Discover practical techniques for managing time and increasing your professional and personal effectiveness. Learn how to devote time to the most important tasks and goals, how to organize yourself and how to organize your environment. Implement strategies for handling interruptions, anticipating deadlines and motivating yourself.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
Enroll anytime. All materials supplied. Self-Paced; take up to six months to complete.
Who Should Attend?
All individuals who want to learn practical skills to manage their time and increase their professional and personal effectiveness.
Learning Outcomes:
Recognize the benefits of time management, evaluate productivity, identify goals and set priorities
Use technology to save time instead of waste time
Maintain a reasonable work load by managing expectations
Increase productivity by controlling interruptions and meetings, and recognize factors that adversely affect productivity
Avoid information overload by identifying causes, screening information, controlling paperwork, using a filing system to organize your office and communicating effectively
Discover practical techniques for managing time and increasing your professional and personal effectiveness. Learn how to devote time to the most important tasks and goals, how to organize yourself and how to organize your environment. Implement strategies for handling interruptions, anticipating deadlines and motivating yourself.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
Enroll anytime. All materials supplied. Self-Paced; take up to six months to complete.
Who Should Attend?
All individuals who want to learn practical skills to manage their time and increase their professional and personal effectiveness.
Learning Outcomes:
Recognize the benefits of time management, evaluate productivity, identify goals and set priorities
Use technology to save time instead of waste time
Maintain a reasonable work load by managing expectations
Increase productivity by controlling interruptions and meetings, and recognize factors that adversely affect productivity
Avoid information overload by identifying causes, screening information, controlling paperwork, using a filing system to organize your office and communicating effectively
Acquire the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial, estate, and "life" planning.
Who Should Attend? Federal employees contributing to CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120A). * Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Acquire the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial, estate, and "life" planning.
Who Should Attend? Federal employees contributing to CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120A). * Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Gain the information needed to advise new, current and separating employees about their benefits. Learn about the Federal Employees Health Benefit (FEHB) program, Federal Employees Group Life Insurance (FEGLI) program, Thrift Savings Plan (TSP), Civil Service Retirement System (CSRS), CSRS Offset, Federal Employees Retirement System (FERS), and Social Security. Make sure you can accurately and thoroughly analyze and respond to questions from employees about their federal employee benefits.
Who Should Attend?
HR practitioners who administer and apply federal employee benefits.
Learning Outcomes:
Determine retirement system coverage for new hires, rehires, transfers and converted employees
Explain the basics of the Social Security eligibility and survivor benefits
Explain the basics of the Thrift Savings Program and withdrawal options
Determine retirement eligibility dates, identify creditable service and calculate basic annuity amounts under CSRS and FERS
Determine and explain eligibility requirements, options and coverage for FEHB and FEGLI
Course Outline: Please click here to view course outline.
Gain the information needed to advise new, current and separating employees about their benefits. Learn about the Federal Employees Health Benefit (FEHB) program, Federal Employees Group Life Insurance (FEGLI) program, Thrift Savings Plan (TSP), Civil Service Retirement System (CSRS), CSRS Offset, Federal Employees Retirement System (FERS), and Social Security. Make sure you can accurately and thoroughly analyze and respond to questions from employees about their federal employee benefits.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan withdrawal options. Receive an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify your retirement income needs and develop appropriate financial plans for your retirement
Identify TSP withdrawal options
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan withdrawal options. Receive an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify your retirement income needs and develop appropriate financial plans for your retirement
Identify TSP withdrawal options
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan withdrawal options. Receive an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify your retirement income needs and develop appropriate financial plans for your retirement
Identify TSP withdrawal options
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan withdrawal options. Receive an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify your retirement income needs and develop appropriate financial plans for your retirement
Identify TSP withdrawal options
Course Outline: Please click here to view course outline.
Acquire the information you need to make fully informed decisions about retirement. Learn how Civil Service Retirement System (CSRS) annuities are calculated and how your health and life insurance benefits carry over into retirement. Learn about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Gain an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Determine whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Acquire the information you need to make fully informed decisions about retirement. Learn how Civil Service Retirement System (CSRS) annuities are calculated and how your health and life insurance benefits carry over into retirement. Learn about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Gain an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Determine whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS). Learn how your health and life insurance benefits carry over into retirement, and also about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial and estate planning.
Who Should Attend? Federal law enforcement officers or firefighters covered by either CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120A). Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your annuity will be computed and what benefits will be payable to your survivors
Decide whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS). Learn how your health and life insurance benefits carry over into retirement, and also about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial and estate planning.
Who Should Attend? Federal law enforcement officers or firefighters covered by either CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120A). Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your annuity will be computed and what benefits will be payable to your survivors
Decide whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Develop the knowledge and skills you need to handle claims for the Office of Workers Compensation Program (OWCP) and federal disability retirement. Understand the features of each program and help your agency process claims quickly and accurately, reduce worker compensation costs and bring injured employees back to work.
Who Should Attend? HR practitioners, as well as other support staff members who are involved in administering benefits for federal employees.
Learning Outcomes:
Understand benefits available under the Office of Workers Compensation Program (OWCP) and federal disability retirement
Answer questions regarding the OWCP
Explain and process the various claims forms for OWCP and disability retirement
Explain injury compensation rules and return-to-work plans to federal employees
Course Outline: Please click here to view course outline.
Develop the knowledge and skills you need to handle claims for the Office of Workers Compensation Program (OWCP) and federal disability retirement. Understand the features of each program and help your agency process claims quickly and accurately, reduce worker compensation costs and bring injured employees back to work.
Improve your retirement outlook by obtaining important information now. Prepare a retirement readiness index and a financial plan. Learn how to optimize the contributions to your tax-deferred Thrift Savings Plan (TSP) retirement savings and investment account, and also your Federal Employees Retirement System (FERS) defined benefit, contributory retirement account. Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement.
Course Outline: Please click here to view course outline.
Improve your retirement outlook by obtaining important information now. Prepare a retirement readiness index and a financial plan. Learn how to optimize the contributions to your tax-deferred Thrift Savings Plan (TSP) retirement savings and investment account, and also your Federal Employees Retirement System (FERS) defined benefit, contributory retirement account. Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement.
Course Outline: Please click here to view course outline.
Learn all you need to know to correctly inform and counsel Civil Service Retirement System (CSRS), CSRS Offset, and FERS employees about their federal retirement benefits and options. This comprehensive workshop provides valuable information about the rules, regulations, retirement application procedures and benefits of the retirement systems.
Who Should Attend? All HR employees, including specialists, assistants, clerks, and others who administer federal benefits will benefit by attending this course.
Learning Outcomes:
Identify CSRS, CSRS Offset, and FERS coverage and retirement eligibility requirements
Calculate creditable annuity and service estimates
Describe deposit service, redeposit service and post-56 military deposit service
Explain retirement spousal elections, survivor benefits and death benefits
Use the appropriate retirement forms and accurately process retirement applications
Explain retiree aspects of FEHB and FEGLI, including eligibility and options
Explain the special rules that impact Social Security benefits for CSRS retirees and surviving spouses (GPO and WEP)
Prepare complete and accurate retirement applications
Course Outline: Please click here to view course outline.
Learn all you need to know to correctly inform and counsel Civil Service Retirement System (CSRS), CSRS Offset, and FERS employees about their federal retirement benefits and options. This comprehensive workshop provides valuable information about the rules, regulations, retirement application procedures and benefits of the retirement systems.
Who Should Attend? All HR employees, including specialists, assistants, clerks, and others who administer federal benefits will benefit by attending this course.
Learning Outcomes:
Identify CSRS, CSRS Offset, and FERS coverage and retirement eligibility requirements
Calculate creditable annuity and service estimates
Describe deposit service, redeposit service and post-56 military deposit service
Explain retirement spousal elections, survivor benefits and death benefits
Use the appropriate retirement forms and accurately process retirement applications
Explain retiree aspects of FEHB and FEGLI, including eligibility and options
Explain the special rules that impact Social Security benefits for CSRS retirees and surviving spouses (GPO and WEP)
Prepare complete and accurate retirement applications
Course Outline: Please click here to view course outline.
Gain a comprehensive understanding of the role of training and development in the management of human resources. Explore the impact of legal requirements and both OPM and agency policy guidance. Learn to use a systematic approach to improve individual and organizational performance. Recognize the importance of a continuous learning environment in the development of a high-performing workforce.
Who Should Attend?
HR practitioners at all levels.
Learning Outcomes:
Understand the evolving role of the HRD professional in the changing HRD environment
Describe the learning organization
Identify the connection between learning and performance
Apply training needs assessment tools
Recognize optional training formats, such as Web-based instruction
Know the specific training regulations and policies related to training and development
Apply training policy to real organizational situations
Learn the key components of career management
Course Outline:
Please click here to view course outline.
Gain a comprehensive understanding of the role of training and development in the management of human resources. Explore the impact of legal requirements and both OPM and agency policy guidance. Learn to use a systematic approach to improve individual and organizational performance. Recognize the importance of a continuous learning environment in the development of a high-performing workforce.
Acquire the skills you need to build partnerships with management and operate as an HR consultant within your organization. Identify various HR options available within the federal context by participating in exercises, workshops and case studies that have direct application to Federal HR situations and issues.
Who Should Attend?
HR practitioners who advise federal managers and supervisors. Agencies may want to schedule on-site delivery of this course, which can be customized to address agency-specific HR issues.
Learning Outcomes:
Expand your role from a federal HR professional to an internal consultant
Plan and prepare for the consultative relationship
Know what causes client resistance and how to deal effectively with it
Build partnerships with management
Offer alternative solutions to contemporary HR problems
Integrate your technical HR knowledge into the consultative process
Practice consulting skills using federal HR case studies, exercises and examples
Course Outline:
Please click here to view course outline.
Acquire the skills you need to build partnerships with management and operate as an HR consultant within your organization. Identify various HR options available within the federal context by participating in exercises, workshops and case studies that have direct application to Federal HR situations and issues.
Who Should Attend?
HR practitioners who advise federal managers and supervisors. Agencies may want to schedule on-site delivery of this course, which can be customized to address agency-specific HR issues.
Learning Outcomes:
Expand your role from a federal HR professional to an internal consultant
Plan and prepare for the consultative relationship
Know what causes client resistance and how to deal effectively with it
Build partnerships with management
Offer alternative solutions to contemporary HR problems
Integrate your technical HR knowledge into the consultative process
Practice consulting skills using federal HR case studies, exercises and examples
Course Outline:
Please click here to view course outline.
Acquire the skills you need to build partnerships with management and operate as an HR consultant within your organization. Identify various HR options available within the federal context by participating in exercises, workshops and case studies that have direct application to Federal HR situations and issues.
Who Should Attend?
HR practitioners who advise federal managers and supervisors. Agencies may want to schedule on-site delivery of this course, which can be customized to address agency-specific HR issues.
Learning Outcomes:
Expand your role from a federal HR professional to an internal consultant
Plan and prepare for the consultative relationship
Know what causes client resistance and how to deal effectively with it
Build partnerships with management
Offer alternative solutions to contemporary HR problems
Integrate your technical HR knowledge into the consultative process
Practice consulting skills using federal HR case studies, exercises and examples
Course Outline:
Please click here to view course outline.
Acquire the skills you need to build partnerships with management and operate as an HR consultant within your organization. Identify various HR options available within the federal context by participating in exercises, workshops and case studies that have direct application to Federal HR situations and issues.
Who Should Attend?
HR practitioners who advise federal managers and supervisors. Agencies may want to schedule on-site delivery of this course, which can be customized to address agency-specific HR issues.
Learning Outcomes:
Expand your role from a federal HR professional to an internal consultant
Plan and prepare for the consultative relationship
Know what causes client resistance and how to deal effectively with it
Build partnerships with management
Offer alternative solutions to contemporary HR problems
Integrate your technical HR knowledge into the consultative process
Practice consulting skills using federal HR case studies, exercises and examples
Course Outline:
Please click here to view course outline.
Refresh your knowledge on classification essentials and more advanced classification issues and go home with a quick and easy-to-use reference guide. Enhance their skills by completing two online classification projects with instructor input and feedback.
Who Should Attend? Federal HR practitioners and other agency staff who have prior experience in evaluating/classifying positions under Title 5. This includes the significant portion of HR practitioners who classify only intermittently and have a critical need to network and refresh their classification knowledge.
Learning Outcomes:
Apply the Factor Evaluation Standard (FES) format and Narrative Standard format
Classify developmental positions and consider the implications of Statements of Difference (SoD)
Apply the General Schedule Leader Grade Evaluation Guide (GSLGEG)
Apply the General Schedule Supervisory Guide (GSSG)
Course Outline: Please click here to view course outline.
Refresh your knowledge on classification essentials and more advanced classification issues and go home with a quick and easy-to-use reference guide. Enhance their skills by completing two online classification projects with instructor input and feedback.
Who Should Attend? Federal HR practitioners and other agency staff who have prior experience in evaluating/classifying positions under Title 5. This includes the significant portion of HR practitioners who classify only intermittently and have a critical need to network and refresh their classification knowledge.
Learning Outcomes:
Apply the Factor Evaluation Standard (FES) format and Narrative Standard format
Gain the knowledge, skills, and abilities classifiers need to do their work successfully. The focus of this course is on helping participants develop competence in applying various classification standards. It also provides participants with exposure to other topics important to federal classification programs such as writing position descriptions and the Fair Labor Standards Act. While complete proficiency comes only with time and practice, this intensive ten-day course provides a solid foundation in General Schedule (GS) classification through both instruction and extensive practice.
This course is offered only in a live virtual format (generally using Zoom).
Note: The 5-day Principles of Classification (CLAS79100) is not a substitute for this in-depth, exercise-intensive course.
This course is for HR staff classifying positions within a Title 5 system. This includes HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Learning Outcomes: At the end of this course, participants will be able to do the following:
Discuss the two primary methods used to evaluate positions in the federal system
Describe the legal basis, structure, and primary tools of the General Schedule system
Explain and apply procedures used to classify federal positions using the Factor Evaluation System
Select and apply procedures used to classify federal positions using the narrative system
Write evaluation statements that adequately document and justify classification decisions
Apply the FES factors in writing position descriptions
Discuss and apply the procedures for using classification guides
Describe and apply procedures used to classify GS leader, supervisory, and managerial positions
Identify and apply the exemption criteria used to make Fair Labor Standards Act coverage decisions
Understand the guiding principles for federal classification
Course Outline: Please click here to view course outline.
Gain the knowledge, skills, and abilities classifiers need to do their work successfully. The focus of this course is on helping participants develop competence in applying various classification standards. It also provides participants with exposure to other topics important to federal classification programs such as writing position descriptions and the Fair Labor Standards Act. While complete proficiency comes only with time and practice, this intensive ten-day course provides a solid foundation in General Schedule (GS) classification through both instruction and extensive practice.
This course is offered only in a live virtual format (generally using Zoom).
Note: The 5-day Principles of Classification (CLAS79100) is not a substitute for this in-depth, exercise-intensive course.
This course is for HR staff classifying positions within a Title 5 system. This includes HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Learning Outcomes: At the end of this course, participants will be able to do the following:
Discuss the two primary methods used to evaluate positions in the federal system
Describe the legal basis, structure, and primary tools of the General Schedule system
Explain and apply procedures used to classify federal positions using the Factor Evaluation System
Select and apply procedures used to classify federal positions using the narrative system
Write evaluation statements that adequately document and justify classification decisions
Apply the FES factors in writing position descriptions
Discuss and apply the procedures for using classification guides
Describe and apply procedures used to classify GS leader, supervisory, and managerial positions
Identify and apply the exemption criteria used to make Fair Labor Standards Act coverage decisions
Understand the guiding principles for federal classification
Course Outline: Please click here to view course outline.
Discover how to use position management tools, techniques, and methods to support a high-performing organization. Obtain a solid understanding of the role of position management in succession planning.
Learn to identify and correct the following problems: fragmentation, layering, unnecessary positions, narrow supervisor-to-employee ratio, job dilution, missing career ladders, workforce/PD inconsistencies and inaccurate position descriptions.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers and team leaders who are responsible for position management and increasing work unit efficiency.
Learning Outcomes:
Understand position management and its historical impact on federal agency programs
Recognize the impact of organizational mission on position design
Understand how organizational structures and common patterns of assigning duties affect position design
Recognize the symptoms associated with common position management problems and how to resolve them
Identify and apply the appropriate staffing and classification tools necessary to deal with position management issues
Learn the various agency roles and responsibilities in the position management process
Course Outline: Please click here to view course outline.
Discover how to use position management tools, techniques, and methods to support a high-performing organization. Obtain a solid understanding of the role of position management in succession planning.
Learn to identify and correct the following problems: fragmentation, layering, unnecessary positions, narrow supervisor-to-employee ratio, job dilution, missing career ladders, workforce/PD inconsistencies and inaccurate position descriptions.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers and team leaders who are responsible for position management and increasing work unit efficiency.
Learning Outcomes:
Understand position management and its historical impact on federal agency programs
Recognize the impact of organizational mission on position design
Understand how organizational structures and common patterns of assigning duties affect position design
Recognize the symptoms associated with common position management problems and how to resolve them
Identify and apply the appropriate staffing and classification tools necessary to deal with position management issues
Learn the various agency roles and responsibilities in the position management process
Course Outline: Please click here to view course outline.
Learn the basic, crosscutting principles you need to classify and analyze federal positions for compensation purposes, and apply these concepts by classifying GS, FWS, and alternative system positions. Improve your analytical skills in order to ask good questions about position duties and organizational design, write Factor Evaluation System (FES) position descriptions, and analyze position management alternatives.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely through distance education.
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend?
Federal HR practitioners, administrative staff, managers, supervisors, and all others who need to know how to evaluate the level and pay of federal positions.
Learning Outcomes:
Learn the principles and the references that guide classification in the federal sector
Understand and apply procedures used to classify federal positions using the FES
Understand and apply procedures used to classify federal positions using the narrative system
Understand alternative HR systems and procedures commonly used to evaluate positions in such systems
Understand and apply procedures used to classify federal blue-collar positions using the job-grading system
Apply the rules applicable to classifying mixed grade/series and interdisciplinary positions
Apply the procedures used to classify federal leader, supervisory, and managerial positions
Recognize and apply the principles used to organize work (position management) and describe positions using the FES format
Learn the basic, crosscutting principles you need to classify and analyze federal positions for compensation purposes, and apply these concepts by classifying GS, FWS, and alternative system positions. Improve your analytical skills in order to ask good questions about position duties and organizational design, write Factor Evaluation System (FES) position descriptions, and analyze position management alternatives.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely through distance education.
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend?
Federal HR practitioners, administrative staff, managers, supervisors, and all others who need to know how to evaluate the level and pay of federal positions.
Learning Outcomes:
Learn the principles and the references that guide classification in the federal sector
Understand and apply procedures used to classify federal positions using the FES
Understand and apply procedures used to classify federal positions using the narrative system
Understand alternative HR systems and procedures commonly used to evaluate positions in such systems
Understand and apply procedures used to classify federal blue-collar positions using the job-grading system
Apply the rules applicable to classifying mixed grade/series and interdisciplinary positions
Apply the procedures used to classify federal leader, supervisory, and managerial positions
Recognize and apply the principles used to organize work (position management) and describe positions using the FES format
Equip yourself with the information, understanding, and ability to correctly apply the provisions of the FLSA. Learn the general principles of FLSA and the administrative procedures by which covered work time must be compensated; how hours of work and scheduling of work become important factors when considering overtime pay entitlements; how to treat time outside regular work hours spent traveling away from the official duty station; and the responsibilities of those who have to ensure that FLSA provisions are not violated.
Who Should Attend?
HR practitioners, administrative staff and payroll technicians who need an understanding of FLSA provisions to make informed decisions or advise employees or managers on FLSA matters.
Learning Outcomes:
Learn the history, coverage and regulations governing the FLSA
Describe agency, manager/supervisor and employee responsibilities under the FLSA
Make FLSA exempt/non-exempt determinations by applying exemption criteria to employees/positions
Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations
Identify situations in which travel is credited as hours of work and apply the appropriate guidelines, including compensatory time for travel
Learn the guidelines for filing an FLSA claim
Course Outline: Please click here to view course outline.
Equip yourself with the information, understanding, and ability to correctly apply the provisions of the FLSA. Learn the general principles of FLSA and the administrative procedures by which covered work time must be compensated; how hours of work and scheduling of work become important factors when considering overtime pay entitlements; how to treat time outside regular work hours spent traveling away from the official duty station; and the responsibilities of those who have to ensure that FLSA provisions are not violated.
Who Should Attend?
HR practitioners, administrative staff and payroll technicians who need an understanding of FLSA provisions to make informed decisions or advise employees or managers on FLSA matters.
Learning Outcomes:
Learn the history, coverage and regulations governing the FLSA
Describe agency, manager/supervisor and employee responsibilities under the FLSA
Make FLSA exempt/non-exempt determinations by applying exemption criteria to employees/positions
Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations
Identify situations in which travel is credited as hours of work and apply the appropriate guidelines, including compensatory time for travel
Learn the guidelines for filing an FLSA claim
Course Outline: Please click here to view course outline.
Equip yourself with the information, understanding, and ability to correctly apply the provisions of the FLSA. Learn the general principles of the FLSA; how to determine exempt/nonexempt status, the administrative procedures by which covered work time must be compensated; how hours of work and scheduling of work are considered when determining overtime pay entitlements; how to treat time spent traveling away from the official duty station, including compensatory time off for travel; the responsibilities of those who ensure that FLSA provisions are not violated; and how the FLSA claims process works.
Who Should Attend?
HR practitioners, administrative staff, and payroll technicians who need an understanding of the FLSA provisions to make informed decisions or advise employees or managers on FLSA matters.
Learning Outcomes:
Discuss the history, coverage, and regulations governing the FLSA
Describe agency, manager/supervisor, and employee responsibilities under the FLSA
Make FLSA exempt/non-exempt determinations by applying exemption criteria to employees/positions
Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations
Identify situations in which travel is credited as hours of work, and apply appropriate guidelines, including compensatory time off for travel
Describe the guidelines for filing an FLSA claim
Course Outline:
Please click here to view course outline.
Equip yourself with the information, understanding, and ability to correctly apply the provisions of the FLSA. Learn the general principles of the FLSA; how to determine exempt/nonexempt status, the administrative procedures by which covered work time must be compensated; how hours of work and scheduling of work are considered when determining overtime pay entitlements; how to treat time spent traveling away from the official duty station, including compensatory time off for travel; the responsibilities of those who ensure that FLSA provisions are not violated; and how the FLSA claims process works.
Who Should Attend?
HR practitioners, administrative staff, and payroll technicians who need an understanding of the FLSA provisions to make informed decisions or advise employees or managers on FLSA matters.
Learning Outcomes:
Discuss the history, coverage, and regulations governing the FLSA
Describe agency, manager/supervisor, and employee responsibilities under the FLSA
Make FLSA exempt/non-exempt determinations by applying exemption criteria to employees/positions
Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations
Identify situations in which travel is credited as hours of work, and apply appropriate guidelines, including compensatory time off for travel
Describe the guidelines for filing an FLSA claim
Course Outline:
Please click here to view course outline.
As part of the classification process, federal HR practitioners apply the Fair Labor Standards Act (FLSA) exemption criteria to the positions they classify. Equip yourself with the information, understanding, and ability to correctly apply these provisions regarding the FLSA exemption status of federal positions/employees. Practice applying the exemption criteria to cases similar to those you will face on the job.
Who Should Attend?
HR practitioners and liaisons who need an understanding of the FLSA provisions to make decisions regarding the FLSA exemption status of federal positions/employees.
Learning Outcomes:
Discuss the history, coverage, and regulations governing the Fair Labor Standards Act (FLSA)
Explain FLSA exemption criteria and how they apply to federal positions
Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions
As part of the classification process, federal HR practitioners apply the Fair Labor Standards Act (FLSA) exemption criteria to the positions they classify. Equip yourself with the information, understanding, and ability to correctly apply these provisions regarding the FLSA exemption status of federal positions/employees. Practice applying the exemption criteria to cases similar to those you will face on the job.
Who Should Attend?
HR practitioners and liaisons who need an understanding of the FLSA provisions to make decisions regarding the FLSA exemption status of federal positions/employees.
Learning Outcomes:
Discuss the history, coverage, and regulations governing the Fair Labor Standards Act (FLSA)
Explain FLSA exemption criteria and how they apply to federal positions
Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions
Learn how to make effective use of your organization’s human resources by planning and describing positions completely and accurately. Include important duties, organizational relationships, and essential knowledge in employee position descriptions (PDs) since PDs form the basis for many HR actions, including compensation, hiring, and RIF. Facilitate the accomplishment of an agency’s mission, goals, and objectives at both the macro and micro levels with effective PDs.
Note: We strongly recommend that participants bring laptops or tablets to the course session so that they can complete PD writing exercises electronically.
Who Should Attend?
Federal supervisors, HR practitioners, and administrative staff who need to be able to apply the basic principles of position planning to the description of positions.
Learning Outcomes:
Overview the basic principles of position planning
Explain the do’s and don’ts in writing position descriptions
Identify supervisory responsibilities in writing PDs
Discuss the components of General Schedule non-supervisory and supervisory position descriptions
Define the factors necessary for writing General Schedule nonsupervisory and supervisory position descriptions
Write complete and accurate General Schedule nonsupervisory and supervisory position descriptions
Discuss the components of FWS non-supervisory and supervisory position descriptions
Define the factors necessary for writing FWS nonsupervisory and supervisory position descriptions
Write complete and accurate Federal Wage System non-supervisory and supervisory position descriptions
Course Outline: Please click here to view course outline.
Learn how to make effective use of your organization’s human resources by planning and describing positions completely and accurately. Include important duties, organizational relationships, and essential knowledge in employee position descriptions (PDs) since PDs form the basis for many HR actions, including compensation, hiring, and RIF. Facilitate the accomplishment of an agency’s mission, goals, and objectives at both the macro and micro levels with effective PDs.
Note: We strongly recommend that participants bring laptops or tablets to the course session so that they can complete PD writing exercises electronically.
Who Should Attend?
Federal supervisors, HR practitioners, and administrative staff who need to be able to apply the basic principles of position planning to the description of positions.
Learning Outcomes:
Overview the basic principles of position planning
Explain the do’s and don’ts in writing position descriptions
Identify supervisory responsibilities in writing PDs
Discuss the components of General Schedule non-supervisory and supervisory position descriptions
Define the factors necessary for writing General Schedule nonsupervisory and supervisory position descriptions
Write complete and accurate General Schedule nonsupervisory and supervisory position descriptions
Discuss the components of FWS non-supervisory and supervisory position descriptions
Define the factors necessary for writing FWS nonsupervisory and supervisory position descriptions
Write complete and accurate Federal Wage System non-supervisory and supervisory position descriptions
Course Outline: Please click here to view course outline.
Learn how to make effective use of your organization’s human resources by planning and describing positions completely and accurately. Include important duties, organizational relationships, and essential knowledge in employee position descriptions (PDs) since PDs form the basis for many HR actions, including compensation, hiring, and RIF. Facilitate the accomplishment of an agency’s mission, goals, and objectives at both the macro and micro levels with effective PDs.
Note: We strongly recommend that participants bring laptops or tablets to the course session so that they can complete PD writing exercises electronically.
Who Should Attend? Federal supervisors, HR practitioners, and administrative staff who need to be able to apply the basic principles of position planning to the description of positions.
Learning Outcomes:
Overview the basic principles of position planning
Explain the do’s and don’ts in writing position descriptions
Identify supervisory responsibilities in writing PDs
Discuss the components of General Schedule non-supervisory and supervisory position descriptions
Define the factors necessary for writing General Schedule nonsupervisory and supervisory position descriptions
Write complete and accurate General Schedule nonsupervisory and supervisory position descriptions
Discuss the components of FWS non-supervisory and supervisory position descriptions
Define the factors necessary for writing FWS nonsupervisory and supervisory position descriptions
Write complete and accurate Federal Wage System non-supervisory and supervisory position descriptions
Course Outline: Please click here to view course outline.
Learn how to make effective use of your organization’s human resources by planning and describing positions completely and accurately. Include important duties, organizational relationships, and essential knowledge in employee position descriptions (PDs) since PDs form the basis for many HR actions, including compensation, hiring, and RIF. Facilitate the accomplishment of an agency’s mission, goals, and objectives at both the macro and micro levels with effective PDs.
Note: We strongly recommend that participants bring laptops or tablets to the course session so that they can complete PD writing exercises electronically.
Who Should Attend? Federal supervisors, HR practitioners, and administrative staff who need to be able to apply the basic principles of position planning to the description of positions.
Learning Outcomes:
Overview the basic principles of position planning
Explain the do’s and don’ts in writing position descriptions
Identify supervisory responsibilities in writing PDs
Discuss the components of General Schedule non-supervisory and supervisory position descriptions
Define the factors necessary for writing General Schedule nonsupervisory and supervisory position descriptions
Write complete and accurate General Schedule nonsupervisory and supervisory position descriptions
Discuss the components of FWS non-supervisory and supervisory position descriptions
Define the factors necessary for writing FWS nonsupervisory and supervisory position descriptions
Write complete and accurate Federal Wage System non-supervisory and supervisory position descriptions
Course Outline: Please click here to view course outline.
Learn how to make effective use of your organization’s human resources by planning and describing positions completely and accurately. Include important duties, organizational relationships, and essential knowledge in employee position descriptions (PDs) since PDs form the basis for many HR actions, including compensation, hiring, and RIF. Facilitate the accomplishment of an agency’s mission, goals, and objectives at both the macro and micro levels with effective PDs.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend?
Federal supervisors, HR practitioners, and administrative staff who need to be able to apply the basic principles of position planning to the description of positions.
Learning Outcomes:
Describe the importance of current and accurate position descriptions and their effect on classification, recruitment, performance measurement, compensation, and employee relations
Explain the do’s and don’ts in writing position descriptions
Identify supervisory responsibilities in writing position descriptions
Discuss the components of a General Schedule non-supervisory and supervisory position descriptions
Define the factors necessary for writing General Schedule non-supervisory and supervisory position descriptions
Write complete and accurate General Schedule position descriptions
Discuss the components of the Federal Wage System non-supervisory and supervisory position descriptions
Define the factors necessary for writing Federal Wage System non-supervisory and supervisory position descriptions
Write complete and accurate Federal Wage System position descriptions
Learn how to make effective use of your organization’s human resources by planning and describing positions completely and accurately. Include important duties, organizational relationships, and essential knowledge in employee position descriptions (PDs) since PDs form the basis for many HR actions, including compensation, hiring, and RIF. Facilitate the accomplishment of an agency’s mission, goals, and objectives at both the macro and micro levels with effective PDs.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend?
Federal supervisors, HR practitioners, and administrative staff who need to be able to apply the basic principles of position planning to the description of positions.
Learning Outcomes:
Describe the importance of current and accurate position descriptions and their effect on classification, recruitment, performance measurement, compensation, and employee relations
Explain the do’s and don’ts in writing position descriptions
Identify supervisory responsibilities in writing position descriptions
Discuss the components of a General Schedule non-supervisory and supervisory position descriptions
Define the factors necessary for writing General Schedule non-supervisory and supervisory position descriptions
Write complete and accurate General Schedule position descriptions
Discuss the components of the Federal Wage System non-supervisory and supervisory position descriptions
Define the factors necessary for writing Federal Wage System non-supervisory and supervisory position descriptions
Write complete and accurate Federal Wage System position descriptions
Learn how to apply the basic principles needed to classify and analyze General Schedule (GS) positions. Study in-depth the fundamental principles and procedures associated with federal classification, and practice using what you learn with classification projects. Improve the analytical skills you need to ask good questions about position duties and design.
This course is for HR and Human Capital staff (GS-201 and 203) and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who need a foundational knowledge of the classification procedures used to evaluate the grade level of federal positions.
This course is not for students who have previously taken the course, Principles of Classification (CLAS7900).
Learning Outcomes:
Discuss the relationship between classification, equal pay, merit systems principles, and prohibited personnel practices
Describe the legal basis, structure, and primary reference tools of the General Schedule system
Explain and apply procedures used to classify federal positions using the Factor Evaluation System
Explain and apply procedures used to classify federal positions using narrative system standards
Describe and discuss the standards used to classify General Schedule leader, supervisory, and managerial positions
Explain and apply the procedures learned in each of the modules to actual position descriptions
Outline
Module 1: Introduction to Federal Classification
Module 2: The General Schedule System and Primary References
Module 3: The Factor Evaluation System
Module 4: Narrative System
Module 5: Introduction to GS Leaders, Managers, and Supervisors
Module 6: Putting It All Together
Learn how to apply the basic principles needed to classify and analyze General Schedule (GS) positions. Study in-depth the fundamental principles and procedures associated with federal classification, and practice using what you learn with classification projects. Improve the analytical skills you need to ask good questions about position duties and design.
This course is for HR and Human Capital staff (GS-201 and 203) and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who need a foundational knowledge of the classification procedures used to evaluate the grade level of federal positions.
Learn how to apply the basic principles needed to classify and analyze General Schedule (GS) positions. Study in-depth the fundamental principles and procedures associated with federal classification, and practice using what you learn with classification projects. Improve the analytical skills you need to ask good questions about position duties and design.
This course is for HR and Human Capital staff (GS-201 and 203) and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who need a foundational knowledge of the classification procedures used to evaluate the grade level of federal positions.
This course is not for students who have previously taken the course, Principles of Classification (CLAS7900).
Learning Outcomes:
Discuss the relationship between classification, equal pay, merit systems principles, and prohibited personnel practices
Describe the legal basis, structure, and primary reference tools of the General Schedule system
Explain and apply procedures used to classify federal positions using the Factor Evaluation System
Explain and apply procedures used to classify federal positions using narrative system standards
Describe and discuss the standards used to classify General Schedule leader, supervisory, and managerial positions
Explain and apply the procedures learned in each of the modules to actual position descriptions
Outline
Module 1: Introduction to Federal Classification
Module 2: The General Schedule System and Primary References
Module 3: The Factor Evaluation System
Module 4: Narrative System
Module 5: Introduction to GS Leaders, Managers, and Supervisors
Module 6: Putting It All Together
Learn how to apply the basic principles needed to classify and analyze General Schedule (GS) positions. Study in-depth the fundamental principles and procedures associated with federal classification, and practice using what you learn with classification projects. Improve the analytical skills you need to ask good questions about position duties and design.
This course is for HR and Human Capital staff (GS-201 and 203) and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who need a foundational knowledge of the classification procedures used to evaluate the grade level of federal positions.
Formerly titled: Position Classification for Non-Classifiers.
Learn the basic principles, structure, and operation of the federal position classification process. Discover how to proficiently interpret and apply classification standards, select appropriate occupational groups and series, prepare well-written descriptions and evaluation statements, and identify work characteristics that impact position classification. Learn about other related topics such as the application of GS Leader and Supervisory Guides, FLSA, position management and classification.
Who Should Attend? Federal supervisors, managers and administrative staff who prepare and evaluate job descriptions or have delegated position classification authority.
Learning Outcomes:
Describe the legal basis, structure, and primary tools of the General Schedule system
Explain and apply procedures used to classify federal positions using the Factor Evaluation System
Apply the FES factors to position descriptions
Explain and apply procedures used to classify narrative system positions
Understand and apply procedures used to classify leader and supervisory positions
Describe the FLSA and its requirements
Discuss the requirements for position management and classification appeals
Course Outline: Please click here to view course outline.
Formerly titled: Position Classification for Non-Classifiers.
Learn the basic principles, structure, and operation of the federal position classification process. Discover how to proficiently interpret and apply classification standards, select appropriate occupational groups and series, prepare well-written descriptions and evaluation statements, and identify work characteristics that impact position classification. Learn about other related topics such as the application of GS Leader and Supervisory Guides, FLSA, position management and classification.
Who Should Attend? Federal supervisors, managers and administrative staff who prepare and evaluate job descriptions or have delegated position classification authority.
Learning Outcomes:
Describe the legal basis, structure, and primary tools of the General Schedule system
Explain and apply procedures used to classify federal positions using the Factor Evaluation System
Apply the FES factors to position descriptions
Explain and apply procedures used to classify narrative system positions
Understand and apply procedures used to classify leader and supervisory positions
Describe the FLSA and its requirements
Discuss the requirements for position management and classification appeals
Course Outline: Please click here to view course outline.
Gain the knowledge, skills, and abilities classifiers need to do their work successfully. The focus of this course is on helping participants develop competence in applying Federal Wage System (WG, WL, and WS) job grading standards. While complete proficiency comes only with time and practice, this practical course provides a solid foundation in Federal Wage System (FWS) classification through both instruction and practice.
This course is offered only in a live virtual format.
Who Should Attend?
This course is for HR staff classifying FWS positions. This includes HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Learning Outcomes: At the end of this course, participants will be able to do the following:
Discuss the history of the federal job grading system
Discuss the four components that make up the federal job grading system
Describe the primary reference for the job-grading system
Understand how to determine grade-level differences when evaluating Federal Wage System (FWS) positions
Apply the job grading procedures to evaluate FWS positions including both nonsupervisory and supervisory jobs
Course Outline: Please click here to view course outline.
Gain the knowledge, skills, and abilities classifiers need to do their work successfully. The focus of this course is on helping participants develop competence in applying Federal Wage System (WG, WL, and WS) job grading standards. While complete proficiency comes only with time and practice, this practical course provides a solid foundation in Federal Wage System (FWS) classification through both instruction and practice.
This course is offered only in a live virtual format.
Who Should Attend?
This course is for HR staff classifying FWS positions. This includes HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Learning Outcomes: At the end of this course, participants will be able to do the following:
Discuss the history of the federal job grading system
Discuss the four components that make up the federal job grading system
Describe the primary reference for the job-grading system
Understand how to determine grade-level differences when evaluating Federal Wage System (FWS) positions
Apply the job grading procedures to evaluate FWS positions including both nonsupervisory and supervisory jobs
Course Outline: Please click here to view course outline.
Build the knowledge you need to become a well-rounded, competent journey-level classifier. Apply the rules used to complete more difficult classification projects involving mixed grade/series, no directly applicable standard, grades/factor levels that exceed the standard, interdisciplinary positions, and leader/supervisory positions. In addition, learn about other subjects that journey-level classifiers need to master, including data collection and desk audits.
Who Should Attend?
This course is for HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Note: Those taking this course should have a background in classification or have taken one of the foundational Graduate School USA classification courses—Position Classification (CLAS7003D) or Basic Position Classification (CLAS7005A), Principles of Classification (CLAS7900) or Federal Classification Principles (CLAS7915), OR Federal Classification (CLAS7052A)—before they take this intermediate course.
Learning Outcomes:
Explain and apply the rules for classifying mixed grade/mixed series positions
Explain and apply the rules for classifying a position without directly applicable standards
Explain and apply the rules for classifying positions with a grade or factor level that is not described in published standards
Discuss and apply the classification guides used to classify General Schedule leader and supervisory positions
Describe and identify the techniques used to effectively conduct a desk audit
Outline
Module 1: Review of Primary References
Module 2: Mixed Grade/Mixed Series
Module 3: No Directly Applicable Standard
Module 4: Grades or Factor Levels that Exceed the Standard
Module 5: Interdisciplinary Positions
Module 6: General Schedule Leader Grade Evaluation Guide; General Schedule Supervisory Guide
Module 7: Data Collection and Desk Audits
Build the knowledge you need to become a well-rounded, competent journey-level classifier. Apply the rules used to complete more difficult classification projects involving mixed grade/series, no directly applicable standard, grades/factor levels that exceed the standard, interdisciplinary positions, and leader/supervisory positions. In addition, learn about other subjects that journey-level classifiers need to master, including data collection and desk audits.
Who Should Attend?
This course is for HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Note: Those taking this course should have a background in classification or have taken one of the foundational Graduate School USA classification courses—Position Classification (CLAS7003D) or Basic Position Classification (CLAS7005A), Principles of Classification (CLAS7900) or Federal Classification Principles (CLAS7915), OR Federal Classification (CLAS7052A)—before they take this intermediate course.
Learning Outcomes:
Explain and apply the rules for classifying mixed grade/mixed series positions
Explain and apply the rules for classifying a position without directly applicable standards
Explain and apply the rules for classifying positions with a grade or factor level that is not described in published standards
Discuss and apply the classification guides used to classify General Schedule leader and supervisory positions
Describe and identify the techniques used to effectively conduct a desk audit
Outline
Module 1: Review of Primary References
Module 2: Mixed Grade/Mixed Series
Module 3: No Directly Applicable Standard
Module 4: Grades or Factor Levels that Exceed the Standard
Module 5: Interdisciplinary Positions
Module 6: General Schedule Leader Grade Evaluation Guide; General Schedule Supervisory Guide
Build the knowledge you need to become a well-rounded, competent journey-level classifier. Apply the rules used to complete more difficult classification projects involving mixed grade/series, no directly applicable standard, grades/factor levels that exceed the standard, interdisciplinary positions, and leader/supervisory positions. In addition, learn about other subjects that journey-level classifiers need to master, including data collection and desk audits.
Who Should Attend?
This course is for HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Note: Those taking this course should have a background in classification or have taken one of the foundational Graduate School USA classification courses—Position Classification (CLAS7003D) or Basic Position Classification (CLAS7005A), Principles of Classification (CLAS7900) or Federal Classification Principles (CLAS7915), OR Federal Classification (CLAS7052A)—before they take this intermediate course.
Learning Outcomes:
Explain and apply the rules for classifying mixed grade/mixed series positions
Explain and apply the rules for classifying a position without directly applicable standards
Explain and apply the rules for classifying positions with a grade or factor level that is not described in published standards
Discuss and apply the classification guides used to classify General Schedule leader and supervisory positions
Describe and identify the techniques used to effectively conduct a desk audit
Outline
Module 1: Review of Primary References
Module 2: Mixed Grade/Mixed Series
Module 3: No Directly Applicable Standard
Module 4: Grades or Factor Levels that Exceed the Standard
Module 5: Interdisciplinary Positions
Module 6: General Schedule Leader Grade Evaluation Guide; General Schedule Supervisory Guide
Module 7: Data Collection and Desk Audits
Build the knowledge you need to become a well-rounded, competent journey-level classifier. Apply the rules used to complete more difficult classification projects involving mixed grade/series, no directly applicable standard, grades/factor levels that exceed the standard, interdisciplinary positions, and leader/supervisory positions. In addition, learn about other subjects that journey-level classifiers need to master, including data collection and desk audits.
Who Should Attend?
This course is for HR and Human Capital Office staff and agency HR liaisons (for example, GS-301, 343, and 344 positions at the staff level) who perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Note: Those taking this course should have a background in classification or have taken one of the foundational Graduate School USA classification courses—Position Classification (CLAS7003D) or Basic Position Classification (CLAS7005A), Principles of Classification (CLAS7900) or Federal Classification Principles (CLAS7915), OR Federal Classification (CLAS7052A)—before they take this intermediate course.
Learning Outcomes:
Explain and apply the rules for classifying mixed grade/mixed series positions
Explain and apply the rules for classifying a position without directly applicable standards
Explain and apply the rules for classifying positions with a grade or factor level that is not described in published standards
Discuss and apply the classification guides used to classify General Schedule leader and supervisory positions
Describe and identify the techniques used to effectively conduct a desk audit
Outline
Module 1: Review of Primary References
Module 2: Mixed Grade/Mixed Series
Module 3: No Directly Applicable Standard
Module 4: Grades or Factor Levels that Exceed the Standard
Module 5: Interdisciplinary Positions
Module 6: General Schedule Leader Grade Evaluation Guide; General Schedule Supervisory Guide
This workshop is a hands-on practicum in which participants (1) handle various non-routine, complex technical classification issues, (2) apply position management principles to multifaceted organization requirements, and (3) practice acting as internal HR consultants with both management and other HR practitioners as they would back on the job.
Who Should Attend?
HR practitioners with significant prior experience evaluating/classifying positions under Title 5 classification procedures.
Note: Students should have, at minimum, practical job experience with situations addressed in the Graduate School USA course, Intermediate Position Classification (CLAS8300), or have taken CLAS8300 within the previous three years.
Learning Outcomes:
Use classification references to complete a range of complicated classification projects
Classify federal positions using advanced techniques such as those used in standards with a variety of specializations, mixed grade/series, grades/factor levels that exceed the standard, expert positions and their impact on base level, and GS leader, supervisor, and managerial situations
Use position management techniques to build an organization from the ground up
Use internal consulting practices to recommend position management solutions and present them to management
Course Outline: Please click here to view course outline.
This workshop is a hands-on practicum in which participants (1) handle various non-routine, complex technical classification issues, (2) apply position management principles to multifaceted organization requirements, and (3) practice acting as internal HR consultants with both management and other HR practitioners as they would back on the job.
Who Should Attend?
HR practitioners with significant prior experience evaluating/classifying positions under Title 5 classification procedures.
Note: Students should have, at minimum, practical job experience with situations addressed in the Graduate School USA course, Intermediate Position Classification (CLAS8300), or have taken CLAS8300 within the previous three years.
Learning Outcomes:
Use classification references to complete a range of complicated classification projects
Classify federal positions using advanced techniques such as those used in standards with a variety of specializations, mixed grade/series, grades/factor levels that exceed the standard, expert positions and their impact on base level, and GS leader, supervisor, and managerial situations
Use position management techniques to build an organization from the ground up
Use internal consulting practices to recommend position management solutions and present them to management
Course Outline: Please click here to view course outline.
This workshop is a hands-on practicum in which participants (1) handle various non-routine, complex technical classification issues, (2) apply position management principles to multifaceted organization requirements, and (3) practice acting as internal HR consultants with both management and other HR practitioners as they would back on the job.
Who Should Attend?
HR practitioners with significant prior experience evaluating/classifying positions under Title 5 classification procedures.
Note: Students should have, at minimum, practical job experience with situations addressed in the Graduate School USA course, Intermediate Position Classification (CLAS8300), or have taken CLAS8300 within the previous three years.
Learning Outcomes:
Use classification references to complete a range of complicated classification projects
Classify federal positions using advanced techniques such as those used in standards with a variety of specializations, mixed grade/series, grades/factor levels that exceed the standard, expert positions and their impact on base level, and GS leader, supervisor, and managerial situations
Use position management techniques to build an organization from the ground up
Use internal consulting practices to recommend position management solutions and present them to management
Course Outline: Please click here to view course outline.
This workshop is a hands-on practicum in which participants (1) handle various non-routine, complex technical classification issues, (2) apply position management principles to multifaceted organization requirements, and (3) practice acting as internal HR consultants with both management and other HR practitioners as they would back on the job.
Who Should Attend?
HR practitioners with significant prior experience evaluating/classifying positions under Title 5 classification procedures.
Note: Students should have, at minimum, practical job experience with situations addressed in the Graduate School USA course, Intermediate Position Classification (CLAS8300), or have taken CLAS8300 within the previous three years.
Learning Outcomes:
Use classification references to complete a range of complicated classification projects
Classify federal positions using advanced techniques such as those used in standards with a variety of specializations, mixed grade/series, grades/factor levels that exceed the standard, expert positions and their impact on base level, and GS leader, supervisor, and managerial situations
Use position management techniques to build an organization from the ground up
Use internal consulting practices to recommend position management solutions and present them to management
Course Outline: Please click here to view course outline.
Understand the key provisions of EEO laws as they affect federal employment. Learn about prohibited forms of discrimination; the federal EEO complaint process; techniques for identifying and avoiding workplace discrimination, harassment, and retaliation; and supervisory responsibility for affirmative employment in the federal sector.
Identify agency responsibilities for establishing and maintaining EEO and affirmative employment programs
Discuss the history of EEO in the federal government
Understand the role and responsibilities of EEO and HR practitioners in the EEO program
Explain the rights and responsibilities of federal employees, supervisors and managers under EEO regulations
Recognize EEO's place in the agency and how it interfaces with HR management
Course Outline: Please click here to view course outline.
Understand the key provisions of EEO laws as they affect federal employment. Learn about prohibited forms of discrimination; the federal EEO complaint process; techniques for identifying and avoiding workplace discrimination, harassment, and retaliation; and supervisory responsibility for affirmative employment in the federal sector.
Gain a basic understanding of federal equal employment opportunity (EEO): to whom it applies, the history of and need for the EEO program, what the federal EEO program encompasses, who is responsible for EEO, and the consequences of discrimination in the federal workplace.
Content is enriched with video andother multimedia
Blogs and discussion designed specifically for students
Limited instructor assistance
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely online.
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Who Should Attend?
Federal employees and supervisors, union officials, and EEO and administrative staff.
Learning Outcomes:
Identify protected classes
Describe the major differences between EEO laws and affirmative employment requirements
Name major events in the development of EEO
Describe the discrimination complaint process
Describe the ways and programs by which affirmative employment is accomplished
Name responsible EEO officials and agencies with governmentwide EEO responsibilities
Course Outline: Please click here to view course outline.
Gain a basic understanding of federal equal employment opportunity (EEO): to whom it applies, the history of and need for the EEO program, what the federal EEO program encompasses, who is responsible for EEO, and the consequences of discrimination in the federal workplace.
Content is enriched with video andother multimedia
Blogs and discussion designed specifically for students
Limited instructor assistance
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely online.
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Who Should Attend?
Federal employees and supervisors, union officials, and EEO and administrative staff.
Learning Outcomes:
Identify protected classes
Describe the major differences between EEO laws and affirmative employment requirements
Name major events in the development of EEO
Describe the discrimination complaint process
Describe the ways and programs by which affirmative employment is accomplished
Name responsible EEO officials and agencies with governmentwide EEO responsibilities
Course Outline: Please click here to view course outline.
Enhance your performance as a federal supervisor by understanding your role, responsibilities, and obligations in recruiting and maintaining a diverse workforce and in addressing and preventing discrimination, retaliation and all forms of harassment. Learn what you need to know to be able to meet your EEO-related performance standards.
Who Should Attend?
Federal supervisors, managers and team leaders, including military personnel who supervise civilian employees.
Learning Outcomes:
Define management's role and responsibility in the EEO program
Consider the impact of EEO laws when making decisions
Take appropriate action when an EEO complaint is filed
Recognize and implement sound practices that support EEO objectives
Use the Special Emphasis Program to achieve EEO objectives
Define, identify and take appropriate action in sexual harassment cases
Demystify the affirmative action program
Discuss proper job interview questions
Course Outline:
Please click here to view course outline.
Enhance your performance as a federal supervisor by understanding your role, responsibilities, and obligations in recruiting and maintaining a diverse workforce and in addressing and preventing discrimination, retaliation and all forms of harassment. Learn what you need to know to be able to meet your EEO-related performance standards.
Who Should Attend?
Federal supervisors, managers and team leaders, including military personnel who supervise civilian employees.
Learning Outcomes:
Define management's role and responsibility in the EEO program
Consider the impact of EEO laws when making decisions
Take appropriate action when an EEO complaint is filed
Recognize and implement sound practices that support EEO objectives
Use the Special Emphasis Program to achieve EEO objectives
Define, identify and take appropriate action in sexual harassment cases
Demystify the affirmative action program
Discuss proper job interview questions
Course Outline:
Please click here to view course outline.
Former Title: Roles and Responsibilities of the EEO Advisory Committee.
Enhance the skills of the members of your equal employment opportunity (EEO) advisory committee. Identify the roles and responsibilities of committee members. Learn the EEO laws, regulations and directives that govern the federal sector and acquire the skills you need to communicate and coordinate with top management regarding EEO and diversity issues.
Learning Outcomes:
Explain the roles and responsibilities of a committee member
Use group dynamics to develop effective EEO/Diversity committees
Advise management on EEO-related issues
Identify the laws, regulations, and directives that govern the federal sector
Explain the EEO complaint process
Discuss the basic concepts behind affirmative action and federal EEO affirmative action program planning
Coordinate plans with Special Emphasis Program coordinators and/or managers
Course Outline: Please click here to view course outline.
Former Title: Roles and Responsibilities of the EEO Advisory Committee.
Enhance the skills of the members of your equal employment opportunity (EEO) advisory committee. Identify the roles and responsibilities of committee members. Learn the EEO laws, regulations and directives that govern the federal sector and acquire the skills you need to communicate and coordinate with top management regarding EEO and diversity issues.
Learning Outcomes:
Explain the roles and responsibilities of a committee member
Use group dynamics to develop effective EEO/Diversity committees
Advise management on EEO-related issues
Identify the laws, regulations, and directives that govern the federal sector
Explain the EEO complaint process
Discuss the basic concepts behind affirmative action and federal EEO affirmative action program planning
Coordinate plans with Special Emphasis Program coordinators and/or managers
Course Outline: Please click here to view course outline.
Perform successfully as a Special Emphasis Program (SEP) manager. Learn about EEO and affirmative employment principles and how to develop strategies for managing and implementing SEP programs. Learn to identify employment barriers that impact your target group, allocate resources, conduct meetings, and sponsor appropriate SEP activities.
Who Should Attend?
EEO special emphasis program managers as well as others interested in developing a broader perspective on the different aspects of the federal EEO program.
Learning Outcomes:
Describe the goals and objectives of the Special Emphasis Program
Describe the duties and responsibilities of the Special Emphasis Program Manager
Understand EEO laws and guidelines governing your agency’s EEO program
Answer commonly asked questions about the EEO complaint process
Perform an assessment of the EEO Program and recommend to management to meet Affirmative Employment Program (AEP) goals and objectives
Implement the Special Emphasis Program plan
Publicize and promote the Special Emphasis Program
Course Outline: Please click here to view course outline.
Perform successfully as a Special Emphasis Program (SEP) manager. Learn about EEO and affirmative employment principles and how to develop strategies for managing and implementing SEP programs. Learn to identify employment barriers that impact your target group, allocate resources, conduct meetings, and sponsor appropriate SEP activities.
Who Should Attend?
EEO special emphasis program managers as well as others interested in developing a broader perspective on the different aspects of the federal EEO program.
Learning Outcomes:
Describe the goals and objectives of the Special Emphasis Program
Describe the duties and responsibilities of the Special Emphasis Program Manager
Understand EEO laws and guidelines governing your agency’s EEO program
Answer commonly asked questions about the EEO complaint process
Perform an assessment of the EEO Program and recommend to management to meet Affirmative Employment Program (AEP) goals and objectives
Implement the Special Emphasis Program plan
Publicize and promote the Special Emphasis Program
Course Outline: Please click here to view course outline.
The FHRM Senior Position Classification (SPC) Specialty Credential requires participants to complete CLAS7104 Making Exempt/Nonexempt Determinations, CLAS7012 Federal Position Management, and CLAS8200 Federal Wage System Classification as well as obtain a passing grade on Senior Position Classification Specialty assessment.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers, and team leaders who are responsible for position management and increasing work unit efficiency. As well as HR staff who classify FWS positions and perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
The FHRM Senior Position Classification (SPC) Specialty Credential requires participants to complete CLAS7104 Making Exempt/Nonexempt Determinations, CLAS7012 Federal Position Management, and CLAS8200 Federal Wage System Classification as well as obtain a passing grade on Senior Position Classification Specialty assessment.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers, and team leaders who are responsible for position management and increasing work unit efficiency. As well as HR staff who classify FWS positions and perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
The FHRM Senior Position Classification (SPC) Specialty Credential requires participants to complete CLAS7104 Making Exempt/Nonexempt Determinations, CLAS7012 Federal Position Management, and CLAS8200 Federal Wage System Classification as well as obtain a passing grade on Senior Position Classification Specialty assessment.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers, and team leaders who are responsible for position management and increasing work unit efficiency. As well as HR staff who classify FWS positions and perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
The FHRM Senior Position Classification (SPC) Specialty Credential requires participants to complete CLAS7104 Making Exempt/Nonexempt Determinations, CLAS7012 Federal Position Management, and CLAS8200 Federal Wage System Classification as well as obtain a passing grade on Senior Position Classification Specialty assessment.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers, and team leaders who are responsible for position management and increasing work unit efficiency. As well as HR staff who classify FWS positions and perform, on a regular and recurring basis, the evaluation of the level and pay of federal positions using federal classification procedures.
Formerly titled: Employee Conduct and Performance.
Develop the skills necessary to deal with common performance and conduct problems. Explore day-to-day problems that federal supervisors face in this practical, no-nonsense course. Become adept at dealing with workplace issues such as absenteeism, insubordination, an employee coming to work under the influence, threats and intimidation, sick leave abuse, contentious conduct, poor performance and workplace violence.
Who Should Attend? HR practitioners, as well as civilian and military supervisors of federal civilian employees.
Learning Outcomes:
Distinguish between a performance problem and a conduct problem
Determine when employee conduct is actionable
Decide whether to take formal or informal action
List the most common factors in assessing penalties
Follow the correct steps in a performance counseling session
Write a performance improvement plan
Learn the steps in a performance-based action
Course Outline: Please click here to view course outline.
Formerly titled: Employee Conduct and Performance.
Develop the skills necessary to deal with common performance and conduct problems. Explore day-to-day problems that federal supervisors face in this practical, no-nonsense course. Become adept at dealing with workplace issues such as absenteeism, insubordination, an employee coming to work under the influence, threats and intimidation, sick leave abuse, contentious conduct, poor performance and workplace violence.
Who Should Attend? HR practitioners, as well as civilian and military supervisors of federal civilian employees.
Learning Outcomes:
Distinguish between a performance problem and a conduct problem
Determine when employee conduct is actionable
Decide whether to take formal or informal action
List the most common factors in assessing penalties
Follow the correct steps in a performance counseling session
Write a performance improvement plan
Learn the steps in a performance-based action
Course Outline: Please click here to view course outline.
Become equipped in your role as supervisor, manager and human resources specialist with the skills you need to make meaningful performance distinctions. Implement communication, planning, tracking and other performance tools to make, or advise on making, performance decisions, regardless of the system in which you find yourself.
Who Should Attend? HR practitioners or managers and supervisors involved in evaluating the performance of individuals or who offer advice or work to make the appraisal process functional in their organizations.
Learning Outcomes:
Describe the basis for performance decisions
Identify the current federal performance management systems
Plan and determine how performance distinctions will be measured
Identify how to help employees progress toward established performance goals
Evaluate performance against established standards and communicate results
Course Outline: Please click here to view course outline.
Become equipped in your role as supervisor, manager and human resources specialist with the skills you need to make meaningful performance distinctions. Implement communication, planning, tracking and other performance tools to make, or advise on making, performance decisions, regardless of the system in which you find yourself.
Who Should Attend? HR practitioners or managers and supervisors involved in evaluating the performance of individuals or who offer advice or work to make the appraisal process functional in their organizations.
Learning Outcomes:
Describe the basis for performance decisions
Identify the current federal performance management systems
Plan and determine how performance distinctions will be measured
Identify how to help employees progress toward established performance goals
Evaluate performance against established standards and communicate results
Course Outline: Please click here to view course outline.
Learn about the fundamentals of collective bargaining and the rights and responsibilities of employees, management, and unions in the federal labor relations process processes.
Who Should Attend? Federal HR practitioners, managers and supervisors, and other employees who need an overview of federal labor relations.
Learning Outcomes:
Present an overview of the history of labor relations in the federal sector
Discuss the basic principles of labor relations incorporated in the Labor-Management Relations Statute
Define the procedures involved in conducting a union campaign and election
Describe the meaning, history, and process of collective bargaining
Outline contract administration, negotiated grievance procedures, and unfair labor practices
Course Outline: Please click here to view course outline.
Formerly titled: Basic Labor Relations
Learn about the fundamentals of collective bargaining and the rights and responsibilities of employees, management, and unions in the federal labor relations process processes.
Who Should Attend? Federal HR practitioners, managers and supervisors, and other employees who need an overview of federal labor relations.
Learning Outcomes:
Present an overview of the history of labor relations in the federal sector
Discuss the basic principles of labor relations incorporated in the Labor-Management Relations Statute
Define the procedures involved in conducting a union campaign and election
Describe the meaning, history, and process of collective bargaining
Outline contract administration, negotiated grievance procedures, and unfair labor practices
Course Outline: Please click here to view course outline.
Formerly titled: Labor Relations for Practitioners
Learn about the practice of labor relations in the work place. Understanding the more complex aspects of federal labor relations needed to know when advising management and effectively processing labor-management activities.
Who Should Attend? Labor Relations practitioners, union stewards, and others with a need to understand in-depth federal labor relations. Those who attend this course should already have a basic understanding of labor-management relations and should be working in the labor relations arena.
Learning Outcomes:
Depict an overview of the history of labor relations in the federal sector
Understand the basic principles of federal labor relations incorporated in the Labor Management Relations Statute
Learn the mission and goals of the various bodies involved in overseeing and facilitating the labor relations processes in the Federal sector
Understand and apply the concepts of mandatory and permissive bargaining
Understand the concepts of negotiability
Explain the role of the union steward
Learn how to deal with union stewards
Understand the purpose of official time
Learn methods to control official time
Understand the grievance & ULP process
Course Outline: Please click here to view course outline.
Formerly titled: Labor Relations for Practitioners
Learn about the practice of labor relations in the work place. Understanding the more complex aspects of federal labor relations needed to know when advising management and effectively processing labor-management activities.
Who Should Attend? Labor Relations practitioners, union stewards, and others with a need to understand in-depth federal labor relations. Those who attend this course should already have a basic understanding of labor-management relations and should be working in the labor relations arena.
Learning Outcomes:
Depict an overview of the history of labor relations in the federal sector
Understand the basic principles of federal labor relations incorporated in the Labor Management Relations Statute
Learn the mission and goals of the various bodies involved in overseeing and facilitating the labor relations processes in the Federal sector
Understand and apply the concepts of mandatory and permissive bargaining
Understand the concepts of negotiability
Explain the role of the union steward
Learn how to deal with union stewards
Understand the purpose of official time
Learn methods to control official time
Understand the grievance & ULP process
Course Outline: Please click here to view course outline.
Learn the fundamentals of collective bargaining and the rights and responsibilities of employees, management, and unions in the federal labor relations process.
Content is enriched with video andother multimedia
Blogs and discussion designed specifically for students
Limited instructor assistance
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely online.
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Who Should Attend?
Non-postal federal managers and supervisors, and labor relations/HR practitioners. Union officials in federal agencies may also find the course valuable.
Learning Outcomes:
Outline the procedures involved in conducting a union campaign and election
Explain the meaning, history, and process of collective bargaining
Describe contract administration, negotiated grievance procedures, and unfair labor practices
Course Outline: Please click here to view course outline.
Learn the fundamentals of collective bargaining and the rights and responsibilities of employees, management, and unions in the federal labor relations process.
Content is enriched with video andother multimedia
Blogs and discussion designed specifically for students
Limited instructor assistance
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely online.
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Who Should Attend?
Non-postal federal managers and supervisors, and labor relations/HR practitioners. Union officials in federal agencies may also find the course valuable.
Learning Outcomes:
Outline the procedures involved in conducting a union campaign and election
Explain the meaning, history, and process of collective bargaining
Describe contract administration, negotiated grievance procedures, and unfair labor practices
Course Outline: Please click here to view course outline.
Achieve confidence in your ability to prepare or decide adverse actions or performance-based actions. Before taking adverse and performance-based actions against employees, learn to meet rigid penalty and proof standards of cause set by third parties that review removals, suspensions, demotions and furloughs. Explore disciplinary and non-disciplinary causes; unusual cause situations, such as medical problems or off-duty conduct; penalty factors; issues of proof; and pre-action investigations.
Who Should Attend?
Federal HR practitioners, administrative specialists, managers and supervisors who prepare or decide adverse actions.
Learning Outcomes:
Determine whether an action requires adverse action or unacceptable performance action procedures
Decide when an adverse action or unacceptable performance action is justified
Determine if enough proof is available to take an action
List relevant factors in assessing penalties
Follow the correct procedures in taking either of the two actions
Course Outline: Please click here to view course outline.
Achieve confidence in your ability to prepare or decide adverse actions or performance-based actions. Before taking adverse and performance-based actions against employees, learn to meet rigid penalty and proof standards of cause set by third parties that review removals, suspensions, demotions and furloughs. Explore disciplinary and non-disciplinary causes; unusual cause situations, such as medical problems or off-duty conduct; penalty factors; issues of proof; and pre-action investigations.
Who Should Attend?
Federal HR practitioners, administrative specialists, managers and supervisors who prepare or decide adverse actions.
Learning Outcomes:
Determine whether an action requires adverse action or unacceptable performance action procedures
Decide when an adverse action or unacceptable performance action is justified
Determine if enough proof is available to take an action
List relevant factors in assessing penalties
Follow the correct procedures in taking either of the two actions
Course Outline: Please click here to view course outline.
This course provides an introduction to the world of federal employee relations for those who need to learn about the fundamental principles and policies that govern the basic rights and responsibilities of agency employees in areas such as probationary periods, performance management and awards, discipline, conduct problems, leaves of absence, etc.
Who Should Attend? Employee relations specialists and human resources practitioners working in support of human resources programs. This course is intended for those who previously have not taken the now discontinued course titled "Federal Employee Relations" (LABR7009D).
Learning Outcomes:
Discuss the history of employee relations in the federal government
Overview the laws and regulations, administrative bodies, and the federal court system governing employee relations in the federal government
Outline the rights and responsibilities of the parties in employee relations matters
Describe the requirements regarding probationary periods and termination during probation
Overview the requirements for taking disciplinary and adverse actions
Describe the requirements for dealing with leave issues, including f medical documentation
Discuss the requirements regarding disability and reasonable accommodation
Overview the procedures for filing grievances, appeals, and EEO complaints
Course Outline:
Please click here to view course outline.
Formerly titled: Basic Employee Relations
This course provides an introduction to the world of federal employee relations for those who need to learn about the fundamental principles and policies that govern the basic rights and responsibilities of agency employees in areas such as probationary periods, performance management and awards, discipline, conduct problems, leaves of absence, etc.
Who Should Attend? Employee relations specialists and human resources practitioners working in support of human resources programs. This course is intended for those who previously have not taken the now discontinued course titled "Federal Employee Relations" (LABR7009D).
Learning Outcomes:
Discuss the history of employee relations in the federal government
Overview the laws and regulations, administrative bodies, and the federal court system governing employee relations in the federal government
Outline the rights and responsibilities of the parties in employee relations matters
Describe the requirements regarding probationary periods and termination during probation
Overview the requirements for taking disciplinary and adverse actions
Describe the requirements for dealing with leave issues, including f medical documentation
Discuss the requirements regarding disability and reasonable accommodation
Overview the procedures for filing grievances, appeals, and EEO complaints
Course Outline:
Please click here to view course outline.
Formerly titled: Employee Relations for Practitioners
This course focuses on the practice of employee relations in the federal work place. It provides an in-depth understanding of the more complex aspects of federal employee relations that a federal employee relations practitioner needs to know when advising management and effectively dealing with employee issues and activities.
Who Should Attend? Those who already have a basic understanding of federal employee relations and who are/will be working in the employee relations arena. This includes HR practitioners, employee relations specialists, union stewards, and others with a need to understand federal employee relations.
Overview the laws, regulations, administrative bodies, and the federal court system governing employee relations in the federal government
Identify the methods of citations, resources, and methods for researching case law involving employee relations matters
Discuss the rights and responsibilities of the parties in employee relations matters
Describe the origins and procedures regarding the right to due process
Identify and apply the law, regulations, and procedures regarding probationary periods and termination during probation
Identify and apply the procedures and processes for taking disciplinary and adverse actions, including determining credibility in disciplinary situations
Identify and apply procedures and case law for dealing with leave issues, including dealing with excessive leave use
Define and apply the proper use of medical documentation in leave and accommodation issues
Define and apply the law and regulations regarding disability and reasonable accommodation
Describe the procedures for filing grievances, appeals, and EEO complaints
Course Outline: Please click here to view course outline.
Formerly titled: Employee Relations for Practitioners
This course focuses on the practice of employee relations in the federal work place. It provides an in-depth understanding of the more complex aspects of federal employee relations that a federal employee relations practitioner needs to know when advising management and effectively dealing with employee issues and activities.
Who Should Attend? Those who already have a basic understanding of federal employee relations and who are/will be working in the employee relations arena. This includes HR practitioners, employee relations specialists, union stewards, and others with a need to understand federal employee relations.
Overview the laws, regulations, administrative bodies, and the federal court system governing employee relations in the federal government
Identify the methods of citations, resources, and methods for researching case law involving employee relations matters
Discuss the rights and responsibilities of the parties in employee relations matters
Describe the origins and procedures regarding the right to due process
Identify and apply the law, regulations, and procedures regarding probationary periods and termination during probation
Identify and apply the procedures and processes for taking disciplinary and adverse actions, including determining credibility in disciplinary situations
Identify and apply procedures and case law for dealing with leave issues, including dealing with excessive leave use
Define and apply the proper use of medical documentation in leave and accommodation issues
Define and apply the law and regulations regarding disability and reasonable accommodation
Describe the procedures for filing grievances, appeals, and EEO complaints
Course Outline: Please click here to view course outline.
Enhance your ability to prepare for federal contract negotiation sessions. Explore the fundamentals of preparing for negotiations, from applying refined bargaining skills and tactics to resolving impasses and dealing successfully with the Federal Mediation and Conciliation Service. Learn to apply a proactive approach to developing management and negotiation philosophy and proposals.
Who Should Attend?
Federal HR practitioners, supervisors, managers and attorneys who negotiate labor agreements or advise management negotiators.
Learning Outcomes:
Organize a team to negotiate labor agreements
Understand union proposals and tactics
Assess the implications of proposal bargaining
Develop a proactive approach to negotiation
Understand and use interest-based bargaining approaches
Course Outline:
Please click here to view course outline.
Enhance your ability to prepare for federal contract negotiation sessions. Explore the fundamentals of preparing for negotiations, from applying refined bargaining skills and tactics to resolving impasses and dealing successfully with the Federal Mediation and Conciliation Service. Learn to apply a proactive approach to developing management and negotiation philosophy and proposals.
Learn how to set pay for employees under the Federal Wage System (FWS) in this extensive technical course. Implement and apply the rules and requirements related to new appointments; reinstatement and reassignments; transfers and conversions; promotions and changes to lower grade; pay changes; recruitment, relocation, and retention incentives; special qualifications; grade and pay retention and severance pay; and movement between pay systems.
Enroll anytime in this web-based course. All materials supplied. Independent study. Self-paced; take up to six months to complete.
Learning Outcomes:
Set pay for employees under the Federal Wage System
Set pay for non-FWS pay system employees who move to FWS positions
Use recruitment and relocation incentives
Course Outline: Please click here to view course outline.
Learn how to set pay for employees under the Federal Wage System (FWS) in this extensive technical course. Implement and apply the rules and requirements related to new appointments; reinstatement and reassignments; transfers and conversions; promotions and changes to lower grade; pay changes; recruitment, relocation, and retention incentives; special qualifications; grade and pay retention and severance pay; and movement between pay systems.
Enroll anytime in this web-based course. All materials supplied. Independent study. Self-paced; take up to six months to complete.
Learning Outcomes:
Set pay for employees under the Federal Wage System
Set pay for non-FWS pay system employees who move to FWS positions
Use recruitment and relocation incentives
Course Outline: Please click here to view course outline.
Learn how to set and administer pay for employees under the General Schedule (GS) in this extensive technical course. Implement and apply the complex array of rules and requirements, including those related to new appointments; reinstatement and reassignments; transfers and conversions; promotions an changes to lower grade; pay changes; recruitment, relocation, and retention incentives, grade and pay retention and severance pay; and movement between pay systems.
Blogs and discussion designed specifically for students
Limited instructor assistance
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Learning Outcomes:
Set pay for employees under the General Schedule
Set pay for non-GS pay system employees who move to GS positions
Set pay using allowances, differentials, incentives, and back pay
Course Outline: Please click here to view course outline.
Learn how to set and administer pay for employees under the General Schedule (GS) in this extensive technical course. Implement and apply the complex array of rules and requirements, including those related to new appointments; reinstatement and reassignments; transfers and conversions; promotions an changes to lower grade; pay changes; recruitment, relocation, and retention incentives, grade and pay retention and severance pay; and movement between pay systems.
Blogs and discussion designed specifically for students
Limited instructor assistance
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Learning Outcomes:
Set pay for employees under the General Schedule
Set pay for non-GS pay system employees who move to GS positions
Set pay using allowances, differentials, incentives, and back pay
Course Outline: Please click here to view course outline.
Learn about the principles and concepts that frame federal HRM, the rules that govern HRM actions in the federal government, and the relationships between the following HRM functions: compensation, hiring, employee retention, performance management, and human resources relations.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely through distance education.
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend? Federal HR practitioners; administrative, EEO, or employee relations staff; and anyone who needs knowledge of federal HR management.
Learning Outcomes:
Identify the principles upon which the federal human resources management (HRM) system is based and describe how they affect federal HRM decisions
Describe the differences between Title 5 and Title 5-exempt organizations and how these differences impact federal HRM practices
Discuss the compensation process, including classification, pay and benefits, and describe how equal pay for equal work is accomplished
Describe the hiring process and how it is implemented in the federal government
Discuss performance management in the federal government, including employee development and performance appraisal processes
Describe equal employment opportunity (EEO), employee relations and labor relations programs, including EEO complaint processing, agency administrative grievance systems, and union/management relations
Course Outline: Please click here to view course outline.
Learn about the principles and concepts that frame federal HRM, the rules that govern HRM actions in the federal government, and the relationships between the following HRM functions: compensation, hiring, employee retention, performance management, and human resources relations.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely through distance education.
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend? Federal HR practitioners; administrative, EEO, or employee relations staff; and anyone who needs knowledge of federal HR management.
Learning Outcomes:
Identify the principles upon which the federal human resources management (HRM) system is based and describe how they affect federal HRM decisions
Describe the differences between Title 5 and Title 5-exempt organizations and how these differences impact federal HRM practices
Discuss the compensation process, including classification, pay and benefits, and describe how equal pay for equal work is accomplished
Describe the hiring process and how it is implemented in the federal government
Discuss performance management in the federal government, including employee development and performance appraisal processes
Describe equal employment opportunity (EEO), employee relations and labor relations programs, including EEO complaint processing, agency administrative grievance systems, and union/management relations
Course Outline: Please click here to view course outline.
Learn how to respond to Freedom of Information Act (FOIA) and Privacy Act (PA) requests. Become skilled at proper release of records to the public while safeguarding necessary information.
Who Should Attend? Federal employees who are involved with requests associated with the Freedom of Information Act or Privacy Act.
Learning Outcomes:
Advise managers on which records can remain undisclosed
Respond fairly to the public's right to know
Keep personal information private
Keep proprietary corporate information private
Sanitize information to make records releasable
Know where to get advice on cases too close to call
Determine when and how to charge fees for FOIA and PA records
Course Outline: Please click here to view course outline.
Learn how to respond to Freedom of Information Act (FOIA) and Privacy Act (PA) requests. Become skilled at proper release of records to the public while safeguarding necessary information.
Who Should Attend? Federal employees who are involved with requests associated with the Freedom of Information Act or Privacy Act.
Learning Outcomes:
Advise managers on which records can remain undisclosed
Respond fairly to the public's right to know
Keep personal information private
Keep proprietary corporate information private
Sanitize information to make records releasable
Know where to get advice on cases too close to call
Learn about the federal human resources management (HRM) process, the unique merit system environment within which it takes place, its special terminology, and the relationships between the following HRM functions: compensation, hiring, employee engagement, performance management, and human resources relations.
Who Should Attend? Current federal employees interested in federal HR management, including line supervisors and non-HR managers, various EEO professionals (counselors, specialists, program managers), HR practitioners (assistants and specialists), embedded HR liaisons (management analysts), HR interns, and administrative staff new to the federal service (budget analysts, administrative officers, etc.)
This course is not intended for those who have taken the course Federal Human Resources Management for Administrative Personnel (PMGT8007D).
Learning Outcomes:
Identify the principles upon which the federal human resources management (HRM) system is based and outline how they affect federal HRM decisions
Explore the compensation process, including classification, pay and benefits, and describe how equal pay for equal work is accomplished
Explain the hiring process and how it is implemented in the federal government
Explain how agencies can improve employee engagement to ensure a satisfied, productive workforce
Discuss performance management in the federal government, including employee development and performance appraisal processes
Describe Equal Employment Opportunity (EEO), employee relations, and labor relations programs, including EEO complaint processing, agency administrative grievance systems, and union/management relations
Course Outline: Please click here to view course outline.
Learn about the federal human resources management (HRM) process, the unique merit system environment within which it takes place, its special terminology, and the relationships between the following HRM functions: compensation, hiring, employee engagement, performance management, and human resources relations.
Who Should Attend? Current federal employees interested in federal HR management, including line supervisors and non-HR managers, various EEO professionals (counselors, specialists, program managers), HR practitioners (assistants and specialists), embedded HR liaisons (management analysts), HR interns, and administrative staff new to the federal service (budget analysts, administrative officers, etc.)
This course is not intended for those who have taken the course Federal Human Resources Management for Administrative Personnel (PMGT8007D).
Learning Outcomes:
Identify the principles upon which the federal human resources management (HRM) system is based and outline how they affect federal HRM decisions
Explore the compensation process, including classification, pay and benefits, and describe how equal pay for equal work is accomplished
Explain the hiring process and how it is implemented in the federal government
Explain how agencies can improve employee engagement to ensure a satisfied, productive workforce
Discuss performance management in the federal government, including employee development and performance appraisal processes
Describe Equal Employment Opportunity (EEO), employee relations, and labor relations programs, including EEO complaint processing, agency administrative grievance systems, and union/management relations
Course Outline: Please click here to view course outline.
Acquire the skills you need to align workforce planning with your agency's mission. Learn how to forecast and plan for future human resources needs: analyze mission requirements, collect workforce data, identify workforce surpluses or gaps, and identify solutions to address the gaps.
Who Should Attend?
Anyone involved in assessing and planning for workforce needs, especially HR leaders, HR practitioners, budget analysts, management analysts, and program analysts. Supervisors and managers involved in strategic planning may also benefit by attending this course.
Learning Outcomes:
Recognize the importance of workforce analysis and planning in the strategic management of human capital
Use data and planning models in the workforce planning process
Analyze and interpret workforce data using workforce supply and demand analysis methods
Develop strategies to address skill gaps
Take the steps needed to successfully implement a workforce action plan
Evaluate whether a workforce plan is achieving desired results or needs revision
Course Outline:
Please click here to view course outline.
Acquire the skills you need to align workforce planning with your agency's mission. Learn how to forecast and plan for future human resources needs: analyze mission requirements, collect workforce data, identify workforce surpluses or gaps, and identify solutions to address the gaps.
Who Should Attend?
Anyone involved in assessing and planning for workforce needs, especially HR leaders, HR practitioners, budget analysts, management analysts, and program analysts. Supervisors and managers involved in strategic planning may also benefit by attending this course.
Learning Outcomes:
Recognize the importance of workforce analysis and planning in the strategic management of human capital
Use data and planning models in the workforce planning process
Analyze and interpret workforce data using workforce supply and demand analysis methods
Develop strategies to address skill gaps
Take the steps needed to successfully implement a workforce action plan
Evaluate whether a workforce plan is achieving desired results or needs revision
Course Outline:
Please click here to view course outline.
Gain a solid foundation in strategic human capital management concepts, principles, and best practices using OPM’s Human Capital Framework. Learn the skills needed to align HR goals, performance, and budget with agency mission and use metrics to identify needs and outcomes and measure progress toward identified outcomes.
Who Should Attend? HR practitioners and leaders, management and program analysts, and others who seeks a solid foundation in strategic human capital management concepts, principles and best practices.
Learning Outcomes:
Describe strategic human capital management and its importance in today's federal environment
Identify sources of human capital data and explain how they are used in strategic human capital management
List the human capital standards and describe how each affects agency strategic decision making
Discuss how agency culture and mission shapes human capital management decisions
Examine how organizational analyses are used in human capital business decisions
Identify recruitment strategies that are aligned with strategic goals
Describe how linking organizational and individual performance expectations help agencies meet goals and improve productivity and effectiveness
Describe strategies that help organizations effectively manage people, ensure continuity of leadership, and sustain a learning environment that drives continuous performance improvement
Discuss how data-driven results-oriented planning and accountability systems ensure agency human capital decisions that ensure better business results
Course Outline:
Please click here to view course outline.
Gain a solid foundation in strategic human capital management concepts, principles, and best practices using OPM’s Human Capital Framework. Learn the skills needed to align HR goals, performance, and budget with agency mission and use metrics to identify needs and outcomes and measure progress toward identified outcomes.
Who Should Attend? HR practitioners and leaders, management and program analysts, and others who seeks a solid foundation in strategic human capital management concepts, principles and best practices.
Learning Outcomes:
Describe strategic human capital management and its importance in today's federal environment
Identify sources of human capital data and explain how they are used in strategic human capital management
List the human capital standards and describe how each affects agency strategic decision making
Discuss how agency culture and mission shapes human capital management decisions
Examine how organizational analyses are used in human capital business decisions
Identify recruitment strategies that are aligned with strategic goals
Describe how linking organizational and individual performance expectations help agencies meet goals and improve productivity and effectiveness
Describe strategies that help organizations effectively manage people, ensure continuity of leadership, and sustain a learning environment that drives continuous performance improvement
Discuss how data-driven results-oriented planning and accountability systems ensure agency human capital decisions that ensure better business results
Course Outline:
Please click here to view course outline.
Successfully meet organizational objectives and abide by human resources laws and handle the HR aspects of supervision. Learn about the guiding principles for human resources management, including merit system principles, prohibited personnel practices, and EEO.
In addition, gain knowledge and skills in these areas: labor relations; organizing, describing and classifying positions; filling vacancies; performance management; managing performance and conduct problems; and quality-of-work lifeissues.
Who Should Attend? Federal supervisors and managers who will benefit by learning about their specific responsibilities in human resources management as well as high-performing, non-supervisory employees who are preparing themselves for supervisory opportunities.
Learning Outcomes:
Discuss the role of the supervisor and manager in federal human resources management (HRM)
Identify the guiding principles and framework for federal HR
Describe the legal basis for equal employment opportunity (EEO) and identify the types of discrimination
Describe the supervisor’s obligations when working with employees who are members of a bargaining unit
Describe the supervisor’s role in position management and classification
Identify strategies, considerations, and limitations for filling position vacancies
Describe the components of an effective performance management system and the supervisor’s role in managing these components
Identify the steps for understanding performance problems and describe the options for dealing with them
Describe misconduct and the steps for taking appropriate disciplinary actions
Discuss some of the other HR issues that affect the federal government’s ability to meet its employees’ diverse needs
Course Outline: Please click here to view course outline.
Successfully meet organizational objectives and abide by human resources laws and handle the HR aspects of supervision. Learn about the guiding principles for human resources management, including merit system principles, prohibited personnel practices, and EEO.
In addition, gain knowledge and skills in these areas: labor relations; organizing, describing and classifying positions; filling vacancies; performance management; managing performance and conduct problems; and quality-of-work lifeissues.
Who Should Attend? Federal supervisors and managers who will benefit by learning about their specific responsibilities in human resources management as well as high-performing, non-supervisory employees who are preparing themselves for supervisory opportunities.
Learning Outcomes:
Discuss the role of the supervisor and manager in federal human resources management (HRM)
Identify the guiding principles and framework for federal HR
Describe the legal basis for equal employment opportunity (EEO) and identify the types of discrimination
Describe the supervisor’s obligations when working with employees who are members of a bargaining unit
Describe the supervisor’s role in position management and classification
Identify strategies, considerations, and limitations for filling position vacancies
Describe the components of an effective performance management system and the supervisor’s role in managing these components
Identify the steps for understanding performance problems and describe the options for dealing with them
Describe misconduct and the steps for taking appropriate disciplinary actions
Discuss some of the other HR issues that affect the federal government’s ability to meet its employees’ diverse needs
Course Outline: Please click here to view course outline.
Find and use the applicable laws and regulations related to HR management as well as the operating guidance issued by regulatory agencies to use and explain day-to-day human resources management transactions. This course helps you understand how policy is established, where to find federal HR law, regulations, and operating guidance and how these issuances work together. You will also learn to use these publications to answer questions you encounter in your daily work.
Enroll anytime. All materials supplied. Self-Paced; take up to six months to complete.
Who Should Attend: Federal HR Practitioners at all levels.
Learning Outcomes:
Describe the organization and general contents of the law, regulations, and operating guidance that provide the framework for federal HR management.
Explain how the law, regulations, and operating guidance are used together to provide a full picture of federal HR requirements.
Use law, regulations, and operating guidance to answer questions regarding federal HR policy.
Find and use the applicable laws and regulations related to HR management as well as the operating guidance issued by regulatory agencies to use and explain day-to-day human resources management transactions. This course helps you understand how policy is established, where to find federal HR law, regulations, and operating guidance and how these issuances work together. You will also learn to use these publications to answer questions you encounter in your daily work.
Enroll anytime. All materials supplied. Self-Paced; take up to six months to complete.
Who Should Attend: Federal HR Practitioners at all levels.
Learning Outcomes:
Describe the organization and general contents of the law, regulations, and operating guidance that provide the framework for federal HR management.
Explain how the law, regulations, and operating guidance are used together to provide a full picture of federal HR requirements.
Use law, regulations, and operating guidance to answer questions regarding federal HR policy.
Learn the basic values that are the foundation for managing federal human resources and the history, laws, regulations, and operating guidance that frame the federal merit system. The course explains and applies the principles that undergird federal HRM – the merit system principles (MSPs), prohibited personnel practices (PPPs), and equal employment opportunity (EEO).
Enroll anytime. All materials supplied. Self-Paced; take up to six months to complete.
Who Should Attend: Federal HR Practitioners at all levels.
Learning Outcomes
Identify the foundational principles upon which federal HR is based and how those core values impact federal HR decisions.
Describe the merit system principles and how they ensure that merit system values are expressed in every decision made regarding a federal employee.
Describe the prohibited personnel practices and how they ensure that federal employment is based on factors related to the job, not relationship, political affiliation, or reprisal.
Explain how EEO is an integral part of ensuring that the merit system operates as intended.
Learn the basic values that are the foundation for managing federal human resources and the history, laws, regulations, and operating guidance that frame the federal merit system. The course explains and applies the principles that undergird federal HRM – the merit system principles (MSPs), prohibited personnel practices (PPPs), and equal employment opportunity (EEO).
Enroll anytime. All materials supplied. Self-Paced; take up to six months to complete.
Who Should Attend: Federal HR Practitioners at all levels.
Learning Outcomes
Identify the foundational principles upon which federal HR is based and how those core values impact federal HR decisions.
Describe the merit system principles and how they ensure that merit system values are expressed in every decision made regarding a federal employee.
Describe the prohibited personnel practices and how they ensure that federal employment is based on factors related to the job, not relationship, political affiliation, or reprisal.
Explain how EEO is an integral part of ensuring that the merit system operates as intended.
Formerly titled: Family and Medical Leave Act for Supervisors and Managers
Learn the requirements you must follow under the Family and Medical Leave Act and how to handle specific situations you may face. Ensure that you and your agency do not end up dealing with a grievance or court case because you do not understand or know how to apply the entitlements provided in the Act.
Who Should Attend? Federal supervisors and HR practitioners needing an introduction to employee and management issues related to the Family and Medical Leave Act.
Learning Outcomes:
Recognize the complexities of the FMLA entitlements
Locate law, regulation, and agency guidance on FMLA administration
Identify the FMLA requirements affecting leave approval or denial
Discuss workplace FMLA issues that both supervisors and HR practitioners must know how to deal with
Describe situations in which FMLA leave must, can, and might not be granted
Course Outline:
Please click here to view course outline.
Formerly titled: Family and Medical Leave Act for Supervisors and Managers
Learn the requirements you must follow under the Family and Medical Leave Act and how to handle specific situations you may face. Ensure that you and your agency do not end up dealing with a grievance or court case because you do not understand or know how to apply the entitlements provided in the Act.
Who Should Attend? Federal supervisors and HR practitioners needing an introduction to employee and management issues related to the Family and Medical Leave Act.
Learning Outcomes:
Recognize the complexities of the FMLA entitlements
Locate law, regulation, and agency guidance on FMLA administration
Identify the FMLA requirements affecting leave approval or denial
Discuss workplace FMLA issues that both supervisors and HR practitioners must know how to deal with
Describe situations in which FMLA leave must, can, and might not be granted
Course Outline:
Please click here to view course outline.
This comprehensive course is primarily designed for the individual who has been assigned security responsibilities and has little or no experience in the security field. A supervisor/manager responsible for the supervision of Security Specialists but who is not a seasoned security professional may also benefit. Additionally, a newly appointed contractor Facility Security Officer (FSO) will find this course valuable.
Included in this course are a combination of instructor briefings, video presentations, group discussions, and practical exercises. Course content includes instruction on addressing the personnel security program, to include the application of the national security adjudicative guidelines, and other aspects of the program; insider threats; planning and addressing physical security; information security; conducting briefings, including travel for the clearance holder, initial and termination briefings, and others; cybersecurity; and more. Upon completion, the Security Specialist will be more informed and prepared to execute their security responsibilities as dictated by national regulations. The course will prepare the attendee to be familiar with the duties of the modern Security Specialist.
Course Outline: Please click here to view course outline.
This comprehensive course is primarily designed for the individual who has been assigned security responsibilities and has little or no experience in the security field. A supervisor/manager responsible for the supervision of Security Specialists but who is not a seasoned security professional may also benefit. Additionally, a newly appointed contractor Facility Security Officer (FSO) will find this course valuable.
Included in this course are a combination of instructor briefings, video presentations, group discussions, and practical exercises. Course content includes instruction on addressing the personnel security program, to include the application of the national security adjudicative guidelines, and other aspects of the program; insider threats; planning and addressing physical security; information security; conducting briefings, including travel for the clearance holder, initial and termination briefings, and others; cybersecurity; and more. Upon completion, the Security Specialist will be more informed and prepared to execute their security responsibilities as dictated by national regulations. The course will prepare the attendee to be familiar with the duties of the modern Security Specialist.
Course Outline: Please click here to view course outline.
Learn the essential federal staffing functions and how staffing relates to other HR programs. Become knowledgeable about the merit system principles and the prohibited personnel practices; the basic requirements of eligibility and minimum qualifications; in-service placement actions, including merit promotion; and other components of a sound recruitment and placement program.
Who Should Attend?
Support staff involved in the preparation of SF52s or SF50s who need to understand the relationship between staffing and other HR programs.
Learning Outcomes:
Understand the federal Human Resources Management (HRM) model, recruitment and staffing function, and the process and steps in filling a vacancy
Research the Code of Federal Regulations (5 CFR) to properly determine legal and regulatory requirements for recruitment and staffing
Determine eligibility and minimum qualifications using OPM Qualification Requirements Standards
Apply merit promotion and in-service procedures
Apply a job analysis process for developing assessment tools
Course Outline:
Please click here to view course outline.
Learn the essential federal staffing functions and how staffing relates to other HR programs. Become knowledgeable about the merit system principles and the prohibited personnel practices; the basic requirements of eligibility and minimum qualifications; in-service placement actions, including merit promotion; and other components of a sound recruitment and placement program.
Who Should Attend?
Support staff involved in the preparation of SF52s or SF50s who need to understand the relationship between staffing and other HR programs.
Learning Outcomes:
Understand the federal Human Resources Management (HRM) model, recruitment and staffing function, and the process and steps in filling a vacancy
Research the Code of Federal Regulations (5 CFR) to properly determine legal and regulatory requirements for recruitment and staffing
Determine eligibility and minimum qualifications using OPM Qualification Requirements Standards
Apply merit promotion and in-service procedures
Apply a job analysis process for developing assessment tools
Course Outline:
Please click here to view course outline.
Learn about reduction in force through an overview of the procedures required by law and regulation and the records and data sources used in that process, the flexibilities and tools agencies can use to try to reduce the scope and impact of a RIF, and the resources available to agencies anticipating a RIF.
As a one-day overview of a very complex process, this course does not include skills development exercises. For a complete description of the RIF process, along with hands-on, practical exercises to develop skill, enroll in Planning and Conducting a Reduction in Force (STAF7015D).
Who Should Attend? Supervisors, managers, and HR leaders and officials who anticipate a need to restructure their workforce and wish to understand the impact of a potential Reduction in Force.
Learning Outcomes:
Review the major flexibilities and tools available to agencies to avoid or reduce the impact of a RIF.
Provide an overview of the RIF process, including the major factors in determining retention standing and how records and data sources are used in that process.
Describe resources available to agencies anticipating a RIF.
Learn about reduction in force through an overview of the procedures required by law and regulation and the records and data sources used in that process, the flexibilities and tools agencies can use to try to reduce the scope and impact of a RIF, and the resources available to agencies anticipating a RIF.
As a one-day overview of a very complex process, this course does not include skills development exercises. For a complete description of the RIF process, along with hands-on, practical exercises to develop skill, enroll in Planning and Conducting a Reduction in Force (STAF7015D).
Who Should Attend? Supervisors, managers, and HR leaders and officials who anticipate a need to restructure their workforce and wish to understand the impact of a potential Reduction in Force.
Learning Outcomes:
Review the major flexibilities and tools available to agencies to avoid or reduce the impact of a RIF.
Provide an overview of the RIF process, including the major factors in determining retention standing and how records and data sources are used in that process.
Describe resources available to agencies anticipating a RIF.
Learn about reduction in force through an overview of the procedures required by law and regulation and the records and data sources used in that process, the flexibilities and tools agencies can use to try to reduce the scope and impact of a RIF, and the resources available to agencies anticipating a RIF.
As a one-day overview of a very complex process, this course does not include skills development exercises. For a complete description of the RIF process, along with hands-on, practical exercises to develop skill, enroll in Planning and Conducting a Reduction in Force (STAF7015D).
Who Should Attend? Supervisors, managers, and HR leaders and officials who anticipate a need to restructure their workforce and wish to understand the impact of a potential Reduction in Force.
Learning Outcomes:
Review the major flexibilities and tools available to agencies to avoid or reduce the impact of a RIF.
Provide an overview of the RIF process, including the major factors in determining retention standing and how records and data sources are used in that process.
Describe resources available to agencies anticipating a RIF.
Learn about reduction in force through an overview of the procedures required by law and regulation and the records and data sources used in that process, the flexibilities and tools agencies can use to try to reduce the scope and impact of a RIF, and the resources available to agencies anticipating a RIF.
As a one-day overview of a very complex process, this course does not include skills development exercises. For a complete description of the RIF process, along with hands-on, practical exercises to develop skill, enroll in Planning and Conducting a Reduction in Force (STAF7015D).
Who Should Attend? Supervisors, managers, and HR leaders and officials who anticipate a need to restructure their workforce and wish to understand the impact of a potential Reduction in Force.
Learning Outcomes:
Review the major flexibilities and tools available to agencies to avoid or reduce the impact of a RIF.
Provide an overview of the RIF process, including the major factors in determining retention standing and how records and data sources are used in that process.
Describe resources available to agencies anticipating a RIF.
Recruit and hire the right people with the right skills for your agency's needs. Gain the background and knowledge necessary to operate in the complex Federal staffing environment. Become knowledgeable about staffing rules, regulations, and principles; appointment authorities; recruitment methods and hiring procedures; qualifications; merit promotion; and in-service placement actions.
Who Should Attend? HR practitioners and others, such as supervisors, managers and EEO staff members, who need to use and apply current federal staffing procedures and regulations.
Learning Outcomes:
Describe the role of the HR practitioner in assisting agency managers today and in the future
Devise alternative solutions to recruiting challenges
Research and use all available resource and reference material, including legal and regulatory issuances
Assess minimum qualifications using the General Schedule Qualification Standards
Evaluate a candidate’s knowledge, skills, abilities, and competencies
Apply concepts of time-in-grade and time-after-competitive appointment restrictions
Apply merit promotion and other in-service procedures
Describe concepts used in downsizing
Inform applicants/employees about the civil service employment system
Course Outline: Please click here to view course outline.
Recruit and hire the right people with the right skills for your agency's needs. Gain the background and knowledge necessary to operate in the complex Federal staffing environment. Become knowledgeable about staffing rules, regulations, and principles; appointment authorities; recruitment methods and hiring procedures; qualifications; merit promotion; and in-service placement actions.
Who Should Attend? HR practitioners and others, such as supervisors, managers and EEO staff members, who need to use and apply current federal staffing procedures and regulations.
Learning Outcomes:
Describe the role of the HR practitioner in assisting agency managers today and in the future
Devise alternative solutions to recruiting challenges
Research and use all available resource and reference material, including legal and regulatory issuances
Assess minimum qualifications using the General Schedule Qualification Standards
Evaluate a candidate’s knowledge, skills, abilities, and competencies
Apply concepts of time-in-grade and time-after-competitive appointment restrictions
Apply merit promotion and other in-service procedures
Describe concepts used in downsizing
Inform applicants/employees about the civil service employment system
Course Outline: Please click here to view course outline.
Learn about the Guide to Processing Personnel Actions and how to use the Guide to document personnel actions. Understand how to prepare, process and approve Requests for Personnel Actions (SF-52) and Notifications of Personnel Actions (SF-50), the essential personnel records for Federal employees. Use the correct and appropriate forms, terminology, codes, remarks, processes and procedures that affect personnel actions.
Who Should Attend?
Federal HR practitioners or others who simply want to broaden their understanding of HR actions processing.
Learning Outcomes:
Use The Guide to Processing Personnel Actions and related references to complete the SF 52 and SF 50, including selection of the correct nature of action, legal authority, and remarks
Make determinations on computing service computation dates, determining retirement coverage veterans’ preference, and waiting periods for within-grade increases, probationary periods, and career tenure
Course Outline:
Please click here to view course outline.
Learn about the Guide to Processing Personnel Actions and how to use the Guide to document personnel actions. Understand how to prepare, process and approve Requests for Personnel Actions (SF-52) and Notifications of Personnel Actions (SF-50), the essential personnel records for Federal employees. Use the correct and appropriate forms, terminology, codes, remarks, processes and procedures that affect personnel actions.
Who Should Attend?
Federal HR practitioners or others who simply want to broaden their understanding of HR actions processing.
Learning Outcomes:
Use The Guide to Processing Personnel Actions and related references to complete the SF 52 and SF 50, including selection of the correct nature of action, legal authority, and remarks
Make determinations on computing service computation dates, determining retirement coverage veterans’ preference, and waiting periods for within-grade increases, probationary periods, and career tenure
Course Outline:
Please click here to view course outline.
Learn about the Guide to Processing Personnel Actions and how to use the Guide to document personnel actions. Understand how to prepare, process and approve Requests for Personnel Actions (SF-52) and Notifications of Personnel Actions (SF-50), the essential personnel records for Federal employees. Use the correct and appropriate forms, terminology, codes, remarks, processes and procedures that affect personnel actions.
This course is part of the Human Resources Management Certificate Program, which can be completed entirely online.
Students have 8 working days to complete all the assignments for this course—the 3 days before the virtual sessions, 2 days of live virtual instruction, and then 3 working days to catch up on anything not completed during the first week. A full 24 hours of coursework is required to complete the independent foundational content in Units 1 through 3.
Students who do not complete Units 1-3 assignments before the virtual sessions will not get full advantage of the content presented in those sessions. No remedial content will be taught in the virtual sessions. All assignments must be submitted by the date indicated in the Important Dates section of the course home page as the last day of access to the course. No extensions will be granted for this course.
Who Should Attend?
Federal HR practitioners or others who simply want to broaden their understanding of HR actions processing.
Learning Outcomes:
Use The Guide to Processing Personnel Actions and related references to complete SFs 52 and SF 50, including selection of the correct nature of action, legal authority, and remarks
Make determinations on veterans’ preference, tenure, determining retirement coverage, computing service computation dates, probationary periods, and within-grade increases
Course Outline: Please click here to view course outline.
Learn about the Guide to Processing Personnel Actions and how to use the Guide to document personnel actions. Understand how to prepare, process and approve Requests for Personnel Actions (SF-52) and Notifications of Personnel Actions (SF-50), the essential personnel records for Federal employees. Use the correct and appropriate forms, terminology, codes, remarks, processes and procedures that affect personnel actions.
This course is part of the Human Resources Management Certificate Program, which can be completed entirely online.
Students have 8 working days to complete all the assignments for this course—the 3 days before the virtual sessions, 2 days of live virtual instruction, and then 3 working days to catch up on anything not completed during the first week. A full 24 hours of coursework is required to complete the independent foundational content in Units 1 through 3.
Students who do not complete Units 1-3 assignments before the virtual sessions will not get full advantage of the content presented in those sessions. No remedial content will be taught in the virtual sessions. All assignments must be submitted by the date indicated in the Important Dates section of the course home page as the last day of access to the course. No extensions will be granted for this course.
Who Should Attend?
Federal HR practitioners or others who simply want to broaden their understanding of HR actions processing.
Learning Outcomes:
Use The Guide to Processing Personnel Actions and related references to complete SFs 52 and SF 50, including selection of the correct nature of action, legal authority, and remarks
Make determinations on veterans’ preference, tenure, determining retirement coverage, computing service computation dates, probationary periods, and within-grade increases
Course Outline: Please click here to view course outline.
Evaluate applicants for federal jobs by applying eligibility and qualifications requirements found in OPM's Qualifications Standards, including basic eligibility, minimum qualification requirements, specialized experience requirements, positive education requirements, and the substitution of education for experience.
Who Should Attend? HR practitioners and others who are involved in the federal recruitment, staffing and/or placement processes.
Learning Outcomes:
Describe the staffing process and the role of qualifications analysis within it
Understand the purpose of the qualifications process and its historical evolution
Assess both general and specialized experience
Evaluate experience and education using the General Policies
Combine experience and education through proper analytic procedures to determine minimum qualifications
Understand the purpose and requirements for selective placement factors and quality ranking factors
Explain in-service placement provisions as they are similar to and differ from outplacement provisions
Apply legal and regulatory requirements in making eligibility determinations
Assess the minimum qualifications and the eligibility of a job applicant
Course Outline: Please click here to view course outline.
Evaluate applicants for federal jobs by applying eligibility and qualifications requirements found in OPM's Qualifications Standards, including basic eligibility, minimum qualification requirements, specialized experience requirements, positive education requirements, and the substitution of education for experience.
Evaluate applicants for federal jobs by applying eligibility and qualifications requirements found in OPM's Qualifications Standards, including basic eligibility, minimum qualification requirements, specialized experience requirements, positive education requirements, and the substitution of education for experience.
Who Should Attend? HR practitioners and others who are involved in the federal recruitment, staffing and/or placement processes.
Learning Outcomes:
Describe the staffing process and the role of qualifications analysis within it
Understand the purpose of the qualifications process and its historical evolution
Assess both general and specialized experience
Evaluate experience and education using the General Policies
Combine experience and education through proper analytic procedures to determine minimum qualifications
Understand the purpose and requirements for selective placement factors and quality ranking factors
Explain in-service placement provisions as they are similar to and different from outplacement provisions
Apply legal and regulatory requirements in making eligibility determinations
Assess the minimum qualifications and the eligibility of a job applicant
Course Outline: Please click here to view course outline.
Evaluate applicants for federal jobs by applying eligibility and qualifications requirements found in OPM's Qualifications Standards, including basic eligibility, minimum qualification requirements, specialized experience requirements, positive education requirements, and the substitution of education for experience.
Learn about the federal hiring process; current staffing law, regulations, rules, and procedures that must be used to ensure that federal hiring is fair and based on merit; and how to select and retain the best-qualified candidates for your agency's jobs.
Content is enriched with video andother multimedia
Blogs and discussion designed specifically for students
Limited instructor assistance
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely online.
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Who Should Attend? Federal HR practitioners; administrative, EEO, or employee relations staff; and anyone working within the federal system who needs knowledge of federal hiring requirements. The course assignments require access to information about how the student’s Human Resources organization operates and its guiding regulations and policies.
Learning Outcomes:
Understand the basis for the federal merit system
Describe staffing processes in the federal government
Assess minimum qualifications using OPM's Qualifications Standards
Apply requirements for certifying best-qualified candidates in competitive and noncompetitive processes
Learn how to assist managers and supervisors in recruiting and retaining top talent
Ensure interviews are a positive extension of the staffing process
Apply the procedures that must be followed for a legal selection
Identify pay-setting options for recruitment and salary negotiation
Course Outline: Please click here to view course outline.
Learn about the federal hiring process; current staffing law, regulations, rules, and procedures that must be used to ensure that federal hiring is fair and based on merit; and how to select and retain the best-qualified candidates for your agency's jobs.
Content is enriched with video andother multimedia
Blogs and discussion designed specifically for students
Limited instructor assistance
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely online.
Enroll anytime. All materials supplied. Independent study; take up to six months to complete.
Who Should Attend? Federal HR practitioners; administrative, EEO, or employee relations staff; and anyone working within the federal system who needs knowledge of federal hiring requirements. The course assignments require access to information about how the student’s Human Resources organization operates and its guiding regulations and policies.
Learning Outcomes:
Understand the basis for the federal merit system
Describe staffing processes in the federal government
Assess minimum qualifications using OPM's Qualifications Standards
Apply requirements for certifying best-qualified candidates in competitive and noncompetitive processes
Learn how to assist managers and supervisors in recruiting and retaining top talent
Ensure interviews are a positive extension of the staffing process
Apply the procedures that must be followed for a legal selection
Identify pay-setting options for recruitment and salary negotiation
Course Outline: Please click here to view course outline.
Learn how to select and retain the best-qualified candidates for your agency's jobs. Learn about the federal staffing process and procedures that must be followed when hiring employees. This course provides federal HR practitioners with the background and knowledge necessary to operate in the complex environment of the federal staffing process.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely through distance education.
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend?
Federal HR practitioners; administrative, EEO, or employee relations staff; and anyone who needs knowledge of federal hiring requirements.
Learning Outcomes:
Understand the basis for federal merit staffing
Describe federal staffing processes
Assess minimum qualifications using OPM's Qualifications Standards for GS Positions
Apply requirements for certifying best-qualified candidates for competitive and noncompetitive selection
Learn how HR practitioners assist managers and supervisors in recruiting and retaining top talent
Ensure that interviews are a positive extension of the staffing process
Apply the procedures that must be followed if a selection is to be legal
Identify pay-setting options for hiring successful employees
Course Outline: Please click here to view course outline.
Learn how to select and retain the best-qualified candidates for your agency's jobs. Learn about the federal staffing process and procedures that must be followed when hiring employees. This course provides federal HR practitioners with the background and knowledge necessary to operate in the complex environment of the federal staffing process.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
This course is part of the Human Resources Management Certificate Program, Level I, which can be completed entirely through distance education.
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Who Should Attend?
Federal HR practitioners; administrative, EEO, or employee relations staff; and anyone who needs knowledge of federal hiring requirements.
Learning Outcomes:
Understand the basis for federal merit staffing
Describe federal staffing processes
Assess minimum qualifications using OPM's Qualifications Standards for GS Positions
Apply requirements for certifying best-qualified candidates for competitive and noncompetitive selection
Learn how HR practitioners assist managers and supervisors in recruiting and retaining top talent
Ensure that interviews are a positive extension of the staffing process
Apply the procedures that must be followed if a selection is to be legal
Identify pay-setting options for hiring successful employees
Course Outline: Please click here to view course outline.
Learn to use the job element method to examine applicants for trades and labor occupations. Identify the job elements necessary for success on the job, and develop a plan to measure the qualifications of applicants, and rate the applicants.
Learning Outcomes:
Understand the principles of job element examining for Federal Wage System jobs (trades and labor occupations)
Identify and use applicable job element examining references and tools
Identify the job elements necessary for applicants to be successful on the job
Match what applicants can do against what the work entails
Apply job element examining practices in open competitive and merit staffing actions
Adapt job element examining practices to your agency’s mission and related HR management programs
Use practical methods for rating applicants
Develop a plan to measure the qualifications of the applicants
Course Outline: Please click here to view course outline.
Learn to use the job element method to examine applicants for trades and labor occupations. Identify the job elements necessary for success on the job, and develop a plan to measure the qualifications of applicants, and rate the applicants.
Learning Outcomes:
Understand the principles of job element examining for Federal Wage System jobs (trades and labor occupations)
Identify and use applicable job element examining references and tools
Identify the job elements necessary for applicants to be successful on the job
Match what applicants can do against what the work entails
Apply job element examining practices in open competitive and merit staffing actions
Adapt job element examining practices to your agency’s mission and related HR management programs
Use practical methods for rating applicants
Develop a plan to measure the qualifications of the applicants
Course Outline: Please click here to view course outline.
Determine creditable service and correctly compute all four types of service computation dates (SCDs): leave, retirement, reduction-in-force (RIF), and Thrift Savings Plan (TSP). Recognize when and how to change an employee's SCD.
Sessions will be taught virtually with live instructor-led interaction, individual and group exercises emphasis on peer learning.
This course is offered in a one-day format.
NOTE: Students should take one of the following courses or have equivalent experience before enrolling in this course: Federal Staffing and Placement (STAF7009), Basic Staffing and Placement (STAF7100A), Federal Staffing (STAF7102A), OR Processing Federal Personnel Actions (STAF7010).
Learning Outcomes:
Learn what Service Computation Dates (SCD) are
Determine appropriate service is creditable and how it is credited for civil service employment.
Determine if Uniformed service is creditable
Learn how to verify service
Learn when to compute the SCD or make changes to SCD
Course Outline: Please click here to view course outline.
Determine creditable service and correctly compute all four types of service computation dates (SCDs): leave, retirement, reduction-in-force (RIF), and Thrift Savings Plan (TSP). Recognize when and how to change an employee's SCD.
Sessions will be taught virtually with live instructor-led interaction, individual and group exercises emphasis on peer learning.
This course is offered in a one-day format.
NOTE: Students should take one of the following courses or have equivalent experience before enrolling in this course: Federal Staffing and Placement (STAF7009), Basic Staffing and Placement (STAF7100A), Federal Staffing (STAF7102A), OR Processing Federal Personnel Actions (STAF7010).
Learning Outcomes:
Learn what Service Computation Dates (SCD) are
Determine appropriate service is creditable and how it is credited for civil service employment.
Determine if Uniformed service is creditable
Learn how to verify service
Learn when to compute the SCD or make changes to SCD
Course Outline: Please click here to view course outline.
Learn how to develop effective applicant assessment tools that both satisfy the minimum regulatory guidelines for job-related selection practices and result in better quality candidates on selection certificates. These methods they can be easily implemented within an agency using typical agency resources and staff.
Who Should Attend? HR practitioners as well as supervisors and managers involved in the recruitment and placement process or otherwise assess job candidates.
Learning Outcomes:
Develop more effective assessment tools that can result in better quality candidates on selection certificates
Define the terms knowledge, skill, ability, and competency, and explain the difference between them
Conduct a simple but effective job analysis that satisfies the minimum regulatory requirements specified in Office of Personnel Management (OPM) regulations and in the Uniform Guidelines on Employee Selection Procedures (UGESP) of 1978
Recognize potential problems in existing assessment tools that could lead to illegal or unsupportable actions, or to less qualified candidates being selected
Create simple and useful documentation that supports and justifies rating criteria used to evaluate applicants in the event your action is challenged
Understand the differences between the various applicant assessment devices
Learn how to develop effective applicant assessment tools that both satisfy the minimum regulatory guidelines for job-related selection practices and result in better quality candidates on selection certificates. These methods they can be easily implemented within an agency using typical agency resources and staff.
Who Should Attend? HR practitioners as well as supervisors and managers involved in the recruitment and placement process or otherwise assess job candidates.
Learning Outcomes:
Develop more effective assessment tools that can result in better quality candidates on selection certificates
Define the terms knowledge, skill, ability, and competency, and explain the difference between them
Conduct a simple but effective job analysis that satisfies the minimum regulatory requirements specified in Office of Personnel Management (OPM) regulations and in the Uniform Guidelines on Employee Selection Procedures (UGESP) of 1978
Recognize potential problems in existing assessment tools that could lead to illegal or unsupportable actions, or to less qualified candidates being selected
Create simple and useful documentation that supports and justifies rating criteria used to evaluate applicants in the event your action is challenged
Understand the differences between the various applicant assessment devices
Learn how to develop effective applicant assessment tools that both satisfy the minimum regulatory guidelines for job-related selection practices and result in better quality candidates on selection certificates. These methods they can be easily implemented within an agency using typical agency resources and staff.
Who Should Attend? HR practitioners as well as supervisors and managers involved in the recruitment and placement process or otherwise assess job candidates.
Learning Outcomes:
Develop more effective assessment tools that can result in better quality candidates on selection certificates
Define the terms knowledge, skill, ability, and competency, and explain the difference between them
Conduct a simple but effective job analysis that satisfies the minimum regulatory requirements specified in Office of Personnel Management (OPM) regulations and in the Uniform Guidelines on Employee Selection Procedures (UGESP) of 1978
Recognize potential problems in existing assessment tools that could lead to illegal or unsupportable actions, or to less qualified candidates being selected
Create simple and useful documentation that supports and justifies rating criteria used to evaluate applicants in the event your action is challenged
Understand the differences between the various applicant assessment devices
Learn how to develop effective applicant assessment tools that both satisfy the minimum regulatory guidelines for job-related selection practices and result in better quality candidates on selection certificates. These methods they can be easily implemented within an agency using typical agency resources and staff.
Who Should Attend? HR practitioners as well as supervisors and managers involved in the recruitment and placement process or otherwise assess job candidates.
Learning Outcomes:
Develop more effective assessment tools that can result in better quality candidates on selection certificates
Define the terms knowledge, skill, ability, and competency, and explain the difference between them
Conduct a simple but effective job analysis that satisfies the minimum regulatory requirements specified in Office of Personnel Management (OPM) regulations and in the Uniform Guidelines on Employee Selection Procedures (UGESP) of 1978
Recognize potential problems in existing assessment tools that could lead to illegal or unsupportable actions, or to less qualified candidates being selected
Create simple and useful documentation that supports and justifies rating criteria used to evaluate applicants in the event your action is challenged
Understand the differences between the various applicant assessment devices
Ensure your agency fully complies with all current and applicable veterans' preference laws, rules, and regulations. Understand who meets the definition of veteran; who is entitled to preference in employment in the competitive and excepted services; and the circumstances under which veterans' preference applies, including competitive appointments, noncompetitive appointments, and merit promotion.
Who Should Attend? Anyone who adjudicates veterans' preference claims or performs delegated examining work.
NOTE: Students should take one of the following courses or have equivalent experience before enrolling in this course: Federal Staffing and Placement (STAF7009), Basic Staffing and Placement (STAF7100A), Federal Staffing (STAF7102A), Processing Federal Personnel Actions (STAF7010), OR Basic Processing Personnel Actions (PROC7003A)
Learning Outcomes:
Know the circumstances when veterans' preference applies
Identify the types of veterans' preference, including veteran, spouse, widow/widower, and mother
Correctly adjudicate veterans' preference claims
Apply veterans' preference to competitive and excepted service appointments
Apply special appointing authorities for veterans in the following: Veterans' Recruitment Appointments (VRA); 30 Percent or More Disabled Veterans; Disabled veterans enrolled in a VA training program; and Veterans Employment Opportunity Act of 1998
Course Outline: Please click here to view course outline.
Ensure your agency fully complies with all current and applicable veterans' preference laws, rules, and regulations. Understand who meets the definition of veteran; who is entitled to preference in employment in the competitive and excepted services; and the circumstances under which veterans' preference applies, including competitive appointments, noncompetitive appointments, and merit promotion.
Who Should Attend? Anyone who adjudicates veterans' preference claims or performs delegated examining work.
NOTE: Students should take one of the following courses or have equivalent experience before enrolling in this course: Federal Staffing and Placement (STAF7009), Basic Staffing and Placement (STAF7100A), Federal Staffing (STAF7102A), Processing Federal Personnel Actions (STAF7010), OR Basic Processing Personnel Actions (PROC7003A)
Learning Outcomes:
Know the circumstances when veterans' preference applies
Identify the types of veterans' preference, including veteran, spouse, widow/widower, and mother
Correctly adjudicate veterans' preference claims
Apply veterans' preference to competitive and excepted service appointments
Apply special appointing authorities for veterans in the following: Veterans' Recruitment Appointments (VRA); 30 Percent or More Disabled Veterans; Disabled veterans enrolled in a VA training program; and Veterans Employment Opportunity Act of 1998
Course Outline: Please click here to view course outline.
Gain the knowledge you need to design and administer structured interviews. Focus your interviews on the job competencies that are most critical to the position. Gain skill in developing behavior-based questions that tap the applicant’s experience and indicate how the applicant is likely to handle similar assignments. Develop structured interview questions and rating scales.
This course was previously titled Interviewing Techniques.
Who Should Attend? HR practitioners, supervisors, managers, recruiters, and others who interview job applicants.
Learning Outcomes
Identify the major purposes of the employment interview
Identify the key aspects of preparing for an employment interview
Develop behavior-based interview questions
Develop an interview scoring mechanism
Assess candidates against a rating scale
Conduct effective, behavior-based interviews
Course Outline:
Please click here to view the course outline.
Gain the knowledge you need to design and administer structured interviews. Focus your interviews on the job competencies that are most critical to the position. Gain skill in developing behavior-based questions that tap the applicant’s experience and indicate how the applicant is likely to handle similar assignments. Develop structured interview questions and rating scales.
This course was previously titled Interviewing Techniques.
Who Should Attend? HR practitioners, supervisors, managers, recruiters, and others who interview job applicants.
Learning Outcomes
Identify the major purposes of the employment interview
Identify the key aspects of preparing for an employment interview
Develop behavior-based interview questions
Develop an interview scoring mechanism
Assess candidates against a rating scale
Conduct effective, behavior-based interviews
Course Outline:
Please click here to view the course outline.
Learn what HR data analysis is and how it will help you as an HR practitioner help your agency accomplish its mission and goals. Learn what data to collect and how to assess and analyze that data to gain meaningful insights that clarify decision points and make evidence-based decisions that support business and mission strategies. Gain skill in clearly and effectively presenting data to agency decision makers so that they can both understand and use your analysis. Focus on leveraging data to improve your agency’s hiring practices, diversity, attrition rate, succession planning, and accountability for mission accomplishment.
Who Should Attend? HR practitioners as well as administrative staff who need an understanding of how data does and should drive HR decision-making.
Learning Outcomes:
Describe the data HR practitioners need to clarify decision points and identify where to collect the data
Assess and analyze data to make HR decisions that support business and mission strategies
Leverage data to improve agency HR practices for mission accomplishment
Present data-driven recommendations and decisions to management and other invested parties
Course Outline: Please click here to view course outline.
Formerly titled: Using HR Analytics.
Learn what HR data analysis is and how it will help you as an HR practitioner help your agency accomplish its mission and goals. Learn what data to collect and how to assess and analyze that data to gain meaningful insights that clarify decision points and make evidence-based decisions that support business and mission strategies. Gain skill in clearly and effectively presenting data to agency decision makers so that they can both understand and use your analysis. Focus on leveraging data to improve your agency’s hiring practices, diversity, attrition rate, succession planning, and accountability for mission accomplishment.
Learn how to perform suitability screening and adjudication for Federal employment. Understand the statutory and regulatory requirements of Title 5 CFR, Part 731, and the criteria used to make suitability determinations. Apply the Office of Personnel Management's (OPM) methodology for designating position risk and model for making suitability determinations.
COURSE ADMISSION REQUIREMENTS (No Exceptions) To be admitted into this class, you must present:
a valid federal ID verifying you are a federal employee,; AND
a copy of OPM's Suitability Processing Handbook (dated September 2008).
* * * You must obtain the Suitability Processing Handbook from your agency's Security Officer. Graduate School USA cannot provide the Handbook. If you have any questions, please email customerrelations@graduateschool.edu prior to registration.
Who Should Attend? Adjudicators who are authorized by their agencies to handle suitability case processing and adjudication as delegated by OPM under Title 5 CFR, Part 731.
Learning Outcomes:
Designate the risk levels of positions within your agency
Review character and conduct against suitability standards from 5 CFR 731
Know what cases to refer to for suitability review and adjudication
Use guidelines to adjudicate basic suitability determinations
Know when to refer a case to the Office of Personnel Management (OPM) for debarment consideration or take your own suitability action
Recognize merit fraud
Understand OPM adjudications, how to refer cases to OPM for reopen, understand case transmittal forms and investigative file maintenance
Know how to take action in suitability cases
Course Outline: Please click here to view course outline.
Learn how to perform suitability screening and adjudication for Federal employment. Understand the statutory and regulatory requirements of Title 5 CFR, Part 731, and the criteria used to make suitability determinations. Apply the Office of Personnel Management's (OPM) methodology for designating position risk and model for making suitability determinations.
COURSE ADMISSION REQUIREMENTS (No Exceptions) To be admitted into this class, you must present:
a valid federal ID verifying you are a federal employee,; AND
a copy of OPM's Suitability Processing Handbook (dated September 2008).
* * * You must obtain the Suitability Processing Handbook from your agency's Security Officer. Graduate School USA cannot provide the Handbook. If you have any questions, please email customerrelations@graduateschool.edu prior to registration.
Who Should Attend? Adjudicators who are authorized by their agencies to handle suitability case processing and adjudication as delegated by OPM under Title 5 CFR, Part 731.
Learning Outcomes:
Designate the risk levels of positions within your agency
Review character and conduct against suitability standards from 5 CFR 731
Know what cases to refer to for suitability review and adjudication
Use guidelines to adjudicate basic suitability determinations
Know when to refer a case to the Office of Personnel Management (OPM) for debarment consideration or take your own suitability action
Recognize merit fraud
Understand OPM adjudications, how to refer cases to OPM for reopen, understand case transmittal forms and investigative file maintenance
Know how to take action in suitability cases
Course Outline: Please click here to view course outline.
Gain a general overview of the skill set required for conducting interviews for personnel security purposes. Designed for government and private industry personnel whose duties require conducting interviews of persons being considered for a position of trust or for access to classified information, this course informs you of the process of conducting personnel security interviews and reporting the results of those interviews. The main emphasis is on conducting subject interviews both for screening purposes and to resolve a known or developed issue. Learn adjudicative criteria in terms of development of all information necessary to resolve an issue.
Course Outline: Please click here to view course outline.
Gain a general overview of the skill set required for conducting interviews for personnel security purposes. Designed for government and private industry personnel whose duties require conducting interviews of persons being considered for a position of trust or for access to classified information, this course informs you of the process of conducting personnel security interviews and reporting the results of those interviews. The main emphasis is on conducting subject interviews both for screening purposes and to resolve a known or developed issue. Learn adjudicative criteria in terms of development of all information necessary to resolve an issue.
Course Outline: Please click here to view course outline.
Learn to make solid personnel security determinations by applying the Federal Adjudication Guidelines mandated by Executive Order 12968. Understand the fundamentals of the personnel security program, including the history, laws, and regulations; personnel security investigations; the Adjudicative Guidelines; the disqualifying and the mitigating conditions of each guideline; and the process for making personnel security determinations.
Who Should Attend? Federal government and contractor personnel performing adjudicative functions.
Attendees must be U.S. citizens.
Learning Outcomes:
Explain and apply the Adjudicative Guidelines
Analyze, evaluate, and act on information in the investigative report
Follow the process for making a personnel security determination
Identify issues requiring further investigation or determination
Recognize the required procedures for unfavorable determinations
Know what due process is and when to initiate it
Adjudicate all investigative files objectively
Course Outline: Please click here to view course outline.
Learn to make solid personnel security determinations by applying the Federal Adjudication Guidelines mandated by Executive Order 12968. Understand the fundamentals of the personnel security program, including the history, laws, and regulations; personnel security investigations; the Adjudicative Guidelines; the disqualifying and the mitigating conditions of each guideline; and the process for making personnel security determinations.
Who Should Attend? Federal government and contractor personnel performing adjudicative functions.
Attendees must be U.S. citizens.
Learning Outcomes:
Explain and apply the Adjudicative Guidelines
Analyze, evaluate, and act on information in the investigative report
Follow the process for making a personnel security determination
Identify issues requiring further investigation or determination
Recognize the required procedures for unfavorable determinations
Know what due process is and when to initiate it
Adjudicate all investigative files objectively
Course Outline: Please click here to view course outline.
Learn the basic purpose, intent, procedures, and application of the Personnel Security and Personnel Suitability Adjudication Programs in reaching potential security and trustworthiness determinations.
Learn suitability determinations for federal government employment and contracting under 5 CFR 731, and for security clearance determinations under the Federal Adjudication Guidelines mandated by Executive Order 12968. Demonstrate your fundamental ability to research, analyze, weigh, decide, and acton given security and suitability information. Because this course is designed to impart the skills necessary to adjudicate in a security office, human resources office, or adjudication facility, it relies on practical exercises in class. These practical exercises assist you with your primary functions as adjudicator in identifying personnel security and suitability issues, and in making determinations with regard to the more frequent issues you encounter.
Who Should Attend? Federal government and contractor personnel serving as adjudicators or performing adjudicative-type functions at all grade levels.
Attendees must be U.S. citizens
Learning Outcomes:
Follow the process for making a personnel security or suitability determination
Understand policy guidelines and their application in classroom cases
Identify basic issues requiring further investigation or determination
Adjudicate cases for security clearance eligibility under Executive Order 12968 and the Adjudication Guidelines
Adjudicate cases for suitability for employment under 5 CFR 731
Understand the importance of due process and when to initiate it
Course Outline: Please click here to view course outline.
Learn the basic purpose, intent, procedures, and application of the Personnel Security and Personnel Suitability Adjudication Programs in reaching potential security and trustworthiness determinations.
Learn suitability determinations for federal government employment and contracting under 5 CFR 731, and for security clearance determinations under the Federal Adjudication Guidelines mandated by Executive Order 12968. Demonstrate your fundamental ability to research, analyze, weigh, decide, and acton given security and suitability information. Because this course is designed to impart the skills necessary to adjudicate in a security office, human resources office, or adjudication facility, it relies on practical exercises in class. These practical exercises assist you with your primary functions as adjudicator in identifying personnel security and suitability issues, and in making determinations with regard to the more frequent issues you encounter.
Who Should Attend? Federal government and contractor personnel serving as adjudicators or performing adjudicative-type functions at all grade levels.
Attendees must be U.S. citizens
Learning Outcomes:
Follow the process for making a personnel security or suitability determination
Understand policy guidelines and their application in classroom cases
Identify basic issues requiring further investigation or determination
Adjudicate cases for security clearance eligibility under Executive Order 12968 and the Adjudication Guidelines
Adjudicate cases for suitability for employment under 5 CFR 731
Understand the importance of due process and when to initiate it
Course Outline: Please click here to view course outline.
Learn the practices and procedures required to administer the Personnel Security Program from beginning to end, from properly filling out the initial Personnel Security forms to avoid rejections, to the final security clearance or trustworthiness decisions.
Who Should Attend? Government and industry personnel who are in the position of Facility Security Officers, Personnel Security Specialists, ISSM or ISSOs, Physical Security Specialists, COMSEC Custodians, and security generalists.
Attendees must be U.S. citizens or naturalized U.S. citizens.
Learning Outcomes:
Manage the Personnel Security Program
Follow the Adjudication Guidelines
Review and evaluate the contents of investigative request packages
Control investigative reports
Determine requirements for granting security clearances
Understand the Continuous Evaluation Program and know how to suspend access to sensitive information
Know how and when to grant temporary security clearances
Learn the due process procedures
Course Outline: Please click here to view course outline.
Learn the practices and procedures required to administer the Personnel Security Program from beginning to end, from properly filling out the initial Personnel Security forms to avoid rejections, to the final security clearance or trustworthiness decisions.
Who Should Attend? Government and industry personnel who are in the position of Facility Security Officers, Personnel Security Specialists, ISSM or ISSOs, Physical Security Specialists, COMSEC Custodians, and security generalists.
Attendees must be U.S. citizens or naturalized U.S. citizens.
Learning Outcomes:
Manage the Personnel Security Program
Follow the Adjudication Guidelines
Review and evaluate the contents of investigative request packages
Control investigative reports
Determine requirements for granting security clearances
Understand the Continuous Evaluation Program and know how to suspend access to sensitive information
Know how and when to grant temporary security clearances
Learn the due process procedures
Course Outline: Please click here to view course outline.
Ensure that your personnel actions fully comply with all current and applicable veterans' preference laws, rules, and regulations. Understand who meets the definition of veteran; who is entitled to veterans' preference in employment in the competitive civil service and in the excepted service; and the circumstances under which veterans' preference applies, including competitive appointments, noncompetitive appointments, and merit promotion under the Veterans Employment Opportunities Act.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
NOTE: Students should take one of the following courses or have equivalent experience before enrolling in this course: Federal Staffing and Placement (STAF7009), Basic Staffing and Placement (STAF7100A), Federal Staffing (STAF7102A),Processing Federal Personnel Actions (STAF7010), OR Basic Processing Personnel Actions (PROC7003A)
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Learning Outcomes:
Know when veterans' preference applies
Identify the types of veterans' preference, including veteran, spouse, widow/widower, and parent
Use veterans' preference in competitive and excepted service appointments
Apply special appointing authorities for veterans
Course Outline: Please click here to view course outline.
Ensure that your personnel actions fully comply with all current and applicable veterans' preference laws, rules, and regulations. Understand who meets the definition of veteran; who is entitled to veterans' preference in employment in the competitive civil service and in the excepted service; and the circumstances under which veterans' preference applies, including competitive appointments, noncompetitive appointments, and merit promotion under the Veterans Employment Opportunities Act.
Instructor assistance and feedback on assignments
Facilitated blogging and discussions
NOTE: Students should take one of the following courses or have equivalent experience before enrolling in this course: Federal Staffing and Placement (STAF7009), Basic Staffing and Placement (STAF7100A), Federal Staffing (STAF7102A),Processing Federal Personnel Actions (STAF7010), OR Basic Processing Personnel Actions (PROC7003A)
Enroll anytime in this online course. All materials supplied. Instructor-based study. Self-paced; take up to six months to complete.
Learning Outcomes:
Know when veterans' preference applies
Identify the types of veterans' preference, including veteran, spouse, widow/widower, and parent
Acquire the knowledge necessary to set and administer pay for General Schedule (GS) employees. Learn how to implement and apply the complex array of pay administration rules, including those related to new appointments; reinstatement and reassignments; transfers and conversions; promotions and changes to lower grade; pay changes; recruitment, relocation, and retention incentives; superior qualifications; grade and pay retention and severance pay; and movement between pay systems.
Fundamentals and Operations of Military and Civilian Pay, Proficiency Level 3, Hours 9
Payroll Concepts, Policies and Principles, Proficiency Level 3, Hours 9
Who Should Attend? Federal personnel who set pay, or give advice on setting pay.
Learning Outcomes:
Explain GS pay-setting policies and requirements
Apply pay-setting rules and requirements that encompass the federal pay-setting cycle
Set pay for a wide variety of personnel actions
Course Outline: Please click here to view course outline.
Formerly titled: Federal Pay Setting
Acquire the knowledge necessary to set and administer pay for General Schedule (GS) employees. Learn how to implement and apply the complex array of pay administration rules, including those related to new appointments; reinstatement and reassignments; transfers and conversions; promotions and changes to lower grade; pay changes; recruitment, relocation, and retention incentives; superior qualifications; grade and pay retention and severance pay; and movement between pay systems.
Understand the basics of FWS pay-setting policies and requirements. Learn to apply pay-setting rules and requirements to a variety of real-life situations seen during the FWS pay-setting cycle, including the application of new and revised wage schedules, new appointments, promotions, within-grade increases, and night differential.
Who Should Attend? Federal personnel who set pay or give advice on setting pay.
Learning Outcomes:
Understand basic FWS pay-setting policies and requirements
Apply pay-setting rules and requirements to a variety of real-life situations seen during the FWS pay-setting cycle
Set pay for new and revised wage schedules, new appointments, promotions, within-grade increases, and night differential
Course Outline: Please click here to view course outline.
Understand the basics of FWS pay-setting policies and requirements. Learn to apply pay-setting rules and requirements to a variety of real-life situations seen during the FWS pay-setting cycle, including the application of new and revised wage schedules, new appointments, promotions, within-grade increases, and night differential.
Who Should Attend? Federal personnel who set pay or give advice on setting pay.
Learning Outcomes:
Understand basic FWS pay-setting policies and requirements
Apply pay-setting rules and requirements to a variety of real-life situations seen during the FWS pay-setting cycle
Set pay for new and revised wage schedules, new appointments, promotions, within-grade increases, and night differential
Course Outline: Please click here to view course outline.
Update and refresh your suitability adjudication skills. Review the adjudication process, the specific factors and additional considerations covered by Office of Personnel Management (OPM) regulations, and OPM's "Issues Characterization Chart", so that you can make better decisions, avoid reversals on appeal, and safeguard the integrity, efficiency, and effectiveness of the Federal service.
COURSE ADMISSION REQUIREMENTS (No Exceptions) To be admitted into thisclass, you must present:
a valid federal ID verifying you are a federal employee, or pre-approval from OPM; AND
a copy of OPM's Suitability Processing Handbook (dated September 2008).
*** You must obtain the Suitability Processing Handbook from your agency's Security Officer. Graduate School USA cannot provide the Handbook. If you have any questions, please email customersupport@graduateschool.edu prior to registration.
Who Should Attend?
Adjudicators who are authorized by their agencies to handle suitability case processing and adjudication as delegated by OPM under Title 5 CFR, Part 731. Non-federal employees desiring to take this course must obtain OPM approval prior to registering. Contact customersupport@graduateschool.edu to initiate the pre-approval process.
Learning Outcomes:
Adhere to OPM processes
Adjudicate Suitability cases using appropriate criteria and sufficient evidence
Consider the impact of recent MSPB and U.S. Court of Appeals decisions on your suitability decisions
Course Outline: Please click here to view course outline.
Update and refresh your suitability adjudication skills. Review the adjudication process, the specific factors and additional considerations covered by Office of Personnel Management (OPM) regulations, and OPM's "Issues Characterization Chart", so that you can make better decisions, avoid reversals on appeal, and safeguard the integrity, efficiency, and effectiveness of the Federal service.
COURSE ADMISSION REQUIREMENTS (No Exceptions) To be admitted into thisclass, you must present:
a valid federal ID verifying you are a federal employee, or pre-approval from OPM; AND
a copy of OPM's Suitability Processing Handbook (dated September 2008).
*** You must obtain the Suitability Processing Handbook from your agency's Security Officer. Graduate School USA cannot provide the Handbook. If you have any questions, please email customersupport@graduateschool.edu prior to registration.
Who Should Attend?
Adjudicators who are authorized by their agencies to handle suitability case processing and adjudication as delegated by OPM under Title 5 CFR, Part 731. Non-federal employees desiring to take this course must obtain OPM approval prior to registering. Contact customersupport@graduateschool.edu to initiate the pre-approval process.
Learning Outcomes:
Adhere to OPM processes
Adjudicate Suitability cases using appropriate criteria and sufficient evidence
Consider the impact of recent MSPB and U.S. Court of Appeals decisions on your suitability decisions
Course Outline: Please click here to view course outline.
Learn the advanced skills required to make final adjudicative determinations for security and trustworthiness eligibility, and also how to administer due process procedures when necessary. Discuss cases and issues personnel security adjudicators will encounter during their careers. Review personnel security investigations containing significant derogatory information, which provide an in-depth study of adjudication policy guidelines and the basis for and application of due process procedures in unfavorable personnel security and trustworthiness determinations. Discuss how to valuate and resolve complex multiple and sensitive issue cases, including the actions and related requirements involved. Complete due process case exercises, including practice with writing Statements of Reasons (SOR), reviewing subject replies (rebuttals), and writing final Letters of Intent (LOI) to the subject. Review your results in class.
Who Should Attend? Adjudicators, investigators, pre-screeners in security office environments, both government and industry. Participants must have completed Personnel Security Adjudication (STAF8220A) and must be U.S. citizens.
Learning Outcomes:
Identify and adjudicate significant derogatory information in cases during initial, post-adjudicative, and reconsideration reviews
Prepare a Statement of Reasons (SOR), review replies to the SOR, and make final determinations
Learn when to request additional information, including any necessary medical evaluation
Course Outline: Please click here to view course outline.
Learn the advanced skills required to make final adjudicative determinations for security and trustworthiness eligibility, and also how to administer due process procedures when necessary. Discuss cases and issues personnel security adjudicators will encounter during their careers. Review personnel security investigations containing significant derogatory information, which provide an in-depth study of adjudication policy guidelines and the basis for and application of due process procedures in unfavorable personnel security and trustworthiness determinations. Discuss how to valuate and resolve complex multiple and sensitive issue cases, including the actions and related requirements involved. Complete due process case exercises, including practice with writing Statements of Reasons (SOR), reviewing subject replies (rebuttals), and writing final Letters of Intent (LOI) to the subject. Review your results in class.
Who Should Attend? Adjudicators, investigators, pre-screeners in security office environments, both government and industry. Participants must have completed Personnel Security Adjudication (STAF8220A) and must be U.S. citizens.
Learning Outcomes:
Identify and adjudicate significant derogatory information in cases during initial, post-adjudicative, and reconsideration reviews
Prepare a Statement of Reasons (SOR), review replies to the SOR, and make final determinations
Learn when to request additional information, including any necessary medical evaluation
Course Outline: Please click here to view course outline.
Acquire the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial, estate, and "life" planning.
Who Should Attend? Federal employees contributing to CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120D). * Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Acquire the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employee Retirement System (FERS). Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement. Learn about Medicare and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial, estate, and "life" planning.
Who Should Attend? Federal employees contributing to CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120D). * Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Identify your federal health and life insurance benefits after retirement, as well as your entitlement to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by the Windfall Elimination Provision
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Gain the information needed to advise new, current and separating employees about their benefits. Learn about the Federal Employees Health Benefit (FEHB) program, Federal Employees Group Life Insurance (FEGLI) program, Thrift Savings Plan (TSP), Civil Service Retirement System (CSRS), CSRS Offset, Federal Employees Retirement System (FERS), and Social Security. Make sure you can accurately and thoroughly analyze and respond to questions from employees about their federal employee benefits.
Who Should Attend?
HR practitioners who administer and apply federal employee benefits.
Learning Outcomes:
Determine retirement system coverage for new hires, rehires, transfers and converted employees
Explain the basics of the Social Security eligibility and survivor benefits
Explain the basics of the Thrift Savings Program and withdrawal options
Determine retirement eligibility dates, identify creditable service and calculate basic annuity amounts under CSRS and FERS
Determine and explain eligibility requirements, options and coverage for FEHB and FEGLI
Course Outline:
Please click here to view course outline.
Gain the information needed to advise new, current and separating employees about their benefits. Learn about the Federal Employees Health Benefit (FEHB) program, Federal Employees Group Life Insurance (FEGLI) program, Thrift Savings Plan (TSP), Civil Service Retirement System (CSRS), CSRS Offset, Federal Employees Retirement System (FERS), and Social Security. Make sure you can accurately and thoroughly analyze and respond to questions from employees about their federal employee benefits.
Acquire the information you need to make fully informed decisions about retirement. Learn how Civil Service Retirement System (CSRS) annuities are calculated and how your health and life insurance benefits carry over into retirement. Learn about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Gain an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Determine whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Acquire the information you need to make fully informed decisions about retirement. Learn how Civil Service Retirement System (CSRS) annuities are calculated and how your health and life insurance benefits carry over into retirement. Learn about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Gain an overview of financial and estate planning.
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your basic annuity will be computed and what benefits will be payable to your survivors
Determine whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS). Learn how your health and life insurance benefits carry over into retirement, and also about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial and estate planning.
Who Should Attend?
Federal law enforcement officers or firefighters covered by either CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120D). Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your annuity will be computed and what benefits will be payable to your survivors
Decide whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Obtain the information you need to make fully informed decisions about retirement. Gain valuable retirement planning information related to the Civil Service Retirement System (CSRS) and the Federal Employees Retirement System (FERS). Learn how your health and life insurance benefits carry over into retirement, and also about Social Security, Medicare, and Thrift Savings Plan (TSP) withdrawal options. Receive an overview of financial and estate planning.
Who Should Attend?
Federal law enforcement officers or firefighters covered by either CSRS or FERS who are within 10 years of retirement. Employees who do not anticipate retiring within the next 10 years should take Mid-Career Retirement Planning, FERS Participants Only (BENE8120D). Spouses are welcome to attend at no charge.
Learning Outcomes:
Determine when you are able to retire and explain the major steps involved in the retirement application process
Understand how your annuity will be computed and what benefits will be payable to your survivors
Decide whether you will be entitled to Social Security benefits, including Medicare, and how/whether your Social Security benefit will be affected by either the Windfall Elimination Provision or the Government Pension Offset
Identify your federal health and life insurance benefits after retirement
Identify TSP withdrawal options
Identify your retirement income needs and develop appropriate financial plans for your retirement
Course Outline: Please click here to view course outline.
Improve your retirement outlook by obtaining important information now. Prepare a retirement readiness index and a financial plan. Learn how to optimize the contributions to your tax-deferred Thrift Savings Plan (TSP) retirement savings and investment account, and also your Federal Employees Retirement System (FERS) defined benefit, contributory retirement account. Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement.
Course Outline: Please click here to view course outline.
Improve your retirement outlook by obtaining important information now. Prepare a retirement readiness index and a financial plan. Learn how to optimize the contributions to your tax-deferred Thrift Savings Plan (TSP) retirement savings and investment account, and also your Federal Employees Retirement System (FERS) defined benefit, contributory retirement account. Learn how Social Security benefits are calculated, and how your health and life insurance benefits carry over into retirement.
Course Outline: Please click here to view course outline.
Develop the knowledge and skills you need to handle claims for the Office of Workers Compensation Program (OWCP) and federal disability retirement. Understand the features of each program and help your agency process claims quickly and accurately, reduce worker compensation costs and bring injured employees back to work.
Who Should Attend? HR practitioners, as well as other support staff members who are involved in administering benefits for federal employees.
Learning Outcomes:
Understand benefits available under the Office of Workers Compensation Program (OWCP) and federal disability retirement
Answer questions regarding the OWCP
Explain and process the various claims forms for OWCP and disability retirement
Explain injury compensation rules and return-to-work plans to federal employees
Course Outline: Please click here to view course outline.
Develop the knowledge and skills you need to handle claims for the Office of Workers Compensation Program (OWCP) and federal disability retirement. Understand the features of each program and help your agency process claims quickly and accurately, reduce worker compensation costs and bring injured employees back to work.
Learn all you need to know to correctly inform and counsel Civil Service Retirement System (CSRS), CSRS Offset, and FERS employees about their federal retirement benefits and options. This comprehensive workshop provides valuable information about the rules, regulations, retirement application procedures and benefits of the retirement systems.
Who Should Attend? All HR employees, including specialists, assistants, clerks, and others who administer federal benefits will benefit by attending this course.
Learning Outcomes:
Identify CSRS, CSRS Offset, and FERS coverage and retirement eligibility requirements
Calculate creditable annuity and service estimates
Describe deposit service, redeposit service and post-56 military deposit service
Explain retirement spousal elections, survivor benefits and death benefits
Use the appropriate retirement forms and accurately process retirement applications
Explain retiree aspects of FEHB and FEGLI, including eligibility and options
Explain the special rules that impact Social Security benefits for CSRS retirees and surviving spouses (GPO and WEP)
Prepare complete and accurate retirement applications
Course Outline: Please click here to view course outline.
Learn all you need to know to correctly inform and counsel Civil Service Retirement System (CSRS), CSRS Offset, and FERS employees about their federal retirement benefits and options. This comprehensive workshop provides valuable information about the rules, regulations, retirement application procedures and benefits of the retirement systems.
Who Should Attend? All HR employees, including specialists, assistants, clerks, and others who administer federal benefits will benefit by attending this course.
Learning Outcomes:
Identify CSRS, CSRS Offset, and FERS coverage and retirement eligibility requirements
Calculate creditable annuity and service estimates
Describe deposit service, redeposit service and post-56 military deposit service
Explain retirement spousal elections, survivor benefits and death benefits
Use the appropriate retirement forms and accurately process retirement applications
Explain retiree aspects of FEHB and FEGLI, including eligibility and options
Explain the special rules that impact Social Security benefits for CSRS retirees and surviving spouses (GPO and WEP)
Prepare complete and accurate retirement applications
Course Outline: Please click here to view course outline.
Gain a comprehensive understanding of the role of training and development in the management of human resources. Explore the impact of legal requirements and both OPM and agency policy guidance. Learn to use a systematic approach to improve individual and organizational performance. Recognize the importance of a continuous learning environment in the development of a high-performing workforce.
Who Should Attend?
HR practitioners at all levels.
Learning Outcomes:
Understand the evolving role of the HRD professional in the changing HRD environment
Describe the learning organization
Identify the connection between learning and performance
Apply training needs assessment tools
Recognize optional training formats, such as Web-based instruction
Know the specific training regulations and policies related to training and development
Apply training policy to real organizational situations
Learn the key components of career management
Course Outline:
Please click here to view course outline.
Gain a comprehensive understanding of the role of training and development in the management of human resources. Explore the impact of legal requirements and both OPM and agency policy guidance. Learn to use a systematic approach to improve individual and organizational performance. Recognize the importance of a continuous learning environment in the development of a high-performing workforce.
Develop and improve your skills in selecting and applying position classification standards, writing position evaluation statements, and other classification-related areas such as FLSA and position management. This intensive ten-day course provides you with a foundation in General Schedule (GS) and Federal Wage System (FWS) classification. Focus on the legal bases, structure, and operation of the GS, FWS, and alternative classification systems.
Understand the legal basis, structure, and primary tools of the General Schedule system
Apply the procedures used to classify federal positions using the Factor Evaluation System
Prepare an evaluation statement using the Factor Evaluation System
Understand job family standards, guides, and the automated classification programs used by some federal agencies
Select and apply procedures used to classify federal positions in the Federal Wage System
Illustrate the rules applicable to classifying mixed grade/series and the interdisciplinary positions
Identify the preparation and interview procedures required for a position audit
Know how to apply the procedures used to classify federal leader, supervisory, and managerial positions
Course Outline:
Please click here to view course outline.
Develop and improve your skills in selecting and applying position classification standards, writing position evaluation statements, and other classification-related areas such as FLSA and position management. This intensive ten-day course provides you with a foundation in General Schedule (GS) and Federal Wage System (FWS) classification. Focus on the legal bases, structure, and operation of the GS, FWS, and alternative classification systems.
Equip yourself with the information, understanding, and ability to correctly apply the provisions of the FLSA. Learn the general principles of FLSA and the administrative procedures by which covered work time must be compensated; how hours of work and scheduling of work become important factors when considering overtime pay entitlements; how to treat time outside regular work hours spent traveling away from the official duty station; and the responsibilities of those who have to ensure that FLSA provisions are not violated.
Who Should Attend?
HR practitioners, administrative staff and payroll technicians who need an understanding of FLSA provisions to make informed decisions or advise employees or managers on FLSA matters.
Learning Outcomes:
Learn the history, coverage and regulations governing the FLSA
Describe agency, manager/supervisor and employee responsibilities under the FLSA
Make FLSA exempt/non-exempt determinations by applying exemption criteria to employees/positions
Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations
Identify situations in which travel is credited as hours of work and apply the appropriate guidelines, including compensatory time for travel
Learn the guidelines for filing an FLSA claim
Course Outline: Please click here to view course outline.
Equip yourself with the information, understanding, and ability to correctly apply the provisions of the FLSA. Learn the general principles of FLSA and the administrative procedures by which covered work time must be compensated; how hours of work and scheduling of work become important factors when considering overtime pay entitlements; how to treat time outside regular work hours spent traveling away from the official duty station; and the responsibilities of those who have to ensure that FLSA provisions are not violated.
Who Should Attend?
HR practitioners, administrative staff and payroll technicians who need an understanding of FLSA provisions to make informed decisions or advise employees or managers on FLSA matters.
Learning Outcomes:
Learn the history, coverage and regulations governing the FLSA
Describe agency, manager/supervisor and employee responsibilities under the FLSA
Make FLSA exempt/non-exempt determinations by applying exemption criteria to employees/positions
Determine hours of work that can be credited as overtime by applying FLSA guidelines to a variety of situations
Identify situations in which travel is credited as hours of work and apply the appropriate guidelines, including compensatory time for travel
Learn the guidelines for filing an FLSA claim
Course Outline: Please click here to view course outline.
Discover how to use position management tools, techniques, and methods to support a high-performing organization. Obtain a solid understanding of the role of position management in succession planning.
Learn to identify and correct the following problems: fragmentation, layering, unnecessary positions, narrow supervisor-to-employee ratio, job dilution, missing career ladders, workforce/PD inconsistencies and inaccurate position descriptions.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers and team leaders who are responsible for position management and increasing work unit efficiency.
Learning Outcomes:
Understand position management and its historical impact on federal agency programs
Recognize the impact of organizational mission on position design
Understand how organizational structures and common patterns of assigning duties affect position design
Recognize the symptoms associated with common position management problems and how to resolve them
Identify and apply the appropriate staffing and classification tools necessary to deal with position management issues
Learn the various agency roles and responsibilities in the position management process
Course Outline: Please click here to view course outline.
Discover how to use position management tools, techniques, and methods to support a high-performing organization. Obtain a solid understanding of the role of position management in succession planning.
Learn to identify and correct the following problems: fragmentation, layering, unnecessary positions, narrow supervisor-to-employee ratio, job dilution, missing career ladders, workforce/PD inconsistencies and inaccurate position descriptions.
Who Should Attend? HR practitioners, management and program analysts, supervisors, managers and team leaders who are responsible for position management and increasing work unit efficiency.
Learning Outcomes:
Understand position management and its historical impact on federal agency programs
Recognize the impact of organizational mission on position design
Understand how organizational structures and common patterns of assigning duties affect position design
Recognize the symptoms associated with common position management problems and how to resolve them
Identify and apply the appropriate staffing and classification tools necessary to deal with position management issues
Learn the various agency roles and responsibilities in the position management process
Course Outline: Please click here to view course outline.
As part of the classification process, federal HR practitioners apply the Fair Labor Standards Act (FLSA) exemption criteria to the positions they classify. Equip yourself with the information, understanding, and ability to correctly apply these provisions regarding the FLSA exemption status of federal positions/employees. Practice applying the exemption criteria to cases similar to those you will face on the job.
Who Should Attend?
HR practitioners and liaisons who need an understanding of the FLSA provisions to make decisions regarding the FLSA exemption status of federal positions/employees.
Learning Outcomes:
Discuss the history, coverage, and regulations governing the Fair Labor Standards Act (FLSA)
Explain FLSA exemption criteria and how they apply to federal positions
Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions
As part of the classification process, federal HR practitioners apply the Fair Labor Standards Act (FLSA) exemption criteria to the positions they classify. Equip yourself with the information, understanding, and ability to correctly apply these provisions regarding the FLSA exemption status of federal positions/employees. Practice applying the exemption criteria to cases similar to those you will face on the job.
Who Should Attend?
HR practitioners and liaisons who need an understanding of the FLSA provisions to make decisions regarding the FLSA exemption status of federal positions/employees.
Learning Outcomes:
Discuss the history, coverage, and regulations governing the Fair Labor Standards Act (FLSA)
Explain FLSA exemption criteria and how they apply to federal positions
Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions