GSA Workforce Learning and Development Policy

1.  Purpose

The purpose of this policy is to:

1. Provide a framework for workforce learning and development at the General Services Administration (GSA), the specific procedures for which shall be developed by the Office of Human Resources Management (OHRM) in conjunction with its internal business partners. 
2. Identify the legal foundations for the learning and development policy and establish procedures.
3. Establish policy and assign responsibilities regarding the purpose, development, and maintenance of GSA employees’ Individual Development Plans (IDPs), and Executive Development Plans (EDPs) for GSA senior executives.
4. Assign roles and responsibilities for implementing learning and development programs and opportunities for GSA employees.

2.  Background

The existing policy (HRM P 9410.A) expires on June 26, 2021. This order revises the policy and updates roles and responsibilities.

3.  Cancellation

This policy cancels and supersedes GSA Order HRM P 9410.1A, GSA Workforce Learning and Development Policy, dated June 26, 2014.

4.  Applicability and Scope

a.  This policy applies to:

     (1)  All GSA employees except those otherwise excluded from training under this policy or by Federal regulation or statute;

     (2)  Federal employees working at GSA on rotation or detail from other agencies, subject to the terms of the appropriate Interagency Agreement; and

     (3)  Non-GSA employees under contract to GSA (“contractors”) under limited circumstances (see Section 13, Contractor Eligibility for Learning and Development Programs and Courses).

b.  This policy does not apply to:

     (1)  Employee activities unrelated to the identified roles, responsibilities, and duties of a GSA employee; and  

     (2)  The Office of Inspector General (OIG), which has independent personnel authority. See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App.3), as amended (Inspector General is authorized “to select, appoint, and employ such officers and employees as may be necessary for carrying out the functions, powers and duties of the Office of Inspector General”) and GSA Order ADM 5450.39D CHGE 1 GSA Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector General has independent authority to formulate policies and make determinations concerning human capital issues within the [OIG]” and GSA determinations/delegations do not limit that authority). Similarly, GSA specifically recognizes that the Inspector General has independent authority to formulate policies and make determinations concerning training, employee development, and career management. (ADM 5450.39D CHGE 1, Delegations Manual, Chapter 7, Part 1). The OIG, in setting its own training policy, will consider the GSA Order, to the extent that it does not infringe on the Inspector General’s independent personnel authority and does not conflict with other OIG policies.

     (3)  This policy applies to the Civilian Board of Contract Appeals (CBCA) only to the extent that the CBCA determines it is consistent with the CBCA’s independent authority under the Contract Disputes Act and other authorities and it does not conflict with the CBCA’s policies or the CBCA mission.

5.  Revisions

1. Clarifies employee and supervisor responsibilities.
2. Adds requirements for attendance and evaluations.
3. Removes process steps, leaving only policy information.
4. IDPs are strongly recommended for all employees. EDPs are still required for GSA senior executives. Increases the cost threshold that triggers the Continued Service Agreement requirement.
5. Specifies when an SF182 is required.
6. Applies Plain Language Principles.