MINUTES OF THE IAG COMMITTEE ON DEVELOPMENT AND TRAINING

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP81-00314R000200080059-0
• Release Decision: RIFPUB
• Original Classification: K
• Document Page Count: 4
• Document Creation Date: December 12, 2016
• Document Release Date: July 17, 2002
• Sequence Number: 59
• Publication Date: May 26, 1978
• Content Type: MIN

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UNITED STATES CIVIL SERVICE COMI4ISSION
Office of the Executive Director
Interagency Advisory Group
1900 E Street, N.W.
Washington, DC 20415
Minutes of the IAG Committee on
Development and Training
May 26, 1978
Mr. Richard C. McCullough, Acting Director, Bureau of Training chaired the
meeting. Mr. McCullough informed the Training Directors that they would
be receiving from the Bureau of Training within the next few days a letter
requesting space reservations for employees in the interagency Executive
Seminar Program for FY 1979. Tuition for the coming year will be $975 per
two-week seminar. Requests for spaces are due to the Bureau of Training
by August 18, 1978. Mr. McCullough also reminded the IAG of several up-
coming professional association activities:
7th International Training and Development Conference
(June 12-15, 1978, Washington, DC)
34th National ASTD Conference and Exposition
(June 18-22, 1978, Chicago Ill.)
Training Officers Conference Monthly Meeting
(June 6, 1978, Ft. McNair, Washington, DC)
Mr. Richard Burdick, Chairperson, Clearinghouse Standing Committee presented
the only standing committee report. He reported that the "Changing Scene"
Workshop held on May 10 at George Washington University was a success.
There were 140 attendees and the Committee plans a similar all day workshop
next year.
STATUS OF EXECUTIVE DEVELOPMENT TASK GROUP REPORT
Mr. Stephen Meltzer, Internal Revenue Service and Executive Director of
the Task Force on Executive Development in the Senior Executive Service
reported on the Task Force's recommendations.
The recommendations are developed around proposed criteria that would
govern agency Executive Development Programs. The proposed criteria
focus on the following areas:
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- Managing Executive DevelopTnment
- Selection of Participants for Entry-Level
XD Programs
- Development of Entry-Level XD Participants
- Placement of XD Graduates in Senior
Executive Service Positions
- Development of Incumbent Senior Executive
Service Executives
The specific recommendations have common features that are adaptable to
the varying needs of the disparate agencies of Government. The common
features of these recommendations will:
- Place management responsibility for the executive
development effort at the lowest operating organi-
zational element in which mission responsibility
and resource control reside.
- Give to the department or other parent organization the
same essential functions vis-a-vis its bureaus as it
gives to OPM vis-a-vis departments and agencies.
- =,.equire, virtually as a "sine qua non," top-level, line-
?nanagement support and involvement in all phases of the
organizations executive development system--selection,
development and placement--for both its entry-level
program and its incumbent SES executives.
- Establish the requirement that there be a close relation-
ship between an organization's executive vacancy forecast
and the number of candidates it selects for its entry-level
executive development program.
- Establish the entry-level executive development program
as a capstone program principally for those in threshold
positions just below the executive level who are carefully
selected, high-quality people.
- Call for an open selection process in which candidates
from within the agency, other agencies, and outside the
Government can compete for the entry-level program under
rigorous selection procedures which incorporate affirma-
tive action guidelines.
- Outline the requirements for entry-level developmental
activities needed to prepare participants for SSS
positions.
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- Require that, for a period of three years after gradua-
tion, graduates receive priority consideration for place-
ment into an SES position for which they are eligible
and that an agency justify selection of a non-XD graduate
to an SES position.
- Outline the requirements for the continuing development
of incumbent SES executives.
- Call for OPM to assume a strong, active, involved role
in exercising program leadership, in setting criteria
by which executive development efforts throughout the
SES will be guided, in providing agencies with techni-
cal assistance and needed centrally conducted programs,
in establishing XD clearinghouse activities, and in
monitoring and evaluating compliance with and effective-
ness of the criteria and resulting program for executive
development.
Mr. Meltzer distributed copies of Executive Summary of the report, Appendix
B (Feeder Group Links to XD) and two functional display charts (NOTE:
single copies of these handouts are available from the Office of Agency
Assistance and Resource Coordination, Bureau of Training, 632-5653)
Mr. McCullough described the proposed reorganization of the Civil Service
Commission by highlighting the organizational units that would encompass
training activities. The alignment will probably be changed several times
before implementation.
PRESIDENTIAL MANAGEMENT INTERN PROGRAM-DESCRIPTION OF THE PLANNED PROGRAMS
FOR THE DEPARTMENTS OF TREASURY AND HEW.
Mr. Nate Smith, Director of Training, Department of Treasury, described
his Department's planned Management Intern Program.
The plans includes:
- A departmental orientation
- A 4-month core assignment in a
specific bureau
- A 2-month departmental assignment in
General Management or Program/Policy
Development
- Alternating core assignments in bureaus
and at departmental level
- Placement in a target position and promotion
to the GS-12 level at the end of 24 months in
the program
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Mr. Charles Murphy, representing the Department of HEW, described the
major difference in their program from Treasury's is that they will
emphasize the individual Development Plan rather that the broad
agreement on core assignments.
HEW will have between 20 to 25 interns and their present experience
indicates that 25% will be minority and 62% female.
Richard Indelicato, Director, Office of Agency Assistance and Resource
Coordination reported on the status of the Special Emphasis Program.
The Special Emphasis Program (SEP) is a five-year experimental staffing
program intended to demonstrate whether alternative selection methods
can produce a quality workforce which is reflective of the Nation's
diversity.
At present, there is an interagency work group of Personnel Directors and
EEO Specialists working on the proposed program. A r lic hearing on
the program is to be held. The Bureau of Training is developing
the training materials, consisting of: a thirty minute briefing package
for Heads of agencies and public interest groups; a one hour briefing
package for Personnel Directors, EEO Directors, and Staffing Chiefs;
and, a one day workshop for Staffing Specialists.
The Commission plans to do the initial briefing and training shortly
after the program is approved (late Summer or early Fall). All
briefing and training materials will be made available to agencies.
The IA.G will receive copies of the material as soon as the program
is finalized.
Next meeting of the IAG Committee on Development and Training will be
held on Friday, July 28, 1978.
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