The following courses are available for delivery at your agency or company on your schedule.
Contact Don Dickson, Training Manager at (301) 455-5633 or firstname.lastname@example.org
for further details, special pricing.
All courses listed here are available to all federal and DoD agencies through:
GSA MOBIS Schedule 874-4 (Contract Number GS 02F 0148Y)
GSA University 4 People (Contact GSA at 202 -708-5744 for pricing and availability.)
Advanced Pay Setting
A 2-day course building on basic knowledge gained in the 2-day "Basic Pay Setting" course.
Adverse and Performance Based Actions
Learn to prepare or decide adverse actions or performance-based actions. Before taking adverse and performance-based actions against employees, learn to meet rigid penalty and proof standards of cause set by third parties that review removals, suspensions, demotions and furloughs.
An Introduction to American Sign Language
This course is a basic of the ASL 1 program, providing students with opportunities to produce and comprehend ASL as used in everyday conversational settings, including receptive and productive mastery using multiple grammatical features and conventional ASL discourse styles (such as narrative and explanatory).
A 3 day course presenting skills, techniques, and best practices, for recruiting and hiring the right people with the right skills for your jobs. Staffing options, rules, regulations and procedures are covered. Participants learn recruitment methods, qualifications, merit promotion, "in-service" placement actions, and much more.
Basic Pay Setting
To acquire the knowledge necessary to set pay for GS employees, this course covers pay-setting
for hiring and retaining new employees (appointments, reinstatements, reemployment, transfers
and conversion, highest previous rate, maximum payable rate), promotions, changes to lower
grade, pay changes (within-grade and quality step increases), movement between pay systems,
grade and pay retention, and severance pay.
Basic Position Classification
A 5 day training program focusing on the General Schedule, this training program provides
participants with a comprehensive knowledge of fundamental polices, practices, principles,
and complex issues addressed in the area of position classification. Topics covered include,
the structure and operation of the General Schedule System; the General Schedule Supervisory
and General Schedule Leader Guides, development and preparation of position Brief Overviews
and evaluation statements.
EEO UPDATE: Essentials For The Federal Workplace
This fast-paced, highly interactive training program for federal Managers and Employees provides updates in EEO law, trends in federal programming, and new procedures and strategies for creating and maintaining an inclusive workplace.
New laws such as GINA, the Genetic Information Protection Law is combined with new insights into discrimination, No FEAR (Whistleblower changes), and Reasonable accommodation (ADA).
Federal Human Resources Management
Learn the principles upon which the federal human resources management system is based and describe how they affect federal HRM decisions.
Federal Position Management
A 2-day training on how to use position management tools, techniques and methods to develop
the "most efficient organization". Learn how to identify and correct the following problems:
fragmentation, layering unnecessary positions, narrow supervisor to employee ratio, job dilution,
missing career ladders, workforce inconsistencies and inconsistent position Brief Overviews. Obtain
a solid understanding of the role of position management in succession planning and competitive
Federal Staffing and Placement
Recruit and hire the right people with the right skills for your jobs. Gain the background and knowledge necessary to operate in the complex Federal staffing environment. Become knowledgeable about staffing rules, regulations, and principles, appointment authorities, recruitment methods and hiring procedures, qualifications, merit promotion, and in-service placement actions
Federal Workforce Analysis and Planning
Using a workforce planning model, acquire the skills you need to align workforce planning with your agency's mission.
Learn how to forecast and plan for future human resources needs: analyze mission requirements, collect workforce data, identify workforce surpluses or gaps, and identify solutions to address the gaps.
Learn how to select and use HR flexibilities and authorities to meet today's human capital
challenges and to recruit and retain a multi-dimensional, high-performing workforce. You'll learn
about direct hire authority, excepted service employment authorities, the Federal Career Intern
Program, the Presidential Management Fellows Program, recruitment, retention and relocation
bonuses, various veterans' programs, student loan repayment programs and more.
Introduction to Federal Government Position Classification: Foundational Training Course for HR Professionals
A 4-day training program focusing on the General Schedule, this training program provides participants with a comprehensive knowledge of fundamental polices, practices, principles, and complex issues addressed in the area of position classification. Topics covered will include, the structure and operation of the General Schedule System; the General Schedule Supervisory and General Schedule Leader Guides; development and preparation of position Brief Overviews and evaluation statements; application of various job family standards and classification guides; the classification of mixed series and grade positions; and conduct of desk audits.
Job Analysis and Competency Assessment
Learn how to analyze federal jobs so you can identify appropriate job requirements (specialized experience, competencies, knowledge, skills, abilities, and/or traits, write better vacancy announcements, and prepare effective assessment plans that measure applicants’ abilities. This course covers both OPM’s requirements and the Uniform Guidelines on Employee Selection Procedures. This course is part of the Certificates of Accomplishment in Human Resources Management.
Managing 21st Century Workforce: How to Manage Teleworkers
Reality is driving the use of telework. Long commutes, concern over the environment, rapidly rising facility costs and overhead, and geographically dispersed workforce are all contributors to management decisions leading to the establishment of telework programs. However, along with telework itself, working in a teleworking environment raises many valid concerns for managers and supervisors.
Moving the Organization to A Culture of Diversity
: Discrimination claims filed with the Equal Employment Opportunity Commission jumped 15 percent in fiscal 2008 to 95,402 — the highest level since the agency opened in 1965. Perceptions of ageism, sexism, religious discrimination, racism, and failure to accommodate disability are the basis for these claims. Forecasts predict that this number will rise to over 100,000 claims in fiscal 2009.
Performance Appraisal Magic: Transforming Ho-Hum Performers into Top Talent
:When you hear the words “performance appraisal” do they make you want to yawn, tremble, or flee? Often supervisors and managers dread giving appraisals every bit as much as staffers fear receiving them. The repercussions of an anger-provoking performance appraisal can lead to retaliatory actions, and decreased performance on the part of the disgruntled employee.
Processing Personnel Actions
: A 4-day course preparing HR staff to complete and process SF-50s, Notification of Personnel
Actions Using The Guide To Processing Personnel Actions and SF-52s, Requests For Personnel
Actions. HR forms, terminology, codes, remarks, processes, and procedures required for
completing accurate and complete personnel actions. All participants receive a copy of the OPM
Guide To Processing Personnel Actions.
Qualification Job Analysis KSA Examining
: Participants gain knowledge to evaluate federal job applicants and assess the relative
qualifications of job candidates. In addition, each learns the techniques and methods to
analyze jobs to identify appropriate job requirements (knowledge, skills, abilities, and/or
competencies), write better vacancy announcements, and comply with both the Office of
Personnel Management's (OPM’s) requirements and the Uniform Guidelines on Employee
Roles and Expectations of Managers and Supervisors
: This intensive six-hour workshop is a highly interactive and designed for new or seasoned supervisors who want to grow their management skills quickly and get on the fast track to achieving leadership success. The leadership training will cover proven management techniques and powerful strategies needed to become a stronger, more confident and respected leader.
: A 1-day training session focusing on the benefits of strategic recruitment; effective oral
communications skills for conducting strategic recruitment meetings; and role-playing during
group exercises to practice the skills and competencies for conducting a strategic recruitment
So, You Want to Be Promoted: Excelling as a Public Sector Manager
: The most powerful people in any functional organization are those who inhabit the middle ranks. Supervisors and mid-level managers are the lynchpins of the organization, holding the top and bottom of the agency together while advancing it forward. As if this isn’t enough responsibility, managing in a bureaucracy comes with its own unique challenges; team complacency, entrenched and protracted processes