Memorandum
To: |
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All Employees July 29, 2004 |
Through: |
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Regional Directors, Associate Directors, Headquarters Managers |
From: |
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Deputy Director |
Subject: |
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Continuous Learning Guidance for the USGS |
I am pleased to share with you the new USGS Continuous Learning Guidance in the enclosed attachment. I am asking that all employees, supervisors and managers take time to review and implement this guidance which sets an annual average goal of 40 hours of training and development for each permanent FTE.
We live in a constantly changing environment that creates the need for everyone to stay current with the latest thinking and technology that drives our new frontiers in science and business at the USGS. Our skills and competencies, not only in science, but in finance, management, leadership, IT, and many other fields, must stay nimble enough to adapt to changing organizational needs. I believe we do this by adopting both personal and organizational philosophies on continuous learning.
The OAS reaffirmed that we must focus on developing the skills of our employees and plan for succession of our staff so that we can face the challenges of the future. We know from our conversations across the bureau that training for career development and growth is a powerful part of a rewarding work environment, essential to the recruitment and retention of the talent we need for success, and an integral part of workforce planning.
The GAO in a recent review of training in the Federal Sector stated the steps to effective training very succinctly. The five critical steps are:
1. Align training to the organization’s strategic goals
2. Identify and assess training needs
3. Allocate training resources
4. Design and deliver training or developmental activities
5. Evaluate and demonstrate the value of the training and development investment
At the heart of these five steps is a conversation that begins by setting organizational expectations that continuous learning is a central part of the culture. It is also about embedding a discussion of strategic training and evaluation of the impact of that training as an on-going part of management discussions at all levels of the organization. Our guidance is in alignment with the GAO review results.
Recently IBM was recognized as the top ranking organization for its focus and investment in training and development. They noted that learning is a part of the organization’s DNA and they leveraged training for its many benefits, including attracting and retaining talent. This is an important analogy for us as a science organization.
I personally believe that a focus on continuous learning through a variety of training and developmental experiences is essential to the future mission of the USGS. By investing in our employees’ development we are recognizing their potential and enhancing their ability to succeed.
Begin a conversation about training and development and make it part of your strategic discussions. Use the services of the Office of Organizational and Employee Development to help you find creative solutions to training and development needs. They are there to serve you.
If you have questions, please contact your regional Employee Development liaison.
Pam Marsters, ER – (703) 648-6703 or pmarster@usgs.gov
Sandy Bruner, HQ – (703) 648-5764 or sbruner@usgs.gov
Betsy Daniel, CR – (303) 445-4672 or medaniel@usgs.gov
Alan Ward, WR – (303) 445-4660 (x232) or amward@usgs.gov
Attachment--Continuous
Learning Guidance |
