Display Related Directives to this directive.

This directive was reviewed and certified as current and necessary by Bruce M. Carnes,
Director, Office of Management, Budget and Evaluation/Chief Financial Officer, 9/18/02.

U. S. Department of Energy	ORDER
Washington, D.C.	DOE O 360.1B

	Approved: 10-11-01
SUBJECT: FEDERAL EMPLOYEE TRAINING

1. OBJECTIVES. To plan and establish requirements and assign responsibilities for Department
of Energy (DOE) Federal employee training, education, and development (hereafter referred to
as "training") under the Government Employees Training Act of 1958. The objective of training
is to improve workforce performance related to the mission and strategic objectives of DOE
through a cyclical program of training planning, needs analysis and assessment, design,
development, implementation, and evaluation. The term "training" describes a number of
functions:

a. formal and informal training, education, developmental, and other learning assignments;

b. application of acquired knowledge, skills, and experience to workplace responsibilities;
and

c. use as a tool to recruit and maintain a talented, diverse, and versatile workforce.

2. CANCELLATION. DOE O 360.1A, Training, dated 5-31-95. Cancellation of a directive
does not, by itself, affect any current contractual or program obligation under that directive.

3. APPLICABILITY. This Order and DOE M 360.1-1B, Federal Employee Training
Manual, apply to all DOE elements, including National Nuclear Security Administration
(NNSA), and Federal employees. This Order has special applications as follows:

a. Administrator for Nuclear Security and Deputy Administrator for Naval Reactors. The
Administrator for National Security implements and oversees all policy and practices
pertaining to this DOE Order for activities under the Administrator's cognizance, except
that, in accordance with the responsibilities and authorities assigned by Executive Order
12344 and to ensure consistency throughout the joint Navy/DOE organization of the
Naval Nuclear Propulsion Program, the Deputy Administrator for Naval Reactors
implements and oversees all policy and practices pertaining to this DOE Order for
activities under the Deputy Administrator's cognizance.

b. Uniformed officers of military or civilian services in pay status who work in DOE
assignments must have training approved under this Order, but no training funds
appropriated to DOE will be authorized to pay for their training, except where their
training participation is on a no-material-cost basis.

c. Intergovernmental Personnel Act assignees, students hired under the Student Career
Experience Program, and civilian employees of other Federal agencies on detail to
DOE will have training approved consistent with the terms of their assignments and this
Order.

4. REQUIREMENTS.

a. Training Policies, Procedures, and Reports.

(1) Each DOE element must have training policies and/or procedures that establish
an integrated cycle of organizational needs analysis and training planning, needs
assessment, resource allocation, design and delivery, evaluation, and reporting
processes consistent with the requirements and responsibilities of this Order.

(2) Each DOE element must complete an annual training summary report on
element training objectives and costs and training conducted under its authority
each fiscal year.

(3) A DOE element that provides DOE-wide or multi-element training must have a
separate component(s) of its annual training summary report that specifically
describes that training program(s).

(4) DOE must prepare an annual DOE-wide summary report on training.

b. Training Needs Assessment.

(1) Each DOE element must identify annually its critical training needs through
organizational analyses and annual review and revision of individual
development plans.

(2) The DOE Director of Training and Human Resources Development must
coordinate and evaluate multi-element training needs assessments, as needed,
which are designed to meet DOE-wide training program objectives.

c. Training Plans and Resources.

(1) Each DOE element must have a training plan.

(2) Each DOE element that provides DOE-wide or multi-element training must
have a separate component of its training plan for that multi-element training
program.

(3) Each DOE element must identify training resources in budget submissions,
prioritize training needs, and allocate resources in accordance with those
priorities in the element training plan.

d. Workforce Development Programs under Training Agreements. Training programs
under training centers of excellence and workforce development programs (programs
that use both human resource management and training authorities to maintain or
improve workforce competencies) must be governed by training agreements.

e. Announcement, Notification, and Cancellation of Training. DOE-sponsored training
will be publicly announced by the responsible element; supervisors and employees will
be notified of acceptance, participation in, or cancellation of training as far in advance
as practical.

f. Training Requests, Approvals, and Authorizations. Training requests must be initiated,
approved,/ and authorized in accordance with the element's training policy and/or
procedures or applicable training agreement (e.g., the training participant ensures
completion of, a supervisory official approves, and a designated official authorizes
training requests).

g. Training Completion and Evaluation. Training participants must complete the training,
provide evaluations to the appropriate training official and supervisory official, and meet
applicable continued service obligations.

h. Employee Training Records. Each element must maintain and make accessible to
employees and officials with oversight responsibilities, for each incident of training, the
following information: training participant name and identification number; approving
and authorizing official(s), objective(s), source, location, cost, duty and non-duty
training hours; beginning and end dates; and training evaluation/completion
documentation. In addition, tax liability and continued service obligations records must
be maintained, if applicable.

i. Training Program Records. Each element must maintain documentation of element-
supported training activities for a minimum of 5 years or as otherwise required by
records schedules, regulation, or law.

j. Learning Achievement Recognition. DOE element recognition of learning achievement
must meet the requirements of applicable awards program authorities and be funded out
of existing award funds.

k. Training Staff Competencies. DOE elements must ensure that employees assigned
training responsibilities have the necessary competencies to assess training needs,
estimate training resource needs, and plan, design, deliver, assess, administer, and/or
manage approved training, as required.

l. Training Program Evaluation. Elements must conduct self-assessments and participate
fully in training evaluations.

m. Training under Interagency Agreements. Training provided through interagency
agreements or arrangements must include a provision for appropriate sharing of costs.

n. Restrictions.

(1) Resources can only be invested in training when

(a) The training provides a structured approach to acquiring information,
knowledge, skills, and/or developmental experience.

(b) The training is required by law, DOE directive, or head of element
mandate; is related to performance improvement; or contributes to
maintaining a highly skilled, diverse, and versatile workforce.

(c) The purpose and subject matter of the training are related to DOE's
mission or benefit the Federal Government any time that the goals of the
training include placement in another Federal agency.

(d) It is expected that the training participant will use the competencies
learned to perform current or anticipated duties after completion of the
training for a period at least equal to the duration of the training or an
applicable continued service obligation.

(2) No training funds can be expended for licenses, certificates, and other types of
recognized occupational qualification tests or examinations. This restriction
does not affect the use of examinations that are integral to training, that test
participant learning related to the training, that must be accomplished
successfully to meet training completion requirements, and that incidentally
qualify an individual or group, in whole or in part, for a license or certificate.

(3) Training that purposely leads to an academic degree must be provided only
under a training agreement consistent with the provisions of 5 Code of Federal
Regulations (CFR) 410.308. This restriction does not limit otherwise
authorized training that incidentally provides credit toward a degree,
certification, or other academic or professional recognition.

(4) If a supervisory, approving, or authorizing official becomes aware that a training
assignment, program, or location is inconsistent with (a) DOE policy or
program interests or responsibilities; (b) required provision of accommodations
for handicapped individuals; (c) equal employment opportunity requirements; or
(d) religious or strongly held personal values of a participant(s), the official must
take action to resolve such inconsistencies and/or terminate the training or, in
the case of conflict with strongly held religious or personal values, allow an
individual(s) to withdraw from the training, with appropriate waiver of training
completion requirements.

5. RESPONSIBILITIES.

a. The Secretary.

(1) Approves training requests for Presidential appointees.

(2) Concurs in training assignments involving the White House, Office of
Management and Budget, and the Congress prior to the beginning date of the
training.

b. Administrator for Nuclear Security or Designee. The Administrator is responsible for
approving, to the extent the NNSA's interests are modified or affected:

a. Training agreements governing multi-element workforce development programs
(three or more participating elements).

b. Research designed to improve DOE-wide training programs.

c. Personnel management related authorities used under training agreements.

c. Director, Management, Budget and Evaluation. Except with respect to the NNSA, the
Director:

(1) Provides goals, strategies, and general direction consistent with DOE-wide
management and administrative objectives.

(2) Appoints individuals, councils, committees, working groups, and other entities
responsible for making recommendations on DOE-wide training policies and
programs.

(3) Approves training agreements governing multi-element workforce development
programs (three or more participating elements) and designated training centers
of excellence.

(4) Approves research designed to improve DOE-wide training programs.

(5) Provides for continuing development of supervisors, managers, and executives
to meet DOE-wide succession planning needs.

(6) Names members of, chairs, convenes, and coordinates the activities of the
Training and Development Management Council.

(7) Provides support for the administration of training responsibilities within the
Office of the Secretary.

d. Director, Human Resources Management. Except with respect to the NNSA, the
Director:

(1) Establishes DOE-wide training policy, procedure, and resource management
planning requirements.

(2) Approves personnel management related, shortage category determinations for
programs under multi-element training agreements.

(3) Determines the availability of positions in other Federal agencies for a DOE-
wide training program and concurs in a head of a DOE element's determination
(with respect to NNSA, advises rather than concurs) concerning potentially
available positions in regard to an element training program prior to DOE
employees receiving training for those positions.

(4) Provides for the DOE-wide evaluation and assessment of training programs
through the Human Resource Management Accountability Program.

(5) Administers the DOE-wide Career Transition Assistance Plan.

e. Director, Training and Human Resource Development.

(1) Provides policy development and leadership in the coordination,
implementation, and evaluation of DOE-wide training. This includes training
planning, resource management, needs analyses, needs assessment, design,
development, and delivery, and assessment responsibilities and issues.

(2) Makes recommendations to the Director, Human Resources Management, and
the Director, Management, Budget and Evaluation, and/or the Administrator for
Nuclear Security, on DOE training policy, management, and evaluation issues
and approval of training programs under multi-element training agreements,
including designated training centers.

(3) Serves as interagency liaison and completes interagency agreements in respect
to DOE-wide training.

(4) Prepares the DOE-wide annual summary report on training incidents, costs,
and critical needs.

(5) Assesses and makes recommendations for improvement of training at all levels
in the Department.

(6) Provides multi-element DOE and Headquarters training, as appropriate.

(7) Provides leadership in the coordination of DOE-wide technical qualifications
program in regard to defense-related nuclear facilities.

(8) Provides training policy and professional advice and consulting assistance to
DOE elements, training officials, and DOE employees.

(9) Chairs and/or supports councils, committees, boards, and other entities
responsible for DOE-wide training.

f. Assistant Secretary for International Affairs. Based on the request of the Office of the
Secretary or DOE elements, ensures that training involving foreign entities, travel,
facilities, or individuals receives appropriate State Department concurrence.

g. Heads of DOE Elements (First-Tier Headquarters and Senior Operations/Field Office
Officials).

(1) Approve training policies and procedures for their DOE element.

(2) Prioritize critical needs, provide resources for, plan, assess, and report on
training consistent with DOE strategic planning, budget, succession planning,
and training administration processes, with specific attention to:

(a) Requirements of statutes, regulations, and DOE directives;

(b) DOE strategic plan and mission goals and objectives;

(d) Scientific and technical personnel and related materials, work
processes, security, safety, health, environmental, nuclear, and technical
operations needs; and

(e) Manager, supervisor, and team leader training appropriate to the duties
and responsibilities of their positions and succession planning needs.

(3) Define mandatory training requirements for employees in their element,
including manager and supervisor training among other responsibilities.

(4) Ensure efficient and effective management of training programs for their
elements' workforces.

(5) Designate training approval and authorization officials for their DOE
elements.

(6) Assign responsibilities for training requirements and functions, including
designation of a training official(s) and a DOE point of contact and an alternate
for training programs.

(7) Approve their elements' participation in training agreements governing multi-
element programs.

(8) Approve training agreements for their own elements' programs, agreements
with other DOE elements on one-to-one basis, and local geographic area
interagency and intergovernmental training-related agreements.

(9) Provide subject matter experts to meet training program requirements.

(10) Waive training completion and continued service obligations for Federal
employees prior to separation from DOE, as appropriate.

(11) Approve acceptance of training-related awards, honorariums, and/or other
contributions toward costs of training from Internal Revenue Service recognized
501(c)(3) organizations, with advice from the Office of General Counsel, as
required.

h. Training Official(s).

(1) Manages assigned training functions, including, but not limited to the following:

(a) Training compliance with applicable laws, regulations, policies,
requirements, and provisions of training agreements.

(b) Training policy and program development.

(d) Training program evaluation and self-assessment.

(2) Approves and coordinates additional approvals, authorizations, and/or
concurrences for training for any Federal employee if officials with responsibility
for that employee's training are not located at that duty station.

i. Federal Technical Capability Panel.

(1) Responsible for oversight, assessment, and making recommendations on the
technical competence of employees performing functions related to the safe
operation of defense nuclear facilities, including Technical Qualification
Programs.

(2) Oversees implementation of the Federal Technical Capability Program.

(3) Reports periodically to the Deputy Secretary.

j. Training and Development Management Council.

(1) Oversees and makes recommendations on DOE-wide policy, priorities, and
direction for the DOE training community.

(2) Represents the customer perspective in regard to training needs and priorities.

(3) Members named by Director, Management, Budget and Evaluation who chairs,
convenes, and coordinates the activities of the Council.

k. Managers, Supervisors, and Employees.

(1) Ensure training compliance with applicable laws, regulations, policies,
requirements, and provisions of workforce training agreements.

(2) Participate in performance and training needs assessments and related
workforce planning, identify training opportunities, and maintain current
individual development plans.

(3) Ensure timely request, approval, authorization, and notification of training.

(4) Ensure completion of training assignments, evaluation requirements, and
continued service obligations.

(5) Review and maintain accuracy of training records and document performance
requirements and competencies related to training.

l. Human Resource Directors.

(1) Approve use of or obtain required approvals of personnel authorities integrated
with training authorities in training agreements governing workforce
development programs.

(2) Provide guidance on personnel authorities that can be used in training
agreements governing workforce development programs.

6. REFERENCES.

a. 5 U.S.C. 4103 et seq., statutory authority for Federal employee training programs.

b. 5 CFR Part 410, Office of Personnel Management regulations on Federal employee
training.

c. Executive Order 11348, Further Training of Government Employees, April 20, 1967,
Federal Government training goals and practices.

d. Executive Order 11478, Equal employment opportunity in the Federal Government,
August 8, 1969, Federal Government provisions on equal opportunity in training
programs.

e. 42 U.S.C. 7158 and E.O. 12344, February 1, 1982, authority for Naval Nuclear
Propulsion Program training program management.

f. 5 CFR Part 412, executive, management, and supervisory development.

g. 5 U.S.C. 2301, Merit System Principles.

h. 5 CFR 330.601, et seq., agency career transition plans.

i. 5 U.S.C. 4301, et seq., and 5 CFR Part 430, employee performance management and
authority to expend funds to recognize and reward employees.

j. 42 U.S.C. 4742, Title III, Section 302, of the Intergovernmental Personnel Act of
1970, authority for Federal agencies to permit State and local government officials and
employees to attend and pay for all, part, or none of the cost of professional, technical,
and administrative training provided to Federal employees, with payments credited to
the appropriation or fund used for paying the training costs.

k. DOE P 426.1, Federal Technical Capability Policy for Defense Nuclear Facilities,
dated 12-10-98.

l. DOE M 360.1-1B, Federal Employee Training Manual, dated 10-11-01.

m. DOE G 426.1-1, Recruiting, Hiring, and Retaining High-Quality Technical Staff,
dated 12-10-98.

7. CONTACT. Questions concerning this Order may be referred to the Director of Training and
Human Resource Development at 202-287-1656.

BY ORDER OF THE SECRETARY OF ENERGY:

FRANCIS S. BLAKE
Deputy Secretary