DCPAS Training

For more training information per Line of Business below, please click on the (+) sign to the right.


Training & Development are important in building knowledge, skills, and competencies for the workforce. The Planning & Accountability team provides Training for the Components, Functional Communities, and HR Specialists. We work collaboratively with the customers, develops course curriculum and conduct training workshops.

World Wide Human Resources Training Event (WWHRTE)

DoD originally established the Worldwide Human Resources Conference to allow DoD enterprise HR leaders the opportunity to gather annually and share and learn about best practices, plans, programs, and initiatives. DCPAS took a strategic pause from hosting the conference in 2011 and reestablished it in 2016 as a biennial training event, now referred to as the Worldwide Human Resources Training Event (WWHRTE) in Southbridge, MA.
The WWHRTE is a symposium-style training program delivered by subject matter experts across many traditional and emerging HR fields. Additionally, the event facilitates critical interpersonal networking, which promotes informal learning.

Workforce Data Training

Planning and Accountability staff created a "Workforce Analytics 101" training package containing the following classes:

  • Strategic Workforce Planning
  • Requirements (Force Structure Development / Manpower Process)
  • DoD Workforce Data
  • Demographics & Demographic Trend Analysis
  • Gains & Losses (Trends and Analysis)
  • Incentives (Trends and Analysis)
  • Forecasting
Exercise sets for Demographics, Gains & Losses, Incentives, and Forecasting provide attendees the opportunity to apply what they've learned in each class. A robust and comprehensive Capstone Exercise replicates the analysis processes used in actual Strategic Workforce Planning activities.

We developed this training package in response to our customers' first learning priority and we’ve delivered it to our Functional Community and Component customers and to Department of Army Career Program professionals. The training package is scalable. The Planning and Accountability staff will provide this training at your location or here at the Mark Center in Alexandria, VA on request.

The training materials are located on MilSuite: https://www.milsuite.mil/book/groups/cspr

Setting Basic Pay
The Setting Basic Pay course is designed to help with understanding the basis for Title 5 pay-setting rules for the General Schedule (GS) and Federal Wage System (FWS); teach how to interpret pay policies and regulations; and show how to set pay for various types of personnel actions. The course is designed for HR Specialists at all grade levels who set pay as part of their job and typically have at least six months of pay setting experience.

The course is comprised of 10 modules: Introduction, New Appointments, MPR/HPR, Reinstatement/Employment, Grade Retention, Pay Retention, Promotions, WIGI's, Change to Lower Grade, and Reassignments. The course length is 2 days. The modules include detailed examples of each rule or concept learned and includes a workshop after each module so participants can practice and apply the concepts.

DoD Recruiters Training Workshop
Recruitment and Assistance organizes and conducts Human Resource/Recruiter training for Department-wide recruiters and hiring managers once a year. The workshops provide up-to-date training and recruitment tools which enhance skills and enable new and “seasoned” recruiters to more effectively meet the needs of the ever-changing DoD workforce.
Recruitment and Assistance advisors provide Subject Matter Expert training as needed to formal and informal groups of DoD professionals.

PPP Training Course
The Civilian Transition Programs Office offers training to Human Resources representatives, particularly staffing and/or recruitment specialists and assistants who work with the PPP on a regular basis. The PPP Training courses are also appropriate for DoD Component and Regional Coordinators and their staffs. We may accommodate a limited number of other management and union officials on a space-available basis through special arrangements with the Civilian Transition Programs (CTP) Office. As a reminder, to administer all aspects of the PPP effectively Civilian Personnel/Human Resource Offices are required to maintain a sufficient number of trained staff members.

Basic PPP Training Course
This 3 ½ day class provides a comprehensive review of the policies and procedures governing the PPP. Each module includes a lecture and slide presentation as well as ample time for students to ask questions. Students will be able to apply the information imparted in the lectures through workshops that provide practical exercises in registration, requisitioning, etc.

Advanced PPP Training Course
On the second day of the Basic PPP Training Course, a concurrent class for specialists with significant PPP experience occurs. This advanced seminar consists of an in-depth discussion of current issues of interest and pertinent discussion topics provided by attendees. Experienced specialists also have the option of attending this 1-day seminar without participating in the basic course. Those who enroll in both classes will breakout from the basic session on the second day and rejoin the basic class on the third day. Students cannot attend the advanced class unless they have previously completed the basic course.
This class is taught stateside as well as overseas. The overseas class covers the policies and procedures governing the PPP with an emphasis on procedures that are unique to overseas areas.

PPP Training Course for Personnelists Who Service Positions Overseas
We conduct this special 2-day PPP Training Course for stateside personnelists who work with the PPP and have servicing responsibility for positions overseas. This course covers only those policies and procedures that are unique to overseas areas. Students who attend must have attended the PPP Basic Course and must have a good working knowledge of the PPP. Note: We do not teach basic policies and procedures in this class. The focus is on two primary aspects of the PPP, clearing overseas positions through the Automated Stopper and Referral System (ASARS); and registering displaced and nondisplaced overseas employees, and nondisplaced overseas family members.

DoD Benefits Training Program promotes proficiency within the HR Community and centers on the Employee Benefits Advisor (EBA) technical competency levels. These competencies and knowledge of HR concepts, principles, and practices relate to retirement, insurance, injury compensation, and other employee benefits programs. In the classroom setting, the participant receives realistic illustrations and course material developed to reinforce HR core and general competencies. The training program culminates with the DoD Employee Benefits Advisor Credentialing Program which helps develop the technical competency for the Department’s Employee Benefits Advisors. Through a series of comprehensive exams, the program promotes and cultivates knowledge of HR concepts, principles, and practices related to retirement, insurance, injury compensation, and other employee benefits programs, as prescribed in the Office of Personnel Management’s HRM Competency Model.

Basic Benefits Course
Designed for the HR Practitioner, the Basic Benefits Course develops core Federal Benefits competencies. This training introduces participants to the laws and regulations that govern Federal Benefits Programs. Course content will center on many of the provisions of Title 5 United States Code and Title 5 Code of Federal Regulations. Participants will gain knowledge of the eligibility requirements for all Federal benefits programs, the various retirement and insurance options, as well as special considerations such as certain types of creditable civilian and military service, annuity computation formulas, service computation dates, and the Thrift Saving Plan (TSP). Hands on activities will stimulate learning and reinforce core concepts. A simulated call center setting with scenarios that often occur in the daily operations environment will engage participants and facilitate discussion about insurance and retirement benefit issues. This course is limited to 25 participants per 4-day session. Pre-requisite: None

Intermediate Benefits Course
The Benefits Intermediate Course targets HR practitioners with at least one year of benefits experience. The course material strengthens interpersonal, team-building, counseling, and consultative skills. Course instruction examines the structure of Title 5 United States Code and Title 5 Code of Federal Regulations coupled with engaging, thought-provoking case studies, and exercises in Retirement Eligibility, Retirement Coverage Determinations, Annuity Computations, Disability Retirement, Survivor Benefits, and Retirement Counseling. We also cover topics within insurance and other benefits programs. The intermediate course will make a visible difference and have a positive impact on the practitioner’s core and general HR competencies! This course is limited to 25 participants per 4-day session.
Pre-requisite: Basic Benefits Course.

Advanced Benefits Workshop (ABW)
Are you ambitious, eager to sharpen your skills, a forward thinker? If so, this course is for you – an experienced HR practitioner! Participate in a CAPSTONE project that requires advanced readings and research from Title 5 Code of Federal Regulations to resolve a variety of multifaceted, complicated HR matters. Participants will have partners or work in to groups to ensure a lively exchange of ideas and HR perspectives. Workshop course material evaluates Title 5 of the United States Code and covers 4 modules: Special Retirement (including Nonappropriated Fund Retirement Portability), Reemployed Annuitants, USERRA, and Advanced Annuity Computations. If you are an HR practitioner who encounters complex issues, interprets, and applies Title 5 laws and regulations, the ABW will take your skills to the next level. This course is limited to 25 participants per 3 ½-day session.
Pre-requisites: Basic and Intermediate Benefits Course.

DoD HR Credentialing Program
The Credentialing Program is based upon OPMs HR competency model and is designed to promote a culture of learning, professional recognition and personal growth. The classroom instruction includes realistic and practical illustrations that integrate HR core and general competencies. The course instruction focuses on research, interpretation, and application of Federal laws, regulations, DoD policy, and procedures within the Employee Benefits functional area. The applicant for an HR Credential must be a current federal employee assigned to the 0203 or 0201 series, attend the Basic, Intermediate, and Advanced Benefits courses, score 85%, or better on the posttest and credentialing exams at each level.

Retirement Coverage Determination and Federal Erroneous Retirement Coverage Correction Act
The Retirement Coverage Determination and Federal Erroneous Retirement Coverage Correction Act (FERCCA) course will help HR practitioners gain a broader understanding of retirement coverage history, how to determine the correct coverage, and how to "fix" or correct erroneous retirement coverage determinations. Specific topics will include types of retirement coverage errors, the Conner vs. OPM decision, and counseling employees with coverage errors. Participants will research and apply reference materials to extensive case studies and exercises. This course is limited to 25 participants per 3-day session.

Basic Unemployment Compensation (UC) Course
The Basic Unemployment Compensation Course is a 2-day course providing fundamental instruction to Unemployment Compensation Program Specialists with varied experience levels on the policies, procedures, and systems utilized to process unemployment compensation claims. We will provide examples of standard replies to communications regarding claim determinations, problems, and issues. We will describe how to maintain a system of record, monitor automated processes and systems, and assist with audits to determine compliance with guidelines. The course also includes a best practices review on providing technical advice and assistance to customers and recommendations for enhancements or corrective actions. During the course, participants will:

  • research claim and billing information to ensure the information provided is accurate
  • review, and analyze Federal unemployment claims and supporting documents
  • describe required actions to initiate recoupment of funds due to overpayment

Injury Compensation Program Administrator (ICPA) Level I
This is a 3-day classroom course offered for entry-level ICPAs to develop the skills necessary to properly manage and administer an agency’s Injury Compensation Program. This training will provide in-depth information on the competencies needed to handle the day-to-day tasks related to an Agency Injury Compensation Program. The training will provide information on governing regulations for the program in addition to techniques for researching issues using the Federal Employees’ Compensation Act (FECA), implementing regulations contained in the Code of Federal Regulations as well as both DoD and Department of Labor (DOL) guidance and policy. The training also provides information on the benefits contained within the FECA; how to apply for those benefits; and how to counsel employees on their benefits and FECA filing. Additionally, topics such as Continuation of Pay, Performance of Duty, and Challenging Claims scenarios and class activities will allow participants to apply the concepts they have learned to real life scenarios.

Injury Compensation Program Administrator (ICPA) Level II
This is a 3-day classroom course offered for ICPAs that have successfully completed the ICPA Level I Course and have at least 2 years of experience in the Injury Compensation field. This training will build upon basic Injury Compensation concepts in order to provide the ICPA with a subject matter expert level of knowledge on the Federal Employees’ Compensation Act. Activities in the course will give participants an opportunity to apply concepts of dual benefits, data analysis, and complex case management to real world scenarios.

ICPA Certificate Program
Developed by the ICUC team, the ICPA (Injury Compensation Program Administrator) certificate program provides an objective measure and credentialing of the skills ICPAs acquire throughout their career. The certificate program is open to Department of Defense personnel assigned duties within the field of Federal Workers’ Compensation. The program is no cost to participants and provides access to on-line courses tailored to the ICPA. There is a testing component as well as experience requirements for the various levels of credentialing.

Defense Injury and Unemployment Compensation System (DIUCS) Training
The DIUCS system is the enterprise level application for managing Injury and Unemployment Compensation claims for the Department of Defense. This is an online training via the Defense Collaboration Service (DCS) or other approved online platform. The training will cover all basic functionality of DIUCS as well as advanced topics such as searches. The training lasts approximately 3 hours and, upon request, given to groups within the same organization. Online Training for Supervisors
Workers' Compensation Basics
Entering a CA-1 Online
Entering a CA-2 Online
ECOMP Users Guide for Supervisors

DOD Enterprise Leader Development (LD) Programs
DoD Enterprise LD training enables a diverse cadre of high performing, and results-oriented civilian leaders to develop strategic leadership competencies that will allow them to increase their influence, lead effectively in increasingly complex environments, and take others to the next level. The DoD LD training programs also ensure continuity of leadership and organizations that drive transformation and continuous improvement across the enterprise.

There are currently 5 DoD Enterprise LD programs:

Defense Civilian Emerging Leader Program (DCELP)
DCELP is the premier DoD leader development program GS-7 through GS-12 (or equivalent) civilians in DoD or other Federal Agencies. The program is comprised of a series of 4 one-week in-resident sessions, assessment tools, knowledge transfer activities, participant writing and briefing projects, and individual coaching. The program concentrates on the five terminal learning objectives of Know Self, Express Self, Build Teams, Manage Organizations, and Understand the DoD. DCLEP Information

Email: DCELP Program Staff

Executive Leadership Development Program (ELDP)
ELDP, established in 1985 with the approval of the Secretary of Defense, trains the Department’s future leaders to recognize and respond to the issues facing DoD. It is open to DoD civilians at the GS-12 through GS-14 (or equivalent) level, with limited participation from military O-3 through O-4 levels and other Federal Agencies. ELDP provides participants with an extensive exposure to the roles and missions of the DoD through intense, hands-on field experience, and allows participants to experience first-hand the challenges our military face in carrying out their mission. ELDP is not for everyone; it is challenging both mentally and physically. During the ten months of training, participants travel to a variety of locations, within and outside of the Continental United States, to train with the warfighter. Participants of ELDP graduate from the program with an increased understanding and appreciation for today’s warfighters and the complexity of leadership at higher-level echelons. ELPD Information Paper Email:

ELDP Program Staff

Defense Senior Leader Development Program (DSLDP)
DSLDP is the premier civilian leader development program for Department of Defense civilians at the GS-14 through GS-15 (or equivalent) level. DSLDP institutes a competency-based approach to the deliberate development of senior civilian leaders with the enterprise-wide perspective needed to lead organizations and programs, and achieve results in the joint, interagency, and multi-national environments. DSLDP Information Paper

Email: DSLDP Program Staff

White House Leadership Development Program (WHLDP)
The WHLDP, sponsored by Executive Office of the President and supported by the President's Management Council and the Performance Improvement Council, provides a unique growth opportunity focused on developing high potential career GS-15s and equivalents poised to enter the next generation of career senior executives. Participants will work on the Federal government's high impact challenges that require the coordination of multiple federal agencies to succeed. WHLDP Information Paper

Email: WHLDP Staff

Vanguard Senior Executive Development Program (Vanguard)
Vanguard is the DoD's premier executive development program designed to equip Senior Executive Service (SES) members with tools to expand collaboration among Components, Federal agency partners and mutual stakeholders for successful mission accomplishment. This six-day/five-night residential program focuses on enhancing the ability of SES members to serve as enterprise leaders in a joint and interagency environment. Vanguard offers SES members the unique opportunity to form strategic partnerships with top-level executives, build upon their leadership capability to overcome evolving challenges such as constrained resources, and mitigate increasingly varied threats to national security. Program Overview

Email: DSLDP Program Staff

Employee Relations Training
LER provides two (2) employee relations courses: Basic Employee Relations for Practitioners training (~40 hours) and Basic Employee Relations for Supervisors training (12 hours) to DoD. Basic Employee Relations is a 5-day course designed to provide practitioners a solid foundation of general ground rules of federal employee relations. Course material is presented in an interactive classroom format. Topics include Probationary and Trial Periods; Conduct-based and Performance-based Actions; Distinguishing Between Chapter 43 and Chapter 75 of title 5, U.S.C. Requirements; Formulating Charges and Specifications; Medical Issues and Reasonable Accommodation; Avenues of Redress and more.

Labor Relations Training LER provides two (2) labor relations courses: Basic Labor Relations for Practitioners training (~40 hours) and Basic Labor Relations for Supervisors training (12 hours) to DoD. Basic Labor Relations is a 5-day course that is taught on the foundation of the Federal Service Labor Management Relations Statute. Topics include Rights and Responsibilities, Bargaining Obligations, Negotiated Grievance Procedures, and Contract Administration.

NOTE: When clicking on the link to Labor Relations for Supervisors/Managers on the current DCPAS public site this is what comes up:
https://media.cpms.osd.mil/faslerd/LR_WBT/html/menu.htm Need to remove the CPMS branding.

Internal Training
LER conducts internal Labor and Employee Relations training for new LER staff and other DCPAS LOBs. The course is designed to provide practitioners a solid foundation of general ground rules of federal labor and employee relations. Course material is presented in an interactive classroom format and corresponds to the LER courses provided to the DoD Community.

LER Programs Training
All programs in the LER portfolio require various levels of training, guidance, or tip sheets to assist Components and HR professionals in implementation. Course materials are integrated with like content, posted on the LER webpage, and provided to the Components via email. Some of the trainings are Train-the-Trainer courses, which provides local specialists the ability to conduct their own internal training.

Performance Management
HR University: Linking and Developing Measurable SES Results-Focused Performance Requirements
SES Results-Focused Performance Requirements

Talent Management

Apex Senior Executive Orientation
Two-week DoD-wide Executive development opportunity designed to provide newly appointed Senior Executives with both a practical and theorectical understanding of the structure and processes of the Office of the Secretary of Defense, the Combatant Commands, the Joint Staff, and the Military Departments. Additionally, APEX helps new leaders gain an enterprise-wide perspective that encompasses expectations, opportunities and challenges currently facing our DoD leadership.

Capstone
Its focus is on the highest levels of strategy, integrating the elements of national power to achieve national security objectives, and how to integrate the elements of national power in order to accomplish national security and national military strategies and how joint, interagency, and multinational operations support national strategic goals and objectives.

OPM Leadership 360 Assessment and Executive Coaching Program
The OPM Leadership 360 Assessment and Executive Coaching Program is a professional development opportunity for DOD Senior Executive Service members, using a 360-degree assessment tool coupled with executive coaching services.

Vanguard Program Overiew
Vanguard is DoD’s premier executive development program designed specifically to equip Senior Executive Service (SES) members with tools to more effectively expand collaboration among Components, Federal agency partners and mutual stakeholders toward successful mission accomplishment. This six-day/five-night program focuses on enhancing the ability of SES members to serve as enterprise leaders in a joint and interagency environment. Vanguard offers SES members the unique opportunity to form strategic partnerships with top-level executives, build upon their leadership capability to overcome evolving challenges such as constrained resources, and mitigate increasingly varied threats to national security.

Senior Executive Service Orientation Briefings
The U.S. Office of Personnel Management (OPM), through its Federal Executive Institute (FEI), and in conjunction with the White House Office of Presidential Personnel, conducts government-wide SES Orientation Briefings for the benefit of new members of the career Senior Executive Service (SES) and SES equivalents in all Federal agencies.
Additional training may be available through the Component’s Senior Executive Management Offices or the DCPAS Talent Development Line of Business

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