• Training to prepare an employee for a promotion, or if required before an employee can be considered for a promotion, may be authorized only after your Bureau’s merit promotion procedures have been followed. In other words, employees must be given an opportunity to compete and be selected for not only the training, but also the subsequent promotion.

• Usually, training is prohibited when its sole purpose is to obtain an academic degree. Exceptions may be made to aid in the recruitment and retention of employees in shortage occupations. You may authorize college courses that satisfy identified training needs to meet mission requirements. It is acceptable for such training to result in an academic degree as an incidental byproduct.

Each Bureau may pay or reimburse an employee, fully or partially, for the expenses of approved training. Among the costs you may consider paying are: tuition and matriculation costs, fees and services (e.g. lab fees, books, supplies, and memberships if required for enrollment), travel, and per diem. Supervisors, following Bureau policy and procedures, may decide which expenses are necessary training expenses. Training expenses do not include an employee’s salary, pay, or compensation. Premium pay may be authorized in certain situations.

You may require an employee to continue in Federal service after training has provided. This requirement can be accomplished through a Continued Service Agreement. An employee selected for training for more than a minimum period as determined by the Bureau (e.g., 80 hours) must agree in writing with the Government, before the training begins, to continue in service for an appropriate period of time. Regulations require that the continued service be at least three times the length of the training. Bureaus determine the appropriate length for their employees. The Continued Service Agreement applies to service in the Federal Government, so an employee under an Agreement can move to another Federal agency without penalty. However, if the employee voluntarily leaves Federal service before the end of the Agreement, you (or the current agency) have the right to require reimbursement for the training costs. The employee may appeal for a waiver of the reimbursement. Bureaus have authority to determine the appropriate appeal level.

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Revised: 11/09/98
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