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Home > About USPS & News > Forms & Publications > Postal Periodicals and Publications > Manuals > Employee and Labor Relations Manual - Issue 18 > 7 Training and Development > 720 Training and Development Responsibilities and Functions
720 Training and Development Responsibilities and
Functions
721.1 Headquarters
The vice president of Employee Resource Management is responsible for the
Postal Service training and development systems. This responsibility
includes:
a. Analyzing training requests and designing, developing, validating,
delivering, and evaluating national postal training and development
programs.
b. Developing policies, including pay practices, applicable to structured
employee development programs for specific populations or functional
groups, such as career ladder programs and various management,
professional, and specialist training programs.
c. Providing career information on specific occupations for use by craft
and other employees for career planning and decision making.
d. Analyzing career needs of specific populations in order to design and
provide specific programs to improve current knowledge, skills, and
abilities.
The area Human Resources function is responsible for administering training
and development policies to:
a. Supervise the development and implementation of an area training and
development planning system.
b. Facilitate the flow of information and recommendations about existing
training and development policy, efforts, and future needs between
Headquarters and the districts.
c. Strengthen the ability of district training and development professionals
to (1) understand policy and to contribute to policy development,
(2) administer national programs, and (3) respond to local needs.
d. Ensure that districts are identifying and developing talented people,
including minority members, qualified individuals with disabilities, and
women, in a fair and orderly manner, especially within management.
e. Increase the level of management commitment to training and
development and improve the work environment.
District managers, plant managers, and other installation heads are
responsible for the training and development of their employees consistent
with corporate business goals and strategic plans. Specific district training
responsibilities and functions include:
a. Establishing training and development units within national guidelines.
b. Implementing training and development staffing criteria within national
guidelines.
c. Establishing and implementing training and development space
allocations according to Handbook AS-504, Space Requirements.
d. Implementing national training policies and programs, ensuring that any
national training course taught locally is not changed in objective,
length, or content without prior approval of Employee Development.
e. Ensuring appropriate use of electronic training databases.
f. Monitoring training and its compliance with national training and
development policies.
g. Establishing and implementing other measures to ensure the
successful operation of the training and development requirements of
the organization.
h. Coordinating district training requirements with Employee Development.
i. Developing or acquiring, and delivering or coordinating, district training
in accordance with established guidelines.
721.4 Supervisors and Managers
Supervisors and managers are responsible and accountable for:
a. Ensuring that employees under their supervision are trained, in a timely
manner, to perform their assigned job tasks.
b. Identifying employee's needs for improvement in their present jobs.
c. Planning for the training of their employees in coordination with the
training systems available for their postal facilities.
d. Providing follow-up after Job Training has been completed to ensure
optimum and appropriate use of newly acquired knowledge, skills, and
abilities.
e. Identifying and providing other training to meet the needs of the
organization and of individual employees.
f. Evaluating and supporting, as warranted, employee requests to
participate in Self-Development Training opportunities.
g. Providing employees with information and guidance on career growth.
Employees are responsible for:
a. Making effective use of training opportunities, directed by management,
in order to perform their duties correctly and efficiently.
b. Guiding their own growth and development by consulting with their
supervisors and pursuing personal career goals.
c. Continuing to learn throughout their careers to improve their
knowledge, skills, and abilities and to share these with other
employees.
722 Postal Employee Development Center Organization
and Operations
PEDCs are field units located in districts that provide area-wide training and
development support services for all postal personnel on a continuing basis.
The primary mission of the PEDC is to contribute to and foster improved
employee job performance. The PEDC also provides counseling to help
employees pursue career and self-development goals.
722.21 Geographic Area of Responsibility
A PEDC's geographic area of responsibility consists of all postal facilities in
the performance cluster, as determined by the district Human Resources
manager.
Human Resources managers ensure that all field postal facilities within a
geographic area are the responsibility of a specific PEDC. This includes
postal facilities with unique purposes, such as Headquarters field units.
PEDCs must ensure that all employees within their geographic area of
responsibility receive required training.
722.22 PEDC Reporting Relationships
The training manager at the district level reports functionally and
administratively to the Human Resources manager.
District Human Resources managers are authorized to establish and/or
abolish PEDCs and to determine the specific number and locations of PEDCs
within their districts. Any changes in the PEDC network must be
communicated to Headquarters so that records and distribution lists can be
revised in a timely manner.
Handbook AS-504, Space Requirements, specifies the space allocations for
PEDC activities.
Districts may establish space for training on an as-required basis at
non-PEDC sites. This policy provides space to satisfy training requirements
of an intermittent, low-volume nature in cases where it is not cost effective to
train in a PEDC office.
District review teams conduct periodic reviews of PEDCs in the district.
Members of the review team are chosen by the Human Resources manager.
These reviews assess the qualitative impact of training and development on
postal operating objectives and evaluate PEDC compliance with national
policies and district guidelines. The results of each review are reported to the
district manager.
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