ML20083C647

The NRC Guide to Training OPPORTUNITIES,1995-1996

ML20083C647
Person / Time
Issue date:	05/18/1995
From:	NRC OFFICE OF PERSONNEL (OP)
To:
References
NUREG-BR-0017, NUREG-BR-0017-R10, NUREG-BR-17, NUREG-BR-17-R10, NUDOCS 9505180268
Download: ML20083C647 (62)

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4,, w A m m**- aK--J-, >m-' . - -,Ar a m-A J .s 4 --n-+a 6 b T1e Nuc ear I Regu atory Commission Guide to Training Opportunities l OFFICE OF PERSONNEL l j$ ment and D l Training Staff 1995-1996 l

PROGRAM MANAGERS The program managers in the Organizational Development and Training (ODT) component of the Office of Personnel (OP) and the programs they manage are listed below: Chief Eileen Mason (E-MaileEBM or 415-7532) Information Technology Services Training Laboratory. Individualized Learning Center courses, technical training course design and development . Carolyn Bassin (E-MaileCBB v 4 e5-7093) Administrative and Secretarial Developmental Programs, The Media Training Wokshop. NRC and its Environment. Orientation to NRC Office Procedures, Women's Executive Leadership Program. Speech Enhancement Program, NRC Writing Curriculum. . Maria Rucci Dolan (E-MaileMRD or 415-7082) Nuclear React ar Concepts, The Regulatory Process. NRC: What it is and What it Does, Sexual Harrassment Preventioq. Effective Briefing Techniques, NRC Senior Marv Louise Roe Fellowsho Program (E-MaileMLRI or 415-7084) Federal Executive Institute, Career Counseling. Stress Management, CPR and first Aid Barbara Mack (E-MaileBAM or 415-7081) Supervisory / management courses. Management Development Center 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 (E-MailsAKS or 415-7080) Evaluation and Repor1:ng on Management Control Systems, Acquisition Training. Financial Management Courses, Ethics Orientation, Ethics Laws and Rules for NRC Employees, Applied Statistics. Beginning Federal Service Mid-Career Planning, Planning for Retirement, Retirement Processing, agency training system, Agency-Sponsored Graduate-Level Programs. Orientation for New Employees. Lillian van Santen (E-MaileLWV or 415-7099) li

CONTENTS Page Program Managers........... ii Contents............ lil Section I General information............ 3 Policy........................................................................ 3 Eligibility 3 General Categories. 4 Purposes 4 Types. 5 Sources of Training Courses 6 Administration..... 6 ApplicationforTraining. 6 NRC Training Contacts. 8 NRC Form 368, " Training Request and Authorization. 9 NRC Form 36SA,

• Evaluation of Training...

11 Section li OPin-HouseTraining. 15 Section til OP in-House Computer Tralning..... 23 Section lV Individualized leaming Center.............. 29 Section V Specialized Technical Training......... 33 Section VI Agency Sponsored Graduate-Level Programs......... 37 Multidisciplinary Programs. 37 Technical Management - Johns Hopkins University.... 37 NRC Graduate Fellowship Program 37 NRC Senior Fellowship Program.................... 38 Section Vil Executive / Management / Supervisory Development Courses...,............... 43 Executive Development.......... 43 SES Candidate Development Program......... 43 NRC Supervisory and Managerial Development Curricula.. 43 Supervisory Development Program.............................................. 44 Women's Executive Leadership Program............. 44 Section Vlli Programs for Secretarial / Clerical / Administrative Assistant Employees..................... 47 Certified Professional Secretary.................................... 47 Administrative Skills Enhancement 47 Computer Science Development...... 48 Section IX Organizational and Individual Development Programs. 51 Organizational Development....... 51 Career Counseling......... 51 Career Development initiative 51 Section X Interagency Training Providers...... 55 Offico of Personnel Management 55 General Services Administration (GSA).......... . 56 U.S. Department of Agriculture Graduate School 56 ill

4 6 4 A 4 eaa s T I i a L i k I i SECTION I GENERAL INFORMATION I l l 4 i

j SECTION I (6) NRC will authorize training in fundamental skills for lower-graded employees.

EENERAL INFORMATION J (7) OP does not monitor requests for training to assure j participants get into courses except for special pro - l POLICY Wams su h as: Congmssional Mowsh5 Pmgram, Senior Fellowship Program, Graduate Fellowship l NRC's policy has always been to provide, within available Program, Women's Executive Leadership Program, funding, the maximum feasible amount of training to the Federal Executive institute, Executive Seminar Centers, broadest spectrum of employees at both govemment and Brookings, and Harvard. non govemment facilities. In the past, the purpose of L training was to improve employee job performance, prepare (8) OP nominates individuals. Facility determines accep-employees for future duties, and support the NRC's commit. tanca r ment to equal employment opportunity, affirmative action, upward mobility, and continuing education principles. (9) If trainee cannot take the requested training, OP shall be notified immediately. Changes to the Govemment Employees Training Act and Chapter 41 of Title 5. United States Code (5 U.S.C. (10) All cancellations shall be made to OP and in sufficient 4101-4118) permits the NRC to fund training in support of its time so as to avoid payment by NRC. If impossible to mission and performance goals. This change enables NRC cancel without cost to NRC, a substitute shall be found management to be more responsive to current and future by the office requesting the training. training needs and requirements. While the definition of i' training has been broadened, training must still be tied to an (11) Once OP authorizes a particular course, no changes agency's strategic business plans including leadership are allowed without approval from OR development, retraining, cross-training, continuing profes-sional education, and technical training. (12) All requests for training shall be submitted to OP at i least nine weeks (earlier, if possible) before requested The new law changes the definition of

• training" to mean the date of desired training. (The Office of Personnel process of making available to an employee, and placing or Management (OPM) requires that requests for training enrolling an employee in, a planned, prepared, and coordi-be received eight weeks before the starting date of the rtted program course, curriculum, subject, system, or course.)

routine of instruction or education, in scientific, professional, technical, mechanical, trade, clerical, fiscal, administrative, (13) All requests for training (on Form 368) must be typed. or other fields which will improve individual and organiza-tional performance and, at the same time, assist in achieving (14) Employees shall evaluate all govemment-paid training the agency's mission and performance goals. within two weeks after completion of training. Such evaluations are sent to OP as noted on NRC Form ' Two very important restrictions on degree training remain. 368A,

• Evaluation of Training * (Form 368A is found on The new law stilldoes not:

sheet 4 of Form 368.) 3 e authorize or permit an employee to obtain an academic. (15) Travel expenses are not paid unless training is sched-degree to qualify for appointment to a particular position uled during employee's regular hours of work. for which the academic degress is a basic requirement or (16) Developmental training is not authorized for non-o permit an employee to take academic training forthe sole purpose of obtaining one or more academic degrees. P" (1) Begirning in FY96, the NRC will now pay for instructor-requirad text books. i (18) Training in non-govemment facilities generally is not ( (2) NR') cannot pay for expenses incidental to obtaining a authorized for NRC employees with less than one year r del pree (i.e., thesis costs, graduationassociated ex-of service (see below). pei ses etc.) (3) NRC vill not pay for ocx:upation certifications or ELIGIBILITY examirVian fees such as: CPA, CSS, HP, CPS, PE. Courses leading to occupation certification may be All NRC employees with one year of current, continuous authortzed,7 courses meet agency's strategic busi-civilian service are eligible for job-related training in non-t ness plans. govemment facilities. (" Continuous civilian service" for training purposes includes periods of non-pay status.) (4) NRC will reimburse an employee for training expenses However, there are some types of training that are essential provided t% training was approved and authorized by to carrying out the NRC's mission even though an individual. OP before It began may not have met the one. year service requirement. In that ,i case, the authorizing official may waive the requirement if (5) Pmof of attendance must be provided to OP upon postponement of the training would be detrimental to the completion of all reimbursed training. NRC interest. Examples are training that is: 3

E An integral part of a formal, entry-level, development Essential to protection of life, safety, or property. -e program. e: Essential to law w JueT,ent. An employee may not spend more than a total of two years in tr61ning, through nordgovemment facilities, in any 10-year . period of continuous and non-continuous civilian service. o Of little or no cost to the NRC other than the em-This limitation, may be walved when it is in the public ployee's salary. . Interest to do so or when the employee is in a shortage. occupation. Part of a formal apprentice training program in a skilled The following table graphically portrays eligibility for and - trade, allowable time in nor> 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 current, continuous civilian service, but postponement would be contrary to the public interest. Yes Service Period: Allowable Time First ten years of continuous and non-continuous civilian service. Two years Each tervyear period of service thereafter.2 Two years ' Determined by NRC authorizing official. 8May be walved when in the public interest to do so. GENERAL CATEGORIES we purposes, types, and sources of training are defined by the Office of Personnel Management in Federal Personnel (1) Nontechnical Training in this category ranges from basic skills for PURPOSES secretarial and clerical personnel to advanced mark agement training and executive development courses. This training is in educational or functional areas that (0) Unknown neither requires nor involves significant knowledge or (1) Program / mission change skill in scientific, engineering, or technical disciplines. Training to provide the knowledge or skills needed as a result of changes in agency mission, policies, pro-(2) Technical grams, or procedures; e.g., training provided social workers to acquaint them with new policies and This category includes the scientific, engineering procedures affecting the eligibility for, or benefits to be and/or other technical training that is customarily . accorded, welfare recipients. offered by universities and other private, govemment, and scientific training facilities. The objective of such (2) New technology training is mastery of the general and specialized principles of individual technical disciplines. Training to provide the knowledge or skills required to keep abreast of developments in the employee's occupational field or in a related field; e.g., training

(3) Specialized technical provided an employee in the use, maintenance, or repair of new and advanced electronic equipment; the This category contains intra-NRC training presently application of new technology; or advances in the state conducted by the Office for Analysis and Evaluation of of the art.

Operational Data (AEOD) to catisfy that office's require-monts to: (1) train inspectors and (2) provide all irw (3) New work assignment house training in reactor systems technology required by other NRC oifices. The inspector training is primari-Training to provide the knowledge and skills needed as ly concemed with nuclear power plant design and a result of assignment to new duties and responsibili-operation and the principal construction technologies ties, when such training is not a part of a planned (welding, concrete, electrical) related to the inspection career development program; e.g., technical training of construction and operations activities at nuclear provioed an accounting clerk who has been newly power facilities, assigned accounting technician duties. 4

(4). Improve present performance (2) Supervisory Training to provide the knowledge or skills needed to Education or trainir.g in supervisory principles and improve or maintain proficiency in present job; e.g., techniques in such subjects as personnel policios and training provided typists to increase typing speed and practices (including equal emp,Jyment opportunity, improve accuracy, training in telephone techniques for - merit promotion, and labor relations); human behavior clerks or secretaries. (Note: Refresher training is and motivation; communication processes in supervi-included here.) sion; work planning, scheduling, and review; and performance evaluation. (5) Future staffing needs (management and super-(3) Legal or medical on) Education or training in the concepts, principles. Training to provide the knowledge and skills needed to theories, or techniques of such disciplines as law and meet future staffing needs through a planned career medicine. development program in an occupational specialty, executive or managerial development program, a (4) Scientific or engineering management intomship or a training agreement, or programs to upgrade skills and abilities; e.g., steno, Education or training in the concepts, principles, graphic training for typists and technical training for theories, or techniques of such disciplines as physical, laboratory assistants. biological, natural, social or behavioral sciences; education; economics; mathematics and statistics; architecture; engineering; or foreign affairs. (6) Development of unavailable skills (product training) (5) Administration and analysis Training to provide the knowledge or skills needed for Education or training in the concepts, principles, and fields of work that are unique to the Federal Govem. theories of such fields as public or business adminis-ment, or to meet govemment staffing needs in occupa, tration; leadership; personnel; FOIA; accounting; labor tions for which the labor market cannot produce a negotiations; training; Equal Employment Opportunity; sufficient number of trained candidates; e.g., Air Traffic logistics; finance; systems analysis; policy, program, or Controller or Taxpayer Service Representative training. management analysis; or planning (e.g., Conflict Resolution Stress Management, Time Management). (7) Trade or craft apprenticeship (6) Specialized and technical To provide the classroom or group portion of the formal Training of a specialized or technical nature in the training that, together with guided work experience, methods and techniques of such fields as investiga-permits the employee to acquire the knowledge and tion, security, police science, supply, procurement, skills needed to meet the full requirements for joumey-transportation, air traffic control, computer program-man status in an apprenticeship program. ming, languages, or medical, legal or scientific support work (e.g., contracts, all writing courses). (0) Orientation (7) Computertechnology To provide orientation to the policies, purposes, Computer programming and use of computer lan-mission, and functions of the employing agency or the guages. Federal Govemment for new employees. (8) Clerical (9) Adu!t basic education Training in clerical skills such as typing, shorthand, word processing, letter writing, filing, telephone tech-To provide the basic knowledge and skills needed to niques, proofreading, ard records management. permit the employee to function in the world of work. (9) Trade or craft, orientation, and adult basic edu-cation T(PES Training in the knowtedge and skills nealed in such fields as electrical or electronic equipment irstallation, (0) Unknown maintenance, or repair; tool and die making, welding; carpentry; or printing. Training of a general nature to (1) Executive and management provide an understanding of the organization and missions of the Federal Govemment or the employing Education or training in the concepts, principles, and agency, or a broad overview and understanding of i theories of such subject matters as public policy matters of public policy, such as the policies relating to formulation and implementation, management princi-Equal Employment Opportunity, retirement, Federally pies and practices, quantitative approaches to man-Employed Women / Blacks in Govemment Conference. agoment, or management planning, organizing, and Education or training to provide basic competence in controlling (e.g., Federal Executive Institute, Brookings, such subjects as remedial reading, grammar, arithme-and Executive Seminar Center). tic, lip reading, or braille. 5 i

2 4 .' SOURCES OF TRAINING COURSES - ADMINISTRATION Regardless of which agency or institution conducts a in considering the developrnent of training budgets and the

course, nomination of NRC employees is arranged by order for satisfying training needs, the following priority of OP/ODT. The facility notifies participants of time, date, and training will gannrany eppa

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- location, as soon as anangements are completed. Partici-cants must formalgreaister for all local university courses. (1) Training that must be acc)mplished in the ensuing fiscal year to prevent a direct adverse effect cn mission accomplishment. Bis includes training which is Training courses administered by OP generally fall into eight required by skilled employees through development l categories: programs and which, if deferred beyond the ensuing fiscal year, will have an adverse effect on mission ~ accompHshment in the period foHowing. C _ (1) 'In-house All courses conducted in-house in NRC training (2) Training that is required to provide for systematic f facilities. TTC courses are in-house but they are replacement of skilled employees through develop-included in this category when reporting annual mental programs and which, if deferred beyond the training to OPM. ensuing fiscal year, will have an adverse effect on - l mission accomplishment in the period following. j i ' (2) Government (3) Training that is not required for an employee to perform j at an acceptable level of competence, but which may All programs conducted by government agencies other increase his or her Officiency and productivity and ~ than NRC. These programs are not conducted in NRC enhance the employee's opportunity for advancement facilities. (Examples are: OPM, FEMA, GSA, NIH. In the agency. This training will be accomplished, but Foreign Service Institute, Naval Material Command. generally after the foregoing needs have been met. and USDA Graduate School.) FEl/OPM is identified i under (6) and MDC/OPM is identified under (7), but included in this category for reporting annual training APPLICATION FOR TRAINING l to OPM. The procedures for making an application for training vary according to course sponsor. All programs conducted by such type organizations as In-house courses: f American Nuclear Society (ANS), ASTD, Brookings'es, H b tWMy etc. Be programs are not conducted in NRC faciliti training announcements. To enroll, complete the form to indicate interest, obtain supervisor approval of (4) Commercial employing office, and provide other pertinent informa-tion. All programs conducted by "for profit" organizations. (Practical Management Associates, Dale Camogie, (2) Courses are conducted on an " invitation" basis. These Fred Pryor Seminars, EG&G, Combustion Engineering, are courses for employees who are required to under. l etc.). The programs are not conducted in NRC facili-stand a particular process. Weekly announcements ties. are sent to all employees, who then submit their requests for the training to ODT after obtaining written permission from their supervisors on the form provided j (5) University on the weekly training announcement. l All programs conducted by public/ private collegesfju-nior colleges and universities. The programs are not All other courses (Headquarters employees): conducted in NRC facilities. An employee must complete a Training Request (NRC Form 368, sample form shown on pages 17,18,19, and 20) and (6) FEl/OPM forward it to OP/ODT through the employee's supervisor. l All Federal Executive institute Training. Form 368 is used to request, approve, authorize, obligate, i and record external training. The process in Headquarters is i given below-(7) MDC/OPM (1) Employee initiates the form, supplying all information, All Management Development Center Training. including Social Security number. (8) TTC (2) Employee submits form to supervisor for approval and signature. i All training conducted through the Technical Training Center, Chattanooga (see item (1)). TTC registers (3) Supervisor submits form to Division Director of desig-participants into classes. nated office (Approving Officia!). 6 I n r

-(4) The form is sent to OP/ODT where it is date stamped Training courses in Regions: and assigned a training request number. Similar procedures to those in Headquarters exist for each .(5). An OP official authorizes the training. region. Training contacts follow the instructions provided to them, using the headquarters procedures as a guide. (6) ^ An OP official obrigates the funds. OP/ODT receivet. a copy of each Form 368 processed in the region. (7) - The form is returned to OP/ODT (0-5H9) for final processing and distribution to the training provider. - A form letter and one copy of Form 368 are sent to all private er compedon M N UaWng training providors. The letter authorlies the training and (1) The employee shall evaluate the training as soon as provides billing instructions to the provider.The General possible, but not later than two weeks after completion Services Administration (GSA) and the Office of Personnel of the course, and retum the evaluation to OP, T-3045, Management (OPM) receive copics of Form 368, but no form or the regional training contact, as applicable. letter (GSA3 copics three weeks prior to start of clacs, OPM6 copies eight weeks prior to start of class). (2) Upon receipt of the evaluation, the original training Form 368A, Evaluation of Training" (see pages 17 through request will be filed in the employee's official person-

20) is sent to the NRC Office Training Contact for the em-nel folder (OPF). (Regions file their copy; OP files the ployee, along with a copy of Form 368.

Headquarters copy.) i t 5 G i 9 y J

NRC TRAINING CONTACTS-

Office '

Name, E-Mail, Telephone, Mail Stop ACRS-Janet Wilson (JDW1) 415-7411 T-2 E26 ADM Jill Solan (JASG) 415-6515 T-7 D61 - AEOD Cherte Siegel (CXS) 415-6384 T-4 D18 -) j .ASLBP Jack Whetstine 415-7391 T-3 F23 ' EDO - Margo Bridgers (CMB) 504-1718 O-17 G21 j IRM Annie Bennette (AMB) 415-5834 T-6 F15 - NMSS-Kathleen McDarby (KDM) 415-7810 T-8 A23 NRR/ DISP /PMAS . Brenda Davis (BLD) 504-1215 0-12 HS NRR/ADAR Bev Sweeney (BJS3) 415-1199 O-11 H21

NRR/DRPE Mohan Thadani (MCT) 415-1476 0-14 021 j

t NRR/DRPW Cindy Carpenter (CAC) 415-1369 O-13 E4 NRR/DOPS/ DORS Kathy Gray (KAG) 415-1166 O-11 A1 NRR/DE Sheri Peterson (SRP) 415-2752 O-7 D26-j NRR/DSSA Phil Cota (PCC) 415-3236 0-8 E2 [ NRR/ DOTS. Anil Gautam (ASG1) 415-2988 O-9 A2 f NRR/DRCH . Clare Goodman (CPG) 415-1047 O-10 D24 OC Sharon Hudson (SMH) 415-7501 T-9 F6 OCA Lorie Folds (LJF) 504-1776 O-17 A3 - f OCAA Mary Tenaglia (MLT) 504-2184 O-16 G15. 6 OCM j The Chairman Donna Smith (DLSI) 504-1750 0-16 E15 ' l{ Commissioner Rogers Lil Van Cise (LVC) 504-1855 O-16 G15 - Commissioner De Planque Evelyn Williams (ESW) 504-1800 0-16 G15 Commissioner Commissioner ~ OE Betty Summers (BTS) 504-2741 0-7 HS OGC Mary Ann Warner (MAW) 504-1518 O-15 B18 l Ol ~ Jeanne Hunt (JHX6) 504-3487 O-3 E4 OlG Vicky Francis (MXL3) 415-5919 T-5 D28 OIP Both Kolostyak 504-2347 O-3 H5 f OP Barbara Mack (BAM) 415 7081 T-3 D45 l OPA Gladys Ordaz (GMO) 504-2240 0-2 G2 OSP Brenda Hill (BGH) 504-2348 O-3 D23 l RES Edward Oklesson (ERO) 415-6003 T-10 D5 .i RGN-l Chris O'Rourke (CMO) (215) 337-5386 R1 j RGN-il Valencia Robbins (VHR) (404) 331-5609 Ril -l RGN-ill Dawn Smith (DMS1) (708) 790-5533 Rill l RGNIV Connie Parker (CAP) (817) 860-8255 RIV - j 2 -SBCR Bobbi McCann (RFM1) 415-7386 T-2 F18 j 'SECY Sandy Joosten (SMJ) 504-1962 0-16 G15 1 TTC Jan Patterson (JWP) (615) 855-6505 NRC Technical Training Center 5700 Brainerd Rd. Suite 200 Chattonooga,TN 37411-4017 INEL-LITCo/PRA Joyce Nelson (301) 816-7766 11426 Rockville Pike Suite 300 Rockville, MD 20852 j l 8-4 f

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c. COSI ANd FUNiWDiliiG5flON F. SUifiUiE SMF Cohan IEETRiiiisM M lsVMNE/A HrMWOHuiEA TXM

1. COST ESTIMATES NRC emf'LOYEE

1. EMPLOYEE - ARE YOU RECEMN3 VA/GI B!LL YES NO a Olftt.GT TfwNiNG COSIS EDUCATION BENERTS (1) TUITION

'tmi uxecu At unirus aNu uNutiesTex vtami en.Narts a nu.mm m eervi Tut AurHUF52ATKm 10 tan Ame GMDC edtsudatirm DfrCILY FMJhd TE IDuCATDs/ [ mnoen ranr (2) REGISTRATION 8'GNAfst - EMPi.mLE DATE (3) OTHER Cpechy a easu.mrnn w.isnw we.Nuta wm " "" * **'" "^'**" " ' " imust cost suu101 AL i (E/DAF

• OtsuGATE NFc GuDrCTAL

[

b. INDHECT COSIS s, us.m/moearm a on:k

""~^P'" ""^' (1) TRAVEL COST i p) PER DIEM na 't DAvs PFu su.au imseas as wasuno DAIE ansanst-ArmarrenTromcua.OPpr0 (B) TRANSPORTATION na>a. =s as e uun naam su cuiui tuut. inAsen aurra stann se cn A A Onn CpetM masartar-russaa miraat.cejrvo NDIFECT COST SUBTOTAL TOTAL DINCT AND G tuifjAG H51HUCTIOUSi5TEU5IlUdiOVTHANNG ^ NDIRECT OOSTS 1. sn e. rani, hans. MI o.

• = wi..a+

m ca. e. H.au i sw n.e. sum. e e. i,noin m eu, so,m Any uen t trw in wwcmon. a D. DATE$ HE CLNED/TT4ANSMITTED a ei ney a,.p nt 4*11 Nu hth 51 OP/HPO LATE DMM.M.rTED TO MEPsMR BUJNO ADDRESS DMSION OF ACCOUNTING AND FINANCE I MAIL STOP T 9 H4 E.fmtuNtf5FMH LS OFFICE OF THE CONTROLLER ._m - ~ " " U.S. NUCLEAR REGULATORY COMMISSION TB4-WASHWGTON, DC 205554001 esc Fcsw aos e eq t NRC Form 368. " Training Roquest and Authorization." i 9 1

, = - - l K CONTINUED SUUICE AGi1LD4ENT Nott Tmv wr*"** 'wt ** Mred 't*.icam'"+e ** en enae'emm** t e>+a ce eeeeerte no v.eure and for.*iew ise om.im mern mee. oves oevmem et trainina toute be%', euce keerg ye tms emen*g comemes m wue accean enen to eenenu.o se enemy se eumway v en agwsy is see, m m w m pers, an sugenen es en wnmoyee to oey empenm mounee ny vm a kniewpers m mennecragn eMh me telning

s. : Aonrr s,w, upon -.

et ce oswe m mm e,w wed vaming eewstbed m the w ie.e to warung days, swmg wwa eme e scammen eeneemma mmtm.nemere me he j esi,em, e I meen newy ee,uns to tr=Wng posod t me swa in se egency one emme me* e i es:: si, v Ime es. wee name,i AGHLE is pay em emeure er eodnenes e s enge er eenme g petod v i escene ne owy su:tas 34iremos patod.i eyes to p U.sn sicHa,G Inowed by pm Govemmed > sus wainmg sene ee mystWry fiai i pened squel to lhe long'f1 el beining, bul m no same esse tren ene 4, g evenih. (The herigth of perviime trWnig de Se number of $4We operil h tiens er esRh ens mutuaw. ne see gsh w os eme ven*g o e navne of eac* any at samme, up is a masimum er 40 hows a ween.) NcT Fe em puepene e wie eg eemwit tre taan r agener sees to en encoving ergwer=wn feudi es en 6=cuen Depamnere os k e rumtER AQJE'E to steam approws som sny Omca/negion Approvai Omcini ser esy r nine,ancem assumenneno, neiis e eegmens er eusn en. propned seange in my aponwee emneg progrwn kwang eown, and edeaJe seangee, " " "'~

• • 8"*****'

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in eenhme mue. t Aasti to emhume the sowicy ser eie tuman ene swee seen, tem and ap=

E a menowedge enn ese agreemme em not m asiy eev sommt se spetaal eepensee F.XCLUD;No f.ALAITi pad h democton wgh my trabmg These my employment t unoerstand that, W thee to a Werefer ut sny serv 4e ebbgehens to engther wmune er, ee aea m som ct. Feoe<ei esency or some orgentransm m any beencri et the oosemment, e as : 1 bi ""'t8""d8d'*'****"**""'*"'"'"*****'****""'"F""8**8 8 I Fuetn Aonte htAr.t i emureway i ase te egency to eraw tre eervue et ar oem

• • '*"* een M er* eewy a usomrabors yede. agency w een argnerenian m wiy prwen et we commmwe tese, comoweng eve pwed af eenese ey'eed to in Dem i aLme. I m8 gBre my orgwwassen w Wen teke af l Dars sas Arutt - LunovrL L LPLCIALTCOtKIDACNT t.

(AE9AL OR EPECIA WAMJI Of aTARrTORY Uh5iATIONS FOf4 EMPLOYLES WITH LESS THAN ONE YEAR OF CU6eENT. COrpeUOUS CMuAN SEFMCE. lt.mfy for trahing enough note ~gmemmere to Ahee nefer to MC Managemoni D6necthe ig.77J Pontponemem cd Irwrerig is oceery b ano pubilr. Ireerest for m Ioecong reasonM Tenmg is eenemiet to praecen ei ve, eetwy. p.opony. Teee iirig is eenernas b les ereofce9ere acf h9me. v ~ Tramme met oms,ey.e care tes W nWo er no cosi k NFC. cew men swery esperes. ~"" T**ae #* * **h='y eaaa hich'y speceitr*d **y ma"'y 100 r*esed, and se immeo.ea app,hetkin ~ Ten.nmg e-m m en saarei part ce a format eniey4 eve, oe e6apmem periorem de s., treem omgreat tenauenan program. etc t j oATE Check approp' late t;ox INN'it suwm Supervisor and sign for waiver J. IRAUUULINT CU4G Dodde povmore et Educenonai Aaosances. NormaW 3a U.fLC. t781 prohltets edur.eiene asustance tv the Veteenne Adedruesratinn lVAi to a veierne We is anendmg a course af eMW er take>g pad tw esados we Oavemenem Empaoyees T einmg Ad l gel A). rnAvo, The tusame g =deue rea* maues prowde sammm uacune tw wous kaue as u s.c mez reauds-s meems er tunee t or vA, is u a c. tact rmw meme.e w =proomoson i u.s.), ww ta u.an aar penne tee. tw.mm, w timewere com m en u.s t _. _ _...K. IN3TltUCTIOfG [ r 1 Psepare the term one ad tainmg vegweeta I lhe requer,see le heridkauped as s0sabled and Wi need er oper.iel errangerreme (uraillng, ispir g. Integretere, facmly auseelbf!ty, sir.J. Gescalbe lhe 9 epenas arrangervuems en a sepesele er'est erwt ene@ E le the tyvis NQ7E. The equecer le nol requered to tumen bit irdarmatiork thef her signeWre en the descripitre ahoeq mdkates agreemesit le eseense B to pair *lrig tec#itses 3. nesse the CurtovtE FTNDING socy, and hweswes the set. comose6e men torphed eme apperemie. Suough the er%e tralnky eaardentus to the Of%e of Personnet, tw Headiweries employees one io se negenes ewienne omcc tw se giana emp6ervees 1 AAm tim segueel le se= towed and estemvad t y pee Omco er Personrei,Tiegional f'ersar r a: ONor, en Aunertutum br learnmg loner o ne's to the Traming Proader. A copy of Ihe NIE Form 3he and eesuellon form ID(RC Fasm St&A) e ee.s la De empbyee. Pf WVACY ACT STAdLNT Pumows io s v a a sawet. ensoed kna se e sea.un a er es erwacy Aci se in'4 bu.c Lee amet we snaneang swwnem a sumeeed ie maudweee wn.euppe esorenesar to es u a Nurner n r rieguineory commmeen en mic tone ma This pd mermn a meenemea m e sysiem of wrwas seeson es na Nrcit, ancmme ei sa Fooerm negieen aeso pusy 7,1ser sna Nsrae. descened ei t,a Fedwe nog em as4s7 puty 7. tes% or um m m wrem Feoe. resser put**e6an se ite Nursaw ner we y cornenesenc e heuedceen es symeme er neeeres p.oeces* mm o amiabie e se Mc rutes Documem twom, osman puesng. Leev Levet tuo L stree om, washeigion. DC. 4. Auna rtir. S u.n c. aaen,4ms peser. Esecue re cwor e ar ameo No mte ra, ynu en e> we emere e.e==re ano necewery rae thes agwere deemen ancea you ts** and Leecoun Oraer tiase owed Aten 30,issr, as amenaea ey Eeecuie omer keurmaarei ene the aorm may e.en to isearceed, en the sourne er d scevery, unaa e 12107 dated tiererroer aA, te7s. protecews orese besued ny e eeust et somseien luderscana, ane e prone ning evicarice.no a congreseev, ame to esererm a inar emuey maae at ye e remeter, or in h8cpe d 1 p9f>etrAL fuaus(g: The irearmaten eteered on me bem o'e'ee to expens earmmente, evid emes urtam conheet osm the N% en a eeen soleine base. revisessenteu.ateme fue hamg seurtee VMTit71 t*ranture: In apNDATOFFf chi MNTAlW AeO UTICT ON DifGIL 1 Muutts lpit pg. temessurs mey to useo tsy Ibe Or%e of Pe*ecanaf Mansjemere M NUT FY5NERNG INFT51MATR94 a se vosuntary met you surNeh the requeesed and/or Une fees Systema Psosecten Duare. Inenemance seer esse to used by other khmesme Failure to pernede the Bac>al Beaurity manher wtB nol erect an mdMotWe flgre r r Fesceu swe and locei Omers agewes. and edsularer measuhnee frw see m to enerie this erAedwed course 'he Soem EiecurMy numtier h treed to facettale te trwneg sengrarne ww.d to betC empicy es a may emo te previo d to a peepectare accurea =cer2ng et me coneet eensarts tro ng wi se computer sysem sue to the large m emewayer er a Go,orevnene employem upon penete' or one omssovee to anomer number of hontovem osth useracei rees ana bath detes Fewes egency,we treurmenor a trave *oe to siaA agercy enormeelee may be used to pswoe owstked esperie to Congmee. egenr.;ee, one the puhee on charadeneirce of IL SYSTill MANasTItf4 APO ATENYMirfg-PJnD111 Chief, feecuem and f i re e odwel e=wn ton.e The miermanei snay e>en be dereneed to en apoiopeere support Psog arre. OfSce of Persormet, U.S. Nucteer Resuistow Correvuesbn. Foucas, tee'e. toem oc Feve+gn econey m the owed the re rmenon ewireise e seie'e'$ weshlagton, DC 20$550001 and (NRCr19) Chef. Drgenezetional a e poternal usceance et see ans m me scume af evi e trrunioreanwe er No.c.e# - - Devesos, ment and Treenirg. Offke of Personriel, U S. Nuclear fLegutstory h hadmari, fee mhemet.on may to trenerwred to en appmpreis Federet, State. kmW C mressalon. WaaNetgton CC 2006 5 0001 and i'sweegfi egency to the essere reewes and. , for erd Nnc escheen ere,e . ~ - _. ec emu see ow f 4RC Form 368,

• Training Roquest and Authordation" (continuc6 10

NC FONJ 300A UitAJCLI.AR FEGULATOIT( COMMGQON MIusT AunmfAnDN EEARUt o n,n-,. n L"7J.' : EVALUABON OF"lRAINING

• • mun waL===m4=w

-m Nulk YUV g het#y your 0,h54/%ee 1 swung Le,4.c1 pe M flWW 6.i.riy CA.nge. r tn..udu..f in.6 p.mng eseway..sn es sens.v.aben, e.esb.danng.s dr.ppeg th. soww. O tw GA.np . eu. e w s ea.on, yow - m cenew or, you, wmen noese FE00047KJN OF THE. COMFiUON OF T}t3 UIMENG WRI NDT DF. LNTULD N YOUR PCFWeKL FDLIER UP471 THS EVALUATION HAa BCDd COWFM.ETED ADO FETJANED TO OP. RUEPs p S tNALDATLW AS SOUN A5 KIIKH1,IsiT 80T LATUt1HAN iv0 WIDGB AFTLH OCE41LTON N IIMeeG 80 Rt47 PAWMENT OF TFWNING EAPENSES MAY BE APPFt7i/ED. reb *% P MAL staP pais. A EMPLOYMENT INFOHMAJON

1. f.AAak

• LA4PLO(LL lLa.6 fest AfedW. h.D.9 L SUGA &lLGUHlfY NJMdt.M L MAL STOP

'4. Of PQQM3K)N/t#%NLet & PO3ilIUN UIL4 6, TJLitt.3 T. QitAd/blLP & OffIUe ILLLJ*HUHc NUMtAM ( ) R EDUCATION 1& CONTINUDu$ CMUAN COKmWENT SEFME . es. um amO.

p,,; j,,e. ocave A,o oeace na YFa uce Nom.

in. y N ,o nTanAor .w,.m i iin., ..ni r l l reum r~m m.vo -,. u = = ua a>== = a, cue TatenoNs NuustR m ( ) BTPFidf.Or nan *o.n 55 DhTA l MMff] i uu u e,wibui. Nwe => w(n % a, ca / ., ~ -,-. -. u C.~ L *"c""">'""""'""""'" . uwu a LDutAsame cajue s ccu muLNr a su us T. Tm aua i.= hD, NUN 4KNLHNM(:NI ,' I $~

11. ACTUAL TRANNQ HOUFIS E DUTY b NUNOUTY

s. TOTAL o,.,

, i, uo o s u I <e e.m i I t l I I I I i N " l l t l 4 l t i I t2. LOUP 4iL I ILh ta 49.sh LCdJo'awse Aho buuM,L is N UhMAl@ ANU 61 All. HI LAliLANatsP IO(Adf tLNI FUTW QFFK., AL EA>1LEL (fe an, Wd..+roone nAvm.** wits.w%r. l / PROVIDE YOUR EVALUATION OF TRAINING ON THE REVERSE Nrc rorw so.A ne NRC Form 368A,

• Evaluation of Training" 11

C. EVAL 1]ATION OF TRAINING YL5 L N TRAMMUWAS AT ALu.Lk&OE umyLastryAm L &lELuukab WAaONLT AULXIkh

1. OtD YOU COMPLhih lME

-W oaA068 RUE AEnot4R INrD OEADE NMR $8U, ,E COURSE 7 w andt hem and shack the appropriate ratmg ootumn CVALUATION FACTORS A B C D

4. ETATED OBJECTNE ACCOMPUSHED YFA PArrlAl.LY NO NUT APPUCAB12 j

5. COVERAGE OF SUBJECT MAT 1FH rxcnanrr arFF3Dert.Y Poon Her APrucAnu 6 OHGANilATON OF SufuECT MATTER WU10RGANTZED ADkQUATL POORLY ORGANraD NUr APPUCABLE I

7. APPUCAnluTY OF SUBJECT MATTER TO THE JOB a0MICAftr AI*QUATE IN510N5T MrF NUr APPUCADG

8. RECOMMENDATON TO COLLEAGUES HaaaYascostumots airouuucxo imir nicuMutNuw NUr AFPuCADM

) D. MLLTS CAREER DEVLLOPMENI PLAN TTA NO NOT APPUCARG to. 6ctQt W THE AREAS YOU f CEL REGLHRE MORE EMPHAbiS t t. 6Ptur( 1HL AI4A5 YOU FEEL fttuunnE LESS EMPrt%ts l l l t l

12. &4 MAnhb(14 eau make my enmme:ds ym omh about sMr course.)

l ~Tinx'n.w clai risetJTu) TK1.T RAPffbf1EN't il U.EXJN T HE RAVhR Sh 84. N4JikD s EMArVk& = ihlWMA L*A Tb hmATUkk. BUFM VLOR r>A TF ftWACY ACT SlATUA.NI ~ The Ptivacy Act Statement that coveni this form, ARC Form 3EM,6s located on NRC Form 308 *Traintrg Request and Authorization? wh.ch was comp eted pror to this trasnmg. Nk0 PORM Ws4 sl4TJ NRC Form 368A (continued) 12 l

SECTION 11 OP IN-HOUSE TRAINING 1

i l j + l l l l l 14

.h 9 i

SECTION 11 l

OP IN-HOUSE TRAINING l

Sign and have supervisor sign. ' The courses listed have been developed and are offered by OP for NRC employees in response to identified employeo Send the request form to the PDC, T3BS. Enrollment will -l -e development needs. (End-user computer courses are listed

in Section 111. Information on the Probabillctic Risk Asses-be confirrned by ODT Course Project Manager.

Upon receipt of a course enrollment confirmation from l! - sment (PRA) Technology Transfer Program can be found in e Section V.) OD/ODT, participant should carefully review class dates. j If for any reason, confirmed participant cancels the OP/ ODT Project Manager should be notified. i (T3 register for OP/ODT in-house courses: t Training classes are conducted in the Professional Develop-l e Fill out a request form available weekly in the Weektv ment Center on the third floor, TWFN. For more information Announcements, call the PDC at (301) 415-7750. ' C urse Title Target Group Description Hours

• Acquisition for Project officers and project Describes Federal acquisition requirements Project Managers managers of contracts or and processes, as well as role of the project

[ agrooments and work orders. manager in contract management. (Level 11 mandatory course) j

• Acquisition for Supervisors Managers and supervisors of Provides an overview of major steps involved j

and Managers project managers in the NRC acquisition process. l

• Acquisition of FlP Resources Project officers in IRM and selec-Familiarizes participants with the acquisition for Project Officers ted Division of Contracts and process of Federal information processing (FIP)

Property Management personnel resources specifically.. Age in the NRC Workforce All employees Provides participants information related to laws - 4 ) and Federal regulations related to age discrimi-nation; an under.eMnding of various stereotypes and myths about older members of the workforce;- l and a foundation for reducing individual and organizational stress which may result from changing workforce demographics. Applied Statistics All employees - Provides justification for methods used in statis-40 tical analyses, illustrates techniques from a wide varietyof technicalandnon-technicalapplica-tions. Discusses where statistics are misusedc I Beginning Federal Service Employees with less than one Focuses on employee benefits. 8 year of federal service Dasic CPR and First Aid All NRC employees Teaches CPR and First Aid techniques for 12 choking and other respiratory emergencies for adults, children, and infants. i Clear Writing - All employees - Senior resident Provides instruction on how to plan, write, and 24 Inspectors edit documents that are clear and logical. . Coaching & Counseling Supervisors and managers Focuses on techniques to manage work perfor-16 [ Workshop mance analysis techniques, problem strategies, action planning and developmental strategies. Conducting and Participating All employees Provides techniques for effective meeting 16 in Meetings management. Covers procedural elements, leaders, followers, communication techniques, etc. t

• Undorgoing revis6cn, Will not be offered in present tomsat.

1 i '15

Course Title Target Group - Description. Hours Conflict Resolution All employees Off ars ways to deal with conflict in a positive .16 i manner. Studies forces that generate conflict and the consequences of conflict upon ' different employees. Instructs on recognizing i conflict resolution styles and benefitting from a win win, problem-solving approach. Cultural Diversity 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. i which may result from cultural diversity issues. ' Dnsg-Free Workplace Supervisors Focuses on recognizing and addressing illegal 4 Training for Supervisors . (LevelI mandatory course) drug use by agency employees. Provides information on NRC policy with respect to drugs. l' and alcohol, drug-testing, the Employee ? Assistance Program, and drug educatiort Drug-Free Workplace Supervisors Focuses on recognizing and addressing illegal 8 Training for Supervisors (LevelI mandatory course) drug use by agency employees. Provides information on NRC policy with respect to i drugs and alcohol, drug-testing, the Employee f Assistance Program, and drug education. EEO for Managers . Supervisors and managers Provides the supervisor information related to 16. and Supervisors (Leveli mandatory course) EEO policy and cultural awareness. Effective Briefing Techniques Employees required to prepare Provides in-depth skills and techniques '24 and deliver briefings - required to make oral presentations effective. Effective Communication for Inspection team leaders and Focuses on improving communication with 24 i NRC Inspectors members licensees. Provides techniques to improve exit ~ inspection briefings with licensees. Uses video-tape feedback._ Equal Employment All employees Provides participants understanding of Federal '4 l Opportunity at NRC laws, policies and mandates goveming EEO; the discrimination complaint process; and issues of sexual harassment, affirmative action, age discrimination, and disability issues. Ethics Orientation Employees who file a financial Provides information on standards of ethical 1 { disclosure statement conduct as prescribed by the Govemment Etnics Act, t Ethics Laws and Rules for All employees Covers major laws and rules on ethics and 1 NRC Employees conflict of interest that pertain to NRC i employees including Executive Order 12674, [ the govemment-wide standards of conduct. -j the criminal conflict of interest and statutes, and supplemental conduct regulations. Evaluation and Reporting on Staff responsible for performing Course explains the OMB Intemal Control 8 Management Control Systems A-123 reviews (OC-identified) Guidelines and other supplemental guidance l as it pertains to infomal control reviews. I I 16 1 O

i P - Course Title ' Target Group - Description

Hours -

Expert Systems in All employees Discusses terms and definitions and introduces - 8 - Government and Industry - situations and applications appropriate for expert systems. Includes criteria for expert systems and, resources used to build them. ~ Financial Management All employees - Enables employees who use and account for 16 ' Seminar agency funds to be able to describe the financial environment including: Federal and NRC's budget and accounting policies, processes, appropria!!ons law, control and accounting. Gathering inspection Inspection team members and Focuses on phrasing questions, listening, and 24 ' information Through . professional employees interviewing in difficult situations. Uses case interviews studies, videotape feedback, and trainee participation. .HIV/ AIDS at Work All employees increases knowledge, improves understanding 4 of how Federal policies apply to HlWAIDS in the workplace and how to create a responsive work environment. Individual Career Counseling All employees Consists of four 50-minute sessions with an 4 impartial professional career counselor to exploro career-related issues in a confidential

manner, interviewing Skills Managers, supervisors, and Provides techniques for conducting effective 24 employees conducting interviews. Interviews. Includes planning, structure, strategy, and legal implications of interviewing. Uses videotape feedback.

Manag'sment Workshop Supervisors and managers Provides insights for managing in a technical 24 (LevolI mandatory course) environment. Discusses leadership styles, planning, implementing, and controlling, accountability delegation, and effective commu-nications. Recommend this course be a fo fow-on six months after completion of Supervising Human Resources course. Managing Transitions in All employees Offers techniques to deal wrth long-and short-24 ths Work Place range changes within the organization (technological, social, political, economic, etc.). Media Training Workshop, SES employees, resident Provides participants with techniques and - 8 The inspectors and other NRC practical experience to communicate with employees who potentially the news media more effectively. Interact with the news media Mid-Career Planning Employees with 10-15 years Provides financial planning guidance. 12 federal service idegotiation Techniques All employees Provides employees with strategies for Workshop conducting successful negotiations. Focuses on how to: identify negotiation interests, build trusting relationships, identify negotiation options, and diffuse anger and hostility from others. Areas of emphasis are: regulatory com-pliance, inspection activities, performance appraisals, interagency agreements, and issues between intraagency groups. 17

' Course 11tle Target Group - Description. ' Hours : .I 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. NRCInspection Team inspection team leaders and Provides participants guidelines for leading. 24 Leader Workshop members, resident and senior teams and emphasizes the dual challenge of - inspectors . sensitivity to human dynamics as well as responsibility for mission accomplishment. . NRC: What it is and New employees - Provides an overview of NRC organizations 16 l . 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 ,4 interest groups, the nuclear industry, the media, the courts, and the States and how these institu-tions affect the way NRC conducts its business. i Nuclear Reactor Concepts All employees Provides an understanding of nuclear power plant 16 operation, general reactor design, reactor safety systems, and the sources of radiation that affect living organisms. Organizational Effectiveness Managers, supervisors, and Provides methods for improving individual and 16 and Team Building their staffs team competence in problem solving, planning, decision-making, and communicating. Sessions are individually designed for specific work teams. Orientation to NRC All new secretarial and clerical Provides participants with an introduction to 24. Office Procedures employees NRC's correspondence procedures, records and tracking systems, and travel and T&A records. Pedormance Supervisors and managers ' Analyzes individual positions; defines require-8 Appraisal Workshop (LevelI mandatory course) ments and performance elements; determines critical and non-critical elements; establishes l performance standards. Personnel Management Supervisors and managers Describes the role of the NRC supervisor in 24 Practices (LevelI mandatory course) planning for, acquiring, developing, and utilizing employees to accomplish the work of the organiza-tion. Includes information concerning laws, policies, regulations, and the procedural framework within which supervisors carry out their responsi-bilities as well as the role of OR Planning for NRC employees and their Enables employee to plan for retirement. Provides 24 Retirement spouses contemplating retire-components of a comprehensive retirement plan. ment within ten years Discusses the issues of financial planning Federal retirement, SS, and thrift savings plan benefits, effects of tax and legal issues and savings benefits, 1 as well as personal, health and psychological con-coms that may impact a decision to retire earlier. Pre Supervisory Orientation Non-supervisory employees Provides a vehicle by which nonsupervisory - 40 Program personnel may gain information useful for deter- (Part I) mining their career goals and a better under-e f standing of the role of the first-level supervisor. Part I (correspondence home study) and Part 11 16 (inhouse workshop) must be completed before (Part II) certificate is given. 18 i I

s. a e. .a e w .w- .a-s a. w.. x ~, a y L L. Course Title, Target Group Description Hours - ' ~ Problem Solving and All employees . Utilizes the Kepner-Tregoe problem-solving - 40-e ' Decisionmaking (KT course) approach; provides useful techniques for - identifying and solving technical and non- - i technical problems. i Proofreading - Clericaland administrativestaff Provides techniques on how to detect errors to 16 in typewritten material and use of proofreading ~ ; symbols. [ 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. { Retirement Planning Employees within six months Focuses on latest retire ment changes. 4 . Review of retirement l f Sexual Harassment All employees Provides broad overview on subject of 4 Prevention sexual harassment. Includes statutory requirements, rights and responsibilities i of victims and management's role and i responsibilities. I SIRMO Training All NRC SIRMOs Course covers basic IRM concepts and . 4 (if provides an overview of NRC's policies and - new) processes for each informational technology 2.5 functional area where SIRMOs have (if not msponsibilities. new) Situational Leader. Team Leaders, Supervisors, Provides working knowledge of situational 8 i ship Workshop branch chiefs, and above leadership, a process by which managers adapt their style of leadership behavior to meet the particular work situation and the needsof theiremployees. Small Group Dynamics All employees Applies techniques for dealing as a leader 16 and member of small work group to promote more effective group processes. I Stress Management All employees Deals with job stress factors and how they can 16 be reduced, stress carriers, and relaxstion training. Covert coping with stress and reducing l self$enerated stress. Supervising Human Supervisors and rnanagers Details the role of the NRC supervisor: 40 - I 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. 19 t t

• - ' ~ - + -

w ~w + -

.. = ' Course Title Target Group Description Hours Working with People All employees - Desigrwxi to increase awareness of disabliities 4 with Disabilities issues and dispel myths and miscci @tions and eliminate comrnon attitudinal barriers. Various types of disabilities covered are physi- ) cal, psychological, communication and learning. The Americans with Disabilities Act and Rehabilitation Act will be discussed i e f i i l t e I f + I t e I h t [ l s 5

l l SECTION lli OP IN-HOUSE COMPUTER TRAINING i i J J l i l

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SECTION lil Accest Advanced Forms and Reports OP IN-HOUSE COMPUTER ^ *"o +"P o= 'e = $xing to icam rmre abwi fcfms r,W kpA:Y&#.3 Md tN c4Pisticated report features TRAINING of Actms.1 Dav r Accetil: Ad$ra,1cco Querbs While some empicaes have advanced only as far as A course focuMg on con cM cperies and macros for powering up, sono,, eg e-man messages and drafting a databases.1/2 nay simpia note, the majority have started down the path to using N puters as valuable tools to accompli *h work. Access: An Overview A esse fa new m d Access that Hlustra@ fuH Computer coursos provide employces with the means to of what Access does and demonstrates how I' works. make the mon of the NRC's ever.cxpanding computing Qo Y capabnities. i hese courses are designed to teach, in a minimum amount of timo, what a computer can do to help perform job tasks effectively, quickly, and easily. J'.ccess: Creating Filters and Basic Querits A course that emphasizes the use of filters to create and Tho NRC's in-house computer training programs cover modify queries and how to search and sort subsets of hands-on instruction on the most useful aspects of worksta. records.1/2 Day tion cc.pabilities. Most employees begin with a basic course in WordPorfect or Wordperfect Offico: the AUTOS LAN and Access: Data Maintenance foam how to communicate by e-mail and to produce simp! documents. Coursos are gonorally short in longth (half days A course that teaches how to perform action and archive or full days) and narrow in scope so that employees can queries and porform routine maintenanco tasks.1/2 Day select only those modules they nood once they have mas-torod the basics. The courso materials serve as effective Access: Defining A Relational Database dock references after clare, otiaring eetanations, examples An important conceptual overview of rotational databases and incourso exorch and the gateway course to the Access series.1/2 Day For those who pr.,for using individualized training programs, Access: Developing a Database a wide selection of computer training it available at any time in tho Individualized Leaming Center (ILC), located in the A course for newer Access users seeking to team how to Professional Development Contor (PDC). ILC courses and create the tables that are tho heart of the software.1/2 Day londing information is published quarterly in the PDC Catalog, and the ILC is always open. For additional ILC Access: Intermediate Oucries information, call tho !' C at (301) 415-T/44 or (301) A courso that enables participants to link tables using join 415-7750. properties and to use more sophistcated queries.1/2 Day How to Register for instructor-Led Computer Access: Simple Forms and Reports Classes A courso geared toward less experienced users seeking e Fill out a request form available eokly in the Wookly An-skills in form and report generation using the Access

• Wiz-nouncements.

ard" feature.1/2 Day e Sign and have your supervisor sign. Access: Working with Data from Other Applica-e Send tha request form to the PDC, T385. Enrollment will tions; The Multi-user Environment be confirmed on a first-come, first-sorved basis. An advanced course working in a multi-user environment covers how to import data from dBASE, Lotus and WordPer-Upon receipt of a courso enrolimont confirmation from the fact, Object Linking and Embedding (OLE) and Dynamic PDC, carefuny review your class datos. Because of varying Data Exchange (DDE).1/2 Day domand, class dates are subject to change. You will be asked to confirm your attendance before the class is sched-AUTOS and Wordperfect Office uled by contacting the PDC at (301) 415-7750 or e-mail: PDC. A wakshop on all the features of WordPorfect Offico, includ-ing mail calculator, schedutor and the notebook.1 Day Location dBase lli Plus Advanced Training classos am conductod in the Professional Develop-A courso designed to provide instruction in relational data-ment Center on the third floor TWFN. Individualized training bases and batch command processing.1 Day is available at the Individualized Learning Center (ILC), located in the PDC. For more information call the PDC at dBase ill Plus Intermediate (301) 415-7750. For more information on the entire comput-or training program, call the Project Manager, Carolyn A course for current users of dBase til who wish to loam Dassin OP/ODT: (301) 415-7093. more of the dBase comnunds. 2 Days i

dBase ill Plus intr:ducilin headers, footers, borders, WYSIWYG, saying print files gnd a ma a 2 Day A cource for those responsible for designing and maintain-ing databases. 2 Days NUDOCS/AD DOS Advanced Commands How to search, select, retrieve, and browse through docu-System / Advanced Design is A course for the DOS user who wants to learn more about In a e yr o y Ole at'ributos and how to writo and edit DOS batch files.1 Day UNIX:The Basic Operating System DOS Fundamentals A technical overview of the operating system, the environ. A course for those who have used a compuur and want !c ment, basic functions and tools of the UNIX system. 2 Days q leam more about how to manage their information using I paths and directorios.1 Day Using Windows 3.1 An introductory courso for inexperienced Windows users j Expert Systems in Government and Industry covering mouse use and how to work with icons, buttons, An introductory courso exploring application of export, or and menu bars.1 Day knowledgo-based computor systems.1 Day Windows: Advanced Concepts Harvard Graphics 3.0 Advanced A courso for experienced Windows users. Topics include A courso focusing on the enhanced Draw Feature and use of customizing the Windows environment, advanced Filo j macros.1 Day Nianager features and unders'anding the primary program files.1 Day Harvard Graphics for Windows 2.0 Wordperfect: The Basics An introductory courso presenting how to access Harvttd Graphics features in the Windows environment.1 Day For the new Wordperfect user, a courso in creating a docu-ment, naming, it saving it and printing it along with basic [ 0# Introduction to Harvard Graphics 3.0 For the user with vorcion 3.0, a course in creating text, bar. Wordperfect: IntermVite lino, plo, and text graphs.1 Day A course in more func' features of WordPorfoct, such introduction to Communication Software at NRC as working with two t is, search and replace, page numbering, headers a ~.wters, and footnotes.1 Day A survey courso of telecommunications options at the NRC. Intended for novicos, it covers Crosstalk and Pro Comm + Wordperfect: Columns and Tables 0 A survey of the options for creating tablos, the course Internet: Fact and Fiction includes sotting tabs, roarranging tabular columns, using i newspaper columns, sotting up tables and the table feature. j A demonstration class for nowcomers to the intomat with 1/2 Day l discussion on its uso and roiationship to the NRC. Wordperfect: File and Document Management l Lotus 3.X Dasics Quick and easy file backup, filing, organizing, and a system An introductory courso for users of the newer DOS-based for naming documonts; how to keep a history of a document versions of 1.otus 1-2-3. Covers spreadshoot design and and monitor its status.1/2 Day workshoot eroation and formatting. 2 Days 1 Wordperfect: Making Your Point With Graphics Lotus 1-2-3 Grophics A course for those with Wordperfect experience. The 3 A courso covering recent advancos in the graphics capabili. omphasis is on creating, importing and placing graphics. tios of Lotus. Topics include WYSIWYG, selecting different 1/2 Day l graph types and more.1/2 Day Wordperfect: Merging for Office Productivity Lotus 3.X Intermediate A course on timo saving technigJes when malling docu-l A more sophisticated courso for expohonced Lotus users. monts and sorting, listing addressos, merging documents Topics includo working with multiple workshoots and multi-and information within.1 Day pie open filos. 2 Days Wordperfect: Tables and Spreadsheets Lotus 1-2-3 Printing Techniques A course in advanced spreadshoot capabilities including I A courso for Lotus users on issuos and common problems math calculations in a table, linking with Lotus and importing assoClated with printing graphs and spreadshcx)ts. Covers sproadshoots.1/2 Day 24

~.. I, V ) ' Wordperfect: Taming the Laserjet Printer need to maintain their comfort level while moving to the { How to create attractive and raariable documents using the - Windows environment.1 Day HP Series and IBM Laser printers.1 Day Zyindex for Windows i,s C Wordperfect 6.X for Windows: Making the Transg. A course on how to use complex search criteria to locate i frequently used regulatory documents on the Standard Won l Review Plan Update and Development Program text retrieval .A course designed for experienced Wordperfect users who server.1 Day J l 1 r p 'I I f 4 1 i 'i B ) k i -1 r 25 } .n--- y -,,--m..-

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--A3 -4 ..am 4A WL_ A h I e i l ~ SECTION IV INDIVIDUALIZED LEARNING CENTER s I l

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i SECTION IV inc:ividualized teaming Center Professional Development Center INDMDUALIZED Third Floor, TWFN, T383 LEARNING CENTER Mgp B1 (301) 415-7750 or (301) 415-7744 Mail Stop T-3B3 The individualized Leaming Center (ILC) offers a training altomative to classroom instruction at NRC. Video and audio To extend training opportunities to all NRC empIoyecs, the tapes, computer-based instruction, and multi-media training ILC has a tending Library. Most programs are now available are available. for use outside the Leaming Center. Students will be able to borrow courses for one-and 1wo-week periods. j You have a choice of using training programs at the ILC or borrowing materials for use in your office. How to Request to Borrow Materials Programs in the learning Center are designed to individual-(1) Select the program you need and fill out the ILC ize instruction to rneet your needs. Training is available in: Lending Library Registration Form available in the catalog. Co nd Mamance SWs (2) Send or bring the completed Lending Library Registra-Co put i tion Form to the ILC at T-383. Employeo Assistance Equal Employment Opportunity Management and Supervisory Skills (3) Your request will be processed and you will receive the Project Management program as soon as it is available. This is a first-come, Secretarial Skills first-served registration, so the earlier you request, the Additional Programs soonw you will receive your program. However, if you need something right away, remember that all courses are available for study in the Learning Center. How to Register for ILC Courses in the ILC (4) You w.ll receive the program in the mai! for one-and i (1) Select the program you need and fill out the Course two-week periodsJ Registration Form available in the ILC catalog. For use during office hours (8:005:00), you will need approval (5) Return the materials to the Individualized Leaming from your supervisor. Indicate the program you wish to Center at T-383. Be sure to include your Attendance use and when you wish to use it. Card and Course Evaluation with the materials in order to receive credit for the course. (2) Send the completed Course Registration Form to the listed in the PDC Course Catalog. Those programs available fu le g are clea@ ma&ed wm an astrisk W cam (3) Your request will be directly confirmed by the Learning Center. If you cannot attend during your reserved time, We encourage you to borrow materials. We assume you be sure to cancel so others may use the equipment. know how to use VHS video player or computer equipment or can learn how by visiting the ILC or obtaining assistance (4) If you wish to be scheduled immediately, gain approval in your office. You will need to be able to follow the instruc-from your supervisor and call the ILC to be sure there tions for using the materials on appropriate equipment. is space available and to schedule your time. Bring the completed registration form with you. You will be able to borrow two programs at one time. If you register for more than two programs, the additional pro-lho ILC is located at: grams will be rnalled to you upon retum of the first progtrnm. P I e b

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SECTION V SPECIALIZED TECHNICAL Th.%INING

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SECTION V change, new mumes are added to the curricutum. Course instructors are PRA experts employed in private industry and SPECIALIZED TECHNICAL at the DOE National Laboratories. Instructors from NRC's Technical Training Center (TTC) teach two of the courses in TRAINING the PRA program. A program of technical training is conducted by the NRC Location Technical Training Center (TTC), located in Chattanooga, TN. The TTC is a functional part of the NRC Headquarters PRA Headquarters courses are usually conducted in the Office for Analysis and Evaluation of Operational Data Professional Development Center, third floor, White Flint (AEOD). The technical training program is promulgated Two, Rockville, Md. Additional PRA courses may be given in through the TTC Syllabus of Courses, provided as an the Washington, DC area and in the NRC regional offices, as addendum to this guide, and through thn TTC Course needed. Schedule which is issued separately. %e technical training program provides reactor technology training in both clas-sroom and reactor simulator environments in the General How to Register Electric, Westinghouse, Combustion Engineering, and Babcock and Wilcox reactor vendor designs; other reactor Enrollment and course completion procedures are similar to technology training; and other specialized technical training other in-house training courses. The main features of the ~ ~ ~ ~ in the areas of engineering support, health physics, safe-PRA enrollment procedures are: guards, and inspection or examination techniques. Students request enrollment through their supervisors The courses within the technical training program are and Training Contacts a minimum of three weeks before a developed to meet training and qualification requirements course is scheduled to begin. defined by the NRC program offices and regions in a variety Individual course announcements with a registration of manual chapters, directives, standards, and office letters. Tochnical training is provided for a wide variety of NRC form on the reverse side will be sent to all employees five technical disciplines, including inspectors, operator licens. Weeks before a course is scheduled to begin. Ing examiners, Headquarters operations officers, project Training Contacts submit written enrollmeni requests to managers, and license reviewers. Technical training is also INEL/LITCo, Joyce Nelson,11426 Rockville Pike, Suite provided in support of NRC technical intem programs to 300, Rockville, MD 20852, three weeks before a course is prepare technical interns to successfully complete training Jed b @ and qualification programs associated with many NRC The TTC, Chattonooga, confirms enrollments into PRA technical disciplines. courses two weeks before courses start. Most courses in the technical training program have exami-nations. Successful completion of the course typically Participants may request enrollment in more than one requires course attendance and successful completion of course at a time on applications available from the NRC the examination. Some NRC personnel with extensive Training Contacts. However, requests must be submitted backgrounds in the associated field can be exempted from three weeks before the fi T,1 course is scheduled to begin. selected courses through successful completion of the course examination. Registration of students into these The additional lead tim 3 for cc1fitmed registrations gives technical training courses is accomplished through Training Training Contacts the oncortu sity to fill openings created by Contacts who are specifically identified for each office and student cancellations. The PRA program staff also has time region. A list of these Training Contacts is provided as part to fill courses with low initial enrollments, thus avoiding of the TTC Course Schedule. Training Contacts complete course cancellations. the registration process by contacting the TTC Management Support Staff. For additional information about the Technical eel # W meAm'm u e h d Training Center and courses, call (615) 855-6500. 10 confirmed 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 PROBABILISTIC RISK ASSESSMENT course due to low enrollment. The Training Contacts should (PRA) TECHNOLOGY TRANSFER then notify the affected employees. PROGRAM T. Larry Bell, AEOD/TTC, the NRC Project Manager, may be The Probabilistic Risk Assessment (PRA) Technology reached on (015) 855-6524. Additional PRA programmatic 3 Transfer Program is designed to train NRC employees in the guidance is provided by NRC's PRA Advisory Committee. techniques and uses of PRA. Use of PRA techniques en-The program is managed and administered through the ables inspectors to evaluate risks associated with various DOE National Laboratory, Idaho National Engineering safety issues, and apply the results of PRAs in the process of Laboratory (INEL), Lockheed Idaho Technology Company regulating and inspecting nuclear power plants. (LITCo), Rockville.

Contact:

Joyce Nelson (301) 816-7766. The PRA courses are periodically reviewed and revised to The PRA Technology Transfer Program consists of the incorporate the latest information available, and, as needs following courses: 33

Course Title Description Days i DWR GE Technology (1018) This course provides an overview of BWR fluid control systems, 4 [ explains the function and operations of BWR safety systems, and describes the normal operation and decay heat removal modes l for BWR and the BWR systems responso to emergency conditions. j Fundamentalsof PRA This course focuses on plant systems modeling and PRA appications 3 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, rollability and risk analysis, accident initiators, event tree / fault tree analysis and quantification, common-cause failures, human j reliability, accident process analysis, fission product transport and ' i release, fundamentals of consequence evaluations, and PRA integration. t Human Reliability Assessment ' This courso provides a perspective on human reliability assessment - 3 f (HRA), standard approaches to integration with PRA, modeling and l i quantification techniques, and problems with HRA. p IRRAS Dasics (Intograted Rollability This courso enables participants to perform probabilistic risk 4 j Analysis System) assessment analysis on a personal computer. ( IRRAS Advanced (integrated Rollability l and Risk Ana!ysis System) [ Overview of Performanco Assessment This course provides a general overview of the regulatory bases, 1 Techniques for High-Level Waste analytical techniques, and programmatic objectives of performance [ [ Repositories] assessment (PA) of hightevel waste repositories. It focuses on: g relationships betwoon HLW regulation and PA; essential steps in com-pleting a PA; management policy issues including licensee / regulator Interaction, reviewing a PA; rate of PA in systomatic regulatory analysis; l and the estabhshment of research priorities related to PA. l Overviewof PRA This courso provides participants with a general overview of risk 1 concepts and PRA methodology, and illustrates whore and how PRA : i l technology is currently being used in the agency to fulfill its mission. PRA Dasics for inspection Applications This course meets the special needs of Regional and Resident 4 Inspectors who have a need to have limited knowledge of PRA issues and insights to better evaluate the effects of design, testing, maintenance, and operating 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 botter evaluation of design, testing, maintenance, and operation that most impact plant risk. PBA Dasics Workshop - Followup 3 Probability and Statistics for PRA This course provides selected quantitative concepts from the fields 5 of probabilistic modeling, statistics and reliability theory that ariso frequently in PRA. The courso provides an understanding of. mathemathal models commonly used in PRAs, and the important assumptions that a : company those models. PRA insights into an IPE This courso provides a realistic, intensive opportunity to use actual 2 PRA results and information as a decision making tool. Builds on PRA Basics for inspection Applications course. PWR Westinghouse Technology (101P) This course describos the functions and flow paths of major sys' ems, 4-instrumentation, terminology, and equipment location. Emphasis is on nuclear steam supply system, including the engineored safety features. SARA I;asics (System Analysis and Risk This course provides hands-on training to perform data' extraction,' 4 Assessment System) oditing and sensitivity analyses of PRA results on the PC. Selsmic Margins Methods . This courso provides a plant level seismic margins assessment 3 using event troe/ fault tree techniques. Enables course participants to understand the end product of the margins assessment and the plant-level peak ground acceleration value for which there is high confidence in a low probability failure. Seminar on PRA Data Analysis This seminar presnets simple tools for data analysis and highlights 2 the assumptions required for using these tools correctly with little or no theoretical developmont of the methods. 34 a___-__-_________-

,a h 1 J e 1 I e t SECTION VI AGENCY-SPONSORED GRADUATE-LEVEL PROGRAMS i s i i i I i ri f i t

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SECTION VI or9anization uanagement applies to organization and supervision of people to accomphsh technical objectives. AGENCY-SPONSORED GRADUATE-LEVEL System Engineering applies to the technical oversight and cooreination of ino deveiopment and proeuction of iarge, PROGRAMS

• P'** ' ch"ic ' 'YSt**S-Applicants must meet the general requiroments for admis-sion to a graduate program and must have a degree in a MULTlDISCIPLINARY PROGRAMS science or engineering field with a minimum of five years of The NRC has recognized the organizational need to provide appropdate fuH-time woA eWmce in maWd. Applicants for training in: (1) a multidisciplinary approach to the study must submit a resume to the University with the,ir application for admission.

and application of safety and health aspects of accident prevention, and (2) a multidisciplinary program in the use of All s'udents complete ten one-term courses within a five-a systems approach to management, human factors, and year pehod systems techno!ogy. In the latter case, there are options of applicability in information systems, research and develop-For further information regarding these programs call Lillian ment, and safety management, as well as engineering W. van Santon (LWV), OP/ODT, on (301) 415-7099. systems analysis and management. Though training in these areas may be pursued through NRC GRADUATE FELLOWSHIP individual courses of instruction, it rnust generally be taken on off-duty hours, representing a heavy personal, voluntary PROGRAM commitment of an employee's timo. Theso NRC-approved The NRC Graduate Fellowship Program is designed to and funded programs involve the pursuit of a full program of support students in advanced study and practical work study, potentially leading to a master's degree in Project experience in health physics, nuclear engineering, and Management, System Engineering, or Organization Man-specialty engineering disciplines such as thermal hydrau-agement, if the individual completes the program. The lics, core physics, and seismology. The program's primary programs will no doubt appeal to the more senior managers purpose is to provide an additional means of obtaining and technical spocialists responsible for establishing stan-qualified and capablo individuals in needed technical dards for, and regulating, the highly complex nuclear indus-disciplines and thereby help reduce the impact of attrition, try and for whom this training is most applicable. Tho NRC-and help ensure that the NRC will have an adequate supply approved programs satisfy an organizational need as well as of these highly qualified hea!!h physicists and engineers in an individual need. Training within these programs will bo the future. The program will also provide an opportunity to recuoated on Training Request and Authorization (NRC support the Commission's EEO and Affirmative Action Form 368), will require approval by the Office Director, and goals. will be authorized by Organizational Development and Training (ODT), Of+ ice of Personnel. Regional offices shall Applicants must have an engineering or health physics / have the same opportunity to participate in similar programs scientific background and an interest in pursuing additional if locally available. education. Examples of disciplines that will be sponsored in this program are health physics / radiation protection, nuclear The following information briefly describos the thrust of the engineering, instrumentation and controls, core physics, approved courses of study. thermal hydraulics, metallurgy, thermal shock, and geology / seismology. Program selectees must have completod a TECHNICAL MANAGEMENT nine-month work period with NRC or three work periods as a COOP prior to beginning full-time university education. JOHNS HOPKINS UNIVERSITY Supervisory and management positions in scientific and PROGRAM ELEMENTS ongineering organizations aro usually awarded to staff members who have camed the respect of managemont and Fellows would go on leave without pay (LWOP) and receive coworkers by exce!!ing in their areas of technical expertise. a monthly stipend of $1800 and full payment of tuition and They then act as

• lead scientists" or load enginocrs,'

fees. Fe!!ows will be reimbursed for travel expenditures directing tho work of other scientists or engineers. Although associated with this program. Fellows will have to contribute they have proved they have good judgment in strictly to their cost of enrollment in the Federal Employees Health technical matters, nothing in their past education and little in Benefit Program (FEHBP). Coverage will continue with the their work experionco has prepared them for supervisory employeo paying his/her share of the cost and the NRC and management responsibilaties. paying the govemment's sharo until the employee reaches 365 days in an LWOP status. Enrollment will terminate when The overall objective of this program is to prepare individu-the total time on LWOP reaches the 365-day lim!t, unless the als trained and experienced in science or engineering in the participant retums to work for at least 4 consecutivo months. elements of managing technical projects and organizing Since participants are responsible for paying their share of and supervising technical personnel. the program is orga-the cost of enrollment, they may make paymonts to the NRC nized along three parallel tracks: Payroll Office while on LWOP, or recovery will be made from the employee's salary upon retum to work. Once enrollment Project Management applies to the organization and terminates, participants should pick up health insurance direct!y to special technical projects. benefits through another source. If health insurance cover-37 l

ago is elected through the university, the cost will be in-Applications for the Senior Fellowship Program are solicited ciuded with programmatic expenses, arranged by the Oak through all-employee announcements issued by the Office Ridge Associated Universities and paid by the NRC. Basic of Personnel. and optional life insurance will continue without cost to the follow for 12 months. If the employco has at icast 4 consecu-two months during which he/she received some pay in each PROGRAM ELEMENTS Through the Sonior Fellowship Program, the agency will e tedI ae 2 i ri of sponsor NRC employees in a graduato-level program, or enrollment. The follow cannot pay into the Federal Govern-other studies, in specialized engineering or scientific disci-ment's Thrift Savings Plan whife on LWOP. plines. If the fellowship is to be undertaken at an institution of higher learning, selectees would have to seek their own acceptance at the approved institution, and would be PROGRAM CONDITIONS required to coordinate major research or thesis topics w,ith Each follow, upon successful completion of the program, the sponsoring office if the fe!!owship is to be undertaken at will be expected to comply with the following continued a national laboratory or research center, the NRC will help service obligation agreement: for every academic year of the the selecteo establish the necessary relationship. During fellowship, the fellow is expected to work for NRC for two non-academic periods, such as sumrr er break, and when ca!ondar years. A signed agreement to this effect will be research permits, participants who havo not relocated would executed prior to commencing the fellowship. be expected to work in the sponsoring NRC headquarters or regional office. Participants who have relocated would be expected to continue to perform research or undertake other SELECTION PROCESS FOR NRC EMPLOYEES appropriate studies. Fellowship selectees will retain their AND COOPS current appointments, and NRC will bo responsible for the salaries, benefits, temporary subsistence or relocation, if A senior management NRC screening panel will make required, and tuition, fees, and books, recommondations for selection to the Executive Director for Operations who will approve all selections. The selected NRC employees will apply to graduate school after succes-PROGRAM CONDITIONS sful work performance has been determined. Each follow will be expected to comply with the following continued service obligation agreement: for overy academic year of the fellowship (for every 2 semesters, or approxi-l PROGRAM COMPLETION mately 8 months) at the institution of higher learning, the I When they have successfully completed the program, fellow owes NRC two calendar years of work. A signed fellows will be assigned to an NRC position determined by agreement to this effect will be executed prior to commenc-the Executive Director for Operations based on input from ing the fellowship. appropriate Office Directors and Regional Administrators. SELECTION PROCESS APPLICATION PROCEDURES Selections will be made by the Executive Director for Opera-In addition to an NRC Graduato Fellowship Program appli-tions based on the recommerdations of the Executive cation, eligible NRC and COOP applicants must submit an Development Committee. Applications for the Senior Feffow-updated SF-171, undergraduate and graduate transcripts, ship Program must include endorsements provided by the Graduato Records Examination scores, a copy of the latest candidate's management including Branch Chief, Division parformanco appraisal, if availablo, and a supervisory /ma. Director, and Office Director / Regional Administrator, nagerial recommendation. Thoso applications will be submitted via the Offico Directors / Regional Administrators. PROGRAM COMPLETION Employees interestod in the NRC Graduate Fellowship Program should call Thomas Yingst on (301) 415-7047 for Upon successful completion of the program, fellows will be general information and application materials. assigned to an NRC position (generally in the sponsoring office) in the area for which training was obtained. This docision will be made by the Executive Director for Opera-NRC SENIOR FELLOWSHIP PROGRAM tions based on input from appropriate Office Directors and 8"" Tho NRC Sonior Fellowship Program is designod to ad-vance the export status of NRC omployees through ad-vanced education in disciplines critically neoded to support APPLICATION PROCEDURES the agency's mission. This program is targeted at em-ployees in grados GG-14 and above who have scientific or in addition to the Senior Fellowship Program application, . Engincoring backgrounds, and an interest in pursuing eligible employees must submit an updated SF-171, a copy additional education at the graduate level, or other studies, of their three 1%st porformarco appraisals, three written in specialized engineering or scientific disciplines that have recommendai;ons that support selection for the program be3n identified by NRC management as a critical need. The based on performance, and professional and academic successful candidato should generally have five or more accomp;ishments, and management endorsements as years of directly related work experience at the time the indicated in the Sonior Fellowship Application. Applicants program begins, including three years as an NRC employee. are also required to develop a program plan which contains 38

I j the applicant's proposal for designing a fellowship program and Office Director / Regional Administrator. Employees.. to meet the agoney's critical need in the discipline area interested in the NRC Senior Fellowship Program should call - chosen. All applications will be submitted through the Office Mary Louise Roe (MLR1), OP/ODT, on (301) 415-7084, for Directors / Regional Administrators and include endorse-general information and application materials. ments from the candidate's Branch Chief, Division Director, I ~I 1 l i l l. 39 _ _ _ _ _ - _ _ _ _ - _ _ _ _ _ - - - _ _ - _ _ _ _ - _ _ _ _ _ - _ _ _ ~

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SECTION Vil EXEC UTIVE/M AN AG EM ENT/S U P ERVISO RY DEVELOPMENT COURSES

m i-me. W, 42

= SECTION Vil LEVEL l-MANDATORY BASIC SUPERVISORY CORE COURSES EXECUTIVE / MANAGEMENT /- This level consists of a series of seven core supervisory SUPERVISORY DEVELOPMENT courses: -COURSES o> Supervising Human Resources (2) Management Workshop The NRC has a comprehensive executive, management, (3) Personnel Management Practices and supervisory development curriculum that includes a mandatory supervisory deyoloprnont program designed for (4) Performance Appraisal Workshop now supervisors; managonal courses which provide continu-ing dovelopment; a long-term Supervisory Development (5) EEO for Managers and Suporvisors Program designed for prospective supervisors, and an SES-Candidate Development Program designed for pro-(6) Drug-Free Workplace for Supervisors spectivo senior executives. In addition to a wide variety of internal coursos, the NRC utilizos external training provided (7) HIV-AIDS by government and private sector sources. (8) Sexual Harassment Prevention These arses fus on me basic principles and practices of EXECUTIVE DEVELOPMENT effective supervision in NRC. The content and approach are designed to create awareness and build knowledge about A number of Federal and non-government educational one's own managertal approach and how to meet the needs institutions provide a variety of executive-level courses of subordinates, the expectations of the individual manager which NRC senior executives attend. Among ttwse are the end of the organization. Level I coursos are concemed with Federal Executive Institute (OPM), Brookings institute, and the theory and practice of motivation, communications, role Harvard University. Those courses contributo to the growth definition, personnel practices, performance appraisal, of conceptual skills by exposing tho oxocutive to a spectrum management style, equal employment opportunity, and of analytical perspectives on public policy issues. other subjects. Because of the nature of their design, these courses are open only to employees who are currently supervisors in NRC. Supervisors must complete Level i within 18 months of appoimment. SES CANDIDATE DEVELOPMENT PROGRAM LEVEL 11-MANAGERIAL SKILL BUILDING Tho NRC Senior Exocutive Service Candidate Development COURSES Program (SES-CDP) provides high-potential employees developmental activitics that prepare them for future post-This level consists of courses and workshops directed tions as Senior Exocutives at the Nuclear Regulatory Com-toward the application of techniques for improving supervi-mission (NRC). The program is twelve months in duration sory performance and overall organizational effectiveness, and is tailored to each participant's own developmental These courses are designed to further an understanding of needs. The program is designed to provide loaming export the balance between managing both NRC's human and onces and developmental activitics which will result in the material resourcos. The learning activities emphasize participant's certification as a member of the SES by an enhancing knowledge and skill in supervisory communica-OPM Qualifications Review Board. tion, decision making, problem solving, and management of material resources. Most of theso courses are open to employees who are not currently in a supervisory position. Individual course descriptions specify the intended audi-NRC SUPERVISORY AND MANAGERIAL ence. DEVELOPMENT PROGRAM

• • 9* * *'""*9 """ 9*"*' d*"*' P**"

CURRICULUM supervisors / managers must complete at least two Level 11 coursos within the first 24 months of appointment. A course The NRC Supervisory and Managerial Development Curricu-b

• Acquisition for Supervisors and Managers,of Project lum includes soveral unique features designed to improve Officers,, or
• Acquisition for Project Managers is required in individual employee performance as well as overall organi-addition to one other managerial course. Depending upon zation performance. The curriculum consists of a systemat-the teaming need of the individual supervisor / manager, this ic approach to developing maregorial personnel and is requirement may be completed before the Level I courses based upon curront and long-term human resources needs are completod.

of the agency. In order to ensure that all supervisors and managers avait themselves of appropriate ioaming activities, certain courses have been made mandatory for all newly LEVEL 111-PUBLIC ADMINISTRATION COURSES appointed supervisors and managers within NRC. The curriculum has boon designcd using a systematic structure Level lll courses provide an understanding of concepts consisting of three developmental levels. necessary to strengthen the capability of supervisors to 43 1 J

n b manago in the public soctor. Areas of emphasis include. developmental activities that prepare them for future post-integrating the suporvisor's job with regulatory processes tions as supervisors and managers at NRC. This 18-month and helping partcipants better understand the role of public - program is tailored to each participant's own developmental administrator, Lovel 111 courses are not mandatory, but are noods, focusing on those competencies desirable for included in the program to emphasize the desirability to. successful supervision at NRC. For further information on - ' continue management development beyond the basic this program, call August K. Spector, OP/ODT, on (301) L minimum lovel Supervisors may begin taking Level lli. 415-7080 or E-Mail: AKS. - coursos any time and completo those courses they find particularly usoful in mooting their individual developmental noods. WOMEN'S EXECUTIVE LEADERSHIP-PROGRAM 1ho NRC presents two courses. "The Regulatory Process. and *NRC and its Envlronment,* which cover Level til The Women's Executivo Leadership (WEL) Program is a . objectivos. Thero are many additional courses glvon by developmental program that provides supervisory / manager-non-NRC organizations such as OPM's Management lal training and development opportunities for high-potential s l Development Conters and local colleges and universities Federal employees, preparing them for future opportunities - l that also futfill Lovol lli objectives. as supervisors and managers. L For additional information about tne Supervisory and Mana-Designed for women and men in non-supervisory positions, gerial Development curriculum, call August K. Spector, . or now supervisors with less than one year's experionce at OP/ODT, on (301) 415-7080 or E-Mail: AKS. the GG-11/12 lovel, the WEL Program is tailored to tho l participant's own developmental needs, focusing on those competencies and effectivonoss characteristics needed to SUPERV1SORY DEVELOPMENT . bo Accessful supervisor or manager. PROGRAM e Under the direction of OPM's Office of Washington Training The NRC Supervisoty Development Program (SDP) has - and Development Services, the WEL Program is to be been established to provide high-potontial employees completed in 12 months. For further information on this GG-14/15 and above in norrsupervisory positions with program, call Maria Rucci Dolan on (301) 415-7082. 44

.r SECTION Vill PROGRAMS FOR SECRETARIAL / CLERICAL /- ADMINISTRATIVE ASSISTANT EMPLOYEES i

1 l r1 i 46 ^"'------.__m__

SliCTION Vill.

ness operatims. imiuded are key econom e and man. - agement principles, as well as the latest govemmental-PROGRAMS'FOR regulations in business.- -SECRETARIAL / CLERICAL / ACCOUNTING measures ca> knowledge ot tne ciements. i e of the accounting cycle; (b) ability to analyze financial

ADMINISTRATIVE ASSISTANT statement accountsac> abiiity to perform aritnmoticai op-wabms ass i t d with amnting and compuung im

. EMPLOYEES terest and discounts; and (d) ability to summarize and in. i terpret financial data. e OFFICE ADMINISTRATION AND COMMUNICATION The NRC provides three developmental programs to help measums proficiency in subject matters unique to the. employees expand their spectrum of training opportunities. secretary s position: (50% office administration) execu-

While employee job satisfaction is an underlying factor in tive travel, office management, records management -

these programs, the main purpose of the programs is to aM m@grapNes; and M. w2m Mess come enhance and develop the knowledge and skills of partici-nication) editing, abstracting, and preparing communi-pants to meet tne NRC's organizatioruf needs. cations in final format. OFFICETECHNOLOGYcoversthesecretary'sresponsi.

These programs are open to all employees who meet the e

established eligibility criteria for each of the programs, bilities created by data processing, communications me-Program participants must understand that these programs dia, advances in office management, technological l are developmental in nature and provide no guarantee of applications, and record 3 management technology. promotion or other upwerd mobility action. The granting of a CPS rating is evidence of the fulfillment of f a prescribed progran of education, satisfactory secretarial These programs are managed by Maria Rucci Dolan, experience, and the Euccessful completion of a two-day OP/ODT. Her telephone number is (301) 415-7082-comprehensive exammation in the six subject matter areas. A secretary is allowed six years to complete (pass) all six l ...Each of the three programs is identified and described parts of the examination. Program participants are under no - 'j !~ below.. obligation to NRC to take or pass the CPS examination. Employees applying for the Certified Professional Secretary -l . CERTIFIED PROFESSIONAL SECRETARY Program should send a memorandum to the Office of Personnel stating their interest in participating in this pro-The goals of the Certified Professional Secretary (CPS) gram. CPS applicants should also develop and forward an Program stem from the objective to upgrade the secretarial individual Development Plan with their memorandum. profession by encouraging secretaries to raise their own standards of professionalism. To attain success and recogni-tion as professionals, secretaries must be prepared to ADMINISTRATIVE SKILLS devote time to continued learning. ENHANCEMENT A commitment to the CPS Program provides a secretary with The Administrative Skills Enhancement Program is designed . a means of obtaining education und training in subject areas for secretaries and administrative assistants who wish to l somewhat outside the narrowest confines of the secretarial develop administrative skills to meet NRC's future adminis-duties. trative needs. -{ Candidates for the Administrative Skills Enhancement NRC's program is designed to assist those individuals who wish to prepare for the two-day CPS examinatiort The NRC Program should identify an administrative area in which they j does not pay the examination fee, but does pay for courses desire to pursue a career and develop an IDP which clearly in the six examination areas. identifies the training and developmental assignments that will assist them in achieving their career goals. t e BEHAVIORAL SCIENCE IN BUSINESS tests the princi-NRC provides administrative skills enhancement in a num- [ ples of human relations and organizational dynamics in ber of areas, sucn as: Accounting, Budget and F, nance, the work place. it focuses on needs, motivation. nature of Contract Procurement, Personne!, and Paralega!. Partici-conflict, problem-solving techniques, essentials of su-pants and supervisors must be committed to the Individual porvision and communication, leadership styles, and an Development Plan (IDP) agreed upon and work togetner to understandingof theinformalorganization. achieve the goals identified in the IDR The Adm,nistrative i e BUSINESS LAW measures the secretary's (a) knowledge Skills Enhancement Program is open to NRC secretarles - of the principles of business law and (b) knowledge of the and administrative assistants (GG 5-12) who meet the effect of govemmontal controls on business. Under-following eligibility criteria: standing of the historical setting in which these controls l high-school graduate i developed is emphasized in preference to names and e dates' full-or part-time permanent NRC employee e ECONOMICS AND MANAGEMENT consists of 35% continuous one-year employment with NRC e economics and 65% management, Emphasis is placed fully satisfactory performance appraisal on understanding the basic concepts underlying busi-e 47

I Employees applying for this program should submit a education must be in a computer area in which the Agency written statement to their supervisors outhning how the foresees a need. employee's participation in the program will benefit both the NRC and the employee along with the employee's proposed The Computer Science Development Program is open to individua! Development Plan. NRC secretarles and administrative assistants (GG 5-12) who meet tho following eligibillty criteria: Supervisors will cond a written recommendation to the Office high school graduate of Personnel nominating the NRC employee for the program e along with a copy of the approved IDP. Supervisors will full. or part-time permanent NRC employee e establish a beginning date and realistic ending date (no continuous one-year employment with NRC more than four years' duration for the entire program). fully satisfactory performance appraisal e COMPUTER SCIENCE DEVELOPMENT Employees applying for this program should submit a written statement to their supervisors outlining how the The Computer Science Development Program enables NRC employee's participation in the program will benefit both the employees to broaden the scope of their computer training NRC and the employee along with the employee's proposed to meet NRC's future computer-based needs. To gain a Individual Development Plan. woridng knowledge of NRC's current computer systems, employees will utilize the NRC Information Technology Supervisors will send a written recommendation to the Office Services Training Laboratory (ITS Lab). After completing this of Personnel nominating the NRC employee for the program training, program participants may attend university courses, along with a copy of the approved IDP. Supervisors will USDA Graduate School courses, and a select number of establish a beginning date and realistic ending date (no courses offered by private companies. This training and more than four years' duration for the entire program). 48 m

SECTION IX ORGANIZATIONAL AND INDIVIDUAL DEVELOPMENT PROGRAMS i

f) I l I l.. i I L r h h e' I 1 l l 1

t SECTION IX 415-7080 or E-Mail: AKS. All consultations are regarded as I confidential. ORGANIZATIONAL AND INDIVIDUAIL DEVELOPMENT CAREER COUNSELING AVAILABLE AT PROGRAMb NRC HEADQUARTERS The NRC career counseling program provides employees an pp rtunayt expi rec reer-relatedissuesinaconfi-ORGANIZATIONAL DEVELOPMENT dential manner. Available to all NRC Headquarters em-Organizational Developmont (OD) services provide consul. ployees, the counseling is conducted in a private confer-tation to managers to help them and their staff better deal ence room located in the Professional Development Center with wcrk-related issues. At the operational level (Division, at Two White Flint North, in four 50-minute sessions, em-Branch, and Section), these services include process ployees are given assistance in identifying and dealing with i fac;litatiott Mam building, leadersNp transition planning, personal strengths and weaknesses. The counseling covers v strategic planning, and conflict resolution. In addition, a wide range of subjects including: organizational development consultation services are how to make e cctive career decisions u avshble for organization diagnosis, systems design, data e ena oss re-engineering and, Total Quality Manago-e uMb emW W g Ws e means of career advancement Om of tha %r differences betwoon training and OD methods of investigating new wor * ~)tions e fr?.wentions is that OD focuses on the real-time work of the clieras. ilather than simulations and case studies, OD e ways to develop new skills operatos with work relationships that are in progress. strateg,es for making a career or job change e i Staff team building is a service to assist the manager in how to deal with conflicts about career planning e assessing the offect!(oness of the work team.The asses-how to develop an individual development plan sment considers the team's mission, goals, roles, and general interaction. Facilitated sessions are then designed to e retirement career issues address the needs identified by the assessment. Asses-smont tools often used in the sessions are the Myers Briggs Type Indicator, the Thompson-Kilman Conflict Mode indica. To register, obtain permission from your supervisor and tot, and the Teloometrics Intemational Diagnosis Instru-E-mail your request to Barbara A. Mack (BAM). m onts. Leadership transition planning is offorod to incoming man-CAREER DEVELOPMENT INITIATIVE agers and supervisors to reduce the organizational disrup-tm ano downtime which occurs with most changes of The Carer Development initiative was launched by the )oradership and structure. Specific assistance is usually in Exocutive Director for Operations in 1990 to promote actively the form of a short transition process activity preceded by the career developmenRf women and minorities. In order to data gathering and feodback to the manager. Benefits of a create an environment in which employees have equal planned transition are reduction of anxiety and confusion, opportunity to succeed, several affirmative steps are being clarification of rotos And responsibilities, establishment of taken including encouraging the preparation of Individual goals and priorities, enhancement of teamwork ano commu-Development Plans (1DPs), and monitoring the implemerf,a-n3ation, and enhancoment of the success of the new leader. tion of IDPs. For more information about this initiative, call Barbara Williams, Assistant for Minority Career Development Any manager interested in taking advantage of these ser-at (301) 492E42. For information about preparing IDPs, vices should call August Spector, OP/ODT, on (301) call Maria Rucci ')olan, OP/ODT, on (301) 492-4513. 51

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t i t P 4 i i i h I l A i SECTION X lNTERAGENCY TRAINING PROVIDERS i t t I l n t i 1 i i

!? t i k 54 = m_.____..__.,_

y q. E h SECTION X MANAGERIAL AND EXECUTIVE DEVELOPMENT L TRAINING - INTERAGENCY The following OPM organizations provide managerial and. TRAINING PROVIDERS executive development training: The Government Affairs institute l. ~ OFFICE OF PERSONNEL MANAGEMENT u.S. Office of Personnel Management 1400 Wilson Boulevard, Suite 900 The Office of Personnel Miuwgement (OPM) offers a wide Arlington, VA 22209 variety of training and development courses. It issues a Phone:(703) 312-7267 training catalog with brief course descriptions. Fax:(703) 235-1495 The OPM courses are listed alphabetically in the table of Federal Executive Institute (FEl) contents and by functional areas in OPM's Training Catalog. U.S. Office of Personnel Management This manner of listing makes it easier to locate the specific The Federal Executive institute area in which training is desired. 1301 Emmet Street Charlottesville, VA 22903-4899 OPM must receive nominations at least eight wecks before Phone:(804) 980-6200 the course begins. OPM can sometimes accept late tonina. Fax:(804) 979-1030 tions, if the nomination deadline has passed, call OPM to see if there may still be room in the program. Management Development Centers (MDCs) U.S. Office of Personnel Management Nominations for training should be typed on NRC Fonn Eastem Management Development Center 368. P. O. Box 1579 Lancaster, PA 17608-1579 The malling address of the OPM facility should be typed (as Phone:(717) 399-0112 shown below) in all capital letters without punctuation (in Fax: (717) 399-0115 ttta facility box of the 368) so the training request can be U.S. Office of Personnel Management sortod automatically by the Postal Service. Westem Management Development Center 3151 South Vaughn Way, Suite 300 U.S. OFFICE OF PERSONNEL MANAGEMENT Aurora, CO 80014 WASHINGTON TRAINING CENTER Phone: (303) 671-1010 (INDICATE COURSE CODE, E.G.,21CM) Fax: (303) 671-1018 SUITE 1000 1400 WILSON BOULEVARD REGIONAL TRAINING CENTERS ARUNGTON, VA 22209-2312 Courses identical or similar to those listed in this catalog are available through OPM's regional training conters. Call the The telephone number for general information is (703) appmpnate mgeal omce for the cent #s schedule and 312-7200. If unsure which functional area to call, use (703) pogram contet 312-7200. US Office of Personnel Management The cancellation deadline is one week before the start of any Atlanta Regional Training Center OPM course. That is the latest date nominations may be Richard B. Russell Federal Building canceled without charge to an agency. If an emergency 75 Spring Street, S.W. Atlanta, GA 30303-3019 arises and the agency cancels after the deadline, the agency Phone:(404) 331-3488 will be billed. The nomination will then be held for the next Fax:(404) 730-3813 course on a space-available asis. The applicant will be US Office of Personnel Management notified by OPM. Applicant dnould report to class only after Chicago Regional Training Center notification has been received from OPM. John C. Kluczynski Federal Building 230 S. Dearbom Street 30th floor For other information on courses in the OPM catalog or other Chicago, IL 60604-1687 services, call the appropriate OPM training organization in Phone: (312) 353-2919 Washington, D.C. Fax: (312) 353-3297 US Office of Personnel Management Registrations may be faxed to any of the following numbers: Dallas Regional Training Center 1100 Commerce Street, Room 4823 9-703-235-5935 Dallas, TX 75242-9968 9-703-235-5937 Phone: 314) 767-8245 9 '03-235-5938 Fax: (214) 767-8205 55

__~ 'k US Office of Personnel Management . a wealth of knowledge in information resources manage-' Philadelphia Regional Training Center ment, procurement and supply management, real and Wrrt J. Green, Jr., Federal Building personal property management, and travel and transporta - 600 Arch Street, Room 3406 tion management. The GSA courses provide not only policy Philadelpnia, PA 19106-1596 ' changes in these program areas but also the reasons behind ' Phone: (215) 597-2527 the changes. The training also provides attemative operating ~ Fax: (215) 597-8613 techniques to enhance employee knowledge and skills - needed to run govemment programs more cost-effectively, US Office of Personnel Management GSA requires three copies of nomination form. Nominations San Francisco Regional Training Center for courses must be received by GSA three weeks before the. 120 Howard Street,7th Floor first day of class. Cancellations must be received by GSA ' San Francisco, CA 94105 two weeks before first day of class. If GSA offers the same Phone:(415) 281-7025 course as is offered by the UC, the course must be taken Fax:(415) 281-5937 in house. INDEPENDENT STUDY g,g,. DEPARTMENT OF AGRICULTURE l OPM's National Independent Study Center (NISC) assists GRADUATE SCHOOL govemment agencies in meeting their employee develop-(202) 447-4419 1 ment and training needs through independent study. The USDA Graduate School is located at 600 Maryland j Students can benefit from more than 30 OPM courses in the Avenue, 8.W. in Washington, D.C. The school offers a wide i comfort of their homes or worksites at hours that accommo-range of courses, it is a nonprofit organization and receives date their schedules. For more information, contact: no appropriated funds. Its principal source of support comes : from tuition fees for the education and training services it. US Office of Personnel Management renders. 1 Nationalindependent Study Center PO. Box 25167 The name "USDA Graduate School" was chosen in 1921, "enver, CO 80225-0167 when the school was established. The school serves adults rhone: (303) 969-5800 who have " graduated" from full-time schooling and who Fax:(303) 969-6439 want to continue to team throughout life. The objective of the USDA Graduate School is to provide a dynamic continuing GENERAL SERVICES ADMINISTRATION education program und thus help (703) 603-3216 individuale to improvo job performance, further their ca-e reers, and enrich their lives; The GSA Interagency Tralning Center (P.O. Box 15608, Art;ngton, VA 22215-0608) has expanded its interagency organizations to increase their efficiency, effectiver.ess, e training courses in an overall effort to improve the effective-and productivity. ness of the government's administrative and management The USDA Gre duate School provides day, evening and functions. The GSA Training Center located at: 1213 Jeffer-weekend programs in Auditing, Applied Management, son Davis Highway, Crystal Gateway 4, Suite 900. Arlington, Computer Sciences, Procurement and Property Manage-VA 2202, provides quality training programs to help Federal ment Communication Skills, Correspondence Courses, and employees gain and strengthen work-rdated skills. GSA has International Programs. t j i i k i 56

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