Health and Human Services: HHSU Schedule Q3

8/14/2019 Health and Human Services: HHSU Schedule Q3

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HHS University

Schedule of Courses

Table of Contents

Contents

Getting to HHS University iHHS Human Capital Plan ivHHS University Showcases viiHHS Learning Portal viiiHow to Register ixPolicies xHHS University Locations xii

HHS Competencies 16HHS Core Competency Model 32Acquisition 42Administrative Systems 59Business Skills 61Career Planning and Retirement 64Communication & Interpersonal Skills 75EEO and Diversity Academy 88Financial Management 96Grants Management 101Human Resource Management 108Information Technology 112Personal and Professional Leadership 129

Security at HHS 145Supervision and Management 150Self-Study 160



Contact HHS University

HHS University6010 Executive Boulevard, Suite 400Rockville, MD 20852

Phone: 3014516810Fax: 3014803287TTY: 3014803051

Email: HHS_University@hhsgovWeb: http://learninghhsgov

HHS Employees on Cover (Clockwise from top left):

1 Bonita V White serves as the Director, EEO Compliance in the Department of Health and HumanServices, Ofce of the Secretary, Ofce of the Assistant Secretary for Administration and Management,Ofce of Diversity Management and EEO. Ms. White conceptualized the EEO and Diversity Academywithin HHS University to offer standardized training in Diversity and EEO for EEO Counselors, practitio-ners, supervisor, managers and employees2. David M. Introcaso, Ph.D., is a Policy Analyst in the Ofce of Health Policy, The Assistant Secretary of

Planning and Evaluation at HHS David’s work addresses improving the quality of health care deliverywith an emphasis on prevention and public health David serves as an adjunct instructor for HHS U pro-viding instruction on the OMB PART, evaluation and strategic planning3. Julie Muroff is a Senior Attorney at the National Institutes of Health (NIH). In addition to her ofcialduties of assisting the institutes and centers at NIH with legal matters, Julie practices and teaches alter-native dispute resolution, including mediation and negotiation She will be sharing these skills with theHHS community by serving as an adjunct instructor for HHS University4 Rita Kane is the Program Manager for the Communications and Interpersonal Skills Curriculum atHHS University5. Jolleen Janelle George is an Emerging Leader (Class of 2007) assigned to the Ofce of CommunityServices (OCS) at the Administration for Children and Families (ACF) in Washington, D C As a SocialScience Analyst in the Division of State Assistance’s Community Services Block Grant (CSBG) and SocialServices Block Grant (SSBG) programs, she is committed to producing positive social outcomes for indi-viduals, families, and communities

6 Verlon Johnson is a member of the Department’s 2006 SES CDP Class, where she successfully com-pleted 2 SES rotations with CMS’s Ofce of the Administrator and the Social Security Administration.Verlon has worked for the Centers for Medicare & Medicaid Services for over 10 years She currentlyserves as the Associate Regional Administrator for the Division of Medicaid and Children’s Health inCMS’s Chicago Regional Ofce.

Can’t nd what you’re looking for? Call us!HHS University will gladly add courses to the schedule upon request. If your agency has an identiedtraining need that cannot be fullled by the courses listed in this schedule, please call (301) 451-6810 to

speak to someone about your specic needs.



f For updated course information, go to ihttp://learning.hhs.gov or call (301) 451-6810.

Getting to HHS University

Address6010 Executive Boulevard, Suite 400Rockville, Maryland 20852

Directions to 6010 Executive BoulevardFrom Interstate 495 (Capital Beltway) Outer Loop:Exit I-495 onto the I-270 spur northbound (right) Take the OldGeorgetown Road North (MD Rt 187) exit and continue north on Rt 187

Turn left on Executive Boulevard HHS University (6010 Executive Boulevard)is on the left

From Interstate 495 (Capital Beltway) Inner Loop:Exit I-495 onto the I-270 spur northbound (left) Take the DemocracyBoulevard East exit Continue on Democracy Boulevard until it ends,then turn left onto Old Georgetown Road Turn left again onto ExecutiveBoulevard HHS University (6010 Executive Boulevard) is on the left

From Maryland I-270 and Points North:Exit I-270 onto Montrose Road East Turn right at East Jefferson Street EastJefferson becomes Executive Boulevard at the sharp curve HHS University(6010 Executive Boulevard) is on the right



ii For updated course information, go to http://learning.hhs.gov or call (301) 451-6810.

Director’s Message

At HHS, we have an opportunity every day to serve our fellowAmericans That’s why HHS has been called “The People’sDepartment,” because we help people live healthier, safer andmore hopeful lives

This important responsibility requires us to do our best That’s whyI’m delighted you are considering ways to continue your educationat HHS University. Within this catalogue, you’ll nd coursesthat will improve your ability to serve, such as increasing yournancial management abilities, advancing your knowledge aboutinformation technology, and furthering your communications skills

Each opportunity – each course – will add to your skills andprofessional growth It will also increase your ability to help othersby making health care better, keeping Americans safer, and caringfor those in need

I’m grateful for your dedication to HHS I hope you will continue todevote yourself to public service

Mike O LeavittSecretary of Health and Human Services

Message from the Honorable Mike Leavitt

Secretary of Health and Human Services

Parking at 6010 Executive Boulevard

Free parking is available for HHS University students diagonally across thestreet from the HHS University

Enter the parking area in front of the 6009 Executive Boulevard

building

Upon entering the parking lot, you will receive a ticket

Inform the parking attendant that you are attending a class at HHS

University, and you will be directed to the designated parking area

Please bring your ticket to HHS University, where a representativeat the front desk will validate your parking

Parking is also available at the 6010 Executive Boulevard building (front lotadjacent to the street); however, students are responsible for paying theattendant for their own parking expense at the daily rate

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ivhttp://learning.hhs.gov or call (301) 451-6810.iv For updated course information, go to vhttp://learning.hhs.gov or call (301) 451-6810.

HHS University Wants YOU!!!

HHS University is establishing an Adjunct Instructor Corps The intent isto identify employees who are subject matter experts in specic businessareas and invite those experts to participate in training delivery The goal isto provide our employees with training from the experts (that’s you!) HHSUniversity will teach you to be a trainer and will design the instructionalmaterials You get to share your knowledge with others and develop a newskill to add to your resume!

If you are interested in sharing your expertise with others, contact HHSUniversity at HHS_University@hhsgov or call (301) 451-6810

Instructional Techniques for TrainersHave you ever considered sharing your knowledge and experience withother HHS employees? This course is designed for new trainers who arelooking for ways to become better presenters and build condence whilestanding before a group of employees During this one-day workshop,you will have an opportunity to learn about adult learning theory, coursemanagement, and appropriate delivery and communication skills

Learning ObjectivesUpon completion of this course, you will be able to:

Develop your own style of deliveryWork with people of different learning stylesFacilitate group discussionDevelop listening and questioning techniquesUse ip charts and PowerPoint effectivelyAdjust your presentation style to the needs of the groupDevelop a plan of action for your debut teaching experience

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vi For updated course information, go to viihttp://learning.hhs.gov or call (301) 451-6810.

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HHS University Showcases

HHS University takes its services on the road to showcase learning aroundthe Washington, DC metro area Showcases provide an opportunity foremployees to learn about training services available to them through HHSUniversity They can see a live demo of the learning portal, which includeslog on instructions, classroom course registration, online self-study courseregistration, and electronic books access Mini workshops on topics such asKSA Writing and Interviewing Techniques can be offered at the showcaseas well

To request a showcase at your location, call (301) 451-6810

How to Use this Catalog

Courses in this catalog are organized by curricula. Look for the curriculumthat best suits your interests:

Acquisition (AQ)Administrative Systems (AS)Business Skills (BU)Career Planning and Retirement (CR)Communication and Interpersonal Skills (CI)

EEO and Diversity Academy (ED)Financial Management (FM)Grants Management (GM)Human Resource Management (HR)Information Technology (IT)Personal and Professional Leadership (PL)Security at HHS (HS)Supervision and Management (SM)Self-Study

If you don’t know the name of the curriculum but know the course title,use the index to locate the course page number

Registration information is on page ix



viii For updated course information, go to ixhttp://learning.hhs.gov or call (301) 451-6810.

HHS Learning Portal

HHS Learning Portal

The HHS Learning Portal provides access to a variety of training anddevelopment courses, resources, and tools. The Learning Portal is organizedinto ve main areas:

Course CatalogSearch for courses and register for those you want to attend

My InfoView the courses you are currently registered for, review your transcript,view or modify your system prole, and explore resources.

Career CenterCreate and track your individual development plan (IDP); assess yourself ona variety of job-related competencies; and track courses, certications and

tasks assigned to you

ResourcesUse valuable online information, a product library, an event calendar, toolsfor viewing webcast meetings and broadcasts, and a bulletin board

HelpAccess information on how to use the HHS Learning Portal, links todownload plugins, Learning Portal system requirements, and Help Deskcontact information

See “How to Register” in this catalog (p xi) for information on how to logonto the Learning Portal and register for HHS University courses

You can enter the Learning Portal through the HHS Universitywebsite (http://learning.hhs.gov).

How to Register

Using the HHS Learning Portal

Log into the Learning Portal, browse the course catalog, and registerfor the course onlineLog On Instructions can be found on the HHS University Website:

HHS Civilian Employees - http://learninghhsgov/registration/ hhscivlogaspCommissioned Corps Ofcers - http://learning.hhs.gov/registration/

cclogaspContractors and Fellows - http://learninghhsgov/registration/ confellogasp

Prepare your agency’s training nomination or credit card form

For NIHITS Users: Choose Outside Vendor and then search for EIN:152082166805 All information about the class, such as course number,name, start and end dates and tuition must be entered on the NIHITSform

Fax a copy of the completed training nomination or credit card form to(301) 480-3287

Registering via the learning portal will help secure your spot in a classfaster If you are experiencing problems with the learning portal, you mayregister via fax:

Browse the Schedule of CoursesPrepare your agency’s training nomination or credit card form

For NIHITS Users: Choose Outside Vendor and then search for EIN:152082166805 All information about the class, such as course number,name, start and end dates and tuition must be entered on the NIHITSform

Fax a copy of the completed training nomination or credit card form to(301) 480-3287

Registrations are not accepted over the phone

Your registration is not complete until you receive an email conrmationfrom HHS University

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How to Register



x For updated course information, go to xihttp://learning.hhs.gov or call (301) 451-6810.

Policies

Cancellations and ReschedulingWe design our courses to optimize your learning experience. Therefore,each course accommodates a limited number of participants Students maywithdraw from a class up to three weeks before the start date without costWe encourage substitutions if you cannot attend a class Substitutions canbe made any time up to the start date of a class

If you must cancel, please provide written notication via email

(HHS_University@hhsgov) or fax ((301) 480-3287) as early aspossibleTo receive a full refund, your cancellation notication must be

received at least three weeks prior to the course start dateThere are no refunds for cancellation notications received afterthis time, nor for students who fail to attend class

Students who fail to attend class will be considered “no shows” Norefunds will be granted for “no shows”

Students are allowed the opportunity to reschedule Note: Writtennotication of rescheduling must be sent either via email (HHS_University@hhsgov) or fax ((301) 480-3287) and must be received at least threeweeks prior to the class start date.

To cancel a registration in one class and apply for a different class:The original registration must be cancelledWritten notication of the cancellation should be sent either viaemail (HHS_University@hhsgov) or by fax ((301) 480-3287), andmust be received at least three weeks prior to the class start dateA new training request form must be submitted

Courses Cancelled by HHS UniversityIf circumstances necessitate the cancellation of classes offered by HHSUniversity, our staff will notify students by phone or email HHS Universitydoes not process payment until after a class occurs, and you will not becharged for any classes that are cancelled by HHS University

SubstitutionsClass enrollment substitutions are acceptable at any time up to the classstart date

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Policies Policies

Inclement WeatherIn the event of inclement weather, the Ofce of Personnel Management(OPM) will announce federal government ofce closures or delays, or putan unscheduled leave policy in effect The status of your class could beaffected as follows:

If the federal government is closed, classes are cancelled and willbe rescheduled (For multi-day classes, subsequent sessions willbe held as scheduled unless they are also affected by governmentclosure)

If the federal government is open under delayed arrival of twohours or more:

Classes that are more than one day long will start late by

the same amount of time as the delayed arrival and you

are expected to attend If you do not attend, you will be

counted as a “no show,” and your agency will be charged

for the class

Classes that are one day or shorter are cancelled and will

be rescheduled

If the federal government is open under delayed arrival of less thantwo hours, classes will start late by the same amount of time asthe delayed arrival, and you are expected to attend If you do notattend, you will be counted as a “no show,” and your agency willbe charged for the classIf the federal government announces an unscheduled leave policy,all classes will be held as scheduled, and you are expected toattend If you do not attend, you will be counted as a “no show,”and your agency will be charged for the classFor cancellations in the metropolitan DC area, there will be a

recorded message at (301) 451-6810

For more information regarding the OPM policy and federal governmentoperating status, please go to the OPM website at http://wwwopmgov/status/

Special AccommodationsHHS University makes every effort to support accessibility to trainingfor employees with disabilities Operating Divisions are responsible forarranging transportation and accommodations, supplying interpreters,assuming all costs, and notifying HHS University at least two weeks beforethe rst day of the class in which the employee is registered.

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xii For updated course information, go to xiiihttp://learning.hhs.gov or call (301) 451-6810.

HHS University Locations


6010 Executive Boulevard

Address6010 Executive Boulevard, Suite 400Rockville, Maryland 20852

Directions to 6010 Executive BoulevardFrom Interstate 495 (Capital Beltway) Outer Loop:

Exit I-495 onto the I-270 spur northbound (right) Take the OldGeorgetown Road North (MD Rt 187) exit and continue north on Rt 187Turn left on Executive Boulevard HHS University (6010 Executive Boulevard)is on the left

From Interstate 495 (Capital Beltway) Inner Loop:Exit I-495 onto the I-270 spur northbound (left) Take the DemocracyBoulevard East exit Continue on Democracy Boulevard until it ends,then turn left onto Old Georgetown Road Turn left again onto ExecutiveBoulevard HHS University (6010 Executive Boulevard) is on the left

From Maryland I-270 and Points North:Exit I-270 onto Montrose Road East Turn right at East Jefferson Street EastJefferson becomes Executive Boulevard at the sharp curve HHS University(6010 Executive Boulevard) is on the right

Parking at 6010 Executive BoulevardFree parking is available for HHS University students diagonally across thestreet from the HHS University Enter the parking area in front of the 6009Executive Boulevard building Upon entering the parking lot you will receivea ticket Inform the parking attendant that you are attending a class at HHSUniversity, and you will be directed to the designated parking area Pleasebring your ticket to HHS University, where a representative at the front deskwill validate your parking Parking is also available at the 6010 ExecutiveBoulevard building (front lot adjacent to the street); however, students areresponsible for paying the attendant for their own parking expense at thedaily rate


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xiv For updated course information, go to xvhttp://learning.hhs.gov or call (301) 451-6810.

Hubert H. Humphrey Building

Address200 Independence Avenue SWWashington, DC 20201

Directions to the Hubert H. Humphrey BuildingThe Hubert H Humphrey Building is on Independence Avenue, SWbetween 3rd Street SW and Washington Avenue SW It is recommendedthat students use public transportation; the Federal Center SW Metrostation is less than two blocks away at the corner of 3rd Street SW and DStreet SW

Parking at the Hubert H. Humphrey BuildingThere are several public parking lots in the area with varying rates, as wellas metered parking up to two hoursLocations of parking lots/garages open to the public:3rd & E Streets SW4th & C Streets SW6th & C Streets SW


Mary E. Switzer Building

Address330 C Street SWWashington, DC 20201

Directions to the Switzer BuildingThe Switzer Building is located at the corner of 3rd Street SW and C Street

SW It is recommended that students use public transportation; the FederalCenter SW Metro station is across the street

Parking at the Switzer BuildingThere are several public parking lots in the area with varying rates as well asmetered parking up to two hoursLocations of parking lots/garages open to the public:3rd & E Streets SW4th & C Streets SW6th & C Streets SW


HHS University Locations HHS University Locations



xvi For updated course information, go to xviihttp://learning.hhs.gov or call (301) 451-6810.

Parklawn Building

Address5600 Fishers LaneRockville, Maryland 20852

Directions to the Parklawn BuildingFrom Interstate 495 (Capital Beltway) Outer Loop:Exit I-495 onto the I-270 spur northbound (right) Take the OldGeorgetown Road North (MD Rt 187) exit and continue north on Rt 187

Turn left on Rockville Pike (Rt 355) Turn right on Twinbrook Parkway Turnright on Fishers Lane 5600 Fishers Lane is on the right

From Interstate 495 (Capital Beltway) Inner Loop:Exit I-495 onto the I-270 spur northbound (left) Exit onto Montrose RoadEast Turn left onto East Jefferson Street Turn right on Rollins AvenueContinue straight through the trafc light onto Twinbrook Parkway. Turnright on Fishers Lane 5600 Fishers Lane is on the right

From Maryland I-270 and Points North:Exit I-270 onto Montrose Road East Turn left onto East Jefferson StreetTurn right on Rollins Avenue. Continue straight through the trafc lightonto Twinbrook Parkway Turn right on Fishers Lane 5600 Fishers Lane ison the right

Parking at the Parklawn BuildingVisitor parking (for a fee) is located on Fishers Lane across the street fromthe Parklawn Building





xviii For updated course information, go to xixhttp://learning.hhs.gov or call (301) 451-6810.

Executive Plaza North and South

Address6120 & 6130 Executive BoulevardRockville, Maryland 20852

Directions to Executive Plaza North and SouthFrom Interstate 495 (Capital Beltway) Outer Loop:Exit I-495 onto the I-270 spur northbound (right) Take the Old GeorgetownRoad North (MD Rt 187) exit and continue north on Rt 187 Turn left on

Executive Boulevard. Executive Plaza is on the left at the rst trafc light.

From Interstate 495 (Capital Beltway) Inner Loop:Exit I-495 onto the I-270 spur northbound (left) Take the DemocracyBoulevard East exit Continue on Democracy Boulevard until it ends,then turn left onto Old Georgetown Road Turn left again onto ExecutiveBoulevard. Executive Plaza is on the left at the rst trafc light.

From Maryland I-270 and Points North:Exit I-270 onto Montrose Road East Turn right at East Jefferson Street EastJefferson becomes Executive Boulevard at the sharp curve Turn right at therst trafc light into Executive Plaza.

Parking at Executive Plaza North and SouthVisitor parking (for a fee) is available at the Executive Plaza.





xx For updated course information, go to xxihttp://learning.hhs.gov or call (301) 451-6810.

Koger Center (Atlanta)

Directions to the Koger CenterFrom I-85:Exit at Chamblee-Tucker Road If you are traveling north, turn right ontoChamblee-Tucker Road and proceed east If you are traveling south,turn left onto Chamblee-Tucker Road After about an eighth of a mile,merge right onto Flowers Road (South) Travel approximately 5 mile toBrandywine Road and make a right onto Brandywine. See map for specic

building locations

From I-285:Exit at Chamblee-Tucker Road If you are traveling east, turn rightonto Chamblee-Tucker Road If you are traveling west, turn left ontoChamblee-Tucker Road Go 12 miles (past shopping center and banks)to the light at the intersection of Mercer University Drive and Chamblee-Tucker Road Make a left turn at the light, merge into the right lane,and make an immediate right at the light onto Flowers Road (South)Travel approximately 5 mile to Brandywine Road and make a right ontoBrandywine. See map for specic building locations.

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HHS UniversityPrograms

HHS University ProgramsHHS University Programs



For updated course information, go to 3http://learning.hhs.gov or call (301) 451-6810.

SES Candidate Development ProgramAs a part of the ongoing Heath and Human Services succession planningefforts, the SES Candidate Development Program (CDP) prepares highpotential GS-14 and GS-15 employees for the SES ranks

This Department-wide competitive program:prepares participants for SES Certication by OPMestablishes an HHS pool of qualied candidates for SES positionsprepares future executives for collaborative leadership

The design of the SES CDP provides a broad range of developmentalexperiences and formal, practical training experiences including:

Mentoring from an SES memberLeadership assessments and feedbackCreation and execution of an Executive Development PlanOnline and classroom instruction in executive level competenciesRotational assignments within and outside of the DepartmentGroup project on high-level Department issues

Participants who successfully complete this eighteen-month program andreceive SES certication from OPM are eligible for non-competitive careerappointment to any SES position for which the certied candidate alsomeets the professional or technical qualications.

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Presidential Management Fellows (PMF)The Presidential Management Fellows Program (PMF) has a rich history ofattracting outstanding individuals from a variety of academic disciplines andcareer paths who are interested in, and committed to, excellence in theleadership and management of public policies and programs By drawinggraduate students from diverse backgrounds, the PMF program developstalent to meet the future challenges of public service

PMF applicants go through a rigorous assessment to determine if they willbecome PMF nalists. HHS may appoint applicants to the GS-9 or GS-11level as Fellows, depending upon experience and agency needs

Key ResultsComplete a two-year excepted service appointment that providesan opportunity for rotational assignments, developmentalexperiences, and formal classroom training programs designed toexpand the incumbent’s understanding of the federal civil serviceGain an awareness of federal government operations, includingan understanding of agency obligations under the President’sManagement AgendaAssess strengths and weaknesses and create an individualdevelopment plan to guide career growth

Who Can Apply?Applications are accepted annually from individuals completing their last

year of a graduate-level program from an accredited college or universityTo be eligible for the class of 2007, potential applicants must completegraduate-degree requirements no earlier than September 1, 2006, and nolater than August 31, 2007, and be nominated by their school Applicantscan apply for the Class of 2007 online at the PMF Program website(wwwpmfopmgov) starting September 1, 2006, through October 9,2006

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HHS University ProgramsHHS University Programs



4 For updated course information, go to 5http://learning.hhs.gov or call (301) 451-6810.

Emerging Leaders ProgramThe Emerging Leaders Program (ELP) is a comprehensive two-year, full-time federal career intern program that has been developed to recruitexceptional individuals to a variety of professional occupations This highlyselective program is open to graduates (Masters or higher level degree) whohave a superior academic record Some applicants with an undergraduatedegree and qualifying work experience may be eligible Once selected,applicants are appointed to various Operating Divisions within HHSat the GS-9 level Throughout the program, interns will participate indevelopmental activities such as on-the-job training, developmentalassignments, and networking opportunities

Program HighlightsRotational assignments across HHSExtensive training in HHS Leadership CompetenciesProfessional MentorsGroup projects involving Departmental issues

Key ResultsComplete rotational assignments, developmental experiences, andtraining in HHS Leadership Competencies designed to expand theintern’s understanding of HHS and federal Civil ServiceGain an awareness of federal government operations, includingan understanding of agency obligations under the President’sManagement AgendaCreate a Career Development Plan (CDP) to set goals and planresourcesEnhance leadership potential and prepare for future leadershipopportunities within HHS

Who Can Apply?Applications are acceptedannually from career fairs atcolleges and universitiesthroughout the United Statesand at the HHS Annual Fair

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HHS Career Mentoring ProgramThe HHS Career Mentoring Program seeks to formalize the informalmentoring that already occurs in the workplace The program is anopportunity for mentoring pairs to meet and plan strategies to enhancethe mentee’s development. The mentor will assist the mentee in deningcareer goals, identifying continuing education and skill development needs,and completing a career development plan, which is the cornerstone of theprogram

Program Objectives To afford HHS employees the opportunity to participate in a

mentoring relationship which stresses personal and professionalgrowth and developmentTo provide mentees the opportunity to gain broader perspectivesabout government in general and HHS specically – its values,norms, expectations and behaviors – thereby enhancing their abilityto make productive career decisionsTo empower mentees to be more proactive in planning andachieving their career goals and to assume responsibility for theirprofessional growth and developmentTo afford more employees the opportunity to participate in thedevelopment of others through the sharing of their expertise andknowledgeTo assist in the recruitment and retention of a high-qualityworkforce and ensure that HHS is an employer of choice for currentand future employees

Online mentoring courses offered include:Effective MentoringAchieving Success with the Help of a Mentor

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“ Participating inthe HHS mentoring

program has helped me professionally and

personally and for that I am extremely

grateful.”



6 For updated course information, go to

HHS UniversityServices

http://learning.hhs.gov or call (301) 451-6810.

HHS University Services

Computer Learning Lab


Distance Learning Development



8 For updated course information, go to http://learning.hhs.gov or call (301) 451-6810.

Computer Learning LabNeed to boost your computer skills? The Computer Learning Lab is openfrom 8:30 am to 4:00 pm in Classroom A (6010 Executive Blvd, Rockville)every other Friday You do not have to register Practice administrativesystems (eg, EHRP, GovTrip, eWITS, ITAS), take online courses through theHHS Learning Portal, or engage in other activities that support approvedemployee development IT personnel will be on hand to answer questionsand troubleshoot technical issues Visit our web site (http://learninghhsgov) for directions

Dates Location TuitionApr13, 2007 Classroom A (6010

Executive Blvd)No Charge

Apr 27, 2007

May 11, 2007

May 25, 2007

Jun 8, 2007

Jun 22, 2007

Distance Learning DevelopmentHHS University welcomes the opportunity to partner with you to developdistance learning courses Please call (301) 451-6810 to speak to someoneabout your specic needs.

Team Building WorkshopsGetting the players is easy; getting them to play together is the challengeTo work together effectively, team members must develop theircollaboration, communication, and interpersonal skills Let HHS University

show you how to function as a high performance work team

HHS University can create a cohesive environment, leading to harmoniousthinking and exploration Team assessments are designed to:

Measure team members’ styles and skillsIdentify strengths and development opportunitiesPinpoint barriers to successful teamwork and group problemsolvingDevelop more constructive strategies styles and skillsMonitor change and improvement over time

HHS University facilitates simulations that accelerate team performance

360-degree Leadership Assessmentand Skill Gap AnalysisAlso known as multi-rater feedback, 360-degree feedback is a remarkablyeffective way for leaders to discover how they are performing and use theinformation to resolve problems and improve performance 360 feedbackassessments are powerful tools for helping individuals identify and developtheir leadership competencies No matter what position you hold, it isimportant to understand how others (boss, peers and direct reports)perceive your effectiveness as a leader – both your strengths and potentialareas for development

In a 360-degree feedback assessment, a leader is rated via questionnairesdistributed to his or her co-workers, supervisor, and direct reports Askill-gap analysis is conducted, and the survey data are summarized in afeedback report for individual development purposes

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Leadership/Executive Coaching Services


Training Plan Development




Leadership/Executive Coaching ServicesAre you interested in improving your performance? Do you want toenhance your unique strengths and acquire competencies necessary forsuccess?

Coaching is recognized worldwide as a powerful and effective tool forassisting leaders to launch major change initiatives Coaching is alsovaluable in more personal and focused ways, such as ne-tuning yournegotiating and inuencing skills.

A coach can show you how to make the most effective use of your

leadership qualities, personal attributes and experience, while helping youdevelop skills and strategies to communicate more effectively

Through the coaching process, you can:develop leadership ability and presencemanage competing responsibilities and challenging goalscommunicate your visionrecognize how you are perceived by othersthink critically

Training Needs AnalysisIs your organization facing challenges that require learning new skills orworking in a different way? Not sure what is needed or how to approach

those challenges? HHS University can assist you in assessing the needs ofyour organization, setting strategic and realistic goals, and developing anaction plan to accomplish those goals This can be accomplished using avariety of organizational interventions, including organizational climateassessments, training needs analyses, focus group meetings, surveys, teameffectiveness assessments, and workshops

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Training Plan DevelopmentIndividual Development Plans (IDPs) have long been used as a tool to helpemployees develop their competencies, further their ofce’s mission, andachieve their career goals Developing and following an IDP can help you:

improve your skillsgain new experienceslearn about emerging trends and technologiesexplore unique training and development opportunitiesidentify resources to keep your career fresh and exciting

IDPs come in many forms, but most have the following major components:

a list of competencies (knowledge, skills, and abilities) that youwould like to acquire or improvecorresponding learning activities for each competency to help youfocus your developmentspecic resources for each activity (training, coaching/mentoring,developmental assignments, reading, etc)

An IDP is a tool to develop a world-class workforce

Facilitation ServicesFacilitators help groups and organizations reach their goals by improvingcommunication and contributions by team members Whether it is helpingan executive team set objectives and focus on goal attainment, guiding a

group through a team-building exercise, or gathering information fromfocus groups, facilitation is a key element in reaching a successful outcomeHHS University is prepared to work with your organization to dene your

purpose and goals based upon your needs and facilitate discussions whichwill result in more effective problem solving

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Myers-Briggs Type Indicator® Assessment


Career Coaching




y gg ypThe Myers-Briggs Type Indicator® (MBTI) is a personality assessment tool todevelop self-awareness, team communication, and leadership skillsCertied MBTI specialists administer the instrument and and provideindividual and condential interpretation.

Feedback sessions:explain the theory behind the MBTI®describe personality typesfoster effective communicationinspire insights to improve collaboration

See also these courses:Myers-Briggs Type Indicator: An IntroductionAn Introduction to Personality Styles at WorkLeading Others: A Myers-Briggs Workshop

Resume and KSA Development ServicesSeek individual and condential assistance to write effective resumes andKSAs:

preserve your authorshipfacilitate skill identicationdevelop writing skillsprepare for the job interview

See also these courses:Writing an Effective FederalResume

Crafting Winning KSAs

••••

••••

gEmpower employees to direct their own careers through Career Coachingand career development training Help employees:

identify their skillsdevelop those skills within the organizationformulate career goalsdevelop a strategy to achieve those goals

Meet with a career coach to sharpen your career development skillsContact HHS University for a condential appointment that can be either in

person or by telephone

Coaches and employees work together on a wide range of careerdevelopment challenges:

identify skillsclarify career goalswrite resumes/KSAs/ECQsimprove interviewing skillsdevelop a professional networkchange careersplan for retirement

Coaching supports:employees affected by A-76 competitive sourcingcompetency developmentIndividual Development PlansSES Candidate Development ProgramEmerging Leaders ProgramHHS Mentoring Program

••••

•••••••

••••••




HHSCompetencies


Leadership Competency

HHS Leadership Competencies

HHS Competencies

HHS Competencies




Basic

OralCommunicationsPartneringFlexibilityWrittenCommunicationsInterpersonal SkillsDecisivenessProblem SolvingSelf-DirectionTechnical CredibilityCustomer ServiceContinual LearningIntegrity/HonestyProject ManagementPerformanceManagement

•

•••

••••••••••

Supervisors

Leveraging DiversityResilienceConictManagementTeam BuildingInuencing/

NegotiatingHuman ResourcesManagementService MotivationAccountability

•••

••

•

••

Managers

Creative Thinking/ InnovationFinancialManagementTechnologyManagementEntrepreneurshipOrganizationalSystems Awareness

•

•

•

••

Executives

Strategic ThinkingVisionExternal AwarenessPolitical Savvy

••••

Leadership CompetencyFramework

Basic Basic Basic

Supervisors Supervisors

Managers

p

HHS has completed a comprehensive effort to dene threetypes of competencies that are needed in order to successfullyaccomplish our mission:

Leadership Competencies Skills required at the supervisory, management, andexecutive level in order to lead the organization inaccomplishing its mission and goals

Core Competencies Fundamental skills that are required throughout theDepartment and are applicable to all occupations Theten HHS Core Competencies serve as a framework foridentifying common skills and subsequent training needsacross HHS

Technical Competencies Mission-critical skills required to perform specic jobs

HHS Leadership CompetenciesHHS Leadership Competencies




Basic Supervisors Managers Executives

Business Skills

O r a

l C o m m u n

i c a t i o n s

P a r t n e r

i n g

F l e x i b i l i

t y

W r i t t e n

C o m m u n

i c a t i o n s

I n t e r p e r

s o n a

l S k i l l s

D e c i s i v e

n e s s

P r o

b l e m

S o

l v i n g

S e

l f - D i r e c t i o n

T e c h n i c a l

C r e

d i b i l i t y

C u s t o m

e r S e r v i c e

C o n

t i n u

a l L e a r n

i n g

I n t e g r i t y / H o n e s t y

P r o

j e c t M a n a g e m e n

t

P e r f o r m

a n c e

M a n a g e m e n

t

L e v e r a g

i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t

M a n a g e m e n t

T e a m

B u

i l d i n g

I n f u e n c

i n g / N e g o t i a t i n g

H u m a n

R e s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b i l i t y

C r e a

t i v e

T h i n k i n g

/ I n n o v a

t i o n

F i n a n c i a

l M a n a g e m e n

t

T e c h n o

l o g y

M a n a g e m e n

t

E n

t r e p r e n e u r s h

i p

O r g a n i z

a t i o n a l S y s t e m s A w a r e n e s s

S t r a t e g i c T h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o

l i t i c a l

S a v v y

Business Etiquette: The Leadership Edge

Excellence in Customer Service

Introduction to Project Management

Intermediate Project Management

Leadership 101 for Administrative Professionals

Time Management: Organizing Yourself






Career Planning andRetirement

O r a

l C o

m m u n

i c a t i o n s

P a r t n e r

i n g

F l e x i b i l i

t y

W r i t t e n

C o m m u n

i c a t i o n s

I n t e r p e r s o n a

l S k i l l s

D e c i s i v e

n e s s

P r o

b l e m

S o

l v i n g

S e


T e c h n i c a l

C r e

d i b i l i t y

C u s t o m

e r S e r v i c e

C o n

t i n u

a l L e a r n

i n g


P r o

j e c t M a n a g e m e n

t

P e r f o r m

a n c e

M a n a g e m e n

t

L e v e r a g

i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t M a n a g e m e n t

T e a m

B u

i l d i n g

I n f u e n c

i n g / N e g o t i a t i n g

H u m a n

R e s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b i l i t y

C r e a

t i v e

T h i n k i n g

/ I n n o v a

t i o n

F i n a n c i a

l M a n a g e m e n

t

T e c h n o

l o g y

M a n a g e m e n

t

E n


i p

O r g a n i z

a t i o n a l S y s t e m s A w a r e n e s s

S t r a t e g i c T h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o

l i t i c a l S a v v y


Financial Planning for New Employees

Individual Development Planning (IDP)

Lunchtime Series: Developing Your Federal Career Path

Mid-Career Benets Planning

Myers-Briggs Type Indicator ®: An Introduction

Pre-Retirement Seminar - CSRS

Pre-Retirement Seminar - FERS

Strategies for Successful Job Interviewing

Writing an Effective Federal Resume




For updated course information, go to 3http://learning.hhs.gov or call (301) 451-6810.


Communication &Interpersonal Skills

O r a

l C o m m

u n

i c a t i o n s

P a r t n e r i n g

F l e x i b

i l i t y

W r i t t e n

C o

m m u n

i c a t i o n s

I n t e r p e r s o n

a l S k i l l s

D e c i s i v e n e s s

P r o

b l e m

S o

l v i n g

S e


T e c h n

i c a l C

r e d i b i l i t y

C u s t o m e r

S e r v i c e

C o n

t i n u a l

L e a r n

i n g


P r o

j e c t

M a

n a g e m e n

t

P e r f o r m a n c e

M a n a g e m e n

t

L e v e r a g

i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t M a n a g e m e n t

T e a m

B u i l d

i n g

I n f u e n c i n g

/ N e g o t i a t i n g

H u m a n

R e s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b

i l i t y

C r e a

t i v e T h

i n k i n g

/ I n n o v a

t i o n

F i n a n c i a l M

a n a g e m e n

t

T e c h n o

l o g y

M a n a g e m e n

t

E n

t r e p r e n e

u r s h

i p

O r g a n i z a t i o n a l S y s t e m s A w a r e n e s s

S t r a t e g

i c T h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o


: Change Your Mindset

English Pronunciation for Non-Native Speakers

Effective Interpersonal Communication Skills

Listening and Memory Development

People Styles at Work: Understanding and Improving

your Communication with Others

Practical Grammar Review

Practical Proofreading

Speaking on the Job Series

Systematic Editing Skills

Team Effectiveness

Writing Complex Documents Series

Writing Short Documents Series

Working with Difcult People


B i S i M E ti






EEO and Diversity Academy

O r a

l C o m m

u n

i c a t i o n s s

P a r t n e r i n g

F l e x i b

i l i t y

W r i t t e n

C o

m m u n

i c a t i o n s


l S k i l l s


P r o

b l e m

S o

l v i n g

S e


T e c h n

i c a l C

r e d i b i l i t y

C u s t o m e r

S e r v i c e

C o n

t i n u a l

L e a r n

i n g


P r o

j e c t

M a

n a g e m e n

t


M a n a g e m e n

t

L e v e r a g

i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t M

a n a g e m e n t

T e a m

B u i l d

i n g

I n f u e n c i n g


H u m a n

R e s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b

i l i t y

C r e a

t i v e T h i n k i n g

/ I n n o v a

t i o n

F i n a n c i a l M

a n a g e m e n

t

T e c h n o

l o g y

M a n a g e m e n

t

E n

t r e p r e n e

u r s h

i p


S t r a t e g

i c T h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o


Americans with Disabilities Act Training

Basic EEO Counselor Training

Advanced EEO Counseling

Conict Resolution for Managers

Disability Awareness (Online)

EEO Refresher for Managers

EEO Training for Federal Employees

Leading through Diversity

No FEAR ACT Training Sexual Harassment Prevention for Federal Employees







Personal & ProfessionalLeadership

O r a

l C o m m

u n

i c a t i o n s

P a r t n e r i n g

F l e x i b

i l i t y

W r i t t e n

C o

m m u n

i c a t i o n s


l S k i l l s


P r o

b l e m

S o

l v i n g

S e


T e c h n

i c a l C r e

d i b i l i t y

C u s t o m e r

S e r v i c e

C o n

t i n u a l

L e a r n

i n g


P r o

j e c t

M a

n a g e m e n

t


M a n a g e m e n

t

L e v e r a g

i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t M

a n a g e m e n t

T e a m

B u i l d

i n g

I n f u e n c i n g


H u m a n

R e s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b

i l i t y

C r e a


/ I n n o v a

t i o n

F i n a n c i a l M

a n a g e m e n

t

T e c h n o

l o g y

M a n a g e m e n

t

E n

t r e p r e n e

u r s h

i p


S t r a t e g

i c T

h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o

l i t i c a l S a

v v y

Congressional Operations Workshop

Communicating a Shared Vision (Online)

The Credible Leader

Critical Thinking for Problem-solving

Emotionally Intelligent Leadership

The Ethics of Leadership

HHS Ethics Orientation

Leading in Public Service Organizations

Leading Others Workshop

Making Change Work (Online)

Managing Change: A Leadership Challenge

Negotiating & Inuencing Skills

Participating in a Project Team Simulation (Online)

Strategic Planning

Strategic Public Leadership







Security at HHS

O r a

l C o m m

u n

i c a t i o n s

P a r t n e r i n g

F l e x i b

i l i t y

W r i t t e n

C o m m u n

i c a t i o n s


l S k i l l s

D e c i s i v e n e

s s

P r o

b l e m

S o

l v i n g

S e


T e c h n

i c a l C r e

d i b i l i t y

C u s t o m e r

S e r v i c e

C o n

t i n u a l

L e a r n

i n g

I n t e g r i t y / H

o n e s t y

P r o

j e c t

M a

n a g e m e n

t

P e r f o r m a n

c e M a n a g e m e n

t

L e v e r a g i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t M

a n a g e m e n t

T e a m

B u i l

d i n g

I n f u e n c i n g / N e g o t i a t i n g

H u m a n

R e

s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b

i l i t y

C r e a


/ I n n o v a

t i o n

F i n a n c i a l M

a n a g e m e n

t

T e c h n o

l o g

y M a n a g e m e n

t

E n


i p


S t r a t e g

i c T

h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o

l i t i c a l S a

v v y

Personnel Security and Suitability Adjudication

Advanced Personnel Security Adjudication

Interviewing Techniques for Suitability and Security

National Industrial Security Program

Position Sensitivity Designation

Personnel Suitability Management







Supervision & Management

O r a

l C o m m

u n

i c a t i o n s

P a r t n e r i n g

F l e x i b

i l i t y

W r i t t e n

C o

m m u n

i c a t i o n s


l S k i l l s


P r o

b l e m

S o

l v i n g

S e


T e c h n

i c a l C r e

d i b i l i t y

C u s t o m e r

S e r v i c e

C o n

t i n u a l

L e a r n

i n g


P r o

j e c t

M a

n a g e m e n

t


M a n a g e m e n

t

L e v e r a g

i n g

D i v e r s i t y

R e s i l i e n c e

C o n f i c t M

a n a g e m e n t

T e a m

B u i l d

i n g

I n f u e n c i n g


H u m a n

R e s o u r c e s

M a n a g e m e n

t

S e r v i c e

M o

t i v a t i o n

A c c o u n

t a b

i l i t y

C r e a


/ I n n o v a

t i o n

F i n a n c i a l M

a n a g e m e n

t

T e c h n o

l o g y

M a n a g e m e n

t

E n

t r e p r e n e

u r s h

i p


S t r a t e g

i c T

h i n k i n g

V i s i o n

E x t e r n a

l A w a r e n e s s

P o

l i t i c a l S a

v v y

Advanced Supervision: Beyond the Basics

Briefing the Boss: Presentation to Senior Executives

Collaborating across Organizational Structures

Decision-Making Skills

How to Coach Your Employees

How To Delegate Effectively

Managing Conflict

Managing Your Human Resources within Federal Law

Successful Performance Management Supervising Former Peers

Supervision: New Skills and New Challenges

Team Building and Effective Communications

HHS Core Competencies

Individual Organizational


HHS Core Competency Model




Business Skills

C o n

t i n u o u s

D e v e

l o p m e n

t

O r a

l C o m m u n

i c a t i o n

W r i t t e n

C o m m u n

i c a t i o n

D i v e r s i t y

I n t e g r i t y

C o

l l a b o r a

t i o n

/ P a r t n e r i n g

P r o

b l e m S o

l v i n g

D e c i s i o n

M a

k i n g

C u s t o m e r

S e r v i c e

R e s u

l t s D r i v e n

Business Etiquette: The Leadership Edge

Excellence in Customer Service

Introduction to Project Management

Intermediate Project Management

Leadership 101 for Administrative Professionals

Legal Writing

Time Management








Communication and InterpersonalSkills

C o

n t i n u o u s

D e v e

l o p m e n

t

O r

a l C o m m u n

i c a t i o n

W r i t t e n

C o m m u n

i c a t i o n

D i v e r s i t y

I n t e g r i t y

C o

l l a b o r a

t i o n

/ P a r t n e r i n g

P r o

b l e m

S o

l v i n g

D e

c i s i o n

M a

k i n g

C u

s t o m e r

S e r v i c e

R e

s u l t s D r i v e n

Creative Problem Solving: Change Your Mindset

English Pronunciation for Non-Native Speakers

Effective Interperonal Communication Skills

Listening and Memory Development

People Styles at Work: Understanding and Improving your

Communication with Others

Practical Grammar Review

Practical Proofreading

Speaking On the Job Series

Systematic Editing Skills

Team Effectiveness

Writing Complex Documents

Writing Short Documents

Working with Difcult People

Career Planning and Retirement

C o n

t i n u o u s

D e v e

l o p m e n

t

O r a

l C o m m u n

i c a t i o n

W r

i t t e n

C o m m u n

i c a t i o n

D i v

e r s i t y

I n t e g r i t y

C o l l a b o r a

t i o n

/ P a r t n e r s h

i p

P r o

b l e m

S o

l v i n g

D e c i s i o n

M a

k i n g

C u s t o m e r

S e r v i c e

R e s u

l t s D r i v e n


Financial Planning for New Employees

Individual Development Planning (IDP)

Lunchtime Series: Developing Your Federal Career Path

Mid-Career Benets Planning

Myers-Briggs Type Indicator ®: An Introduction

Pre-Retirement Seminar - CSRS

Pre-Retirement Seminar - FERS

Strategies for Successful Job Interviewing

Writing an Effective Federal Resume








Courses

http://learning.hhs.gov orcall (301) 451-6810.

http://learning.hhs.gov orcall (301) 451-6810.


Acquisition

Additional Acquisition CoursesAdvanced / Basic Simplied Acquisition

Construction ContractingContracting for Architect and Engineering ServicesPerformance Based Acquisition

Acquisition

Contracting CoursesThe Federal Acquisition Institute (FAI) developed a certication program

AcquisitionAcquisition




qWriting Statements of WorkEarned Value ManagementIntegrated Baseline Review

Project Ofcer Courses:Basic Project Ofcer - Standard VersionBasic Project Ofcer - Research and Development

Project Ofcer Refresher

Purchase Card Courses:Purchase Card TrainingPurchase Card Refresher

(Continued on next page)

The Federal Acquisition Institute (FAI) developed a certication programto standardize education, training, and experience requirements forcontracting professionals across all civilian government agencies TheFederal Acquisition Certication in Contracting (FAC-C) Program closelymirrors requirements from the Defense Acquisition University (DAU)Contracting Ofcer (CO) warrants issued on or after January 1, 2007 mustbe certied at the appropriate level. To maintain certication, acquisition

professionals will be required to earn 80 continuous learning points everytwo years (Note: 1 CEU = 10 CLPs) The listing below reects the training requirements for each FAC-C level.There are also education and experience requirements that you may nd athttp://wwwfaigov/

Level ICON 100 - Shaping Smart Business ArrangementsCON 110 - Mission Support PlanningCON 111 - Mission Strategy ExecutionCON 112 - Mission Performance AssessmentCON 120 - Mission Focused Contractingone additional elective of your choice

Level II

CON 202 - Intermediate Contracting *CON 204 - Intermediate Contract Pricing *CON 210 - Government Contract Law *

two additional electives of your choice

* Level II core courses will be replaced with a new set of classroom andonline courses in FY08

Level IIICON 353 - Advanced Business Solutions for Mission Supporttwo additional electives of your choice


Acquisition

a Cardholders and Approving Ofcials with authorized increases in DPAhave up to 6 months to complete the training requirements for the newDPAb CON 237, CON 100, and CON 110 are available at the DAU website athttp://wwwdaumil/registrar/enrollasp CON 100 is also offered through

S i i

Acquisition

The following table summarizes HHS purchase card training requirementsfor Purchase card holders and Approving Ofcials, by authority level.

Authoritya Program participant Required trainingb

Up to $2,500 Prospective/newly appointedpurchase cardholders and

Basic purchase card course (HHSUniversity 1-day course) or an

•




HHS University

For more information relevant to your career as a federal acquisitionmanagement specialist, consult the following web sites:

HHS’ KnowNet Acquisition SuperSite - http://knownethhsgov/ acquisition/ Federal Acquisition Institute - http://wwwfaigov/

Defense Acquisition University - http://wwwdaumil/

Not all courses are prescheduled for this quarter Please check the learningportal for future dates or call (301) 451-6810 to speak to a programmanager if you have a need not met by the current schedule

•

•

•

Approving Ofcials

--------Purchase card holders and

Approving Ofcials appointedbefore Nov 1, 2005

equivalent course that has beenapproved by the HHS AcquisitionTraining Coordinator) prior toappointmentOPDIV¬specic training onprocedures for using the purchasecard, as necessary

--------Refresher purchase card training,

including green¬purchasing training,every 2 years

•

$2,501 to$25,000

Prospective/newly appointedpurchase cardholders andApproving Ofcials

--------Purchase card holders andApproving Ofcials appointedbefore November 1, 2005

Basic purchase card course,Basic simplied acquisitionprocedures or DAU’s CON 237, andAdvanced simplied acquisitionprocedures or appropriations law

--------Refresher purchase card training,including green¬purchasing training,every 2 years

••

•

$25,001 to$100,000

Prospective/newly appointedpurchase cardholders andApproving Ofcials

--------Purchase cardholders andApproving Ofcials appointedbefore November 1, 2005

Basic purchase card training,Basic simplied acquisitionprocedures or DAU’s CON 237,Advanced simplied acquisitionprocedures or appropriations law,CON 100 (Shaping Smart BusinessArrangements), and

CON 110 (Mission SupportPlanning)--------Refresher purchase card training,including green¬purchasing training,every 2 years

••

•

•

•

Not applicable Prospective/newly appointedAgency/Organization ProgramCoordinators

--------Agency/Organization ProgramCoordinators appointed beforeNovember 1, 2005

Basic purchase card training,Basic simplied acquisitionprocedures or DAU’s CON 237,Advanced simplied acquisitionprocedures or appropriations law,CON 100 (Shaping Smart BusinessArrangements), andCON 110 (Mission SupportPlanning)

--------Refresher purchase card training,including green¬purchasing training,every 2 years (attendance at GSA’sannual training conference satisesrefresher training)

••

•

•

•


Acquisition

CON 110 – Mission Support PlanningOnline Training

Course Description

Acquisition

CON 100 – Shaping Smart BusinessArrangementsCourse Code: AQ07




LeadershipCompetenciesAddressed:

Technical Credibility

Course DescriptionThis online course will introduce employees new to the contracting eld totheir role as a business advisor in the acquisition process It focuses on thestudents’ role in understanding their customer’s mission and their ability toplan successful mission-support strategies based on their knowledge of thecontracting environment and their customers’ needs Students will learnhow to use the Federal Acquisition Regulation (FAR), conduct effective

market research, develop alternative acquisition strategies, and understandhow socioeconomic programs support the acquisition planning process


Identify key characteristics necessary to establish successfulcustomer relationshipsLocate information in the FARIdentify, select, and analyze sources and types of market researchinformation available for a specic acquisitionIdentify factors to consider when developing an acquisition strategyand requirements documentsDifferentiate between various socioeconomic programsDifferentiate between various methods of acquisition and contract

types

Target AudiencePersonnel new to the contracting workforce and non-contracting personnelwho play a role in the acquisition process

This online course can be accessed through the Defense AcquisitionUniversity (DAU) web site (http://www.dau.mil/).

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Course DescriptionPersonnel new to contracting will gain a comprehensive understanding ofthe environment in which they will serve Students will develop professionalskills for making business decisions and for advising other acquisition teammembers in successfully meeting customers’ needs. CON100 is the rstrequirement in the Federal Acquisition Certication in Contracting (FAC-C)

Level I curricula


Describe the acquisition/contracting mission and its impact on theAmerican Economic SystemExplain characteristics and responsibilities of the contractingprofessional in the role of a business advisorDetermine the relationship between nancial and acquisition

communities and how fundamental in the role of a business advisorDescribe commercial acquisition and government uniquerequirements of market research in identifying the bestarrangements to meet mission requirements

Target AudienceThis course is intended for those who are new to the contractingworkforce

Dates Location Tuition

May 7-11, 2007 Parklawn Bldg HHS: $57800Non-HHS: $69300

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Acquisition

CON 11 – Mission PerformanceAssessmentOnline Training

Acquisition

CON 111 – Mission Strategy ExecutionOnline Training

Course Description






Course DescriptionMission Performance Assessment is the nal of three online courses. This

course builds on the foundation established in CON 110 and CON 111and provides students with the knowledge necessary to identify and utilizeappropriate performance metrics when evaluating contractor performanceStudents will explore processes for working with their customer to ensurecontract performance is meeting mission requirements Students willexplore assessment strategies and performance remedies, how to makeand price contract changes after award, handle disputes, and nally how toclose out completed contracts


Evaluate a contractor’s performanceIdentify and evaluate commercial and noncommercial nancingarrangementsDetermine the appropriate actions necessary to ensure customersatisfactionIdentify and select the appropriate course of action for resolving acontractor dispute

Identify contract closeout procedures

Target AudiencePersonnel new to the contracting workforce and non-contracting personnelwho play a role in the acquisition process who have completed CON 110– Mission Support Planning and CON 111 – Mission Strategy Execution


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pMission Strategy Execution is the second of three online Level I contractingcourses It focuses on executing the acquisition planning throughsoliciting industry and awarding a contract It provides students with theknowledge necessary to execute an acquisition that optimizes customermission performance. Students will learn the techniques and benets ofearly industry involvement in shaping requirements Students will learn

basic procedures for acquisition of both commercial and noncommercialrequirements, effectively conduct price analysis, and determine when aprice is fair and reasonable Finally students will learn how to conduct basiccompetitive acquisitions, process awards, and handle protests before andafter contract award


Evaluate and determine the adequacy of a purchase requestpackageIdentify the components of and procedures for preparing an oral orwritten solicitationIdentify and select a technique for making a price reasonablenessdetermination

Recognize factors to be considered when evaluating and providinggovernment nancingConduct price analysis to determine a fair and reasonable priceIdentify appropriate actions to resolve protests

Target AudiencePersonnel new to the contracting workforce and non-contracting personnelwho play a role in the acquisition process who have completed CON 110– Mission Support Planning


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Acquisition

L d hi

CON 10 – Government Contract LawCourse Code: AQ017

Course DescriptionThi di h i f h l l h f

Acquisition

CON 04 – Intermediate Contract PricingCourse Code: AQ016

Course DescriptionThi d d i l i di d h d i h b iL d hi






This course discusses the impact of the legal system on the process ofgovernment contracting A variety of topics are covered, including the legalframework in which the contracting process is conducted, various federalstatutes that affect the contracting process, the variety of regulations thatgovern the process, and the impact of judicial and administrative review ongovernment contracting


Understand methods of forming contracts and the principles of lawand policy related to each methodDescribe the concept of property types, its characteristics, methodsof transfer, and useReview the various legal facets of scal management and fundingDiscuss the legal obligations of contracting ofcers forimplementing labor, social, economic, and environmental policiesReview modications, disputes and terminations of contract

Target AudienceExperienced GS-1102 contracting personnel who want to acquire a broader

knowledge of the principles of government contract law, the skills to applythese principles to reach sound business judgments, and their effect ongovernment acquisitions


May 7-11, 2007 6010 Executive Blvd HHS: $57800Non-HHS: $69300

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This advanced curriculum is directed to the student with a basicunderstanding of cost and price analysis The course materials anddiscussions illustrate how mathematical techniques and analytical methodsmay be used to solve problems related to contract pricing


Differentiate among statistical methods in pricingSelect the appropriate statistical techniqueParaphrase the Unit Improvement Curve Theory and estimate workdifferences using Improvement Curve AnalysisIdentify costs to include in the indirect cost pool, calculate theindirect cost rate, identify Fixed Price Incentive Firm (FPIF) elements,and calculate FPIF elementsDetermine commerciality and determine the cost data requiredIdentify and calculate Cost Plus Incentive Fee (CPIF) elementsReview construction contracts and the use of improvement CurveAnalysis to determine labor hour changes

Target AudienceExperienced GS-1102 contracting personnel seeking to receive there Level IIcertication for FAC-C and who want to build on the pricing skills coveredunder the FAC-C Level I certication curriculum


Apr 16-27, 2007 6010 Executive Blvd HHS: $59500Non-HHS: $71000

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Leadership

Acquisition

Performance-Based AcquisitionCourse Code: AQ013

Course DescriptionThis intensive 5-day course is intended to give participants extensive “hands

Project Ofcer RefresherCourse Code: AQ031

Course DescriptionThis one-day course “refreshes” the HHS Project Ofcer, Task

Acquisition

Leadership






y g p pon” practice in applying Performance Based Acquisition(PBA) techniques tocontracts using computer-aided tools and supplementary readings


Write Performance Work Statements (PWSs)/Statement ofObjectives (SOOs)Develop performance indicators, standards and acceptable qualitylevelsWrite Quality Assurance Surveillance PlansDevelop and administering positive and negative incentivesDetermine the extent to which a specic acquisition should followPBC precepts

Target AudiencePersonnel involved in the contract specialist (GS-1102) career pathand other personnel monitoring contract performance


Jun 11-15, 2007 Parklawn Bldg HHS: $43900Non-HHS: $55400

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y j ,Administrator, Cognizant Technical Ofcer (CTO), Quality AssuranceEvaluator (QAE), or other contractor oversight positions by providing themost current insight for enhancing functional knowledge and technicalperformance The course presents and discusses new laws and regulationsas well as recent Government Accountability Ofce (GAO) and InspectorGeneral (IG) cases that pertain to the federal government oversight process


Review new laws and regulationsReview emerging initiatives in contractor oversightIdentify recent trends in acquisitionEmphasize the importance of teamwork between the technical orengineering communityRaise the level of awareness of non-contracting personnelReinforce the role of the Project Ofcer/Manager

Target AudienceAll personnel in the general schedule contracting series (GS-1102)

and purchasing series (GS-1105)Contracting Ofcers (COs), regardless of general schedule series,with authority to obligate funds above the micropurchase thresholdProgram and project managersContracting Ofcer’s Representatives (CORs) and ContractingOfcer’s Technical Representatives (COTRs)Any personnel within signicant acquisition-related positions


Apr 9, 2007 Washington, DC(USDA)

HHS: $15800Non-HHS: $27300

May 25, 2007 6010 Executive Blvd HHS: $15800Non-HHS: $27300

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Leadership

Acquisition

Purchase Card RefresherCourse Code: FM836

Course DescriptionThis one-half day course is a combination of instructor presentation,student participation case scenarios and independent exercises to reinforce

Acquisition

Leadership

Purchase Card TrainingCourse Code: FM8114

Course DescriptionThis course is designed for HHS employees who possess or will be obtaininga government purchase card or who function as purchase card approving




CompetenciesAddressed:


student participation, case scenarios and independent exercises to reinforcestudent understanding The course is designed for HHS employees who arecurrently purchasing with a Government Purchase Card or functioning as aCard Approving Ofcial (CAO). The purpose of the course is to provide areview and update for current Cardholder and Card Approving Ofcial.


Identify Cardholder and CAO responsibilitiesDiscuss Strategic SourcingDiscuss Open Market purchasesFile Documentation, including required elements of an acquisitionle, Purchase Logs and support documentation including

justications and clearances and reconciliation.Monthly responsibilities including Reconciliation procedures

Target AudienceThe course is designed for HHS employees who are currently purchasingwith a Government Purchase Card or functioning as a Card ApprovingOfcial (CAO).



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CompetenciesAddressed:


Financial Management

a government purchase card or who function as purchase card approvingofcials. The course provides reference materials for government purchasersusing Simplied Acquisition Procurement.

Learning Objectives

Upon completion of this course, you will be able to:Identify simplied acquisition procedures and considerations forpurchase at the micropurchase level and aboveReview government-required sources for supplies and servicesIdentify required documentation for purchasesRecognize authorized and unauthorized purchases for thegovernment purchase cardDene the responsibilities of a cardholder and a card-approvingofcial, including reconciliation responsibilities

Target AudienceGovernment purchase card holders and approving ofcials


Apr 4, 2007 6010 Executive Blvd HHS: $21200Non-HHS: $32700

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Administrative Systems

HHS University’s Administrative Systems curriculum provides trainingon information technology systems that support Department-wideadministrative functions Training provides students with basic concepts,capabilities, and instruction on each administrative system Students learn

Administrative SystemsAdministrative Systems




how to perform administrative tasks, setup, and record management ineach system

Classes are currently offered in:EHRP (Enterprise Human Resources and Payroll System):

EHRP: Introduction to Enterprise Human Resourcesand Payroll System

EHRP: Benets Processing

EHRP: Position ManagementEHRP: Processing Personnel Actions

GovTrip:GovTrip Federal Agency Travel Administrator

(FATA) TrainingGovTrip Travel Preparer Training

ITAS (Integrated Time and Attendance System):Basic Time and Attendance Using ITAS

We also offer a Timekeeping Rules & Regulations course.

Please check the learning portal for future dates or call (301) 451-6810 tospeak to a program manager if you have a need not met by the currentschedule

Business Skills

Each day, we use business skills to manage projects, priorities, anddeadlines This curriculum focuses on equipping HHS employees with skillsthat will assist them in day-to-day ofce interactions and management.The classes are an aid to achieving success by dening and enhancing coreprofessional skills and current business practices Successful outcomes

Business SkillsAdministrative Systems

Basic Time and Attendance Using ITASCourse Code: AS8000

Course DescriptionThe student will learn how to use the Integrated Time and AttendanceSystem (ITAS) in this one-day class. ITAS is a computerized application




professional skills and current business practices Successful outcomesinclude increased productivity, strategic decision making, and improvedcustomer satisfaction

Business skills are essential components to managing projects, workingwithin teams, communicating effectively, and staying ahead of evolvingtrends

Courses in this schedule for the Third Quarter:Introduction to Project ManagementIntermediate Project Management

Call (301) 451-6810 to speak a program manager

y y p ppthat timekeepers, supervisors, and employees use to report and track timeand attendance The student will learn how to accurately complete andmaintain employee timekeeping records Each student will receive referencematerials that can be used on the job


Identify timekeeper’s duties and responsibilitiesUse the ITAS system to make adjustments to pay and leaveUnderstand the different categories of leave, premium pay, tours ofduty, and proper procedures for each category

Target AudienceAnyone who uses the Integrated Time and Attendance System




Jun 5, 2007 6010 Executive Blvd HHS: $12700Non-HHS: $24200

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“ As a long-timecustomer of theHHS University, I have always been

satised with itsdetailed and diversecourse offeringsand its excellent customer service.The University’sclassroom facilitiesare comfortable and

easily accessible inRockville, Maryland.Every time I havecontacted or met with HHS U’s staff and trainers, my experiences havebeen productive and

cost efcient!”






Strategies for Successful Job InterviewingCourse Code: CR810

Course DescriptionThe job interview is critical for helping both applicant and manager decideif there is a good ‘t’ between applicant and position. Yet, many of us

approach this stage of the job hunting process with trepidation This class isd i d h l f d l li d l h i i i i kill h

LeadershipCompetenciesAdd d


Individual Development Planning (IDP)Course Code: CR80

Course DescriptionSatisfying careers require time and attention This course provides federalemployees an opportunity to reect on their career aspirations, examinetheir career options identify the skills and competencies necessary to

LeadershipCompetenciesAdd d




designed to help federal applicants develop their interviewing skills so thatthey can communicate effectively and condently in the interview. This is a

half-day course (8:30 am until 12:00 pm)


Analyze the job and anticipate the manager’s concerns

Develop clear and concise responses to common interviewquestionsUtilize both verbal and non-verbal communication techniquesAsk questions to determine person-job ‘t’Handle various interview formats (individual, group, etc)

Target AudienceFederal employees preparing for job interviews


Apr 17, 2007 Humphrey Bldg HHS: $000Non-HHS: $11500

Jun 5, 2007 Parklawn Bldg HHS: $000Non-HHS: $11500

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Addressed:Resilience

Human ResourcesManagement

Core CompetenciesAddressed:

Oral Communication

their career options, identify the skills and competencies necessary toadvance, and choose networking strategies that will build their professionalreputation This is a half-day course (8:30 am until 12:00 pm)


Identify your work-related valuesIdentify the skills that you would like to developDevelop a list of your career path optionsConduct information interviewsIdentify your skill gaps and develop a plan for addressing thosegapsNegotiate an Individual Development Plan with your supervisorImplement a variety of networking strategies

Target AudienceFederal employees interested in career growth


Apr 3, 2007 Parklawn Bldg HHS: $8000Non-HHS: $19500


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Oral Communication

WrittenCommunication

CR833: Introduction to Personality Styles at WorkIdentify your work and learning stylesIdentify some strategies for improving communication, teamworkand problem-solving in the workplace

CR834: Guiding Your Employees’ IDPs (for managers) Facilitate positive manager-employee conversationsManage employee expectations around the IDP processHelp employees identify skill-gaps relative to organizationalbj ti

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Lunchtime Series: CareerDevelopment CoursesCourse Code: CR835

Course DescriptionThese lunchtime courses are designed to provide federal employees witha practical introduction to the key elements of successful federal career






objectivesDevise employee development activities that reinforce classroomlearning

Target AudienceFederal managers and employees

Location Dates Course Name CourseNo.

Tuition

NIH

Campus

Apr 4, 2007 Cultivating your

Federal Career

CR8229 HHS: $0

Non-HHS: $11500

NIH

Campus

Apr 18, 2007 Resume Writ ing CR8230 HHS: $0

Non-HHS: $11500

NIH

Campus

May 2, 2007 KSA Writing CR8231 HHS: $0

Non-HHS: $11500

NIH

Campus

May 16, 2007 Interviewing

Skills

CR8232 HHS: $0

Non-HHS: $11500

NIHCampus

Jun 6, 2007 Introductionto Personality

Styles at Work

CR8233 HHS: $0Non-HHS: $11500

Humphrey

Bldg

Jun 19, 2007 Cultivating your

Federal Career

CR8229 HHS: $0

Non-HHS: $11500

Humphrey

Bldg

Jun 26, 2007 Resume Writ ing CR8230 HHS: $0

Non-HHS: $11500

NIH

Campus

Jun 27, 2007 Guiding your

Employees’ IDPs

(for managers)

CR8234 HHS: $0

Non-HHS: $11500

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a practical introduction to the key elements of successful federal careerdevelopment Each seminar is designed to be a stand-alone learningexperience that provides useful career advice to be applied immediatelyStudents who want to learn more about these topics can also take the

half-day career development courses offered by HHS University Eachlunchtime course is one hour (1:00 pm-1:00 pm), except Day6 (11:00 am until 1:00 pm). You must register for these coursesindividually.

Learning ObjectivesCR8: Cultivating Your Federal Career

List the important elements of an Individual Development Plan (IDP)Identify development projects that build your skills and benet theorganizationSuccessfully negotiate your IDP with your supervisor

CR830: Resume WritingList the qualities of an effective resumeFormat your resume to be both eye-catching and easy to readIdentify the data required by OPM to be on all federal resumes

Write powerful accomplishment statementsCR831: KSA Writing

Describe the denition and purpose of KSAs in the federalapplication processWrite examples of your work experience for your KSAs usingthe Context, Challenge, Action and Results (CCAR) modelrecommended by OPM

CR83: Interviewing Skills Anticipate the most common interview questionsUtilize a systematic approach to preparing your interview ‘talkingpoints’Deliver a smooth response to the most important interviewquestion


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Interpersonal SkillsSelf-Direction

Flexibility


Oral Communication



Financial Planning for New EmployeesCourse Code: CR 100

Course DescriptionMake sure you are on track for a nancially secure retirement by attendingthis class as a new employee. This course will teach you basic nancial

planning strategies and how to take the greatest advantage of the



Writing an Effective Federal ResumeCourse Code: CR87

Course DescriptionHaving an effective federal resume can make the difference betweengetting a job interview, or NOT This workshop provides students with theprinciples and practices of writing resumes that get results In addition

i i h d f h hi k h b ild





Thrift Savings Plan (TSP), a retirement savings plan available to all federalemployees

Learning ObjectivesUpon completion of this course, you will be able to:Understand the importance of early investment in Thrift SavingsPlan (TSP)Understand basic nancial planning strategies.

Target AudienceFederal employees with less than three years of federal service


Apr 19, 20079:00 AM - 12:00 PM

Parklawn Bldg HHS: $5500Non-HHS: $17000

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Addressed:Self Direction

Continual Learning


ContinuousDevelopment

to writing a resume that stands out from the rest, this workshop buildsstudents’ job-hunting self-condence and improves their performance in

job interviews This is a half-day course (8:30 am until 12:00 pm)


Take stock of your current and past work experiencesEffectively describe your skillsIdentify accomplishments and write effective accomplishmentstatementsTailor your resume for a specic job announcement using keywordsFormat your resume to be both eye-catching and easy to read

Target AudienceFederal employees

Dates Location TuitionApr 24, 2007 Parklawn Bldg HHS: $000

Non-HHS: $11500

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Pre-Retirement Seminar–FERSCourse Code: CR15F

Course DescriptionIf you are planning to retire from federal government service within thenext ve years, attend this seminar. Learn how to estimate the value ofyour retirement annuity and the tax implications of the various withdrawalmethods Learn from experts about your retirement system: FERS and



Pre-Retirement Seminar–CSRSCourse Code: CR15C

Course DescriptionAttend this seminar if you are planning to retire from federal governmentservice within the next ve years. Learn how to estimate the value of yourretirement annuity and the tax implications of the various withdrawalmethods Learn from experts about your retirement system: CSRS and





methods Learn from experts about your retirement system: FERS andTrans-FERS. Also, learn about Social Security and Medicare benets,nancial planning, legal considerations, and traditional planning.


Understand FERS Benets and how to maximize themDetermine potential Social Security and Medicare benetsPlan investment strategiesIdentify potential legal concernsPlan for life after retirement

Target AudienceFederal employees within ve years of retirement who are participating in

FERS, including those who transferred from CSRS


Apr 23-25, 2007 6010 Execut ive Blvd HHS: $23000Non-HHS: $34500



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Self-Direction

Continual Learning

Resilience


Organizational/ Systems Awareness



methods Learn from experts about your retirement system: CSRS andCSRS-offset. Also, learn about Social Security and Medicare benets,nancial planning, legal considerations, and traditional planning.


Understand CSRSDetermine potential Social Security and Medicare benetsPlan investment strategiesIdentify potential legal concernsPlan for life after retirement

Target AudienceFederal employees within ve years of retirement who are participating in

CSRS or CSRS-offset





Jun 4-6, 2007 6010 Executive Blvd HHS: $23000Non-HHS: $34500

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Self-Direction

Continual Learning

Resilience





Communication & Interpersonal Skills

Since the quality of your writing “speaks” for you as well as for yourorganization, it is important to master effective writing. A thoughtfullywritten, well-organized piece will maintain a reader’s interest and ultimatelyconvey your point Often a reader who is distracted by errors or an unclearorganizational pattern will not even nish reading a poorly constructeddocument

Communication and Interpersonal SkillsCareer Planning and Retirement

Mid-Career Benets PlanningCourse Code: CR00

Course DescriptionIn today’s ever-changing nancial environment you must begin early to planfor your retirement Examine all aspects of FERS, CSRS, and CSRS-Offsetemployee programs and develop an approach to nancial planning that willh l i l i


lf




The newly designed HHS University writing curriculum will help you learnto avoid the biggest writing blunders, grammatical errors, misspellings,

and incoherent sentences in order to help you create impressive, cohesive,well-written documents of all types from the simple to the complex

In addition, the curriculum offers effective study in developing skills forpresenting and speaking on the job as well as how to deal with difcultpeople and function well on a team

help ensure your nancial security.


Learn the retirement benets available under Civil Service

Retirement System (CSRS) and Federal Employee Retirement System(FERS) and how deposit/redeposit affects themUnderstand the Social Security System, Windfall EliminationProvision (WEP) and Government Pension Offset (GPO)Understand nancial planningLearn the different types of insurance availableUnderstand the A,B,C’s of the changing Thrift Savings Plan for bothFERS and CSRS employeesUnderstand the importance of estate documentation-Beneciaries,Wills, Living Wills and Power of Attorney

Target AudienceFederal employees with 3-15 years of federal service



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Self Direction

Continual Learning



Communication and Interpersonal Skills


Oral Communications

Listening and Memory DevelopmentCourse Code: CI816

Course DescriptionThis course provides participants with techniques to enhance theirprociency in listening to and recalling information. With the vast amountof oral communication to which individuals are exposed today, everyoneincreasingly needs more effective listening and retention skills


Creative Problem Solving: ChangeYour MindsetCourse Code: CI813

Course DescriptionCreative thinking means producing unique solutions to challengingsituations and problems In today’s ever changing culture, complexproblems demand the use of instant comprehension intuition invention


Oral Communications




Oral Communications

Core Competencies

Addressed:ContinuousDevelopment

Oral Communication


Recognize and minimize barriers to effective listeningDevelop skills to listen more attentively in meetings, classes, othergroup interactions, and individual exchangesUse three proven memory techniques to remember what you haveheardRemember and recall names, faces, facts, and gures more readilyand more accuratelyCombine listening and memory techniques to process, retain, andrecall information more effectively

Target AudienceAll HHS employees



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problems demand the use of instant comprehension, intuition, invention,and inspiration The secrets of peak job performance and satisfaction arelearning to use both sides of the brain, recognizing thinking style in yourself

and others, and subsequently employing versatile and adaptive skills tosolve problems and make decisions


Understand the brain and specic brain skills

Identify preferred thinking styleAppreciate the value of observational skillsCombine clear thinking and logic with originality and creativityEstablish a “Thinker’s Vocabulary”Build fact nding techniquesBegin spontaneously “thinking on your feet!”Produce original and workable ideasPractice a systematic approach to problem solving and decisionmaking



May 9, 2007 Parklawn Bldg HHS: $11600Non-HHS: $23100

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Oral Communications

Core Competencies

Addressed:Oral Communication


Practical Grammar ReviewCourse Code: C1818

Course DescriptionThe workshop provides a review of basic grammar This workshop willfocus on a specic topics such as subject/verb agreement the use ofpronouns misused and troublesome verbs, adjective/adverb confusion,sentence structure, and punctuation


Oral Communications


People Styles at Work:Understanding and Improving yourCommunication with OthersCourse Code: CI81

“I know you believe you understand what you think I said, but I’mnot sure you realize that what you heard is not what I meant!”

-Anonymous


Oral Communications





Apply the basic principles of grammar to written communicationUnderstand how to use the eight basic parts of speech correctlyDevelop sentence sense: an understanding of how the parts of asentence work togetherIdentify and correct erros in subject/verb agreement, pronoun/ antecedent agreement, the use of the relative pronouns who andwhom, the use of irregular verbs such as be and have, the use ofconfusing verbs such as lie and lay, and the use of adjectives andadverbsUse punctuation to make sentences clearer

Target AudienceHHS staff who write and edit



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Oral Communications

Continual Learning

WrittenCommunications


Oral Communication



Anonymous

Course DescriptionThis interactive workshop will help employees speak to others with thoughtand consideration. It will help them learn how to gure out what verbal ornon-verbal contribution will be most helpful and appropriate to any givensituation

Learning ObjectivesUpon completion of this course, you will:

Understand what communication meansKnow your “Communication & Behavioral Style Preferences of Selfand Other” based on the book by Robert and Dorothy BoltonListen actively to the communication of othersAssert positively for what you want or don’t wantAppreciate the importance of giving clear and accurate feedbackLead others by example

Use specic techniques to maintain personal emotional controlMonitor yourself for accuracy, understanding, and accountability




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Oral Communications

Interpersonal Skills

Core CompetenciesAddressed:ContinuousDevelopment

Oral Communication

Collaboration/ Partnering


Speaking on the Job Series Part II: Effective PresentationsCourse Code: CI815

Course DescriptionProfessionals at all levels of an organization will, as a regular functionof their careers, present to audiences both within and outside of theorganization Presentations are often used for bringing people together


Oral Communications


Speaking on the Job Series Part I:Improving Voice QualityCourse Code: CI8150

Course DescriptionIn this two-day workshop, participants learn to enhance their abilityto communicate their thoughts through better word pronunciation,voice production, and use of the non-verbal behaviors that improve


Oral Communications




organization. Presentations are often used for bringing people together

to propose, plan, monitor, and/or review progress It is critical both toindividual success and to the success of the programs in which individuals

are involved that they present their ideas well and present themselves ascredible, reliable, and polished


Organize, compose, and deliver presentations in a clear, credible,audience-focused mannerHandle stage frightUse a systematic approach to the preparation of focusedpresentationsEffectively develop each of the ve major parts of a presentationField questions with more clarity, condence, and poise

Target AudienceAll HHS Employees who need to give presentations or briengs as part oftheir jobs



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Core Competencies


Oral Communication

communication

Learning ObjectivesUpon completion of this course, you will be able to:Listen critically to your voice quality, as well as that of othersListen and compare your individual articulated sounds to thosemodeled by general American speech productionEliminate non-standard sound productions and mispronunciationsDistinguish the three dimensions of voice quality that are crucial forclear and efcient use of the voice and modify these dimensions ifa problem is identied

Identify the non-verbal communications that may speak louderthan words and eliminate those behaviors

Target AudienceAll HHS Employees who need to give presentations or briengs as part of

their jobs


Apr 3-4, 2007 Parklawn Bldg HHS: $16300Non-HHS: $27800

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Core Competencies


Oral Communication


Working with Difcult PeopleCourse Code: CI817

Course DescriptionThe attitudes and actions of people in an ofce can have a profoundeffect on their environment. A positive environment is characterized byproductive and committed staff members A negative work environment ischaracterized by conicts which create barriers to the kind of cooperationand communication needed to generate high levels of productivity


Oral Communications


Team EffectivenessCourse Code: CI8131

Course DescriptionToday’s work place is too complex for any one person to be successfulindependently This is particularly the case where individuals from differentfunctional areas, departments, and physical locations have to work inharmony to meet the unique needs of their organization. Developinga smoothly functioning team requires very different skills than working


Flexibility




and communication needed to generate high levels of productivityand individual commitment In every interpersonal situation, we havebehavioral options This workshop provides participants with the

opportunity to identify and practice these behavioral options


Recognize the elements that create effective professionalrelationships and partnershipsIdentify ways to resolve problems with difcult people withminimum stress and effortConfront problems in a way that minimizes defensiveness




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Flexibility

Conict Management



Oral Communication

Problem Solving

a smoothly functioning team requires very different skills than workingwith individuals, yet too often we confuse “teaming” with genuine team-building Learn the information and skills that are required to lead and

manage teams successfully You’ll learn actively through team activities andexperiential exercises, and you’ll have the opportunity to participate on ateam and apply insights from the course to your daily work teams


Create synergy in group performanceDeal with team conictBuild trust between team members

Target Audience


Course provided perOPDIV request

TBD HHS: TBDNon-HHS: TBD

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Team Building


CopntinuousDevelopment


Oral Communication

Problem Solving


Writing Short Documents Series:Letters, Memos, Minutes, EmailCourse Code: CI814

Course DescriptionThis two-day series teaches proven techniques for writing short documentsYou can use these techniques to produce better documents in less timeYou learn how to write for impact in clear documents that get to the point




Writing Complex Documents SeriesCourse Code: CI8148

Course DescriptionThis three-day technical writing series teaches proven techniques forwriting complex documents You can use these techniques to producebetter documents in less time by breaking down large writing projects intomanageable tasks Moreover, you learn how to write as an expert to fellowexperts and to general audiences With time between classes you can






Learning Objectives

Day 1:You improve your ability to:

Analyze the document’s audience and purpose

Get to the point in a purpose statementOutline and write persuasively

Day :You improve your ability to:

Use specic detail for better accuracyKeep the message short and simpleEdit for clarity, economy, and readabilityUse correct word choice, grammar, and punctuation

Target AudienceHHS staff who write short documents


May 15-16, 2007 Parklawn Bldg HHS: $16600Non HHS: $28100

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Communications




practice new skills

Learning ObjectivesDay 1: Analysis from Audience to Sentence OutlineYou improve your ability to:

Work on a team with other authorsAnalyze your audience to determine content and appropriate levelof detail and languageDene your document’s purpose

Day : Revision and CoherenceYou improve your ability to:

Revise content and organization systematicallyApply visual and verbal coherence devices to help readers use thedocument

Day 3: Editing Complex DocumentsYou improve your ability to:

Edit systematically for clarity to reduce both technical andcontract riskEdit systematically for economy and readability to meet plainlanguage standardsEdit systematically for word choice, grammar, punctuation, andmechanics

Target AudienceHHS staff who write complex documents


Apr 24 & 26, May 1,2007

Parklawn Bldg HHS: $23700Non-HHS: $35200

Jun 12 & 13, July 10,

2007

Parklawn Bldg HHS: $23700

Non-HHS: $35200

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Communications




“ The course was

of great benet tomy staff and me.It allowed my staff and me ways toimprove in the clarity,coherence, and readability of our

reports.”

Communication and Interpersonal SkillsCommunication and Interpersonal Skills


Oral Communications

Effective Pronunciation for Non-nativeSpeakers of EnglishCourse Code: CI15

Course DescriptionNon-native speakers of American English often know all of the grammarto create meaningful sentences but are unfamiliar with the differencesin pronunciation Lack of speech precision often leads to errors,misunderstandings, and general communication breakdown, both socially




Core Competencies


Oral Communications

misunderstandings, and general communication breakdown, both sociallyand on the job This workshop is structured for individuals who wish tolisten, improve, practice, and polish their overall American English speechproduction

This course will be taught for one day a week for three consecutive weeksIt requires that each participant be accompanied by a “speech coach,”a volunteer co-worker who is a native speaker of American English whoagrees to learn and practice with the non-native speaker; the volunteer isrequired to attend the rst class and learn the phonetic alphabet.


Become a better listener by learning the International PhoneticAlphabet (IPA)Apply the IPA to assist in pronunciation skillsCorrect your pronunciation of previously learned vocabulary

Identify the specic differences between your speech patterns andAmerican EnglishIdentify the vocal characteristics that interfere with intelligibilityUnderstand the meanings of daily idiomatic expressionsPractice with instructor and coache to achieve improved production

Target AudienceIndividuals who were born in other countries and for whom AmericanEnglish is a second or third language


Apr 18 & 25, May 2, 2007 Parklawn Bldg HHS: $31700Non-HHS: $43200

Jun 13, 20, & 27, 2007 Parklawn Bldg HHS: $31700

Non-HHS: $43200

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Advanced EEO CounselingCourse Code: ED6005

Course DescriptionThis workshop is designed to provide essential updates in EEO federalsector laws and procedures for EEO Counselors in fulllment of their annualtraining requirement Participants will be provided with a brief review of theentire complaint process In this interactive course, emphasis will be placedaddressing complex issues, ethical concerns, and challenges faced by EEOCounselors


Oral Communications

Partnering


The Department of Health and Human Services is committed to attractingand retaining a diversied workforce with the essential skills to meetever-changing work requirements. A diverse workforce capitalizes onthe contributions of persons of distinct ethnicities, races, cultures, andbackgrounds Leveraging these differences enhances the social andbusiness workplace environment, helps to eradicate discrimination, andincreases organizational efciency and productivity.

HHS University has partnered with the Ofce of Diversity Management and





Counselors


Update their knowledge of the federal sector EEO process;Differentiate between the roles and responsibilities of the EEOCounselor, Investigator and other parties in the complaint process;Apply advanced interviewing techniques and dispute technique;Effectively handle class and mixed case complaints

Target AudienceEEO Counselors


May 15, 2007 Parklawn Bldg HHS: $000

Non HHS: $11500

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Flexibility



Problem Solving

Customer Service

Continual Learning


Oral Communication


Diversity

Integrity

Problem Solving

HHS University has partnered with the Ofce of Diversity Management andEEO (ODME) to roll-out the EEO and Diversity Academy EEO Counselors,

practitioners, supervisors and managers, as well as all federal employees willnow receive standardized training in this high-emphasis area. Courses aredesigned to foster an understanding of EEO laws and diversity principles to:

Promote a culture in which discussions around diversity andinclusion can occurCreate an equitable, healthy working environment resulting in aunied HHS by understanding and accepting the differences in ourinternal and external customersEnsure the application of and adherence to EEO laws and diversityprinciples in daily employment interactions, policy development,and decision-makingMotivate commitment to identifying creative solutions to resolvingworkplace conict arising from EEO or diversity issues

Courses scheduled for 3rd Quarter FY07:Advanced EEO CounselingAmericans with Disabilities ActBasic EEO CounselingConict Resolution for ManagersLeading through DiversityNo FEAR ActSexual Harassment Prevention for Federal Employees

Other courses in this curriculum offered during FY07:EEO & Diversity Training for Managers and SupervisorsEEO Practitioner UpdateEEO Refresher Workshop for ManagersRole of the Special Emphasis Program Manager

Call (301) 451-6810 to speak to a program manager

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Basic EEO CounselingCourse Code: ED6000

Course DescriptionThe EEO Counselor has been described as the “linchpin” of the entireEqual Employment Opportunity (EEO) complaint process since an aggrievedindividual who believes he or she has been discriminated again must rstconsult the Counselor prior to ling a complaint. This course will outlinethe duties and responsibilities of the EEO Counselor in attempting toinformally resolve the claims of discrimination presented by the aggrieved


Oral Communications

WrittenComm nications



Leveraging Diversity


Americans with Disabilities ActOnline Training

Course DescriptionThis course explains the concepts, requirements and practical applicationof the Americans with Disabilities Act Managers and supervisors need toknow how to treat both employees and job applicants with disabilitiesfairly, and preserve their civil rights in the workplace Although employeesof the federal government are not directly protected by the ADA, theyare covered by the Rehabilitation Act of 1973 While there are differences




informally resolve the claims of discrimination presented by the aggrievedparty; in providing information to the aggrieved party concerning rights

and responsibilities, special elections, processing stages and applicabletimeframes The course will also instruct EEO Counselors in how toconduct counseling activities and prepare the EEO Counselor’s Reportwhich serves as the basic document in determining whether the complaintwill be accepted for further processing This course has been developedin accordance with the regulations governing complaint processing foundat Title 29 Code of Federal Regulations Part 1614 and Equal EmploymentOpportunity Commission Management Directive (MD) 110

Learning ObjectivesUpon completion of this training, a counselor will be able to:

Identify the roles and responsibilities of the EEO CounselorUnderstand applicable laws, regulations and policies governing theEEO complaint processIdentify the theories and bases of discriminationDevelop appropriate techniques and strategies to present realisticresolution optionsIdentify the remedies available to federal employees who have beendiscriminated or retaliated againstPresent procedural notications to aggrieved partiesPrepare an EEO Counselor’s Report

Target AudienceFederal government employees; employees of federal agencies who willserve as full-time or collateral duty EEO Counselors


Jun 12, 2007 6010 Executive Blvd HHS: $000

Non-HHS: $11500

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Communications

Problem Solving


Continual Learning

Conict Management

Inuencing/ Negotiating

Creative Thinking/ Innovation

OrganizationalSystems Awareness


Oral Communication

Written

CommunicationDiversity

Integrity

Problem Solving

Management

Organizational/

Systems Awareness


Diversity

are covered by the Rehabilitation Act of 1973 While there are differencesbetween the two laws, for the purposes of managers and supervisors, the

provisions and requirements are substantially similar


Understand the purpose of the ADA and what it tries to accomplishfor people with disabilitiesIdentify impairments as being permanent or temporary disabilitiesunder the ADA regulationsIdentify acts of discrimination by association, as dened by the ADA

Determine which accommodations are reasonable for an employer,versus those that pose an undue hardship, in given scenarios

Target AudienceManagers and supervisors of all levels

This course is available via the HHS Learning Portal (http://lms.learning.hhs.gov).

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Sexual Harassment Prevention forFederal EmployeesOnline Training

Course DescriptionSexual harassment can have a disastrous impact on victims, offenders,and the workplace in which the offense occurs Training employees inthe essentials of prohibited conduct is an important part of reducingliability and maintaining a professional work environment This coursehelps participants to identify the types of sexual harassment, the elements


Oral Communications



No FEAR ACTOnline Training Course DescriptionThe Notication and Federal Employee Antidiscrimination and RetaliationAct of 2002 (No FEAR Act) requires that federal agencies be moreaccountable for violations of antidiscrimination and whistleblowerprotection laws This course outlines the rights federal employees haveunder antidiscrimination and whistleblower laws and provides details onhow the No FEAR Act is being implemented


Problem Solving

Conict Management

Team Building




p p p y yp ,of prohibited conduct in the workplace, the rights of the employee, and

the responsibilities of the employer It also addresses the issues for non-supervisory employees should sexual harassment occur This one-hourcourse can help your organization demonstrate its commitment to a fair,responsible, and healthy organizational environment that’s free fromharassment and intimidation


Recognize the legally-dened elements of sexual harassmentIdentify typical characteristics of sexual harassment and theguidelines for appropriate workplace behavior

Target AudienceManagers, supervisors, and employees


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Conict Management

Team Building


External Awareness


Oral Communications


Diversity

g p


Identify the main reasons why the No FEAR Act was passedRecognize examples of prohibited personnel practicesIdentify the remedies available to federal employees who have beensubjected to discrimination or retaliationRecognize the essential elements for creating an ofce environment

that is free from discrimination

Target AudienceThis course is mandatory for all federal employees


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Team Building

Accountability


External Awareness

Political Savvy


Diversity

Integrity

Problem Solving




Federal Budget ProcessCourse Code: FM108

Course DescriptionThis course provides an overview of the federal budget process The federalbudget has two distinct but equally important purposes. The rst is toprovide a nancial measure of federal expenditures, receipts, decits, and

debt levels and their impact on the economy in order to promote economicstability and growth The second is to provide the means for the federalgovernment to efciently collect and allocate resources to meet national

objectives The congressional budget process, as set forth in the Budget






Budget ExecutionCourse Code: FM186

Course DescriptionThis course addresses the key events, policies and activities of the budgetexecution phase including appropriation warrants, apportionment,allotment, allocation, commitment, obligation, expenditure, cost,disbursement and outlayPrerequisite: Federal Budget Process course or equivalent experience

Learning Objectives




j g g p , g

Act, requires Congress to annually establish the level of total spendingand revenues and how total spending should be divided among the majorfunctions of government

Learning ObjectivesIdentify legislation affecting the federal budget processRecognize phases of the federal budget processExplain the impact of the Government Performance and Results ActRecognize the roles of OMB, GAO, the Congressional BudgetOfce, and the inspectors general of the executive branchRecognize how agency budget submissions contribute to thePresident’s budget formulationIdentify how agencies use and track their allocated fundsExplain the relationship of review and audit activities on future

budget formulation

Target AudienceGovernment employees new to budgeting responsibilities or not directlyinvolved in budgeting who want an overview of the federal budget process


Apr 10-11, 2007 6010 Execut ive Blvd HHS: $21700Non-HHS: $33200

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Learning ObjectivesDescribe the purpose of budget executionDescribe major events and the schedule of budget executionUnderstand the critical tools and skills necessary for effectivebudget executionUnderstand the key laws governing budget execution

Target AudienceBudget analysts and technicians management trainees and nancialmanagement technicians


Jun 13-14, 2007 6010 Executive Blvd HHS: $21700Non-HHS: $33200

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Monitoring Grants and CooperativeAgreementsCourse Code: GM801

Course DescriptionThis course is for federal personnel responsible for overseeingadministrative, nancial, or programmatic performance of grant recipients.Students will develop a working familiarity with basic monitoringtechniques and gain insight into potential problem areas in grantsadministration

Grants Management

Grants ManagementGrants Management

Grants Management

Introduction to Grants andCooperative AgreementsCourse Code: GM800

Course DescriptionThis class is designed for federal personnel who award or administerdiscretionary grants and/or cooperative agreements Students gain a basicworking knowledge of the assistance process from pre-award throughcloseout





Develop a monitoring planEvaluate hypothetical grant scenarios to determine whether priorapproval is requiredAnalyze recipient progress and nancial reports to identifydeciencies and potential problem areasIdentify weaknesses in recipient internal controls through a mocksite visitUse the Federal Audit Clearinghouse database as a monitoring toolDetermine appropriate special conditions for high-risk recipientsPractice negotiating resolution of problems that arise during grantperformance

Target AudienceGrants Management professionals responsible for overseeing theperformance of federal grants recipients



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103http://learning.hhs.gov or call (301) 451-6810.10 For updated course information, go to

Learning ObjectivesUpon completion of this course, you will be able to:Dene who is responsible at key stages during the grants processDiscuss the legal authorities governing federal assistance programsDiscuss Grantsgov and other methods for informing applicantsgrant programsReview the government-wide program announcement templateExplore the technical review process for applicationsNegotiate terms and conditions on a hypothetical grantPractice providing technical assistance on post-award administrativerequirementsDiscuss audit requirements applicable to recipients of federal funds

Target AudienceGrants Management professionals who need a basic understanding offederal grants and cooperative agreements



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Grants Management

Cooperative Agreements and SubstantialInvolvementCourse Code: GM804

Course DescriptionThis course is designed for federal personnel responsible for determiningthe appropriate award instrument, drafting cooperative agreementprogram announcements or award documents, and/or managing agencyinvolvement in cooperative agreements

Learning Objectives

Grants Management

Federal Assistance LawCourse Code: GM805

Course DescriptionIn this challenging course, students will gain an in-depth understandingof the legal underpinnings of federal assistance through reading anddiscussing actual court cases and appeals board decisions


Explore the legal basis for awarding grants and cooperative•





Apply the principal purpose test to select the appropriate fundinginstrumentIdentify agency activities that constitute substantial involvementDraft clear, complete explanations of agency involvement forprogram announcementsDetermine if a cooperative agreement award includes all requiredelementsIdentify appropriate circumstances for converting a grant to acooperative agreement

Target AudienceThe grants community


Apr 17, 2007 Yale Bldg, KogerCenter, Atlanta

HHS: $46300Non-HHS: $57800

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agreementsConsider the legal differences between grants and contractsDiscuss how statutes, regulations, and judicial decisions impacteveryday grant and cooperative agreement administrationIdentify penalties that may be imposed on recipients that fail tocomply with federal requirements

Target AudienceThe grants community


Apr 30 - May 2, 2007 Humphrey Bldg HHS: $73200Non-HHS: $84700

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Grants Management

Advanced Cost PrinciplesCourse Code: GM806

Course DescriptionThis course is designed for grant recipient accountants, project managers,auditors, federal monitoring staff, or anyone responsible for makingdecisions about the allowability of complex costs under a federal grant Thiscourse builds on knowledge and skills taught in the Cost Principles course


Grants Management

Cost PrinciplesCourse Code: GM80

Course DescriptionIn this course, students gain a rm grounding in the basic premises

underlying all of the sets of cost principles, as well as practical experienceapplying each set of cost principles to assistance agreement situations


Determine applicability by recipient type•




Discuss major areas of cost disallowances: compensation indirectcost/cost allocation/conicts of interest and cost sharing/matching

Debate a cost allowability issueAppeal questioned costs following an audit

Target AudienceGrants Management professionals responsible for audit report review andresolution


Jun 14, 2007 Humphrey Bldg HHS: $46300Non-HHS: $57800

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Explore the key criteria: allowability, allocability, and reasonablenessClassify costs as typically direct or indirectUse the cost principles to determine allowability of selected itemsof costGain insight into grant cost disallowances by exploring agency andcourt decisions

Target AudienceGrants Management professionals responsible for audit report review andresolution


Apr 3-4, 2007 Humphrey Bldg HHS: $61400Non-HHS: $72900

June 12-13, 2007 6010 Executive B lvd HHS: $61400Non-HHS: $72900

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Human Resource Management

Basic Stafng and PlacementCourse Code: STAF 7000D

Course DescriptionLearn how to recruit and hire the right people with the right skills for your

jobs. This course covers stafng options, rules, regulations and procedures.Participants will learn about recruitment methods, qualications, merit

promotion, in-service placement actions and much more


d if il bl i i d i h i i





In partnership with the US Department of Agriculture (USDA GraduateSchool), HHS University offers a Human Resources (HR) curriculumconsisting of many learning opportunities for HHS employees Thecourses are designed for HR specialists However, some of the coursesare helpful for managers/supervisors to understand HR managementand responsibilities The courses contain the most current and relevantinformation related to human resources management

Current Course offerings for the third quarter are:

B i S f d Pl




Identify available appointment options and appropriate authoritiesand proceduresResearch and understand appropriate sections of the Code ofFederal RegulationsConduct basic job analysisIdentify minimum qualication requirementsInform applicants and employees about stafng procedures and

regulationsUse OPM’s Qualication Standards HandbookResearch resource and reference materials

Target AudienceHuman Resources Management Specialists, Human Resources supervisorsand managers, and all staff involved in the recruitment and placementprocess


Jun 18-22, 2007 6010 Executive Blvd HHS: $73200Non-HHS: $1,04500

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Basic Stafng and PlacementJob Analysis and KSA ExaminingPosition Management: Techniques to Improve

Planned for the fourth quarter are the following courses:Basic Position Classication

Basic Employee RelationsProcessing Personnel ActionsPay Setting


Position Management: Techniques toImprove Organizational EfciencyCourse Code: CLAS 7010D

Course DescriptionDiscover how to use position management tools, techniques and methods

to develop the most efcient organization. Learn how to identify andcorrect: fragmentation, layering unnecessary positions, narrow supervisorto employee ratio, missing career ladders, and inconsistent positiondescriptions

L i Obj ti




Job Analysis and KSA ExaminingCourse Code: STAF 8001D

Course DescriptionLearn how to analyze jobs to enable you to identify appropriate jobrequirements (knowledge, skills, abilities, and/or competencies), write bettervacancy announcements and comply with both the Ofce of Personnel

Management’s (OPM) requirements and the Uniform Guidelines onemployee Selection Procedures Learn how to develop assessment plansthat measure applicants’ abilities and rate and rand candidates







Dene position management and discuss its historical impact onagency programsLook at common position management problems and how toresolve themApply the appropriate stafng and classication tools necessary todeal with position management issuesDiscuss the relationship between effective planning and the A-76




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Conduct an effective job analysis, consistent with legal andregulatory requirements that identies the major duties of a

positionUse the results of the job analysis to identify and rene theknowledge, skills, and abilities (KSAs) and/or competencies neededto perform the work of the positionPrepare operational denitions of the KSAsDevelop appropriate applicant assessment and selection criteriaDevelop effective crediting plans that measure an applicant’s abilityto do the work based on training, education, and experience




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Access 003 – Level 1Introduction to TablesCourse Code: IT87

Course DescriptionThis is the beginning of a series of courses on MS Access 2003 Level 1series courses focus on the fundamentals for students with little or no priorknowledge of Access 2003 Students will receive an overview of Access2003 with an emphasis on creating tables The course will expose studentsto the various Access database objects plus the navigation of the differentdesign and production views Student will then learn the basics of creating

tables in Access and setting the data types necessary for database creationThe class will end with instruction on navigating selecting adding and

Information TechnologyInformation Technology

Access 003 – Level 1Creating Basic QueriesCourse Code: IT86

Course DescriptionAfter students have mastered the basics of the Access application interfaceand the creation of a database and tables from the rst class, they will learnthe basics of creating simple Access queries and experience the power ofAccess in manipulating data for reporting purposes


U i d d t




g yp yThe class will end with instruction on navigating, selecting, adding anddeleting data from the newly created tables


Explore Access with greater understandingExplore the application and database windowsIdentify Access database objectsNavigate the various Access viewsUnderstand the design and production viewsCreate a new database le in AccessUnderstand the parts of an Access tableCreate tables in AccessSelect the appropriate data typeAdd table recordsNavigate table recordsSelecting and editing table recordsDelete table recordsUsing the table wizard

Target AudienceAll level 1 courses are required for Beginners in Access 2003 plus users oflegacy database applications



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p p , yUse queries and recordsetsUse the simple query wizardCreate a query in design viewAdd a table to a queryJoin tables in a queryRun a queryUse simple queriesSort a queryAdd criteria to a queryHide a eld in a queryAdd a record using a queryUse an and conditionUse an or conditionUse the between and operator

Use the expression builderUse a wildcard character

Target AudienceStudents who have a basic working knowledge of Access or have taken therst class on tables and wish to take it to the next level





Non-HHS: $11500

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Information Technology

Excel 003 IntroductionCourse Code: IT810

Course DescriptionStudents in this course will learn the basics of creating and revising businessspreadsheets using MS Excel 2003 Students will become comfortable usingthe basic features of Excel to create, display, print, and share spreadsheetsthat present data in an informative and useful manner


Explore ExcelU b i kb k kill

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Access 003 Level 1Introduction to Forms & ReportsCourse Code: IT8

Course DescriptionThis is the beginning of a series of courses on MS Access 2003 Level 1series courses focus on the fundamentals for students with little or no priorknowledge of Access 2003 Students will receive an overview of Access2003 with an emphasis on creating tables The course will expose studentsto the various Access database objects plus the navigation of the differentdesign and production views Student will then learn the basics of creating

tables in Access and setting the data types necessary for database creationThe class will end with instruction on navigating selecting adding and




Use basic workbook skillsWork with rangesCreate formulas and functionsCopy and move dataFormat numbers and textWork with columns, rows and cellsPrint documents

Target AudienceAnyone who wishes to learn to build and use a spreadsheet





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The class will end with instruction on navigating, selecting, adding anddeleting data from the newly created tables


Explore Access with greater understandingExplore the Application and Database windowsIdentify Access database objectsNavigate the various Access viewsUnderstand the design and production viewsCreate a new database le in Access

Understand the parts of and Access tableCreate tables in Access

Determine the eld nameSelect the appropriate data typeAdd table recordsNavigate table recordsSelecting and editing table recordsDelete table recordsUsing the table wizard

Target AudienceAll level 1 courses are required for Beginners in Access 2003 and for usersof legacy database applications



Non-HHS: $11500

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Create and Normalize aDatabase from ExcelCourse Code: IT84

Course DescriptionStudents will use database design principles and techniques and features ofAccess to design and create an Access database to hold data from an Excelworksheet


Identify data in a worksheet appropriate for inclusion in a database•


Excel 003 IntermediateCourse Code: IT4645

Course DescriptionThis class helps those already familiar with the basics of Excel to furtherhone their skills and utilize the tools in this powerful program to becomemore efcient and adept at displaying and interpreting data. Learn tomove comfortably between worksheets, to sort data, to add dimension toformulas and functions, and to display data in chart form


Use page setup•




Identify data in a worksheet appropriate for inclusion in a databaseand create a preliminary list of tables and eldsNormalize data by identifying data problems and create a draftdatabase diagramIdentify key elds and table relationships by examining sample dataImport Excel data to Access and create tables by using the TableAnalyzerCreate queries and a form to combine and view the data in tablewith a one-to-many relationship by designing queries and using theForm Wizard

Target AudienceThose with a working knowledge of Excel and Access who want to take

their skills to the next level




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Use page setupWork with multiple worksheetsUse range namesUse advanced functionsCreate ChartsSort and manage dataUse Filters

Target AudienceThose with basic Excel 2003 familiarity who want to improve their skillsusing spreadsheets




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PowerPoint 003 IntroductionCourse Code: IT801

Course DescriptionThis course will teach students how to use the outline tab, edit and prooftext, and print It will also cover ways to enhance a presentation, to includeformatting text, bullets, and numbers Students will use the slide sorterview, edit multiple presentations, use graphic images, draw objects, anduse the slide show view


Create a basic presentation•


Outlook 003 IntroductionCourse Code: IT466

Course DescriptionThis course will help students understand the basic Outlook interface asa communication, scheduling, and organization tool. Students will learnto send and receive email, organize and sort messages, schedule and editappointments, add and edit contacts, and customize Outlook views.


Send, receive, and organize email messagesSchedule events using the calendar

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pUse the outline tabEdit, proof, and format textUse graphicsUse the slide show and sorter views

Target AudienceAnyone who wants to learn to create presentations using MS PowerPoint2003


May 3, 2007 6010 Executive Blvd HHS: $000

Non-HHS: $11500

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gWork with contactsCustomize Outlook

Target AudienceAnyone who wants to learn to use MS Outlook 2003




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Project 003 IntroductionCourse Code: IT4663

Course DescriptionThis course will provide students with the skills necessary to utilize manyof the fundamental features within MS Project 2003 It is designed forindividuals who will use MS Project 2003 as a tool to assist them inmanaging projects


Organize tasksSchedule tasks

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PowerPoint 003 IntermediateCourse Code: IT80

Course DescriptionIn this course students will learn to add objects to a presentation, includinggraphics, drawn objects, charts, and tables The course also covers usingtemplates and presentation masters, setting up slide shows, and addingtiming and other enhancements to add impact to a presentation


Work with drawing objectsCreate charts and tables

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Work with viewsWork with resources

Target AudienceAnyone who wants to learn to use MS Project 2003




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Customize presentations

Edit presentation mastersAdd special effectsSet up a slide show

Target AudienceThose with a working knowledge of MS PowerPoint 2003 who want toimprove their skills



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Word 003 IntroductionCourse Code: IT818

Course DescriptionStudents enrolling in this course will explore the basic features of MSWord, use basic document skills, perform basic text editing, check spellingand grammar, and print documents The class also covers formattingdocuments, using styles, setting tabs, and using numbered and bulletedlists Students will also learn to work with headers, footers, and sectionbreaks

Learning ObjectivesUpon completion of this course, you will be able to:Work ith doc ment ie s•


Project 003 IntermediateCourse Code: IT804

Course DescriptionThis comprehensive course is designed to provide students with the skillsnecessary to utilize special features within MS Project 2003. The course isdesigned for individuals who will use MS Project 2003 as a tool to assistthem in managing projects


Work with resourcesWork with calendarsAdjust resources

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Work with document viewsUse basic text editingCheck spelling and grammarUse character, paragraph, and document formattingUse numbers and bullets

Target AudienceAnyone who wants to learn to use Word 2003


Apr 18, 2007 6010 Executive Blvd HHS: $000

Non-HHS: $11500May 4, 2007 6010 Executive Blvd HHS: $000

Non-HHS: $11500


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Adjust resourcesAssign costsWork with the critical pathWork with baselinesTrack your progress

Target AudienceStudents enrolling in this course should understand the basic conceptsinvolved in working with the Windows XP environment Students shouldhave an understanding of project management concepts, be responsiblefor creating and modifying project plans, and need a tool to manage thoseproject plans



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Information TechnologyWord 003 – Macros & FormsCourse Code: IT88

Course DescriptionThis is a power class designed to give users two important tools to leveragetheir usage of MS Word 2003 to new heights Macros training allowsstudents to create a more automated environment in Word Word Formsinstructs students in the art of creating text elds, check boxes and drop-down elds in a Word document.


Use macrosRecord a macro

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Information TechnologyWord 003 IntermediateCourse Code: IT806

Course DescriptionIn this class, students learn about tools in MS Word that make commontasks quicker and easier The course covers how to use drawn objects,insert graphics, and use charts and diagrams to make documents easier tounderstand


Use stylesWork with headers and footersUse section breaks

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Record a macroRun a macroEdit a macroAdd a macro button to a toolbarOrganize macro projects

Delete a macroUse formsCreate a formDene a text form eldDene check box and drop-down form eldsCalculate a text form eld

Create help messagesProtect a form

Save a form as a templateCreate forms from a form templatePrint a formDelete a form template

Target AudienceStudents who are familiar with Word basics and wish to move beyondcreating simple documents to automating and creating forms will nd thisclass a benet.


Jun 19, 20079:00 am - 12:00 pm

6010 Executive Blvd HHS: $000Non-HHS: $11500

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Use section breaksWork with tablesApply borders and shadingInsert graphicsUse auto correct and auto textCreate templates and wizards

Target AudienceThose who have a working knowledge of MS Word 2003 and want toimprove their skills




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Personal and Professional Leadership


Traditionally, whatever the title, people in top-level positions havebeen responsible for setting the overall direction for the organization.Consequently, this “executive” level of management is often referred toas the “leadership” of the organization. However, there has been a shift inthe way people think about leadership It is not about position; leadership iseverybody’s business and can occur at every level of the organization.

Many possess the capacity for leadership, but only those who cultivate itwill become truly effective leaders We encourage you to develop the leaderin you – to become an active participant in shaping your future and thefuture of others and the organization.

Leadership development is a process that enhances the learner’s capacityto lead people by setting a direction and guiding others to follow that





to lead people by setting a direction and guiding others to follow thatdirection HHS University’s courses and programs have been designed tostrengthen leadership capacity by immersing participants in learning thatfosters professional, intellectual, and personal development and challengesthem to think and manage more effectively in a changing environment

Courses you will nd in this schedule for 3rd Quarter FY07:Communicating a Shared Vision (online)Congressional Operations WorkshopThe Credible LeaderCritical Thinking for Problem SolvingEmotionally Intelligent LeadershipThe Ethics of Leadership

HHS Ethics Orientation (online)Leadership SeminarsLeading Others: A Myers-Briggs® WorkshopMaking Change Work (online)Managing Change: A Leadership ChallengeNegotiating and Inuencing SkillsParticipating in a Project Team Simulation (online)Strategic PlanningStrategic Public Leadership

Other courses in this curriculum offered during FY07:Developing Effectiveness: Achieving ResultsLeading in Public Service Organizations

Planning and Evaluation Using HHS’s New Strategic Plan



Decisiveness


Service Motivation

Organizational

Systems AwarenessPolitical Savvy

i

Congressional Operations WorkshopCourse Code: PL10

Course DescriptionThis workshop is conducted on Capitol Hill to provide you with anunderstanding of congressional processes and the culture of CongressLearn the structure, operations, and functions of Congress and therelationships between the legislative and executive branches Hearpresentations by Members of Congress and their staffs as well as scholars,lobbyists, and news media representatives Attend committee hearings andwitness the operation of Congress


Personal and Professional LeadershipPersonal and Professional LeadershipCommunicating a Shared VisionOnline Training

Course DescriptionThis course teaches successful communication and achievement of thegoals outlined in your vision across all sectors of the organization. Theimportance of sharing an understandable vision to the people responsiblefor carrying it out is undeniable By clearly communicating your vision,you give meaning and purpose to those whom implement and support itTrust develops and increases in you as an individual and a leader as those

you lead accomplish and are rewarded for bringing forth your vision withsuccess


Oral Communications

Problem Solving

Integrity/Honesty



Vision






Decision Making

Understand the organization and leadership of Congress and therole of members in policy-making and oversightUnderstand the legislative process and its impact on the DHHSUnderstand the interaction between the executive and legislativebranches, the public and private sectors, and special interest groupsUnderstand the congressional budget process, OMB, and therelationship to DHHS

Target AudienceAll federal employees


May 22-25, 2007 Capitol Hil l HHS: $65700Non-HHS: $77200

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Communicate your vision in a way that will attain commitmentProvide meaning and purpose to accomplishing visionsRecognize the value of balancing aspirations and ability withintegrity and trustUtilize successful actions for gaining commitment to obtain goals

Target AudienceSupervisors, managers, team leaders and work group leaders


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Diversity

Integrity

Colaboration/ Partnering

Problem Solving

Results Driven

Personal and Professional LeadershipCritical Thinking for Problem-solvingCourse Code: PL833

Course DescriptionCritical thinking is one of the most important skills in problem solving andachieving results You are bombarded by masses of data and need to beable to distinguish between relevant and irrelevant information In fact,the ability to problem solve is totally dependent on being able to makethese distinctions This course will assist you in understanding the processof problem solving, as well as, learn the various styles and approaches tocritical thinking


Dene a problem in terms that allow for a focused resolution•


Oral Communications

Partnering

Flexibility

Problem Solving

ResilienceInuencing/ Negotiating

Creative Thinking/



Decisiveness

Self-Direction

Integrity/Honesty




The Credible LeaderCourse Code: PL1370

Course DescriptionThe focus of this course is on the important issue of credibility and how itaffects all leaders You will examine credibility factors and assess your owncredibility and receive feedback You will have a better understanding ofthe credibility construct and what you can do to develop and enhance yourown credibility in the organization.

Learning Objectives

Upon completion of this course, you will be able to:Understand the importance of credibilityUnderstand the factors that comprise credibilityIdentify ways to enhance our credibility with others

•••




Dene a problem in terms that allow for a focused resolutionUtilize questioning techniques to approach problem-solvingDevelop strategies to address various types of critical thinkingsituationsDevelop your own style and approach to critical thinkingDevelop a logical, systematic, and practical way of handling anycomplex issue



May 16, 2007 6010 Execut ive Blvd HHS: $13800Non-HHS: $25300

•••

••



Oral Communication

Integrity


Problem Solving

Decision Making

Innovation


Diversity

Integrity

Decision Making

Identify ways to enhance our credibility with othersPractice communication skills to enhance your credibility



Apr 11, 2007 6010 Executive B lvd HHS: $19200Non-HHS: $30700

••

Personal and Professional LeadershipThe Ethics of LeadershipCourse Code: PL103

Course DescriptionBusiness events in the 21st century continue to demonstrate how crucialethics is to the success of organizations and their leaders. When faced withethical dilemma, true leaders carefully deliberate all options before choosingwisely The purpose of this workshop is to help you build a reputationof integrity by approaching ethical issues with penetrating insight andcondent resolve. You will explore the topic of ethical leadership in aninteractive format that emphasizes dialogue and reective thinking. Youwill be engaged in facilitated discussions based on short readings, groupexercises, and case analyses that come from everyday experience

Learning Objectives


Flexibility

Self-Direction

Customer Service

Integrity/Honesty


Accountability

Organizational



Oral Communications

Partnering

Flexibility


Problem SolvingCustomer Service

Accountability

Creative Thinking/

Emotionally Intelligent LeadershipCourse Code: PL1343

Course DescriptionA leader’s greatness is measured by the results of his or her followers Youwill explore characteristics common to successful leaders, examining thecognitive and affective, and the behavioral and interpersonal, traits thatgreat leaders use. You will be given tools and strategies to help you protfrom the insights of current research on leadership

Learning Objectives

Upon completion of this course, you will be able to:Identify the core competencies of emotional intelligence and relatethem to successful leadership traitsIncrease your self-awareness emotional control and personal

•

•





Identify your personal philosophy of ethical practiceDene the characteristics of an ethical personDetermine how your integrity inuences professional andorganizational successApply ethical principles to everyday decision-makingCreate a culture of integrity and civility




•••

••


Political Savvy


Integrity

Customer Service

Results Driven




Oral Communication

Diversity

Integrity


Decision Making

Customer Service

Results Driven

Increase your self awareness, emotional control, and personalmotivationBuild relationships of trust and mutual commitmentInstill motivation, resolve conicts, and increase your inuence

Help your followers manage change more successfullyLead others to higher levels of commitment, creativity, andproductivity



May 17, 2007 Parklawn Bldg HHS: $13800Non-HHS: $25300

•

••••

Personal and Professional LeadershipLeadership Seminars

HHS supervisors, managers and executives can now take advantage of one-day seminars, scheduled throughout the year and the country, to furtherdevelop their leadership skills

HHS University has provided sponsorship for HHS employees in theInstitute for Management Studies (IMS), which provides an opportunityfor HHS leaders to participate in interactive one-day workshops on variousleadership topics with a distinguished speaker The IMS faculty is comprisedof eighty to ninety leading-edge thinkers from universities and consulting

rms around the world. HHS participants will also have an opportunity tointeract with other leaders from government and the private sector

Learn more about the IMS sessions in Washington DC and other cities



Integrity/Honesty

Accountability

Core Competencies

Addressed:Integrity

HHS Ethics OrientationOnline Training

Course DescriptionThis orientation provides an overview of the ethics rules that apply to you asan employee of the Federal Government and of DHHS

The following topics will be introduced: Conicting Financial Interests;Impartiality in Performing Ofcial Duties; Misuse of Position; Gifts; OutsideActivities; Political Activities; Transition from Government Service; and theFourteen Principles of Ethical Conduct

Learning ObjectivesUpon completion of this course, you will:

Understand the Government and HHS ethics and workplace rules;H b i d t di f th diff b t th i i l

•




Learn more about the IMS sessions in Washington, DC and other citiesaround the country by browsing the complete schedule at http://wwwims-onlinecom Registrations for all seminars are just $295, and are handleddirectly by IMS at this website You will need to indicate US Dept of Healthand Human Services as the sponsor in order to register

Have a basic understanding of the difference between the criminalconict of interest laws, the Standards of Ethical Conduct, and theHHS ethics requirements;Know the resources available to assist you with ethics questions orissues

Target AudienceAll new DHHS employees

Length1 hour

ScheduleThis is an online course to be taken within the rst 90 days of HHSemploymentThis course is available via the HHS Learning Portal (http://lmslearninghhsgov)

•

•


Flexibility

Problem Solving


Strategic Thinking


Making Change WorkOnline Training

Course DescriptionOrganizations everywhere have been forced to embrace change. With eachchange comes the likelihood that another one is just around the cornerThe only promise of the future is that change will continue to increase involume, speed and intensity As a leader, you must plan and manage notonly the change but also help people through the change process In thisonline course, you will have an opportunity to reect on getting readyfor change and leading organizational change by establishing a vision,designing a future state and planning and implementing the change

Learning ObjectivesUpon completion of this course you will be able to:

Assess your readiness and your organization’s readiness for change•

Personal and Professional LeadershipPersonal and Professional Leadership


Flexibility


Problem Solving

Self-Direction



Leading Others: A Myers-Briggs® WorkshopCourse Code: PL105

Course DescriptionEveryone brings unique gifts and talents to the task of leadership YourMyers-Briggs type demonstrates how you prefer to lead others This classwill help you use the Myers-Briggs Type Indicator® (MBTI) to explore yourleadership strengths and weaknesses and identify strategies for improvingyour skills Case studies and group discussion will be included to encouragecollaborative learning The MBTI® will be briey summarized for reviewpurposes only

Pre-requisite: Knowledge of basic MBTI® principles and your own MBTIpersonality type is a pre-requisite for this class




Problem Solving

Decision Making

Results Driven

Assess your readiness and your organization s readiness for changeDevelop a plan for change in your organization by establishing avisionCreate a change management structure by broadeningparticipationPlan for the change by identifying points of responsibilities andresourcesImplement the change while assessing the impact



•

•

•

•


Oral Communication

Problem Solving


Identify your own leadership style within the context of MBTI® principlesUnderstand the needs and work styles of others and how to applythis knowledge in a leadership capacityDiscuss specic leadership challenges and strategies for addressing

themImprove your leadership-based communication, critical thinking,

and problem-solving




•

•

•

•

Negotiating and Inuencing SkillsCourse Code: PL83

Course DescriptionAchieving your goals at work requires assistance, co-operation andcommitment from others Successful leaders can negotiate with andinuence others. The best negotiators are subtle, fair, and know what togive away, when to make demands and how to compensate when thereare difculties. This course will provide you with valuable techniques onimproving personal communication style in order to persuade, inspireand/or achieve a desired outcome


Develop an effective plan and strategy for any negotiationUtilize steps to principled negotiating

••



Oral Communications

Flexibility


Integrity/Honesty

Conict ManagementTeam Building




Flexibility


Problem Solving



C ll b ti /

Managing Change: A Leadership ChallengeCourse Code: PL1340

Course DescriptionChange is a constant but challenging event that occurs throughoutour personal and professional lives This program provides you with theconcepts, skills, and techniques needed to address the complex issuesbrought about by change You will gain valuable techniques for addressingthe normal resistance to change felt by those you lead and how to preservethe positive momentum needed to implement change

Learning ObjectivesUpon completion of this course, you will be able to:Analyze and diagnose the phases of the life cycle of changeIdentify the types of change in order to understand the impact ofchange on organizations and individuals

••




Ut e steps to p c p ed egot at gHandle conict and maintain ethics during negotiationsAvoid common mistakes even experienced negotiators makeMove from “no” to “maybe” to “yes” – create options to meetboth parties’ interestsIdentify, develop, and employ the interpersonal skills andtechniques crucial to negotiating proactively




•••

•


Oral Communication

Results Driven


Problem Solving

Results Driven

change on organizations and individualsUnderstand the impact of change on the organization’s structureand functionsApply techniques for guiding and directing the change processDevelop strategies to successfully implement desired changesUnderstand the impact of change on human equilibrium


Dates Location TuitionMay 24, 2007 6010 Executive B lvd HHS: $13800

Non-HHS: $25300

•

•••

Strategic PlanningCourse Code: PL834

Course DescriptionSuccessful managers know how to reposition their organizations whenexternal dynamics begin to impact the ability to carry out the missionWhether it is a new administration, shrinking resources, or the impact ofnew initiatives, this course will equip you with the skills to anticipate theneed for a more strategic outlook and the tools for optimizing the abilityof your organization to get ahead of the curve. The goal of this course is

to acquaint you with the various approaches to strategic planning and theknowledge to develop and implement a process in your organization.


Utilize environmental analysis and organizational assessment as•


Decisiveness

Strategic Thinking

Core Competencies

Addressed:Decision Making

Customer Service

Results Driven

Personal and Professional LeadershipPersonal and Professional Leadership


Oral Communications

Partnering

Problem Solving

Project Management

Conict ManagementStrategic Thinking

Political Savvy

Core Competencies

Participating in a Project Team SimulationOnline Training

Course DescriptionThis simulation allows you to assume the leadership role where you willbe asked to choose a team leader for a project after considering severalemployees for the role and to work with the team to assure that theproject stays on track Three scenarios are provided where you can selectthe best way to handle the situation by selecting responses from severalchoices After completing each scenario, you will receive feedback on thechoices you make The simulation will help you to determine your strengthsin running meetings and projects and indicate areas where additionaldevelopment may be desired It can help you grow as a professional andenhance your effectiveness as a member or project team leader




Utilize environmental analysis and organizational assessment astools to develop the mission, vision, and values of the organizationBuild objectives and goals from an understanding of how currenttrends will affect the options for accomplishing the missionEvaluate the impact of change on the strategic and operationaleffectiveness of the organization and use the strategic planning

process to bring clarity to its directionUnderstand the tools and techniques for strategy implementation,project management, resource allocation, strategy monitoring,review, and evaluation



Apr 10, 2007 Parklawn Bldg HHS: $13800Non-HHS: $25300

•

•

•


Oral Communication


Problem Solving

Results Driven


Run an effective meetingSet specic, measurable, agreed upon, realistic, and time-based(SMART) goalsDemonstrate the attributes of a leader by letting people talk,voicing your opinion and managing communication distortionsUnderstand and appreciate the assets that each group memberbrings to the project

Target AudienceNew supervisors, managers, workgroup and team leaders, and groupmembers


••

•

•

Security at HHS

The Homeland Security Presidential Directive-12 (HSPD-12) requires theestablishment of secure and reliable forms of identication to be usedthroughout the federal government It instructs each agency to developand institutionalize a standard procedure to enhance security, increasegovernment efciency, reduce identity fraud, and protect personal privacy.

The following courses are being offered to help meet the trainingrequirements of HSPD-12 for HHS:

Advanced Personnel Security AdjudicationInterviewing Techniques for Suitability and SecurityNational Industrial Security ProgramPersonnel Security and Suitability AdjudicationPersonnel Suitability Management

Security at HHSPersonal and Professional Leadership


Customer Service

Continual Learning

Integrity/Honesty

Accountability

Strategic Thinking

Vision


Strategic Public LeadershipCourse Code: PL101

Course DescriptionThis course provides participants with the skills, theory-based knowledge,and self-awareness to create compelling organizational results. The course

focuses on three essential executive roles: coaching, strategic leadership,and political brokering


Assess your personal style of leadership and how it might bestrengthenedExplore how your character and integrity impact staff performanceand organization effectivenessEstablish an organizational strategy and mobilize the commitment

•

•

•




Position Sensitivity Designation Course

“The Personnel Suitability Management coursewas an excellent,detailed overview .’

Addressed:Oral Communication

Integrity

Customer Service

Results Driven

g gyof staffCoach for improved performance and enhanced careerdevelopmentAssess the changing political environment and establish credibilityand inuence with superiors and other key stakeholders


Dates Location TuitionJune 12-13, 2007(Part I) andJune 26-27, 2007(Part II)

Parklawn Bldg

6010 Executive Blvd

HHS: $60900Non-HHS: $72400

•

•

Interviewing Techniques forSuitability and SecurityCourse Code: HS1005

Course DescriptionThis course provides an overview in the skill of conducting interviews forpersonnel security or suitability purposes It is designed for personnel whoseduties require conducting interviews of individuals being considered forpositions of trust

Learning Objectives

Upon completion of this course you will be able to:Conduct personnel security or suitability interviews and report theresultsIdentify the main emphasis of the interviews for screening purposesand to resolve a potential issue

dj di i i i ll h ll i f i

•

•

Security at HHS


Oral Communications



Core CompetenciesAddressed:Oral Communication

Decision Making

Problem Solving

Security at HHS

Advanced Personnel Security AdjudicationCourse Code: HS1001

Course DescriptionThis course is designed to educate personnel security adjudicators in theadvanced skills required to make nal adjudicative determinations for

security eligibility and administer due process procedures when necessaryThis course builds upon the knowledge and lessons learned in the PersonnelSecurity and Suitability Adjudication Course


Identify and adjudicate signicant derogatory information in casesduring initial, post-adjudicative and reconsideration reviewsPrepare Statement of Reasons (SOR), review replies to SOR andmake nal adjudicative determinationsKnow when to request additional information to include any

•

•

•



Decisiveness

Problem Solving

Accountability


Core CompetenciesAdd d




Use adjudicative criteria to pull together all information necessaryto resolve an issueReview forms SF85, SF85P, and SF86 and know what aninterviewer should look for in a completed form

Target AudienceEmployees who will be conducting adjudications or performingadjudicative-type functions at HHS

Prerequisite: attendance and successful completion of the Personnel

Security and Suitability Adjudication Course


Apr 12-13, 2007 CDC Atllanta HHS: $000

May 1-2, 2007 Humphrey Bldg HHS: $000

•

•

gKnow when to request additional information, to include anymedical evaluation necessaryDene Due Process and the regulation that governs it

Target AudienceEmployees who will be conducting adjudications or performingadjudicative-type functions at HHS


Apr 9-11, 2007 CDC Atllanta HHS: $000

•

•

“Instructor extremelyknowledgeable andable to relate lesson toreal-life events Highlyrecommend thiscourse”

Addressed:WrittenCommunication

Decision Making

Problem Solving

Security at HHS

Personnel Suitability ManagementCourse Code: HS1003

Course DescriptionThis course explains the Personnel Suitability Program for individualsperforming human resource duties Attendees will learn about the manyissues that are critical to the human resource professional, from how toproperly ll out the initial personnel security investigative forms OF 306,SF85, SF85P or SF86 to avoid rejections, to making the nal suitability foremployment, or trustworthiness decisions

Learning ObjectivesUpon completion of this course you will be able to:Know what 5CFR731 says about the Personnel Suitability ProgramManage the Personnel Suitability ProgramUnderstand the Personnel Suitability Factors

•••




Accountability

Organizational

Systems Awareness


Continuous

Security at HHS

National Industrial Security Program (NISP)Course Code: HS100

Course DescriptionThis course is designed to take the student through the National IndustrialSecurity Program (NISP) as it relates to government involvement Itexamines and explains the requirements for security of classiedinformation released to industry, from the issuance of a classied bid packetthrough the completion of the classied contract. The responsibilitiesof program managers, contracting ofcers and security personnel are

discussed throughout the class

Learning ObjectivesUpon completion of this course you will be able to:Understand the responsibilities of the various government ofcialsconcerning the program and classied contractsUnderstand the process of bringing contractors into the program

•

•


Project Management







“The instructor is very knowledgeable inthe area of suitability.This course hascertainly increased my insight and knowledge in thisarea.”

yReview and evaluate investigative request packagesDetermine eligibility for federal employmentControl investigative reports (Privacy Protected Information)Know what the “continuous evaluation program” is and how touse it

Target AudienceFirst-line supervisors, Human Resources personnel, and Ofce of GeneralCounsel personnel involved in the day-to-day conduct of employment

activities or the consequences of suitability recommendations ordeterminations


Jun 11-12, 2007 6010 Executive Blvd HHS: $000

••••


p g g p g

Resolve classication management issues within the NISP

Understand the use and function of the DD Form 254Understand the proper security protection approaches forInformation Systems that are used to capture, create, store, processor distribute classied information

Target AudienceContracting Ofcers, Personnel Security Specialists or Representatives, andClassication Security ofcers, as well as other government employees

involved in issuing classied contracts, preparing or reviewing DD254s,and/or preparing classication guidance


Apr 3-4, 2007 Humphrey Bldg HHS: $000

•••

“The instructor isthe best I’ve ever had in 36 years of federal service. I amvery glad to havetaken this classand for HHS tohave given me thisopportunity.”

Supervision and Management

Advanced Supervision: Beyond The BasicsCourse Code: SM134

Course DescriptionYou’re an experienced supervisor who has taken introductory supervisorycourses Now you can acquire more in-depth knowledge to help youmanage organizational and workforce challenges. Learn valuable skills thatwill enable you to be an outstanding supervisor


Clarify your role in the organization

Use power and inuence effectivelyDiscuss and apply aspects of emotional intelligence theoryPlan and hold coaching discussions with employeesConstructively discuss a problem you are having with someoneDiscuss work-related issues in a condential manner and learn

•

•••••


Oral Communications

Partnering

Flexibility



Decisiveness


Continual Learning

Integrety/Honesty


Supervisors and managers work toward the organization’s goals by usingresources in an effective and efcient manner. They typically have a strong

working knowledge of the activities in their group and are responsiblefor their staff’s progress and productivity Supervisory and managerialcompetencies often focus on decision making, problem solving, planning,delegation, meeting management, organizing teams, identifying anddesigning new job roles, hiring and training new employees, employeeperformance management and ensuring conformance to human resourcepolicies and regulations

HHS University offers many options for supervisors and managers tolearn new skills or to develop existing skills in the areas of interpersonalcompetencies, organizational development, performance management,building commitment, and facilitating improved performance Thesecourses will expand participants’ leadership, increase awareness ofprofessional strengths and developmental needs and set the stage for





methods for resolving themWork effectively with your supervisor

Target AudienceSupervisors and team leaders with prior basic supervisory skills trainingor who have completed Course # 1101 Supervision: New Skills and NewChallenges


Apr 10-11, 2007 Humphrey B ldg HHS: $21200Non-HHS: $32700

•

Integrety/Honesty

Leveraging/Diversity

Conict Management

Team Building


Service Motivation

Accountability



Strategic Thinking

Vision

External Awareness


Integrity

Problem Solving

Decision Making

professional strengths and developmental needs, and set the stage fornetworking with other leaders to strengthen capabilities and provideongoing feedback and support systems

Courses which will you nd in this schedule for 3rd Quarter ofFY2007:

Advanced Supervision: Beyond the BasicsBrieng the Boss: Presenting to Senior ExecutivesHow to Coach Your EmployeesManaging Conict

Managing Your Human Resources within Federal LawSuccessful Performance ManagementSupervising Former PeersSupervision: New Skills and New ChallengesTeam Building and Effective Communications

Look for these courses in the fourth quarter:Collaborating Across Organizational StructureDecision Making SkillsEvaluation under the OMB Program Assessment Rating

Tool (PART)How to Delegate Effectively



How to Coach your EmployeesCourse Code: SM1481

Course DescriptionCoaching is an essential element of good management It enables youto make the most of an organization’s valuable resources. Learn theimportance of listening actively in coaching, as well as the importanceof developing clear and understandable performance goals with youremployees


Apply sound performance management practicesUtilize situational leadership and coaching strategiesUse key elements of effective communicationsUse conversation skills for coachingMonitor and diagnose performance problemsPlan and conduct a coaching meeting

••••••


Oral Communications


Problem Solving

Team Building


Conict Management


Core Competencies

Brieng the Boss: Presentationto Senior ExecutivesCourse Code: SM811

Course DescriptionOne of the most daunting tasks for managers is presenting to seniorexecutives This course is designed to alleviate concerns that these uniquepresentations cause. This course will emphasize how to 1) gain intelligence

on the needs of senior managers, 2) not get bogged down in technicaldetail, and 3) deliver in a “Bottom line-up front” manner


Understand why the time pressure on senior executives requires a“Bottom Line Up Front” approach to presentationsConvert complex technical information into understandablepresentationsHave a “Plan B” presentation ready

•

•

•


Oral Communications










Plan and conduct a coaching meetingAvoid the most common mistakes in coaching

Target AudienceSupervisors, managers, and team/group leaders who are responsible for theperformance of others


Jun 14, 2007 Parklawn Bldg HHS: $11700

Non-HHS: $23200

••


Oral Communications

p yEffectively use and not misuse PowerPointDevelop and deliver presentations that provide senior executivesvarious “Options”, outlining advantages/disadvantagesGain intelligence on the immediate informational requirements ofsenior executivesConduct a “Murder Board” that prepares presenters to anticipatequestions and objectives

Target AudienceSupervisors, managers, team/group leaders and anyone else who may haveto give presentations to senior executives



••

•

•

Oral Communications






Managing your Human Resources withinFederal LawCourse Code: SM8010

Course DescriptionThe most difcult task in today’s federal environment is being a supervisor.HOW you manage your staff will impact directly on organizational results.You will be held increasingly accountable by Congress, the courts, and theAmerican public for adhering to sound management practices that reectmerit system values Along with that shift comes an even greater needto know the merit system principles and human resource managementresponsibilities, and to consciously apply them This workshop provides the

foundation and the tools for making knowledgeable decisions


Understand Merit System principles and prohibited personnel•




Conict Management

Core Competencies

Addressed:Oral Communications

Managing ConictCourse Code: SM1456

Course DescriptionTake charge of conict and effectively handle disputes that occur atwork. Understand how to approach people in a way that minimizes theirdefensiveness and hostility Develop practical skills that will improve yourrelationships with managers and co-workers Learn how to identify cross-cultural conicts and resolve them. Create an action plan for effectivelyresolving conict.


Identify the causes of conictEvaluate approaches to manage conictMake sure the message you intend to send is the message that isreceivedGive and receive feedback

•••

•




practicesRelate HR activities to total management responsibilitiesHandle daily HR requirementsDistinguish between and deal with performance and conduct issuesDescribe the Whistleblower protection provisions of the No FEARActMake HR decisions that will reduce the potential for grievances andEEO complaints

Target AudienceAll new or prospective supervisors, team leaders, and current supervisorswith either no prior basic supervisory skills or who want to improve theirsupervisory skills in human resources management



••••

•

“The Instructor did a great job. The

subject matter wasquite relevant tomy new role as

supervisor.”

Give and receive feedbackApply a mediation approachGenerate options when at an impasseHelp others resolve their conictsManage group problem solvingUnderstand “hot buttons” and how to manage anger

Target AudienceManagers, supervisors, team/group leaders and members, and anyone who

needs to manage conict more effectively to increase productivity.



•••••


Supervising Former PeersCourse Code: SM11

Course DescriptionLearn strategies for establishing authority, setting clear limits, and loweringresistance to change Examine ways to develop the support of former peers– some of whom may have been competing for the position Devise a planfor maximizing the advantages of supervising former peers while copingwith the interpersonal and organizational issues inherent in the situation.Plan steps to orient the employees you supervise, the organization, andyourself to your new role and responsibilities


Identify specic types of support you need from your supervisorand learn how to ask for itEstablish authority and gain inuenceLower resistance to your new role with several tried and truecommunications skills

•

••



Decisiveness

Problem Solving


Problem Solving

Results Driven


Successful Performance ManagementCourse Code: SM1487

Course DescriptionThis course stresses the importance of establishing clear expectations andperformance measures and providing ongoing feedback to ensure effectiveemployee performance In this way, the performance appraisal processbecomes a summary of the year’s accomplishments and an opportunity forstrategic goal setting


Describe the four steps in a performance management model,which encourages managers to establish performance expectationsand intervene when performance is less than expectedDevelop performance objectives and measures that employees canuse to manage their own performanceUnderstand the impact of organizational culture and informal

•

•

•


Oral Communications



Inuencing/

NegotiatingHuman ResourcesManagement





Establish a social distance which ts the organizational cultureDevelop a new peer group and structure new support systemsSet task and relationship priorities

Target AudienceNew or prospective supervisors, team leaders, and acting or rotatingsupervisors

Dates Location TuitionMay 1, 2007 6010 Executive Blvd HHS: $14300

Non-HHS: $25800

•••

p gexpectations on performanceMonitor and diagnose performance problems and help individualswho are falling short of performance expectationsGive feedback to sustain and improve employee performancePlan and conduct a performance review

Target AudienceSupervisors, managers, team/group leaders who are responsible for

conducting performance reviews




•

••

Addressed:Oral Communications

Team Building & Effective CommunicationsCourse Code: SM813

Course DescriptionIt’s easy to get the players; it getting them to play together that’s the toughpart To work together, team members must develop their interactive,communication, and interpersonal skills This course prepares team leaders,or team members, to create strong relationships and innovative results bybringing people together


Identify and practice new methods of dealing with othersImprove communication and reduce conictDevelop simple techniques for creating cohesive work groupsGive criticism in a way that helps the individual and the work groupto develop as a teamDiscover and capitalize on behavioral strengths

l h d f h d d l d h d f h d

••••

•


Oral Communications

Partnering

Flexibility


Problem Solving

Continual Learning

Team Building

CoreCompetenciesAdd d

Supervision and ManagementSupervision and Management

Supervision: New Skills and NewChallengesCourse Code: SM1101

Course DescriptionSuccessful supervisors in today’s dynamic workforce need many skills:delegating and motivating employees, managing staff performance, andcommunicating in a multicultural environment


Understand the responsibilities of a supervisorManage the transition to becoming a supervisorIdentify different leadership styles and determine when each style isappropriateDevelop communication skills that support increased effectivenessDevelop effective strategies to delegate work appropriatelyIdentify the steps involved in coaching and counseling employees

•••

•••


Oral Communications

Partnering

Flexibility


Decisiveness

Problem Solving

Continual Learning

Integrity/Honesty


Conict Management

T B ildi




Balance the needs of the individual and the needs of the need

Target AudienceTeam members, team leaders, team sponsors, facilitators, and members ofmanagement can attend this course to identify and practice new methodsof dealing with others that promotes team spirit, cooperation, and opencommunication


Jun 21, 2007 Humphrey B ldg HHS: $9900Non-HHS: $21400

• Addressed:ContinuousDevelopment

Oral Communication

Collaborative/ Partnering

Problem Solving

Identify the steps involved in coaching and counseling employeesGive positive feedback and reinforcementDevelop strategies for energizing and motivating subordinatesDevelop methods for dealing with change and stress

Target AudienceAll new or prospective supervisors, team leaders, and current supervisorswho have had no former basic supervisory skills training



•••

Team Building


Service Motivation


Strategic Thinking

Core Competencies


Problem Solving

Decision Making

Results Driven



J

Job Analysis and KSA Examining 110

L

Leadership/Executive Coaching Services 11Leadership Seminars 137Leading Others: A Myers-Briggs® Workshop 138Leading through Diversity 93Listening and Memory Development 77Locations xivLunchtime Series: Career Development Courses 68

M

Making Change Work 139Managing Change: A Leadership Challenge 140

Managing Conict 154Managing your Human Resources within Federal Law 155Mid-Career Benets Planning 74Monitoring Grants and Cooperative Agreements 103Myers-Briggs Type Indicator® Assessment 13

N

N ti l I d t i l S it P (NISP) 148

R

Resume and KSA Development 13

S

Security at HHS 145Self-Study 160SES Candidate Development Program 3Sexual Harassment Prevention for Federal Employees 95Speaking on the Job Series 81Special Accommodations xiiiStrategic Planning 143Strategic Public Leadership 144Strategies for Successful Job Interviewing 67Substitutions xiiSuccessful Performance Management 156Supervising Former Peers 157

Supervision: New Skills and New Challenges 158Supervision and Management 150

T

Team Building & Effective Communications 159Team Building Workshops 8The Credible Leader 132



16 For updated course information, go toThe MapQuest logo is a registered trademark of MapQuest, Inc Map content © 2006 by MapQuest, Inc and

NavTeq The MapQuest trademarks and all content are used with permission

National Industrial Security Program (NISP) 148Negotiating and Inuencing Skills 141No FEAR ACT 94

O

Outlook 2003 Introduction 120

P

Participating in a Project Team Simulation 142

People Styles at Work 78Performance-Based Acquisition 53Personal and Professional Leadership 129Personnel Suitability Management 149Policies xiiPosition Management: Techniques to Improve Organizational

Efciency 111PowerPoint 2003 Intermediate 122PowerPoint 2003 Introduction 121Practical Grammar Review 79Pre-Retirement Seminar – CSRS 72Pre-Retirement Seminar – FERS 73Presidential Management Fellows 2Project 2003 Intermediate 124Project 2003 Introduction 123Project Ofcer Refresher 52Purchase Card Refresher 57Purchase Card Training 56

The Ethics of Leadership 135Training Needs Analysis 11Training Plan Development 10

W

Word 2003 – Macros & Forms 127Word 2003 Intermediate 126Word 2003 Introduction 125Writing an Effective Federal Resume 70Writing Complex Documents Series 84

Writing Short Documents Series 85

