THE IDAHO CORE TRAINING GUIDE

Idaho has implemented a "core training" program designed to assist employees and their supervisors in determining priority training needs. This document is a guidance document only and dynamic in nature. It is not mandatory that employees take each and every course listed in their discipline. There may be other "outside" courses or on the job experiences that will fill the need identified. It is imperative that the employee and supervisor review and discuss each of these courses to determine if the employee already has this type of instruction in their background or if it is necessary to take the course.

What is Training?

Training is defined as transferring information in order that the employee will have the necessary tools to perform his/her job requirements. Training is done through a multitude of methods, including but not limited to: formal classes such as NEDC or contractor training courses, informal training such as that done within the agency or by another agency, on-line self-paced courses, classroom courses, on-the-job training, which may include a detail to another office either in-state or out-of-state, correspondence courses, etc. All training is to be documented for each individual employee.

Core Training Process

Each course is identified with a recommended timeframe. Review lower grades to identify courses the employee has not yet taken in addition to reviewing the courses for the current grade level. When filling out the Employee Development Plan, you will need to place a priority for each employees training needs for the current FY. Also on this form is a place to identify the year the training is planned for and the year it is actually taken or has been taken. In the comments area you can identify the training source if different that what is on the form. At the end of the employee development plan, list any courses specific to the employee that are not included in the core training. This may include a one-time specialty course that both the employee and supervisor deem to be a priority training need.

Supervisors Responsibility:

• Establish an employee development plan with each employee prior to June 15 for the upcoming fiscal year that will begin in October.
• The Employee Development Plan that is derived from the core training plan will be the common guide each employee is to use.
• Meet with the employee at least every six months if not more often to review the training plan and make any revisions as necessary.
• Submit all employee development plans to the appropriate Assistant State Conservationist, State Soil Scientist or State Administrative Officer by June 15 of each year.
• In conjunction with the employee, establish adequate time for on-the-job training to occur.

Employee Responsibility:

• Meet with his/her supervisor prior to June 15 of each year to establish an employee development plan. The Employee Development Plan that is derived from the core training plan will be the common guide each employee is to use.
• Meet with his/her supervisor at least every six months to review the established training plan
• Recommend changes to the employee development plan in discussions with the supervisor

Training Process

• The Asst. STC – FO will prioritize all the training needs in their respective division areas and submit to the state training officer by July 1 of each year.
• The State Soil Scientist, Assistant State Conservationist for Programs and for Technical Services and the State Administrative Officer will prioritize the training needs in their respective area and submit to the state training officer by July 1 of each year.
• The training committee will meet no later than July 15 of each year to establish the training budget for the upcoming FY. This will facilitate enrolling individual employees into NEDC courses as well as other formal courses requiring registration.
• The training budget remains a dynamic document throughout the FY as budget allocations become known and unknown training needs arise.

Definitions:

Source – Entity which will provide training. Source includes:

• USDA

• NEDC

• NRCS

• Outside Source

• OPM

Course Type - How training will occur within the source.  Course Type includes:

• On-Line

• Self-Paced

• Correspondence

• In-State

• University

• Interagency

• BLM

• ACOE

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