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