720 Training and Development Responsibilities and Functions

721 Organizational Responsibilities and Functions

721.1 Headquarters

The Chief Human Resources Officer (CHRO) is responsible for Postal Service training and development systems. This responsibility includes:

  1. Analyzing training requests and designing, developing, validating, delivering, and evaluating national Postal Service training and development programs.
  2. Developing policies, including pay practices, applicable to structured employee development programs for specific populations or functional groups, such as career ladder programs and management, professional, and specialist training programs.
  3. Providing career information on specific occupations for use by craft and other employees for career planning and decision making.
  4. Analyzing the career needs of specific populations in order to design and provide programs tailored to improve their knowledge, skills, and abilities.
  5. Facilitating a communication network between Headquarters and field training professionals.
  6. Standardizing and supporting the PEDC physical and technological infrastructure.
  7. Providing Corporate Leadership Programs for managers and executives.
  8. Providing Tuition Reimbursement.
  9. Supporting Corporate Succession Planning (CSP) and EAS Leadership Development (ELD) Programs for the organization.
  10. Providing Individual Development Planning (IDP) processes.

721.2 Areas

The area Human Resources function is responsible for administering training and development policies. These responsibilities include:

  1. Supervising the development and implementation of an area training and development planning system.
  2. Facilitating the flow of information and recommendations about existing training and development policy, efforts, and future needs between Headquarters and the districts.
  3. Strengthening the ability of district training and development professionals to (1) understand policy and to contribute to policy development, (2) administer national programs, and (3) respond to local needs.
  4. Monitoring districts’ compliance with Equal Employment Opportunity (EEO) laws by ensuring that talented individuals are being developed in a fair and equitable manner, without regard to race, color, sex, age, national origin, religion, mental or physical disability, military service, or genetic information.
  5. Monitoring districts’ compliance with placing special emphasis on providing training opportunities to employees with targeted disabilities.
  6. Increasing the level of management commitment to training and development and improving the work environment.

721.3 Districts

District managers, plant managers, and other installation heads are responsible for the training and development of their employees consistent with corporate business goals and strategic plans. District training responsibilities and functions include:

  1. Establishing training and development units within national guidelines.
  2. Implementing training and development staffing criteria within national guidelines.
  3. Establishing and implementing training and development space allocations according to Handbook AS-504, Space Requirements.
  4. Ensuring that national training courses taught locally are not changed in objective, length, or content without the prior approval of ERM.
  5. Ensuring appropriate use of electronic training databases.
  6. Monitoring training and its compliance with national training and development policies.
  7. Establishing and implementing other measures to ensure successful operation of the organization’s training and development requirements.
  8. Coordinating district training requirements with ERM.
  9. Developing or acquiring, and delivering or coordinating, district training in accordance with established guidelines.
  10. Ensuring that talented individuals are being developed in a fair and equitable manner, without regard to race, color, sex, age, national origin, religion, mental or physical disability, military service, or genetic information.
  11. Ensuring that special emphasis is placed on providing training opportunities to employees with targeted disabilities.

721.4 Supervisors and Managers

Supervisors and managers are responsible and accountable for:

  1. Ensuring that employees under their supervision are trained in a timely manner to perform their assigned job tasks.
  2. Identifying employees’ needs for improvement in their present jobs.
  3. Planning for the training of their employees in coordination with the training systems available for their postal facilities.
  4. Following up after Job Training has been completed to ensure optimum and appropriate use of newly acquired knowledge, skills, and abilities.
  5. Identifying and providing other training to meet the needs of the organization and of individual employees.
  6. Evaluating and supporting employee requests to participate in Self-Development Training opportunities, as appropriate.
  7. Providing employees with information and guidance on career growth.
  8. Documenting the outcomes and expectations of training, including return on investment.

721.5 Employees

Employees are responsible for:

  1. Making effective use of the training opportunities provided by management in order to perform their duties correctly and efficiently.
  2. Guiding their own growth and development by consulting with their supervisors and pursuing personal career goals.
  3. Continuing to learn throughout their careers to improve their knowledge, skills, and abilities and to share these with other employees.