Evaluation of NRC's Training and Development Program

Form a working group of select representatives from the program offices, regionaloffices, and HRTD to conduct a thorough review of the training calendar includinglocation and frequency of courses, travel costs, and opportunities for efficiencies incourse sequencing (i.e., course bundling). The group should identify problemsand develop mutually agreed-upon solutions within the constraints of contractualagreements, budgets and resources.

Within contractual limitations, identify and schedule courses at the same time each year so employees can anticipate the availability of courses. Communicate these courses and dates widely to make sure employees, supervisors, training coordinators, and managers are aware of the annual schedule.

Before implementing the enforcement of course pre-requisites in the LearningManagement System:a. Determine the impact on employees’ ability to take all required training withinthe allotted timeframe.b. Communicate the change to NRC personnel in advance and allowopportunities for feedback.

Develop and implement new performance metrics to demonstrate mission alignment, effectiveness, and efficiency.

Develop and implement a plan to leverage the capabilities of the LMS forcollection and reporting of chosen metrics. Specifically, evaluate the competencymodel capabilities to determine if they meet NRC’s needs, including identifyingcompetencies; linking courses (or course modules and learning objectives) toidentified competencies and closing critical skill gaps.