Forest, Mineral and Fire Management / NO. 142
Approved:
SUBJECT: / PERSONNEL TRAINING AND DEVELOPMENT
POLICY: / It shall be the policy of Forest, Mineral, and Fire Management (FMFM) to provide training and learning opportunities for all FMFM employees to enhance and develop job related skills.
An annual FMFM Training Plan will be developed by the FMFM Training Officer, and be used to identify the training and learning needs of FMFM employees, as well as ascertain that these opportunities are aligned with management goals and strategies. The scheduling of training during the Fire season and end of fiscal year has been a problem in the past. This will be addressed with an annual training schedule that will arrange training at more suitable times for field personnel. (Form R4006)
To the extent possible, FMFM employees involved with Wildland fire training will follow the National Wildfire Coordinating Group (NWCG) National Interagency Incident Management System (NIIMS) Wildland Fire Qualification System Subguide PMS-310-1 with exceptions as outlined in the Michigan Addendum.
PURPOSE: / Creating learning opportunities encourages employees to develop both professionally and personally.It increases the value of human resources available to the Division and Department to carry out their missions (Department Training Advisory Team--TAT). Appropriate training can help employees perform their job responsibilities at a higher level of competency.
Personnel training and development can help promote safe, optimum performance; increase productivity; prepare the individual for future assignments; and help maintain a motivated and effective workforce that understands and applies the Department’s mission on the job.
The FMFM Training Officer shall develop an annual Division training plan. It is to be reviewed by /and is subject to approval by the FMFM Management Team. Training and/or career development opportunities should be based on needs, as identified by the Division Chief and management staff, the FMFM Training Officer, the immediate supervisor, and by the individual employee as confirmed by the immediate supervisor.
The FMFM Training Officer performs tasks to develop, coordinate and monitor opportunities and experiences that will insure the continuing growth and development of personnel within the Division. This includes review of current training, evaluation of training quality, proposals for new training, maintenance of training records, on technical support, development of classes, coordination of training efforts with other Divisions and Department agencies (TAT), and performance of other related training functions.
RELATED PROCEDURES: / (DEPARTMENT OF NATURAL RESOURCES PERSONNEL MANUAL –CHAPTER 10
(PERFORMANC APPRAISALS – SECTION 10.04 TRAINING ASSESSMENTS)
SPECIAL NOTES: /
- (DATE UNKNOWN) ORIGINAL POLICY AND PROCEDURES NO. 142-1 THROUGH 142-13 ADOPTED.
- APRIL, 1994 POLICY AND PROCEDURES NUMBER CHANGED TO NO. 142.
- FEBRUARY 15, 2001, POLICY AND PROCEDURES NO. 142 REVISED TO REFLECT CURRENT STATUTES, POLICIES AND ORGANIZATIONAL STRUCTURE.
- NOVEMBER, 2006 POLICY AND PROCEDURE NO. 142 REVISED.
FORMS: / R 4006Annual Training Plan 20__
This form is used to lay out a tentative training schedule for the coming fiscal year. This plan will be the guide for implementing training as well as for workforce planning. Interim adjustments may be made. Funding and other variables may alter planned training. This form is used by the Division Training Officer and Supervisors.
R 4252Individual Training Needs Assessment Worksheet
This form has the dualpurpose of tracking employee’s past training and helping to pin point futuretraining needs. It is used by the Supervisor during the Performance Appraisal, with the actual training plan entered as an objective in the Performance Appraisal system. This form stays with the employee for reference.
WHO / DOES WHAT
Supervisors
Training Officer
Supervisors
Training Officer
Change Dates?
Management Team
Training Officer / 2)Development of Annual Division Training Plans
a)Annually, the immediate supervisor, as part of the annual Performance Appraisal (See Personnel Manual Procedure 10.4), will review work performance and recommend training needed by employees in his/her work unit. This should include:
1)An assessment of the training accomplished during the previous year (documented in the Performance Appraisal process).
2) The FMFM Training Officer will provide the list of potential training courses/opportunities to the Forest Fire Officer Supervisors, Unit Managers, District Managers, Field Coordinators, and each Lansing Section Manager. This list will assist managers in assessing needed training for employees. Other materials may be provided by the FMFM Training officer to assist supervisors, as they become available.
3)A discussion between supervisor and employee of the employee's recognized strengths and/or weaknesses, work habits, and personal development that may be needed. The discussion should also include career goals of the employee and any training that might be needed to attain them, if mutually agreeable between supervisor and employee.
4)Identification of specific work assignments and/or training needed for the upcoming year. This information may come from the Individual Training Needs Assessment Worksheet (Form R4252), observation, employee request, or other sources. This form stays with the employee for reference.
b)The Forest Fire Officer Supervisors, Unit Managers, District Managers, Field Coordinators, and each Lansing Section Manager shall prepare a proposed annual training plan for their employees form R 4006 (Annual Training Plan)by July 1stof each year. Information used will include discussion with each employee to prioritize training needs, the list of potential courses provided by the FMFM Training officer, and any additional information provided by the Management Team.
c)The Division training plan is compiled by the FMFM Training Officer. The Training Officer will develop the Division Training plan based on the needs submitted by the Forest Fire Officer Supervisors, Unit Managers, District Managers, Field Coordinators, and each Lansing Section Manager; as well as needs identified by the FMFM Management Team and/or the FMFM Chief, and learning opportunities that address Division or Department priorities by August 15th of each year.
d)The Division training plan will be reviewed by the FMFM Management Team. After approval by the FMFM Management Team and Division Chief, the approved planwill be sent back to the Division Training Officer along with a budget allocation for implementation. The Training Officer will administer implementation of training plans and distribute the Division's Training Plan to the Field Coordinator and Section Leaders when approved. Interim adjustments to the plan may be made by the FMFM Management Team.
e)The FMFM Training Officer shall share the training needs of the Division that have Department wide utility with the Department Training Team (TAT).
Only 6 weeks turn around period…..can people live with that?????
Training Officer / 2)Components of the Annual Training Plan
a)Overall Strategy Statement - This portion will describe the emphasis training will take for the year in providing learning opportunities to employees.
b)Training Needs - A comprehensive overview of training needs will be prepared and will include the following:
1)Needs will be broadly identified by category using Form R4006.
2)Annual Training Plan and learning opportunities will be reported on FormR4006. These opportunities may include utilization of meetings/experiences to attain training needs and goals, in-service training, annual meetings, conferences, seminars, etc.
3)The Annual Training Plan should identify Division personnel assigned to serve as coordinator for the specific training development (including sponsoring the session). Assignments or changes in assignment will be done by the Training Officer, in conjunction with the appropriate supervisor
c)Training Budget: An annual allocation will be made for training. The Management Team will review/approve R4006 from Training Officer and allocates funds to support the plan.
d)FMFM Calendar: The annual FMFM Calendar will contain the classes/training that will be offered during each month of the Fiscal Year, as well as the length of time the session requires. The Calendar will be updated as new opportunities are approved and arranged. Classes will be announced by the Training officer by e-mail. It is the responsibility of the Training Officer to insure all FMFM training sessions are posted to the FMFM Division Calendar in a timely manner.
Employee
Supervisors
Training Sponsor
Training Officer / 3)Implementation of Division Training Plan
a)All training courses or programs developed for the Division, its employees, or people working on Division activities (keyman, other Department employees, etc) which are to become a part of the training record must be submitted to the FMFM Training Officer for review and approval by the Chief before the training takes place.
Training not sponsored by DNR or Department of Civil Service must be submitted to the Division's Training Officer by e-mail.
The individual may receive partial tuition refund for courses approved by the DNR in accordance with Department Procedure #6105.5 and contractual obligations.
Appropriate supervisors should approve enrollment of personnel for all DNR and Department of Civil Service course offerings through the FMFM Division Training Officer.
At each training session, the Training Sponsor will provide a R0512 Sign In Sheet for all participants to sign. Training Sponsor must send the completed R0512 to FMFM Training Officer,who will then add the training to an employees training record. Local Units must make sure to notify the Division Training Officer to get credit for any local training scheduled.
Individual training records are to be maintained at Division offices in a format provided by Division. This will be available upon request.
Updated 5/31/2007