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INTERIM EMPLOYEE DEVELOPMENT AND TRAINING POLICY Corporate and Strategic Human Capital Initiatives NOAA - Workforce Management Office Issued June 2006 Revised March 2007 1 INTERIM EMPLOYEE DEVELOPMENT AND TRAINING POLICY Section 1.. Purpose Coverage Legal Authority and Definitions Policy Determining Needs and Establishing Training and Development Plans and Programs Resources Selection and Assignment of Employees for Training and Development Interagency Training Payment of Training Expenses Long-Term Training Training of Presidential Appointees Acceptance of Contributions, Awards, and Payment from Non-Government Organizations Reports and Recordkeeping Responsibilities Effect on Other Orders SECTION 1.. Authorities granted by the law include training that supports the agency’s strategic plan and performance objectives, improves an employee’s current job performance, supports the expansion or enhancement of an employee’s current job, enables an employee to perform needed or potentially needed duties outside the current job at the same level of responsibility, or meets organizational needs in response to human resource plans and reengineering, downsizing, restructuring, or program changes.. .02 Merit promotion procedures must be followed in selecting career, career conditional, or term employees for training: (1) given primarily to prepare for advancement and required for promotion (e.g., college or university courses which meet minimum education requirements set by OPM for the position to which the trainee would be promoted) and (2) training which helps employees meet minimum educational requirements for reassignment to a position in a different field of work with known promotion potential at the time of selection for training.. Acceptance of the contribution, award, or payment: o Would not reflect unfavorably on the employee s ability to carry out official duties in a fair and objective manner o Would not compromise the honesty and integrity of Government programs o
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