Evaluation of NRC's Training and Development Program

Form a working group of select representatives from the program offices, regional
offices, and HRTD to conduct a thorough review of the training calendar including
location and frequency of courses, travel costs, and opportunities for efficiencies in
course sequencing (i.e., course bundling). The group should identify problems
and develop mutually agreed-upon solutions within the constraints of contractual
agreements, 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 Learning
Management System:
a. Determine the impact on employees’ ability to take all required training within
the allotted timeframe.
b. Communicate the change to NRC personnel in advance and allow
opportunities 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 for
collection and reporting of chosen metrics. Specifically, evaluate the competency
model capabilities to determine if they meet NRC’s needs, including identifying
competencies; linking courses (or course modules and learning objectives) to
identified competencies and closing critical skill gaps.