Advise and Consult

“Talent is the multiplier. The more energy and attention you invest in it, the greater the yield.”

Talent Development supports DoD civilian employees to be their most productive through collaboration with the Components and key stakeholders to identify learning and organizational development opportunities that increase employee performance and engagement. We leverage regular outreach with the Component, Defense Agency, and Federal Training and Learning communities as well as other key stakeholders, to respond to inquiries, provide updates, and consultative and advisory services.

D-CLOC:

To ensure DoD Components and Defense Agencies receive advice, guidance, training, and innovative human resource development solutions, the Defense Chief Learning Officer Council (D-CLOC), comprised of component senior learning and training professionals, serves as our strategic steering group. The D-CLOC is chartered by the Department to review, recommend, and endorse strategic and tactical initiatives and priorities for enterprise learning, development, education, and training initiatives for the DoD civilian workforce. The D-CLOC meets the third Thursday of every month with the exception of December and August. The D-CLOC Charter

F-CLOC:

The DoD CLO participates on the (Federal) Interagency Chief Learning Officer Council (CLOC), a central body comprised of CLOs or their equivalents that meet periodically to influence policy, maximize the use of finite government resources, share best practices and create engaging learning opportunities for U.S. Government agencies and organizations.

Talent Development professionals conduct regular meetings and/or email outreach with the appropriate Component/Defense Agency program points of contact to provide updates, advise, solicit information and support, and respond to inquiries:

• Leader Development Programs
  
• Managerial & Supervisory Training Program
  
• Coaching and Mentoring Program
  
• Federal Employee Viewpoint Survey
  

Talent Development Information Papers and Reference Guides support our ability to provide advice and consultation on key portfolio initiatives:

DOD BROADENING CATALOG

Career broadening is the ‘purposeful expansion’ of an individual’s capabilities and understanding provided through planned opportunities internal and external to the Department of Defense (DoD) throughout their career. Career broadening happens through experiences and/or education in different organizational cultures and environments and allows individuals to develop skills that will assist them and benefit their agency as they move into increasingly senior roles.

The DoD Broadening Catalog provides information on training, education, and professional development opportunities offered by the DoD Talent Development Office and the Component and Defense Agencies. Email: The Broadening Team

DEFENSE SURVEY TOOLS AND RESEARCH TIDBITS (D-START)

Whether you are interested in reviewing survey reports, administering a survey to your organization, looking to take classes or make a career change or to move forward in your current career field – these tools will provide resources to help you on your path! The Defense Survey Tools and Research Tidbits (D-START) contains a variety of survey and research resources:

• Survey Resources
• Research and Evaluation Resources

FEDERAL EMPLOYEE VIEWPOINT SURVEY

The Federal Employee Viewpoint Survey (FEVS) is an annual survey administered by the U.S. Office of Personnel Management (OPM). It is a tool that measures Federal Government employees' perceptions of whether, and to what extent, conditions characterizing successful organizations are present in their agencies. This is an opportunity for employees to share their perceptions about their work experiences, organizations, and leaders. The ultimate goal of the survey is to provide Department of Defense with information to build on strengths and improve challenge areas.

• FEVS Reports and Resources
• 2016 Agency Management Report
• 2017 Agency Management Report
• 2018 Agency Management Report

WELCOME TO THE INDIVIDUAL ASSESSMENT AND CAREER TOOLBOX (I-ACT)!

• What direction do you want your career to take?
  
• Do you wonder if you have strengths, you don’t realize you have?
  
• Thinking about taking classes/training but just not sure, what interests you?
  

The Individual Assessment and Career Toolbox (I-ACT) provides individual/team assessment tools that are free. There may be additional reports for purchase if you so choose. These include tests on personality, strengths, occupational interest, and skill development as well as resources to improve your resume or individual development plan and focus your career progress.

ORGANIZATIONAL TRAINING AND DEVELOPMENT – TALENT DEVELOPMENT ADVISORY SERVICES

Organizational Training, Education, and Professional Development (TE&PD) needs are often broad performance requirements best addressed through a TE&PD intervention. These interventions frequently support maintaining a DoD enterprise-wide focus on occupations and an organization-specific focus on occupational competencies, solving problems, effecting changes, and meeting projected goals of the DoD organization.

Your organization may employ a small or large staff of training, education, or development professionals who serve as strategic advisors that manage and consult on training, education, and professional development programs essential for organizational productivity, individual proficiency, and personal career growth. These individuals are skilled in the design, advancement, and implementation of comprehensive strategies to establish a strong employee base. They help employees mature their competencies and skills for current and future work assignments through a variety of training, education, and professional development programs and strategies.

Each Component, Defense Agency, and Activity is required to establish, implement, and annually update Component-specific five-year TE&PD plans, with programs, budgets, and evaluations that support the use of the best TE&PD practices and techniques. The goal is to raise the level of civilian employee performance to meet present and anticipated requirements for administrative, technical, professional, supervisory, managerial, and executive competencies.

Please contact your local HRD Office or your training officer to obtain training, education, and professional development information unique to your organization or to meet your organization’s specific skill, competency, and proficiency needs.

For more information about organizational training and development, see link(s) below: Sample Training Form (SF-182 Form): https://www.opm.gov/forms/pdf_fill/sf182.pdf
Sample Training, Education and Professional Development (TE&PD) Plan: Link TBD

TRAINING NEEDS ASSESSMENT – ORGANIZATIONAL

The purpose of a training needs assessment is to identify performance requirements and the knowledge, skills, and abilities needed by an organization’s workforce to achieve the requirements. An effective training needs assessment will help direct resources to areas of greatest demand. The assessment should address resources needed to fulfill organizational mission, improve productivity, and provide quality products and services. A needs assessment is the process of identifying the "gap" between performance required and current performance. When a difference exists, it explores the causes and reasons for the gap and methods for closing or eliminating the gap. A complete needs assessment also considers the consequences for ignoring the gaps.

The results of the needs assessment allow the training manager to set the training objectives. Training objectives are determined when the training manager understands what needs to be done and what is not being done at present. Then, it is more likely an accurate identification of what training is needed and whom, if anyone needs training.

The best solution may not be training. It is possible to reduce or eliminate some performance gaps through other management solutions such as communicating expectations, providing a supportive work environment, and checking job fit. These interventions may help ensure training results in the sustained new behaviors needed to achieve new performance levels, for an individual, an occupation, or an entire organization.

Please contact your local HRD Office and/or training officer to obtain training, education, and professional development information unique to your organization or to meet your organization’s specific skill, competency, and proficiency needs.

For more information click: Organizational Training Needs Assessment