 Wordperfect 5.1: Basic Skills and Advanced 3-48 gow to Facihtate Process improvement Teams, s

rx

p. 24WN 34g 3-48 int oduction to Program Evaluation,23GV 3-49 Management Advisory Techniques: Consulting Skills,23FN Microcomputer Processing _

3-49 Managemmt Anaysis and Review,23FL l

(202) 632-0338 340 Management Control Reviews,23DL i

3-50 Managenaf Decision Ana!ysis,23FB 3-51 Measuring Efhciency in Government,23GT 3-34 Advanced dBASE HI Plus,24UZ 3-51 Organizational Study and Design,23AK 3-35 Advanced dBASE IV,24DB 3-52 Statistical Process (SPC) for Government Services, 3-32 Advanced LOTUS 1-2-3,24TB 23FB 3-31 Advanced MSDOS,24VN 3-52 Statistics for Management,23LM 3-27 Advanced Techniques in Wordperfect. 24DD 3-53 Techniques for System 3hc AnaQs,c and 3-36 Computer Secunty Awareness. 24CF tmptovcment,23F D 16

PERSONNEL AND MANAGEMENT Page TRAINING DIVISION 4-20 Professional Development Seminars,26SL L 20 Supervising Performance, Conduct. and Leave, 26RY Administrative Management -

4-21 Symposium on Employee and Labor Relations, (202) 632-0338 26PC Page Equal Employment Opportunity -

3-4 Administrative Officers Seminar,21CM

( 02) 632-5636 3-4 Administrative Systems ard Procedures,23MQ 3-5 Certifying Officersc Your Rales and Duties,23DZ 4-3 Advanced EEO Counseling,22UF 3-5 Introduction to Voucher Examination,23AR 4-3 Basic EEO Counseling,22UD 3-6 Project Management: Planning, Scheduhng, and 4-4 EEO for Advisory Commatee Members,22VB Control Methods,23GY 45 EEO12w: Its impact on the Federal Program,22VI 4-4 EEO Personnebsts,22UX 4-5 Federal EEO Affirmative Employment Program Communication - (202) 632-6047 Planning,22UA 4-10 Federal Women's Program,The: A Workshop.

5-16 Advanced Briefing Techniques,25DC 22UH 3-7 Assertiveness Skills,25ED 3-7 Basic Communications Skills,25PD 4-10 Hispanic Employment Program, The: A Workshop.

3-8 Constructive Conflict Resolution,25HE 22UU 4-6 Introduction to the Federal Equal Employment 3-8 Editing, Cope,25PK 3-9 Editing Your Own Writing,25PM Opporttnity Program,22VK 3-9 Ef'ective Briefing Techniques,25DF 4-6 investigation of Complaints of Discrim, nation,22UL i

4-7 Managing a Multicuttural Workforce 22UE 3-10 Effective Enghsh Workshop,25DM 4-7 Personnel Management for EEO Staff,22UM 3-10 Effective Listening and Memory Development,25DK 3-11 Effective Writing Skills,25DN 4-8 Preventing Sexual Harassment in the Federal 3-11 Essentials of Enghsh,25PH Sector,22VU 3-12 Fundamentals of Wnting,25EA 4-8 Processing Complaints of Discrimination,22UC 3-12 Interpersonal Communications,25EH 4-9 Role of Supervisors and Managers in EEO, The, 3-13 Interviewing Techniques,25EG 22VV How to Learn,25PF 4-11 Selectise Placement of Persons with Disabihties: A Learning' Meetings Work, 25DG 3-13 Making Seminar for Coordinators,22FO 3-14 3-14 Managing Other People's Writing,25ET 4-11 Veterans' Employment Program: A Workshop, 3-15 Proofreading,25AN 22U0 3-15 Read On,25PE 3-16 Report Wnting Wor.sshop 25DD F nancial Management - (202) 632-0338 3-16 Speech improvement,25DI 3-17 Stress Management,21DI 3-19 Appropriation Law Seminar,23AU 3-17 Technical Wnting,25DE 3 19' Automated Accounting Systems,23AO 3-18 Techniques of Negotiating. 25HG 3-20 Budget Analysis Workshop,23DK 3-18 Writing Effective Letters. 25DA 3-20 Budget Estimating Techniques,23DB 3-21 Budget Decution,23BM

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3-21 Ndget Fonnuladon,23M

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Employee Benefits - (202) 632-5636 3-22 Budget Pree.entation and Justification,23AT 3-22 Cost Accounting for Government Contracts,23CN 4-12 Basic Employee Benefits-CSRS/FERS,26SE 3-23 Data Handling for Budget and Accounting 4-12 Planning for Retirement for Law Enforcement Officers,26RL Technicians,23DR 3-26 Federal Budget Process,23AP 4-13 Planning for Retirement Seminar,26RL 3-23 Government Bookkeeping and Accounting (,23AB 4-13 Retirement Benef:ts for CSRS Employees,26SJ 3-24 Government Bookkeeping and Accounting II,23BJ 4-14 Retirement Benefits for FERS Employees,26SK 3-24 Introduction to Financial Management,23BC 4-14 Social Security for Federal Employees,26SH 3-25 Practical Problems in Government Accounting, 4-15 Thnft Savings Plan,22TF 23AL 3-25 Pg,aration of Financial Reports,23LB Employee Relations - (202) 632-5636 3-26 Wnting Ef'ective Budget Justifications,23DN 4-16 Adverse and Conduct-Based Actions,26RP General Personnel Management -

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/sgency Administrative Gnevance System,26SD (202) 632-9772 4-17 Basic Employee Relations,26RK 4-17 Case Preparation and Presentation Before MSPB.

4-22 Introduction to Personnel Management,22AA 26RZ 4-22 Perfonnance Management: Coaching and 4-18 Drug-Free Federal Workplace, A,21RS Appraisal,22BP 4-18 Emplope Asc,istance Program,26RR 4-23 Performance Management: Individual Performance 4-18 Performance-Based Actions. 2GRO Planning. 22CF 4-19 Flexiplace: A Workshop for Superusors, Fmployees 4-23 Personnel Mar agement Evaluation: The Onsite and Personnel Speciahsts,22F X Survey Method,22AJ 17

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4-24 Personnel Management for Personnel Assistants, 4-39 Detegated Competitive Examining Authority A

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4 22AH Workshop,22FL 4-24 Personnel Management for Supervisors and 6-24 Federal Women's Programs The: A Workshop, 7

Managers A Workshop. 22AQ 22UH t

l 4-25 Preparation and Review of Personnel Actions 6-25 Hispanic Employment Program The: A Workshop, j

Workshop,22FU 22UU j

4-25 Prococcing Personnel Actions: An introduction, 4-40 issues Seminar for Senior Sta*firg Specialists, j

22AW 22FM t

4-26 Psychology and Management of Human Resources, 4-40 Job Analysis for Sub oct-Matter Experts,22GE l

22AM 4-41 Job Element Examining,22FD I

4-26 Using the Federal Personnel Manual. 22/J 4-41 Merit Promotion Principles and Practices,22Fl 4-27 Workshop in Personnel Management for 4-42 Personnel interviews,22FF Administrative Officers,22AT 4-42 Personnel Staffing for Administrative, Clerical, and Secretarial Employees,22FG i

4-43 Personnel Staffing in the Federal Government, Labor Relations - (202) 632-5636 22FW 4-43 Qualification Analysis,22FK 4-28 Arbitration Workshop,2GCA 4-44 Reduction in Force 22PT j

4-28 Basic Labor Relations,26AB 4-29 Building Productive Labor Management Relations, 2GCS Position Classification - (202) 632-5636 4-29 Iltbor Relations for Supervisors and Managers, 4-45 Basic Position Classification,22JA i

26AA 4-45 Classifying Computer-Related Positions,22JF 4-30 Negotiating Labor Agreements,26AC 4-46 Federal Wage System, The,22JX 4-30 Prdessional Development Seminar,26AJ 4-46 1ssues Seminar for Senior Classifiers,22JB j

4-31 Symposium on Employee Labor Relations,26PC 4-47 Position Classification: Analysis and Evaluation, d

22JP 4-47 Position Classification Evaluation Reports,22JQ Management - (202) 632 '5636 4-48 Position Classification for Non-Classifiers,22JR 4

i 4-32 Continuing Management Education Series,3GJL 4-48 Position Classification: Obtaining Facts and i

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4-32 Effective Leadership Seminar,36JK Presenting Findings,22JN 4-33 Management Seminar The,36JJ 4-49 Position Management,22JC i

4-49 Supervisory Grade Evaluation Guide (SGEG),22JO 4-49 Writing Position Descriptions,22JS Management Skills - (202) 632-5636 l

4-34 Leadership and Women, 36KH Supervision - (202) 632-5636 4 34 Managing Change: Cha!!enge for the 90's, 36KM 4-51 Introduction to Supervision,36JD 4-35 Managing Scientists and Engineers,36JT 4-52 Management Functions and Techniques,36JC 4-35 Planning for Organizational Effectiveness. 36KJ 4-51' Pre-Supervisory Workshop: Is Supervision for You?,

4-36 TOM for Mid Level Managers and Supervisors, 3gjp 36MG 4-52 Supervising Wage Grade Employees,3GJV i

4-53 Supervision and Group Performance,36JB Personnel Staffing - (202) 632-9772 4

4-37 Advisory Techniques for Personnelists 22FP Training and Development - (202) 632-5636 6-24 Affirmative Ernployment: The Federal Equal 4-54 Basic instructional Techniques,22LF

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Opponunity Recturtmem Program,22UW 4-54 Instructional Design,22LU 4-37 Assessment 1: Introduction to Job Analysis,22GB 4-55 instructional Systems Development: The Analysis

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4-3B Assessment 11: Personncl Assessment and Phase,22MA 1

Selection,22FH 4-55 Instructional Systems Development: The Evaluation j

4-38 Assessment !!!. Developing a Rating Schedule, Phase,22MB

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1 22GC 4-57 Providing Career Development Assistance,22MD j

4-39 Basic Sta*f.ng: Foundations and ')rocesses,22FA 4-56 Professional Development Seminars,22LY l

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Transportation to OPM Training To reach the OPM Thomas Circle Training Center (circle 1 on map that follows) by subway, take the Blue / Orange Line to McPherson Square (circic 2) or the Red Line to Farragut North (circle 3). MetroBus Lines 50,52,54, and 56 stop at 14th and L Streets, around the corner from the OPM entrance. Commercial parking is available at several nearby Icna-tions.

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E\\I!lUhI-Abh_"lo}d L~164!qJe3@6[DN pq Key i Thomas Cocle Training Center.1t21 Vermont Avenue. N W.

2 tAcPherson Square /F ranklin Square tAetro (Blue-Orange Line) 3 f arragut North toetro (Red Line) 4 OPM. Federat Bldg 9.1900 E Street. N W 5 Federal Bldg 6. 500 C Street. S W. (Inset) 6 LTntant Plaza tAetro (BluefOrange and Yellow Lines) 7 Federal Center S W. tActro (Bkse/ Orange Line) 19

tJATIOf4AL ltJDEPEtJDEt4T STUDY GENERAL SERVICES CEllTER ADMINISTRATION (GSA) i OPfWs National independent Study Center (NISC) assists (202) 783-3238 government agencies in rnoeting their employee development and training needs tnrough independent study. N!SC can be reached at:

The GSA Training Center (P.O. Box 15608, Arhngton, VA 22215-0608, (703) 557-0986) has expanded its interagency P.O Box 25167 training courses in an overall effort to improve the l

Denver, CO 80225-0167 effectiveness of the government's administratrve and Phone: (303) 9G9-5800 management functions. The GSA Training Center provides Fax: (303) 969-6439 quality training programs to help Federal employees gain and strengthen work-related skills. GSA has a wealth of The following courses from the N!SC catalog are offered to knowledge in information resources management, Federal employees throughout the nation:

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procurement and supply management, real and personal property management, and travef and transportation 7

Computer Skills Training management. The GSA courses provide not on!y pokcy changes in these program areas, but also the reasons Page behind the changes. The training also provides attemative operahng techniques to enhance employee knowledge and 26 Automatic Data Processing (ADP) skills needed to run govemment programs more 27 Computer Keyboarding: How to Type on a Personal cost +ffectively. (Page number corresponds to page number Computer in GSA Training Catalog ) Nominations for courses must be 28 Computer Security Awareness received by GSA four weeks before the first day of class.

29 Getting Started with DOS These courses are listed to enable NRC emphyees to find 30 PC Literacy courses to meet their needs beyond those offered in the NRC Information Technology Services Training Laboratory Management, Communication, and (ITS Lab). If the same course is offered by the ITS Lab, the Technical course must be taken in house.

$n ve rv sIon FACILITIES MA!4AGEMEt4T d

8 Controlling a Un:t Budget 9

Dealing with the Public Page 10 Developing a Budget for a Unit 10 Federal Space Management: Policies and l

11 Ettective Work Delegation Procedures 11 Govemmental Bookkeeping and Accounting 11 Safety and Environmental Management in Public 12 How to Run a Small Project Agencies 14 Math Refresher 12 Shared Energy Savings Contracting foi Federal 15 Practical Statistics Agencies 16 Program Planning and Analysis 13 Space Process Programming and Layout 17 Programmed English Usage 18 Programmed Punctuation 19 Proottending

!!JFORMATIO!4 MAtJAGEMEllT 20 Time Management 16 Effective Directives Management l

21 Working for tne U.S. Govemment: Starting Off Right 17 Effective Mail Operations 22 Writing Analytical Repons 18 Federal Advisory Committee Act Management 23 Wribng Short informational Reports l

19 informat on Resources Management: A Plan for AC' ion Personnel Management 20 Mail Program Management 32 Basic Labor Relations 33 Basic Personnel Management

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l 34 Cdculating Semce Computahon Dates LOGISTICS mat 1AGEMENT 35 EEO-Its Place in the Federal Government 36 EEO Counschng Personal Property 37 Govemment Pay Setting l

38 Managing Problem Employees: A Periormance 24 Basic Elemen+s of Property Management improvement Process 25 Govemment Property Administrahon 39 Personnel Clerk Functions 26 Personal Property Sales 40 Position Management and Classification for 27 Personal Propeny Utahzation end Disposal Supervisors 28 Property Management for Cut 1od;al Officers 41 Posibon Managcment and Posmon Classificahon 42 Preparat on for Rehrement Real Property 43 Reduction in Force 44 Solving Performance and Conduct Problems 29 Introduction to Federal Projects and Histonc 45 Using FPM Supptement 296-33: The Guide to Preservation Law Procestang Personnel Actions 30 Uhhzahon and Disposal of Real Property 20

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I PROCUREMENT IAA!JAGEfAE!JT i

supply t

Advanced-Level Courses Page 31 Fede'ai Suppfy fAanagement: Pohcies and Page Procedures 112 Advanced Contract Administration 32 inventory TAanagement and Economic Order 113 Advanced Cost and Price Ana!ysis Quarmty Techniques 114 Executive Seminar in Acquisition 33 Requisitioning by FEDSTRIP 34 Requismoning by fAILSTRIP 35 Storage and TAaterials Handkng Entry-Level Courses 82 Defne SmaH Puchaw Course @as@, AlfACB3

!AETRIC APPLICATIONS 83 Ethics in Procurement

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84 Federal Acquisition Process, The 43 fActocs: A Correspondence Course 85 Government-wide Commercial Credit Card 42 TActrics: An Orientation 86 Introduction to Contracting 88 fAanagement of Defense Acquisition Contracts 89 Procurement Planning 90 Srnall Purchases / Schedule Contracts TAICROCOMPUTER APPLICATIOtJS i

Intermediate and Specialized Courses Correspondence Courses 92 ADP Contracting 93 Basic Control Administration 47 dBASE Ill Plus Advanced 94 Construction Contracting

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46 dBASE 111 Plus: An Introduction 95 Contract Quahty Assurance 49 ENABLE: Advanced 96 Contract:ng by Negotiation 48 ENABLE: An Introduction 97 Contracting by Scaled Bidd:ng 51 LOTUS 1-2-3 and fAS-DOS: Advanced 98 Contracting for Architect / Engineer Services 50 LOTUS 1-2-3 and FAS-DOS: An Introduction 99 Contracting for Contracting Officer's 52 fAicrocomputers Representatives (CORs) 53 WordPertect 5.1 100 Contracting for FAultiple Award Federal Supply Schedule 101 Contracting for Services Hands-on Classroom Courses 102 Cost Analysis 3

103 Developing Work Statements for Negotiated Procurement 54 BASIC Programming 104 Evaluating a Contractor's Periormance 55 C Language Programming 105 Govemment Contract Law 56 dBASE 10 Plus: An Introduct. ion 106 Government Contract Negotiation Techniques 57 dBASE IM Plus: Advanced 108 Government Contract Termination 58 dBASE IV: An introduction L

107 Government Contracting with SmaH Businesses 59 ENABLE: An Introduction 109 Price Analysis 60 ENABLE: Advanced 110 Source Evaluation Procedures for Federal 61 Harvard Graphics Procurement 62 IB*NfASDOS: An Introduction 111 Types of Govemment Contracts i

63 IBtNFASDOS: Advanced 64 Local Area Networks: An Introduction to Novell 65 Local Area Networks: Planning and implementog a SECURITY TAAtJAGEfAEtJT Novell LAN 69 LOTUS 1-2-3: Advanced 116 Computer Security 67 LOTUS 1-2-3: An introduction 117 Computer Security Awareness Training 68 LOTUS 1-2-3: Intermediate 118 Personal Secunty in the Workplace 66 LOTUS 1-2-3 and fAS-DOS: An introduction 119 Physical Security 70 LOTUS 1-2-3 for Windows 120 Risk Assessment / Contingency Planning 71 FAicrosoft Excel: An introduction 121 Security Evaluation Procedures 72 fAicroso*t Windows 122 Security Force Contracting 73 TAicrosoft Word for Windows 123 Security Systems Technology 74 PagefAaker 124 Terrorism l

i 75 Paradox 76 Telecommunications Applications Ushg TOTAL QUALITY TAANAGEfAEtJT TAicrocomputers 77 Ventura Pubhsher 78 Wordperfect 5.1 127 Building Quality Teams 79 Wordperfect 5.1 Advanced 128 Hidden Customer, The: Internal Customer Service 80 Wordperfect 5.1 for Windows 129 Total Quahty TAanagement: An Overview i

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Page Module Two 130 Total Quahty Management Using the 1cols 1o Get Auditing. Provides caytime courses in administrateve Staned requirements, EDP audrting, audit-management and j

126 1OM Awareness anefing follow-up, Federal grants and contracts, internal controls, interviewing and bnehng techniques, microcomputer t

TRANSPORTATION MANAGEMENT

1. ^ * ' P " ""*'"9 "d **^"'" * *P""9 '#'"*** "

22 locations nationwde for Federal, State, and local auditors. (Call (202) 382-8620 for course intormation.)

36 Fleet Management 37 Stupping Household Goods Module Three i

38 Transportation Documentation: Prepanng GBLs and Commercial Forms Center for Applied Management, Prov. des daytime 1'

39 Transponation Management: An Introduction courses in supervisory development, managenal development, executive development, leadership development, information resources management, total TRAVEL MANAGEMENT quality management, information technology, equal employment opportunity, personnel, and civil rights. (Call

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132 Imprest Fund Cashiers: Civilian FTR (202) 447-3247 for course information.)

133 Management of Relocation Services Program 134 Planning for Official Travel Module Four I

135 Preparation of Travel Vouchers: FTR 136 Relocation Allowances-FTR and JTR, Vol.11 Computer Sciences. Provides daytime courses in 137 RelocationincomeTax Allowances computer literacy, computer programming, word 138 Temporary Duty Travel: FTR processing, computer management, desktop publishing, 141 Travel Manager Plus microcomputer graphics, system analysis and design, o

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142 World-Wde Lodging Plus hands-on computer training, local area networking, and Macintosh training. (Cal! (202) 447-7134 for course

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information.)

U.S. DEPARTMENT OF Moduie Five AGRICULTURE GRADUATE Procy,ement and Properry management, Provides

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SCHOOL daytime courses in COTR training, statements of work ADP

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procurement, procurement integrity, grants, and lease The USDA Graduate School is located at 600 Maryland j

Avenue, S.W. in Washington, D.C. The school o*fers a wide Module Six range of courses. It is a nonprof;t organization and receives 1

no appropriated funds its principal source of support Communication Skills. Provides daytime courses in comes from tuition fees for the education and training writing, editing, proofreading, Enghsh, career and hfe services it rendem planning, and interpersonal skills. (Call (202) 447-7124 for a

course information.)

l The name 'USDA Graduato School" was chosen in 1921, when the school was established. The school serves adutts Module Seven who have

• graduated" from full-time schooiing and who Correspondence Courses. Provides individual inst uction want to continue to leam and cope throughout life. The by rnail in accounting, administration and management, objective of the USDA Graduate School is to provde a computer science, editing, Enghsh and writing skills, law dynamic continuing education program and thus help and paralegal studies, library technology, mathematics and j

statistics, sciences and engineering. (Call (202) 720-7123 individuals to improve job performance, further their cowse Wma%n)

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careers, and enrich their lives; Module Eight organaations to increase their eMiciency, international Progiams. Provdes unique training 1or i

l effectiveness, and productivity.

managers and practitioners from developing countr ies.

Technical programs, workshops and courses in manage-ment, training of trainers, small business development.

l The USDA Graduale School has separated its cumculum microcomputers, financial auditing, management roles for into cight modules.

women, human resources management, and the environ-ment. (Call (202) 447-7476 for course information.)

Module One g

All NRC Headquarters Training Contacts have catalogs on i

Evening and WeeAend Programs. Provides hundreds of these modules. The Office of Personnel, Organaational career-related and enochrnent courses in more than 50 Develop > ment and Training. also has copies of these l

cumculum areas offered quarterly in the evening and on catalogs and will be able to provide information on the Saturda/. (Call (202) 720 5885 for course information1 courses hsted in the modules j

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SECTION 111 OP IN-HOUSE TRAINING i

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l SECTION 111 OP IN-HOUSE TRAINING L

The following courses have been developed and are offered by OP for NRC employees in response to ident;fted employee d(velopment needs. End-user computer cou:ses o*fered in the ITS Training Lab are listed in Section IV. Information on the i

Probabihstic Risk Assessment (PRA) Technobgy Transfer Program can be found in Section IX.

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Course Title Target Group Description Hours t

l Acquisition for Project officers, and project Describes Federal acquisition requirements and 32 i

Project Managers managers of contracts or agree-processes, as well as role of the project manager ments and work orders.

in contract management.

(Level 11 mandatory course)

Acquisition for Supervisors Managers and supon sors of Provides an overview of major steps involved 8

e and Managers project managers in the NRC acquisition process 7

Acquisition of FlP Project officers in IRM and Familiarizes participants with the acqursition 104 Resources for Project selected Division of Contracts process of Federal information processing (FIP)

O'ficers and Property Management resources specifical!y.

personnel Advanced Briefing Employees required to prepare Provides advanced briefing techniques for 24 Techniques and deliver briefings employees who have completed the Effective Briefing Techniques course.

Age in the NRC Workforce All NRC employees Providas participants information related to laws 4

and Federal regulations related to age discrimi-nation; an understanding of various stereo-types and myths about older members of the workforce; and foundation for reducing individual and organizational stress which may j

result from changing workforce demographics.

Basic CPR and First Aid Any NRC HQ employees Teaches CPR and First Aid techniques for 12 choking and other respiratory emergencies for adults, children, and infants.

Conducting and Managers, professional and Provides techniques for effective meeting 16 Participating in paraprofessional employees management. Covers procedural elements, Meetings leaders, followers, communication techniques, etc.

Confbot Resolut:cn All NRC employees Offers ways to deal with conflict in a positive 16 l

manner. Studies forces that generate conf ict and the consequences of conflict upon di*ferent employees. Instructs on recognizing conflict resolution styles and benefitting from a win-win j

problem-solving approach.

Cultural Diversity at NRC All NRC Employees Provides employees opportunity to enhance 4

sensitivity about how cultural diversity in the workforce may affect work; an understanding of how to manage personal interactions across cultural ethnic lines; and a foundation for reducing individual and organizational stress which may result from cultural diversity issues.

EEO for Managers and Supervisors, branch chiefs, and Provides the supervisor information related 16 Supervisors above (Level I mandatory course) to EEO policy and cultural awareness.

Effective Briefing Employees required to prepare Provides in-depth skills and techniques 24 Techniques and deliver briefings required to make oral presentations eMective.

Effective Communication Inspection team leaders and Focuses on improving communication with 24 for NRC inspectors members licensees. Provides techniques to improve exit inspection briefings with licensees. Uses videotape feedback.

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Course Title Target Group Description Hours 1

Equal Employment at NRC A!! NRC employees Provides participants unod.?anding of 4

i Federal laws, policies and madates govern-

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ing EEO; understand the diser mination complaint process; understant4 issues of sexual harassment, affirmativ.

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You have a choice of using training programs at the ILC or borrowing materials for use in your office.

How to Register for Lending Library Materials l

(1) Select the program you need and fd! out the Lending Programs in the Learning Center are designed to individual-Library Registration Form available in tne catalog.

i ire instructon to meet your needs. Training is available in:

4 Communication and Performance Ski::a (2) Send the completed Lending Library Registration 4

Form to the ILC at W-316.

j Computer Ski!!s Employee Assistance Equal Employment Opportunity (3) Your request will be processed and you wdl receive j

Aanagement and Superv:sion the program as soon as it is available. Thts is a j

Project Management first-come first-served reg:stration. so the carher you j

register, the sooner you will receive your program.

Secretanal Skills Additonal Programs However,if you need something right away, remember that all courses are available for study in the Leaming i

Center.

How to Register for ILC Courses (1) Select the program you need and fill out the Course (4) You will receive the program in the mail for one-and s

Registration Form available in the ILC catalog. For use two-week penods.

l during office hours (8:00-5:00), you will need ap-(

proval from your supervisor. Ind cate the program you (5) Retum the materials by mail to the ind:viduahzed i

4 1

wish to use and when you wish to use it.

Learning Center at W-316. De sure to include your i

Attendance Card and Course Evaivation with the l

j (2) Send the completed Course Registra!on Form to the materials in order to receive credri for the course.

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ILC at W-316.

The programs available through the Lend:ng Library are 4

j (3) Your request will be directly confirmed by the Learning listed in the ILC Catalog. Those programs avadable for i

Center. If you cannot attend dunng your reserved time.

lendog are clearly markod with an asterisk in the catalog.

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l be sure to cancel so others may use the equipment.

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I We encourage you to borrow materials, but n.th the tend-(4) If you wish to be scheduled immeaately, gain ap-ing Library program, we assume you know how to use VHS l

proval from your supervisor and call the ILC lo be su<e video p!ayer or computer equipment or can inam how by l

there is space availab!e and to scheduie your time.

visiting the ILC or obtaining asustance in your 06ce. You j

Bring the completed registration form with you.

wm need to be able to follow the instructions for using the j

i materials on appropriate equipment, i

1 The ILC is located at:

j You will be able to borrow two programs at one time. If you individualized Learning Center register for more than two prcgams, the additional pro-1 Training Complex Third Floor, grams will be mailed to you upon retum of the first program.

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SECTION VI EX EC UTIVE/M A N AG EM E NT/S U P ERVIS O RY t

DEVELOPMENT COURSES 1

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SECTION VI Des'9ne P"ma"'y fa occupaenai speciansts anne pumeyman level who are transitioning into management as EXECUTIVE / MANAGEMENT /

a second profession, tne program noios speciai signife.

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SUPERVISORY DEVELOPMENT cat expertise with professional management skills.'The EPP COURSES

• pmve s a foundaton d managemonurainmg and appro-priate developmental experiences leading to canddacy for other management and SES development programs.

EXECUTIVE DEVELOPMENT undenne dacoon e the Omce o Pasonnei Manage-ment's (OPTEs) Office of Washington Training and Develop-ment Services, the program will be completed in 12 months.

Executwe Development training will be conducted, in The program is open to all field ard Washington, D.C.,

genera!, under the auspices and gudance of the NRC employees. Four of the five required training sessions will Executwe Resources Board (Executive Development take place within a 300-mile radius of Washington, D.C.

Committee). Executwe Development consists et the contin-The fifth and final session will take place in Washington, ued training in crecutwe roles and management theory for D.C. Departments and agencies will be responsible for incumbent NRC executwes and Senior Executwe Service travel and per diem costs for participant's attendance at (SES) employees and their equivalents, and also provides training.

for the training of participants in the NRC Senior Executive Service Canddate Development Program. The foregoing is directed by the Civil Service Reform Act of 1978. The WOMEN'S EXECUTIVE LEADERSHIP courses and programs listed below include a wide variety of PROGRAM training and development opportunities that may be broadly categorind under the tde Executive Development. Some.

The Women's Executive Leadership (WEL) Program is a but not a!!, of these courses and programs may ultimately developmental program that provides supervisory /

require approval of the Executive Resources Board prior to managerial training and development opportun#ies for a'tendance. In general, this listing should be used by high-potential Federal employees, preparing them for future incumbent executives and SES Candidate Program partrei-opportunities as supervisors and managers.

pants in considering the training and development needs to be incorporated in their individual development planning.

Designed for women and men in non-supervisory positions, or new supervisors with less than one year's experience at The courses and programs listed here and on the next page the GS-11 and GS-12 level, the WEL Program is tailored to respond to the need for professional growth in NRC execu-the participant's own developmental needs, focusing on tives, managers, and supervisors. In addition to providing those competencies and effectiveness characteristics the technical, administrative, and human relations skills an needed to be a successful supervisor or manager.

executwe needs, the courses contribute to the growth of conceptual skills by exposing the executwe to a spectrum Under the direction of OPTWs Office of Washington Training of analytical perspectwes on public policy issues and and Development Services, the WEL Program is to be compicte d in 12 months. The WEL Program is open to encouraging the formation of independent judgments.

r regional employees, but all required training will take place By broadening the executive's knowledge of domestic and in Washington, D.C., and surrounding residential sites.

intemational pokcy issues, the courses increase awareness of the national and internationa! environment in which pubHC pohcy issues are defined and resolved, thus contrib-NRC SUPERVISORY unng to problem solving in the public policy area.

DEVELOPMENT PROGRAM The NRC Supervisory Development Program (SDP) has EXECUTIVE POTENTIAL PROGRAM P' "Id* hi9"~P I

"'I"' *P' Y "S GG-14/15 and above in non-supervisory positions with FOR MID-LEVEL EMPLOYEES developmental activities that prepare them for future posi-tons as supervisors and managers at NRC. This 18-month The Executrve Potentia! Program for Md-Level Employees program is tailored to each participant's own developmental (EPP) is a career enhancement program that provides needs, focusing on tnose competencies desirable for training and developmental experiences fo' high-potential successfut supervision at NRC. The first program will beain indwiduals GS/GM 13-14 that prepare them for managerial in June 1993 and will be repeated annually.

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and execu'ive positions in the Federal Govemment.

For further information on this program, call August K.

• See also secton til Spector, OP/ODT, on (301) 492-4685.

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EXECUTIVE DEVELOPMENT Course Title Facility Length of Course LONG-TERM TRAINING Advanced Management Program Harvard' 13 weeks Congressional Fellowship Program APSAP 10 months Leadership for a Democratic Society FEl3 1 month National Security Resource Management and Mobilization ICAF4 10 months i

Program on Senior Managers in Govemment Harvard 1 3 weeks SHORT-TERM TRAINING I

Attemative Dispute Resolution MDC5 6 days Federal Budgetary Policy and Processes MDC6 10 days Federal Personnel Management issues MDC5 10 days Federal Program Management MDC5 10 days i

Federal Quality and Productivity improvement MDC5 10 days Hearing Process Workshop GADS 3 days issues in Science and Technology Policy Brookings 6 days 7

Leadership Seminar OPM8 3 days Management Development Seminar MDC5 10 days Management of Natural Resources MDC5 10 days Managing Money and Material Resources MDC5 10 days NationalIssues Forums Brookings7 1 day i

National Secunty Policy MDCS 10 days Negotiating Skills for Executives FEP 1 day New Directors in National Policymaking Brookings 6 days 7

Personal L:abihty of the Federal Official GADS 1 day Policy Presentation in the Media Setting GADS 2 days Problem Solving and Decision Making NRC8 3 days Science. Technology and Public Policy MDC5 10 days Seminar on Legislative Operations GAD 8 5 days Seminar on Managerial Competencies MDC5 10 days Senior Executive Service Orientation Program FEl3 2 days (by OPM invitation only)

Situational Leadership NRC8 1 day Technology Transfer and the Management of Federal R&D MDCS 10 days Total Quality Management (TOM) in American industry Brookings 6 days 7

Understanding Businese Policy and Operations Brookings7 6 days United States Foreign Policy MDC5 10 days

' Harvard University. Cambodge Massachusetts, by agency recommendation and Harvard approvat

'Amencan Pohtical Science Association

' Federal Executive Institute (OPM)

• industrial College of the Armed Forces. Washington. D.C. by agency recommendation and ICAF approval 6 Management Development Center (OPM)

• Govemment Affairs Division (OPM)

Trookings Institution. Washington, D.C

• Office et Personnel Management

• Nuclear F.egulatory Commission 40

MANAGEMENT DEVELOPMENT The courses listed have been selected to both supplement and broaden the specialized training and experience new or experienced managers have already had. The courses include matenal tnat will enable the manager to relate OP recognizes that as individuals with managerial responsi_

bilities move up the ladder from re!alively specialized personal work experience to the framework of NRC's j

act!vity to the handling of broader concepts and issues, processes of policy formation and management.

there is a need to update knowledge and to fill significant OPf#s Management Sciences Training Center has devel-gaps in their understanding of complex policy decisions oped a Program Management Training Curriculum. The and management issues.

ultimate objective of the program is to develop skills which, when applied on the job, will increase the competency of A program of management development can best be the individual and thereby contribute to a more effective and designed by each individual after consultation with his or efficient workforce.

her supervisor. Courses selected should be those which, in the opinion of the individual and the supervisor, will help The Program Management Training Curriculum provides accomplish career goals. The program should be one that leaming opportunities for two primary audiences-program will stimulate the individual to develop analytical skills to managers and their analytical staff. We have added some enable him or her to cope with new and it.rger problems, additional courses to the OPM list. The curriculum follows.

Course Title Facility Length of Course LONG-TERM TRAINING Advanced Management Program Harvard 1 13 weeks Congressional Fellowship Program APSA2 10 months National Security Resource Management and Mobilization ICAF3 10 months SHORT-TERM TRAINING Atternative Dispute Resolution MDC4 6 days Administration of Public Policy MDC4 10 days Advanced Management Seminar OPM5 6 days Assertiveness Skills OPM5 2 days Computer Literacy for Managers and Supe: visors OPM5 3 days Conducting and Participating in Meetings NRCe 2 days Conflict Resolution NRC8 2 days Congress and Money GAD 7 2 days Congress and Regulato y Agencies GAD 7 3 days Constructive Conflict Resolution OPM5 3 days Current issues Seminar MDC4 10 days Drug-Free Federal Workplace: / i :ourse for Managers and Supervisors OPMS 1-1/2 days i

Economics and Public Policy MDC4 10 days EEO for Managers and Supervisors NRC8 2 days Effective Communication for NRC Inspectors NRCe 3 days Executive Development Seminar MDC4 10 days Federal Budgetary Policy and Processes MDC4 10 days Federal Personnel Management issues MDC4 10 days Federal Program Management MDC4 10 days Fund Accounting for Managers and Supervisors OPM5 1 day Gathering inspection information Through Interviews NRC8 3 days interviewing Skills NRC8 3 days See footnotes at end of table l

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Interviewing Techniques OPM5 3 days labor Relations for Supervisors and Management Officials OPM5 2 days j

Leadership and Women OPM5 3 days Leadership Seminar OPM5 3 days j

Making Meetings Work

.OPM5 3 days Management Development Seminar MDC4 10 days Management of Natural Resources MDC4 10 days Management Seminar. The OPM5 6 days Management Workshop NRC6 3 days Managing Change NRC8 2 days j

Managing Ethicalissues OPM5 2 days Managing Other People's Wnting NRC8 2 days Managing Scientists and Engineers OPM5 5 days j

Media Training Workshop, The NRC8 1 day National Secunty Policy MDC*

10 days I

NRC and its Environment NRC6 3 days.

j NRC Inspection Team Leader Workshop NRC8 3 days Organizational Effectiveness and Team Building NRC8 3 days Performance Appraisal Workshop NRC'i 2 days I

I Performance Management NRC8 2 days Performance Management: Coaching and Appraisal OPM5 3 days Performance Management: Individual Performance Planning OPMS 3 days Personnel Management for Supervisor and Managers: A Workshop OPM5 3 days Personnel Management Practices NRCe 3 days Problem Solving and Decision Making NRC8 3 days Reduction in Force NISC8 3 days Situational Leadership NRC6 1 day Small Group Dynamics NRC6 2 days Solving Performance and Conduct Problems N SCB 3 days Supervising Employee Performance Conduct and Leave OPM5 3 days Supervising Human Resources NRC8 5 days Supervision and Group Performance OPMS 5 days Technology Transfer and the Management of Federal R&D

.MDC^

10 days i

Time Management Workshop NRC8 2 days

' Harvard Universtty. Cambodge. FAast.achusetts. by agency recommendaton and Harvard approval 2American Political Science Association Slndustna! College of the Armed Forces. Washington. D.C.. by agency recommendation and ICAF appiovat alAanagement Development Center (OPIA) 50fhce of Personnel TAanagement

't4uclear Regulatory Commission

?Govemment Attairs Desion (OPfA)

• f4attanal independent Study Conter (OPIA) l 42 i

.=.-m.

understanding benaviorai principies SUPERVISORY DEVELOPMENT e

Undsrstanding inter-and intra-group conflict Training in this area covers supervisory principies and e

techniques, with an orientation toward modem government i

Spotting potential problems early, and handling them j

thinking in terms of motwating people, sharpening existing e

skills, and teaching new ones-correctly Career development must always originate with the individ-o Commun.icating problems ual. OP urges interested individuals to critically evaluate where they are now, where they would like to be, and what Developing the confidence required to handle people their overall goals are. A candid discussion with the indi-e vidual's supervisor following this self+ valuation should lead problems objectively the indwidual to the proper selection of courses which will I

improve career opportunities and accomplish the two major Analyzing and solving problems; decision making e

objectives of NRC training: (1) how to do the present job better and (2) how to prepare to move up the ladder.

Phy me%e W2Me opim W Any of the courses will help the ind:vidual to get a better organizing for the supemised person insight into the *why" of supervision and will offer a chance f

Getting results from management, peers, and subordi-to participate with and question other supervisors. In total, e

the courses offer a way to gain basic skills in:

nates Course Title Facility Length of Course Administration of Public Policy MDC1 10 days Administratwe Officers Seminar OPM2 3 days f

App!ied Supervision N!SC3 5 days Assertwe Supervision: Communicating Effectively with A

Subordinates, Superiors, and Colleagues NISC3 3 days Basic Labor Re:ations NISC3 5 days Cuhural Dworsrty at NRC NRC4 1/2 day f

Drug-Free Workplace, A OPM2 1 day EEO for Managers and Supervisors (current supervisors)

NRC4 2 days l

EEO-Its P! ace in the Federal Govemment NISC3 2 days Effectwe-Listening and Memory Development OPM2 2 days

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Federal Budge *ary Policy and Processes MDC 10 days l

l Management Workshop (current supervisors)

NRCd 3 days Managing Problem Employees: A Performance improvement Process NISC3 3 days NRC and its Environment NRC4 3 days Performance Appraisal NRC' 2 days Performance Appra: sal Workshop (current supervisors)

NRC4 2 days Personnel Management Practices (current supervisors)

NRC4 3 days Planning for Personal and Organizational Accomplishments OPM2 3 cays Position Classification for Non-Classifiers OPM*

3 days Position Management and Classification for Supervisors NISC3 4-1/2 days Pre-Supervisory Orientation Program NRC' 3 cays Reduction in Force NISC3 4 days Regulatory Process, The NRC" 2 days Role of the Government in lechnology Transfer, The MDCI 10 days Science. Technology and Public Policy MDC1 10 days See footnotes at end of table 43 i

.,,.n.,

Course Title Facility Length of Course Solving Performance and Conduct Problems NISC3 3 days Statistics for Management OPM2 5 days Stress Management NRC4 2 days Supervising Employee Performance, Conduct and Leave OPM2 3 days Supervistng Human Resources (current supervisors)

NRC4 5 days Supervision and Group Performance OPM2 5 days Symposium on Employee and Labor Relations OPM2 4 days Time Management Workshop NRC4 2 days

' Management Development Center (OPM) 20thee of Personnel Managerrent

• National independent Study Center (CPM)

• Nuclear Regulatory Commission 1

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NRC SUPERVISORY AND mry patamance and overal' orcanizational effect~eness.

"***"'***S'9"*"""""""""**'""d'"U' MANAGERIAL DE5/ELOPMENT the balance bew;,en managing both NRC's human and CURRICULUM materiai resources. Tne icaming activities empnasize enhancing knowledge and skill in supervisory comminisa-f tion, decision making, prcblem solving, and managerrant of The NRC Supervisory and Managerial Development Cur-matenal resources. Most of these courses are open to riculum includes several unique features designed to employees who are not curmntly in a supervisory posruon.

improve individual employee performance as weH as overan individual course descriptions specify the intended audi-organization performance. The curnculum consists of a ence-systematic appicach to developing managerial personnel and is based upon current and long-term human resource needs of the agency. In order to ensure that all supervisors in order to encourage continuing managerial de selopment, and managers avail themselves of appropnate learning wpeMsom/ manages must complete at least two Ley H j

activities. certain courses have been made mandatory for all courses within the first 24 mcnths of appointment. Senior newly appointed supervisors and managers within NRC.

Resident inspectors are expected to complete this roquire-l The curriculum has been designed using a systematic ment within the first 36 months. A course in " Acquisition for structure consisting of three developmental levels.

Supervisors and Managers of Project Officers" or "Acqu,isi-tion for Project Managers" is required in addition to one LEVEL i - MANDATORY BASIC otner managerial course. Depending upon the leaming SUPERVISORY CORE COURSES need of the individual supervisor / manager, tnis rcquirement i

may be completed before the Level I courses are com-T his leve! consists of a series of five core supervisory pleted.

courses:

l (1) Supervising Human Resources LEVEL 111 - PUBLIC ADMINISTRATION (2) Management worksnop COURSES (3) Personnel Management-Practices (4) Performance Appraisal Workshop Level 111 courses provide an understanding of concepts necessary to strengthen the capability of supervisom to (5) EEO for Managers and Supervisors manage in the public sector. Areas of emphasis include integrating the supervisor's job with regulatory processes These courses focus on the basic principles and practices helping participants better understand the role of public of effective supervision in NRC. The content and approach administrator. Level 111 courses are not maridatory, but are are designed to create awareness and build knowledge included in the program to emphasize the desirabil:ty to about one's own managerial apprcach and how to meet the continue management development beyond the basic needs cf subordirv Ine expectations of the indwiduM minimum level. Supervisors may begin taking Level lli manager and o' to ganizatica. These courses are con-courses any time and complete those courses they find cerned with the ths. /y anc practice of motivation, communi^

particularly useful in meeting their individual developmental l

cations, role definition, personnel practices, performance needs.

appra: sal, management sty'.u. equal employment opportu-nity, etc. Because of the nature of their design, these courses are open only to employees who are currently The NRC presents two courses, the " Regulatory Process,,

eupervisors in NRC Supervisors must complete Levei I and the *NRC and its Environment 7 which cover Level Il

~

within 18 months of appcnntment. In the case of Sanior objectives. There are many additional courses g*ven by Resident lospectors, the time penod is 24 rr onths.

non-NRC organizations sucn as OPM's Management Development Centers and local coHeges and unrvemities j

LEVEL 11 - MANAGERIAL SKILL BUILDING that also fumH tevei ut o@ctus COURSES l

Thrs level consists of courses and workshops directed For additional information about these courses, call

[

toward the application of techniques for improving supervi-August K. Spector OP/ODT. on (301) 492 4085

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t SECTION VII TRAINING IN ADMINISTRATIVE SKILLS

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SECTION Vil emp'ayee s career plans by his or her supervisor will result in the correct choice and scheduling of particular courses.

TRAINING IN ADMINISTRATIVE

" '"*9 "5**^*""S*'"'

"*""*"""'"9P"'*~

SKILLS ance by teaching the employee to make his or her own work e' fort more efficient and e*fective. This belief is based The major objective in providing admin:strative skills upon the theory that, given the proper tools, the peson training is to improve present performance and to p'epare doing a particular job is in the best position to improve that the employee for advancement. A careful review of the job.

Ski!I Area and Course Title OPFA' GSA Other l

t FACILITIES TAANAGEMEfJT Federal Space TAanagement: Policies and Procedures X

X Lease fAanagement Life Cycle Costing and a Simpliffied Energy Analysis lAethod X

Safety and Environmental fAanagement in Public Buildings X

Sales by Holding Agencies X

Shared Energy Savings Contrecting for Federal Agencies X

Space Process The: Programming and Layout X

LOGISTICS MANAGEMENT Personal Property Basic Elements of Property TAanagement X

Government Property Acministration X

Personal Property Sales X

I Personal Property Utilization and Disposal X

f Property fAanagement for Custodial Officers X

Real Property introduction to Federal Projects and Histonc Preservation Law X

Utilization and Disposal of Real Property fJ!SC' Supply Federal Supply fAanagement: Policies and Procedures X

inventory fAanagement and Economic Order Ouantity Techniques X

Requisitioning by FEDSTRIP X

Requisitioning by fA!LSTR:P X

Storage and TAaterials Handhng X

MANAGEMENT SUPPORT Accounting Accounting for Secretarial. Administrative and Ciencal Pesonnel X

Accounung Procedures in Federal Agencies X

Automated Accounting Systems X

Certifying Officers: Your Roles and Duties X

Cost Accounting for Government Contracts X

Fund Accounting for fAanagers and Supervisors X

Government Bookkeeping and Accounting i X

Government Bookkeeping and Accounting 11 X

See footnotes at end of t'able 49

5 Skill Area and Course Title OPM GSA' Other f

fntroduction to Financial Management X

Introduction to Program Evaluation X

}

Practice Problems in Government Accounting X

l Preparation of Financial Reports X

l Administrative Management Administrative Officer Seminar X

Administrative Systems and Procedures Analysis X

i Applied Supervision N!SC' Assertive Supervision NISC' Basic Statistical Applications X

i Certifying Officers: Your Rules and Duties X

f Controlling a Unit Budget NISC' Dealing with the Public NISC' Developing a Budget for a Unit NISC'

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Govemment Bookkeeping and Accounting X

NISC' f

%ve nment Pay setting NISC' How to Run a Small Project NISC' Introduction to Voucher Examination X

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Managerial Decision Making X

j Math X

Math Refresher NISC' Mathematics for Support Staff X

Practical Statistics NISC' l

Practice Problems in Government Accounting X

Problem Solving X

Project Management: Planning, Scheduling and Control Techniques X

Project Management for Secretaries X

Ouality Service to the Public X

Statistical Process Control (SPC) for Govemment Service X

Statistics for Management X

Techniques for Systematic Analysis and improvement X

Time Management NISC' Time Management for Support Staff X

Working for the U.S. Government NTSC' Wating Statements of Work for A-76 Reviews X

Budgeting Appropriation Law Seminar X

Budget Analysis Workshop X

Budget Estimating Techniques X

Budget Execution X

l Budget Formulation X

Budget Presentation and Justification X

Data Handling for Budget and Accounting Technicians X

Federal Budget Process. The X

j Writing Effective Budget Justification X

i Seetootnotes at end of tatAe 50

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l Skill Area and Course Title OPM' GSA' Other Communication Assertiveness Skills X

Basic Communication Skills X

Constructrve Conflict Resolution X

X Editing X

NRC2 Editing Your Own Writing X

NRC2 Effective Briefing Techniques Effective English Workshop X

Effective Listening and Memory Development X

X NRC2 Effective Writing Ski!!s NRC2 English Refresher X

Essentials of English Fundamernals of Wnting X

Interpersonal Communications X

Interviewing Techniques X

Letter Writing for Secretaries X

Making Meetings Work X

Managing Other People's Writing X

NRC2 NISC' Programmed English Usage NISC' Programmed Punctuation Proofreading X

NRC2

& NISC' Read On X

Report Writing Workshop X

Speech improvement X

Stress Management X

NRC2 Stress Management for Support StaM X

Technical Writing X

NRC2 Techniques of Negotiating X

Telephone Technique X

Writing Analytical Reports NISC' Writing Effective Letters X

Writing Short informational Reports NtSC' General Financial Management Appropriation Law Seminar X

Introduction to Financial Management X

Preparation of Financial Reports X

Management Sciences Advanced Management Analysis X

Basic Statistical Apphcations X

Continuous improvement: TGM Principles and Practices X

Data Collection and Analysis X

Elements of Management Analysis X

Management Control Reviews X

Measunng Efficiency in Government X

Program Planning and Analysis NISC' see footnotes at end of taue 51

Skill Area and Course Title OPfA' GSA2 Other i

Statistics for fAanagement X

l Techniques for Systematic Analysis and Improvement X

1 FActric Applications Metrics: A Correspondence Course X

Metrics: An Orientation X

Office FAanagement Accounting for Secretarial, Administrative, and Clerical Personnel X

Better Offico Skills and Services X

Constructive Conflict Resolution X

Letter Writing for Secretaries X

Management Functions and Techniques X

Mathematics for Support Staff NISC' i

Measuring Efficiency in Govemment X

Office Management X

Planning for Career Development X

Pre-Supervisory Workshop: Is Supervision for You?

X Problem Solving X

Professionalism in the Office X

Project Management for Secretaries X

Ouality Service to the Public X

f Seminar for Executive Secretaries X

Stress Management for Support Staff X

Telephone Techniques X

Time Management for Support Staff Personnel X

PEiiSONNEL MANAGEMENT Employee Benefits Basic Employee Benefits X

Basic Personnel Management NISC' Calculating Service Computaton Dates N1SC' Computing Annuity Estimates X

Computing Employee Benefits X

Planning for Career Advancement X

Planning for Retirement Seminar X

Planning for Retirement for Law Enforcement Officers X

Preparation for Retirement NISC' Providing Career Development Assistance X

Retirement Benefits for CSRS Employees X

Retirement Benefas for FERS Employees X

Social Securrty Benefits X

Social Secunty for Federal Employees X

Thrift Savings Plan X

Employee Relations Adverse and Conduct-Based Actions X

Basic Employee Relations X

Case Preparaton and Presentation Before MSPB X

f Drug-Free Federal Workplace, A X

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OPM' GSA*

Other Ski!! Area and Course Title X

Employee Assistance Program X

Performance-Based Actions NISC' Preparat,on for Retirement X

Profess;onal Development Seminars X

Supennsing Employee Performance. Conduct, and Leave X

Supe' vision and Group Performance X

Supervisory Grade Evaluation Guide X

Symposium on Empicyee and Labor Relations Equal Employment Opportunity (EEO)

X Advanced EEO Counseling X

l Basic EEO Counseling NRC8 Cuttural Diversity X

Delegated Competitive Examining Authonty: A Workshop NISC' EEO-Its Place in the Federal Government NiSC' EEO Counseling X

EEO for Aovisory Committee Members NRC2 EEO for Managers and Supervisors X

EEO for Personrelists EEO L2w: Its impact on the Federal Program X

Tederal EEO Afbrmative Employment Program Planning X

X Investigation of Compfaints of Discrimination Personnel Management for EEO Staff X

X Planning for Retirement Preventing Sexual Harassment in the Federal Sector X

l Processing Complaints of Discrimination X

l Processing Personnel Actions: Anintroduction X

Role of Supervisors and Managers in EEO, The X

General Personnel Management Generai Schedule Classification X

NtSC' Government Pay Setting Introduction to Personnel Management X

Introduction to Supervision X

Managing Change: Chahenge for the 90's X

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Managing Multicuttural Workforce l

Managing Scientists and Engineers X

NRC2 Performance Management Performance Management: Coaching and Appraisal X

Performance Management: Individual Performance Planning X

Performanco-Based Actions X

NISC' Personnel Clerk Functions i

Personnel Management Evaluation: The Onsite Survey Method X

l Personnel Management for Personnel Assistants X

Personnel Management for Administrative O*ficers X

i Personnel Managernent for Supervisors and Managers: A Workshop X

Preparation and Review of Personnel Actions Workshop X

Processing Employee Benef:ts X

Processing Personnel Actions: An Introduction X

See footnotes at end of table S3 l

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GSA, Other Psychologf and Management of Human Resources X

Selective Placement of Persons with Disabilmes: A Seminar for Coordinators X

Supervision and Group Performance

.X TMQ for Mid-Level Managers and Supervisors X

Using the Federal Personnel Manual X

Using FPM Supplement 296-33: The Guide to Processing Personnel Actions N!SC' Working for the U.S. Govemment NISC' Workshop in Personnel Management for Administrative Officers X

Labor Relations Agency Administration Grievance System X

Arbitration Workshop X

Basic Labor Relations X

Building Productive labor Management Relations NISC' 1

Effective Work Delegation N!SC' Labor Relations for Supervisors and Management Officials X

i Managing Problem Employees NISC' i

Negotiating Labor Agreements X

e Solving Performance and Conduct Problems NISC'

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Supervising Employee Performance, Conduct and Leave X

i Symposium on Employee and Labor Relations X

I Personnel Staffing Advisory Techniques for Personnelists X

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Assessment 1: Introduction to Job Anatysis X

Assessment l!: Personnel Assessment and Selection X

Assessment 111: Developing a Rating Schedule X

Basic Position Classification X

Basic Staffing: Foundations and Processes X

s Evaluation of Job Information X

Job Analysis for Subject-Matter Experts X

Job Element Examining X

Merit Promotion Principles and Practices X

Personnel Staffing for Administrative. Ciencal, and Secretarial Employees X

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Personnel Staffing in the Federal Government X

Oualification Analysis X

Reduction in Force X

2 Position Classification Basic Position Classification X

Classifying Computer-Related Positions X

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!ssues for Senior Classifiers X

Position Classtfication Analysis and Evaluation X

Position Classification Evaluation Reports X

Pos: tion Classification for Non-Classifiers X

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Position Classification: Obtaining Facts and Presenting Findings X

Position Management X

a Position Management and Classification for Supervisors NtSC' Position Management and Position Classification N!SC' SGEG: The Supervisory Grade Evaluation Guide X

see footnotes at end of tatde 54

Skill Area and Course Title CPM' GSA*

Other Workshop in Personnel Management for Administrative Officers X

Writing Position Descriptions X

Special Personnel Programs Affirmative Employment Program Planning Program X

Effective Leadership Seminar X

Federal Women's Program, The: A Workshop X

Hispanic Employment Program, The:A Workshop X

Leadership X

Leadership and Women X

Selective Placement of the Handicapped; A Seminar for Coordinators X

Veterans Employment Program: A Workshop X

Training and Development Basic instructional Techniques X

Instructional Design X

j instructional Systems Development; The Analysis Phase X

j instructional Systems Development: The Evaluation Phase X

Introduction to Training and Development X

l Providing Career Development Assistance X

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Advanced-Level Courses Advanced Contract Administration j

Advanced Cost and Price Analysis a

s Govemment-wide Commercial Credit Card x

Introduction to Contracting j

h Lease Management x

Management of Defense Acquisition Contracts X

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Procurement Planning i

Research and Development Contracting a

Small Pu< chases / Schedule Contracts X

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Source Evaluation Procedures for Federal Procurerrent X

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Types of Govemment Contracts X

r Entry-Level Courses j

l Acquisition for Project Managers NRC2 I

Ethics in Procurement X

l Federa! Acquisition Process X

Intermediate and Specialized Courses Acquisition for Supervisors and Managers of Project Managers NRC2 Acquisition of FlP Resources for Project Officers (overview and 6 modules)

NRC2 ADP Contracting X

Construction Cont: acting X

l Contract Quality Assurance X

Contracting by Negotiation X

Contracting by Scaled Bidding X

Contracting for Architect / Engineer Services X

Contracting for Contracting Officer's Representatives (CORs)

X l

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Skill Area and Course Title OPM' GSA*

Other Contracting for Services X

Cost Accounting for Government Cornracts X

Cost Analysis X

Developing Work Statements for Negotiated Procurement X

Evaluating a Contractor's Perfomiance X

Government Contract Law X

Government Contract Negotiation Techniques X

Government Contract Termination X

Government Contracting with Small Businesses X

SECURITY MANAGEMENT l

Computer Security X

Computer Security Awareness Training X

Personal Securi+y in the Workplace X

Physical Secunty X

i Risk Assessment / Planning Contingency X

l Security Evaluation Procedures X

l Secunty Seminar for fAicrocomputers X

Security Systems Technology X

l Terrorism X

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i TOTAL QUALITY MANAGEMENT Building Quality Teams X

Federal Advisory Committee Act fAanagement X

Total Quality FAanagement: An Overview X

Tota! Quality Management: Using the Tools to Get Started X

TOM Awareness Briefing X

i TRANSPORTATION MANAGEMENT i

Fleet f4anagement X

l Safety Risk FAanagement X

Shipping Household Goods X

Transponation Documentation: Prepanng GBLs and Commercial Forms X

I Transportation fAanagement: An introduction X

i TRAVEL MANAGEMENT l

Imprest Fund Cashiers: Civilian FTR X

l Planning for Official Travel X

Preparation of Travel Vouchers: FTR X

Relocation Attowances: FTR and JTR, Vol. I:

X Relocation income Tax Attowance X

l Shipping Household Goods X

Travel FAanager Plus X

World-Wide Lodging Plus X

See footnotes at end of tatde i

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Skill Area and Course Title OPfA'.

GSAr Other USING THE COMPUTER 1

Database / Data Communications X

Automated Accounting Systems ITS Lab' CROSSTALK (XT)

NtSC' Computer Keyboarding ITS Lab' Introduction to Data Communications and CROSSTALK at NRC Database FAanagement for the PC X

Advanced C Programming X

Advanced dBASE IV ITS Lab' Advanced R: BASE System X

Advanced Techniques in Wordperfect X

dBASE 111: An Introduction X

dBASE 111 Plus: Advanced ITS bb' Intermediate dBASE PLUS X

Introduction to C Programming ITS bb' Introduction to dBASE 111 PLUS introduction to dBASE IV X

Introduction to Job Control Language (JCL)

X Introduction to LOTUS 1-2-3 X

Introduction to LOTUS 1-2-3 Release 3.X X

Introduction to MS-DOS X

introduction to Wordperfect X

X Paradox Programming in dBASE X

Desktop Publishing on the PC Introduction to Desktop Publishing Using Wordperfect X

Introduction to Harvard Graphics ITS Lab' X

PageMaker Paradox X

Ventura Publisher An Intfoduction X

Enter FAail Local Area Network (LAN) Orientation Workshop ITS Lab' ITS Lab' Using Your Local Area Network (LAN)

Graphics for the PC X

Harvard Graphics introduction to Graphics ITS Lab' information FAanagement Effective Directives Management X

Information Resources Management: A Plan for Action X

Introduction to SINET: NRC Query System nS Lab' X

Mail Program Management X

Micrographics Fundamentals ITS Lab' NUDOCS/AD for Experienced Users 5e footnotes at end of table 57

i Skill Area and Course Title OPM>

GSA*

Other Professional Writing X

SINET Ontine Query ITS Lab' f

Integrated Software for the PC ENABLE Advanced X

ENABLE: An Introduction X

I Harvard Graphics X

i introduction to Personal Computers Introduction to Computer Resources ITS Lab' Introduction to Microcomputers X

Introduction to MS-DOS X

Microsoft Excel: An introduction X

Microsoft Windows X

Maintenance l

PC Repair and Preventive Maintenance for the End User X

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Office Automation Advanced MS-DOS X

Introduction to MS-DOS X

f Introduction to Wordperfect X

Programming Advanced MS-DOS X

BASIC Programming X

C Language Programming X

dBASE 111 Plus: Advanced X

dBASE 111 Plus: An introduction X

dBASE IV: An Introduction X

ENABLE: Advanced X

ENABLE: An introduction X

IBM /MS-DOS: Advanced X

IBM /MS-DOS: An introduction X

Introduction to Novice (IN)

ITS Lab' Introduction to SINET ITS tab' Programming in dBASE IV X

Special Mictocomputer Applications Computer Securcy X

NlSC' Introduction to Desktop Pub 1Miing X

Microcomputer Literacy for Frontline Employees X

Telecommunications Applications Using Microcomputers X

Spreadsheets for the PC Advanced LOTUS 1-2-3 X

Intermediate LOTUS 1-2-3 X

iTS Lab' Introduction to LOTUS 1-2-3 X

ITS Lab' Introouction to LOTUS 1-2-3: Release 3.X X

see footnotes at end of tat;ie.

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l Skill Area and CourseTitle OPM' GSA*

Other I

Local Area Networks: An introduction to Novell X

Local Area Networks: Planning and implementing a Novell LAN X

LOTUS 1-2-3 and MS-DOS: An introduction X

LOTUS 1-2-3: Advanced X

LOTUS 1-2-3: An Introduction X

LOTUS 1-2-3: Intermediate X

LOTUS 1-2-3: tntroduction X

LOTUS for Windows X

Systems Analysis, Design, and Management Computer Security X

Computer Secunty and Risk Management X

Computer Security Awareness X

Using the Microcomputer Advanced MS-DOS X

Advanced PC-DOS Commands ITS Lab' Automatic Data Processing NISC' Computer Keyboarding NISC' Getting Started with DOS NISC' PC Literacy NISC' PC Repair and Preventive Maintenance for the End-User X

PC-DOS Fundamentals X

ITS bb2 Word Processing on the PC Advanced Techniques in Wordperfect X

DisplayWnte 4 ITSlab' Introduction to Wordperfect X

Wordperfect 5.0 Module 1: The Basics ITS Lab' Wordperfect 5.0 Modute 2: Intermediate ITS Lab' l

Wordperfect 5.0 Module 3: Graphics Features ITS bb' Wordperfect 5.0 Module 4: Advanced Document Features ITS bb' WordPericct 5.0 Module 5; Wordperfect 5.1 for Users of 5.0 ITS Lab' Wordperfect 5.1: Advanced X

Wordperfect 5.1: Advanced Document Features ITS Lab' Wordperfect 5.1: An Introduction X

Wordperfect 5.1 for Windows X

Wordperfect 5.1: Graphics Features ITS Lab'

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Wordperfect 5.1: Intermediate (TS Lab' WordPeriect 5.1: The Basics ITS 12b' WRITING l

Writing Analytical Reports NtSC' Writing Short Informational Reports NISC'

National independent Study Center (OPM)

1. Nuclear Regulatory Commesion ainformation Technology Services Training Labor nory 59

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SECTION Vlli SPECIALIZED TECHNICAL TRAINING

SECTION Vill def'ned by the NRC program offices and regions in a variety of manual chapters, directives, standards, and offce letters.

SPECIALIZED TECHNICAL Technical training is provided for a wide variety of NRC technical discipknes, including inspectors, operator licens-TRAINING ing examiners, Headquaners operations offcers, project rnanagers, and license reviewers. Technical training is also provided in support of NRC technical intern programs to A program of technical training is conducted by the NRC prepare technical intems to successfully complete training Technical Training Center (TTC), located in Chattanooga, and qualifcation programs associated with many NRC Tenn The TTC is a fu nctional part of the NRC Headquaners technical disciplines.

Office for Analysis and Evaluation of Operational Data (AEOD). This technical training program is promulgated idost ccu'ses in the technical training program have exami-through the TTC Syllabus of Courses, provided as an nations. Successful completion of the course typically addendum to this guide, and through the TTC Course requires course attendance and successful completion of Schedule which is issued separately. The technical training the examination, Some NRC personnel with extensive program provides reactor technology training in both backgrounds in the associated field can be exempted from classroom and reactor simulator environments in the selected courses through successful completion of the General Electoc, Westinghouse, Combustion Engineenng.

course examination. Registration of students into these and Babcock and Wilcox reactor vendor designs; other technical training courses is accomphshed through Training reactor technology training; and other specialtzed technical Coordinators who are specifically identified for each office training in the areas of eng;neenng support, health physics, and region. A list of these Training Coordinators is provided safeguards, and inspection or examination techniques' as part of the TTC Course Schedule. Training Coordinators complete the registration process by contacting the TTC The courses within the techocal training program are fAanagement Support Statf. For additional information about developed to meet training and qualification requirements the Technical Training Center, ca!! (615) 855-6500.

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SECTION IX PROBABILISTIC RISK ASSESSMENT (PRA)

TECHNOLOGY TRANSFER PROGRAM

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'ndividus course announcements witn a registration SECTlON IX form on 11e reverse side will be sent to all employees PROBABILISTIC RISK five wee <s before a course is seneduied to begin.

ASSESSMENT (PRA)

Training contacts submit written enroiiment requests TECHNOLOGY TRANSFER to INEL, hyce Nelson, P.O. Box 1625, Idaho Falls, ID 83415-2409, three weeks before a course is sched-PROGRAM uied to beg:n.

The NRC Office of Personne! will confirm enrollments The Probabilistic Rsk Assessment (PRA) Technology into PRA courses two weeks before courses start.

Transfer Program is designed to train NRC employees in the techniques and uses of PRA. Use of PRA techniques enables inspectors to evaluate nsks associated with vanous safety issues, and to apply the results of PRAs in the proc-Participants may request enrollment in more than one ess of regulating and inspecting nuclear power plants.

course at a time on applications available from the NRC Training Contacts. However, requests must be submitted The PRA courses are penodically reviewed and revised to three weeks before the f:rst course is scheduled to begin.

incorporate the latest information available, and, as needs change, new courses are added to the curriculum. Course instructors are PRA experts employed in private industry Training Contacts the opportunity to fill openings created by and at tne DOE Nationat Laboratories. Instructors from student cance!!ations. The PRA program staff also has time NRC's Technical Training Center (TTC) teach two of the to fiti courses with low inst;al enrollments, thus avoiding courses in the PRA program.

course cance!!ations.

Locatiori The general pokcy for course presentations is a minimum of PRA Headquarters courses are usually conducted in Room 10 confirmed registrations one week before the scheduled 360, Woodmont Building. 8120 Woodmont Ave., Bethesda, first day of class. The INEL PRA program staff will notify Md. Additional PRA cources may be given in the Washing-Training Contacts by telephone if it is necessary to cancel a ton, D.C. area, in the NRC regional offices, or at the Techni-course due to low enrollment. The Training Contacts should cal Training Center (TTC) in Chattanooga, Tenn., as then notdy the affected employees.

needed.

Lilhan van Santen, OP/ODT, the NRC Project Manager, may How to Register be reached on (301) 492-8938. Additional PRA program-matic guidance is provided by NRC's PRA Advisory Com-Enrol! ment and course completion procedures are similar to mittee. The program is managed and administered through other in-house training courses. The main features of the the DOE National lJiboratory, Idaho National Engineering PRA enrollment procedures are:

Laboratory (INEL) EGSG Idaho, Inc.

Students request enrollment through their supervisors and Training Contacts a minimum of three weeks The PP,A Technology Transfer Program consists of tne before a course is scheduled to begin.

following courses:

Course Title Description Days BWR GE Technology (101B)

This course provides an overview of BWR fluid control systems, 4

explains the function and operations of BWR safety systems, and descnbes the normal operation and decay heat removal modes for BWR and the BWR systems response to emergency conditions.

Fundamentals of PRA This course focuses on piant systems modehng and PRA 3

apphcations and provides an overview of a full range of PRA subject matter in abbreviated form such as; risk assessment concepts, elements of nuclear plant nsk, rehability and nsk analysis.

accident initiators, event tree / fault tree analysis and quant:fication, common-cause failures, human reliabihty, accident process anaWis, fission product transport and release, fundamentals of consequence evaluations, and PRA integration.

Human Rehability Assessment This course provides a perspective on human reliabihty 3

assessment (HRA), standard approaches to integration with PRA, modehng and quantification techniques, and problems w:th HRA.

IRRAS Basics (Integrated Rehabibty This course enables participants to perform probabihstic risk 4

and Risk Analysis System) assessment analysis on a personal computer.

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Course Tit:0 Description Days j

Overview of Performance Assessment This course provides a general overview of the regulatory bases, 1

Techniques for High-Level Waste analytical techniques, and programmatic objectives of performance f

[ Repositories]

assessment (PA) of high-level waste repositories. It focuses on:

j relationships between HLW regulation and PA; essential steps in l

completing a PA; management policy issues including hcensee/

j regulator interaction, reviewing a PA; rate of PA in systematic regulatory l

analysis; and the establishment of research priorities related to PA.

Overview of PRA his course provides participants with a general overview of risk 1

concepts and PRA methodology, and illustrates where and how PAA 3

technology is currently being used in the agency to fulfill its mission.

j Performance Assessment Techniques for This course provides practitioner-level skills for individuals 3

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High-Level Waste engaged in research and regulatory activities associated with high-level i

waste repository siting, licensing, and regulation.

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PRA Basics for inspection Apphcations This course meets the special needs of Regional and Resident 4

Inspectors who have a need to have Omited knowledge of PRA issues and insights to better evaluate the effects of design, testing, maintenance, and operating strategies on system reliability.

f PRA Basics for Licensing Project fAanagers This course addresses the special needs of Project Managers, Project 3

I Engineers, and Project Directors who requir6 a knowledge of PRA g.

issues and insights for better evaluation of design, testing,

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maintenance, and operation that most impact plant risk.

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PWR Westinghouse Technology (101P)

This course describes the functions and flow patns of major 4

l systems, instrumentation, terminology, and equipment location.

L Emphasis is on nuclear steam supply system, including the

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engineered safety features.

l SARA Basics (System Analysis and This course provides handson training to perform data extraction, 4

Risk Assessment System) editing and sensitivity analyses of PRA results on the PC.

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SECTION X ORGANIZATIONAL AND INDIVIDUAL DEVELOPMENT PROGRAMS I

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^ny managa immed in taung amantage onnese services should call August Spector, OP/ODT, on (301)

ORGANIZATIONAL AND 492-4685. All consultations are regarded as confidential.

INDIVIDUAL DEVELOPMENT PROGRAMS INDIVIDUAL CAREER COUNSELING The career counseling program consists of four 50-minute ORGANIZATIONAL DEVELOPMENT sessions geared to an individuai s specific needs. it pro-vides an opportunity to explore career-related issues, in a Organizatonal Development (OD) services provide consul-confidential manner, with an impartial professional career tation to managers to help them and their sta'f better deal counselor at a location removed from the agency. It will with work-related issues. At the operational level (Division.

assist the individual in identifying and deahng with personal Branch, and Section), these services include process strengths and weaknesses. Participants will most likely facihtation, team building, leadership transition planning, complete the Meyers Briggs Type Indicator, which meas-stra'egic planning, and confhct resolution. In addition, ures employee strengths and weaknesses.

OrDanizational development consultation services are available for organization diagnosis, systems design, data The counseling covers a wide range of Subjects including:

ana!ysis, and Total Quality Management (TOM).

how to make effective career decisions, ways to set short-term and long-range goals, means of career advancement, One of the major d;fferences between training and OD methods of investigating new work options, ways to develop interventions is that OD focuses on the real-time work of the new skills, strategies for making a career or job change, chents. Rather than simulations and case studies OD how to deal with conflicts concerning a career plateau, how operates with work relationships that are in progress.

to communicate quahfications to employers more effec-tively, ways to explore and develop retirement opportunities, Sta*f team building is a service to assist the manager in and how to develop an Individual Development Plan.

assessing the effectiveness of the work team. The assess-ment considers the team's mission, goals, roles, and general interaction. Facihtated sessions are then designed to address the needs ident:fied by the assessment. Assess-CAREER DEVELOPMENT ment tools often used in the sessions are the Meyers Briggs INITIATIVE Type indicator, the Thompson-Kilman Conf lict Mode indicator, and the Teleometrics international Diagnosis instruments.

The Career Development Initiative was launched by the Executive Director for Operations in 1990 to promote The Leader Transition Service is offered to incoming man-actively the career development of women and minonties. In agers and supervisors to reduce the organizational drsrup-order to create an environment in which employees have lion and downtime which occurs with mont changes of equal opportunity to succeed, several affirmative steps are leadership. Specific assistance is usually in the form of a being taken including encouraging the preparation of short transition process activity preceded by data gathenng indivi bal Development Plans (IDPs), and monitoring the and feedcack to the manager. Benef;ts of a planned transi-implementation of IDPs. For more information about in;s t2on are reduction of anxiety and confusion, clarification of in:tiative, call Barbara Williams, Assistant for Minonty Career roles and responsibihties, estabbshment of goals and Development at (301) 492-4242. For information about prionties, enhancement of teamwork and communication, preparing IDPs, call Maria Rucci Dolan OP!ODT, on (301) ano enhancement of the success of the new leader.

492-4513.

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SECTION XI AGENCY-SPONSORED GRADUATE-LEVEL PROGRAMS l

SECTION XI and possibie cu'es. in addition, tne graduate snouid under-stand the importance of the human factor in administration AGENCY-SPONSORED and be at:e to apply scientifically based anaiysis and 4"""'"**"*'"

S '" "" ""9 " "" * " 9 " ' " "" '

GRADUATE-LEVEL PROGRAMS Tne systems viewooint wai heip in iearning to arrange and relate information about the organizational unit in which a problem exists. Whether the student aspires to be a rnan-9" ' ' '

S' " P '" " "

""9*""*^"

MULTIDISCIPLINARY PROGR*4MS the student should acquire concepts and experiences The NRC has recognized the organizational need to provide for training in: (1) a multidisciplinary approach to the study and apphcation of safety and health aspects of accident TECHNICAL TA ANAGEFAENT prevention; and (2) a multidisciplinary program in the use of JOHNS HOPKINS UNIVERSITY a systems approach to management, human factors, and systems technology. In the latter Case, there are options of The overall objective of this program is to prepare persons apphcabihty in information systems, research and develop-trained and experienced in science or engineering in the ment (R&D) and safety management, as well as engineering elements of managing technical projects and organizing systems analysis and management.

and supervising technical personnel. The program is organized along two paratiel tracks: Project Management-Though training in these areas may be pursued through the organization and direction of specific technical pro-individual courses of instruction, it must genera!!y be taken jects-and Organization Management-the organization on off-duty hours, representing a heavy personal, voluntary and supervision of people to accomplish technical objec-commitment of an employee's time These NRC-approved tives. Instructional methodology employs a mix of lectures and funded programs involve the pursuit of a full program of on theory and practice by experienced technical managers study, potentially leading to a master's degree in Systems and realistic problem situations in which students will play a Management, or Engineering Systems Analysis and Man-management role, dealing with problems and making agement, if the individual completes the program. The decisions which are typically required of technical prograrns will no doubt appeal to the more senior managers managers. Management theories and tools are presented in and technical specialists responsible for establishing the Context of the problem situation. The dynamics of standards for and regulating the highly complex nuclear continual technical change is emphasized. Appropriate industry and for whom this training is most applicable. The emphasis is given to that blend of technical, administrative, NRC-approved programs satisfy an organizational need as business, and interpersonal skills required for the success-well as an indrvidual need. Training within these programs ful management of high technology organization and will be requested on Training Request and Authorization projects.

(NRC Form 368), will require approval by the Office Direc-tor, and will be authonzed by Organizational Developtrent and Training (ODT), Office of Personnel, within the general TECHNOLOGY TAANAGETAENT guidelines that pursuit of the program to the awarding of a UNIVERSITY OF FAARYLAND degree is not a requirement nor is pursuit of the program mandatory. However, the NRC, in approving such training, This program consists of a series of practical technology-recognizes that its completion could, and in all probabikty related curricula, designed to serve companies and other will, lead to patcipants in the programs receiving a degree.

organizations involved in the development and appbcation Regional offices shall have the same opportunity to partici.

of technology to today's economic cha!!enges.

pate in similar programs if loca!!y availabic and if Headquar-ters' approval is obtained.

The prociram emphasizes the essential functions, proc-esses, and systems required to plan, develop, implement, The following inforrnation bnefly describes the thrust of the finance, control, produce, and market technological innova-approved courses of study, tions.11 also includes an internship or management project that provides students with an opportun:ty to apply the skills SYSTEfAS ANALYSIS AND TAANAGEfAENT GEORGE WASHINGTON UNIVERSITY ENGINEERING TAANAGEfAENT Participants in this program are prepared for responsible UNIVERSITY OF fAARYLAND posrtions in the practice of systems analysis.

This program offers graduate-level study in an engineenng The student should achieve a broad understanding of the disciphne and in management and policy sciences. It is admin.strative and decisionmaking process and of the directed at the professional engineer who wants to extend systems approach to manageria! problem solving, and be his/her engineering capabihties and at the same time competent in applying mathematical and statistical tech.

develop the capabihty to lead and manage engineering niques to the solution of managenal problems.

activit es in technology-based organizations.

The graduate should be able to develop insight into the f or further information regarding these programs call Lilhan variety and nature of manageria! problems, their causes, W. van Santen OP/ODT, on (301) 492-8938.

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NRC GRADUATE FELLOWSHIP SELECTION PROCESS FOR PROGRAM NRC EMPLOYEES AND COOPS A senior management NRC screening panel will make The NRC Graduate Fellowship Program is designed to recommendations for selection to the Executive Director for support students in advanced study and practical work Operations who will approve all selections. Approximately experience in health physics, nuclear engir9ering, and 15 fellows will be selected each year. The selected NRC specialty engineering disciplines such as thermdl hydrau-employees will apply to graduate school after successful hcs, core physics, and Leismology. The program's primary work performance has been determined.

purpose is to provde an additional means of obtaining qual.fied and capable individua:s in needed technical PROGRAM COMPLETION disciplines and thereby help reduce the impact of attrition, and help ensure that the NRC will have an adequate supply When they have successfully completed the program, of these highty quahfied health physicists and engineers in fellows will be assigned to an NRC position determined by the future. The program will also provide an opportunity to the Executive Director for Operations based on input from support the Commission's EEO ard Affirmative Action appropriate Office Directors and Regional Administrators.

goals.

APPLICATION PROCEDURES App!icants must have an engineering or health physics /

scient;fic background and an interest in pursuing additional In addition to an NRC Graduate Fellowship Program appli-education. Examples of disciphnes that wilt be sponsored in cation, eligible NRC and COOP apphcants must submit an this program are health phys,cs/ radiation protection, nuclear eaM W e m m r

engineenng, instrumentation and controls, core physics, Graduate Records Examination scores, a copy of the late' ts thermal hydraubcs, metallurgy, thermal shock, and geology /

performance appraisaf, if available, and a supervisory /

seismology. Program selectees must have completed a managerial recommendation. These applications will be nine-month work period with NRC or three work periods as submitted via the Office Directors / Regional Administrators.

a COOP poor to beginning full-time university education.

Employees interested in the NRC Graduate Fellowship Program should call Kristin R O'Donnell on (301) 492-4684 for general information and application materials.

PROGRAM ELEMENTS Fellows would go on leave wrthout pay (LWOP) and receive NRC SENIOR FELLOWSHIP a monthly stipend of $1400 and futi paymont of tuition and PROGRAM fees. Fellows will be reimbursed for travel expenditures associated with this program. Fellows will have to contnbute to their cost of enrollment in the Federal Employees Health The NRC Senior Fellowship Program is designed to ad-Benefit Program (FEHBP). Coverage will continue with the vance the expert status of NRC employees through ad-employee paying his/her share of the cost and the NRC Vanced education in disciplines crit #cally needEd to support paying the govemment's share until the employee reaches the agency's mission. This program is targeted at employ-365 days in an LWOP status. Enrollment will terminate when ces in grades GG-14 and above who have scienttfic or the total time on LWOP reaches the 365-day limit, unless engineering backgrounds, and an interest in pursuing the paricpant returns to wo'k for at least 4 consecutive add:tional education at the graduate level, or other studies, rnonths. Since part cipants are responsible for paying their in specia;ized eng:neenng or scientific Gscionnes that have chare of the cost of enrollment, they may make payments to been identified by NRC management as a cribcal need. The the NRC Payroll Office while on LWOP, or recovery will be successful canddate should genera!!y have seven or more made from the employee's salary upon return to work. Once years of daectly related work experience at the time the enrollment terminates, participants should pick up health progam begins, including five years as an NRC employee.

insurance benefits through another source. If health insur" Disciphnes that wi:1 be sponsored in the FY-1993 program ance coverage is elected through the university, the cost are fracture mechanics and electrical engineering (digital instrumentation, instrumentation and Controls 11 should be will be included with programmatic cxpenses, arranged by the Oak Rage Associated Universities and paid by the noted that while FY-1993 disciphnes focus only on these NRC. Basic and optional hfe insurance will continue without two areas, other d sciphnes may be identified as critical needs in future years.

cost to the fellow for 12 months. If the employee has at least 4 consecutive months during which he/she received some pay in each pay period after a penod of nonpay status, the PROGRAM ELEMENTS employee is ent:tled to begin a new 12-month period of continuation of enrollment. The fellow cannot pay into the Through the Senior Fellowship Program, the agency will Federal Govemment's Thnft Sawngs Plan while on LWOP.

sponsor NRC employees in a graduate-level program, or Other studies, in speciahzed engineenng or scientific disciplines. If the tellowship is to be undertaken at an PROGRAM CONDITIONS ON n f higher bamng, selectees would have to seek their own acceptance at the approved institution, and would Each fellow, upon successful completion of the program, be required to cooroinate major research or thesis topics will be expected to comply with the following continued with the sponsonng office. If the fellowship is to be service obHgation agreement for every academic year of undonaken at a national laboratory or research center, the the fellowsh'p. the fellow is expected to work for NRC for NRC will help the selectee estabbsn tne necessary reiation-two calendar years. A ogned agreement to this eftect will be ship. Dunng non academic periods such as summer br6ak, crocuted poor to commencing the fellowship.

and when research perm:ts. participants who have not 76

retocated wouto be expected to work in the sponsoring PROGRAM COMPLETION NRC headquarters or regional office. Participants who have Upon successful completion of the program, fellows will be relocated would be expected to continue to perform re.

assigned to an NRC position (generally in the sponsoring search or undertake other appropriate studies. Fellowship office) to the area for which training was obtained. This selectces will retain their current appointments, and NRC decision will be made by the Executive Director for Opera-will bn responsible for the salaries, benefits, temporary tions based on input from appropriate Office Directors and

' subsistence or retocation, if require.f, and tuition, fees, and Regional Administrators.

books.

APPLICATION PROCEDURES PROGRAM CONDITIONS in addition to the Senior Fellowship Program application, Each fellow will be expected to comply with the following eligible employees must submit an updated SF-171, a copy continued service obbgation agreement for every academic of their three latesi performance appraisals, three written year of the fellowship: for every 2 semesters (or approxi-recommendations that support selection for the program mately 8 months) at the institution of higher learning, the based on performance, and professional and academic fellow owes NRC two calendar years of work. A signed accomphshments, and management endorsements as agreement to this effect will be executed prior to commenc' indicated in the Senior Fellowship Application. A. plicart.s o

ing the fellowsh,ip.

are also required to develop a program plan which contains the applicant's proposal for designing a fellowship program.

t meet the agency's critical need in the discipline area SELECTION PROCESS chocen. Att applications will be submitted through the Office Selections will be made by the EDO based on the.recom-Directors / Regional Administrators and include endorse-mondations of the Executive Development Committee.

ments from the cendidate's Branch Chief, Division Director, Applications for the Senior Fellowship Program must and Office Director / Regional Administrator. Employees include endorsements provided by the candidate's manage-interested in the NRC Senior Fellowship Program should i

ment including Branch Chief. Dmsion Director, and Office call Mary Louise 80e, OP/ODT, on (301) 492-4649. for Director / Regional Administrator.

general information and appucation materials.

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-l SECTION Xil l

PROGRAMS FOR SECRETARIAL / CLERICAL /

ADMINISTRATIVE ASSISTANT EMPLOYEES 1

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SECTION Xil which these controls developed is emphasized in PROGRAMS FOR SECRETARIAL / CLERICAL /

E ECONOMICS AND MANAGEMENT consius d e

35% economica and 05% management. Emphas:s is ADMINISTRATIVE ASSISTANT piaced on understanding the basic concepts underiy-ing business operations. Included are key economic EMPLOYEES arid management pnncipics. as wen as tne satest govemmental mgulations in business.

The NRC provides three developmental programs whereby employees might expand their spectrum of training opporta-IV. ACCOUNTING measures (a) knowledge of the e

nities within a broader interpretation of the training regula-dmem@P4%m@

tions. These programs a o open to a!I employees who meet

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the estabbshed ebgibihty enteria for each of the programs.

anthmetical oPCrations associated with accounti"9 While employee job satsfaction is an underlying factor in and compuung interest and discounts; and (d) ability these programE, the main purpose of the programs is to to summanze and interpret financial data.

enhance and develop the knowledge and skills of partici-pants to meet the NRC,s organizational needs.

T;ON measures proficiency in subject matters unique Participants in any of the programs must understand that all o the secretary's position: (50% office administration) the programs are developmental in nature and provide no executive travel, office management, records manage-guarantee of promoton or other upward mobihty acbon.

ment, and reprographics; and (50% written business communication) e@ ting, abstracting, and preparing These programs are managed by Mana Rucci Dolan, commu6cadons h hnal fonna OP/ODT. Her telephone number is (301) 492-4513.

VI. OFFlCE TECHNOL.OGY covers the secretary's Each of the three programs is ident!fied and described respons bilities created by data processing, communi-below:

cabons medra, advances in o+fice management, technological applications, and records-management technology.

CERTIFIED PROFESSIONAL wv nung a CPS raung is evidence e tne funainwm u SECRETARY a prescribed program of education, satisfactory secretarial The goals of the Cenified Professional Secretary (CPS) experience, and the successful completion of a two-day Program stem from the objective to upgrade the secretarial comprehensive examination in the six subject matter areas.

profession by encouraging secretaries to raise their own A secretary is aHowed six years to complete (pass) all six standards of professionahsm To attain success and recog-pads of the program, CPO is a rating, not an award or a nition as pro'essionals, secrctaries must be prepared to degee.

devote time to continued leaming.

Should a secretary, otherwcc qual f ed for the prog am, not i

A commitment to the CPS Program provides a secretary be inteiested in studying for and taking the examination, with a means of obtaining education and training in subject studying the six subject areas would Stdl be beneficial to areas somewhat outside the very narrowest confines of the most secwtaries and NRC will pay for courses closely secretanal du'ies.

related to the six discipknes.

NRC's program e designed to assist those ineviduals who Employees applying for the Cenified Prctessional Secretary wch to prepare for the two-day CPS examinaSon. The NRC Program should send a memorandum to the Office of does not pay the examination fee, but does pay for courses Personnel stating their interest in participating in this pro-in six examination areas.

gam Anhough not required, it is strongly encouraged that CPS applicants develop and forward an Individual Develop-It is anticipated that studying to pass the ux examination ment Plan with their memorandum.

y areas listed below will benett both NRC secretaries who attend courses in these dsciphnes and the IJRC:

l ADMINISTRATIVE SKILLS

1. DEHAVIORAL SCIENCE IN BUSINESS tests the ENHANCEMENT

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principles of human relations and organizational dynamics in the work place. It focuses on needs, The Administrative Skills Enhancement Program is de-motivabon, nature of confhet, problem-solving tech-signed for secretanes and administrative assistants who niques, essentials of supervision and communication, wish to develop adminstrative skills to meet NRC's future leadership styles, and an understand:ng of the infor-adminstrative needs.

mal organ::ation.

Candidates for the Adminstrative Skins Enhancement II. DUSINESS LAW measures the secretary's Program should identify an admin strative area in which e

(a) knowledge of the principles of business law and they deure to pursue a career and develop an IDP which (b) knowledge of the e*fect of governmental controls cicarly identfies the trairung and developmental assign-on business. Understanong of the httorical se' ting in monts that wiH assct them in achieving their Career goats.

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6 NRC provides administrative skills enhancement in a computer training to meet NRC's future needs. To accom-number of areas, such as: Accounting. Budget and I inance, phsh this goal, the NRC will utihze the NRC information Contract Pro' urement, Personnel, and Paralegal. Partici-Technology Senrices Training 1.aboratory {lTS Lab) located i

c pants and supervisors must be committed to the individual on the third floor of the Woodmont Building. 8120 Wood-Development Plan (IDP) agreed upon and work together to mort Avenue, Bethesda, Md., to provide training to meet achieve the goals identified in the IDP The Administrative NRC's needs today. After completing the training in the ITS Skills Enhancement Program is open to NRC secretaries Lab, program participants may attend off-site educational and administrat:ye assistants (GG 512) who meet the and training institutions to alert them to new trends and the j

following eligibility cnteria:

ever-widening scope of computer capabilities and technol-I ogy.

high school graduate j

e full-or part-time permanent NRC employee The Computer Science Development Program is open to j

e continuous one-year employment with NRC NRC secretaries and administrative assistants (GG E12) e fully satisfactory pedormance appraisal who meet the following eligibility criteria-Employees applying for trus program should submit a high School graduate e

written statement to their supervisors outlining how the full-or part-time permanent NRC employee e

employee's participation in the program will benefit both the continuous one-year employment with NRC NRC and the employee.

e fully satisfactory performance appraisal j

e Supervisors will send a written recommendation to the Office of Personnel nominating the NRC employee for the Employees applying for this program should submit a program along with a copy of the employee s IDP. Supervi-wntten statement to their supervisors outhning how the sors will estabbsh a beginning date and realistic ending employee's participation in the program will benefit both the date (no more than four years duration for the entare pro-NRC and the employee.

gram).

Supervisors will send a wntten recommendation to the COMPUTER SCIENCE otfice of eersonnet nominating tne NRC empioyee for the DEVELOPMENT program aiong witn a copy of the employec s individuai Development Plan. Supervisors will estabbsh a beginning The Computer Science Development Program is designed date and realistic ending date (no more than four years' to enable NRC employees to broaden the scope of their duration for the entire program).

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