DAO 202-411

SECTION 1. PURPOSE.

This Order provides policy and guidelines for implementing programs for the growth and development of supervisors and managers in the Department. It provides for consistent and uniform programs designed to assist new and experienced supervisors and managers function effectively in their jobs. It also ensures that contents of these programs are responsive to organizational as well as individual needs.

SECTION 2. COVERAGE.

.01 This Order covers supervisory and management positions in the Department of Commerce. (For definitions of supervisory and management positions, see Position Classification Standard for Supervisory Grade-Evaluation Guide, U.S. Civil Service Commission, January, 1976.)

.02 Policies governing the development of individuals in and for the Senior Executive Service are not affected by this Order but are set by the Executive Resources Board, which issues appropriate bulletins.

SECTION 3. LEGAL REQUIREMENTS.

The obligation of Departments and agencies to meet training needs of each employee newly assigned to a supervisory position is stated in FPM Chapter 315, Section 9-5. Part 412 of Title 5, Code of Federal Regulations, requires the establishment of executive and management development programs.

SECTION 4. RESPONSIBILITIES.

.01 The Office of Personnel Management has delegated to Departments and agencies the responsibility for establishing a probationary period for supervisors and managers. It is the policy of the Department of Commerce that newly appointed supervisory and managers complete a one year probationary period and successfully complete the mandatory training requirements before the initial appointment becomes final. (See DAO 202-315, Probationary and Trial Period, and Subparagraph 5.f. of this Order.)

.02 Operating units are responsible for establishing and administering programs consistent with Department policy that prepare supervisors and managers to function effectively and for assuring that activities are focused on meeting organizational and individual needs.

.03 The Department's Office of Personnel is responsible for establishing policy and basic program elements, providing guidance and assistance to operating units, monitoring program activities and evaluating program effectiveness and costs. Departmental assistance will include:

a. Publishing guidelines (e.g., A Guide for Developing Managers and Executives in the Department of Commerce);

b. Preparing "model" curriculum units for training programs;

c. Providing on-site assistance in developing and delivering program activities;

d. Providing information on training sources (e.g., the annual Department of Commerce Training Calendar); and

e. Evaluating supervisory and management development programs conducted by operating units. The evaluation will normally take place through the Department's Personnel Management Evaluation Program.

SECTION 5. PROGRAM REQUIREMENTS.

Operating unit supervisory and management development programs will be established and operated in accordance with Departmental policy requiring that:

a. Each operating unit plan and budget for training supervisors and managers;

b. Each operating unit designate a qualified person within the servicing personnel office to manage the programs;

c. Each operating unit make arrangements for necessary space, materials and equipment to meet program responsibilities;

d. Each operating unit provide each probationary supervisor and manager, as well as supervisors and managers new to the Department, training in the following subject matter areas:

1. The Nature of Supervision and Management, including

o The role of the supervisor and manager in the organization. o Understanding supervisory and management responsibility.

2. Essentials of Personnel Management, including

o How to write position descriptions. o How to fill vacancies, including use of merit promotion procedures. o How to orient and train new employees. o How to manage the performance of subordinates. o How to reward good performance (The Incentive Awards Program). o How to discipline and give negative feedback. o What a supervisor and manager should know about grievances and adverse actions. o The supervisor's and manager's role in EEO and affirmative action (see civil Rights Bulletin #83-1). o The supervisor's and manager's responsibilities for sound position management and use of other resources. o The supervisor's and manager's role in the Labor Management Relations program, including management rights under collective bargaining agreements.

3. The Organization and Structure of the Department and its relationships to operating units, including delegations of authority.

4. Understanding and using automated management information systems.

5. The supervisor's and manager's responsibilities for employee health and safety, including Employee Assistance Programs and the Workers Compensation Program.

6. Operating units may at their discretion require training in such areas as:

o Fiscal and Financial Management o Procurement Policies and Practices o Effective Writing o Conducting Meetings and Briefings o Interviewing Skills o Leadership and Motivation o Time Management o Stress Management o Public Information/Press Relations o Relationships with Outside Organizations

e. Before commencing supervisory and management training programs required by this Order, operating units will provide the Office of Personnel with copies of course outlines. participant materials, and schedules of courses.

if. Operating units will install procedures to ensure that supervisors and managers are not certified as having completed their probationary period until the Operating Unit Employee Development Officer certifies that they have completed required training.

g. Operating units will periodically assess training and development needs of experienced supervisors and managers and provide them with appropriate learning experiences to improve current performance and prepare them for increased responsibility.

h. Operating units Annual Training Plans, (see DAO 202-410, Employee Development) will provide information on the major training needs of new and experienced supervisors and managers, the types of training needed and a priority listing of training planned for the year.

SECTION 6. EFFECT ON OTHER ORDERS.

This Order supersedes Section 10 of Department Administrative Order 202-410, dated August 13, 1980. Signed by: Director of Personnel

Approved by: Assistant Secretary for Administration

Office of Primary Interest: Office of Personnel

Index Changes:

Add: Development, Supervisory and Management 202-4ll Supervisory and Management Development 202-4ll