The Federal Workforce Flexibility Act of 2004 (P.L. 108-411) requires agencies to provide specific training to develop supervisors and managers as part of a comprehensive succession management strategy. To implement the requirements of this Act, OPM published final regulations on December 10, 2009.
The Act requires agencies to provide training to supervisors and managers on actions, options and strategies in:
- Relating to employees with unacceptable performance;
- Mentoring employees;
- Improving employee performance and productivity; and
- Conducting employee performance appraisals
The revised 5 CFR 412 on Supervisory, Managerial, and Executive Development requires new supervisors to receive:
- Initial supervisory training within one year of the new supervisor's appointment;
- Retraining in all areas at least once every three years;
- Training on mentoring employees;
- Training on improving employee performance and productivity; and
- Training on how to conduct performance appraisals
Agencies must also provide training when employees make critical career transitions, for instance, from a non-supervisory position to a supervisory position or from manager to executive. This training should be consistent with assessment of the agency's and the employee's needs.
Those individuals new to the Federal Government who were previously supervisors in another organization must also receive training within their first year of appointment. Agencies may decide if these individuals should complete their entire new supervisory training program or only parts of the program that are Federal Government specific, such as recruitment and hiring. However, these individuals must still receive training in mentoring employees, performance management, and conducting performance appraisals.
Political appointees who are supervisors must also receive training within their first year of appointment. They must also receive refresher training.
The regulations mention specific topics including mentoring employees and performance management, but it is recommended to go beyond the requirements outlined in 5 CFR 412 when developing supervisory and managerial programs. Here are some additional topics agencies typically include in supervisory and managerial programs:
- Recruitment and hiring
- Time and attendance
- Prohibited personnel practices
- Diversity and inclusion
- Reasonable accommodation
- Labor and employee relations
- Union participation rights
- Collective bargaining agreements
- Career development
- Telework
- Financial management
- Employee assistance programs
- Investigations and audits (Inspector General, GAO, etc.)
- Upper management expectations
Please contact us by email at HRDLeadership@opm.gov. You may also check the OPM Training and Development Wiki for agency best practices and additional information.