What are the future plans for continued training and professional development for MSS employees as a permanent part of the system?
Two courses are required for MSS employees in FY02 - Project Management and Procurement I - and two courses are required in FY03 - Budget and Finance in the Public Sector I and Writing for the Professional I. In addition, the following elective courses will also be available in FY02 to MSS employees who need to have a more detailed, in-depth knowledge of the subject: Budget and Finance in the Public Sector II; Procurement II; Writing Effective Statements of Work; Writing Proposals, Reports, Technical Articles and Abstracts; and Writing for the Professional II. We expect to implement a continuing education requirement for all MSS employees beginning in FY04. This will likely consist of a required number of hours of training (credit and/or non-credit) every two years. The Center for Workforce Development (CWD) will also offer courses based on a needs assessment, as determined by Individual Development Plans.
The following MSS courses were required in FY00 and FY01and will be offered again in FY02:
Performance Management Program
Leadership Principles and Practices
Human Resource Systems I
Human Resource Systems II
A waiver of MSS training will be granted for participants and graduates of the Certified Public Manager (CPM) program for the following courses:
Leadership Principles and Practices
Procurement I
Budget and Finance in the Public Sector I
CWD will continue to offer a limited number of sessions of all previously required courses each year. Employees who missed one of these courses should review the CWD course schedule and submit a completed Training Authorization Form 1 to their training representative who will forward to CWD for processing.
Beginning in FY02, all agencies are required to submit a training and development plan. MSS employees should contact their agency training representative for a copy of the plan.
What are the plans to train non-MSS staff in comparable skills and knowledge so that they understand what MSS employees are attempting to do?
CWD currently offers management and leadership development programs for first-level and aspiring supervisors through the Leadership Integration and Empowerment Program (LIEP), and for managers at or above a grade 13 in the Certified Public Manager Program.
In FY02, CWD plans to offer a select number of courses for executive level employees.
When and how will new managers (new hires or newly promoted) have an opportunity to take the MSS training that they missed?
New MSS employees, whether newly hired or promoted, who were unable to attend their agency's scheduled training sessions must complete all previously required training courses within 24 months from their date of MSS appointment. Employees should contact their agency's training representative to find out about training requirements and schedules. In addition, the CWD course catalog and DCOP web site contain the schedule for all MSS courses.
What are the plans for cross-training and career development for all levels of employees?
There already are many different courses available for employee development through CWD. In FY01, over 8,000 participants attended courses offered by the Center for Workforce Development. Employees can choose from the fundamental skills courses, such as writing and math; technology courses, such as Microsoft Word and Access or advanced computer training; organizational skills courses such as analytical reasoning and time management; and three tiers of leadership training.
We encourage aspiring managers and supervisors to sign up for the first tier of management training courses, under the LIEP (Leadership Integration and Empowerment Program). And we encourage you, as managers, to help your employees identify and fulfill their training needs and also counsel them on career development. For those employees covered by the Performance Management Program, completing the Individual Development Plan provides an annual opportunity to set realistic career and skills development goals.
Will MSS employees have any input into new training classes?
We encourage you to send ideas for training classes to MSS@dc.gov.
The District should have a tuition reimbursement program. Is this a possibility in the near future?
The District's draft strategic plan includes employee training and development as a prominent goal. A tuition reimbursement program is one of several initiatives being considered as part of that goal.
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