Selecting

Deciding What Learning and Development Activity is Needed

Annual Planning

Annual L&D planning cycles normally result in a summary and analysis of needs during the same time that the organization is reviewing/revising strategic plans and preparing budgets.

Assistance for Supervisor

Sources for assistance in planning include higher levels of supervision and the servicing Training Office. The Training Officer and staff are equipped to provide guidance and assistance in assessing needs, selection of L&D activities, and effectively implementing the appropriate plan of action.

Employee Involvement

Selecting L&D activities includes reviewing the options that are normally available and selecting the one(s) most likely to provide the needed knowledge/skills. The learning process is best served when the learner has participated in the selection of the developmental activity.

Clear Developmental Objectives

The developmental objective (what the employee will know or be able to do as a result of the activity) must play a major role in selecting the activity. It is important that the supervisor and the employee define the objectives of the L&D activity to be taken by the employee. These objectives are particularly important in evaluating what was learned and determining if additional development is needed.

Various L&D Methods

Types of L&D methods available to most OAs include:

a wide variety of developmental activities can be performed on-the-job (see below) while the employee is also performing official duties.
self-instructional activities may include using programs and materials from the various OA Training Offices (contact your Training Office for current inventory).
computer-based instruction is an interactive learning experience between a learner and a computer. The computer provides the majority of the stimulus while the learner responds. The computer then analyzes the responses and provides feedback to the learner. Computer-based instruction can take place at the job site in order to minimize costs and time away from the job.
distance learning is used to bring learners, experts, and teachers together electronically with material resources (text, audio, and visual databases; predesigned packaged learning environments) to learn. Examples of distance learning delivery methods include television and satellite, computer, and video conferencing technologies. Many DOT OAs have distance learning capabilities. (Contact your Training Office for site locations.)
developmental assignments that can be planned and structured so that the learner can learn by doing in order to develop the competencies needed. Developmental assignments might involve working on or leading a problem solving or task group, fix-it/turn around assignments, start-up assignments, design teams, or shadowing assignments.
formal classroom activities offered in-house and outside DOT.
after-hours courses such as, the DOT Satellite Campus Program or others.

On-the-Job Training

In many cases, DOT supervisors are able to arrange developmental activities within the office or work area to provide employees with needed competencies. Examples include:

one-on-one coaching/mentoring
structured assignments of increasing levels of difficulty
periodic review and assistance sessions with the supervisor or with senior professionals
working closely with another employee
sharing assignments normally handled by other employees for cross-training purposes.

Such activities may be supplemented by formal training sessions.

Availability

OA and Regional Training Offices are responsible for making information available to employees about opportunities to participate in L&D activities as well as the procedures used in selecting and assigning employees for those activities.

Supervisor's Approval

The immediate supervisor's approval must be obtained prior to an employee's attendance at any L&D activity.

Related Links

http://www.leadership.opm.gov/index.cfm

Graduate School USDA

Center for Management Development FAA

Learning & Development Framework DOT