ML20063M280

The NRC Guide to Training OPPORTUNITIES,1994-1995

ML20063M280
Person / Time
Issue date:	02/28/1994
From:	NRC OFFICE OF PERSONNEL (OP)
To:
References
NUREG-BR-0017, NUREG-BR-0017-R09, NUREG-BR-17, NUREG-BR-17-R9, NUDOCS 9403140169
Download: ML20063M280 (55)

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INTRODUCTION February 1994 The Office of Personnel sponsors a wklo variety of in Imuso courses, and provkles information and administrativo support to employoos seeking to take courses from other Dovernment agencies, outside or0anizations, colleges, and universities. This thirteenth odition at the Gu!do to Training Opportunitios desenbes many of the training and education opportunities availabio to NRC employees Additionally, the Technical Training Center's addendum to this publication describes the TTC curriculum. Both publications should assist managers in developing training p!ans for their employees and should assist employees in obtaining the education and training they need to perform their jobs

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INTRODUCTION February 1994 x

q The Office of Personnel sponsors a wide '

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information and administrative support to:

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employees seeking to take coursos from other government' agencies;'outside organizations,

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colleges l and universities.cThis thirteenth -

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odition of the Guido to Training Opporturiftles describes many of the training and education

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opportunitios availabio t'o NRC employees.c Additionally, the Technical Training Center's

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7 addondum to this publication describes the.

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training they need to perform their jobs.

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Tae.Nuc ear Regu atory Commission Guideto Training Opportunities

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OFFICE OF PERSONNEL Organizational

' Development and Training 1994-1995 l

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V PROGRAM MANAGERS t

The program managers in the Organizational Development and Training (OOT) component of the Office of Personnel (OP) and the programs they manage are ilsted belovr.

Chief Eileen Mason (E-MaileEBM or 492-7400)

Information Technology Services Training Laboratory, Individualized i

Leaming Center, financial management courses technical training course design and development Carolyn Bassin (E-Mail CBB or 492-8526)

Administrative Developmental Programs, The Media Training Wokshop, NRC and its Environment. Orientation to NRC Office P'acedures, Women's Executive Leadership Program, Speech Enhancement Program, NRC Writing Curriculum..

Maria Rucci Dolan (E-MalleMRD or 492-4513)

Nuclear Reactor Concepts, The Regulatory Process, NRC:

What it is and What it Does. Sexual Harrassment Prevention, Effective Briefing Techniques, NRC Senior Fellowship Program.

Mary Louise Roe (E-MalleMLRI or 492-4G49)

Federal Executive Institute, Career Counseling, Stress Management, CPR and first Aid.

Barbara Mack (E-MalleBAM or 492-7098)

Supervisory / management courses, Management Development Centor courses, NRC Supervisory Development Program, SES Candidate Development Program, organizational development and team building, communication courses for inspectors and technical professionals, Total Quality Management. EEO Curriculum...

- August Spector t

(E-MaileAKS or 492-4685)

Acquisition for Project Managers. Acquisition for Supervisors and Managers, Ethics Orientation, Acquisition of FlP Resources for Project Officers, Applied Statistics. Planning for Retirement, Agency Training System, Agency-Sponsored Graduate-Level Programs, Orientation for New Employees.

' Lillian van Santen j

(E-MalleLYN or 492-8938) i

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CONTENTS Page 1

- Program Managers iii Contents.

3 Section i Generallnformation.

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r Policy 3

. Eligibihty 4

General Categories

' Purptr,:,es 4

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Types 6

Sources of Training Courses.

6 Administration 6

Training Contacts.

6 Application for Training 8

NRC Training Contacts 9

NRC Form 368," Training Request and Authorization" 11 NRC Form 368A, Evaluation of Training" Soction 11 OP in-House Training..

15 -

Section ill Information Technology Services Trair hg 1.aboratory.

21 i

Section IV Individualized Leaming Center.

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Section V Specialized Technical Training.

Section VI Agency-Sponsored Graduate-Level Programs.

33 33 Multidisciphnary Programs Systems Analysis and Management - George Washington University,

33 Technical Management - Johns Hopkins University..

33 Technology Management - University of Maryland.

33 Engineering Management. University of Maryland 33 NRC Graduate Fellowship Program 33 i

34-NRC Senior Fellowship Program 39 Section Vil Executive / Management / Supervisory Development Courses..

39 Executive Development.

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SES Candidate Development Program NRC Supervisory and Managerial Development Curricula 39 l

40 Supervisory Development Program.

Women's Execufve Leadership Program.

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Section Vill Programs for Secretarial / Clerical / Administrative Assistant Employees 43 43

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Certified Professional Secretary.

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43 Administrative Skills Enhancement.

Computer Science Development.

44 Section IX.

Organizational and Individual Development Programs.

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Organizational Development 47 j

47 Individual Career Counseling.

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Career Development initiative.

51 Section X Interagency Training Providers.

Omce of Personnel Management 51 General Services Administration (GSA).

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GENERAL INFORMATION 1

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SECTION I (8) OP nominatos individuals. Facility dotormines GENERAL INFORMATION (9) If trainee cannot take the requested training. OP shall be notified immediately.

POLICY (1 ) AH c et ati ns shall be made through the NRC Office Training Contact to OP and in sufficient time so as to avoid payment by NRC. If impossible to cancel -

it is the policy of tne NRC to provido, within available without cost to NRC, a substitute should be found by funding, the maximum feasible amount of training to the the office requesting the training.

broadest r,poctrum of empicyocs at both government and non-governmont facihties. The purpose of training is to (11) Once OP authorizes a particular course, no charges improve employee job portorrnance, prepare employees for are allowed without approval from OP future duties, and support the NRC's commitrrmnt to equal employment opportunity, affirmative action, upward mobility.

(12) All requests for training shall be submitted to OP at -

ard continuing education principios. This policy is intended least six weeks (earlier, if possible) before requested to encourage managers and supervisors to recognize the date of desired training. (The Office of Personnel training, education, and developmental needs of their Management (OPM) requires that requests for training -

employees within the context of the agency's overall be received five weeks before the starting date of the roquiroments, in carrying out this pohcy, there are certain course.)

2 laws and regulations which govern.

(13) All requests for training (on Form 368) must be typed.

Statutorily, we can, and do, authorize training which is (14) Empk>yees shall evaluate al1 government-paid training relevant to the performance of an employee's current or within two weeks after completion of training. Such futuro duties. As a matter of policy,if appropriate ard full evaluations are sent to OP through the training contact, justification of relevancy is provided and funds are available, as noted on NRC Form 368A, " Evaluation of Training.

NRC will authorize the training requested according to the (Form 368A is found on sheet 4 of Form 368.)

provisions of the Government Employees Training Act and Chapter 41 of Title 5, United States Code (5 U.S.C. 4101-(15) Travel Expenses are not paid unless training is 4118). It is required that there be an apparont or scheduled during employee's regular hours of work.

documented relation betwoen the training being provided ard the duties of the employee or the needs of the agency.

non-technical COOPS and summer hiros.

(1) The NRC will not pay for books unless they are an (17) Training is authorized for permanent part-time integral part of course costs.

employees.

(2) NRC cannot pay for expensos incidental to obtaining a (18) Training in nongovernment facilities generally is not degree (i.e., thesis costs, higher tuition costs for authorized for NRC employees with less than ono-year degree candidates, etc ).

of service (see below).

1 (3) NRC will not pay for occupation certifications or examination foes such as: CPA, CSS, HP, CPS, PE.

ELIGIBILITY Courses leading to occupation cortification may be authorized, if job relevancy critcria are satisfied.

All NRC employoos with one year of current, cor tinuous civihan service are eligible for )ob-related training in (4) NRC will reimburse an employee for training expenas norwovemment facihties. (" Continuous civillan service

• for provided the training was approved and authorized by training purposes includes periods of rmpay status.)

However, there are some types of training that are essential OP before it bogan.

to carrying out the NRC's mission even though an individual

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(5) Proof of attendanco must be provided to OP upon Case, the authorizing official may waive the requirement if completion of a!! reimbursed training.

postponement of the training would be detrimental to the NRC intorest. Examp!as are training that is:

(G) NRC will authorize training in furdamental skills for lowergradod employees.

e Essential to protection of life, safety, or property.

Essenttal to law enforcement.

(7) OP does not monttor mquests for training to assure participants get into courses except for special programs such as: Congressional Fellowship Of little or no cost to the NRC other than the Program, Senior Fo!lowship Program, Graduate employoo's salary.

Fenowship Program, Women's Exooutivo 1.cadership Part of a formal apprentice training program in a skilled Program, Federal Executrve Instituto, Executive Seminar Contors, Brookings, and Harvard.

trado.

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An integral part of a formal, entry 4evel, development This limitation, may be waived when it is in the public e

program.

inforest to do so or when the employee is in a shortage occupation.

An employee may not spend more than a total of two years in training, through nongovernment facilities, in any 10-year The following table graphically portrays eligibility for and penod of continuous and ron-continuous civilian service.

allowable time in non government training:

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

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

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

No less than one year of curront, continuous civilian service, i

but postponorrent would be contrary to the public interest.1 Yes Service Period:

Allowable Time First ten years of continuous and nor> continuous civilian service 2 Two years Each ton year period of service thereafter2 Two years

' Determined by NRg authorlang official 2May be waived wtmo in the public interest to do so.

GENERAL CATEGORIES PURPOSES (1) Nontechnical (0) Unknown Training in this category ranges from basic skills for secretarial and ciencal personnel to advanced (1) Program / mission change management training and executive development Training to provide the knowledge or skills needed as a courses. This training is in educational or functional result of changes in agency mission, policies, areas that neither requires nor involves significant programs, or procedures; e.g., training provided social knowledge or skill in scientific, engineering, or workers to acquaint them with new policies and technical disciplines.

procedures affecting the eligibility for, or benefits to be accorded, welfare recipients.

(2) Technical This category includes the scientific, engineering (2) New technology and/or other technical training that is customarily Training to provide the knowledge or skills required to offered by universities and other private, govemment, keep abreast of developments in the employee's and scientific training facilities. The objective of such occupational field or in a relater

• field; e.g., training training is mastery of the general and specialized provided an employee in the use, maintenance, or principles of individual technicat disciplines.

repair of new and advanced electronic equipment; the application of new technology; or advances in the state (3) Specialized technical This category contains intra-NRC training presently conducted by the Office for Analysis and Evaluation of (3) New work assignment Operational Data (AEOD) to satisfy that office's Training to provide the knowledge and skills needed as requirements to: (1) train inspectors and (2) provide'all a result of assignment to new duties and in-house training in reactor systems technology responsibilities, when such training is not a part of a required by other NRC offices. The inspector training is planned career development program; e.g., technical i

primarily concemed with nuclear power plant design training provided an accounting clerk who has been s

and operation and the principal construction newly assigned accounting technician duties.

technologies (wolding, concrete, electrical) refated to the inspection of construction and operations activities at nuclear power faciht;es.

(4) Improve present performance Training to provide the knowtedge or skills needed to The purpocos, types, and sources of tra:ning are defined by improve or maintain proficiency in present job; e.g..

the Offico of Personnel Management in Federal Personnel training provided typists to increase typing speed and l

Manual Chapter 290. The current definitions are:

Improve accuracy, training in te;ephone techniques for 4

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clerks or encro*arios (Note: Refresher training is practices (includ:rg equal employment opportunity, inch;dnd here )

ment promotion, and labor relations); human behavior and motivation; communication processes to j

supervision; work planning, schnduhng, ard review; (5) Future staffing needs (management and and por'ormance evaluation.

cupervision) j Training to provico the knowledge and skills needed t (3) Legal or medical I

trmt future staffing noods through a planned career development program in an occupational specialty, Education or training in the concepts, poncipios.

exocutwo or rnanageriat development program, a theories, or techniques of such disciphnes as law and management infomship or a training agf oement, or

modicine, programs to upryade skills and abihtics: e.g.,

stenographic training for typists and technical training for laboratory assistants.

(4) Scientific or engineering Education or training in the concepts, princip;es, theones, or techniques of such disciplines as phys cat, (6) Development of unavailable skills (product tuotogical, natural, social or tmhavioral sciences:

training) education; economics; matnematics and stattshcs; Training to provide the knowledge or s!f'b needed for acchitectore; enginociing: or fotoign affairs.

fields of work that are unique to the Federal Govemment, or to meet govemment staffing needs in (5) Administration and analysis occupations for which the labor market cannot produce a sufficient number of trained candidates; Education or training in tne concepts, principios, and e.g, Air Traffic Controller or Taxpayer Service theories of such ficids as pubhc or bustness Representative training administration; leadership; personnel; FO!A; accounting; labor negotiations; training; Equal Employment Opponunity; logistics; finance; systems (7) Trade or craft apprenticeship analysis; policy, program, or management analysis; or planning (e.g., Confbct Hosolution, Stress To provide the classroom or group portion of the formal anagemont, Tm Managem4 training that, together with guided work experience, perrnits the employee to acquire the knowledge and skills needed to meet the full requirements for (6) Specialized and technical loumeyman status in an apprenticeship program.

Training of a speciah.70d or technical nature in the methods and techniques of such fields as (8) Orientation investigation, security, pohce science, supply, procurement, transponation, air traffic control, To provide orientation to the policies, purposes' or tne computer programming, languages, or medical, legal missiort and functions of the employing agency or scient:hc support work (e.g, contracts, all writuig federal Govemment for now employees.

courses).

(9) Adult basic education (7) Computer technology To provido the basic knowledge and skius needed to Computer pragramming and use of computer permit the employee to function in the world of work-languages.

4 TYPES (8) ciedcai Training in clerical skills such as t/ ping, shorthand,

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word processing, letter writing, filing. to:ephano (0) Unknown techniques, prooffeading. and records management.

(1) Executive and management (9) Trade or craft, orientation, and adult basic Education or training in the concepts, principles, and education theones of such subject matters as public pohcy Training in the knowledge and skills needed in such formulation and implomontation, management fields as electrica! or o'octronic equipment insta!!ation, princ!ptos and practices, quantitative approaches to maintenance, or repair; tool and die making, welding; managomcot, or management planning, organizin9 carpentry; or printing. Training of a general nature to and controthng (o g., Federal Execut:vo Institute.

provide an understanding of the organization and Drookings, and Executive Seminar Center).

missions of the Federal Government or the employing agency, or a broad overview and understanding of I

matters of public policy, such as the policies relating to (2) Supervisory Equal Employment Opportundy, retirement, Federally Educahon or training in supervisory ponciptos and Employed Women / Blacks in Govemment Conference, techniques in such sub;octs as personnel pohcies and Education or training to provide basic competence in '

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' such subjects as remedial reading, grammar, Participants must formally register for all local anthmetiC, bp reading, or braille.

University Courses.

(8) TTC SOURCES OF TRAINING COURSES Regardiess of wnicn agency or institution conducts a course, nomination of NRC employees is arranged by Training courses administered by OP generally fall into five OP!OOT. The facihty notifies participants of time, date, categories:

and location, as soon as arrangements are completed.

Participants must formal!y register for all local university courses, (1) in-house Conducted in-house in NRC facilrties (such as PRA, TTC. and ITS cources). TTC courses are inhouse but ADMINISTRATION identified under (8) but included in this category when reporting annual training to OPM, 7

order for satisfying training needs, the following priority of (2) Government training will generally apply:

All programs conducted by government agencies other I

W aining that must be accomplished in the ensuing than NRC. These programs are not conducted in NRC facihties. (Examples are: OPM, FEMA, GSA, NIH hscal yeano gevent a direct adverse effect on mission Foreign Service institute, Naval Material Commarb, accomplishment. This includes training which is and USDA Graduate School.) FEl/OPM is identified required by skilled employees through development under (0) and MDC/OPM is identified under (7), but Nams aM we, Wmed Wmd N enssg included in this category for reporting annual training 0 scal year, wW he an a&m et on nssM to OPM accomplishment in the period following.

4 (2) Training that is required to provide for systematic

@ Society replacement of skilled employees through developmental programs and which, if deferred All programs conducted by such type organizations as beyond the ensuing fiscal year, will have an adverse American Nuclear Society (ANS), ASTD, Brookings-effect on mission accomplishment in the period etc. These programs are not conducted in NRC following.

facilities.

(3) Training that is not required for an employee to perform at an acceptable level of competence, but which may (4) Commercial increase his or her efficiency and productivity and All programs conducted by "for profit

• organizations, enhance the employee's opportunity for advancement l

(Practical Management Associates, Dale Camegie, in the agency. This training will be accomphshed, but i

Fred Pryor Seminars, EGSG, Combustion Engineering, generally after the foregoing needs have been met.

etc.). These programs are not conducted in NRC i

facihtlos.

TRAINING CONTACTS (5) University

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All programs conducted by pubhc/ private Each NRC office has a Training Contact who has the responsibdity for:

colleges / junior colleges and universities. These programs are not conducted in NRC facihtles.

(1) Coordinating training activities (6) FEl/OPM (2) Advising OP of training needs Regardless of which agency or institution conducts a (3) Implementing individual and office training course, nomination of NRC employees is arranged by requirements by providing lists of courses to OP/ODT. The facihty notdies participants of time, date, employees and supervisors. A list of Training Contacts -

and location, as soon as arrangements are completed.

is given on page 8.

Participants must formally n@ ster for all local universJty courses.

APPLICATION FOR TRAINING (7) MDC/OPM Rogard!ess of which agency or institution conducts a The procedures for making an application for training vary course, nomination of NRC employees is arranged by according to course sponsor.

OP/ODT. The facihty notifies participants of time, date, and location, as soon as arrangements are completed.

In-house courses:

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(1) Cource availabihty is generally promulgated by week!y (6) An OP official obligates the funds.

training announcements Complete the form to indicate interest, supervisor apptoval, employing office, and (7) The form is returned to OP/ODT (MS W-316) for final ottwr portinent information.

processing and distobution to the training provider.

(2) Courses are conducted on an *invitatiorf basis. These A form letter and one copy of Form 368 are sent to all private are courses for employees who are required to training providers. The hatter authorizes the training and l

understand a particular process Weekly provides billing instructions to the provider. The General announcements are sent to all employees, who then Services Administration (GSA) and OPM receive copics of submit their requests for the training to ODT after Form 368, but no form letter (GSA-5 copies, OPM-6 obtaining wntten permission from their supervisors on copies) the form provided on the weekly training announcement.

Form 368A, Evaluation of Training" (see pages 17 through

20) is sent to the NRC Office Training Contact for the All other courses (Headquarters employees):

empi yee, a ng with a copy of Form 368.

An einployee must complete a Training Request (NRC Form 368, sample form shown on pages 17,18,19, and 20) and Training courses in Regions:

forward it to OP/ODT through the employee's supervisor and s

se b He@m est Mam Office Training Contact.

region. Training contacts follow the instructions provided to them, using the Headquarters procedures as a guide.

Form 368 is used to request, approve, authorize, obligate, OP/OOT receives a copy of each Form 368 processed in the and record training. The process is given below:

region.

(1) Employee initiates the form, supplying all information, including Social Security number.

gg (2) Ernployee submits form to supervisor for approval and (1) The employee should evaluate the training as soon as signature.

possible, but not later than two weeks after completion of the course, and retum the evaluation (3) Supervisor subm!ts form to Division Director of to OP/ODT, W-316, or the regional training contact, as designated office (Approving Official).

applicable.

(4) The form is cent to OP/ODT where it is date stamped (2) Upon receipt of the evaluation, the original training arxi ar.stgned a training request number.

request will be filed in the employee's official pordonnel folder (OPF). (Regions file their copy; OP (5) An OP official authorizos the training.

files the Headquarters copy.)

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NRC TRAINING CONTACTS Office Name, E Mail Telephone - Mall Stop Name, E-Mail Telephone - Mall Stop i

ACRS Janet WHson (JDW1) 492-8593 P-135 Kathy Schmidt (KAS) 492-4241 MNBB 2104 ADM Jill Solan (JAS6) 492-4350 MNBB 6113 Kathy Schmidt (KAS) 4924241 MNBB 2104 AEOD Cherio Siegel (CXS) 492-4624 MNBB 3701 Kathy Schmidt (KAS) 492 4241 MNBB 2104 ASLBP Jack Whetst.no 492-7439 EWW-439 Kathy Schmidt (KAS) 492-4241 MNBB 2104 CONS Eleanor Hagins (EEH) 504197215H3 Janice Hunter (JPH2) 504-1522 15G21 EDO Matgo Bridgers (CMB) 5041718 17G21 Janice Hunter (JPH2) 504-1522 15G21 IRM Cosmo Fornaro (CDF) 492-7418 MNBB 4100 Kathy Schmidt (KAS) 492-4241 MNBB 2104 NMSS Sally Cesnell (SAC 1) 504-2673 6E6 Bella Carter (BAC1) 504-2677 6A4 NRR Brenda Davis (BLD) 504-1215 12HS Sandy Johnson (SLJ1) 504-1374 13H7 OC Sharon Hudson (SMH) 492-7450 MNBD 6103 Kathy Schmidt (KAS) 492-4241 MNBB 2104 OCA Lorie Folds (lJF) 504-177617A3 Janice Hunter (JPH2) 504-1522 15G21 OCAA Mary Tenagha (MLT) 504-2184 16G15 Janice Hunter (JPH2) 504-1522 15G21 OCM Janice Hunter (JPH2) 504-1522 15G21 OE Betty Sumrners (BTS) 504-27417H5 Janice Hunter (JPH2) 504-1522 15G21 OGC Mary Ann Warner (MAW) 504-1518 15B18 Janico Hunter (JPH2) 504-1522 15G21 t

01 Jeanne Hunt (JHX6) 504-3487 Janice Hunter (JPH2) 504-1522 15G21 OlG Martio Lopez-Nagle 492-4660 EWW542 Martie Lopez-Nagle 492-4660 EWW-542 OIP Dianne Griggs 504-2347 3HS Janice Hunter (JPH2) 504-152215G21 OP Joyce Riner 492-7608 W-316 Sheryt Dunn 492-8232 W-450 OPA Gradys Ordaz (GMO) 504-2240 2G5 Janico Hunter (JPH2) 504-1522 15G21 OPP Barbara Tompkins (BXT) 504-3600 1F22 Janice Hunter (JPH2) 504-1522 15G21

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OSP Brenda Hill (BGH) 504-2348 3D23 Janice Hunter (JPH2) 504-1522 15G21 RES Carolyn Stabler (CTS) 492-3616 NLS 007 Pam Easson (PXE) 492-3636 NLS007 RGN-1 Linda Lamborn (LKL) (215) 337-5256 RI Len Carsley (LHC) (215) 337-5352 RI RGN-li Valencia Robbins (VHR) (404) 331-5609 All Buffy Harper (ACH) (404) 331-4177 Ril RGN-lil Dawn Smith (DMS1) (708) 790 5533 R!ll Cynthia Marcy (CTM) (708) 790-5751 Rlli RGN -lV Connie Parker (CAP) (817) 8604255 RIV Karen League (KEL) (817) 860-8281 RIV RGN -V Sandy Lindsay (510) 9754261 RV Pam Gallagher (PCG1) (510) 975-0320 RV ll SBCR Bottie McCann (RFM1) 492-4665 MNBR 7217 Kathy Schmidt (KAS) 492-4241 MNBB 2104 SECY Sanc!y Joosten (SMJ) 504-196216G15 Janice Hunter (JPH2) 504-1522 15G21 TTC Irene Parker (!HP) (615) 855-6515 8

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NRG EMPLOYEE

1. EMPLOYEE - ARE YOU RECEMNG VA/GI DILL YES NO OMT TRAmG CMTS EDUCATION BENEFITS a.

sors ctwasas Ar courus Amo univrna#Tu s, voun amiATusionow as unc (1) TUITION THE ALJTHORIZATION TO OSTAfM ORADE INFOntJATION DifiECTLY FROta THE FtwCAtirAM./ TRAINtNG F ACILITY.

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w m un nem NRC form 368, " Training Request and Authorization."

f 9

H. CONTINUED SEflVICE AGREEMENT NOTE: IhltaEst"313.111tEL^*.'1AElh* Def93* fo' e4 noncovemement trsmina that,weads 90 hours0.00104 days <br />0.025 hours <br />1.488095e-4 weeks <br />3.4245e-5 months <br /> and for where the Omemrr strmevej war't p11ramILmittttMt.2mMdrja1.gLnt NoWng conthd M this action shall be constn.ed as brntting the authority of an agency to w we,in wn is or in part. en ot>tigaton of an empicyee to pay expenses Mcurred by the covemment in connection +fth sne training.

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t. SPECLAL REQUERELtEMT

f. GENEML OR SPt CIAL WAri/ER OF STATUTORY UWTATIONS FOR EMPLOYEES WITH LESS THAN ONE YEAR Or CUnacNT, CONTINUOUS CML1AN SERVICE. (Onty for training through non sovemmerit facilities Refer to NRC Management Directive 10.77 ) postponement of training is coritrary to the pubhc interest for the folleanng reason {st treening se essential to protection of life. na+ety, or property.

Training is essential to law enforcement actberties.

Traerung that ernployee can take at it'tle or rio cost to NHC, other than aalary experises.

j Training that is rotatively ignort. Nghly speclaffred, very closely Mb related, and of Amanadiate apphcation.

Training that is an integral part of a formet. entry-level. deveiopmerit program te.g., intern program, feitownhip proaram, etc ).

Chock approprhte tm

'"'unn mesm Supervisor jme and sign for wah/er J. f RAUDULENT CLAIMS I

i Double payment o E rtucatsoral Allowances. Normally 38 U S.C,1781 prohibits educational assistance by the Veterens Artm4natration (vA) to a veteran r

who is attend 4ng a course of education or trah4ng pul for under the Government Emp{oyees Tra6ning Act (CETA).

F%UtX The fonowing applicable Federal Statu1es provice comhaJ sanctJons for wl:tful fraud. 3a U.S C. 3*,02 (Fraudulent receipt of funds from VA), is 6.s iG.1001 (Falso statement or representation to U.S ), and 18 U St 2. 7 p.'dimQ false, fictitious, or fraudulent claims to the U S.).

8 K. INSTRUCTIONS

1. Prepare this farm for all training terguests. If the sequester is handicapped or disabled and in need of special arrangemer.ta (braihng, lapsng, hierpreters, faciT.ty moressibihty, etc), descnbe the specsal arrangements on a separate abset and attach it to this form. NOTE: The requester is not requite:f to famish this irformation His/her signatute on the descriptive sheet lndicatet agreement to release it to tralnbg facilities.

2. Antain the ENIPLOYFE PEND:NG topy, and forward the set, comp 6ete with required off!ce approvals, through the of'lce ira ning coordinatos to the 04ce of Personriel, for Headquarters employeen; and to the Fbgional Personnel Officer for regional employear.

3. After the request 6s reviewed and approved by the Ortne of Personnet/ Regional Personnel Officer, an Authortration for Training letter is ser t to the Trammg Provider. A copy of the P#tC Form 3ri8 and eva'uallon form (NRC Form 3r.eA) is sent to the employse.

PRNACY ACT STATEMENT Pursuant to 5 U.S C. S'.2aio)W, enacted into taw by Section 3 of the Pr6vacy Mt of 1974 (Pubhc Law 93479), the following statement ts furnahed to ind vidusta wtio supply information to the U.S. Nuclear Regulatory Commission on NRC Form 3r>8 TNs information la ma:ntained in a sptom of records designated as NRC.11 and NRC 12. and coscrit.ed at M Federal Register 33fs83 (Ogust 20,1990), or the enest recent iederal Reg; ster publication of the Nuclear ungestory Commiss+on's *Repubbcation of Systems of Decords Ntices* that is avadab!e at the NRC Public Document Fbom, Gelman BuildMg, Lower Lew., ? 20 L Sweet NW. WasNogten. 0.C.

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• Evaluation of Traininf i

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I i

SECTION 11 OP IN-HOUSE TRAINING L

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OP IN-HOUSE TRAINING I

1 The following courses have been developed and are offered by OP for NRC employees in response to identified employee development needs. End-user computer coursos offered in the ITS Training Lab aro listed in Section 111. Information on the Probabilistic Risk Assessment (PRA) Technology Transfer Program can be found in Section V.

i Course Title Target Group Description Hours Acquisition for Project officers and project Dosenbes Federal acquisition requirements 32 Pro!oct Managers managers of contracts or agree-and processes, as well as role of the monts and work orders.

project manager in contract management.

(Level ll mandatory course)

Acquisition for Supervisors Mana0ers and supervisors of Provides an overview of major steps involved

-8 and Managers project rnanagers in the NRC acquisition process.

Acquisition of FlP Project officers in IRM and Familiartzes participants with the acquisition 96 Resources for Progect srJected Division of Contracts and process of Federal information processing Officers Property Management personnel (FIP) resources specifically.

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

laws and Federal regulations related to age i

discrimination; an understanding of various stereotypes and myths about older members of the workforce; and a foundation for reducing individual and organizational stress which may result from changing workforce demographics.

Apphod Statetics All employees Provides justification for methods used in 40 statistical analyses, illustratos techniques from a wide variety of technica! and nontechnical applications. Discusses where statistics are misused.

Anificial intolligence/

All employees Discusses terms and definitions and introduces 8

E> pert Systems situations and applications appropriate for expert systems. locludes criteria for expert i

systems and resources used to build them.

Dasic CPR and First A!d All NRC employees Teaches CPR and First Aid techniques for 12 choking and other respiratory emergencies for adutts, children, and infants.

Conduct;no and Managers, professional and Provides techniques for effective meeting 16 Participating in Meetings paraprofessional employees management. Covers procedural elements, i

leaders, followers, communication techniques, etc.

Conflict Resolution All employees Offers ways to deal with conflict in a positive 16 manner. Studies forces that generate conflict and the consequences of conflict upon different employees. Instructs on recognizing conflict resolution styles and benefitting from a win-win, problem-solving approach.

Cultural Divorsity at NRC All 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 rnay result from cultural diversity issues.

Drugfree Workplace Supervisors (Level 1 mandatory Focuses on recognizing and addressing illegal 8

Training for Supervisors course) drug use by agency employees. Provides information on NRC policy with respect to dru(;;s and alcohol, drug-testing, the Employee Assistance Program, and drug education.

15

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.J Course Title Target Group Description Hours EEO for Managers and Supervisors, and managers Providos the supervisor information related 16 Supervisors (LevelI mandatory course) to EEO policy and cultural awareness.

Effective Briefing Techniques Employees required to prepara Provides irKlepth skills and techniques 24 and deliver bnefings required to make oral presentations effective.

Effective Communication Inspection team leaders and Focuses on imptoving communication with 24 for NRC Inspectors members licensees. Provides techniques to improve exit inspection bnefings with licensees.

Uses videotape feedback.

Equal Employment All employees Provides participants understanding of Federal 4

Opporturuty at NRC laws, policies and mandates goveming EEO; the discrimination complaint process: and issues of sexual harassment, affirmative action, age discrimination, and disabihty issues.

Ethics Orientation All employees Provides information on standards of ethical 2

conduct as prescribed by the Govemment Ethics Act.

Cathering Inspection inspection team members and Focuses on phrasing questions, listening, 24 Information Through professional employees and intorviewing in difficult situations. Uses Interviews case studies, videotape feedback, and trainee participation.

Irevidual Career Counseling All employees Consists of four 50-minute sessions with 4

an impartial professional career counselor to explore career-related issues in a confidential manner.

Interviewing Skills Managers, supervisors, and Provides techniques for conducting effect:ye 24 cmployees conducting interviews. interviews. Includes planning, structure, strategy, and legal implications of interviewirr Uses videotape feedback.

Management Workshop Supervisors and managers Provides insights for managing in a technical 24 (LevelI mandatory course) environment. Discusses leadership styles, planning, implementing, and controlhng, accountabil ty delegation, and effective communications. Recommend this course be a follow-on six months after completion of Supervising Human Resources course.

Managing Change Managers & professional Offers techniques to deal with long-and 24 employees short-range changes within the organization (technological, social, political, economic, etc.).

Managing Othor People's Managers and supervisors Provides a review of basic writing standards 16 Wnting and how to provide constructive feedback to the writer.

Media Training SES employees, resident Provides participants with techniques and 8

Workshop, The inspectors and other NRC practical experience to communicate with the employees who potentially news rnedia more effectively, interact with the news media NRC and its Environment SES employees, managers, Provides practical insights concerning 24 professional employees Congressional, Executive, Judicial, and other forces that impact NRC's policies and programs.

NRC Inspection Team inspection team leaders and Provides participants guidelines for leading 24 Leader Workshop members teams and emphasizes the dual challenge of sensitivity to human dynamics as well as responsibility for mission accomplishment.

16

Course Title Target Group Description Hours NRC: What it is and New employees Provides an overview of NRC organizations 16 What it Does and their functions. Also provides historical background on the interaction of NRC and external organizations such as Congress, the Executive Branch OMB, DOE, DOT, special interest groups, the nuclear industry, the media, the courts, and the States and how these institutions affect the way NRC conducts its business.

NRC Wnting Program, The All employees Provides instruction on how to plan, wnte, and 24 edit documents that are clear and logical.

Nuc! car Reactor Concepts All employees Provides an understanding of nuclear power 16 plant operation, general reactor design, reactor safety systems, and the sources of radiation that affect living organisms.

Organizational Effectiveress Managers, supervisors, and Provides methods for improving individual 16 and Team Buildng their staffs and team competence in problem solving, planning, decision-rnaking, and communicating.

Sossions are individually designed for specific work teams.

Orientation to NRC Office All new secretarial and clerical Provides participants with an introduction 24 Procedures employees to NRC's correspondence procedures, records and, tracking systems, and travel and T&A records.

Performance Appraisal Supervisors and managers Analyzes individual positions; defines 8

Workshop (Level I mandatory course) requirements and performance elements; deterrnines crit; cal and no-critical elements; establishes performance standards.

Performance Management Supervisors and managers Focuses on techniques to manage work 16 Workshop performance analysis techniques, problem strategies, action planning and developmental strategies.

Personnel Management Supervisors and managers Describes the role of the NRC supervisor in 24 Pract ces (Level I mandatory course) planning for, acquiring, developing, and utilizing employees to accomplish the work of the organization. Includes information concerning laws, policies, regulations, and the procedural framework within which supervisors carry out their r3sponsibihtles as well at the role of OR Planning for Retirement NRC employees and their Enables employee to plan for retirement.

24 spouses contemplating retirement Provides components of a comprehensive within ten years retirement plan. The issues of financial planning discuss Federal retirement, SS, and thnft savings plan benefits, effects of tax and legal issues and savings benefits, and personat, health and psychological concerns that may impact a decision to retire earlier.

Pre-Supervisory Orientation Nan-supervisory employees Provides a vehicle by which nonsupervisory 40 Program personnel may gain information useful for (Part I) determining their career goals and a better understanding of the role of the first-level 16 supervisor. Part I (correspondence home (Part II)

~udy) and Part 11 (inhouse workshop) must se completed before certificate is given.

Problem Solving and All employees Utilizes the Kepner-Tregoe problem-solving 40 Decisionmaking (KT course) approach; provides usefut techniques for identifying and solving technical and non-technical problems.

17

=

Course Title Target Group Description Hours Proofroading Clerical and administrative staff Provdes techniques on how to detect errors to 16 in type vritten material and use of proofreading symbolt Regulatory Process The All employees Provides instruction on understanding the 16 regulatory processes, legal requirements, and application of relevant statutes to licensing, rulemaking and inspection / enforcement, and NRC's unique role in nuclear energy as an independent regulatory agency.

Sexual Harassment All employees Provides broad overview on subject of sexual 4

Prevention harassment. Includes statutory requirements, rights ard responsibilities of victims and management's role and responsibilities.

Situational Leadorship Team Leaders, Supervisors, Provides working knowledge of situational

'8

~

Workshop branch chiefs, and cbove leadership, a process by which managers adapt their style of leadership behavior to meet the particular work situation and the needs of their -

employees.

Small Group Dynamics All employees Applies techniques for dealing as a leader and 16 member of small work group to promote more effective group processes.

Stress Management All employees Deals with job stress factors and how they can 16 be reduced, stress camers, and relaxation training. Covers coping with stress ard reducing self-generated stress.

Supervising Human Supervicors and marwcers Details the role of the NRC supervisor:

40 Resources (LevelI mandatory course) understanding the supervisory functions of planning, organizing, and controlling; leadership style identification; motivation techniques and other practical supervisory tools related to NRC supervisory situations.

Time Management All employees Offers techniques whereby employees may 16 better manage time, both on and off the job.

Working with People with All employees Designed to increase awareness of disabilities 4

Disabilities issues and dispel myths and misconceptions and eliminate common attitudinal barriors.

Various types of disabilities covered are physical, psychological, communication and teaming. The Americans with Disabilities Act and Rehabilitation Act will be discussed.

18 l

-l

SECTION lli INFORMATION TECHNOLOGY SERVICES TRAINING LABORATORY i

l SECTION lli to"nina'S to mto"o 'n'o"nah* 5torod on aoancy-*'do d3to-bases such as the Shand information Network (SINET) and INFORM ATION TECHNOLOGY Nuclear Documents System Advanced Design (NUDOCS/

^"I SERVICES TRAINING MBORATORY For moro intormaton on the computer training program, call thu ITS Tra;ning Lab Project Manager, Carolyn Bassin. OP/

The information Techrology Services Trainkg laboratory (ITE Training Lab) offers hands-on, instructorled computer trair ing to all NRC employoos. Training classes are con-How 1o Register duCnd daily at Hoadquartors, ITS Training Lab instructors also ravel to NRC's regional officos and to the NRC Techni-e Fill out all requestod information listed on the back of cal Tr. inirg Conter in Chattanooga, TN, to train employees.

the iTS Training Announcoment. The announcomonts are distributed to all employees bimonthly. Or, to obtain The core of the ITS Training Lab's curriculum is its one-day an announcement, call (301) 492-4744.

Courso, " Introduction to Computer Resources " This course S go the trF House Trainirg Roquest form on the back e

is desgned for employees who oned a basic understarding of microcomputers and software employed at the NRC. Th dNmmMWh W WmM administrative contact do the samo, courso covers the basic functions of computer equipment.

Students will identify the products generated by NRC-sup-e Rotum the In-Houso Training Roquest to W-306. Places ported software and pnrform basic operations in WordPer-in the class will be assigned on a firstcome, first-served foci ard the AU TOS LAN.

basis, so return the form as soon as possible.

After completing this introductory enurso, employoos select You will receive confirmation by mail. Carefully review this class schedule. Because of varying demand, class follow-up courses based on their workplaco noods. The ITS Training Lab curriculum includes introductory and intermodi_

datos are subject to change. In addition, you will be ate levol coursos in dBASE Ill Plus, LOTUS 1-2-3, PC-DOS, asked to confirm your attendance ono week before the Wordperfect, Harvard Graphics, AUTOS LAN Orientaton, class is schedujod by calhng (301) 492-4744.

and Using Your AUTOS Local Area Network. A selection of location advanced half day courses that targot specific Wordperfect capab)hties at the lab are designed to advance the presenta-Training classes are conducted on the third floor of the 1on of information at NRC. " Introduction to Communication Woodmont Building,8120 Woodmont Ave., Bethesda, MD.

Softwaro at the NRC* class teaches students how to link Classos meet for oither half day or full-day sessions. Consult i

their computer to another computer for ready file transfer.

the ITS Training Lab Announcement for specific times and The curriculurn also includes mainframe connectivity locations. For more information, call the ITS Training Lab on classes. Here, students leam to use their microcomputers as (301) 492-4744.

1 Course Title Description Days l

Introducton to Communication Softwaro A courso for the novice to tclecommunications who noods to 1

at the NRC connect with other PCs and mainframe computers both within and outside the agoncy.

AUTOS and WordPerfoct Office A workshop on all the featuras of Wordperfect Office, including 1

j mail, calculator, scheduler, ard the notebook.

j dBE0111 + intermediato A courso for curront users of dBaso ill who wish to team more of 2

the dBase commands.

dBase lli + Introduction A course for those responsible for designing and maintaining 2

databa%s.

l DOS Advancd Commands A cow.4 for ine DOS user who wants to learn more about filo

.1 i

attributos and how to writo and edit DOS batch f;ios.

l DOS Fundamentals A courso for those who have usod a computer and want to learn 1

more about how to manage their information using paths and directorios.

Harvard Graphics introducton (Version 2.3)

A course on how to create presentation graphics using NRC 1

standards.

Hatvard Graphics introduction to 3 0 For the user with the new 3.0 vorsion, a class in creating text, bar, 1

fine, pie, and text graphs.

liarvard Graphics 3 0 Draw ard Advanced A course with a focus on the enhanced Draw feature ard use of 1

Features rnacros.

Introduction to Computer Resources A class designed for tho employco who needs to know the basics 1

in PCs and software. This courso is a prerequisite for most other clasres at the iTS Training Laboratory.

21

Course Title Description Days introduction to Windows For the fjerson who needs the Windows environment, a course 1

teaching how to use a mouse, multi-tasking, the clipboard to transfer information, and the file manager.

Lotus 1-24 Intermediate A course during which efficient planning and documenting methods 1

for building spreadsheets, techniques to move through and view the spreadsheets, formats, and printing are examined.

Lotus 124 Introduction For the employee who needs to employ mathematical calculations a 1

class introducing the spreadsheet concept and how to enter formulas.

Lotus 1-2-3 Macros A course in creating, editing, and using macros with 2.x versions of 1/2 Lotus 1-2-3.1/2 Making Your Point with Graphics An advanced Wordperfect course that teaches how to incorporate clip art, Harvard Graphics, and more in a document.

Merging for Office Productivity An advanced Wordperfect course for those who send multiple letters, 1/2 have vast mailing lists, and need a quick and easy way to process them.

NUDOCS/AD A course giving instruction on how to search, select, retrieve, and 1

}'-

browse through documents. The Nuclear Document System /

Advanced Design is an online retrieval system.

Taclog the Laserjet Printer A Wordperfect course on how to get the results you want from 1

your laserjet printer.

Using hv AUTOS LAN A course giving an overview of how to work in the AUTOS Local 1

Area Network, manage files, and send e-mail Wordperfect: The Basics The basic Wordperfect (NRC's word processing standard) course 1

teaching how to create, save, print, and retrieve documents.

Basic formatting techniques are taught in this course.

Wordperfect Columre and Tables An advanced course that provides instruction in setting up tabular 1/2 columns, and using the altomative: the table feature.

WordPerfeu File and Document Management An advanced course in file and document control, making edits 1/2 and comments, and naming techniques.

Wordperfect Intermediate A course providing advanced blocking techniques with an emphasis 1

on formatting.

Wordperfect Macros An advanced class that teaches the basic techniques necessary to 1/2 store repetitive keystrokes and reuse them.

Wordperfect Tables and Spreadsheets An advanced course that is a follow-up to the Wordperfect Columns 1/2 and Tabies course. This course will help the Lotus user link the spreadsheet to a Wordperfect document. It will help the non-Lotus user by teaching how to create tables with mathematical calculations 0 Wordperfect.

Working Smarter with large Documents, Twc courses that address the sophisticated techniques available to 1/2 Parts I and II contnci and protect large documents with advanced layout procedutes, and the style feature.

Working Smarter with Legal Documents For those t *fices that process legal documents, a course giving 1

instruction oc Wordperfect features to create a legal dictionary, -

create a Table ef Authorities, and more.

AUTOS Through Windows For those running AUTOS LAN in Windows this course teaches use 1

of e-mail, LAN direcaies, printing and LAN security.

i N

I

.....i

j.,_..

i SECTION IV i

INDIVIDUALIZED LEARNING CENTER'

\\.

1 SECTION IV nwm 325 8120 Woodmont Ave.

INDIVIDUALIZED setnesdaam (301) 492-4514 or (301) 492-8526 LEARNING CENTER Man stop w.310 The Indmduahzod Levning Center (ILC) offers a tra;ning To extend training opportun; ties to al1 NRC employees, the alternative to c!croom instruction at NRC. % duo and audio ILC has a Lend:ng Library. Most programs are now avadable tapes, computer tmnd mtruction, and multi-media tra:ning for use outside the Learning Center. Students wiu be able to are avadabin.

borrow courses for oneand two-week periods.

You have a cha:ce Of umng training programs at the ILC or borrowing matonam for use in your once.

How to Register for Lending Library Materials (1) Select the program you need and fill out the Lending Programs in the Lcarna g Lsenter are do:?gned to in3vidua,"

Librsry Registration Form avadable in the catalog.

ite instruction to m&t your needs.1 raining is avalable in:

Communicatsn and Performance Skins (2) Send the completed Lend.ng Library Registration Form to the ILC at W-316.

Computer Skd'r Employeo Asscianca Equal Empicyment Opportunity (3) Your request wii! be processed and you will receive the Management and Supervis1on program as soon as it is avadablo. This is a f ast-come, Propct Management first-served reg:stration, so the earher you register, the Secretanat Ski l',

sooner you wdl receive your program. However, if you Ad@tiona! Pror;rmns need something oght away, remember that all courses are avahable for study in the Learning Center.

How to Register for ILC Courses p) You wul receive the program in the mail for one-and (1) Sefect it:0 program you need and fnl out the Cource two-week periods, Hegstrat:On Form avadaD!e in the ILC catalog For uso dunng ethce hours (8 5.00), you wHI need approval (5) Heturn the matsiafs by mail to the Individuahed hom your supervisor. Ind:cate the program you wish to Learning Center at W-310. Be sure to include yots use and when you w:sh to use it Attendance Card and Course Evaluation with the matenals in order to receive credit for the course.

(2) Cond the comp!0ted Cour so Hgstration form io the ILC at W 316 The programs available through the Lond:ng Library are Osted in the ILC Catalog. Those programs avadable for lend-(3) Yot r terW t Wid bo d: rect!y conf amed by the Learning ing are clearly marked wnh an astensk in the catalog.

Center. If vou cannot attend dunng your reserved time, bo bu'e to cancel so other o may use the equipment.

We encourage you to borrow materials, but with the Lending Library program, we assume you know how to use VHS vid-M) If you wish to be schndubd immeciately, gain approval eo player or computer equ:pment or can learn how by visit-from your supervis or and can tne ILC to be sum there ing the ILC or obtaining assistance in your office. You will is spre avadhe and ta schedulo your t me Bring the need to be ablo to follow the instructions for using the mate-compW<1 routrahon form w<th you.

na!s on appropriate equipment.

The ILC m ly e d at.

You WHI be able to borrow tno programs at one tune. If you indiviuutrod Lesn,ng Center register for more than two programs, the additional pro-Truning Comp!e <, Thid Floor grams will be maded to you upon return of the first program.

25

SECTION V SPECIALIZED TECHNICAL TRAINING N

SECTION V The PHA coumes are penodicany reviewed and rev. sed to incorporate the latest @mation avadable, and, as needs SPECIALIZED TECHNICAL cnangs new courses are aos ine cumcuium. Course TRAINING

'"*" ' " "'" "" ^ ' * "S * *P' V d '" P""'

'"d" "Y "d at the DOE National Laboratones. Inst % ors from NRC's Technical Training Center (TTC) teach two of the courses in A program of technical twning is conducted by the NRC Technica: Tra,ning Center (TTC), located in Chattanooga, T N. The TTC is a functional part of the NRC Headquaners Location Offico for Analysb and Evaluation of Operational Data (AEOD). Thm technical training program is promulgated PRA Headquaners courses are usually corvJucted in Room through the tlc Syllabus of Courses, provided as an ad-E, Woodmont Budding,8120 Woodmont Ave, Bethesca, dondum to this guide, and through the TTC Course Sched.

Md. Additional PRA courses rnay be given in the Washing-ule which is issued separately. (No new addendum w;U be ton, DC area and in the NRC regional offices, as needed.

issued in conjunction wah this guide for this year ) The tech-nical training program provides reactor technology training in both classroom and reactor simulator environments in the How to Register General Electric, Westinghouso, Combustion Engineenng, Enrollment and course comp letion procedures are similar to and Ebbcock and Wilcor reactor vendor designs; other other in-houso training courses. The main features of the reactor tuchnology training; and other Spociahzed technical PRA enrchment procedures are:

tra:ning in the areas of engineering suppon, hea!th physics, cafoguards, and inspection or examination techniques-Students request enrollment through their supervisors and Training Contacts a minimum of three weeks The cour ses wnhin the technical training program are covel-before a course is scheduled to begin.

oped to meet training and quahfication requirements defined by the NRC program offices and regions in a variety of man-Individual course announcements with a registration ual chaptors. directives, standards, and office letters. Technj_

form on the reverse side wm be sent to all employees q

cal training is provided for a wide variety of NRC technical five weeks before a course is scheduled to begin.

dcciphnes, including inspectors, operator hcensing examin.

ers, Headquarters operations officers, project managers, and Training Contacts submit wntten enronment requests to e

license reviewers lechnical training is also provided in sup-EG&G Idaho,Inc, Joyce Nelson,11426 Rockville Pike, pod of NRC technicalintern programs to prepare technical Suite 300, RockviDe, MD 20852, three weeks before a interns to successfuHy complete training and quahficahon course is scheduted to begin.

progra ns associated with rnany NRC technical disciphnes The NRC Office of Personnel will confirm enrollments Most courses to thu technical tmining program have exami-into PRA courses two weeks before courses start.

nations Successful completion of the course typically re-quires cource attendance and successfui completion of the Participants may request enrollment in more than one examination. Some NRC pe sonnel wath extensive back-course at a time on appucations available from the NRC grounds in the associated field can be exempted from so-Training Contacts. However, requests must be submitted kCted courses through successful completion of the course three weeks before the first course is schedulod to begin.

examination. Registration of students into these technical training courses is accomphthod through Training Coordi-The additional lead time for confirmed reg strations gives nators who are spofically ident:fied for each office and re-Training Contacts the opportunity to f.il openings created by gion. A hst of these Training Coordinators is provided as part student cancellations. The PRA program sta'f also has tirne of the TTC Course Schedule. Training Coord:nators com-to f,Il courses with low initial enrollments, thus avoiding plete the registrat;on process by contacting the TTC Man-course canceMations.

agement Support Staff For additional information about tne Technical Training Center, call (615) 8554500-The general policy for course presentations is a minimum of 10 confamed registrations one week before the scheduled first day of class The INEL PRA program staff will notify Training Contacts by telephone if it is necessary to cancel a a s du i i w ent nmentan Tr ining Comacts shouid PROBABILISTIC RISK then notify the affected employees.

ASSESSMENT (PRA) TECHNOLOGY TRANSFER PROGRAM T. Larry Bell, AEOD/TTC, the NRC Project Manager, may be reached on (615) 855f;524. Additional PRA programmatic guidance is provided by NRC's PRA Advisory Committee.

The Probabikstic Risk Assessment (PRA) Technology Trans-The program is managed and administered through the for Program is designed to train NRC employees in the tecn.

DOE National Laboratory, Idaho National Engineering Labo-niques and uses of PRA, Use of PRA techniques enables ratory (INEL) EG&G Idaho, Inc.

inspectors to evaluate nsks associated with various safety issues, and to apply the results of PRAs in the process of Tho PRA Technology Transfer Program consists of the fo!-

ngulating and inspectrg nuclear power plants lowing courses:

29

Course Title Description Days BWR GE Technology (1010)

This courso providos an overview of BWR fluid control systems, 4

explains the function and operations of DWR safety systems.

and de!.cribes the normal operation ard decay heat removal modes for DWR and the BWR systems responso to emergency conditions.

Fundamentals of PRA This course focuses on plant systems modeling and PRA 3

applications and provides an overview of a full range of PRA subject matter in abbre:viated form such as: risk assessment concepts, elements of nuclear plant risk, reliability and risk analysis, accident initiators, event troo/ fault tree analysis and quantification, common-cause failures, human reliabihty, accident procms analysis, fission product transport and release, fundamentals of consequence evaluations, and PRA integratiort Human Rehabihty Assessment This course provides a persr>octivo on human rehability assessment 3

(HRA), standard approaches to integratiun with PRA, modebrg and quantification techniques, and problems with HRA.

IRRAS Basics (Integrated Reliability Analysis Ths courso enables participants to perform probabilistic risk 4

System) assessment analys:s on a personal computer.

IRRAS Advanced (Intograted Reliabihty and 2

Risk Analysis System)

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

.1 0 Techniques for High-Lovel Wasto analytical techniques, and programmatic objectivos of performance

• 1.

[ Repositories) assessment (PA) of highlevel waste repositoriec It focuses on:

relationships betwean HLW regulation and PA; essential steps in completing a PA; management policy issues including licenseo/

regulator interaction, reviewing a PA; rato of PA in systematic regulatory analysis; and the establishment of research priorities related to PA.

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

concepts and PRA methodology, and illustrates where and how PRA technology is cunently being used in the agency to fu! fill its mission.

PRA Basics for Inspection Apphcations Th:s course meets the special needs of Regional and Resident 4

Inspectors who have a need to have limitod knowledge cf PRA issues and insights to better evaluato the effects of design, testing, rnaintenance, and oporating strategies on system reliability.

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

Project Engineers, and Project Directors who require a knowledge of PRA issues and insights for better evaluation of desiOn, testing, maintenance, and operation that most impact plant risk.

PRA Basics Workshop - Followup 3

Probability and Statistics for PRA T his courso providcs selected quantitative concepts from the fields 5

of probabihsuc rnodeling, statistics and re!iability theory that arise frequently in PRA. The courso providos an understanding of mathematical modo!s commonly used in PRAs, and the important assumptions that accompany those models.

PWR Westinghouse Technology (101P)

This courso describes the functions and flow paths of major 4

sysoms, instrumentation, terminology, and equipment kcation.

Emphasis is on nuclear steam supply system, including tho engineered safety features.

SARA Basics (System Analysis and Rick This course provides hands on training to perform data extraction, 4

Assessment Systom) editin0 and sonsitivity analyses of PRA results on the PC.

Soismic Margins Methods This course provides a plant icvel seismic margins assessment 3

using event tree /fau!t tree techniques. Enables courso participants to understand the end product of the margins assessment and the plant-level peak ground accoloration value for which there is high confidence in a low probab!!ity failure.

30

SECTION VI AGENCY-SPONSORED GRADUATE-LEVEL PROGRAMS.

[:

SECTION VI abio lo app!v ocent*cany bawd anaivsis oro quantitative methods in doahng with man;)gorial problems.

AGENCY-SPONSORED

• • V**""*P'""'**P'"'*"""'""""

""d GRADUATE-LEVEL rotato inforrrolion about the organizational unit in which a FROGRAMS P****3 Whc"h" St"do"' ASP'mS 'o bo a ma"a9or or to be a staff person dealng with managerial matters, the student should acquire concepts and experiences hoipful in

""'"'""*P"""'

MULTIDISCIPLIMARY PROGRAMS The NRC has recognked the organizational need to provido TECHNICAL MANAGEMENT for traina o to: (t) a muttdisciplinary appoach to the study JOHNS HOPKINS UNIVERSITY l

ord opplication of rafety anr1 health capocts of accident TN ovmM OWyo d thb pogarn is to prepare persons i

povention; and (2) a multidmciphnary pogram in the use of trainod and exporlenced in science or engineering in the a syuoms approach to rnanagomont, human factors, and clomonts of managing technical projects and organizing systems tochnoirgy in the latter caso, there aro opt >Gns of WW Supervbing t@ical morM The pogram is orga-applicability,o information systems, msoarch ard develop-nized along two parallot tracks: Project Managnmentthe moot, ar u cafety managomont, as wcll as onqineonog organization and direction of specific technical projectsand cyste.ns ana!ysb and management' Organization Managementtro organization ard suporvisbn of poople to accomplish technical objectivos. Instructional T hout/1 training in thoso anus may bo pursund through methodology employs a mN of lectures on thoory and indvdual coursor, of instruction, it must gonorally bo taken actico by experienced technical managers and realistic on off duty hours, reprenting a hoavy personal, voluntary roblem situations in which students will play a manage-commitment of an employovs timo Theso NRC-appoved trent rolo, dealing with problems ard making decisions and furded programs involvo the pursuit of a full pogram of which are typically required of technical managers. Manage-study, poton1ially loadng to a mastor's degree in Systems mont theorios ard tools are presented in the context of the Managoment, or E vnoonng OyAms Analysis ard Man-problem situation. The dynamics of continual technical apomont, if tho indivdual comptolos the program. The change is omfdesized. Appropriato emphasis is given to D'ograms will no doubt appt to tho moro conior managers that bkird of technical, administrative, business, ard inter-and technical specialists respra rs6: * : establishing personal skills requkod for the successful management of r,tandards for and regulating try high,y complex noctoar Ngh technology organization ard pojects.

industry ard for whom this trmning is most applicable, Tho NhC.appoved programs satisfy an organizational need as well as an indivduai nood Training wimin those programs TECHNOLOGY MANAGEMENT wdl be roquestod on Training Roquest ard Authorizaton UNIVERSITY OF MARYLAND (NRC Form 368) will requiro approval by the Offico Dimctor, This pogram consists of a series of practical, technology-re-ard will be authodzod by Organizationat Development and latoo curricula, designed to sorve companios ard other Training (ODT), Qffice of personnel, within the gonoral organizations involved in the develop nont and app 1 cation guidelines that pursuit of the program to the awarding of a d

dogy to today's economic challongos.

dngrw)is not a toquitomont rwx is pursuit of the program mandatory However, the NRC, in approving such training, The program emphasizes the essential functiors, processes, rocograos that its completion could, and in all probability and systems roquked to plan, develop, implomont, finance, will, foao a panicipants in the programs receiving a degrt o.

control, produco, and market technological innovations. It Rogional o? con shall havo the same opportunity to particl-also locludos an intornship cf management project that pato in sirnitar pograms if locally availablo and if Headquar-provides students with an oppytunity to apply tho skills they tors' appoval is obtainod' have loamM The following informatk>n briofly descritse tho thrust of the appowd coursos of study.

ENGINEERING MANAGEMENT UNIVERSITY OF MARYLAND SYSTEMS ANALYSIS AND MANAGEMENT This program offers graduate-level study in an engincoring GEORGE WASHINGTON UNIVERSTf disciptino and in management and policy sciences. it is directed at the professinnal enginoof who wants to extend Participants in this program are pepared for rmponsibio his/ hor onginoering capabilites and at the same timo positions in the practico of systems enalvsis.

develop the capability to load ard manage enginooring activitios in techrdogybased organizations.

Tho studunt should achicvo a broad understand:ng of the administrative and docslonmaking procms ard n' tM For further information regarding those programs call Lillian systems approach to managerial problem Wrg, and be W. van Santon, OP/ODT, on (301) 492-8938.

Comp) tent in applying nuthematical e d statistical toch-niques to tno rauunn of -wal novems NRC GRADUATE FELLOWSHIP Tno graduato snouid bo uo to devoion insicht into the PROGRAM variety and naturo of managortal probtons, their causes, and possible curos in add tion, the graduale should understand The NRC Graduato Fo!Iowship hogram is designed to the importance of the human factor in administration ard be support students in advanced study and practical work 8:

33

experience in health physics, nuclear engineering, and Operabons vshe will approve att seiections. The selected speciatty engineenng deciplires such as thermal hydrau-NRC employees wiH apply to graduate school after sut,es-fico, core physics, ard seismology. The program's pnmary Eful work performance has been determined.

purpose is to provide an additional means of obtaining qualified and capable individuals in needed technical PROGRAM COMPLETION disciplines ar d tnereby help reduce the impact of attotion, and hotp ensure that the NRC wiH have an adequate supply When they have successfulfy completed the program, of these highly quahf.ed heatth physicists ard engineers in feliows wol be assigned to an NRC position determined by tho future. The program will also provide an opportunity to the Executive Director for Operations based on input from suppon the Comrnission's EEO atd Affirmative Action appropnate Office Directors and Regional Adrr"nistrators.

. goals.

APPLICATION PROCEDURES Applicants must have an engineering or health physics /

In addition to an NRC Graduate Fellowship Program appli-scientific background and an interest in pursuing additionat cation, eligible NRC and COOP applicants must submit an education. Examples of d:sciplines that will be sponsored in updated SF-171, undergraduate and graduate transcripts, this program are health physics / radiation protection, nucioar Graduate Records Examination scores, a copy of the latest engineenng, instrumentation and controls, core physics, performance appraisal, if available, and a supervisory /ma-

?

thermal hydraunce, metaDurgy, thermal shock, and geology /

nagenal recommendation. These applications will be seismology. Program selectees must have completed a subrrutted via the Office Directors / Regional Administrators.

nine month work foriod with NRC or three work periods as a Employees interested in the NRC Graduate Fellowship COOP prior to beginning fun time university education.

Program shouid call Kristin R. O'Donnell on (301) 492-4684 for general information and application materials.

j PROGRAM ELEMENTS renows wnid go on leave witnout pay (twOe) and receive NRC SENIOR FELLOWSHIP a monthly stiporid of $1400 and fun payment of tuition and PROGRAM fees. Fuhows will be reimbursed for travel expenditures associalad with this program. Fellows will have to contrit de The NRC Senior Fellowship Program is designed to ad-to their cost of enronment in the Federal E.npioyeen Heattn vance the expert status of NRC employees through ad-Denefit Program (FEHBP), Coverage will continue with the Vanced education in disciplines criticaHy needed to support t

employee paying his/tror share of the cost and the NRC the agency's mission. This program is targeted at em-paying the government's share until the employee reaches ptoyees in grades GG-14 and above who have scientific or 365 days in an LWOP status. Enrollment will terminate when engineering backgrounds, and an interest in pursuing the total time on 1. WOP reaches the 365-day limit, unless the additional education at the graduate level, or other studies, participant retums to work for at least 4 consecutive months.

in specialized engineering or scientific disciplines that have S'nce participants are responsible for paying their share of been identified by NRC management as a critical rie6d. The the cost of enroliment, they may make payments to the NRC successful candidate should generally have seven or more Fayroll Office while on LWOfi or recovery will be made from years of directly related work experience at the time the tho employee's salary upon return to work. Once enroHment program begins, including five years as an NRC employee.

terminatos, p: rticipants should pick up health insurance The FY 1994 program will offer a Senior Fellowship in l

benefits through another source.11 health insurance cover.

materials engineering with an emphasis on steam generator l

age k elected through the univetsity, the cost will be in-or reactor vessel materials, Corrosion mechanisms, and cluded with programmatic expenses, arranged by the Oak non-destructive examination processes to detect and Ridge Associated Uniwrsities and paid by the NRC. Basic monitor those conditions. Other disciplines may be identi-

' will continue without cost to the fied as critical needs in future years.

and optional life inse a fuMow for 12 months..

nployee has at least 4 consecu-tive irontns during wt, esne received some pay in each PROGRAM ELEMENTS pay penod after a penud of nonpay status, the employee is en11tiod to begin a new 12 month period of continuation of Through the Senior fellowship Program, the agency w.H i

enrollment. T he foHow cannot pay into the Federal Govem-sponsor NRC employees in a graduate.-level program, or mont's Thrift Savings Plan while on LWOP.

Other studies, in specialized engineering or scientific disci-plines. If the fellowship is to be undertaken at an institution of higher leaming, selectees would have to seek their own PROGRAM CONDITIONS acceptance at the approved institution, and would be required to coordinate major research or thesis topics with Each feuow, upon successful completion of the program, the sponsoring office. If the fellowship is to be undertaken at will be espected to comph with the foHowing continued a national laboratory or research center, the NRC will help service obligation agreement: for every academic year of the the selectee establish the necessary relationship. During feHowship, the feHow is expected to work for NRC for two i

non-academic periods, such as summer break, and when calendar years. A signed agmemont to this rifect win be research permits, participants who have not relocated would executed prior to commencing the fellowshi3.

be expected to work in the sponsoring NRC headquarters or regional office. Participants who have relocated would be SELECTION PROCESS FOR NRC expected to continue to perform research or undertake other EMPLOYEES AND COOPS appropriate studies. Fellowship selectees will retain their current appointments, and NRC wiH be responsible for the l

A senior mar % Not NRC screcrung panel wHi make salaries, benefits, temporary subsistence or relocation, if recommendt i for selection to the Executive Director for required, and tuition, fees, and books.

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tions twd on input from appropriato Othce Directors and j

Each follow will to expected to cornply with the fo!!owing Regional Adminit,trators.

continued service obhgatoi agrooment: for overy academic j

year of the fellowship (for every 2 sortwmters, or approxi.

t mately S rienths) at fr o institution of higtwr loaming, tr e APPLICATION PROCEDURES fWlow owes NRC two calordar years of work. A signed j

ogroornerit to this offott will be orocuted prKir to cori n minc' in addition to the Senior followship Program application, ing the followthip-cholble employoos rnust submit an updated SF-171. a copy

'l of thov "hme latest performanco apptaisals, three written j

SELECTION PROCESS rmommadatioris tnat suppat scioction fa tre progqm based on performance, and prcfossional and academic Celections will be nede by the Exocutive Dvoctor for Opera-accomplishments, and management endorsements as tions baDod on the rocommorvDtions of the E xecutive indicated in the 2nior Followship Applicatiori Applicants Development Committeo Applications for the Senior Follow-are also required to develop a program plan which contains chip Pen (yam must includo endorsements txovded by the the applicant's proposal for designing a followship program canddatu's management inciuding Branch Chief, Division to moet tte agency's critical need in the discipline area l

Director, and Ofhco Director /Rogional Administrator.

chosen. All applications will be submitted through the Offico Directors / Regional Administrators and includo ondorse.

PROGRAM COMPLETION rete m the cand date's Brancn Chief, Division Director, ard Office Directot/Rogional Administrator. Employees Upon succesttu! completion of the program, follows witi bn interestod in the NRC Senior Followship Program should call assignod to an NRC position (gonnrally in the sponsorirgj Mary Louise Roo OP/ODT, on (301) 492-4649, for general offico) in the ama for which training was obtained. This information and apphcation matorials.

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EX ECUTIV E/ M AN AG E M E NT/S U P E RVI SO RY.

DEVELOPMENT COURSES t'

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SECTION Vil (1) Supervising Human Resources EXECUTIVE / MANAGEMENT /

(2) M "3** "' *"kSh P '

SUPERVISORY DEVELOPMENT W ""

""S COURSES W ""'" * "" #PP' 'S ' " S" P (5) EEO for Managers and Supervisors The NRC has a comprehensive executive, management, (Q Drug. Free Workplace for Supervisors

)

and supervisory development cumculum that includes a (7) Sexual Harassmant Prevention mandatory supervisory development program designed for new supervisors; managerial coursos which provide continu-These courses focus on the basic principles and practices of ing development; a long-term Supervisory Development effective supervision in NRC. The content and approach are Program designed for prospective supervisors, ar'd an designed to create awareness and build knowledge about SES-Candidate Development Program designed for pro-one's own managerial approach and how to meet the needs spective senior executives. In addition to a wide variety of of subordinates, the expectations of the individual manager i

infomal courses, the NRC utihzes external training provided and of the organization. Level I courses are concemed with by government and private sector sources.

the theory and practice of motivation, communications, role l

definition, personnel practices, performance appraisal, j

management style, equal employment opportunity, and EXECUTIVE DEVELOPMENT mr sens. secaum a the nate onhe design, mse i

courses are open only to employees who are currently supervisors in NRC. Supervisors must complete Level i A number of Federal and non governroent educational within 18 months of appointment.

institutions provide a variety of executive-level courses which NRC senior executives attend. Among those are the Federal Executive Inst:tute (OPM), Brookings institute, and LEVEL 11 - MANAGERIAL SKILL BUILDING Harvard University. These courses contribute to the growth COURSES of conceptual skills by exposing the executive to a spectrum of analyt cal porspectives on pubhc pokcy issues.

toward the application of techniques for improving supervi-sory performance and overall organizational effectiveness.

SES CANDIDATE DEVELOPMENT PROGRAM These courses are designed to further an understanding of the balance between managing both NRC's human and The NRC Senior Executive Service Candidate Development material resources. The teaming activities emphasize Program (SES-CDP) provides highpotentral employees enhancing knowledge ard skill in supervisory communica-developmental activities that prepare them for future posi.

tion, decision making, problem solving, and management of tions as Senior Executives at the Nuclear Regulatory Com.

material resources. Most of these courses are open to mission (NRC). The program is twelve months in duration employees who are not currently in a supervisory position.

and is tailored to each participant's own developmental Irdividual course descriptions specify the intended audi-needs. The program is designed to provide learning experi

ence, ences and developmental activities which will result in the participant's certification as a member of the SES by an in order to encourage continuing managerial development, OPM Quahfications Review Board.

supervisors / managers must complete at least two Level 11 courses within the first 24 months of appointment A course in

• Acquisition for Supervisors and Managers of Project NRC SUPERVISORY AND MANAGERIAL Officers' or " Acquisition for Project Managers" is required in l

DEVELOPMENT PROGRAM CURRICULUM additim to me other managerial mursa Depmding upm l

the leaming need of the Individua! supervisor / manager, this The NRC Supervisory and Managerial Development Curricu-requirement may be completed before the Level I courses lum includes several unique features designed *o improve are completed.

individual employee performance as well as overall organi-zation performance. The cumculum consists of a systematic approach to developing managerial personnel are is based LEVEL 111 - PUBLIC ADMINISTRATION upon current and long-term human resources needs c' the COURSES agency. In order to ensure that all supervisors and manag-Level ill courses provide an understanding of concepts ers avail themselves of appropriate teaming activltios, necessary to strengthen the capability of supervisorr "

l certain courses have been made mandaTry for all newly rnanage in tho public sector. Areas of emphasis inck appointed supervisors ard managers within NRC. The integrating the supervisor's job with regulatory processes curriculum has been designed using a systematic structure are helping participants better understand the role of public

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consistim of three developmental leveis-administrator. level lli courses are not mandatory, but are included in the program to emphasize the desirability to LEVELI - MANDATORY BASIC continue management development beyond the basic SUPERVISORY CORE COURSES m;nimum level. Supervisors may begin taking Level lit courses any time and complete those courses they find This level coraists of a serios of seven core supervisory particularly useful in (neeting their irdividual developmental

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courses:

needs.

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- The NRC presents two courses "The Regulatory Process" th!s program, call August K. Spector OP/ODT, on (301) and *NRC ard hs Environment," which cover Level til 492-4685 or E-Mail: AKS.

objectives. There are many additional courses given by rmNRC organizations such as OPM's Management Development centors and local co!!eges and universities WOMEN'S EXECUTIVE LEADERSHIP that also fulf 0 Level lu otSectives.

PROGRAM The Women's Executive Leadership (WEL) Program is a For additiona information about the Supervisory and Mana-dovelopmental program that provides supervisory / manager-gerial Dovelopment curriculum, call August K. Spector, tal training and development opportunitios for high-potential OP/ODT, on (301) 492-4685 or E Mail: AKS.

Federal employees, preparing them for future opportunities as supervisors and managers.

Designed for women and men in non-supervisory positions.

SUPERVISORY DEVELOPMENT PROGRAM or new supervisors with less than one year's experience at the GG-11/12 level, the WEL Program is tailored to the The NRC Supervisory Developmenf Program (SDP) has participant's own developmental needs, focusing on those boon estabhshed to provide high-potential employees competencies and effectiveness characteristics needod to GG-14/15 and above in ron-supervisory positons with be a successful supervisor or managsr.

developmenta! activities that prepare them for futuro posi-tions as supervisors ard managers at NRC. This 18-month Under the direction of OPM's Offace of Washington Training program is tailored to each participant's own developmental and Development Services, the WEL Program is to be needs, focusing on thoso competoncies desirable for complotod in 12 months. For furthnr information on this successful cuporvision at NRC. For further inforrnation on program, call Maria Rucci Dolan on (301) 492-4513.

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ADMINISTRATIVE ASSISTANT EMPLOYEES U

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SECTION Vill prawd on understanding the basic concopts underiy-ing business operations,. Included are key economic PROGRAMS FOR.

and management principies, as weH as the latest SECRETARIAL / CLERICAL /

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ADMINISTRATIVE ASSISTANT ACCOUNTING measuros (a) knowledge of the o'o.

i manm y ino,ccount,ng cycio; ;o) aniiity to anaiyze EMPLOYEES 6" "d3' $' ' ***

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1 arithmet! Cal operations associated with accounting and The NRC providos three developmental programs to help computing interest and discounts; and (d) ability to.

omployoos expand trer spectrum of training opportunities.

tummarize and interpret financial data.

Whno employeo job satisfaction is an underlying factor in OFFICE ADMINISTRATION AND COMMUNICATION e

thoso programs, the main purpose of the programs is to measures proficiency in subject matters unique to the enhance and develop the knowledge and skills of partic.i-pants to nmt the NRC's organizational noods, secretary's position: (50% office administration) executivo travel, offico management, records manago-ment, and reprographics; and (50% written business Those programs are opon to au employees who moet the established chgibility cnteria for each of the programs.

communication) editing, abstracting, and preparing communications in final format.

Program participants must understand that those programs are developmental in naturo and provide no guarantee of OFFICE TECHNOLOGY covers the secretary's respon-e promot6cn or other upward mobihty action.

siblhties created by data processing, communications media, advances in office management, technological Tnoso pograms are managed by Maria Rucci Dolan.

applications, and recordsmanagement technology.

OP/ODT. Her telephone number is (301) 492-4513.

The granting of a CPS rating is evidence of the fulfillment of Each nf the throo programs is identified ano descnbod a pmscribed program of education, satisfactory secretarial below.

experience, and the successful completion of a two-day comprehensivo examination in the six subject matter areas.

CERTIFIED PROFESSIONAL

^ '*'*'^'** " **"'". Program participants are under no

• '"***'*"'*)""""

parts of tho examination SECRETARY obligation to NRC to iako or pass the CPS examination.

1ho goals of the Certified Professiona! Secretary (CPS)

Employees applying for the Cortified Professional Socrotary Program ciom from the objective to upgrado the socrotarial Program should send a memorandum to the Office of profession by encouraging socrotaries to raise their own Personnel stating their interest in participating in this pro-standards of professionalism. To attain success and recogni-gram. CPS applicants should also dovelop and forward an tion as protossionals secreta <ies must be prepared to Individual Development Plan with their memorandum, devote time to continued loaming A commitment to the CPS Program provides a secretary witn ADMINISTRATIVE SKILLS a means e obtening education and training in subject areas ENHANCEMENT somewhat outsido tno narrowest confines of the secretarial duties.

The Administrative Skins Enhancement Program is designed for socrotaries and administrative assistants who wish to r

NRC's program is dos!gned to assist those individuals who develop administrative skills to moot NRC's future adminis-wish to popara for the two<.tay CPS examination. The NRC trativo needs.

does not pay the examination feo, but does pay for courses in the six examination areas.

Candidates for the Administrativo Skills Enhancement Program should identify an administrative area in which they DEHAVIORAL SCIENCE IN BUSINESS tests the desiro to pursue a career and develop an IDP which clearly principles of human rotations and organizational idoritifics the training and developmental assignments that dynamics in the woik placo it focuses on noods, will assist them in achieving their career goals.

motivation, nature of conflict, problom colving tech-niques, essentials of suporvision and communication.

NRC providos administrative skills enhancement in a num.

leadortlvp styles, and an underntanding of tho informal ber of areas, such as: Accounting, Dudget and Finance, organization.

Contract Procuromont, Personnel, and Paralogat. Partici-pants and supervisors must be committed to the Individual BUSINESS LAW measures the sectotary's (a) knowl-Development Plan (IDP) agrood upon and work together to e

edge of the pnnciples of business law and (b) knowl_

achieve the goals identified in the IDR The Administrative edge of the oftect of govemmental controls on busi.

Skills Enhancement Program is open to NRC secretanos ness. Understanding of the historical setting in which and administrative assistants (GG 5-12) who meet the these controls developed is emphasized in proferenco following oligibility critoria:

to rumes and datos.

high-school graduato ECONOMICS AND MANAGEMENT consists of 35%

full-or part-timo permanont NRC employee e

economics and 65% management. Emphasis is continuous one-year employment with NRC e

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e' fully satisfactory portormanco appraisa!

USDA Graduato School coursos, and a select number of courses offered by private companies. This training and Employees araplying for this procyam should submit a education must be in a computer area in which ttm Agency written statement to their supervisors outlinirg how the foreseos a need.

employee's participation in the prograrn will benefit both the NRC and the employee along with the employee's proposed The Computer Science Development Program is open to Individual Development Plan.

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NRC secretaries and administrativo assistants (GG 5-12) who moet the following eligibility criteria:

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Supervisors will send a written recommendation to the Of< ice of Personnel nominating the NRC employee for the program high school graduate e

along with a copy of the approved IDA Superv sors will fun-or part-time permanent NRC employee e-j estabhsh a beg:nning date and roahstic ending date (no continuous one-year employment with NRC e

more than four years' duration for the enhre program}.

fully satisfactory performanco appraisal e

COMPUTER SCIENCE Employees applying for this program should submit a -

written statement to their supervisors outiining now ino DEVELOPMENT employee's participation in the prograrn wiH bonofd both the NRC and the employee along with the employ 00's proposed.

The Computer Scienco Development Program enables NRC Individual Development Plan.

employees to broaden the scope of their computer trainiro j

to moet NRC's future computer-based needs. To gain a Supervisors will send a written recommendation to the Office working knowkdge of NRC's current computer systems.

of Personnel nominating the NRC employco for the program employees wiii ushzo the NRC Information Technology along with a copy of the approved IDP. Supervisors will 4

Services Training Laboratory (ITS Lab). After completing this establish a beginning date and realistic ending date (no j '

training, program participants may attend university courses, more than four years' duration for the entire program).

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SECTION IX 4

ORGANIZATIONAL AND INDIVIDUAL DEVELOPMENT PROGRAMS i

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SEC ') NIX Any manage intumed in taking advantage of inose cor-vices should call August Spector OP/ODT. on (301)

ORL JIZATIONAL AND 492-4685 or E-Mail: AKS. All consultations are regarded as

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INDIVIDUAL DEVELOPMENT INDIVIDUAL CAREER COUNSELING ORGANIZATIONAL DEVELOPMENT Tno career counwnno program consists of four so-minute sessions geared to an individual's specific needs. It provides Organizational Development (OD) services provido consul-n opportunity to explore career related issues, in a confi-tation to managers to help them and thed staff better doa!

dential manner, with an impartial professional career coun-with work-related issues. At the operational level (Divislon, setor at a location removed from the agency. It will assist the Branch, and Section), these services include process individual in identifying and deating with personal strengths f acilitation, team buildirg, leadership transition plannirg, and weaknesses. Participants will most likely complete the strategic planning, and conthct resolution. In addition, Meyers Briggs Typo Indicator, which measures employee organizational development consultation services are strengths and weaknesses.

available for organization diagnosis, systems design, data j

analysis, ard Total Quahty Management (TOM).

The counsehng covers a wide range of subjects including:

how to make effective career decisions, ways to set One of the major d:fferences between training and OD short term and long4ange goals, means of career advance-interventions is that OD focuses on the real time work of the mont, methods of investigating new work options, ways to clients. Rather than simulations and caso studies, OD develop new skills, strategios for making a career or job oporatos with work relationships tnat are in progress.

change, how to deal with conflicts concoming a career plateau, how to communicato qualifications to employers Staff team building is a service to asst,t the manager in more effectively, ways to exploro and develop retirement assossing the effectiveness of the work team. The asses.

opportunitios, ard how to develop an Individual Develop-sment considers the team's mission, goals, roles, and mont Plan.

gororalinteraction Facihtated sessions are then designed to address the noods identiflod by the assessment. Asses-smont txis often uwd in tne sessions are tna ueyers origgs CAREER DEVELOPMENT Type Indicator, the ThompsorFKilman Confhct Modo indica-INITIATIVE ior, and ino Toioometrics intornational Diagnosis instru.

m onts, The Career Development initiative was taunched by the Leadership transition planning is offorod to incoming man-Executive Director for Operations in 1990 to promote actively agers and supervisors to reduce the organizational disrup-the career development of women and minorities. In order to tion and downtime which occurs with most change 3 of create an environment in which employees have equal leadership. Specific assistance is usually in the form of a opportunity to succeed, several affirmative steps are being short transition process activity preceded by data gathering taken including encoura0ing the preparation of individual and feedback to the manager. Denefits of a planned transi.

Development Plans (IDPs), and monttoring the implementa-

]

tion are reduction of anxiety and confusion, clarification of tion of IDPs. For more informatron about this initiative, call rotos and responsibilities, estabhshment of goals and Barbara Williams, Assistant for Minonty Career Development prkrition, enhancement of teamwork ard communication, at (301) 492-4242. For information about preparing IDPs, call and enhancement of the tuccess of the new loader.

Maria Hucci Dolan. OP/ODT, on (301) 492 4513.

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4 SECTION X.

INTERAGENCY TRAINING' PROVIDERS e

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SECTION X U.S Office of emwnnei Management The Federal Executivo Instituto INTERAGENCY 1301 Emmet Street L

TRAINING PROVIDERS Me;"<3$)'g'3}^cig1 22 Fax: (804) 979-1030 3

t-i OFFICE OF PERSONNEL uanagement Oevelopment centers (uOcs)

MANAGEMENT U.S. Offico of Pomonnel Management The Office of Personnel Managemon! (OPM) offers a wide Contral Management Development Center variety of training and development coumes. It issises a 301 Droadway Street training catalog mth brief courso descriptions. The Training Oak Ridge, TN 37831-3515 Contact in each NRC Hoadquarters offico has a copy of the Phone: (615) 576-1730 OPM catalog.

Fax: (615) 576-2710 U.S. Office of Personnel Management Tho OPM couises aro hsted alphabetically in the table of Eastom Management Development Center contonts and by functional areas. This manner of hsting c/o Brunswick Hotel makes it easier to locate the specific area in which training is Chestnut & Queen Sts desired.

Lancaster, PA 17603 Phone: (717) 399-0112 OPM must teceive nominations at least live weeks beforo Fax: (717) 399-0115 the courso tx(jins. OPM can sometimes accept lato nominations, if the nomination deadhne has passed, call OPM to 500 if there may still be room in the program.

Omipm Com 1405 Curtis Street Denver, CO 80202 Nominations for training should be typed on NRC Form 368; Phone: (303) 844-6184 Fax: (303) 844-2248 The maihng address of the OPM facihty should be typed (as shown below)in all capitalletters without punctuation (in REGIONAL TRAINING CENTERS the facihty box) so the training request can be sorted automatically by the Postal Service.

Courses identical or similar to those listed in this catalog are U.S. OFFICE OF PERSONNEL MANAGEMENT available through OPM's regional training centers. Call the PROGRAM MGMT & CUSTOMER RELATIONS OlVISION appropriato regional offico for the center's schedule and (Indicato courso code, e g.,21CM) program content.

P.O. DOX 7230 WASHINGTON, DC 20044-7230 GeneralInformation (703) 312-7200 O

n

. If unsure which functional area to call, uso (703) 312-7200.

fgg ag mont h

The cance!!ation deadline is two weeks before the start of F

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any OPM course That is the latest dato nominations may b 75 Spring Street, S.W.

cancelod without chargo to an agency. If an emergency Atlanta, GA 30303-3019 arises and the agoncy cancels after the deadline, the agoncy Phone: (404) 331-3483 will be billed. The nomination wilI then be held for the next Fax: (404) 730-3813 course on a spaco-available basis. The applicant will be notified by OPM. Applicant should report to class only after U.S. Office of Personnel Management notification has boon recolved from OPM.

Chicago Regional Training Center U.S. Office of Personnel Management For other information on coursos in the OPM catalog or other John C Kluczynski Federal Duilding services, call the appropriate OPM training organization in 230 S. Dearborn Street Washington, D.C.

30th floor Chicago, IL 60604-1687 Phone: (312) 353-2919

• • I MANAGERIAL AND EXECUTIVE DEVELOPMENT TRAINING u.S. office of Personnoi Management Dallas Regional Training Center The following OPM organizations provide managorial and U.S. Office of Personnot Management exocutive development training:

1100 Commerce Street Dallas, TX 75242-9f48 Phone: (214) 767-8245 Federal Executive Institute (FEI)

Fax: (214) 767-8205 51

~.

rw U.S. Office of Personnel Management and strengthen work < elated skills. GSA has a wealth of Philadelphia Regional Training Center knowledge in information resources management, U.S. Office of Personnel Management procurement and supply management, real and personal Wm, J. Green, Jr., Federal Building property management, and travel 'ind transportation l

600 Arch Street management. The GSA courses provide not only policy Philadc4>hia, PA 19106-1590 changes in these program areas but also the reasons behind Phone: (215) 597-2527 the changes. The training also provides attemative operatirg Fax. (215) 597-8613 techniques to enhance employeo knowledge and skills needed to run government programs more cost-effectively.

U.S. Offico of Personnel Management Nominations for courses must be receivod by GSA four San Francisco Regional Training Center weeks before the first day of class, if GSA offers the same U"Oio$r'd SUENw""

'*'M SA$f red by tne iTS t.ab, the course must be San Francisco, CA 94105 Phone (415) 974-7700 Fax: (415) 74448594 U.S. DEPARTMENT OF INDEPENDENT STUDY AGRICULTURE GRADUATE OPM's National Independent Study Center (NISC) assists SCHOOL (202) 447-4419 l

government agencies in meeting their employee development and training noods through independent study.

The USDA Graduate School is located at 600 Maryland Avenue, S.W. In Washington, D.C. The school offers a wide Students can benefit from more (nan 30 OPM coumes in the range of courses. It is a nonprofit organization and receives comfort of their homes or worksites at hours that no appropriated funds. Its principal source of support comes accommodata their scncdules. For more information, from tuition fees for the education and training services it contact:

renders.

National independent St.dy Center The name 'USDA Graduate School" was chosen in 1921, PO. Box 25167 when the school was established. The school serves adutts Denver, CO 80225-0107 who have " graduated" from full-time schooling and wto Phone: (303) 969-5800 want to continue to loam throughout life. The objective of the Fax: (303) 969-6439 USDA Graduate Schocl is to provide a dynamic continuing education program and thus help l

GENERAL SERVICES individuais to improve job performance, furtner tneir ws, and emi h their Hves; ADMINISTRATION (GSA)

(202) 783-3238 organizations to increast, their efficiency, effectiveness, and productivity.

The GSA Training Center (P.O. Box 15608, Arlington, VA 222154608, (703) 5574986) has expanded its interagancy The USDA Graduate School provides day, evenirg and training courses in an overall effort to improve the weekend programs in Auditing, Applied Management, effectiveness of the government's administrative and Computer Sciences, Procurement and Property l

management functions. The GSA Training Center provides Management, Communication Skills, Correspondence quahty training programs to help federal employees gain Courses, and International Programs.

Printed on recycled paper 52 Federal Recycling Program I

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