Human Resource Development Career Path and Competencies, Exercises of Economics

Download Human Resource Development Career Path and Competencies and more Exercises Economics in PDF only on Docsity! 1 Human Resources Specialist (Human Resource Development) Career Path Guide Office of the CHCO Council U.S. Office of Personnel Management, Suite 5H27 1900 E Street, NW, Washington, DC 20415 2 Table of Contents Introduction .................................................................................................................................................. 3 Understanding the Career Path Diagrams ................................................................................................ 3 Understanding Success Factors................................................................................................................. 3 Understanding the Competency Information ........................................................................................... 3 Understanding the Training Areas ............................................................................................................ 5 Understanding the Critical Developmental Activities ............................................................................... 5 Qualification Requirements .....................................................................................................................5 Human Resources Specialist (Human Resource Development) Career Path Overview............................... 6 Success Factors ............................................................................................................................................7 Entry-Level Career Stage ............................................................................................................................... 9 Entry-Level GS-5/7/9 ............................................................................................................................... 10 Full Performance Career Stage ................................................................................................................... 14 Full Performance, GS-11/12 .................................................................................................................... 15 Expert / Managerial Career Stage ............................................................................................................... 21 Expert, GS-13/14/15 ............................................................................................................................... 22 5 1 = Awareness  Applies the competency in the simplest situations.  Requires close and extensive guidance.  Applies the competency in the simplest situations.  Requires close and extensive guidance.  Demonstrates awareness of concepts and processes. Understanding the Training Areas Training areas are subjects for study that strengthen either general or technical competencies. By seeking training in these subject areas, you can maximize success within the current role and prepare for advancement to the next. Some of these training areas will be linked to internal training courses offered by your agency, while others may be linked to external training provided by Governmental or non-Governmental sources. You should discuss these training areas and/or courses with your manager to determine your options for completing formal coursework in your field. Keep in mind, however, that much of your training may occur through on-the-job experiences listed under “Critical Developmental Activities.” Understanding the Critical Developmental Activities Critical developmental activities are experiences employees can seek as they move through the career paths. Each of these experiences is associated with a specific career stage and provides the opportunity to strengthen both general and technical competencies. Within each career stage, the developmental activity may be the same but will vary in complexity depending on the grade level. The experiences listed in this document are recommended, but not required. Before you engage in a particular developmental experience, you should discuss the experience with your manager. Remember that workload considerations may affect the ability of your supervisor to provide you with some of the developmental assignments suggested in this document. For this reason it is a good idea to seek out opportunities for learning that may not involve formal assignments. When you and your supervisor have agreed on a developmental experience, discuss what you should gain from the experience. Qualifications Requirements Please note that this guide is for development purposes only and does not address position requirements or your eligibility for a particular job. For information about Governmentwide qualifications requirements, please refer to www.opm.gov/qualifications/Standards/IORs/gs0200/0201.htm. Additionally, there may be position-specific requirements, including specialized experience. Your supervisor can provide more information on these additional requirements. 6 Human Resources Specialist (Human Resource Development) Career Path Overview Transfer from another job series Entry-Level (GS-5/7/9) Full Performance (GS-11/12) Expert (GS-13/14/15) Hired from outside the Federal Government Other specialties within Human Resource Development: Classification Compensation Information Systems Recruitment and Placement Performance Management/Employee Relations/Labor Relations Managerial (GS-15, SES) Executive Services Policy This graphic shows a bird’s eye view of how individuals progress through career stages in the HRM Series, 0201. Solid arrows represent the most common career advancement; dotted arrows represent equally viable, but less common advancement. As this diagram shows, it is fairly common for individuals to transfer into or out of a specialized Human Resource Development position at the Entry-Level stage and into one of the specialty areas listed in the top box. This becomes less common at the Full Performance and Expert stages. At the Full Performance and Expert stages, it is more common for individuals to transfer into the specialty areas listed in the box directly underneath these stages (e.g., Executive Services or Policy). 7 Success Factors Success factors provide general advice and guidance regarding your human resources management career. These statements are not tied to any specific position, grade, qualification requirement, or developmental experience. Career Movement  Obtain expertise in staffing and classification as this knowledge is foundational; it is also important for success at higher levels of HR.  Become fully proficient in more than one technical specialty area if you wish to enter positions beyond full performance.  Develop breadth of experience by working in offices of differing sizes or locations – but gain depth of experience at each position before moving.  Before specializing in policy work, gain a solid foundation in operations. Learning the HR Field  Strive to understand the foundation of the entire HR system and how it ties together, such as: o Title 5, Code of Federal Regulations (e.g., legal authorities for issues of concern to Federal employees, applicants for Federal jobs, preference eligibles); Title 5, Merit System Principles (Information about the nine merit system principles that are required of Federal personnel management); Title 5, United States Code (e.g., regulatory authorities for addressing issues of concern to Federal employees, labor unions, compliance monitors, applicants for Federal jobs, preference eligibles) o Recent developments in the HR area (e.g., hiring reform, Governmentwide changes, legislative impacts)  Pay attention to HR-related news within the Federal Government and trends externally (e.g., related to recruitment). Skills to Develop throughout Your Career  Learn how to clearly define a problem and probe at the root causes.  Learn how to use technology to your advantage.  Continually develop your listening and communication skills.  Learn how to effectively communicate and navigate the virtual world, including the use of social media.  Learn how to serve as a business partner and advisor. For example: o Develop effective consulting skills. o Learn the process of data collection and analysis. o Learn how to produce well-written and effective reports that communicate useful information. o Seek opportunities to prove your value to customers. Ways to Stand Out  Show a willingness to do independent research when solving problems.  Adopt a product-focused perspective and learn how to deliver results.  Seek out a mentor and consider becoming one when you reach a higher level.  Maintain a high level of attention to detail. Do accurate and thorough research.  Make a commitment to understand your agency’s organizational structure, mission, and culture. 10 Human Resources Specialist (Human Resource Development) Entry-Level GS-5/7/9 General Competencies Proficiency Level GS-5 GS-7 GS-9 Customer Service: Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. 3 3 3 Integrity/Honesty: Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy. 3 4 4 Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. 3 3 3 Reading: Understands and interprets written material, including technical material, rules, regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written material to specific situations. 2 3 3 Attention to Detail: Is thorough when performing work and conscientious about attending to detail. 2 3 3 Flexibility: Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity. 2 2 3 Reasoning: Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions. 2 2 3 Self-Management: Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior. 2 2 3 Teamwork: Encourages and facilitates cooperation, pride, trust, and group identity; fosters commitment and team spirit; works with others to achieve goals. 2 2 3 Writing: Recognizes or uses correct English grammar, punctuation, and spelling; communicates information (for example, facts, ideas, or messages) in a succinct and organized manner; produces written information, which may include technical material that is appropriate for the intended audience. 2 2 3 11 Creative Thinking: Uses imagination to develop new insights into situations and applies innovative solutions to problems; designs new methods where established methods and procedures are inapplicable or are unavailable. 2 2 2 Client Engagement /Change Management: Knowledge of the impact of change on people, processes, procedures, leadership, and organizational culture; knowledge of change management principles, strategies, and techniques for effectively planning, implementing, and evaluating change in the organization. 1 2 2 Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. 2 2 2 Influencing/Negotiating: Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions. 2 2 2 Information Management: Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems. 2 2 3 Legal, Government and Jurisprudence: Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, Government regulations, executive orders, agency rules, Government organization and functions, and the democratic political process. 1 2 2 Oral Communication: Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately. 2 2 3 Planning and Evaluating: Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes. 2 2 2 Organizational Awareness: Organizational Awareness: Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization. 1 2 2 Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. 2 2 2 Project Management: Knowledge of the principles, methods, or tools for developing, scheduling, coordinating, and managing projects and resources, including monitoring and inspecting costs, work, and contractor performance. 1 2 2 Technical Competence: Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues. 2 2 3 Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. 2 2 2 Technical Competencies Human Resource Development (Employee Development): Knowledge of employee development concepts, principles, and practices related to planning, evaluating, and administering training, organizational development, and career 2 2 2 12 development initiatives. Typical Duties Works with Senior Human Resources Specialists to: GS-5 GS-7 GS-9 Approve Standard Forms (SF) 182s (payment and reimbursement for training). ✓ ✓ ✓ Notify and reminds employees about mandatory training requirements. ✓ ✓ ✓ Research, identify, and recommend new instructional or technology solutions that meet agency or mission needs. ✓ ✓ ✓ Develop and/or recommend learning activities that support the agency’s mission. ✓ ✓ ✓ Use LMS to meet the needs of human resource development programs. ✓ ✓ ✓ Training Areas Training Needs Analysis Training Development, Design, and Implementation Training Evaluation Contracting and Procurement Data Analysis Research in Human Resources Individual Development Plan (IDP) Best Practices Career Counseling Developing Individual Development Plans Critical Developmental Activities To Strengthen General Competencies  Actively participate on a team.  Volunteer to participate in a high-visibility project.  Learn about the agency where you work.  Learn new technologies (e.g., through self-study, seminars).  Study technical writing as it applies to your work role.  Attend technical conferences, meetings, or seminars.  Join an industry or professional association.  Read technical publications to keep up-to-date on new development in your field (e.g., books, professional newsletters, trade journals).  Conduct briefings.  Build an informal network of peers through which you can exchange ideas and discuss issues relevant to technical advances in your field.  Learn from others on the job (e.g., obtain on-the-job training, ask others for guidance).  Find a mentor for technical and/or career guidance.  Study lessons learned from reviews of failed and successful projects.  Gain an understanding of basic position management and classification.  Gain an understanding of job analysis.  Gain a basic understanding of the agency budgeting process. 15 Human Resources Specialist (Human Resource Development) Full Performance, GS-11/12 General Competencies Proficiency Level GS-11 GS-12 Attention to Detail: Is thorough when performing work and conscientious about attending to detail. 4 4 Customer Service: Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. 4 4 Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. 3 3 Flexibility: Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity. 3 4 Information Management: Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems. 3 3 Integrity/Honesty: Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy. 4 4 Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. 4 4 Oral Communication: Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately. 3 3 Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. 3 3 Writing: Recognizes or uses correct English grammar, punctuation, and spelling; communicates information (for example, facts, ideas, or messages) in a succinct and organized manner; produces written information, which may include technical material that is appropriate for the intended audience. 3 3 16 Reasoning: Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions. 3 3 Self-Management: Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior. 3 3 Stress Tolerance: Deals calmly and effectively with high stress situations (for example, tight deadlines, hostile individuals, emergency situations, dangerous situations). 3 4 Teamwork: Encourages and facilitates cooperation, pride, trust, and group identity; fosters commitment and team spirit; works with others to achieve goals. 3 3 Technical Competence: Uses knowledge that is acquired through formal training or extensive on-the-job experience to perform one's job; works with, understands, and evaluates technical information related to the job; advises others on technical issues. 3 3 Creative Thinking: Uses imagination to develop new insights into situations and applies innovative solutions to problems; designs new methods where established methods and procedures are inapplicable or are unavailable. 3 3 Influencing/Negotiating: Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions. 3 3 Legal, Government and Jurisprudence: Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, Government regulations, executive orders, agency rules, Government organization and functions, and the democratic political process. 3 3 Planning and Evaluating: Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes. 3 3 Organizational Awareness: Organizational Awareness: Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization. 3 3 Project Management: Knowledge of the principles, methods, or tools for developing, scheduling, coordinating, and managing projects and resources, including monitoring and inspecting costs, work, and contractor performance. 3 3 Workforce Planning: Knowledge of HR concepts, principles, and practices related to determining workload projections and current and future competency gaps to align human capital with organizational goals. 2 3 Client Engagement/Change Management: Knowledge of the impact of change on people, processes, procedures, leadership, and organizational culture; knowledge of change management principles, strategies, and techniques required for effectively planning, implementing, and evaluating change in the organization. 2 3 Reading: Understands and interprets written material, including technical material, rules, regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written material to specific situations. 3 4 17 Technical Competencies HR Development (Employee Development): Knowledge of employee development concepts, principles, and practices related to planning, evaluating, and administering training, organizational development, and career development initiatives. 3 3 Supervisory Competencies HR Specialists at the Expert level may either be specialists or supervisors. Supervisory competencies are determined by the hiring agency. OPM developed guidance for agencies to help them determine requirements for supervisory positions including supervisory competencies. For more information on OPM’s Supervisory Qualification Guide, click on www.opm.gov/qualifications/standards/Specialty-Stds/GS-SUPV.asp. Typical Duties Specialist or Supervisory Positions GS-11 GS-12 Partners with management to identify barriers that affect employee career growth and advise management on how to implement solutions. ✓ ✓ Supports management HR strategic decisions by conducting analysis and research. ✓ ✓ Uses a wide variety of learning methods including technology-based methodologies to provide consultative services. ✓ ✓ Conducts systematic studies to determine the immediate and long-range training needs of employees engaged in complex work. ✓ ✓ Analyses data from LMS to make recommendations on human resources development programs. ✓ ✓ Partners with management to identify organizational performance issues and advise management on how to implement solutions. ✓ ✓ Provides career counseling to employees. ✓ ✓ Provides consultative services on all matters related to employee and organizational development (e.g., changing technologies, obsolete workforce skills, and the challenges of organizations in transition). ✓ ✓ Develops measurable training program objectives. ✓ ✓ Identifies gaps in instructional programs and recommends revisions. ✓ ✓ Evaluates training vendors based on feedback from attendees and managers. ✓ ✓ Supervisory Positions Only Plans and schedules ongoing work on a quarterly or annual basis. ✓ ✓ Recommends adjustments to staffing levels or work procedures to accommodate resource decisions made at higher levels. ✓ ✓ Oversees the development of technical data, estimates, statistics, suggestions, and other information useful to higher-level managers in determining goals and objectives to emphasize. ✓ ✓ Conducts a wide range of activities related to staff work, such as: assigning work, tracking progress, and approving the final work product. ✓ ✓ Human Resources Specialist (Human Resource Development) Expert / Managerial Career Stage 21 SUPERVISORY SUPERVISORY SUPERVISORY PERFORMANCE EXPERT EXPERT EXPERT LEGEND Represents the most common career advancement Represents equally viable, but less common career advancement 22 Human Resources Specialist (Human Resource Development) Expert, GS-13/14/15 General Competencies Proficiency Level GS-13 GS-14 GS-15 Attention to Detail: Is thorough when performing work and conscientious about attending to detail. 4 4 4 Client Engagement/Change Management: Knowledge of the impact of change on people, processes, procedures, leadership, and organizational culture; knowledge of change management principles, strategies, and techniques required for effectively planning, implementing, and evaluating change in the organization. 3 4 4 Creative Thinking: Uses imagination to develop new insights into situations and applies innovative solutions to problems; designs new methods where established methods and procedures are inapplicable or are unavailable. 4 4 5 Customer Service: Works with clients and customers (that is, any individuals who use or receive the services or products that your work unit produces, including the general public, individuals who work in the agency, other agencies, or organizations outside the Government) to assess their needs, provide information or assistance, resolve their problems, or satisfy their expectations; knows about available products and services; is committed to providing quality products and services. 4 4 5 Decision Making: Makes sound, well-informed, and objective decisions; perceives the impact and implications of decisions; commits to action, even in uncertain situations, to accomplish organizational goals; causes change. 4 4 5 Flexibility: Is open to change and new information; adapts behavior or work methods in response to new information, changing conditions, or unexpected obstacles; effectively deals with ambiguity. 4 4 4 Influencing/Negotiating: Persuades others to accept recommendations, cooperate, or change their behavior; works with others towards an agreement; negotiates to find mutually acceptable solutions. 4 4 4 Information Management: Identifies a need for and knows where or how to gather information; organizes and maintains information or information management systems. 4 4 4 Integrity/Honesty: Contributes to maintaining the integrity of the organization; displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy. 4 4 5 Interpersonal Skills: Shows understanding, friendliness, courtesy, tact, empathy, concern, and politeness to others; develops and maintains 4 4 5 23 effective relationships with others; may include effectively dealing with individuals who are difficult, hostile, or distressed; relates well to people from varied backgrounds and different situations; is sensitive to cultural diversity, race, gender, disabilities, and other individual differences. Legal, Government and Jurisprudence: Knowledge of laws, legal codes, court procedures, precedents, legal practices and documents, Government regulations, executive orders, agency rules, Government organization and functions, and the democratic political process. 4 4 5 Oral Communication: Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately. 4 4 5 Organizational Awareness: Knows the organization's mission and functions, and how its social, political, and technological systems work and operates effectively within them; this includes the programs, policies, procedures, rules, and regulations of the organization. 4 4 4 Planning and Evaluating: Organizes work, sets priorities, and determines resource requirements; determines short- or long-term goals and strategies to achieve them; coordinates with other organizations or parts of the organization to accomplish goals; monitors progress and evaluates outcomes. 4 4 4 Problem Solving: Identifies problems; determines accuracy and relevance of information; uses sound judgment to generate and evaluate alternatives, and to make recommendations. 4 4 4 Project Management: Knowledge of the principles, methods, or tools for developing, scheduling, coordinating, and managing projects and resources, including monitoring and inspecting costs, work, and contractor performance. 3 4 4 Reading: Understands and interprets written material, including technical material, rules, regulations, instructions, reports, charts, graphs, or tables; applies what is learned from written material to specific situations. 4 4 5 Reasoning: Identifies rules, principles, or relationships that explain facts, data, or other information; analyzes information and makes correct inferences or draws accurate conclusions. 4 4 5 Self-Management: Sets well-defined and realistic personal goals; displays a high level of initiative, effort, and commitment towards completing assignments in a timely manner; works with minimal supervision; is motivated to achieve; demonstrates responsible behavior. 4 4 4 Stress Tolerance: Deals calmly and effectively with high stress situations (for example, tight deadlines, hostile individuals, emergency situations, dangerous situations). 4 4 4 Teamwork: Encourages and facilitates cooperation, pride, trust, and group identity; fosters commitment and team spirit; works with others to achieve goals. 4 4 4 26 Training Areas Training Needs Analysis Training Development, Design, and Implementation Training Evaluation Contracting and Procurement Data Analysis Research in Human Resources Individual Development Plan Best Practices Career Counseling General Human Resources Mentoring Employees Improving Employee Performance and Productivity Conducting Employee Performance Appraisals in Accordance with Agency Systems Identifying and Assisting Employees with Unacceptable Performance Training Individuals Making Career Transitions (e.g., non-supervisory to manager, or manager to executive) Critical Developmental Activities Developmental Activities for Expert or Supervisory Positions To Strengthen General Competencies  Lead a team working on multiple projects.  Act as a subject matter expert (SME).  Acquire resources or support from outside organization for a project.  Mentor others informally or formally, providing technical and career guidance.  Share knowledge of lessons learned with your team and management.  Serve as an advisor to teams working on high visibility projects.  Develop relationships with customers to understand the customer base.  Expand your professional network (including contacts with people in industry, academia, and other relevant organizations) through joint projects, participation in workshops, memberships in professional and trade associations, and internal and external customer relationships.  Present invited talks or papers at technical conferences.  Maintain awareness of trends and state-of-the-art in your field.  Interview someone who is faced with pressure to make decisions constantly. Ask him or her to describe the criteria he/she uses to evaluate the quality of potential decisions, the methods/techniques he/she uses to make decisions, and the lessons he/she has learned about thinking through decisions.  Evaluate proposals with the guidance of senior staff members.  The next time you face a major policy or procedure change, find a way to access a broad range of ideas. Pose difficult challenges and ask for others’ thoughts or related experience.  Participate on a workforce planning team. To Strengthen Technical Competencies  Manage leadership development programs.  Facilitate Departmental/Agency working groups or “communities of practice.”  Serve as the Departmental/Agency representative on interagency developmental working groups.  Provide expert consult or advice to senior management regarding the establishment of 27 new employee development programs.  Review, recommend, and prepare agency policies related to learning and development.  Analyze the need for, develop, implement, and oversee a formal training program.  Conduct Level 3 and 4 training/program evaluations to assess learning applied back on the job, as well as the effect on the organization.  Gain exposure to outside stakeholders such as Congress, OMB, and OPM. Additional Developmental Activities for Supervisory Positions Only  Find an opportunity to clearly communicate your vision and the values of your organization or work group, along with the message that you expect people to excel.  Gain commitment from necessary players and maintain their support throughout a change process.  Pay attention to advances or changes in technology. Look for ways that new or different technology could improve your work processes or the quality and/or efficiency of your work.  Identify people who hold similar positions to yours. Choose one or two who share common job concerns or problems, and meet with them informally to ask for ideas on resolving problems and expediting work flow.  Establish contact with other federal agencies for benchmarking opportunities, lessons learned, and innovative approaches for accomplishing objectives.  Contribute to processes that create and support a diverse environment (e.g. hiring and training).