DELEGATION OF TRAINING AUTHORITY (DTA)

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DELEGATION OF TRAINING AUTHORITY (DTA)

• Instructor
• Bob Cronin

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DTA ADMIN PAGE

• Break - mid-way through
• PowerPoint slides - print notes
  version
• Ask questions as needed
• Fax sign-in sheet to DSN 458-1776
• Our VTT Room Phone [phone] (DSN 458-1798)

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Table of Contents
Subject Slide Numbers
Intro/Objectives 1-4
Delegated Authority 7-8
Merit System Principles 9
IDP / Required Trng 11-12
Approving Training 13-17
Funding Training 18-19
Employee Responsibilities 20
Purchasing Group Training 21-22
CHRTAS / SF 182 23-24
Subject Slide Numbers
Continued Service Agreements 25
Reporting Trng 26
Army E-Learning 27
NSPS 28
Prof Credentials 30-33
Overtime/Training 37-39
HR for Supervisors 40
Leadership Trng 41-52
Responsibilities 56-58

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COURSE OBJECTIVES

• Provide overview of civilian training rules and
  requirements.
• Prepare managers to properly approve civilian
  training requests.
• Provide required certification to allow managers
  to approve civilian training.

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KEY REFERENCES

• Government Employees Training Act
• Title 5, USC, Chapter 41, Training
• 5 CFR, Part 410, Training
• Executive Order 11348 (1967)
• OPM Training Policy Handbook (2007)
• DOD/DA Regulations
• Civilian Education System Policy (2006 -updated
  June 2009)

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KEY REFERENCES (Contd)

• PERMISS / DA Policy Memos (CPOL)
• Union Agreements / Local Policy
• Rehabilitation Act (1973)
• Intergovernmental Personnel Act (1970)
• Pending Policy for 2009
• DoD 1400.25-M (CPM) Subchapter 410
• AR 350-1 (Army Training Leader Dev)

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DELEGATED AUTHORITY

• Commanders may delegate authority to approve
  training for civilian employees.
• Delegation must be in writing.
• Recommend delegation to 2nd line supervisors.

8
DELEGATED AUTHORITY

• Cannot be transferred or redelegated
• Valid only while you encumber a position to which
  authority is delegated
• You are accountable to your Commander, Director,
  or Superintendent

9
MERIT SYSTEM PRINCIPLES

• Adapted from 2301(b) of Title 5 USC
• Treat employees and applicants fairly and
  equitably
• Educate and train employees if it will result in
  better organizational or individual performance

10
PROHIBITED PERSONNEL PRACTICES

• Adapted from 2302(b) of Title 5 USC
• Illegally discriminate for or against any
  employee/applicant
• Give unauthorized preference or improper
  advantage
• Violate any law, rule, or regulation which
  implements or directly concerns the merit
  principles

11
PLANNING - INDIVIDUAL DEVELOPMENT PLANS

• IDPs - Highly recommended for all employees
  (expected to become mandatory)
• Part of performance counseling.
• The CHRTAS IDP is available for all employees
  (https//www.atrrs.army.mil/channels/chrtas/defaul
  t.asp)

12
REQUIRED TRAINING

• Computer Security
• Ethics
• Prevention of Sexual Harassment
• Information Awareness
• SAEDA
• Substance Abuse Prevention and Awareness

• NO FEAR
• Constitution Day / Citizenship Day
• CES (Basic, Interm, Adv)
• HR For Supervisors
• Installation Environ Occupational Safety
• Other as required by MACOM or Installation
  Commanders.

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APPROVAL CONSIDERATIONS FOR TRAINING EMPLOYEES

• Is it appropriate and mission related?
• Are funds available?
• Is it practical?-location-length-timing

• Does it require competitive selection?
• Does it require DA approval?
• Is there a more effective/efficient way to
  provide the training?

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TRAINING EMPLOYEES FOR PROMOTION

• Must use competitive selection procedures when
  approving training to enable an employee to
  qualify for a reassignment or promotion.

15
SELECTING EMPLOYEES AND FACILITIES

• Observe merit principles in selecting employees
  for training.
• Select training vendors and training facilities
  that accommodate employee disabilities and do not
  discriminate.

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NON- GOVERNMENT TRAINING APPROVAL

• Prior Approval Required
• Disapprove late requests
• Employees responsible for training costs if they
  fail to get prior approval.
• Exception If due to administrative error.

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TRAINING APPROVAL

• Self review is a conflict of interest.

18
AUTHORIZING FUNDS FOR TRAINING

• Expenses necessary for the training may be
  authorized -Tuition and related fees -Books
  and materials -Travel and per diem
• Equipment may not be purchased via training form.

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AUTHORIZING FUNDS FOR TRAINING

• Cost Sharing
• Degree Fees
• Retaining Books

20
EMPLOYEE RESPONSIBILITIES

• Employees are required to successfully complete
  approved training.
• Failure to do so may result in employee having to
  reimburse the government.

21
PURCHASING GROUP TRAINING

• Training must be
• Off-the-shelf (not designed for your agency)
• Available to the public
• Priced for entire group limited to 25,000 or
  less
• An established price

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PURCHASING GUIDELINES (for groups)

• Use SF 182 or Learning Management System
  equivalent approval as source document for
  Government Purchase Card.
• If cost exceeds 2,500, show cost comparison -
  look at 3 or more sources.

23
TRAINING REGISTRATION APPROVAL

• Civilian Human Resources Training Application
  System (CHRTAS)
• Registration System for many courses sponsored by
  CPACs and Regional HRD Divisions
• Records training completions to ATRRS and DCPDS
• Registration, Supervisor approval, and space
  confirmation done online and through email
• Ensures proper data is reported to DoD, OPM and
  OMB

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SF 182 ARMYS TRAINING AUTHORIZATION FORM

• Supervisors can use either paper or electronic
  version or an online training registration sytem
  (i.e. CHRTAS)
• Ensures proper data is reported to DoD, OPM and
  OMB

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CONTINUED SERVICE AGREEMENTS

• Required for Training in excess of 80 hrs in a
  single program.
• Employee obligation for continued service is at
  least three times the length of the training.
• If no salary received during training, obligation
  is for a period equal to the length of training.
• Employee must notify agency in writing 10 days or
  more in advance of leaving.
• Manager/CPAC contacts servicing DFAS office to
  initiate collection process as warranted.

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REPORTING TRAINING

• Learning Management Systems (i.e. CHRTAS, TEDS,
  CEFMS, etc.)
• Organizational Training Coordinators using SF 182
• G1 CHRA Regional HRD Divisions or CPACs using SF
  182
• Individual updates or Mass spreadsheet updates
  available
• Contact CPAC or Regional HRD Office for
  Assistance
• MyBiz Employee inputs directly

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MANDATORY USE OF e-LEARNING

• DA Memo 8 Jan 07 - Mandates use of Army
  e-Learning for Information Technology training.
  (expires Jan 09)
• DA centrally funds this computer/Web-based
  courseware accessible via AKO.
• Exceptions requested by GO/SES.
• Exceptions must be approved by the DA Chief
  Information Officer in G-6.
• - still in effect as of December 2009

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NSPS TRAINING(current as of 17 Dec 2009)

• NSPS will be replaced by a different personnel
  system, date to be announced. In the meantime
• Employees
• NSPS 101 online DoD course and briefing by
  Supervisor
• Pay Pools, Performance, and You
• Supervisors
• HR for Supervisors (a 3.5 day course scheduled by
  the CPAC available in CHRTAS)
• New 8-hour Performance Management (an update
  course for Supervisors who completed HR for
  Supervisors course before July 2008)

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LONG-TERM TRAINING(LTT)

• Definition full time training in excess of 120
  calendar days.
• Requires competitive selection.
• Must be approved by installation/activity
  Commander.

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PAYING FOR PROFESSIONAL CREDENTIALS

• National Defense Authorization Act passed in FY02
• DoD delegated authority to DA 17 Jun 02
• DA memo, 20 Jun 03, delegated to Army Commands
  and DRUs
• Permits further delegation - must be in writing.
• 
  contd

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PROFESSIONAL CREDENTIALS

• Must be beneficial to systematic development and
  enhanced job performance.
• Must support mgt objectives, national security,
  or mission imperatives/goals.

Contd
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PROFESSIONAL CREDENTIALS

• Must
• Comply with DOD Guidance
• Meet Collective Bargaining Obligations
• Be consistent with Merit System Principles
• Training must be reported in DCPDS
• Contact your CPAC for guidance
• 
  Contd

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PROFESSIONAL CREDENTIALS

• DA Restrictions -
• Prior written approval required
• No retroactive payments
• Payment is reimbursed after receipt of credential
  using SF-1164
• May not be used to pay for degrees or for
  memberships in professional societies

34
TRAINING BY FOREIGN GOVERNMENT/ORGANIZATION

• Requires DA Approval.
• Submit request for approval 60-90 days prior to
  travel or training.

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ATTENDING CONFERENCES

• Managers may use their training approval
  authority to send employees to conferences - must
  meet specific requirements.

36
ACCEPTING OUTSIDE CONTRIBUTIONS

• Must be approved by Commander
• Check with Ethics Officer
• Non-profit organization
• No conflict of interest
• Not a reward for services
• Employees may not make a profit

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OVERTIME PAY for TRAINING and TRAVEL

• Usually prohibited
• Some exceptions

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OVERTIME PAY FOR TRAINING(When covered by TITLE
5 only)

• Training provided to employee already entitled to
  premium pay.
• Training can only be provided at night.
• Paying PP will save govt money.
• Regularly scheduled standby duty or
  administratively uncontrollable overtime.
• OPM exception.

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OVERTIME PAY FOR TRAINING(When also covered by
FLSA)

• Directed to participate to improve performance in
  current job.
• Performance or retention will be adversely
  affected if they dont receive this training.
• Overtime is not appropriate for employees in
  developmental programs.

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HR for Supervisors Course

• Recommended for New Supervisors
• Available to all Supervisors
• Taught by the CPAC HR Specialists
• 3 ½ day resident class
• Contact the CPAC for training schedule
• Sustainment training for Supervisors moving to an
  NSPS organization

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Civilian Leader Development Overview
Pay Band 2
Pay Band 1
Pay Band 3
GS-15
GS-14
GS-13
GS-12
GS-11
GS-5/7/9
NAF 1/2/3
NAF 4
NAF 5
DOD Defense Senior Leader Development Program
(DSLDP)
Progressive and Sequential education
Senior Service School
Continuing Education for Senior Leaders (CESL)
Advanced Course (AC) DL Resident
Manager Development Course (MDC) DL
Intermediate Course (IC) DL Resident
Basic Course (BC) DL Resident
Supervisor Development Course (SDC) DL
Action Officer Development Course (AODC) DL
Foundation Course (FC) DL For ALL new Army
civilians
Communities of Practice Available at Each Level
Pay bands based on supervisory responsibility
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DSLDP

• Defense Senior Leader Development Program
• Replaces DLAMP
• Centrally funded
• 2-year program for GS-14 / 15 or equiv
• See ACTEDS announcement for more info
• http//cpol.army.mil/library/train/catalog/ch04dsl
  dp.html

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CIVILIAN EDUCATION SYSTEM

• Leadership Training
• Foundation
• Basic
• Intermediate
• Advanced
• Policy from G-3 published Nov 06 (updated Nov 08)
• Courses managed by AMSC

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CIVILIAN EDUCATION SYSTEM

• Foundation
• Distance Learning only
• Mandatory for new leaders/supervisors/interns
• Available to all
• Basic Course
• Distance Learning and Classroom Training
• For New Supervisors
• Available to all for Professional Development
• Intermediate Course
• Distance Learning and Classroom Training
• For Supervisors and Managers
• Available to all for Professional Development
• Advanced Course
• Distance Learning and Classroom Training
• For Supervisors and Managers
• Available to all for Professional Development

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Foundation Course
57 Hours Distributed Learning (DL)
Knows how to build teams and practice group
dynamics
Meets DA administrative requirements
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Basic Course
Two Weeks Resident, 40 Hours DL
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Intermediate Course
Three weeks resident, 13.5 hours distributed
Learning (DL)
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Advanced Course
Four weeks resident, 63 hours distributed
Learning (DL)
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Registration

• Log into CHRTAS - https//www.atrrs.army.mil/chann
  els/chrtas/default.asp
• Select Civilian Education System

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CIVILIAN EDUCATION SYSTEM Other Online Courses

• Supervisor Development Course (SDC) online course
  is required for New Supervisors
• Course Number 131 F21
• Managers Development Course (MDC) online course
  is required for New Managers
• Course Number 131 F31
• Action Officers Development Course (AODC) online
  course is required for New Action Officers
• Course Number 131 P00

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Other Online Courses

• Available

Supervisor Development Course
Manager Development Course
Action Officer Development Course
Provides supervisors and managers with civilian
administration skills such as work management and
basic supervision Required for employees in
supervisory and management positions
Assists supervisors and managers with basic
skills for managing work and leading
people Recommended for all civilians in
supervisory and management positions
Designed for civilians who work actions on
behalf of senior staff officers or commanders
Required for interns Completion required before
they complete the intern program
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Supervisor Development Course

• The Supervisor Development Course number is 131
  F21. Enrollment instructions follow.
• ENROLL VIA THE SOLDIER'S TRAINING HOMEPAGE
  ATIA/TRAIN
• 1. Go to http//www.train.army.mil
• 2. Click on the grey login button or "Access
  ATIA" link
• 3. Sign in using your AKO user name and
  password. Your name must appear at the top of the
  page and stay there.
• 4. Select the "My Courses" tab
• 5. Use the Search feature
• 6. In the TYPE box select Distributed DL/Keyword
• 7. In the Document Type box select Distributed
  DL Course.
• 8. In the Keyword box type the course number
  (131 F21), or course name then click Search. If
  the course or subcourse does not display, it may
  not available for enrollment or the system
  doesn't recognize your keyword.
• 9. Click on the "e" button to the far right of
  the course/subcourse name and complete the
  required fields of the enrollment form then click
  "Submit Enrollment." If the "e" is greyed out,
  it is not available for enrollment because you
  are currently enrolled or completed the
  course/subcourse within the last four years.
• You will receive an email enrollment notification
  from the Army Training Support Center.

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Training Role Responsibilities for Managers

• Be familiar with basic trng regs laws
• Assess trng needs of organization
• Report trng needs in trng needs survey
• Include trng in orgs strategic plan
• Budget/commit funds for trng
• Enforce mandatory trng requirements
• Ensure new Supervisors complete mandatory training

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Training Role Responsibilities for Managers

• Develop an IDP for each employee
• Develop Trng plans for Interns, VRA, etc.
• Counsel employees on career development
• Review LTT and Leader Dev applications and route
  to proper destination
• Provide new employee orientation
• Report completed trng to Organizational Trng
  Coordinator or G-1 CHRA HRD Division

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Training Role Responsibilities for Managers

• Evaluate completed training
• Maintain Trng documentation for
• Delegation of Authority to Approve Trng
• Purchase of Trng
• Trng for Placement
• Academic Degree Training
• Continued Service Agreements
• Recovery and waiver of training expenses
• Acceptance of contribution, award or payment