Hj
OARM Development Survey
Results
June 1998
EPA
200/
1998.1
Committee for Institutional Fairness
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UNITED STATES ENVIRONMENTAL PROTECTION AGENCY
WASHINGTON, D.C. 20460
November 4, 1998
OFFICE OF
ADMINISTRATION
AND RESOURCES
MANAGEMENT
MEMORANDUM
SUBJECT: OARM Development Survey Results
FROM: OARM Committee for Institutional Fairness
TO: Romulo L. Diaz, Jr.
Assistant Administrator, OARM
Alvin M. Pesachowitz
Deputy Assistant Administrator, OARM
On June 22,1998, the Committee for Institutional Fairness (CEF) sent out an OARM
Development Survey to all OARM employees. Attached is the full documentation of the OARM
Development Survey Results.
The document is in four sections: Tab 1 - GIF Analyses of the Training Surveys with
Recommendations; Tab 2 - Survey Results; Tab 3 - Comments by Question; and Tab 4 - Results
by Office. For distribution to your Office Directors, we have prepared a package for each office
consisting of Tab 1, Tab 2, and that portion of Tab 4 relevant to their office. Tab 2, Survey
Results, will be posted on the GIF website. No individual comments will be posted because of the
need to protect the confidentiality of the respondents.
Sixteen (16) percent of OARM employees responded to the survey. While the response
was less than desired, the survey provides some valuable insights into employee concerns in the
training and development area. We encourage you to read all of the comments, since there were
many thoughtful responses provided that do not stand out in the summaries we have provided.
As your advisory committee on institutional fairness, we analyzed the survey results with
the objectives of identifying trends and recommending actions that will promote an OARM
culture that values and supports employee development. Please give careful consideration to our
recommendations.
Attachment
Internet Address (URL) http://www.epa.gov
Recycled/Recyclable Printed with Vegetable Oil Based Inks on Recycled Paper (Minimum 20% Postconsumer)
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GIF Analyses of the Training Surveys with Recommendations
The OARM training survey was sent to all OARM employees by email in June 1998.
Sixteen (16) percent of OARM employees responded. Conclusions drawn from the data are
the result of review and discussion by the Committee and not on any formal statistical
analysis of the data. While the GIF considered conducting statistical analysis of the data,
the resources within OARM were not readily available; and it was determined that it was'
not necessary based on the limited number of responses received and the format of the
survey.
Questions 1 through 2 (Awareness of the Diversity Plan):
Analysis: Seventy-one (71) percent of the respondents said they received a copy of the
OARM Diversity Plan; however, only 58% of the respondents said they were aware of the
recommendations in the plan. While there is good overall awareness about the existence of the
plan, there are still many employees who do not know the goals in the plan.
Recommendation: Since the survey was conducted, the GIF has attempted to raise
awareness about the plan and about GIF accomplishments by developing and posting an online
interactive webpage. The OARM Clearinghouse for Institutional Fairness received a fairly high
volume of "hits" when it first went on line in June 1998 but usage is now very low; The
clearinghouse provides links to important memoranda and data related to the Diversity Plan, and a
feedback comer for employees to discuss issues and concerns on line. Since the clearinghouse
went on line, we have improved our process to respond to comments posted on the site and we
are in the process of making other improvements that will make the site even more user friendly.
One feature of the clearinghouse is that it allows employees to provide anonymous comments. As
valuable as this is, we believe strongly in the value of open and public meetings on diversity
issues. The semi-annual meetings have been excellent and should continue indefinitely. To foster
even more discussion, the GIF plans to hold open meetings with each OARM office by the end of
fiscal year 1999. The Committee has already met with OARM employees in RTF, and the
schedule for the rest of the offices is being planned now. Please advise your Office Directors to
encourage their employees to attend these meetings and to use the electronic clearinghouse.
Question 3 (Awareness of the OARM development polity):
Analysis: This survey question was limited to whether or not the respondents received
the OARM Acting Administrator's memorandum of October 8, 1997. Eighty-four (84) percent
of the respondents said they did. The memorandum stated that all OARM employees will have
the opportunity for 40 hours of developmental activities each year and that all employees seeking
developmental activities are to negotiate an Individual Development Plan (TOP). Employee
awareness of this memorandum appears widespread. Comments and insights on the policies set
forth in the memorandum are provided in the responses to survey Questions 4 through 11.
Recommendation: None.
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Questions 4 through 7 (Individual Development Plans)'.
Analysis: The responses to Question 4 revealed that twice as many of the respondents
(68%) had an approved IDP than those that did not (31%). While this is good, there was a great
deal of cynicism raised about the value of IDPs as they are currently used in OARM. This is most
clearly seen in the responses from one OARM office. Only 25% of the respondents from this
office have approved IDPs. When the remaining 75% were asked to explain why they did not
have an approved IDP, the most frequent response was that the supervisor had not asked for one.
Although employees throughout OARM questioned the value of IDPs, these particular employees
seemed to have a higher expectation of what an IDP should do. Their comments, therefore, were
the most negative about the current process. Twice as many OARM employees (60%) said they
had discussed their IDP with their supervisor than those that had not (34%). There were,
however, employees that wanted to discuss their IDP but were not given an opportunity. Also, a
significant number of respondents said or inferred that the IDP process was a waste of time. For
many, it appears to be just an administrative requirement. Plans are often developed and then
filed away. When asked if training on IDPs would be useful, the responses were split equally
between yes and no. When asked, however, if supervisors should receive the training as well, the
percentage increased to 85% for IDP training. This seems to indicate that employees would be
more interested in IDPs if they were sure that their managers would be held accountable to the
process.
Recommendation: Despite the amount of cynicism expressed about the value of these
plans, the GIF still believes that, if used properly, the IDP can help meet our goals. To ensure that
IDPs are not just "paperwork drills," we recommend that the IDP process be coupled with the
performance reviews. In addition, it should be emphasized that all developmental assignments
must be tied to organizational missions. In this way, performance and development are linked and
the IDP is not just a stand-alone administrative drill. Please emphasize the need for supervisors to
take the time to individually discuss IDPs with their employees. When it is determined what role
the IDPs should have in PERFORMS, we recommend that all employees receive training on IDPs.
Finally, Office Directors should be held accountable for ensuring that managers are implementing
the IDP process. Accountability may be in the form of either a certification process or a
performance standard that holds supervisors accountable for implementing the IDP process.
While the GIF believes this accountability is critical, we also recognize that employees must also
be held accountable for IDPs to be effective. The training should stress manager and employee
responsibilities.
Questions 8 through 11 (Opportunity, to participate in development opportunities)'.
Analysis: Most of the respondents stated that training opportunities are provided. A
significant number of employees, however, commented about the nature of these opportunities.
There is a perception that people can get "training" but not "development" and there is confusion
about what is meant by "development." For instance, some employees questioned the types of
activities that are being "counted" towards the 40-hour minimum. Several employees commented
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that they were not approved to attend the Blacks in Government (BIG) conference. This raises
the larger issue of how OARM should view and support employee involvement in professional
associations like BIG, the American Society of Public Administrators, and the National Contract
Management Association. The responses make clear that there is a desire for innovative
developmental opportunities. The desire cited most frequently in the survey was for rotational
assignments. Many respondents said rotational assignments were not available and were not
supported by management. In addition, there is still interest in the GLO and GRO programs.
Generally the respondents said that money has been available for them to participate in
needed training or development; however, the most common reason cited for the denial of
training was funding. This inconsistency may be due to the wording of the survey questions, but
the results seem to show that a significant number of requests were denied because of lack of
funds.
Recommendations: The issues identified above all point to the need to change the
culture in OARM to one that fosters and encourages employee development. In an effort to move
away from "individual" cases about denials for rotations and attendance at professional
conferences, there should be an OARM position on these types of developmental opportunities.
Because of the strong interest in rotations, it would behoove OARM to develop a policy on
rotational assignments that would ensure that resources are shared equitably between offices.
Currently some offices appear to do better at attracting people than others. A rotation program
might lessen management concerns about resources and result in a workforce that is more
qualified and motivated. The Employee Pool program developed by the OARM Special Emphasis
Team should be implemented and supported by upper management as part of this rotation
program. Also, there should be a statement issued about the status of the GRO and GLO
programs. Have these programs been canceled? If so, will there be other types of developmental
programs established? Finally, while funding for development does not appear to be an issue
overall, we recommend that you restate the position in the OARM October 8, 1997,
memorandum that Office Directors may come to you if they need additional funds for employee
development and that you emphasize to your Office Directors that such a request will not be
viewed as poor management but rather as a commitment to employee development.
Questions 12 through 13 (Maloney Bill in OAM):
Analysis: The majority of OAM respondents (80%) said they did not need college
courses to meet Maloney Bill requirements for their current grade and position. Three persons
said they were not sure. The majority of those who said they needed courses had been advised
that money was available to them to take the needed courses.
Recommendation: Please ensure that funds continue to be available for individuals who
need to take college courses to meet the Maloney Bill requirements for their current grade and
position.
3
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Question 14 (Interest in Skills Workshops)'.
Analysis: Strong interest was expressed for all five classes listed in the survey. In
addition, employees would like workshops offered in other areas. Some perceived that the
courses listed were only for administrative employees. Training workshops in specific technical
competencies and in competencies such as critical thinking were requested.
Recommendation: The responses demonstrate the desire of OARM employees for more
training opportunities at work. Please encourage managers to support their employees to take
advantage of classes currently available. In addition, OARM should explore offering more in-
house training opportunities. The EPA Institute has in the past offered courses for professionals
(core competency seminars), but these are no longer offered. OARM needs to insure that these
types of training opportunities are offered again by the Institute. OARM should also encourage
Office Directors to have in-house experts provide more training for then* colleagues and, when
appropriate, encourage employees to share information gained from training. Such informal
training initiatives would help build competency throughout and contribute to a more open and
professional organizational climate.
Questions 15 and 16 (What other information should the CIFprovide and other comments):
Analysis: The responses here were quite varied and generally related to the issues
identified in the analysis and recommendations provided for Questions 1 through 14. One area
not discussed already is a desire for diversity training. Several employees specifically requested
this training. It is clear from numerous survey comments that there are still many concerns about
diversity and fairness in relation to training and development opportunities.
Recommendation: Diversity training for all employees would help to reduce the real
and perceived concerns about fairness in OARM with regard to training and development.
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OARM DEVELOPMENT SURVEY
conducted June 1998
SURVEY RESULTS
Surveys Received
Surveys Distributed
Percentage of Surveys
Received*
IO/OFRM
13
30
43%
OHROS
24
ISO
13%
OA
18
129
14%
OGD
14
SO
18%
OIRM
21
186
11%
OAM
50
296
17%
CINN
10
52
19%
RTF
17
62
27%
TOTAL
167
1015
16%
* Survey Percentage represents Surveys Received
OGD OIRM OAM
OARM Offices
CINN
RTF ' TOTAL
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OARMDEVELOPMENTSURVEY
conducted June 1998
1. In June 1997, OARM published and disseminated the OARM Diversity Action Plan (formerly
the OARM Affirmative Employment Plan) resulting from an All Hands meeting with all OARM
employees on issues and perceptions in the areas of the diversification and treatment of OARM
employees. Did you receive a copy of this plan?
Yes
No
No Response
Total [100%]
IO/OPRM
: 10[77%]
3[23%]
13
OHROS
11[46%]
7[29%]
6[25%]
24
OA
13[72%]
4[22%]
1[6%]
18
OGD
13[93%]
1[7%]
14
OIRM
12[57%]
6[29%]
3[14%]
21
OAM
40[80%]
9[18%]
1[2%]
50
CINN
6[60%]
4[40%]
10
RTF
13[76%]
2[12%]
2[12%]
17
TOTAL
118[70%]
36{22%]
13[8%]
167
^
OA
YES
'OGD ' OIRM ' OAM
OARM Offices
CINN
RTF" ' TOTAL
NO
[ | No Response
COMMENT SUMMARY - QUESTION #1:
QUESTION #1
Employed after date of memo
Did not receive memo
Not sure/maybe/don't know
Discovered at staff meeting
IO/OPRM
OHROS
2
3
1
OA
1
1
OGD
OIRM
2
1
2
OAM
1
C3KN
RTF
1
TOTAL
5
1
8
1
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OARM DEVELOPMENT SURVEY
conducted June 1998
2. Are you aware of the ten recommendations identified in the plan?
Yes
No
No Response
Total [100%]
JO/OPRM
8[61%]
4[31%]
1[8%]
13
OHROS
16[67%]
8[33%]
24
OA
11[61%J
7[39%]
18
OGD
13[93%]
l[7°/o]
14
OIRM
11[52%]
10[48%]
21
OAM
27[54%]
23[46%]
50
CIN1V
6[60%]
4[40%]
10
RTF
8[47%]
9[53%]
17
TOTAL
100[60%]
66[39%)
1[1%]
167
10/OPRM OHROS
YES
OGO ' OIRM OAM
OARM Offices
ISliJ NO
CINN
RTF TOTAL
[ | No Response
COMMENT SUMMARY - QUESTION #2:
QUESTION #2
Some/vaguely
Briefing helped me to recall
Have foigottea
Don't recall seeing the plan
Was made aware by others
Other
IO/OPRM
1
OHROS
2
1
OA
1
1
OGD
OIRM
1
1 .
OAM
4
4
CINN
1
RTF
1
1
TOTAL
9
1
1
1
I
6
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OARMDEVELOPMENTSURVEY
conducted June 1998
3. One of the recommendations in the plan concerns career development for all OARM
employees. In an October 8,1997, memorandum from OARM's Acting Assistant Administrator,
Al Pesachowitz, Al stated that all employees will have the opportunity to engage in a minimum of
40 hours of developmental activities each year. In addition, Al stated that all OARM employees
are to seek training and developmental activities by negotiating an Individual Development Plan
(IDP) with their supervisor. Did you receive the October 8,1997, memo?
Yes
No
No Response
Total [100%]
IO/OPRM
9[69%]
3[23%]
1[8%]
13
OHROS
18[75%]
2[8%]
4[17%]
24
OA
1
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OARM DEVELOPMENT SURVEY
conducted June 1998
4. Do you have an approved, written IDP for 1998? If no, why not?
Yes
No
No Response
Total [100%]
IO/OPRM
8[62%]
5[38%]
13
OHROS
S[21%]
19[79%]
24
OA
15[83%]
3[17%]
18
OGD
n[79%]
2[14%]
1[7%]
14
OIRM
19[90%]
2[10%]
/21
OAM
36[72%]
14[28%]
50
CINN
5[50%]
5[50%]
10
RTP
14[82%]
3[18%]
17
TOTAL
113[67%]
53[32%]
1[1%J
167
100%,
-o 90% .=
| 80%
8 70% |L
£ 60%
t
O/OPRM OHROS OA OGD ORM OAM CNN RTP ' TOTAL
OARM Offices
YES
NO
) ( No Response
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OARMDEVELOPMENT SURVEY
conducted June 1998
COMMENT SUMMARY - QUESTION #4:
QUESTION #4
Not requested by supervisor
On detail to another
organization
No assurance of resources
Have verbal IDP
Not enough emphasis on
IDP
New employee
Need training
Satellite Broadcasts are a
poor excuse for training
Satisfied with present IDP
Don't know
IDP is excessive overhead
Didn't care to do one
Best training is the work
I'm doing
No supervisor's discussion
Other
IO/OPRM
1
2
OHROS
7
1
1
1
3
2
1
1
1
3
OA
1
1
OGD
1
OIRM
1
1
2
OAM
1
1
7
I
CINN
1
1
2
RTF
1
2
1
TOTAL
8
i
1
1
3
2
3
1
1
2
1
2
1 .
11
11
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f
^
<^-^J
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Committee on Institutional Fairness
Brown Bag Luncheon
12:30 -l:30pm
AGENDA
I. Introduction of
Members
II. Background Information
-Executive Summary
-Special Emphasis Team
Portia Johnson
Portia Johnson
Deb Dorsey
5 minutes
10 minutes
III. Accomplishments 25 minutes
-Overall Carlton Burns
Channel Richardson
-Website Lin Darlington
-IDP/Training Survey Results Sallie McElrath
-Awards Robert Stevens
John Showman
IV. Discussion 20 minutes
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OARMDEVELOPMENTSURVEY
conducted June 1998
5. Did you discuss your BDP with your supervisor?
Yes
No
*Not
Applicable
No Response
Total [100%]
IO/OPRM
8[62%]
S[38%]
13
OHROS
7[29%]
17[71%]
24
OA
13[72°/o]
2[H%]
3[17%]
18
OGD
12[86%]
1[7%]
1[7%]
14
01RM
15[71%]
4[19%]
2[10%)
21
OAM
26[52%]
1
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OARM DEVELOPMENT SURVEY
conducted June 1998
6. Would training on how to complete an IDP be useful?
Yes
No
No Response
Total [100%]
IO/OPRM
9[69%]
3[23%}
1[8%]
13
OHROS
11[46%]
12[50%]
1[4%]
24
OA
S[28%]
13[72°/o]
18
OGD
6[43%]
6[43%]
2[14%]
14
OIRM
6[28%]
13[62%]
2[10%]
21
0AM
30[60%]
19[38%]
1[2%]
SO
CINN
7[70%]
3[30%]
10
RTF
4[23%]
11[65%]
2[12%]
17
TOTAL
78[47%]
80[48%]
9[5%]
167
100%
IO/OPRM OHROS
OGD ORM OAM
OARM Offices
YES
NO
[ | No Response
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OARM DEVELOPMENT SUR VEY
conducted June 1998
COMMENT SUMMARY - QUESTION #6:
QUESTION #6
Maybe
Combine IDP/Performance
Review/Performs
J don't need it
Absolutely, yes!
Not convinced IDP worth
the time
Designed IDP and teach
program to managers
Does it matter? -
Have received HDP training
My supervisor needs it
Provide written instruction
instead
Should not be mandatory
This is a ridiculous question!
Other
IO/OPRM
1
1
OHROS
1
1
1
1
1
1
1
1
OA
1
1
1
1
OGD
1
1
OIRM
1
2
1
2
OAM
1
1
I
I
CINN
1
1
1
RTF
TOTAL
4
1
3
3
1
1
1
4
1
1
1
1
7
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OARMDEVELOPMENTSURVEY
conducted June 1998
7. Would you recommend that your supervisor receive the training as well?
Yes
No
No Response
Total [100%]
IO/OPRM
9[70%]
2{15%]
2[15%]
13
OHROS
11[46%]
8[33%]
5[21%]
24
OA
5[28%]
7[39%]
6[33%]
18
OGD
8[57%]
2[14%]
4[29%]
14
OIRM
8[38%]
9[43%]
4[19%]
21
0AM
31[62%]
11[22%]
8[16%]
50
CINN
8[80%]
1[10%]
1[10%]
10
RTF
4[24%]
6[35%]
7[41%]
17
TOTAL
84[50%]
46[28%]
37[22%]
167
IO/OPRM OHROS
OA
OGD OIRM OAM
OARM Offices
CINN
RTF TOTAL
YES
NO
[ """[ No Response
COMMENT SUMMARY - QUESTION #7
QUESTION #7
Maybe/not sure
Only the supervisor should
receive IDP training
Supervisor's choice
Supervisor is aware of
process
Already had IDP training
Supervisor is not concerned
with the IDP
Yes, most definitely
Other
IO/OPRM
1
OHROS
1
I
3
OA
1
1
OGD
OIRM
1
1
1
OAM
2
1
1
1
CINN
1
1
3
RTF
TOTAL
5
2
4
1
1
1
2
'5
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OARMDEVELOPMENTSURVEY
conducted June 1998
8. Have you been able to take any training or participate in any developmental activity (such as a
rotational assignment or other developmental program) so far this fiscal year?
Yes
No
No Response
Total [100%]
IO/OPRM
8[62%]
5[38%]
.
13
OHROS
14[58%]
10[42%]
24
OA
10[56%]
7(39%]
1[6%]
18
OGD
12[86%]
1[7%]
1[7%]
14
OIRM
18[86%]
2[9%]
1[5%]
21
0AM
34[68%]
16[32%]
SO
CINN
6[60%]
4[46%]
10
RTF
12[71%]
5[29%]
17
TOTAL
114[68%]
50[30%]
3[2%]
167
100%
90% 3L
80% = i
70% =|
60%
50% ^
40%
30%
20%
10%£
0%J
|
a:
£
to
o
a.
CO
cu
a:
+
iSFTT
IO/OPRM' OHROS
OA OGD OIRM ' OAM
OARM Offices
CINN
RTF
TOTAL
YES
NO
( [ No Response
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OARM DEVELOPMENT SURVEY
conducted June 1998
COMMENT SUMMARY - QUESTION #8:
QUESTION #8
Yes, a detail assignment
Training only
Developmental only
Somewhat
Not interested
No, none
Taking more training than I
care to
Did not request any
Yes, have been able to take
all training and development
programs requested
Would like a rotational
Rotational is not available
Denied rotational
Disagree that some courses
are considered
developmental
Other
IO/OPRM
L
OHROS
1
1
.
4
OA
,
1
1
1
1
1
1
OGD
1
1
1
OIRM
1
1
OAM
2
1
1
2
I
1
CINN
1
1
RTF
1
1
3
TOTAL
1
6
1
2
1
1
1
1
2
2
2
3
1
9
-------
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OARMDEVELOPMENT SURVEY
conducted June 1998
9. Have any of your training or developmental initiative requests been denied? If yes, please
state the reason for the denial.
Yes
No
No Response
Total [100%]
IO/OPRM
3[23%]
10[77%]
13
OHROS
4[17%]
29[83%]
24
OA
2[11%]
l«[89°/o]
18
OGD
2[14%]
11[79%]
1[7%]
14
ODRM
3[14%]
17[81%]
1[5%]
21
OAM
15[30%]
34[68%]
l[2°/o]
50
CINN
4[40%]
6[60%]
10
RTF
2[12%]
14[82%]
1[6%]
17
TOTAL
35[21%]
128[77%]
4[2%]
167
IO/OPRM OHROS OA
OGD OIRM OAM
OARM Offices
CINN
RTP ' TOTAL
YES
NO
| [ No Response
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OARM DEVELOPMENT SURVEY
conducted June 1998
COMMENT SUMMARY - QUESTION #9:
QUESTION #9
BIG Conference not seen as
developmental
No travel money for BIG
Budgetary reasons
Supervisor will not pay for my
education and "set a
precedent"
Conflicts
No approved overseas travel
for training
Requested training unavailable
Not related to current
responsibilities
No reason given
Request pending
Required to show proof of
previous courses .
Required to first complete all
certification courses
Approved course preempted
by another
Other
IO/OPRM
1
OHROS
3
1
1
OA
2
OGD
2
OIRM
1
1
1
1
2
0AM
6
2
1
3
CINN
I
1
I
RTF
2
1
1
1
TOTAL
1
1
11
1
5
1
1
1
3
1
1
i
1
7
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OARMDEVELOPMENT SURVEY
conducted June 1998
10. Has money been available for you to take and participate in needed training or
developmental initiatives?
Yes
No
No Response
Total [100%]
IO/OPRM
12[92%]
1[8%]
13
OHROS
14[58%]
9[38%]
1[4%]
24
OA
16[89%]
2[11%]
18
OGD
13£93%]
1{7%]
14
OIRM
18[85%]
1[5%]
2[10%]
21
OAM
37(74%]
10[20%]
3[6%]
50
CINN
7[70%J
3[30%)
10
RTF
16[94%]
1[6%]
17
TOTAL
133[80%]
24[14%]
10[6%]
167
tO/OPRM OHROS OA
OGD OIRM OAM
OARM Offices
CINN
RTF TOTAL
YES
NO
[~~] No Response
-------
-------
OARM DEVELOPMENT SURVEY
conducted June 1998
COMMENT SUMMARY - QUESTION #10:
QUESTION #10
Don't know/not sure
Some
Available so far
As long as training money
is available
Local training only
No travel money available
Limited amount
Had to be very persistent
Feel confident that dollars
are set aside
In 1102-series only
How would someone get
this information?
IDP is incomplete
Other
IO/OPRM
1
OHROS
1
1
1
1
1
1
OA
2
1
OGD
1
OIRM
1
1
0AM
2
1
1
1
CINN
1
1
RTF
1
I
1
TOTAL
6
1
1
1
1
2
2
1
1
1
1
1
4
-------
-------
OARMDEVELOPMENT SURVEY
conducted June 1998
11. Has time been made available for you to take and participate in needed training or
developmental initiatives?
Yes
No
No Response
Total [100%]
IO/OPRM
11[84%]
1[8%]
1[8%]
13
OHROS
21[88%]
2[8%]
1[4%]
24
OA
15[83%]
2[1 1%]
1[6%]
18
OGD
11[79%]
2[14%]
1[7%]
14
OIRM
19[90%]
1[5%]
1[5%]
21
OAM
39[78%]
8[16%]
3[6%]
50
CINN
8[80%]
2[20%]
10
RTF
16[94%]
1[6%]
17
TOTAL
140[84%]
19[11%]
8[5%]
167
100%.
TJ
0)
I
0)
a
&
Q>
o:
80%
70%
60%
50%
40%
30% 1
20% J
10%
0%
§rn .
IO/OPRM' OHROS OA
YES
OGD OIRM OAM
OARM Offices
CINN
RTF TOTAL
NO
I | No Response
COMMENT SUMMARY - QUESTION #11:
QUESTION #11
Don't know/maybe
Yes, if I want time
Workload constraints
Training only
Local training only
IDP is incomplete
Not able to get training in
Systems-ICMS
Other
IO/OPRM
1
OHROS
2
1
OA
1
OGD
OIRM
OAM
2
1
2
CINN
1
1
RTF
1
1
2
TOTAL
.4
2
2
3
I
1
1
2
-------
-------
OARMDEVELOPMENTSURVEY
conducted June 1998
12. (For OAM employees only) If you work in the Office of Acquisition Management, do you
need college courses to meet Maloney Bill requirements for your current grade and position?
Yes
No
No Response
Not Applicable
Don't Know
Total [100%]
IO/OPRM
13[100%]
I 13
OHROS
24[100%]
24
OA
18[100%]
18
OGO
14[100%]
14
OIRM
21[100%]
21
OAM
iopo%]
36[72%]
1(2%}
3[6%]
50
CINN
10{100%]
10
RTP
17[100%]
17
TOTAL
10[6%]
36[21%]
118[7l%]
3[2%]
167
OAM
Don't Know (6.00%)
Not Applicable (2.00%)
No Response (0.00%)
NO (72.00%)
YES (20.00%)
COMMENT SUMMARY - QUESTION #12:
QUESTION #12
Other
IO/OPRM
OHROS
OA
OGD
OIRM
OAM
1
CINN
RTP
TOTAL
1
-------
-------
OARMDEVELOPMENTSURVEY
conducted June 1998
13. (For OAM employees only) If you answered yes to Question 12, have you been advised that
money is available for you to take the needed courses?
Yes
No
Not Applicable
Total [100%]
IO/OPRM
13[100%]
13
OHROS
24[100%]
24
OA
18[100%]
18
O6D
14[100%]
14
OIRM
21[100%]
21
OAM
7[14%]
3[6%]
40[80%]
50
CINN
10[100%]
10
RTF
17[100%]
17
TOTAL
10[6%]
3[2%]
154[92%]
167
OAM
Not Applicable (80.00%)
YES (14.00%)
NO (6.00%)
COMMENT SUMMARY - QUESTION #13:
QUESTION #13
Advised that money was
available
Had to fight for [funds]
Advised that money was
not available
Other
IO/OPRM
OHROS
OA
OGD
OIRM
OAM
1
1
1
3
CINN
RTF
TOTAL
1
1
1
3
-------
-------
OASMDEVELOPMENTSURVEY
conducted June 1998
14. Please indicate which of the following workshops would interest you.
Course
None Requested
No Response
How to Become a Better
Communicator
Better Business Writing
Better Grammar Usage
Presentation Skills
Interpersonal
Communication Skills
How to Deal wiih Difficult
People
IO/OPRM
2
8
8
7
6
5
6
OBROS
4
6
7
6
5
10
6
10
OA
1
7
8
3
3
5
5
8
OGD
5
4
2
2
4
3
3
OIRM
4
4
9
7
8
7
7
0AM
6
6
27
27
21
27
19
24
CINN
4
4
2
3
3
3
6
RTF
7
3
1
2
5
4
S
TOTAL
15
41
70
56
43
68
52
72
Percentage relative to courses selected
How to Deal with Difficult People (19.94
interpersonal Communication Skills (14.40
Presentation Skills (18.84'
to Become a Better Communicator (19.39%)
itter Business Writing (15.51%)
itter Grammar Usage (11.91%)
-------
-------
OARM DEVELOPMENTSURVEY
conducted June 1998
COMMENT SUMMARY - QUESTION #14:
QUESTION #14
Any arid all training would
be helpful
Not needed
Taken all courses
Not applicable
Give us real training, please!
Maybe after receiving
training already requested
Other
IO/OPRM
OHROS
1
3
OA
1
OGD
1
2
OIRM
, 1
1
OAM
1
1
1
CINN
RTF
1
TOTAL
1
1
2
1
1
1
7
-------
-------
OARMDEVELOPMENTSURVEY
conducted June 1998
15. Please identify any other information that the GIF could provide that would be helpful in the
training and development area.
Response
No Response
. Total [100%]
IO/OPRM
3[23%]
10[77%]
13
OHROS
9[38%]
15[62°/o]
24
OA
5(28%]
13[72%]
18
OGD
1[7%]
13[93%]
14
OIRM
4[19%]
17[81%]
21
OAM
15[30%]
35[70%]
50
CINN
3{30%]
7[70%]
10
RTF
4[24%]
13[76%]
17
TOTAL
44[26%]
123[74%]
167
100%.
90%
O/OPRM'OHROSOA
OGD ' OIRM OAM
OARM Offices
CINN
RTF TOTAL
Responded
No Response
-------
-------
OARM DEVELOPMENT SVR VEY
conducted June 1998
COMMENT SUMMARY - QUESTION #15:
QUESTION #15
College courses
Rotational assignments and
other developmental
programs
Upward Mobility
Clearinghouse
Merit Promotion Process
Content-specific courses
Travel money for
seminars/conferences
Formal career development
programs
Critical/analytical thinking
training
Examples of successful IDPs
Detail assignments
Administrative Officer
training
Changes in procurement
field
Monitor OAM Training
Division
Being valued as an
employee
Lack of communication
Uneven distribution of
training dollars
Maloney Bill requirements '
Required reporting of all
training
Management development
opportunities and (raining
Diversity training
IO/OPRM
1
2
OHROS
2
1
1
1 ;
]
1
OA
1
OGD
OIRM
1
1
1
1
OAM
-
1
1
1
1
1
2
1
1
1
2
CINN
1
1
RTF
1
1
TOTAL
1
3
1
2
1
1
1
2
2
1
1
1
1
1
1
1
2
1
I
2
4
-------
-------
OARMDEVELOPMENTSURVEY
conducted June 1998
QUESTION #15
Conflict resolution training
Work ethic training
Administrative leave for
training
Hiring, training, promoting,
and retaining Hispanics
Training for grades 5, 6,
and?
Funds for BIG Conference
Fair training opportunities
for all EPA employees
5 11 -series training
Other
IO/OPRM
2
OHROS
5
OA
1
OGD
OIRM
4
. OAM
1
1
1
1
1
10
CINN
1
1
3
RTF
1
1
3
TOTAL
1
1
2
1
1
1
1
1
28
-------
-------
16. Please identify your OARM office.
OASMDEVELOPMENTSURVEY
conducted June 1998
Surveys
Received
Possible Surveys
[100%]
IO/OPRM
13[43%]
30
OHROS
24[13%]
180
OA
18[14%]
129
OGD
14[18%]
SO
OJRM
21[11%]
186
OAM
S0[17%]
296
CINN
10[19%]
52
RTF
17[27%]
62
TOTAL
167{16%]
1015
50.00%
« 0.00%.:
Q.
tO/OPRM OHROS
OGD OIRM OAM
OARM Offices
CINN
RTP TOTAL
-------
-------
OARMDEVELOPMENT SURVEY
conducted June 1998
17. Please add any additional comments here.
Response
No Response
Total [100%]
IO/OPRM
1[8%]
12[92%]
13
OHROS
6[25%]
18[75%]
24
OA
2[11%]
16[89%]
18
OGD
S[36%]
9[64%]
14
OIRM
7[33%]
14[67%]
21
0AM
12[24%]
38[76%]
SO
CINN
3[30%]
7[70%]
10
RTF
2[12%]
15[88%]
17
TOTAL
38[23%]
129{77%]
167
100%
ono/ ^t _
"O »»»* -fissr
I 80% J
o ?o%j;
1 50%
g 40%$
8-30%
'IO/OPRM' OHROS ' OA
OGD ' OIRM ' 0AM
OARM Offices
CINN
RTP TOTAL
Response
No Response
-------
-------
OARM DEVELOPMENT SURVEY
conducted June 1998
COMMENT SUMMARY - QUESTION #17:
QUESTION #17
Unfair to white men
Clearinghouse
Should focus on physically
impaired and learning disabled
Pleased with CIF mission
Design a different survey for
managers and supervisors
Managers focus on quantity
versus quality
Need a feedback evaluation of -
all managers and supervisors
Very senior people routinely
perform what should be done
by much lower-graded people
Bring back GLO, GRO, WEL,
and HUES
Create a formal rotation
program, encouraged by
managers and supervisors
Climate assessment to help
OARM assess its strengths and
weaknesses
Inter-organizational rotational
assignments will motivate
employees
Lack of information
A simple but very useful
survey
Need training funds released
early in fiscal year
Better utilize staff resources
and distribute workloads more
equitably
IO/OPRM
1
OHROS
1
1
2
1
2
1
1
1
1
OA
1
OGD
1
1
1
1
OIRM
1
1
1
0AM
1
1
CINN
RTF
1
TOTAL
2
-2
1
2
2
1
2
1
1
2
1
1
2
1
1
1
-------
-------
OARM DEVELOPMENT SURVEY
conducted June 1998
QUESTION #17 (Continued)
This program, committee, and
survey are a waste of time and
money
Need Diversity training for all
Morale in OARM is low
Management and Directors are
treating their employees
unfairly
All AO positions should be
13/14, Program Analyst
Middle and upper management
do not share the same vision
Minority employees get
whatever training they request
and more choice selection
OAM needs to insure adequate
training for 5 10s and 5 1 Is
Travel money for minority
training is low priority
Required to report all training
Career advancement not
dependent on performance or
qualifications
Need Awards Process training
Other
IO/OPRM
1
OHROS
4
OA
1
OGD
1
1
5
OIRM
1
1
7
OAM
1
2
1
1 .
2
1
1
13
CINN
1
1
1
3
RTF
2
TOTAL
2
2
1
2
1
1
2
1
1
1
1
1
36
-------
-------
OARMDEVELOPMENTSURVEY
conducted June 1998
18. Optional: Name and Phone.
Name and Phone
Provided
None Provided
Total [100%]"
Percentage of
Name and Phone
Provided Out of
Surveys Received
Comments
IO/OPRM
4[31%]
9[69%]
13
31%
OHROS
5[21%]
19[79%]
24
21%
OA
4[22%]
14[78%]
18
22%
OGD
S[36%]
9[64%]
14
36%
1
OIRM
11[52%]
10[48%]
21
52%
OAM
14[28%]
36[72%]
50
28%
CINN
4[40%]
6[60%]
10
40%
RTF
3[I8%]
14[82%]
17
18%
TOTAL
50[30%]
117[70%]
167
30%
100%
30%-;::
20%|E
10% .i
0%
'IO/OPRM .OHROS OA
OGD OIRM OAM
OARM Offices
CINN
RTF TOTAL
Name and Phone Provided
None Provided
COMMENT SUMMARY - QUESTION #18:
QUESTION #18
No longer safe to
provide this
IO/OPRM
OHROS
OA
OGD
1
OIRM
OAM
CINN
RTF
TOTAL
1
-------
-------
FULL TEXT OF OARMSURVEY COMMENTS BY QUESTION
QUESTIONS In June 1997, OARM published and disseminated the OARM Diversity
Action Han (formerly the OARM Affirmative Employment Flan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
IO/OPRM Comments: None offered
OHROS Comments:
- NO. Began here Mar 98.
- I transferred to HQ in Sep [97] and did not receive a copy, but spoke about it in our staff
meetings.
- Don't recall Dont think I did.
- Not sure. J
- NO? I don't think so, but I may have and just forgot.
OA Comments:
- Not sure.
- NO. New employee effective 9/2/97.
OGD Comments: None offered
OIRM Comments:
- Maybe, but I am not aware of having received it.
- Don't know. Probably.
- NO. I was not an employee of OARM in Jun 97, but I did not receive [it].
OAM Comments:
- Not sure.
CINCINNATI Comments: None offered
RTF Comments:
- Dont know.
-Vaguely.
QUESTION #2 Are yon aware of the ten recommendations identified in the plan?
IO/OPRM Comments:
- YES. Some.
-------
OHROS Comments:
- YES. Now because attended "briefing."
- Vaguely.
- NO. Only some of them.
OA Comments:
- YES. Work closely with the GIF.
- I was but I forgot them.
OGD Comments: None offered
OUtM Comments:
- Vaguely from the diversity meeting.
- NO, since I dont recall ever seeing it.
OAM Comments:
- Somewhat.
- Not really.
- YES. I remember some, but not all of them.
- Some but not all.
CINCINNATI Comments:
- YES. Made aware by others.
RTF Comments:
- NO. Call it whatever you want -diversity or affirmative employment. From a Caucasian male's
perspective, diversity is government-sponsored discrimination against white males. I have
absolutely no desire to receive any training or information about this plan!
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Flan (CDF) with their supervisor. Did
you receive the October 8,1997, memo?
IO/OFRM Comments: None offered
OHROS Comments:
- NO. Started working here in Mar 98.
- [I] think so.
- Not sure, but I think so.
-------
OA Comments: None offered
OGD Comments: None offered
OIRM Comments:
- YES, but also received information locally that funds were limited and so was time for allowing
employees off for such training. Also, no realistic effort to develop/implement IDPs for staff
which adds hope that memo intent is a realistic training expectation for staff.
- Don't know, probably.
- Probably. I remember the 40 hour number.
- YES, or at least I was briefed on the contents of the memo. I don't remember if I got an actual
copy.
OAM Comments:
- Not sure.
CINCINNATI Comments: None offered
RTF Comments:
- Don't know.
QUESTION #4 Do you have an approved, written IDP for 1998?
IO/OPRM Comments:
- NO, never completed.
- NO, new employee.
- NO, I did not have time to follow-up on this action item, because of high priority work tasks.
OHROS Comments:
- YES, a training plan that was developed for the entire project team applies to me and I am
satisfied with that.
- NO. Would like to receive training on how to do it, and it has not been emphasized in my
workplace.
- NO. Supervisor never requested one from the staff and no follow-thru was made.
- NO. I have not prepared one. I do plan to do one in the near future.
- NO. Have not prepared one for myself yet.
- NO. Do not know. We have not had our closeout discussions for FY 98, and have not
discussed new PERFORMS.
- NO. Not enough has been put on doing one, so it has not been a priority!
- NO, I do not have an approved IDP. I am on a detail to another organization. This detail is
meeting one of my developmental objectives on my personal IDP.
- * [Refer to OHROS comment under Question #7] NO. There just has not been enough
emphasis put on doing one. It is not a priority because there seldom is follow-up to see if the plan
has been implemented or if changes need to be made to keep it current, etc. If made to do one,
-------
the reality is that it will probably go in someone's desk drawer never to be looked at again until
the next year. It seems, at best, a very perfunctory chore which adds very little value to the
development and evaluation process. "Real-time" training and development can, and often does,
occur without regard to an IDP.
- NO. Was not required to put one in place at the signing of the PERFORMS Agreement.
- NO. Supervisor on leave.
- NO. Never requested.
- NO. Believe IDP adds excessive overhead to simple training requests. Doing the IDP can easily
(and unnecessarily) double the amount of time consumed by the training.
- NO. I have a verbal IDP.
- NO. Not requested by supervisor; unsure about forms.
- NO. Hasn't been required. Nobody else seems to be doing one. >
- NO. Not specifically asked for. No assurance that resources are available to support it.
- NO. My supervisor never asked that I develop or submit one. I have some language in my
self-appraisal about my goals for FY 98, but not a specific IDP.
OA Comments:
- NO. No available time with supervisor for discussion.
- NO. Didn't care to do one.
OGD Comments:
- NO, working the kind of training that would best benefit me.
OIRM Comments:
- NO. Submitted one but never received any feedback from any member of OIRM
management.... seems they are too busy doing non-managerial work stuff to focus on supervisory
or managerial issues like EDPs.
- NO. I feel it is ludicrous that 34 years after that signing of the Civil Rights Act of 1964 that we
are still playing these games. I do not feel that training is the solution to the Institutional Fairness
problem and therefore did not complete an IDP. A lack of qualified candidates is not the
problem.
OAM Comments:
- NO. Wasn't given back and no discussing [discussion] was given.
- NO. Supervisor never set up meeting to negotiate/discuss even though [the] plan was submitted
.on time. Really felt that I wasted my time completing an IDP.
- NO. No response from supervisor.
- NO. Switched jobs in the last three months. Haven't completed [an IDP] for current job.
- NO. I dont know actually.
- NO. I turned in my IDP Dec of 1997. Whether or not it was "approved," I have no idea.
- NO. Ask my supervisor.
- NO. Supervisor has not returned approved IDP, to date.
- YES, but it is ignored.
- NO. I wrote one and turned [it] in. I dont recall receiving [it] back approved.
-------
CINCINNATI Comments:
- I have had a written and approved IDP for several years. Have not yet completed this year's
IDP. Will do so before my next performance rating meeting.
- NO. My supervisor (he) has not thought it would be advantageous because I am a
stay-in-school, which is only half of a federal employee. I think differently.
- NO. No information.
RTF Comments:
- NO. Supervisor said that he is still working on it.
- NO. I submitted the IDP. But I do not know if it has been approved.
- For the most part, the satellite broadcasts are a poor excuse for training, but they are being
crammed down employees' throats. They are not even well attended by supervisors, but
employees are told that attendance is mandatory. What I originally proposed was put aside. ,
CMD-RTP tends to push "free" satellite broadcasts as part of the 40-hours IDP on contracting.
QUESTION #5 Did you discuss your IDP with your supervisor?
IO/OPRM Comments:
- NO. I did not have time to follow up on this action item, because of high priority work tasks.
- I do not have an IDP.
OHROS Comments:
- NO, but she is aware of my developmental objectives.
- NO. Don't have one.
- Goals known.
- NO. Never requested.
- I discussed my IDP with my supervisor at my end of the year performance review, and will
review it again during the performance appraisal system closeout this month.
- NO, but we have talked about career development and training. .
OA Comments: None offered
OGD Comments: None offered
OIRM Comments:
- NO. Submitted one but never received any feedback from any member of OIRM
management.... seems they are too busy doing non-managerial work stuff to focus on supervisory
or managerial issues like IDPs.
- Approved but not discussed.
QAM Comments:
- NO and I really wanted to. (I guess I could have asked to have a meeting but it certainly wasn't
offered.) '
- YES. Team Leader (1st), Supervisor (2nd).
-------
- YES, but I have not received any follow-up, specifically a request for a mentor.
- NO. We never do.
CINCINNATI Comments:
- Will do so at performance rating meeting.
- Training, yes.
RTF Comments:
- NO. [With] my Team Leader.
QUESTION #6 Would training on how to complete an IDP be useful?
IO/OPRM Comments:
- Maybe.
- YES. The IDP process if coupled with the performance review and standards process would
increase the probability that IDPs would be generated annually.
OHROS Comments:
- I don't need it, but I can see that others may.
- YES. Absolutely!
- NO, I designed the Agency's IDP process, and teach managers how to help their employees
create effective IDPs.
- * [Refer to OHROS comment under Question #7] Perhaps! I'm not convinced that the time
spent in doing one is worth it for what we get out of it. We shouldn't do an IDP just to be doing
one or because it sounds like a nice thing to do. If done properly, the IDP should contain realistic
goals, be reviewed periodically to determine its "up-to-dateness," and the employee should
receive continuous feedback from the supervisor. We should not put employees through this and
then let them linger until the next time around.
- NO. I have received training before.
- YES. It is unreasonable to impose a requirement without providing us with the tools to
successfully fulfill our responsibilities. Written materials, however, would be much more helpful
than training.
OA Comments:
- NO, not necessary for me.
- Does it matter?
- NO. I am only speaking for me. It may be useful for some employees. Should not be
mandatory.
OGD Comments:
- YES/NO.
OBRM Comments:
- Already had the training.
- NO. Providing supervisors with more time to supervise would be helpful.
6
-------
Perhaps.
- NO, this is a ridiculous question!
- I received training last fall. It was helpful.
OAM Comments:
- [Training would be useful] for my supervisor.
- YES. Several years ago training on filling out IDPs was provided to supervisors but I dont
believe it was carried through to staff. I thought the training was very helpful.
- YES. Never had to complete an IDP prior to coming to this Agency in 1995. Did not complete
my first IDP until about six months ago.
- YES. It is greatly needed.
CINCINNATI Comments:
It is not necessary for me, but I do feel it could be helpful if it were offered once each year for
those interested.
- I'm certain it would be beneficial to the majority of employees.
RTF Comments: None offered
QUESTIONS? Would you recommend that your supervisor receive the training as well?
IO/OPRM Comments:
- Maybe.
OHROS Comments:
- YES. Supervisor [should] receive training only.
- I would not recommend it, but I would make it available to all supervisors if they want to
update their knowledge of the process.
- It depends. (See response to items 4 and 6.) [see asterisk * preceding comments under
OHROS Questions #4 and #6]
- Depends on how comfortable my supervisor is with IDPs - he/she would know whether he/she
needs the training.
OA Comments:
- Don't know.
- Again, I feel it depends on the individual supervisor.
OGD Comments: None offered
OIRM Comments:
- Already had the training.
- YES. General IDP training would be useful at the supervisory levels so that staff expectations
are understood and so that the intent of senior management in this area is understood, too.
- NO. If a supervisor cannot complete an IDP, maybe he/she should not be a supervisor.
-------
OAM Comments:
- Not sure.
- I answered NO on Question #6; however, I believe my supervisor should receive training.
- Don't know.
- YES. Most definitely.
CINCINNATI Comments:
- Supervisors should be made aware of the process; however, my supervisor does not need the
training and is aware of and supportive of the process.
- Supervisor didn't seem concerned with what was on it as much as meeting [the] deadline to
have it completed.
- YES. Also diversity training with regard to race, age, sex, and work culture.
RTF Comments: None offered
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
IO/OPRM Comments:
- YES. Detail.
OHROS Comments:
- YES. Training, yes; developmental op [opportunity], no.
- YES. I am currently on detail to ORD and OIG. I am able to take more training than I care to,
or need to.
- Within what timeframe do you have in mind? If you mean have I ever taken any training or
participated in a developmental activity, the answer is "YES." If you mean within the last six
months or so, the answer is "NO." This question is not as clear as it could be.
- YES. Took a two-day class.
- NO, but I am scheduled for two weeks of training in September.
OA Comments:
- Not interested.
- YES. Only training. Rotational does not look visible in my branch.
- YES/NO. Would like to do this (rotational assignment or other developmental program).
- YES. AH.
- NO. I did not request any.
OGD Comments:
- Somewhat.
- YES. Developmental.
- NO, I negotiated a rotational assignment in another office and they were willing to pay my
salary, but I was denied the opportunity by my managers.
8
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OIRM Comments:
- YES. Training.
OAM Comments:
- YES. Training.
- YES, but we are told to include diversity and retirement planning as courses. I disagree that
these are career development.
- YES. Some training classes only!
- Rotational assignment has been requested every year, but not been granted by the supervisor.
- YES, however, rotational assignments are still out of reach to certain people. Supervisor states
[he/she] cant afford to rotate me unless they get a body in return.
CINCINNATI Comments:
- My supervisor has been open to any and all types of development assignments I have requested.
I have not participated in a specific "developmental activity" this year, but continue to participate
in training courses and other enrichment activities such as volunteering for workgroups and other
"team" activities.
- YES. Training.
RTF Comments:
- YES. One seminar.
- YES. Was scheduled for training and had a conflict in schedule.
- YES. No rotational assignment opportunities have been offered to me.
- I asked to be considered for a rotational assignment, last year, in Betty Bailey's office and never
heard back. I knew a selection was made when it was announced.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
IO/OPRM Comments:
- YES. Attending BIG [Blacks In Government] Conference is not seen as developmental.
OHROS Comments:
- YES. No travel/training funds to a professional conference in Tennessee.
- YES. Budgetary reasons.
- NO, but have put in only one [request] during the last 18 months.
YES. Funding was not available last fiscal year.
- YES. I asked for reimbursement for graduate courses related to my job and my supervisor said
he did not want to "set a precedent" by paying for my education.
OA Comments:
- YES. My rotational was denied. Reason -1 was told they need me; but I know best.
- YES. No time.
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OGD Comments:
- YES. Wasn't able to do rotational assignment.
- YES, because of the timeframe in which the detail would take place.
OIRM Comments:
- YES. Cray User Group (CUG), Stuttgart, Germany, June 15-19, 1998. Supervisor stated,
"Unfortunately, ETSD does not have a mission that will give us the leeway to approve
international travel."
- YES. Because Team Leader felt that it wasn't related to current responsibilities. (Course
related to management skills.)
- NO. CAVEAT: Due to the workload/high pace of individual (my performance) work, I have
not been able to attend a lot of training -1 had one class so far in FY 98.
- NO, [I have not been denied] but I have been unable to attend some due to work constraints.
- YES. None [reason] given.
OAM Comments:
- YES. Cost too great.
- YES. No explanation given.
- NO. Not flat out denied but not acted upon either.
- YES. Not enough funding available.
- YES. The Training Division asked me to show proof of previous courses. They should have a
list of my training. I was told I'm not a certified Contract Specialist, C. S.
- YES. My supervisor claimed that he did not know if there was training money available.
However, other employees are receiving training.
- YES. No explanation.
- YES. Not enough money in the budget.
- YES. Management wanted to make sure that funds were available [for] others.
- YES. Money. It seems dollars are available for one-day, feel-good seminars.
- YES. [I am a] temporary 14, Team Leader, despite my graduation from the WEL program.
Supervisor claims to give all 13s this opportunity, but planned my "turn" to occur after my
scheduled departure from her service center. My planned departure was scheduled prior to this
. opportunity becoming available. Two other 13s were given this despite their assignment to
another team.
- YES, due to lack of funding available.
CINCINNATI Comments:
- YES. My supervisor felt I should complete all my required C.O. Certification courses before
any electives.
- YES. Asked to attend Contract Administration course. Was told I needed a course before
Contract Administration, so it wouldn't be helpful and I need to take courses for the position I'm
presently in. However, this course is approved and signed off on my IDP.
- YES. No money (travel) [to Blacks In Government] (BIG) Conference.
RTF Comments:
- Dont know yet. (See #4 above: 'Supervisor said that he is still working on it.')
- YES. Funds available were not sufficient for all those who requested that particular training.
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- YES, lack of travel funds.
NO. In my IDF draft, I requested training on customer service and team building - they were
gone, so I signed a blank form and gave it to my supervisor.
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
IO/OPRM Comments:
- I do not know.
OHROS Comments:
- YES, except for a professional conference in Tennessee, which relatively quite expensive funds
have been available.
- YES. As long as my office had the training budget monies for it.
- I don't know.
- Money [is] available for local training. Have no travel money.
- YES. So far.
OA Comments:
- Don't know.
- Not sure.
- YES. Some.
OGD Comments:
- Limited amount
OERM Comments:
- Not applicable. How would an individual get access to this information?
OAM Comments:
- Dont know.
- Unknown.
- YES. Although not all I requested.
- YES. Had to be very persistent.
CINCINNATI Comments:
- I feel confident that dollars have been set aside for such training/developmental initiatives.
- No travel money [available].
RTF Comments:
- Money is there, but plan is incomplete.
- YES. One seminar.
- YES. Only for training in the 1102-series.
11
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QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
IO/OPRM Comments:
- I don't know.
OHROS Comments:
- I'm sure this would not have been a problem had I wanted to take something.
- YES, if I wanted time.
- YES/NO. Tm allowed to take extended training, but no adjustments are made to my workload
while I'm away at training.
OA Comments:
- Don't know.
OGD Comments: None offered
OIRM Comments: None offered
OAM Comments:
- Don't know.
- YESandNO.
- YES. Training.
- NO. Told up front not to request if we can't manage our workload.
- YES, for approved training.
CINCINNATI Comments:
- YES. I'm allowed to attend computer class.
- Local training only.
RTF Comments:
- Time is there, but plan is incomplete.
- YES. For one seminar.
- NO. I've requested training in Systems-ICMS, to no available [avail].
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
IO/OPRM Comments: Does not apply
OHROS Comments: Does not apply
OA Comments: Does not apply
OGD Comments: Does not apply
12
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OIRM Comments: Does not apply
OAM Comments:
- Don't know.
- YES. Preference/dollars given to those who hold a bachelors degree - they offer the
"business"/procurement courses at a "Masters level" - much more costly than undergraduate
business courses. Nothing offered to those who have the business credits, but lack a bachelors
degree!!!!! In fact, these courses were offered during the business day. (Some of those taking
the courses already "met" the Maloney Bill requirements - previously classified as Auditors, these
employees were seeking the EPA procurement certification.)
- Don't know.
CINCINNATI Comments: Does not apply
RTF Comments: Does not apply
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
IO/OPRM Comments: Does not apply
OHROS Comments: Does not.apply
OA Comments: Does not apply
OGD Comments: Does not apply
OIRM Comments: Does not apply
OAM Comments:
- Even though I did not need Maloney Bill training, I was advised that money was available.
- YES, but I still had to fight for it [the funds]. Don't understand why.
- NO. Currently the word is that no money is available this fiscal year. I intend to finance my
own courses in the interim.
CINCINNATI Comments: Does not apply
RTF Comments: Does not apply
QUESTION #14 Please indicate which of the following workshops would interest you:
IO/OPRM Comments: None offered
OHROS Comments:
- [Add] "How to Get a Promotion"; "How to Get Invited to the Right Meetings"; "How to Get
Noticed."
13
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Any and all training would be helpful? [Change workshop titles:] "Effective Communicating"
[instead of] "How to Become a Better Communicator"; "Down-to-Earth Writing" [instead of]
"Better Business Writing"; "Effective Ways of Presenting Your Ideas!" [instead of] "Presentation
Skills."
- What is the difference [between] "How to Become a Better Communicator" [and]
"Interpersonal Communication Skins."
OA Comments:
- Not needed.
OGD Comments:
- "How to Deal with Difficult People" - Absolutely.
- I've taken these [courses] over the years.
- "Interpersonal Communication Skills" - Maybe.
OIRM Comments:
- Had all [listed] classes.
OAM Comments:
- Give us real training, please!!!
- Had "Better Grammar Usage"; "Interpersonal Communication Skills"; [and] "How to Deal With
Difficult People."
CINCINNATI Comments: None offered
RTF Comments:
- Maybe after receiving the training already requested.
QUESTION #15 Please identify any other information that the CIF could provide that
would be helpful in the training and development area.
IO/OPRM Comments:
- Information regarding college courses for a degree. Are correspondence classes accepted
towards a degree?
- Information on rotational assignments and other developmental programs.
- More of them and longer development programs and time in them.
OHROS Comments:
- Can't think of anything now.
- A list of resources on the web, etc., that tells me where I can look (different venues) to receive
training - or where to get training - like a clearinghouse.
- Information on where to take different types of training - central repository for vendors or
training information.
- Merit Promotion Process.
- Question: How do we keep white managers from using programs targeted to recruit minority
candidates/applicants? Examples: EPA Intern Program and Outstanding Scholars.
14
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- I need content-specific courses related to automation and educational technology, rather than
the more general.
- Money for travel to seminars/conferences.
- OARM needs formal career development programs, not the current "hit or miss" approach.
That is, competencies needed at each level in a career ladder should be identified, then all
employees should receive assignments and training that build those competencies. Employees
should be certified as having the competencies needed at their current levels. Once certified,
employees should receive assignments and training designed to build the competencies needed to
advance to the next level in the formal career ladder and to make them competitive in applying for
promotions. IDPs would then be needed only for employees who want to build skills in lines of
work other than their current ones. The IDPs could spell out the activities (details, etc.) and
training that OARM pledges to provide as cross training.
- I would recommend training in critical/analytical thinking. So many people in OARM are
poorly educated and/or have very little capacity to analyze anything more than routine issues.
Project management, program evaluation, basic statistics, and basic environmental policy would
also be good starts. It's amazing how ignorant most people in OARM are about EPA's mission
and programs.
OA Comments:
- How to let your organization let you go on rotational assignment. Not only in your
organization.
OGD Comments:
- None at this time.
OIRM Comments:
- Examples of successful IDPs and how employees negotiated or presented their ideas to their
supervisor.
- Training on rights regarding discrimination - how to recognize it, how to report it, and how to
take appropriate action when discriminatory activities obstruct or eliminate career opportunities.
- Critical Thinking; Problem Solving; and Meeting Management and Facilitation.
- Information on how to get detail assignments to other federal government agencies.
- Nothing to identify at this time.
OAM Comments:
- Training for AOs[Administrative Officers].
- Clarification to managers and their employees on what type of training should be included in
calculation of an employee's developmental training requirements.
- Training opportunities for employees who have already met the Maloney Bill requirements are
far too limited and the quality of available training is poor.
I believe that OAM as an organization has historically demonstrated that it does not
believe in funding training based on the following observations:
(1) OAM management encourages employees to report all training, including in-house
training, in order to fulfill the 40-hour-per-year requirement. Unfortunately, much of this training
is of questionable quality, and, therefore, not in the spirit of the movement toward
professionalizing the contracting series.
15
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(2) Historically, 0AM has provided only $500 per employee per year for training. This
amount is far less than what the program offices budget for their employees and far less than what
other agencies fund for their contracting employees. This amount is only l/6th the amount that
was available to me at my prior agency. I sincerely believe that OAM currently budgets more
training money for employees who need to meet the Maloney Bill requirements only because such
training is mandated. OAM continues to provide only $500 per year for employees who have
already met the Maloney Bill requirements. With such a small amount, I cannot take even a single
course under a continuing education program at [a] good quality University nor even a single
seminar, for example, those taught at George Washington University.
I am leaving EPA. Bye.
- Nothing further to add.
- OAM needs to offer more training on changes in the procurement field - information is very
closely held in OAM - there is very little professional discourse - informal training sessions
utilizing in-house expertise would help change the culture from one of distrust to one of learning
respect and innovation.
- Frequently monitor the OAM Training Division and the uneven distribution of training dollars.
- I don't believe that my supervisor or upper management values me as an employee. I think this
is the primary reason training has not been made available.
- Management development opportunities and training.
- GIF should quickly endorse a good diversity training plan, particularly for OAM. This plan
should be an extensive one, not a fly-by-night one-day training. Maybe this will help us all
understand each other better.
- Conflict resolution - instead of avoiding it.
- I am a 511-series analyst in OAM and feel that not enough courses exist for 51 is but [that]
concentration is on 1102-series employees.
- A workshop on diversity itself.
- Work ethic training.
- Provide the time needed to take the training on [the] job like other programs at EPA Waterside
are currently doing.
- I am currently the OARM Hispanic Employment Program Manager. Hispanics are still the
most under represented Minority Group in EPA, OARM, and OAM. A presentation by me and
Mercedes Olivieri of OCR might shed some light on how more Hispanics can be hired, trained,
promoted, and retained. Also, we could present some cultural differences which keep Hispanics
from being hired, trained, promoted, and retained.
CINCINNATI Comments:
- It seems as though there is more interest geared toward higher grade levels 12,13, and up as far
. as training and programs. What about those who have worked for the government 15-20 years
while others were in school and have not been fortunate or given the opportunity to move up in
the government and are still sitting in grades 5, 6, and 7?
- The training in diversity of work culture, the ethical and moral responsibility that should be
exhibited by all employees in diverse environments.
- Money should be made available for BIG (Blacks In Government) Training Conference.
RTF Comments:
- To help provide some upward mobility positions after taking inventory of employees, for those
employees who are highly trained and qualified.
16
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- There appears to be no process in place to determine who receives training and when. Training
and development decisions appear to be arbitrary, subjective, and lacking in fairness.
- For those employees who are attending college courses to meet the Maloney requirements, they
should be provided some Government time (administrative leave) to attend classes, do homework
or research for the courses. For instance, allowing a maximum of 2-5 hours a week for classroom
preparation or to attend classes. At this point, most employees have to use their annual leave to
attend a class that may start around 6:00pm. The employee may have to leave early to get [to]
their classes on time. However, it may not be feasible for an employee to come in any earlier
because of childcare problems.
Why are field locations continually left out of the info loop! I've checked with minority
employees in CMD-RTP about this survey and, so far, no one has responded to me, saying they
saw it, or participated in it. Were we accidentally excluded from this survey???
QUESTION #16 Please identify your OARM office.
QUESTION #17 Please add any additional comments here.
IO/OPRM Comments:
- Your GIF is totally unfair to white men. This is known as reverse discrimination. The GIF
should be color blind - we should be judged not by the color of our skin as MLK Jr. [Martin
Luther King, Jr.] indicated.
OHROS Comments:
- Need to focus on the needs of physically impaired and learning disabled employees!
- I am very pleased with the GIF's mission!
- I think you should consider designing something different for managers and supervisors because
some of the questions don't quite get at our particular concerns. Or ask [the questions] slightly
different.
- While [this] survey may give you information about the use of JDPs and the allocation of
training dollars, I hope that future surveys will get at three basic developmental tools: feedback,
developmental work assignments, and unenlightened managers. For most of us who are solid
journeymen professionals, but not some manager's favorite, nor upward mobility candidates, there
are few opportunities to showcase or enhance our skills. The most valuable developmental
resources that any OARM manager, not supervisor, can provide me is the opportunity to work
with an enlightened manager and not one that is only comfortable working with those one or two
employees they have worked with all of their EPA career.
I am on a detail to OIG and ORD working as part of the immediate office of the AAs on a
daily basis. I have never had a similar opportunity in the ten years that I have been in OHROS or
OARM. In addition, this is the first time during my EPA tenure that my supervising managers
have routinely expressed sincere appreciation for me and my performance contributions. -
- I think a different survey should be used for managers and supervisors because some of the
questions asked here are too general and don't easily get at the concerns that some of us, as
minority managers, might have: For example, the kind of courses that are listed above are good
17
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for the general population, but not for those of us who are interested in getting into the Senior
Executive Service (SES). I would like to see training on the new Executive Competencies, for
example, and information on developmental assignments that would provide an opportunity for
managers like myself to be more competitive for positions in the SES ranks.
- While I'm glad to see the increased focus on training issues, I think OARM needs to undergo a
cultural change if these efforts are to have any lasting success. There is little, if any, real support
from managers for personal growth or career enhancement. Managers focus on cranking work
out, rather than focusing on the quality of the work and the satisfaction of those performing the
work.
I'm also very concerned about the inability of OARM to deal with performance issues.
There are a number of supervisors and staff in OARM that are simply not doing their jobs. It's
hard to motivate other members of the organization when some people are seen hanging around
downstairs smoking, drinking coffee, and talking. OARM is considered a joke by many people
outside of our organization because of the large number (or perhaps prominent few) [of] very
poor performers. A 360 feedback evaluation of all supervisors and managers would really shed
some light on who's doing well and who's not.
I also think that OARM needs to take a serious look at position management. We have
people at all grades performing secretarial and administrative work and some very senior people
who are routinely performing work that should be completed by much lower-graded people.
Finally, I think EPA should bring back, and give proper support to, developmental
programs like GLO, GRO, WEL, and HUES. We should also have a formal rotation program
that is fully supported by the managers and supervisors. These types of programs allow
individuals to gain experience outside of their home offices, foster the sharing of skills and
information across organizational lines, and increase employee job satisfaction and morale. A
climate assessment like ORD conducted could help OARM assess its strengths and weaknesses.
OA Comments:
- Inter-organizational rotational assignments will greatly improve and motivate employees.
NOTE: Attention should be placed in this area.
OGD Comments:
- Too many things happening right now are considered a joke by many employees around here -1
am referring to the IDP and the new PERFORMS system. I believe that many of the problems we
will come across are the result of an ill-informed population, management that does not take the
time and initiative to support and inform the employees of what is happening (except when they
themselves either strongly support or disagree with the initiative).
- Problem here is strong feelings throughout [the] organization that career advancement is not
dependent on performance or qualifications, and that focus on diversity has in fact resulted only
in writing out white males for advancement.
- Although OGD has demonstrated a willingness to adhere to the IDP initiative, there is still a
greater need to release training funds as early as possible during the fiscal year.
- The OARM Electronic Clearinghouse Program is excellent. Someone did some hard work and
I hope they get recognition for it.
- As the awards process crystalizes, it would be helpful to have training sessions for everyone.
18
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OIRM Comments:
- Please stay with ASCII text form in [the] memo from Alvin M. Pesachowitz dated October 8,
1997. Spending effort on yet another typeset form that is difficult to locate and fill out is time
better spent on thinking through the IDP.
- This was a simple, but very useful, survey. I'm glad you asked the questions that you did.
Thank you for all who put this together.
- Approval/participation in rotational assignments is difficult with downsizing and increased work
demands. Perhaps efforts to ensure [that] we better utilize the staff resources we have and to
distribute the workloads more equitably would allow management to view present staff as
indispensable.
- P.S. Paul Wohlleben has not been at EPA for some time now...suggest removing his name from
GROUP MAILER.
- I think this program, committee, and survey are a waste of time and money.
- Easier access to good training courses via intranet so employees can identify suitable training to
meet their IDP needs.
- Diversity training for all employees should be initiated. If funding is lacking, then all GS-14s
and above should be required to attend this training.
- Memos that might have been sent in 1997 are not timely for the June 1998 timeframe.
- Nothing to add.
OAM Comments: , .
- I think the moral[e] in OAM is on the down low.
- Management and directors are getting away with treating their employees unfairly. What will
Al do to change this?
- Can desk audits be done by OPM for all AOs' [Administrative Officers'] positions to go to
13/14, with Program Analyst title change for all AOs in OAM? Promotion for all AOs, go to
13/14 as in OAM/IO, PTOD, etc?, Union, OPM? involved? For minorities.
- Communication is really terrible; service center managers and division directors seldom relay
important information from AA/Office Director to employees. Causes employees to miss out on
great opportunities and much needed information concerning employees.
I have received 40 hours of useful developmental training; however, I disagree with having to
report every little training class I go to. These are essential tools that everyone needs to get their
basic job done and shouldn't be considered part of what's counted toward the "40 hours" referred
to in the memo from Al Pesachowitz. That doesn't mean that managers shouldn't assure that
courses in the basic areas are offered and taken. Courses in computers, FAR 15 [Federal
Acquisition Regulation 15], and retirement should be mandatory. Courses for a person's career
development are something altogether different that managers should encourage and support as
appropriate.
- I dont believe middle management shares the same vision as upper management claim they have
on partnerships and fairness.
- Minority employees get whatever training they request and get the more choice selections.
- Supervisor practices reverse discrimination. Preference given to black employees only -
different "rules" for others - includes information sharing and mentoring and special assignments.
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O AM needs help. There is a lot of unfairness and poor management. No concrete guidance.
There are some positive black males that are not given a chance to excel, grow, and show their
leadership. Please do something about this.
- I would appreciate greater efforts by managers to support requested detail
assignments/opportunities.
- What is the CIF's Charter? What does the CDF intend to accomplish? Who does it represent?
[No name/number given]
- OAM management needs to realize that there are non-1102s (contract specialists) working
here. OAM needs to ensure that the 510s and 511s (accountants and auditors) employed in OAM
are adequately trained.
- GRIEVANCE: All rotational opportunities are not made available to individuals until a person
has been selected for the rotational assignment. [No name/number given]
r
CINCINNATI Comments:
- I've been with the Government 20 years and there have been many changes and programs
regarding diversity, fairness, EEO, etc. Not much has changed. The "Buddy System" still exists.
It seems (in some cases, not all) those who are buddies with their supervisor, always running,
telling, gossiping, are usually the ones promoted, sent to training, [and] get opportunities that
others dont get. It seems the same no matter where you go.
I didn't receive this questionnaire until late. Please consider my comments and suggestions.
For possible training OARM-Cincinnati needs a lot of updating in work culture, ethical
responsibility, and diversity.
- As a black professional, I don't understand why money is available for the Federal Womens
Program and not for Blacks In Government (BIG). Unless you follow up with employees, your
committee is a waste of time. Travel money for minority training is a low priority here. [No
name/number given]
RTF Comments:
The committee is definitely headed in the right direction. As a minority female, to my
amazement (I had a lot of doubts), a lot has been accomplished since last year. I can definitely tell
in my division (Contracts Management Division-RTF) that changes are occurring. This plan is
going to be beneficial to not only minorities by non-minorities as well. Keep up the good work.
- Survey form received 8/21/98. Completed and mailed back on 8/24/98.
QUESTION #18 Optional: Name and Phone:
IO/OPRM Comments: None offered
OHROS Comments: None offered
OA Comments: None offered
20
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OGD Comments:
- No longer safe to provide this. [No name/number given]
OKM Comments: None offered
OAM Comments: None offered
CINCINNATI Comments: None offered
RTF Comments: None offered
21
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FULL TEXT OF OARM SURVEY RESULTS BY OFFICE - IO/OPRM
QUESTION #1 In June 1997, OARM published and disseminated the OARM Diversity
Action Flan (formerly the OARM Affirmative Employment Plan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM 'employees. Did you receive a copy of this plan?
Yes 10
No 3
Comments: None offered
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes 8
No 4
No Response 1
Comments:
- YES. Some.
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, AI Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, AI stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDP) with their supervisor. Did
you receive the October 8,1997, memo?
Yes 9
No 3
No Response 1
Comments: None offered
QUESTION #4 Do you have an approved, written IDP for 1998?
Yes 8
No 5
Comments:
- NO, never completed.
1 IO/OPRM
-------
- NO, new employee.
- NO, I did not have time to follow-up on this action item, because of high priority work tasks.
QUESTION #5 Did you discuss your IDF with your supervisor?
Yes 8
No 0
No Response 0
Not Applicable 5
Comments:
- NO. I did not have time to follow up on this action item, because of high priority work tasks.
- I do not have an IDP.
QUESTION #6 Would training on how to complete an IDP be useful?
Yes
No
No Response
9
3
1
Comments:
- Maybe.
- YES. The IDP process if coupled with the performance review and standards process would
increase the probability that IDPs would be generated annually.
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes 9
No 2
No Response 2
Comments:
- Maybe.
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes
No
Comments:
- YES. Detail.
8
5
IO/OPRM
-------
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes 3
No 10
Comments:
- YES. Attending BIG [Blacks In Government] Conference is not seen as developmental.
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 12
No 0
No Response 1
Comments:
- I do not know.
QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 11
No 1
No Response 1
Comments:
- I don't know.
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do yon need college courses to meet Maloney Bill requirements for your
current grade and position?
Not Applicable 13
Comments: Does not apply
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 13
Comments: Does not apply
IO/OPRM
-------
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator
Better Business Writing
Better Grammar Usage
Presentation Skills
Interpersonal Communications Skills
How to Deal with Difficult People
8
8
7
6
5
6
None Requested
No Response
Comments: None offered
0
2
QUESTION #15 Please identify any other information that the OF could provide that
would be helpful in the training and development area.
Response 3
No Response 10
Comments:
- Information regarding college courses for a degree. Are correspondence classes accepted
towards a degree?
- Information on rotational assignments and other developmental programs.
- More of them and longer development programs and time in them.
QUESTION #16 Please identify your OARM office: IO/OPRM
Total IO/OPRM Surveys Received 13
Total Possible IO/OPRM Surveys 30
QUESTION #17 Please add any additional comments here.
Response
No Response
1
12
Comments:
- Your CIF is totally unfair to white men. This is known as reverse discrimination. The GIF
should be color blind - we should be judged not by the color of our skin as MLK Jr. [Martin
Luther King, Jr.] indicated.
IO/OPRM
-------
QUESTION #18 Optional: Name and Phone:
Name/Number Provided 4
None Provided 9
Comments: None offered
IO/OPRM
-------
FULL TEXT OF OASM SURVEY RESULTS BY OFFICE - OHROS
QUESTION m In June 1997, OARM published and disseminated the OARM Diversity
Action Plan (formerly the OARM Affirmative Employment Plan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
Yes
No
No Response
11
7
6
Comments:
- NO. Began here Mar 98.
- I transferred to HQ in Sep [97] and did not receive a copy, but spoke about it in our staff
meetings.
- Don't recall. Dont think I did.
- Not sure.
- NO? I don't think so, but I may have and just forgot.
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes
No
16
8
Comments:
- YES. Now because attended "briefing."
- Vaguely.
- NO. Only some of them.
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDP) with their supervisor. Did
you receive the October 8,1997, memo?
Yes 18
No 2
No Response 4
OHROS
-------
Comments: .
- NO. Started working here in Mar 98.
- [I] think so.
- Not sure, but I think so.
QUESTION #4 Do you have an approved, written IDP for 1998?
Yes 5
No 19
Comments:
- YES, a training plan that was developed for the entire project team applies to me and I am
satisfied with that.
- NO. Would like to receive training on how to do it, and it has not been emphasized in my
workplace.
- NO. Supervisor never requested one from the staff and no follow-thru was made.
- NO. I have not prepared one. I do plan to do one in the near future.
- NO. Have not prepared one for myself yet.
- NO. Do not know. We have not had our closeout discussions for FY 98, and have not
discussed new PERFORMS.
- NO. Not enough has been put on doing one, so it has not been a priority!
- NO, I do not have an approved IDP. I am on a detail to another organization. This detail is
meeting one of my developmental objectives on my personal IDP.
- * [Refer to OHROS comment under Question #7J NO. There just has not been enough
emphasis put on doing one. It is not a priority because there seldom is follow-up to see if the plan
has been implemented or if changes need to be made to keep it current, etc. If made to do one,
the reality is that it will probably go in someone's desk drawer never to be looked at again until
the next year. It seems, at best, a very perfunctory chore which adds very little value to the -
development and evaluation process. "Real-time" training and development can, and often does,
occur without regard to an IDP.
- NO. Was not required to put one in place at the signing of the PERFORMS Agreement.
- NO. Supervisor on leave.
- NO. Never requested.
- NO. Believe IDP adds excessive overhead to simple training requests. Doing the IDP can easily
(and unnecessarily) double the amount of time consumed by the training.
- NO. I have a verbal IDP.
- NO. Not requested by supervisor; unsure about forms.
- NO. Hasn't been required. Nobody else seems to be doing one.
- NO. Not specifically asked for. No assurance that resources are available to support it.
- NO. My supervisor never asked that I develop or submit one. I have some language in my
self-appraisal about my goals for FY 98, but not a specific IDP.
OHROS
-------
QUESTION ItS Did you discuss your IDP with your supervisor?
Yes 7
No 0
Not Applicable 17
Comments:
- NO, but she is aware of my developmental objectives.
- NO. Don't have one.
- Goals known.
- NO. Never requested.
- I discussed my IDP with my supervisor at my end of the year performance review, and will
review it again during the performance appraisal system closeout this month.
- NO, but we have talked about career development and training.
QUESTION #6 Would training on how to complete an IDP be useful?
Yes 11
No 12
No Response 1
Comments:
- I dont need it, but I can see that others may.
- YES. Absolutely!
- NO, I designed the Agency's IDP process, and teach managers how to help their employees
create effective IDPs.
- *[Refer to OHROS comment under Question #7] Perhaps! I'm not convinced that the time
spent in doing one is worth it for what we get out of it. We shouldn't do an IDP just to be doing
one or because it sounds like a nice thing to do. If done properly, the IDP should contain realistic
goals, be reviewed periodically to determine its "up-to-dateness," and the employee should
receive continuous feedback from the supervisor. We should not put employees through this and
then let them linger until the next time around.
- NO. I have received training before.
- YES. It is unreasonable to impose a requirement without providing us with the tools to
successfully fulfill our responsibilities. Written materials, however, would be much more helpful
than training.
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes 11
No 8
No Response 5
OHROS
-------
Comments:
YES. Supervisor [should] receive training only.
I would not recommend it, but I would make it available to all supervisors if they want to
update their knowledge of the process.
- It depends. (See response to items 4 and 6.) [see asterisk * preceding comments under
OHROS Questions #4 and #6]
- Depends on how comfortable my supervisor is with IDPs - he/she would know whether he/she
needs the training.
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes 14
No 10
Comments:
- YES. Training, yes; developmental op [opportunity], no.
- YES. I am currently on detail to OKD and OIG. I am able to take more training than I care to,
or need to.
- Within what timeframe do you have in mind? If you mean have I ever taken any training or
participated in a developmental activity, the answer is "YES." If you mean within the last six
months or so, the answer is "NO." This question is not as clear as it could be.
- YES. Took a two-day class.
- NO, but I am scheduled for two weeks of training in September.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes 4
No 20
Comments:
- YES. No travel/training funds to a professional conference in Tennessee.
- YES. Budgetary reasons.
- NO, but have put in only one [request] during the last 18 months.
- YES. Funding was not available last fiscal year.
- YES. I asked for reimbursement for graduate courses related to my job and my supervisor said
he did not want to "set a precedent" by paying for my education.
OHROS
-------
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 14
No 9
No Response 1
Comments:
- YES, except for a professional conference in Tennessee, which relatively quite expensive funds
have been available.
- YES. As long as my office had the training budget monies for it.
- I don't know.
- Money [is] available for local training. Have no travel money.
- YES. Sofar.
QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 21
No 2
No Response 1
Comments:
- I'm sure this would not have been a problem had I wanted to take something.
- YES, if I wanted time.
YES/NO. Tm allowed to take extended training, but no adjustments are made to my workload
while I'm away at training.
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
Not Applicable 24
Comments: Does not apply
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 24
Comments: Does hot apply
OHROS
-------
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator 7
Better Business Writing 6
Better Grammar Usage ' 5
Presentation Skills 10
Interpersonal Communications Skills 6
How to Deal with Difficult People 10
None Requested 4
No Response 6
Comments:
- [Add] "How to Get a Promotion"; "How to Get Invited to the Right Meetings"; "How to Get
Noticed."
- Any and all training would be helpful? [Change workshop titles:] "Effective Communicating"
[instead of] "How to Become a Better Communicator"; "Down-to-Earth Writing" [instead of]
"Better Business Writing"; "Effective Ways of Presenting Your Ideas!" [instead ofj "Presentation
Skills."
- What is the difference [between] "How to Become a Better Communicator" [and]
"Interpersonal Communication Skills."
QUESTION #15 Please identify any other information that the GIF could provide that
would be helpful in the training and development area.
Response 9
No Response 15
Comments:
- Can't think of anything now.
- A list of resources on the web, etc., that tells me where I can look (different venues) to receive
training - or where to get training - like a clearinghouse.
- Information on where to take different types of training - central repository for vendors or
training information.
- Merit Promotion Process.
- Question: How do we keep white managers from using programs targeted to recruit minority
candidates/applicants? Examples: EPA Intern Program and Outstanding Scholars.
- I need content-specific courses related to automation and educational technology, rather than
the more general.
- Money for travel to seminars/conferences.
- OARM needs formal career development programs, not the current "hit or miss" approach.
That is, competencies needed at each level in a career ladder should be identified, then all
employees should receive assignments and training that build those competencies. Employees
OHROS
-------
should be certified as having the competencies needed at their current levels. Once certified,
employees should receive assignments and training designed to build the competencies needed to
advance to the next level in the formal career ladder and to make them competitive in applying for
promotions. IDPs would then be needed only for employees who want to build skills in lines of
work other than their current ones. The IDPs could spell out the activities (details, etc.) and
training that OARM pledges to provide as cross training.
- I would recommend training in critical/analytical thinking. So many people in OARM are
poorly educated and/or have very little capacity to analyze anything more than routine issues.
Project management, program evaluation, basic statistics, and basic environmental policy would
also be good starts. It's amazing how ignorant most people in OARM are about EPA's mission
and programs.
QUESTION #16 Please identify your OARM office: OHROS
Total OHROS Surveys Received
Total Possible OHROS Surveys
24
180
QUESTION #17 Please add any additional comments here.
Response 6
No Response 18
Comments:
- Need to focus on the needs of physically impaired and learning disabled employees!
- I am very pleased with the CIF's mission!
- I think you should consider designing something different for managers and supervisors because
some of the questions don't quite get at our particular concerns. Or ask [the questions] slightly
different.
- While [this] survey may give you information about the use of IDPs and the allocation of
training dollars, I hope that future surveys will get at three basic developmental tools: feedback,
developmental work assignments, and unenlightened managers. For most of us who are solid
journeymen professionals, but not some manager's favorite, nor upward mobility candidates, there
are few opportunities to showcase or enhance our skills. The most valuable developmental
resources that any OARM manager, not supervisor, can provide me is the opportunity to work
with an enlightened manager and not one that is only comfortable working with those one or two
employees they have worked with all of their EPA career.
I am on a detail to OIG and ORD working as part of the immediate office of the AAs on a
daily basis. I have never had a similar opportunity in the ten years that I have been in OHROS or
OARM In addition, this is the first time during my EPA tenure that my supervising managers
have routinely expressed sincere appreciation for me and my performance contributions.
I think a different survey should be used for managers and supervisors because some of the
questions asked here are too general and don't easily get at the concerns that some of us, as
minority managers, might have. For example, the kind of courses that are listed above are good
OHROS
-------
for the general population, but not for those of us who are interested in getting into the Senior
Executive Service (SES). I would like to see training on the new Executive Competencies, for
example, and information on developmental assignments that would provide an opportunity for
managers like myself to be more competitive for positions in the SES ranks.
- While I'm glad to see the increased focus on training issues, I think OARM needs to undergo a
cultural change if these efforts are to have any lasting success. There is little, if any, real support
from managers for personal growth or career enhancement. Managers focus on cranking work
out, rather than focusing on die quality of the work and the satisfaction of those performing the
work.
Im also very concerned about the inability of OARM to deal with performance issues.
There are a number of supervisors and staff in OARM that are simply not doing their jobs. It's
hard to motivate other members of the organization when some people are seen hanging around
downstairs smoking, drinking coffee, and talking. OARM is considered a joke by many people
outside of our organization because of the large number (or perhaps prominent few) [of] very
poor performers. A 360 feedback evaluation of all supervisors and managers would really shed
some light on who's doing well and who's not.
I also think that OARM needs to take a serious look at position management. We have
people at all grades performing secretarial and administrative work and some very senior people
who are routinely performing work that should be completed by much lower-graded people.
Finally, I think EPA should bring back, and give proper support to, developmental
programs like GLO, GRO, WEL, and HUES. We should also have a formal rotation program
that is fully supported by the managers and supervisors. These types of programs allow
individuals to gain experience outside of their home offices, foster the sharing of skills and
information across organizational tines, and increase employee job satisfaction and morale. A
climate assessment like ORD conducted could help OARM assess its strengths and weaknesses.
QUESTION #18 Optional: Name and Phone:
Name/Number Provided 5
None Provided 19
Comments: None offered
OHROS
-------
FULL TEXT OF OARM SURVEY RESULTS BY OFFICE- OA
QUESTION m In June 1997, OARM published and disseminated the OARM Diversity
Action Plan (formerly the OARM Affirmative Employment Plan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
Yes 13
No 4
No Response 1
Comments:
- Not sure.
- NO. New employee effective 9/2/97.
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes
No
11
7
Comments:
- YES. Work closely with the GIF.
- I was but I forgot them.
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDP) with their supervisor. Did
you receive the October 8,1997, memo?
Yes
No
16
2
Comments: None offered
QUESTION #4 Do you have an approved, written IDP for 1998?
Yes
No
15
3
OA
-------
Comments:
- NO. No available time with supervisor for discussion.
- NO. Didn't care to do one.
QUESTION #5 Did you discuss your IDP with your supervisor?
Yes 13
No 2
Not Applicable 3
Comments: None offered
QUESTION #6 Would training on how to complete an IDF be useful?
Yes 5
No 13
Comments:
- NO, not necessary for me.
- Does it matter?
- NO. I am only speaking for me. It may be useful for some employees. Should not be
mandatory.
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes 5
No 7
No Response 6
Comments:
- Don't know.
- Again, I feel it depends on the individual supervisor.
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes 10
No 7
No Response 1
Comments:
- Not interested.
OA
-------
- YES. Only training. Rotational does not look visible in my branch.
- YES/NO. Would like to do this (rotational assignment or other developmental program).
- YES. All.
- NO. I did not request any.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes
No
2
16
Comments:
- YES. My rotational was denied. Reason -1 was told they need me; but I know best.
- YES. No time.
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 16
No 0
No Response 2
Comments:
- Don't know.
- Not sure.
- YES. Some.
OTJESTIQN #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 15
No 2
No Response 1
Comments:
- Don't know.
QUESTION #12 (for QAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
Not Applicable 18
OA
-------
Comments: Does not apply
QUESTION # 13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 18
Comments: Does not apply
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator 8
Better Business Writing 3
Better Grammar Usage 3
Presentation Skills 5
Interpersonal Communications Skills 5
How to Deal with Difficult People 8
None Requested 1
No Response 7
Comments:
- Not needed.
QUESTION #15 Please identify any other information that the OF could provide that
would be helpful in the training and development area.
Response 5
No Response 13
Comments:
- How to let your organization let you go on rotational assignment. Not only in your
organization.
QUESTION #16 Please identify your OARM office: OA
Total OA Surveys Received 18
Total Possible OA Surveys 129
QUESTION #17 Please add any additional comments here.
Response 2
No Response 16
OA
-------
Comments:
- Inter-organizational rotational assignments will greatly improve and motivate employees.
NOTE: Attention should be placed in this area.
QUESTION #18 Optional: Name and Phone:
Name/Number Provided
None Provided
Comments: None offered
4
14
OA
-------
FULL TEXT OF OARM SURVEY RESULTS BY OFFICE - OGD
QUESTION #1 In June 1997, OARM published and disseminated the OARM Diversity
Action Flan (formerly the OARM Affirmative Employment Flan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan? .
Yes 13
No 1
Comments: None offered
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes 13
No 1
Comments: None offered
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Fesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Flan (IDF) with their supervisor. Did
you receive the October 8,1997, memo?
Yes 13
No 0
No Response 1
Comments: None offered
QUESTION #4 Do you have an approved, written IDF for 1998?
Yes 11
No 2
No Response 1
Comments:
NO, working the kind of training that would best benefit me.
OGD
-------
QUESTION #5 Did you discuss your IDF with your supervisor?
Yes 12
No 0
Not Applicable 1
No Response 1
Comments: None offered
QUESTION #6 Would training on how to complete an IDF be useful?
Yes 6
No 6
No Response 2
Comments:
- YES/NO.
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes
No
No Response
8
2
4
Comments: None offered
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes 12
No 1
No Response 1
Comments:
- Somewhat.
- YES. Developmental.
- NO, I negotiated a rotational assignment in another office and they were willing to pay my
salary, but I was denied the opportunity by my managers.
OGD
-------
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes 2
No 11
No Response 1
Comments:
- YES. Wasn't able to do rotational assignment.
- YES, because of the timeframe in which the detail would take place
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 13
No 0 , '
No Response 1
Comments:
- Limited amount.
QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 11
No 2
No Response 1
Comments: None offered
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
Not Applicable 14
Comments: Does not apply
OGD
-------
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 14
Comments: Does not apply
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator
Better Business Writing
Better Grammar Usage
Presentation Skills
Interpersonal Communications Skills
How to Deal with Difficult People
4
2
2
4
3
3
None Requested
No Response
0
5
Comments:
- "How to Deal with Difficult People"-Absolutely.
- Pve taken these [courses] over the years.
- "Interpersonal Communication Skills" - Maybe. .
QUESTION #15 Please identify any other information that the CIF could provide that
would be helpful in the training and development area.
Response 1
No Response 13
Comments:
- None at this time.
QUESTION #16 Please identify your OARM office: OGD
Total OGD Surveys Received 14
Total Possible OGD Surveys 80
QUESTION #17 Please add any additional comments here.
Response
No Response
5
9
OGD
-------
Comments:
- Too many things happening right now are considered a joke by many employees around here -1
am referring to the IDP and the new PERFORMS system. I believe that many of the problems we
will come across are the result of an ill-informed population, management that does not take the
time and initiative to support and inform the employees of what is happening (except when they
themselves either strongly support or disagree with the initiative).
- Problem here is strong feelings throughout [the] organization that career advancement is not
dependent on performance or qualifications, and that focus on diversity has in fact resulted only
in writing out white males for advancement.
- Although OGD has demonstrated a willingness to adhere to the IDP initiative, there is still a
greater need to release training funds as early as possible during the fiscal year.
- The OARM Electronic Clearinghouse Program is excellent. Someone did some hard work and
I hope they get recognition for it.
- As the awards process crystalizes, it would be helpful to have training sessions for everyone.
QUESTION #18 Optional: Name and Phone:
Name/Number Provided 5
None Provided 9
Comments:
- No longer safe to provide this. [No name/number given]
OGD
-------
FULL TEXT OF OARM SURVEY RESULTS BY OFFICE- OIRM
QUESTIONS In June 1997, OARM published and disseminated the OARM Diversity
Action Flan (formerly the OARM Affirmative Employment Plan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
Yes 12
No 6
No Response 3
Comments:
- Maybe, but I am not aware of having received it.
- Don't know. Probably.
- NO. I was not an employee of OARM in Jun 97, but I did not receive [it].
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes
No
11
10
Comments:
- Vaguely from the diversity meeting.
- NO, since I don't recall ever seeing it.
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDP) with their supervisor. Did
you receive the October 8,1997, memo?
Yes 16
No 2
No Response 3
Comments:
- YES, but also received information locally that funds were limited and so was time for allowing
employees off for such training. Also, no realistic effort to develop/implement IDPs for staff
which adds hope that memo intent is a realistic training expectation for staff.
- Don't know, probably.
OIRM
-------
- Probably. I remember the 40 hour number.
- YES, or at least I was briefed on the contents of the memo. I dont remember if I got an actual
copy.
QUESTION #4 Do you have an approved, written IDF for 1998?
Yes 19
No 2
Comments:
- NO. Submitted one but never received any feedback from any member of OIRM
management....seems they are too busy doing non-managerial work stuff to focus on supervisory
or managerial issues like IDPs.
- NO. I feel it is ludicrous that 34 years after that signing of the Civil Rights Act of 1964 that we
are still playing these games. I do not feel that training is the solution to the Institutional Fairness
problem and therefore did not complete an DDP. A lack of qualified candidates is not the
problem. ,
QUESTION #5 Did you discuss your D)P with your supervisor?
Yes 15
No 4
Not Applicable 2
Comments:
- NO. Submitted one but never received any feedback from any member of OIRM
management....seems they are too busy doing non-managerial work stuff to focus on supervisory
or managerial issues like IDPs.
- Approved but not discussed.
QUESTION #6 Would training on how to complete an IDP be useful?
Yes 6
No 13
No Response 2
Comments:
- Already had the training.
- NO. Providing supervisors with more time to supervise would be helpful.
- Perhaps.
- NO, this is a ridiculous question!
- X received training last fall. It was helpful.
OIRM
-------
QUESTION #7 Would you recommend that your supervisor receive die training as well?
Yes
No
No Response
8
9
4
Comments:
- Already had the training.
YES. General IDP training would be useful at the supervisory levels so that staff expectations
are understood and so that the intent of senior management in this area is understood, too.
- NO. If a supervisor cannot complete an IDP, maybe he/she should not be a supervisor.
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes 18
No 2
No Response 1
Comments:
YES. Training.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes 3
No 17
No Response 1
Comments:
- YES. Cray User Group (CUG), Stuttgart, Germany, June 15-19, 1998. Supervisor stated,
"Unfortunately, ETSD does not have a mission that will give us the leeway to approve
international travel."
- YES. Because Team Leader felt that it wasn't related to current responsibilities. (Course
related to management skills.)
- NO. CAVEAT: Due to the workload/high pace of individual (my performance) work, I have
not been able to attend a lot of training -1 had one class so far in FY 98.
- NO, [I have not been denied] but I have been unable to attend some due to work constraints.
- YES. None [reason] given.
OIRM
-------
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 18
No 1
No Response 2
Comments:
- Not applicable. How would an individual get access to this information?
QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 19
No 1
No Response 1
Comments: None offered
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
Not Applicable 21
Comments: Does not apply
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 21
Comments: Does not apply
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator 9
Better Business Writing 7
Better Grammar Usage 0
Presentation Skills 8
Interpersonal Communications Skills 7
How to Deal with Difficult People 7
OERM
-------
None Requested 4
No Response 4
Comments:
- Had all [listed] classes.
QUESTION #15 Please identify any other information that the CDF could provide that
would be helpful in the training and development area.
Response 4
No Response 17
Comments:
- Examples of successful IDPs and how employees negotiated or presented their ideas to their
supervisor.
- Training on rights regarding discrimination - how to recognize it, how to report it, and how to
take appropriate action when discriminatory activities obstruct or eliminate career opportunities.
- Critical Thinking; Problem Solving; and Meeting Management and Facilitation.
- Information on how to get detail assignments to other federal government agencies.
- Homing to identify at this time.
QUESTION #16 Please identify your OARM office: OIRM
Total OIRM Surveys Received
Total Possible OIRM Surveys
21
186
QUESTION #17 Please add any additional comments here.
Response 7
No Response 14
Comments:
Please stay with ASCII text form in [the] memo from Alvin M. Pesachowitz dated October 8,
1997. Spending effort on yet another typeset form that is difficult to locate and fill out is time
better spent on thinking through die IDP.
- This was a simple, but very useful, survey. I'm glad you asked the questions that you did.
Thank you for all who put this together.
- Approval/participation in rotational assignments is difficult with downsizing and increased work
demands. Perhaps efforts to ensure [that] we better utilize the staff resources we have and to
distribute the workloads more equitably would allow management to view present staff as
indispensable.
- P.S. Paul Wohlleben has not been at EPA for some time now...suggest removing his name from
GROUP MAILER.
OIRM
-------
- I think this program, committee, and survey are a waste of time and money.
- Easier access to good training courses via intranet so employees can identify suitable training to
meet their IDF needs.
- Diversity training for all employees should be initiated. If funding is lacking, then all GS-14s
and above should be required to attend this training.
- Memos that might have been sent in 1997 are not timely for the June 1998 timeframe.
- Nothing to add.
QUESTION #18 Optional: Name and Phone:
Name/Number Provided 11
None Provided 10
Comments: None offered
OERM
-------
FULL TEXT OF OARM SURVEY RESULTS BY OFFICE-OAM
QUESTION #1 In June 1997, OARM published and disseminated the OARM Diversity
Action Flan (formerly the OARM Affirmative Employment Flan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
Yes 40
No 9
No Response 1
Comments:
- Not sure.
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes
No
27
23
Comments:
- Somewhat.
- Not really.
- YES. I remember some, but not all of them.
- Some but not all.
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDF) with their supervisor. Did
you receive the October 8, 1997, memo?
Yes
No
No Response
Comments:
- Not sure.
43
4
3
OAM
-------
QUESTION #4 Do you have an approved, written IDF for 1998?
Yes 36
No 14
Comments:
- NO. Wasn't given back and no discussing [discussion] was given.
- NO. Supervisor never set up meeting to negotiate/discuss even though [the] plan was submitted
on time. Really felt that I wasted my time completing an IDF.
- NO. No response from supervisor.
- NO. Switched jobs in the last three months. Haven't completed [an IDF] for current job.
- NO. I don't know actually.
- NO. I turned in my IDF Dec of 1997. Whether or not it was "approved," I have ho idea.
- NO. Ask my supervisor.
- NO. Supervisor has not returned approved IDF, to date.
- YES, but it is ignored.
- NO. I wrote one and turned [it] in. I don't recall receiving [it] back approved.
QUESTION #5 Did you discuss your IDF with your supervisor?
Yes 26
No 16
*Not Applicable 7
No Response 1
* Indicates individuals who responded "No" to Question #4.
Comments:
- NO and I really wanted to. (I guess I could have asked to have a meeting but it certainly wasn't
offered.)
- YES. Team Leader (1 st), Supervisor (2nd).
- YES, but I have not received any follow-up, specifically a request for a mentor.
- NO. We never do.
QUESTION #6 Would training on how to complete an IDF be useful?
Yes 30
No 19
No Response 1
Comments:
- [Training would be useful] for my supervisor.
- YES. Several years ago training on filling out IDPs was provided to supervisors but I don't
believe it was carried through to staff. I thought the training was very helpful.
OAM
-------
- YES. Never had to complete an IDP prior to coming to this Agency in 1995. Did not complete
my first IDP until about six months ago.
- YES. It is greatly needed.
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes 31
No 11
No Response 8
Comments:
- Not sure.
- I answered NO on Question #6; however, I believe my supervisor should receive training.
- Dontknow.
- YES. Most definitely.
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes
No
34
16
Comments:
- YES. Training.
- YES, but we are told to include diversity and retirement planning as courses. I disagree that
these are career development.
YES. Some training classes only!
- Rotational assignment has been requested every year, but not been granted by the supervisor.
- YES, however, rotational assignments are still out of reach to certain people. Supervisor states
[he/she] cant afford to rotate me unless they get a body in return.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes 15
No 34
No Response 1
Comments:
- YES. Cost too great.
- YES. No explanation given.
- NO. Not flat out denied but not acted upon either.
OAM
-------
- YES. Not enough funding available.
- YES. The Training Division asked me to show proof of previous courses. They should have a
list of my training. I was told I'm not a certified Contract Specialist, C. S.
- YES. My supervisor claimed that he did not know if there was training money available.
However, other employees are receiving training.
- YES. No explanation.
- YES. Not enough money in the budget.
YES. Management wanted to make sure that funds were available [for] others.
- YES. Money. It seems dollars are available for one-day, feel-good seminars.
- YES. [I am a] temporary 14, Team Leader, despite my graduation from the WEL program.
Supervisor claims to give all 13s this opportunity, but planned my "turn" to occur after my
scheduled departure from her service center. My planned departure was scheduled prior to this
opportunity becoming available. Two other 13s were given this despite their assignment to
another team.
- YES, due to lack of funding available.
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 37
No . 10
No Response 3
Comments:
- Don't know.
- Unknown.
- YES. Although not all I requested.
- YES. Had to be very persistent.
QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 39
No 8
No Response 3
Comments:
- Don't know.
- YESandNO.
- YES. Training.
- NO. Told up front not to request if we can't manage our workload.
- YES, for approved training.
OAM
-------
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
Yes 10
No 36
No Response 0
Not Applicable 1
Don't Know 3
Comments:
- Dontknow.
- YES. Preference/dollars given to those who hold a bachelors degree - they offer the
"business'Vprocurement courses at a "Masters level" - much more costly than undergraduate
business courses. Nothing offered to those who have the business credits, but lack a bachelors
degree!!!!! In fact, these courses were offered during the business day. (Some of those taking
the courses already "met" the Maloney Bill requirements - previously classified as Auditors, these
employees were seeking the EPA procurement certification.)
- Don't know.
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Yes 7
No 3
Not Applicable 40
Comments:
- Even though I did not need Maloney Bill training, I was advised that money was available.
- YES, but I still had to fight for it [the funds]. Don't understand why.
- NO. Currently the word is that no money is available this fiscal year. I intend to finance my
own courses in the interim.
QUESTION #14 Please indicate which of the following workshops would interest yon:
How to Become a Better Communicator
Better Business Writing
Better Grammar Usage
Presentation Skills
Interpersonal Communications Skills
How to Deal with Difficult People
27
27
21
27
19
24
None Requested
No Response
6
6
OAM
-------
Comments:
- Give us real training, please!!!
- Had "Better Grammar Usage"; "Interpersonal Communication Skills"; [and] "How to Deal With
Difficult People."
QUESTION #15 Please identify any other information that the GIF could provide that
would be helpful in the training and development area.
Response 15 .
No Response 35
Comments:
- Training for AOs[Administrative Officers].
- Clarification to managers and their employees on what type of training should be included in
calculation of an employee's developmental training requirements.
- Training opportunities for employees who have already met the Maloney Bill requirements are
far too limited and the quality of available training is poor.
I believe that OAM as an organization has historically demonstrated that it does not
believe in funding training based on the following observations:
(1) OAM management encourages employees to report all training, including in-house
training, in order to fulfill the 40-hour-per-year requirement. Unfortunately, much of this training
is of questionable quality, and, therefore, not in the spirit of the movement toward
professionalizing the contracting series.
(2) Historically, OAM has provided only $500 per employee per year for training. This
amount is far less than what the program offices budget for their employees and far less than what
other agencies fund for their contracting employees. This amount is only l/6th the amount that
was available to me at my prior agency. I sincerely believe that OAM currently budgets more
training money for employees who need to meet the Maloney Bill requirements only because such
training is mandated. OAM continues to provide only $500 per year for employees who have
already met the Maloney Bill requirements. With such a small amount, I cannot take even a single
course under a continuing education program at [a] good quality University nor even a single
seminar, for example, those taught at George Washington University.
I am leaving EPA. Bye.
- Nothing further to add.
- OAM needs to offer more training on changes in the procurement field - information is very
closely held in OAM - there is very little professional discourse - informal training sessions
utilizing in-house expertise would help change the culture from one of distrust to one of learning
respect and innovation.
- Frequently monitor the OAM Training Division and the uneven distribution of training dollars.
- I dont believe that my supervisor or upper management values me as an employee. I think this
is the primary reason training has not been made available.
- Management development opportunities and training.
- GIF should quickly endorse a good diversity training plan, particularly for OAM. This plan
should be an extensive one, not a fly-by-night one-day training. Maybe this will help us all
6 OAM
-------
understand each other better.
- Conflict resolution - instead of avoiding it.
- I am a 511-series analyst in OAM and feel that not enough courses exist for 511s but [that]
concentration is on 1102-series employees.
- A workshop on diversity itself.
- Work ethic training.
- Provide the time needed to take the training on [the] job like other programs at EPA Waterside
are currently doing.
- I am currently the 0ARM Hispanic Employment Program Manager. Hispanics are still the
most under represented Minority Group in EPA, OARM, and OAM. A presentation by me and
Mercedes Olivieri of OCR might shed some light on how more Hispanics can be hired, trained,
promoted, and retained. Also, we could present some cultural differences which keep Hispanics
from being hired, trained, promoted, and retained.
QUESTION #16 Please identify your OARM office: OAM
Total OAM Surveys Received
Total Possible OAM Surveys
50
296
QUESTION #17 Please add any additional comments here.
Response 12
No Response 38
Comments:
- I think the moral[e] in OAM is on the down low.
- Management and directors are getting away with treating their employees unfairly. What will
AI do to change this?
- Can desk audits be done by OPM for all AOs' [Administrative Officers'] positions to go to
13/14, with Program Analyst title change for all AOs in OAM? Promotion for all AOs, go to
13/14 as in OAM/IO, PTOD, etc?, Union, OPM? involved? For minorities.
- Communication is really terrible; service center managers and division directors seldom relay
important information from AA/Office Director to employees. Causes employees to miss out on
great opportunities and much needed information concerning employees.
- I have received 40 hours of useful developmental training; however, I disagree with having to
report every little training class I go to. These are essential tools that everyone needs to get their
basic job done and shouldn't be considered part of what's counted toward the "40 hours" referred
to in the memo from Al Pesachowitz. That doesn't mean that managers shouldn't assure that
courses in the basic areas are offered and taken. Courses in computers, FAR 15 [Federal
Acquisition Regulation 15], and retirement should be mandatory. Courses for a person's career
development are something altogether different that managers should encourage and support as
appropriate.
- I don't believe middle management shares the same vision as upper management claim they have
on partnerships and fairness.
7 OAM
-------
- Minority employees get whatever training they request and get the more choice selections.
Supervisor practices reverse discrimination. Preference given to black employees only-
different "rules" for others - includes information sharing and mentoring and special assignments.
- OAM needs help. There is alot of unfairness and poor management. No concrete guidance.
There are some positive black males that are not given a chance to excel, grow, and show their
leadership. Please do something about this.
- I would appreciate greater efforts by managers to support requested detail
assignments/opportunities.
- What is the CIF's Charter? What does the GIF intend to accomplish? Who does it represent?
[No name/number given]
OAM management needs to realize that there are non-1102s (contract specialists) working
here. OAM needs to ensure that the 510s and 511 s (accountants and auditors) employed in OAM
are adequately trained.
- GRIEVANCE: All rotational opportunities are not made available to individuals until a person
has been selected for the rotational assignment. [No name/number given]
QUESTION #18 Optional: Name and Phone:
Name/Number Provided 14
None Provided 36
Comments: None offered
OAM
-------
FULL TEXT OF OAJKM SURVEY RESULTS BY OFFICE- CINCINNATI
QUESTION m In June 1997, OARM published and disseminated the OARM Diversity
Action Plan (formerly the OARM Affirmative Employment Flan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
Yes
No
6
4
Comments: None offered
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes
No
6
4
Comments:
- YES. Made aware by others.
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowhz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDP) with their supervisor. Did
you receive the October 8,1997, memo?
Yes
No
9
1
Comments: None offered
QUESTION #4 Do you have an approved, written IDP for 1998?
Yes
No
5
5
Comments:
- I have had a written and approved IDP for several years. Have not yet completed this year's
IDP. Will do so before my next performance rating meeting.
- NO. My supervisor (he) has not thought it would be advantageous because I am a
CINCINNATI
-------
stay-in-school, which is only half of a federal employee. I think differently:
- NO. No information.
QUESTION #5 Did you discuss your LDP with your supervisor?
Yes 3
No 2
Not Applicable 5
Comments:
- Will do so at performance rating meeting.
- Training, yes.
QUESTION #6 Would training on how to complete an EDP be useful?
Yes 7
No 3
Comments: .
- It is not necessary for me, but I do feel it could be helpful if it were offered once each year for
those interested.
- I'm certain it would be beneficial to the majority of employees.
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes 8
No 1
No Response 1
Comments:
- Supervisors should be made aware of the process; however, my supervisor does not need the
training and is aware of and supportive of the process.
Supervisor didn't seem concerned with what was on it as much as meeting [the] deadline to
have it completed.
- YES. Also diversity training with regard to race, age, sex, and work culture.
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes 6
No 4
CINCINNATI
-------
Comments:
- My supervisor has been open to any and all types of development assignments I have requested.
I have not participated in a specific "developmental activity" this year, but continue to participate
in training courses and other enrichment activities such as volunteering for workgroups and other
"team" activities.
- YES. Training.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial
Yes
No
4
6
Comments:
- YES. My supervisor felt I should complete all my required C.O. Certification courses before
any electives.
- YES. Asked to attend Contract Administration course. Was told I needed a course before
Contract Administration, so it wouldn't be helpful and I need to take courses for the position I'm
presently in. However, this course is approved and signed off on my IDP.
- YES. No money (travel) [to Blacks In Government] (BIG) Conference.
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes
No
7
3
Comments:
- I feel confident that dollars have been set aside for such training/developmental initiatives.
- No travel money [available].
QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes
No
S
2
Comments:
- YES. I'm allowed to attend computer class.
- Local training only.
dNONNATI
-------
QUESTION #12 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney Bill requirements for your
current grade and position?
Not Applicable 10
Comments: Does not apply
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 10
Comments: Does not apply
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator 4
Better Business Writing 2
Better Grammar Usage 3
Presentation Skills 3
Interpersonal Communications Skills 3
How to Deal with Difficult People 6
None Requested 0
No Response 4
Comments: None offered
QUESTION #15 Please identify any other information that the OF could provide that
would be helpful in the training and development area.
Response 3
No Response 7
Comments:
- It seems as though there is more interest geared toward higher grade levels 12,13, and up as far
as training and programs. What about those who have worked for the government 15-20 years
while others were in school and have not been fortunate or given the opportunity to move up in
the government and are still sitting in grades 5, 6, and 7?
- The training in diversity of work culture, the ethical and moral responsibility that should be
exhibited by all employees in diverse environments.
- Money should be made available for BIG (Blacks In Government) Training Conference.
4 CINCINNATI
-------
QUESTION #16 Please identify your OARM office: CINCINNATI
Total CINCINNATI Surveys Received 10
Total Possible CINCINNATI Surveys 52
QUESTION #17 Please add any additional comments here.
Response 3
No Response 7
Comments:
- I've been with the Government 20 years and there have been many changes and programs
regarding diversity, fairness, EEO, etc. Not much has changed. The "Buddy System" still exists.
It seems (in some cases, not all) those who are buddies with their supervisor, always running,
telling, gossiping, are usually the ones promoted, sent to training, [and] get opportunities that
others dont get; It seems the same no matter where you go.
- I didnt receive this questionnaire until late. Please consider my comments and suggestions.
For possible training OARM-Cincinnati needs a lot of updating in work culture, ethical
responsibility, and diversity.
- As a black professional, I don't understand why money is available for the Federal Womens
Program and not for Blacks In Government (BIG). Unless you follow up with employees, your
committee is a waste of time. Travel money for minority training is a low priority here. [No
name/number given]
QUESTION #18 Optional: Name and Phone:
Name/Number Provided 4
None Provided 6
Comments: None offered
CINCINNATI
-------
FULL TEXT OF OAKM SURVEY RESULTS BY OFFICE-RTF
QUESTION #1 In June 1997, OARM published and disseminated the OARM Diversity
Action Plan (formerly the OARM Affirmative Employment Plan) resulting from an All
Hands meeting with all OARM employees on issues and perceptions in the areas of the
diversification and treatment of OARM employees. Did you receive a copy of this plan?
Yes 13
No 2
No Response 2
Comments:
- Don't know.
- Vaguely.
QUESTION #2 Are you aware of the ten recommendations identified in the plan?
Yes 8
No 9
Comments:
- NO. Call it whatever you want - diversity or affirmative employment From a Caucasian male's
perspective, diversity is government-sponsored discrimination against white males. I have
absolutely no desire to receive any training or information about this plan!
QUESTION #3 One of the recommendations in the plan concerns career development for
all OARM employees. In an October 8,1997, memorandum from OARM's Acting
Assistant Administrator, Al Pesachowitz, Al stated that all employees will have the
opportunity to engage in a minimum of 40 hours of developmental activities each year. In
addition, Al stated that all OARM employees are to seek training and developmental
activities by negotiating an Individual Development Plan (IDF) with their supervisor. Did
you receive the October 8,1997, memo?
Yes 15
No 0
No Response 2
Comments:
-' - Dontknow.
RIP
-------
QUESTION #4 Do you have an approved, written IDF for 1998?
Yes 14
No 3
Comments:
- NO. Supervisor said that he is still working on it.
- NO. I submitted the IDP. But I do not know if it has been approved.
For the most part, the satellite broadcasts are a poor excuse for training, but they are being
crammed down employees' throats. They are not even well attended by supervisors, but
employees are told that attendance is mandatory. What I originally proposed was put aside.
CMD-RTP tends to push "free" satellite broadcasts as part of the 40-hours IDP on contracting.
QUESTION #5 Did you discuss your IDP with your supervisor?
Yes 13
No 2
Not Applicable 1
No Response 1
Comments:
- NO. [With] my Team Leader.
QUESTION #6 Would training on how to complete an IDP be useful?
Yes 4
No 11
No Response 2
Comments: None offered
QUESTION #7 Would you recommend that your supervisor receive the training as well?
Yes 4
No 6
No Response 7
Comments: None offered
RTF
-------
QUESTION #8 Have you been able to take any training or participate in any
developmental activity (such as a rotational assignment or other developmental program)
so far this fiscal year?
Yes 12
No 5
Comments:
- YES. One seminar.
- YES. Was scheduled for training and had a conflict in schedule.
- YES. No rotational assignment opportunities have been offered to me.
- I asked to be considered for a rotational assignment, last year, in Betty Bailey's office and never
heard back. I knew a selection was made when it was announced.
QUESTION #9 Have any of your training or developmental initiative requests been
denied? If yes, state the reason for the denial.
Yes 2
No 14
No Response 1
Comments:
- Don't know yet. (See #4 above: 'Supervisor said that he is still working on it.')
- YES. Funds available were not sufficient for all those who requested that particular training.
- YES, lack of travel funds.
- NO. In my IDP draft, I requested training on customer service and team building - they were
gone, so I signed a blank form and gave it to my supervisor.
QUESTION #10 Has money been available for you to take and participate in needed
training or developmental initiatives?
Yes 16
No 1
Comments:
- Money is there, but plan is incomplete.
- YES. One seminar.
- YES. Only for training in the 1102-series.
RTF
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QUESTION #11 Has time been made available for you to take and participate in needed
training or developmental initiatives?
Yes 16 «
No 1
Comments: "
- Time is there, but plan is incomplete.
- YES. For one seminar.
- NO. I've requested training in Systems-ICMS, to no available [avail].
QUESTION #11 (for OAM employees only) If you work in the Office of Acquisition
Management, do you need college courses to meet Maloney BUI requirements for your
current grade and position?
Not Applicable 17
Comments: Does not apply
QUESTION #13 (OAM employees only) If you answered yes to Question #12, have you
been advised that money is available for you to take the needed courses?
Not Applicable 17
Comments: Does not apply
QUESTION #14 Please indicate which of the following workshops would interest you:
How to Become a Better Communicator 3
Better Business Writing 1
Better Grammar Usage . 2
Presentation Skills 5
Interpersonal Communications Skills 4
How to Deal with Difficult People 8
None Requested 0
No Response 7
Comments:
- Maybe after receiving the training already requested.
RTF
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QUESTION #15 Please identify any other information that the GIF could provide that
would be helpful in the training and development area.
Response 4
No Response ' 13
Comments:
To help provide some upward mobility positions after taking inventory of employees, for those
employees who are highly trained and qualified.
- There appears to be no process in place to determine who receives training and when. Training
and development decisions appear to be arbitrary, subjective, and lacking in fairness.
- For those employees who are attending college courses to meet the Maloney requirements, they
should be provided some Government time (administrative leave) to attend classes, do homework
or research for the courses. For instance, allowing a maximum of 2-5 hours a week for classroom
preparation or to attend classes. At this point, most employees have to use their annual leave to
attend a class that may start around 6:00pm. The employee may have to leave early to get [to]
their classes on time. However, it may not be feasible for an employee to come in any earlier
because of childcare problems.
- Why are field locations continually left out of the info loop! I've checked with minority
employees in CMD-RTP about this survey and, so far, no one has responded to me, saying they
saw it, or participated in it. Were we accidentally excluded from this survey???
QUESTION #16 Please identify your OARM office: RTF
Total RTF Surveys Received .17
Total Possible RTF Surveys 62
QUESTION #17 Please add any additional comments here.
Response 2
No Response 15
Comments:
- The committee is definitely headed in the right direction. As a minority female, to my
amazement (I had a lot of doubts), a lot has been accomplished since last year. I can definitely tell
in my division (Contracts Management Division-RTF) that changes are occurring. This plan is
going to be beneficial to not only minorities by non-minorities as well. Keep up the good work.
- Survey form received 8/21/98. Completed and mailed back on 8/24/98.
RTF
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QUESTION #18 Optional: Name and Phone:
Name/Number Provided 3
None Provided 14
Comments: None offered
ft
RTF
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