- What is an IDP and are all employees required to have one?
- What are the benefits of developing an IDP?
- How can the supervisor and employees work together to enhance the employee’s career development?
- What is the process for authorizing and paying for training?
- What are the mandatory training requirements for employees?
An Individualized Development Plan is a document (FWS Form 3-2020B) that we use to record an employee’s current training needs and short- and long-term career goals. It is also used for scheduling training and development activities. An IDP should be designed to improve performance, sharpen professional competencies and prepare the individual for positions of changing or greater responsibilities. All permanent full time Service employees must have an annual IDP. The IDP is optional for nonpermanent employees, except that supervisors must use it to document and approve any training provided to nonpermanent employees.BACK TO TOP
As a planning device, the IDP helps supervisors and employees to be clearer on individual goals. For budget purposes, the IDP is used as a tool in helping the supervisor determine training needs and how training fits into the available finances. The IDP can also serve as a communication tool for supervisors and employees to discuss career goals and ways to maintain high levels of productivity.BACK TO TOP
Employees can work with their supervisors to identify opportunities for capitalizing on their talents and developing new skills so they are prepared to make greater contributions, both in their current and future positions. The Service has a comprehensive program of career development which includes new employee orientation, entry-level training, basic skills training, professional excellence programs, continuing technical/professional education and training, retraining for occupational changes, as well as supervisory, managerial and executive development. To find out more see the Service Policy on Career Development.BACK TO TOP
Individual requests for training are submitted on Standard Form SF-182. Prior approval of all training must be obtained in writing on the SF-182. The Service may pay for all or part of the following expenses: salary, tuition, books/materials, travel, per diem, other services or facilities related to training. For more information see Service Manual 231 FW 5.BACK TO TOP
- Supervisors/managers will provide all permanent full time employees appropriate continuous learning opportunities, with a minimum goal of 40 hours annually.
- Some employees may exceed 40 hours of training annually to meet mandatory training requirements; however, this does not preclude additional opportunities for continuous learning.
- Supervisors and managers must receive training that consists of a minimum of 80 hours within their first two years, where 40 of those hours are completed in the first 6 months.
- One hour of ethics training is required for all employees within their first 90 days on the job.
- “Filers” of financial documents must receive ongoing annual ethics training.
- Supervisor and managers must receive 4 hours of equal employment opportunity and diversity training annually.
- Employee Foundations at NCTC is a mandatory course for all permanent FWS employees in two-grade interval professional and administrative series positions.
- Additionally, all employees are to meet their mandatory training requirements in such areas as law enforcement, fire and safety.