We know your training funds are valuable, and we pride ourselves in providing a high return on your training investment. Our approach, particularly with our Managing the Federal Employee Series, strengthens participants’ knowledge with a deep understanding of the material, while at the same time fortifying their experience by addressing real-world examples through practical tips and tools that can be immediately implemented in the workplace.

There are a number of important reasons to invest in our training.

  • First of all, this training is required. OPM has established a recurring training requirement: all federal supervisors must receive supervisory training to address common performance and management issues every three years. OMB reiterated this training requirement for supervisors in its Memorandum for Heads of Executive Departments and Agencies, dated April 12, 2017, Comprehensive Plan for Reforming the Federal Government and Reducing the Federal Civilian Workforce.
  • Second, this investment will give back time and again. The most common feedback we get from our class participants is, “I wish I had taken this class many years ago“, and “Every supervisor in my Agency should take it.” In the Federal system, too many employees are placed in acting supervisory positions or promoted to management without understanding the Federal personnel system. A supervisor who understands the context within which they act will be more proactive and successful in addressing employee problems. Moreover, even the most experienced managers need a foundation from which to engage the Federal discipline system. Too often supervisors learn by trial and error after they already have a difficult employee challenging their every move.
  • Third, this training can improve the efficiency of your Agency.
    • If you confront troubled employees–by setting standards and holding them accountable–you can improve their behavior and performance. This recurring feedback is essential for employee growth and development.
    • For employees who don’t or won’t improve, you have laid a foundation and begun the process to fire them, if necessary. Once the troubled employee is gone, you can replace them with a high performing employee. Either way you win.
    • Holding employees accountable through discipline creates a high performing culture for your unit. Sometimes a single difficult employee can drag the morale of the whole group down. It’s better for everyone when the employee is held accountable.
    • Federal employees have many avenues in which to challenge management action. If personnel actions are taken correctly from the outset, Agencies can avoid procedural errors, be confident in management’s position, and resist the pressure to settle cases because it’s more expedient.
  • Finally, we believe the adage, “you get what you pay for.” If you hire us, you get training from experienced professionals . We dedicate full-time effort to providing the best training possible, keeping up with the legal trends, and continually updating and fine tuning our presentation methods and materials for impactful experiential learning.