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It depends on what agency you are with and what cycle they are going through. I have been with the DOD (Navy and USMC), DOJ (FBI) and the DOVA. At some of those agencies I only traveled sparsely (once in three years)and in others none at all. At my new agency training is highly regarded and I have already traveled twice in 5 months and am scheduled for another 3-4 training trips in the next 2-3 months. What will my agency gain from these trips? A highly trained and certified employee (some of the trips are to receive industry certifications). At some of the other agencies the IT staff was treated like the "red-headed step-children" and provided no training while the ET staff had their own training facility. The worst agency I ever worked for was MCCS (Marine Corps Community Service) not only was training not provided, salary was not compensated well and the employees were treated horribly. So it depends on what agency you are with whether or not you get training.
Posted by KD ISO on March 13, 2008 - 08:04 AM
Training and development are so limited and scare at some regional offices for IT staff, while the typical OIT IT person is in training more than all the regional IT staff combined. So, it really depends on if you're located in the OIT.
Posted by Realistic on March 13, 2008 - 08:49 AM
I am a DA Cilivian working at Ft. Benning and a 2210 (IT Specialist) and it is difficult for me to go to any kind of training reason being is that most of it is online with Skill Port. A lot of that training does not even cover what I do on a daily basis and difficult at best for me to go to any kind of classroom instruction, conference, or meeting. I see a personnel going to different kinds of training, conferences, and meetings however, I am not given the opportunity to go to these kinds of activities to keep abreast of my job skill. For the 2210's there is not enough training going on that is not web based to keep us up to date on our job skills.
Anonymous
Posted by jsmeditor on March 13, 2008 - 09:49 AM
In my experience, Feds train far more than what I allowed in private industry and for things that are less focused on key success elements - which equates to "profit generation". Supervisory staff are required to take 3 mandatory classes in the next month at my DC agency HQ; there are 3 task-based classes available for individuals who perform certain jobs; there are 29 PC (MS Office) training classes presented between now and end of May; 7 Retirement/New Hire classes running all CY2008. Lots of opportunity (which is good, especially because it includes lower eschelon staff not just managers/senior people) but significantly more than private industry. I've experienced times when critical people are unavailable because of training (and done it to others myself on 2 occasions) so work had to wait for classes to end. Duration is longer too - some last 5 days, some 3. Most training in private industry (other than specific tool or equipment usage training) lasted 1 day max, more likely an hour or two. And, we had NO dedicated training staff at all - people found and asked their manager for classes with a $1K max/yr limit.
Posted by wledoejoed on March 13, 2008 - 09:52 AM
Hi--I am a federal employee and can understand the frustration of people trying to get hold of some feds who always seem to be in training. I'd like to lend a little insight about what it’s like in some agencies, though. My HHS agency has been ranked low in terms of employee satisfaction for several years (the bottom 5, last time I looked). In the last 18 months or so, they seem to have tried starting to address some of the easier fixes--for instance, training. As a result, we are now almost constantly exhorted to sit through 3 hour, 6 hour, all day and (most recently) day-and-a-half 'trainings' about a range of topics in our general field, or updates on projects at our agency, which may or may not be relevant or interesting to a particular individual. Often this is done with little notice, but 'names are taken' as to who shows up or not. Somehow we are now to become content experts on every single project/concern to our agency even while however, under pressure to produce results--difficult if you are not allowed to control your own time. BTW, many staff, regardless of professional background, find their own training money (if any) and/or time subsumed in training to become better contract managers. Recently, senior staff were confused as to whether requirements for project officers entail 40 to 80 hours of training every 2 years(?) and so decided we must take 80. We are encouraged to do so online, which is cheaper but incredibly boring and time-consuming, particularly if you are HHS and the course is a 24-module DOD course testing you on what number manual to use for whatever . I have been working here long enough to attempt to skip some of this stuff ...if allowed to. Ironically, under the new 'performance-based reviews' such unwillingness to participate can detract from one's rating, or even worse, one's manager's. Please know, many of us are trying in spite of this trend, to do real work, even when it sometimes means finishing something (uncompensated) on our own time.
Posted by fedperson on March 13, 2008 - 11:06 AM
The real training I see missing is on-the-job training in the form of mentorship. Too much time is spent on classes that do little to train you to do what you actually need to know. We could spend our time and money a lot better with the old-timers spending more time showing the newbees how the job is done while doing their jobs with only an occasional class here and there.
Posted by expgeoengr on March 13, 2008 - 01:49 PM
This year I will spend $945. for a class, $800. on four nights in a hotel, and $200. on airfare - of MY OWN MONEY - to finish up a certificate from the USDA Grad School. My agency says there is no training money, but of course wants everyone to stay qualified in their field. It's a real catch-22.
Posted by anonymousmaximum on March 13, 2008 - 02:46 PM
Feds spend an inordinate amount of time in "mandatory training" which mostly consists of watching the same slides or videos on the same subjects over and over each year. This may be "mandatory' but it is not "value added". Real training - where you learn something new and usefull relative to your job is rare. When you want this it is "too expensive", "too long" , "not relevant" or "not needed". Each area has a training budget but it is not adequate to provide value added training for more than a few in the group.
Posted by ken on March 18, 2008 - 07:26 AM
My agency (DOL) encourages us to become members of professional organizations and pursue professional certifications. According to law/policy the fees for these organizations can not be paid for by the agency. We are also bombarded with online courses, and are privileged to go to classes that can not be filled up by other agencies that are sponsoring the courses. We are technically required to have one week of training per year, but budget for the pencils and paper has priority over the training. Meaningful training relating to our profession is the issue. Training for the US government in many instances consists of someone going over a directive during a morning meeting.
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