AGENCY AND COMPONENT |
GOAL/RESULTS
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Department of Commerce |
Goal: Ensure SES workforce gives priority to participation
in development activities annually.
Results: Data to be submitted at a later date.
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Department of Defense
Air Force
Air Combat Command (ACC)
|
Goal: To improve performance and promote mission readiness.
Results: Commander/supervisor survey results confirmed
that the ILA program enhanced individual performance and improved
mission readiness. Eighty-eight percent of commanders/supervisor
respondents indicated that participating employees showed improved
job performance. A hundred percent of commander/supervisor respondents
indicated that morale and quality of life for participating employees
was improved. Seventy-three percent of employee respondents said
they would not have been able to achieve their professional goals
without the ILA. Total of 484 employees from a variety f fields
participated.A total of $238,535 was expended.
ACC recommended that pilot be fully funded and implemented AF
wide to enhance readiness and contribute to continuing quality
of life efforts for employees.
|
Department of Health and Human Services
Indian Health Service |
Goal: Build Internet skills among administrative support
staff.
Results: Six staff members expressed interest in the ILAs
project and two have taken courses.The program has been extended
into FY 2002 and two additional courses will be added for the
participants. The pilot contributed to raised awareness among
the targeted population of expanded Internet skills needed by
the organization and encouraged some managers to recommend training
for the targeted population overlooked in the past.
|
Department of Housing and Urban Development
(Upward Mobility Program ILA) |
Goal: Enhance the Department's Upward Mobility Program
by providing resources to a target audience for continuous learning
and development.
Results: The pilot project was viewed as a success. The
participants in the program gained additional training and developmental
opportunities because of the available funding through ILAs. The
training completed by each participant was program specific and
was selected based on trainees' needs to acquire skills and knowledge
in their specific career area. Twenty-three participants used
their ILA resources expending approximately $20,000.
|
Department of Labor
(Boston/New York Offices of the Assistant Secretary for Administration
and Management-OASAM) |
Goal: Encourage employees to participate in lifelong learning
activities and take charge of their learning and development.
Results: Fifty employees out of seventy eligible employees
participated in the ILA project. By the end of the pilot 34% had
taken training. Most participants were generally enthusiastic
about the program because it presented them a good opportunity
to learn something new and develop their skills. Supervisors believed
ILAs encouraged participants to take training and showed that
the Department is interested in employees' training and development.
|
Department of Transportation
3 components of Federal Highway Administration (FHA) |
Goal: Determining the practicality and feasibility of
ILA use in FHA.
Results: Participants generally saw ILAs as an opportunity
to assume greater responsibility for their professional development,
to tailor learning and development activities to their individual
needs, and to obtain needed training on a more timely basis. Most
agreed that there is potential for ILAs to have a positive impact
on employee growth and development in the long run.
|
Department of Treasury
Internal Revenue Service Information Systems (IS) Investment Fund |
Goal: Meet the IS organizational need of developing project
management certificate program.
[See Career Growth Program ILA results.]
|
Department of Treasury
Internal Revenue Service
Accounting Competencies Program |
Goal: Increase the number of certified public accountants
(CPAs) in the Western Region in order to meet the IRS' goal of
developing a talented, highly skilled workforce equipped to provide
exceptional service to taxpayers.
[See Career Growth Program ILA results.]
|
Department of Treasury
Internal Revenue Service
Career Growth Program |
Goal: Enhance individual career growth and development
that supports the overall mission of the IRS.
Results: The IRS pilots went well. Approximately 1500
of 2000 eligible employees participated. Most participants just
finished their initial courses at the end of 2000.The agency plans
to do surveys, interviews or focus groups in spring 2001 to further
assess the program. However, the ILA programs continues to grow
in funds allocated, employees participating, and the development
of highly strategic and innovative programs. The agency stated
that "the potential return on investment in terms of employee
career development, retention of highly qualified employees, a
more competent workforce and employee satisfaction is well worth
the cost of the program."
|
Enviornmental Protection Agency |
Goal: Identify the emerging learning needs of support
staff for purposes of revitalizing this occupational area to enhance
organizational effectiveness, managerial effectiveness, and employee
satisfaction.
Status: Implementation began in Fall 2000. Results not
yet available.
|
General Services Administration
(Online University ILA) |
Goal: Give employees more control and input
into theirtraining and provide them with individual accounts to
take trainingonline. (OLU)
Results: OLU is being used as a major training vehicle to
reduce the cost of travel associated with training. The ILA met
established performance measures as evidenced by surveys showing
savings from employeestaking online courses vs. traveling and using
higher priced commercial courses was significant.
Overall, the employees were very excited about having Online
University (OLU) as a training resource. They were particularly
impressed by both the quality of the individual courses and the
quantity of courses available in a wide variety of subjects. They
also enjoyed the convenience and flexibility of online education,
with the ability to work at one's own pace being the biggest draw
to taking future online courses. Managers commented, " The
online university is great because it assists my employees with
continuing development and encourages educational growth. The
cost savings makes it even better!"
|
General Services Administration
(Federal Supply Service, (FSS)(ILA) |
Goal: To assist participants to meet the new educational
requirements of the FSS position and increase the number of employees
meeting qualification requirements for these acquisition positions.
Results: The program has been very successful and is funded
through 2003. Additional data will be submitted later.
|
Occupational Safety and Health
Review Commission |
Goals: Improve employee performance. Meet specific agency
performance goals. Support employee career-long goals. Support
employee efforts to acquire skills and knowledge needed to succeed
in specific occupations and professions. Employee attainment of
at least 40 hrs of training. Increasing employees access to and
use of emerging learning technologies.
Results: The ILA covered all eligible employees in the
agency. Of these, fifty-two received a minimum of forty hours
of training. Questionnaires were used to assess employees', managers'
and supervisors' perspective of the pilot. All managers/supervisors
reported that they noticed an improvement in their employees'
performance as a result of taking courses based on their ILAs.
Three felt that the courses contributed greatly. One supervisor
responded that,"ILA provided mechanism for me to make sure
appropriate training was provided."
The majority of employees reported that the courses contributed
somewhat or greatly to enhancing or improving job performance.
|
Office of Personnel Management
(Retirement Claims Division) |
Goals: Encourage employees to become more involved in their own learning
and development. Provide flexible learning opportunities for employees.
Better prepare employees to successfully acquire necessary skills
to meet present and future performance challenges.
Results: Overall, the ILA pilot program has been successful.
A significant number of participants thought the courses they
attended were very valuable to their effectiveness at work. One
hundred percent of those who started an ILA-funded course completed
it. The three main objectives were definitely met.
Eighty-four participants out of one hundred and four eligible,
completed a Plan of Action to reserve their ILA. Sixty-two participants
attended one hundred and thirty three learning opportunities.
Sixty-six percent of the learning opportunities were taken during
official time. Thirty-four percent of the learning opportunities
were taken during non-official time. Ninety-six percent of participants
thought the program should continue.
|
Social Security Administration
Divisional Headquarter component and a Region |
Goal: Promote employee core competencies through use of
self assessment tool with links to on-line training that can be
taken to strengthen areas identified as weak
Status: Implementation began in August 2001 and will run
through February 2001 for the regional component and for a year
in Denver. Results will be reported after March 2001.
|
Results are excerpted from individual agency evaluation reports.