Beyond Training: A Learning and Performance Ecosystem Approach
Workforce and Inclusion’s Office of Learning and Development (L&D) is employing a holistic approach to our agency’s response to sexual harassment and culture change through the development of a Learning and Performance Ecosystem that supports putting employees in the center of all we do and giving them the tools to co-create a harassment-free workplace. Best practices and lessons learned from the Operational Leadership and the NPS Safety Strategies will inform the ecosystem response. L&D will be working with the Learning and Development Advisory Council (LDAC) and reaching out to regional Employee Development Officers (EDOs), EEO/ER/LR specialists and key WASO and field groups to inform this approach. The ecosystem will include:
- Integration of sexual harassment response/culture change/RDI in WASO leadership development programs
- Use of the Common Learning Portal to connect and inform employees
- Defined support strategy from the organizational development team
- Development of a service-wide training plan and performance support tools
One aspect of this service-wide training plan will be a service-wide civility training program:
- Civility Treatment for Leaders
- Civility Treatment for Employees
Civility Trainers to participate in Train the Trainer courses
To begin this process, each region is being asked to nominate one dynamic individual to become certified in Civility Treatment for Leaders and Civility Treatment for Employees now, as well as two individuals for a stand-by list to be ready as more training becomes available.
The first of each region’s qualified and interested candidates will attend a 3-day train the trainer session in January or February 2017. Trainers for this course need more than knowledge of the EEO process. In addition to the vendor’s requirements for trainers, all nominees must possess the competencies/criteria:
- Displays high standards of ethical conduct and understands the impact of violating these standards on an organization, self, and others; is trustworthy.
Knowledge of employee relations laws, rules, regulations, case law, principles, and practices related to employee conduct, performance, and dispute resolution (5 C.F.R. Part 432 and 5 C.F.R. Part 752).
- Knowledge of equal employment opportunity laws, rules, regulations, case law, principles, and practices related to EEO and dispute resolution (Title 29 of the Code of Federal Regulations).
- Expresses information (for example, ideas or facts) to individuals or groups effectively, taking into account the audience and nature of the information (for example, technical, sensitive, controversial); makes clear and convincing oral presentations; listens to others, attends to nonverbal cues, and responds appropriately.
Additionally, nominees must be comfortable in front of a group, possess active listening and facilitation skills, and have time to devote to these endeavors.
This first regional trainer will also be working with WASO Learning & Development to customize the content of the training to use NPS examples and situations to demonstrate the vendor’s civility content and develop a larger train the trainer model that includes training on bystander intervention and other competencies related to changing our workplace environment.
How can I get involved?
Once certified, these trainers will deliver the Civility Training for Leaders course to every supervisor in their region. This course will meet the DOI training requirement of four hours of civility training for each supervisor. Contact your region’s Employee Development Officer (EDO) for more information.