BONNEVILLE POWER ADMINISTRATION

**HUMAN RESOURCES**

**Portland, Oregon**

# PERSONNEL LETTER NO. 335-7 (Revised) DATE: July 25, 2005 

######### **SUBJECT:** BPA Accelerated Training and Promotion Plan for Annual Positions.

# PURPOSE OF ISSUANCE

To describe procedures and responsibilities for the BPA Accelerated
Training and Promotion Plan for Annual Positions to enhance recruitment
and retention in occupations that have been identified as having
significant recruitment or retention difficulties, the process for
obtaining approval, and for implementation.

II. **PURPOSE OF REVISION**

The purpose of this revision is to include occupational coverage for
Public Utility Specialists (Duty Scheduler, Pre-Scheduler,
After-the-Fact, and Loads and Transmission Acquisition Scheduler)
through GS-11. This issuance supersedes Personnel Letter Number 335-7,
BPA Accelerated Training and Promotion Plan for Annual Positions, dated
November 7, 2003.

## REFERENCES

#### BPA Manual Chapter 400/300, Employment

A.  BPA Manual Chapter 400/410A, Employee Development

###### 5 CFR 300.603, Subpart F, Time-In-Grade Restrictions

B.  5 CFR 338, Qualification Requirements (General)

C.  5 CFR 410, Subpart C, Establishing and Implementing Training
    Programs

D.  Office of Personnel Management (OPM) Operating Manual, Qualification
    Standards for General Schedule Positions

E.  Personnel Letter No. 335-1 (Revised), BPA Merit Promotion Plan and
    Implementation Procedures for Annual Positions

F.  Personnel Letter No. 335-5, Career Development Programs

G.  Personnel Letter No. 335-6, BPA Consecutive Accelerated Training and
    Promotion Plan for Annual Positions

H.  Personnel Letter No 410-9, BPA Employee Development

I.  Personnel Letter No. 511-1, Position Classification

J.  Personnel Letter No. 531-2, Advanced In-Hire Rate (Appointment Above
    the Minimum Rate of the Grade Because of Superior Qualifications)

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M.  Personnel Letter No. 572-1, Reimbursement of Travel and
    Transportation

> Expenses for Pre-employment Interviews and Travel to First Post of
> Duty

N.  Personnel Letter No. 575-2, Recruitment Bonuses, Relocation Bonuses,
    and Retention Allowances for Annual Employees

###### POLICY

This plan establishes an accelerated training and promotion program for
candidates/employees for documented shortage occupations through the use
of formal training plans with accelerated training and promotion
potential. It allows training to be substituted for all or part of the
experience required by applicable qualification standards and
time-in-grade requirements. This accelerated training and promotion plan
is designed to enhance recruitment and retention for annual occupations
that have been identified as experiencing demonstrable recruitment or
retention difficulties within the BPA.

V.  **COVERAGE**

Candidates/Employees who meet experience and Time-in-Grade requirements
in specific covered occupations are not included in this program**.**

###### DEFINITIONS

A.  **[Competency]{.underline}**: An observable and measurable attribute
    (whose source may lie in knowledge, skills, values, traits, or
    perspectives) that contributes to success in performing a task or
    job.

B.  **[KSAs]{.underline}**: Attributes required to perform work that is
    generally demonstrated through qualifying experience, education, or
    training. Knowledge is information applied directly to the
    performance of a function. Skill is an observable competence to
    perform a learned act. Ability is competence to perform an
    observable behavior or a behavior that results in an observable
    product.

C.  **[Minimum Qualifications]{.underline}**: The education, experience,
    and/or other job-related criteria that establish an acceptable level
    of competence for successful performance in a position.

D.  **[Modified Qualifications]{.underline}**: Provides for modification
    of qualification requirements. Candidates considered under modified
    qualifications will be evaluated and eligibility determined based
    upon sufficient possession of the KSAs required by the position.

E.  [**On-the-Job Training (OJT**)]{.underline}: Formal
    performance-based training conducted in the work environment by
    individuals who are technical subject-matter experts, that provides
    the trainee practical hands-on experience. The OJT generally occurs
    at intervals following initial knowledge training that takes place
    in a classroom or other setting.

F.  **[Subject-Matter Experts (SME)]{.underline}**: An employee who has
    a thorough knowledge of the position requirements, which may be
    evidenced by currently serving in, having held, or supervised the
    same or a similar position.

###### VII. PROGRAM REQUIREMENTS {#vii.-program-requirements .unnumbered}

**A. Relationship to Other Issuances:** This issuance is applied in
conjunction

> with other applicable BPA policy issuances such as: BPA Consecutive
> Accelerated Training and Promotion Plan for Annual Positions, Career
> Development Programs, Employee Development, Technical Career Path and
> Staffing Program, Position Classification, and Merit Promotion Plan
> and Implementation Procedures for Annual Positions.

B.  **Crediting of Experience:** Experience gained while covered under
    this training and promotion plan may be credited at an accelerated
    rate of two months of credit for each month of intensive training
    for qualifications and Federal time-in-grade requirements. For
    example, six months of intensive training will meet the requirement
    for both one year of specialized experience as required by the OPM
    Operating Manual, Qualification Standards for General Schedule
    Positions (Qualification Standards), and one year time-in-grade
    requirements stated in 5 CFR 300, Subpart F.

**C. Promotion:** The employee may be promoted to the next level after
successful completion of 6 months of intensive accelerated training
under this program.

**D. Selection for Training Program:** Initial placement for covered
occupations may be at any grade noted for such occupations for which the
candidate/employee is qualified in accordance with the Qualification
Standards. Any recruitment source may be used to fill positions using
the accelerated training and promotion plan.

**E. Memorandum of Agreement:** A Memorandum of Agreement identifies the
entry level and the full performance level of the position to which the
candidate/employee will be assigned. Both the manager and the
candidate/employee must sign the Memorandum of Agreement and training
plan prior to the employee's assignment at the entry grade level. Both
documents, as well as all training plans used to evaluate progress and
completed training promotion plans, are filed in the Official Personnel
Folder and maintained for two years from the date of completion of the
program.

**F. Modification of Qualifications for In-Service Placement:**
Modification of qualifications is limited to in-service placement
actions where it is determined that an individual can successfully
perform the work of the position even though that person may not meet
all of the requirements in the Qualifications Standards. The modified
qualifications may be used to fill positions through reassignment,
voluntary change to lower grade, transfer, reinstatement, and
re-promotion to a grade not higher than a grade previously held. The
vacancy announcement must include the modification of qualifications
provisions, if used, in addition to the regular qualification
requirements. The selection certificate will separately identify
candidates who qualified based on modification of qualifications;
however, the supervisor may select from any candidate referred. The
Notification of Personnel Action (SF 50) must include a remark that the
employee qualifies for the position only under the terms of modified
qualifications.

**G. Comparable Accelerated Training Program:** A candidate who has
successfully completed a comparable intensive training program, whether
through government or private sector work experience or a technical
training program, which identified the position's KSAs in the vacancy
announcement, may have that experience or training credited at the
accelerated rate of two months of credit for each month of intensive
training. If a candidate is being considered for appointment under this
provision, Personnel Services must provide a written statement
documenting the crediting of experience allowed and time spent in the
prior comparable intensive training program and how the qualifications
analysis conducted is related to the qualification standard for the
position. Prior to the candidate being selected for the training and
promotion program, the manager must concur with the written statement.
This provision may be applied at any grade level for which recruitment
is occurring. The quality of experience must have been comparable to the
next lower grade in the competitive service in the normal line of
progression. Accelerated credit of experience will not be provided for
any employee who leaves any program without successfully completing it.

H.  **Eligibility:** Positions will be filled in accordance with current
    delegated examining authority specified by the Office of Personnel
    Management, through: promotion or reassignment; conversion of
    student career experience program employees; transfer or
    reinstatement of candidates; and through candidates eligible for
    appointment under special appointing authority who meet the
    established qualification requirements and possess the required
    potential. Selections will be made in accordance with Merit
    Principles.

**I. Movement of Employees Currently in Covered Positions:** Employees
currently in positions and grade levels noted in Appendix A, but not on
an accelerated training plan, will be placed on an accelerated training
plan up to the full performance level of the current position without
further competition and **begin receiving accelerated credit from the
date placed on the plan**. Experience gained prior to being placed on an
accelerated training plan will be credited at the standard rate.
Experience/training gained while on an accelerated training plan will be
credited at the rate of two months of experience for one month of
training.

**J. Vacancy Announcements/Recruiting Bulletins:** Positions filled
using an accelerated training and promotion plan will be so identified
in BPA vacancy announcements/recruiting bulletins. Qualification
requirements will include both the regular provisions and, if
applicable, the modification of qualifications for in-service placement.

**K. Content of Training:** The manager will identify the critical KSAs
required for promotion to the next grade level. Training will be
provided through: orientation; on-the-job training and mentoring;
classroom and technical training, including computer-based instruction,
academic and technical training and self-study; review of technical
manuals; and rotational assignments. The minimum length of training
required for progression to the next higher grade level is six months,
unless the employee possesses prior specialized experience at a
qualifying grade level, in which case the previous experience shall be
credited at the standard rate. The content of the training plan may be
changed at any time to add, delete, or modify requirements in response
to technological changes, changes in the needs of the organization
and/or the employee, or in situations where the employee has not had the
opportunity to demonstrate the KSAs through no fault of the employee.

**L. Performance Requirements:**

1\. The training plan for each grade level shall include skill levels
for each critical KSA as follows:

> a\. Successfully completed formal or on-the-job training or observed
> skilled employees performing the task, but has not successfully
> performed the task.
>
> b\. Participated in performing task. The employee has successfully
> performed a segment of the task or the entire task with substantive
> technical assistance.
>
> c\. Successfully performed task under supervision. The employee is
> assigned responsibility for performing the task, with periodic
> monitoring from a senior employee or trainer to ensure satisfactory
> progress is being made. Assistance from senior employees/trainers is
> provided primarily for new, unfamiliar, or controversial aspects of
> the assignment. The employee typically proposes solutions to problems
> based on prior experience or technical research.

2\. To be eligible for promotion, employees must have performed at level
"c" on all of the critical KSAs. Upon request, Personnel Services will
provide assistance on assessing the skill levels of employees. The
training period may, at management\'s discretion, be extended up to a
total of 12 months. If the employee's level of progress does not warrant
promotion after 12 months, the manager should work with the Employee
Relations staff to determine appropriate action.

M.  **Performance Evaluations:** Managers will evaluate employees
    against the requirements of the training and promotion plan,
    typically on a monthly basis, and in alignment with annual
    performance appraisal periods. Training plans used for evaluation
    are filed in the employee Official Personnel Folders.

N.  **Addendum to Position Description:** Position Descriptions for
    which accelerated training plans are being used shall include the
    following statement: \"This is a developmental position established
    as part of an accelerated training and promotion program. A formal
    Memorandum of Agreement outlining requirements for promotion is
    required prior to assignment to this position."

O.  **Recommendation for Promotion:** Managers must submit a copy of the
    completed training and promotion plan agreement along with the
    Personnel Action Request requesting promotion of an employee to the
    next grade level that is covered by the accelerated training and
    promotion plan. A copy of the completed training and promotion plan
    will be filed in the employee's Official Personnel Folder and
    retained for two years following completion of the program. The SF
    50, Notification of Personnel Action, for the promotion must state
    in the remarks section that the employee is eligible for an
    accelerated promotion based on satisfactory completion of the BPA
    Accelerated Training and Promotion Plan Program.

P.  **Inadequate Progress in Completing Program:** A manager who is
    concerned that an employee may not be able to complete the program
    successfully should contact the Employee Relations staff for
    assistance. An employee who is unable to complete the program
    successfully may be returned to his or her previous position (if
    selected from within BPA and the position is available), reassigned
    to a position for which qualified at the current grade level, or
    removed based on unacceptable performance.

Q.  **Documentation:** Memorandum of Agreement and Training and
    Promotion Plans and associated records will be maintained in the
    Official Personnel Folder (OPF) of each employee for a minimum of
    two years after completion of the training program. The OPF will
    contain: a copy of the signed SF-52 used to recruit for the position
    for which the employee was selected; copies of the required addendum
    and position descriptions for the entry-level and full-performance
    grade level of the position; the signed Memorandum of Agreement; the
    accelerated training plans for applicable grade level; periodic
    satisfactory completion of the training program; and other material
    related to the employee\'s training program. Satisfactory completion
    of the training program must be documented on the SF-50,
    Notification of Personnel Action.

> **R. Approval of Training Agreements:** The Manager, Human Resources,
> Diversity and EEO (HRDE), **must formally approve the accelerated
> training and promotion plan training agreement before it may be used
> as authority for any personnel actions**. A line organization that
> expects a proposed agreement to be approved may recruit and screen
> candidates while awaiting approval from HRDE but may not notify,
> appoint, or assign any candidates to a position or begin any training
> activities before the agreement is formally approved. **A training and
> promotion plan agreement may not be approved retroactively to permit
> an exception to qualification or time-in-grade requirements based on
> training already given to an individual.**

###### VIII. RESPONSIBILITIES {#viii.-responsibilities .unnumbered}

A.  **[Manager, Human Resources, Diversity and EEO,]{.underline}** is
    responsible for**:**

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1.  Developing and issuing policy on the use of an accelerated training
    and promotion program plan for annual positions within BPA.

    2.  Approving/Disapproving requests for occupational/grade level
        coverage submitted by line organizations through the Manager,
        Personnel Services.

    3.  Providing oversight and evaluation on the use of this authority.

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B.  **[Manager, Personnel Services,]{.underline}** is responsible for:

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1.  Assisting line organizations in compiling requests for occupational
    coverage.

2.  Submitting requests to HRDE, for occupational/grade level coverage
    for occupations to be considered under the accelerated training and
    promotion plan program.

3.  Implementation of this accelerated training and promotion program,
    ensuring its effective implementation for filling positions and
    ensuring all required documentation is received before promoting
    incumbents.

4.  Training Subject-Matter Experts on job analysis that will ensure
    recruitment, selection, appointment, and other personnel procedures
    will be job-related.

5.  Developing accelerated training/development plans along with
    Subject-Matter Experts.

6.  Performing formal classification for each occupation and ensuring
    that the classifications of trainee and target positions are
    accurate.

7.  Ensuring that required documentation is appropriately documented and
    that records are retained in accordance with retention schedules.

8.  Forwarding a complete file, documenting: the formal classification,
    job analysis, position description, names of SMEs, Memorandum of
    Agreement and Training Plan, to HRDE for approval for the specific
    occupational and/or grade levels of accelerated training plan
    promotion program.

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C.  **[Vice Presidents]{.underline}** are responsible for:

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1.  Internal oversight of use of this authority within their
    organization.

2.  Providing required documentation and justification for the use of
    accelerated promotions for specific occupations and/or grade levels.

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D.  **[Managers]{.underline}** are responsible for implementing the
    accelerated training and promotion plan by:

1\. Selecting candidates/employees for positions covered by the program.

2\. Preparing and signing a Memorandum of Agreement and assuring it is
understood and signed by the employee prior to participation in the
training and promotion plan program.

3\. Approving Accelerated Training Plans that identify the tasks and
critical KSAs required for promotion to the next grade level.

4\. Ensuring that employees in the program are provided planned training
in accordance with the Memorandum of Agreement and Accelerated Training
Plans.

5\. Revising the content of the training plan to add, delete, or modify
requirements as required.

6\. Including in the position description the required addendum
identifying it as a developmental position established as part of an
accelerated training program.

7\. Selecting SMEs to conduct assigned OJT and assuring that OJT is
adequate.

8\. Verifying employees successfully complete the training.

9\. Evaluating trainees against the requirements of the Accelerated
Training Plan quarterly.

10\. Submitting a copy of the completed training plan with the Personnel
Action Request, requesting promotion of an employee to the next grade
level.

11\. Forwarding all original records to BPA Personnel Services to be
filed in the employee Official Personnel Folder.

12\. Contacting Employee Relations Specialists for assistance if
concerned that an employee may not be able to complete the program
successfully.

13\. Extending the accelerated training and promotion plan program as
needed.

E.  **[Subject Matter Experts]{.underline}** are responsible for:

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1.  Performing job analysis.

2.  Developing training plans.

3.  Conducting OJT for employees on tasks and activities in area of
    expertise when requested.

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F.  **[Employees]{.underline}** are responsible for:

1\. Actively participating in developmental assignments.

2\. Completing developmental assignments and training within established
time frames in accordance with the trainer's instructions.

3\. Keeping manager and trainer advised of any problems associated with
the Accelerated Training Plan in a timely manner.

**IX. REQUEST TO ESTABLISH OCCUPATIONS TO RESOLVE RECRUITMENT AND
RETENTION ISSUES**

Occupations may be considered for coverage under the provision of this
Personnel Letter (PL) in situations where demonstrable evidence of
recruitment or retention difficulties can be documented. Written
requests must be submitted by line organizations to the Manager,
Personnel Services, and are forwarded to the Manager, HRDE, for review
and approval/disapproval. This includes:

> Justification of the existence of significant evidence of recruitment
> or retention difficulties, which cannot be relieved by use of other
> methods, for positions to be covered by the proposed accelerated
> training and promotion plan program.

If approved by the Manager, HRDE, the accelerated training and promotion
plan is then developed by SMEs in conjunction with Personnel Services.
The plan and all other required documentation is then submitted by
Personnel Services to HRDE for review and approval. (An Appendix A will
then be updated to add the new occupation\[s\].)

X.  **EFFECTIVE DATE FOR IMPLEMENTATION AND OPERATION OF A SPECIFIC
    OCCUPATIONAL ACCELERATED TRAINING AND PROMOTION PLAN PROGRAM**

> The provisions of this PL, for any specific occupation/grade level,
> may be effected on or after the first pay period after all required
> documentation for the specific occupational accelerated training and
> promotion plan program is received for review and approval by the
> Manager, HRDE.

Godfrey C. Beckett

Manager, Human Resources, Diversity and EEO

Appendices

Appendix A- Accelerated Promotion Occupations Authorized

Appendix B- Memorandum of Agreement, Accelerated Training Plan for
Engineers, GS-810/830

Appendix C --Accelerated Occupation Training/Development for Civil and
Mechanical Engineer

Appendix D -- Memorandum of Agreement, Accelerated Training Plan for
Public Utility Specialist (Duty Scheduler, Pre-Scheduler, After-the-Fact
and Loads and Transmission Acquisition Scheduler)

####### APPENDIX A, PL 335-7 DATE: July 25, 2005

**Positions in the following occupational series and grade levels are
authorized for this training and promotion plan program:**

**(Note: Entries are made following submittal/approval of the specific
accelerated occupational training and promotion plan agreement before it
may be used as authority for any personnel actions to HRDE. A training
plan and agreement may not be approved retroactively to permit an
exception to qualification or time-in-grade requirements based on
training already given to an individual.)**

+------------------------+--------------+-------------------+----------+
| Series/Occupational    | ##### Entry  | Full Performance  | Acc      |
| Specialty              |  Grade Level | Level             | elerated |
|                        |              |                   | Pr       |
|                        |              |                   | omotions |
|                        |              |                   | P        |
|                        |              |                   | ermitted |
+------------------------+--------------+-------------------+----------+
| GS-810                 | GS-5, GS-7   | GS-11             | 1\*      |
|                        | or GS-9      |                   |          |
+------------------------+--------------+-------------------+----------+
| GS-830                 | GS-5, GS-7,  | GS-11             | 1\*      |
|                        | or GS-9      |                   |          |
+------------------------+--------------+-------------------+----------+
| GS-1130                | GS-5, GS-7,  | GS-12             | 1\*\*    |
|                        | or GS-9      |                   |          |
+------------------------+--------------+-------------------+----------+

\*Occupational Training Plan approved 10/24/03

\*\*Occupational Training Plan approved 07/25/05

**MEMORANDUM OF AGREEMENT**

**BONNEVILLE POWER ADMINISTRATION**

#### ACCELERATED TRAINING PLAN FOR ENGINEERS, GS-810 and GS-830

This plan provides intensive training that may be substituted for all or
part of the experience required by applicable qualification standards
and Federal time-in-grade requirement for employees in professional
engineering positions.

##### EMPLOYEES 

I understand that I have been selected for a developmental position
established as part of an accelerated training plan. Experience gained
while covered under this training plan may be credited at an accelerated
rate of two months of credit for each month of intensive training for
qualifications and for federal time-in-grade requirements. I understand
I may be promoted at this accelerated rate to the next higher grade
level in the normal line of progression only once, without further
competition, provided that:

A.  The original appointment to the career ladder position was made
    after competition under merit staffing procedures or other
    appropriate means, such as selection from a civil service
    certificate or appointments made as a result of special hiring
    authorities;

B.  I meet the time-after-competitive appointment requirement, and the
    time-in-grade and qualification requirements for the higher grade
    position (including at the accelerated rate);

C.  I have demonstrated the ability to perform the tasks associated with
    the critical knowledge, skills and abilities (KSAs) designated in
    the Accelerated Training Plans, achieving a skill level of no less
    than \"3\" for each critical KSA, and have demonstrated the ability
    to assume more difficult and responsible duties at the higher grade
    level;

D.  There is sufficient higher-grade work to warrant a promotion;

E.  My current rating of record is at the \"Pass\" level, and I have
    been rated at the \"Pass\" level or higher on all critical elements
    that are also critical to performance at the next higher grade of
    the career ladder; and

F.  My immediate manager or higher-level official certifies the
    recommendation for promotion.

I understand promotions beyond the target grade level normally must be
competitive.

I understand assignment into a career ladder position does not guarantee
future advancement.

I understand satisfactory completion of developmental assignments is an
element of my performance plan.

##### MANAGERS

Managers are required to identify the critical KSAs for each position at
the time the training plan is established. At a minimum, employees must
be able to perform the tasks associated with all critical KSAs
successfully (level \"3\") under supervision to be eligible for
promotion to the next grade level. Training may be accomplished through
orientation; on-the-job training or mentoring; formal and technical
training, to include computer-based instruction, academic and technical
training and self-study; review of technical manuals; and rotational
assignments.

Managers are expected to evaluate trainees against the requirements of
the training plan at the mid-point and at the end of the training
period.

Managers will submit a copy of the completed training plan and agreement
with each Request for Personnel Action (SF 52), recommending promotion
of the trainee to the next grade level. The signed SF 52 serves as the
supervisor\'s recommendation for promotion.

Training records will be maintained in the Official Personnel Folder of
each trainee for a minimum of two years after completion of the training
program. The OPF will contain a copy of the signed Memorandum of
Agreement and the accelerated training plan and any other material
related to the employee\'s training and promotion program.

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_

Position Title and Series Entry Grade

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_\_\_

EMPLOYEE SIGNATURE DATE

\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
\_\_\_\_\_\_\_\_\_\_\_\_\_\_

MANAGER SIGNATURE DATE

1.  Original maintained by the manager

2.  One copy to the employee

3.  One copy filed in Official Personnel Folder

**BONNEVILLE POWER ADMINISTRATION**

#### ACCELERATED TRAINING PLAN FOR ENGINEERS, GS-810/830

Name: \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
Manager: \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

Evaluation Period:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ to
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

The purpose of this training plan is to establish intensive training
requirements for professional engineering personnel that may be
substituted for all or part of the experience required by applicable
Office of Personnel Management qualification standards and Federal
time-in-grade requirement. To be eligible for promotion, trainees must
be able to perform the tasks associated with all of the critical
knowledge, skills, and abilities (KSAs) identified by management.

During each evaluation, the immediate manager indicates the type of
training received and level of proficiency demonstrated during the
evaluation period for each critical KSA by circling the appropriate
method(s) of training (A, B, C, D, and/or E) and skill level (1,2, or
3). Skill levels are:

1.  Has successfully completed formal or on-the-job training or observed
    skilled employees performing the task but has not successfully
    performed the task.

2.  Has participated in performing task. Employee has successfully
    performed a segment of the task or has performed the entire task
    with substantive technical assistance.

3.  Has successfully performed task under supervision. Employee assigned
    responsibility for performing the task, with periodic monitoring
    from a senior employee or trainer to ensure satisfactory progress is
    being made. Assistance from senior employees/trainers provided
    primarily for new, unfamiliar, or controversial aspects of the
    assignment. Employee typically proposes solutions to problems based
    on prior experience or technical research.

The manager provides feedback to the employee on developmental needs. To
be eligible for promotion, the employee must obtain a proficiency level
of at least "3" on each critical KSA.

Upon successful completion of the requirements for accelerated
promotion, the manager submits a copy of the completed training plan
with a Personnel Action Request (PAR), to support the request for
promotion to the next grade level for the employee.

SIGNATURES:

  --------------- ----------------------- ----------------------- ---------
  EVALUATION      MANAGERS'S SIGNATURE    EMPLOYEE'S SIGNATURE    DATE
  PERIOD                                                          

  Establishment                                                   
  of Plan                                                         

  1^st^                                                           
  Evaluation                                                      
  Period                                                          

  2^nd^                                                           
  Evaluation                                                      
  Period                                                          
  --------------- ----------------------- ----------------------- ---------

Transmission Business Line

Accelerated Occupational Training/Development Plan

Civil Engineer GS-810-11

Mechanical Engineer GS-830-11

+---+---+--------------------------------------+----------+-----------+
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| . |   |                                      | Business |           |
| D |   |                                      | Line     |           |
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| i |   |                                      | /830-11) |           |
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+---+---+--------------------------------------+----------+-----------+
| C | N | Knowledge, Skill, Ability (KSA)      | Method   | Skill     |
|   | o |                                      |          | Level     |
|   | . |                                      |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Knowledge of civil/structural or     | A B C D  | 1 2 3     |
|   | a | mechanical engineering concepts,     | E        |           |
|   |   | principles, and practices associated |          |           |
|   |   | with planning, design, and           |          |           |
|   |   | maintenance applicable to components |          |           |
|   |   | and facilities found on a bulk       |          |           |
|   |   | transmission system.                 |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to design transmission and   | A B C D  | 1 2 3     |
|   | b | substation structures and/or         | E        |           |
|   |   | buildings, transmission/fiber optic  |          |           |
|   |   | lines, and other                     |          |           |
|   |   | facilities/structures using the      |          |           |
|   |   | structural/ mechanical techniques    |          |           |
|   |   | and applicable codes.                |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to apply codes such as ASCE  | A B C D  | 1 2 3     |
|   | c | Standards, UBC/BC, ASTM Standards,   | E        |           |
|   |   | ASD/LRFC, ACI/ PCA, NESC, ASHRAE     |          |           |
|   |   | ASME, etc., for design integrity and |          |           |
|   |   | safety.                              |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to coordinate the design and | A B C D  | 1 2 3     |
|   | d | construction of various facilities.  | E        |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to communicate highly        | A B C D  | 1 2 3     |
|   | e | technical information effectively,   | E        |           |
|   |   | both orally and in writing.          |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to participate and perform   | A B C D  | 1 2 3     |
|   | f | effectively in a project team        | E        |           |
|   |   | environment.                         |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to handle multiple work      | A B C D  | 1 2 3     |
|   | g | assignments and changing priorities  | E        |           |
|   |   | effectively.                         |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to use computer programs to  | A B C D  | 1 2 3     |
|   | h | perform design analysis work.        | E        |           |
+---+---+--------------------------------------+----------+-----------+
|   | 1 | Ability to use manual methods or     | A B C D  | 1 2 3     |
|   | i | CADD to prepare design drawings.     | E        |           |
+---+---+--------------------------------------+----------+-----------+

+---+---+--------------------------------------+----------+-----------+
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+---+---+--------------------------------------+----------+-----------+
| S |   |                                      | Method   |           |
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| L |   |                                      |          |           |
| e |   |                                      | B -- On  |           |
| v |   |                                      | the Job  |           |
| e |   |                                      | Training |           |
| l |   |                                      |          |           |
| s |   |                                      | C --     |           |
| : |   |                                      | Formal   |           |
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| e |   |                                      |          |           |
| e |   |                                      | D --     |           |
| p |   |                                      | T        |           |
| a |   |                                      | echnical |           |
| g |   |                                      | Instr    |           |
| e |   |                                      | uctions/ |           |
| 1 |   |                                      |          |           |
| f |   |                                      | Manuals  |           |
| o |   |                                      |          |           |
| r |   |                                      | E --     |           |
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| o |   |                                      | tational |           |
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| u |   |                                      |          |           |
| m |   |                                      |          |           |
| n |   |                                      |          |           |
| I |   |                                      |          |           |
| n |   |                                      |          |           |
| d |   |                                      |          |           |
| i |   |                                      |          |           |
| c |   |                                      |          |           |
| a |   |                                      |          |           |
| t |   |                                      |          |           |
| e |   |                                      |          |           |
| s |   |                                      |          |           |
| C |   |                                      |          |           |
| r |   |                                      |          |           |
| i |   |                                      |          |           |
| t |   |                                      |          |           |
| i |   |                                      |          |           |
| c |   |                                      |          |           |
| a |   |                                      |          |           |
| l |   |                                      |          |           |
| K |   |                                      |          |           |
| S |   |                                      |          |           |
| A |   |                                      |          |           |
+---+---+--------------------------------------+----------+-----------+
| C | N | Knowledge, Skill, Ability (KSA)      | Method   | Skill     |
|   | o |                                      |          | Level     |
|   | . |                                      |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 2 | Knowledge of civil/structural or     | A B C D  | 1 2 3     |
|   | a | mechanical engineering concepts,     | E        |           |
|   |   | principles, and practices associated |          |           |
|   |   | with planning, design, and           |          |           |
|   |   | maintenance applicable to components |          |           |
|   |   | and facilities found on a bulk       |          |           |
|   |   | transmission system.                 |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 2 | Ability to apply codes such as ASCE  | A B C D  | 1 2 3     |
|   | b | Standards, UBC/BC, ASTM Standards,   | E        |           |
|   |   | ASD/LRFC, ACI/ PCA, NESC, ASHRAE     |          |           |
|   |   | ASME, etc., for design integrity and |          |           |
|   |   | safety.                              |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 2 | Ability to communicate highly        | A B C D  | 1 2 3     |
|   | c | technical information effectively,   | E        |           |
|   |   | both orally and in writing.          |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 2 | Ability to participate and perform   | A B C D  | 1 2 3     |
|   | d | effectively in a project team        | E        |           |
|   |   | environment.                         |          |           |
+---+---+--------------------------------------+----------+-----------+
|   | 2 | Ability to handle multiple work      | A B C D  | 1 2 3     |
|   | e | assignments and changing priorities  | E        |           |
|   |   | effectively.                         |          |           |
+---+---+--------------------------------------+----------+-----------+

+---+---+--------------------------------------+-----------+-----------+
| 3 |   |                                      | Tra       |           |
| \ |   |                                      | nsmission |           |
| . |   |                                      | Business  |           |
| P |   |                                      | Line      |           |
| r |   |                                      |           |           |
| o |   |                                      | (GS-81    |           |
| j |   |                                      | 0/830-11) |           |
| e |   |                                      |           |           |
| c |   |                                      |           |           |
| t |   |                                      |           |           |
| M |   |                                      |           |           |
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+---+---+--------------------------------------+-----------+-----------+
| S |   |                                      | Method    |           |
| k |   |                                      |           |           |
| i |   |                                      | A --      |           |
| l |   |                                      | Or        |           |
| l |   |                                      | ientation |           |
| L |   |                                      |           |           |
| e |   |                                      | B -- On   |           |
| v |   |                                      | the Job   |           |
| e |   |                                      | Training  |           |
| l |   |                                      |           |           |
| s |   |                                      | C --      |           |
| : |   |                                      | Formal    |           |
| S |   |                                      | Training  |           |
| e |   |                                      |           |           |
| e |   |                                      | D --      |           |
| p |   |                                      | Technical |           |
| a |   |                                      | Inst      |           |
| g |   |                                      | ructions/ |           |
| e |   |                                      |           |           |
| 1 |   |                                      | Manuals   |           |
| f |   |                                      |           |           |
| o |   |                                      | E --      |           |
| r |   |                                      | R         |           |
| c |   |                                      | otational |           |
| o |   |                                      | A         |           |
| m |   |                                      | ssignment |           |
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+---+---+--------------------------------------+-----------+-----------+
| C | N | Knowledge, Skill, Ability (KSA)      | Method    | Skill     |
|   | o |                                      |           | Level     |
|   | . |                                      |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 3 | Knowledge of the techniques,         | A B C D E | 1 2 3     |
|   | a | principles, and policies of project  |           |           |
|   |   | management.                          |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 3 | Ability to provide overall           | A B C D E | 1 2 3     |
|   | b | coordination for the design and      |           |           |
|   |   | construction of various facilities.  |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 3 | Ability to communicate highly        | A B C D E | 1 2 3     |
|   | c | technical information effectively,   |           |           |
|   |   | both orally and in writing.          |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 3 | Ability to participate and perform   | A B C D E | 1 2 3     |
|   | d | effectively in a project team        |           |           |
|   |   | environment.                         |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 3 | Ability to handle multiple work      | A B C D E | 1 2 3     |
|   | e | assignments and changing priorities  |           |           |
|   |   | effectively.                         |           |           |
+---+---+--------------------------------------+-----------+-----------+

+---+---+--------------------------------------+-----------+-----------+
| 4 |   |                                      | Tra       |           |
| \ |   |                                      | nsmission |           |
| . |   |                                      | Business  |           |
| S |   |                                      | Line      |           |
| p |   |                                      |           |           |
| e |   |                                      | (GS-81    |           |
| c |   |                                      | 0/830-11) |           |
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+---+---+--------------------------------------+-----------+-----------+
| S |   |                                      | Method    |           |
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| l |   |                                      | ientation |           |
| L |   |                                      |           |           |
| e |   |                                      | B -- On   |           |
| v |   |                                      | the Job   |           |
| e |   |                                      | Training  |           |
| l |   |                                      |           |           |
| s |   |                                      | C --      |           |
| : |   |                                      | Formal    |           |
| S |   |                                      | Training  |           |
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| e |   |                                      | D --      |           |
| p |   |                                      | Technical |           |
| a |   |                                      | Inst      |           |
| g |   |                                      | ructions/ |           |
| e |   |                                      |           |           |
| 1 |   |                                      | Manuals   |           |
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+---+---+--------------------------------------+-----------+-----------+
| C | N | Knowledge, Skill, Ability (KSA)      | Method    | Skill     |
|   | o |                                      |           | Level     |
|   | . |                                      |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 4 | Knowledge of civil/structural or     | A B C D E | 1 2 3     |
|   | a | mechanical engineering concepts,     |           |           |
|   |   | principles, and practices associated |           |           |
|   |   | with planning, design, and           |           |           |
|   |   | maintenance applicable to components |           |           |
|   |   | and facilities found on a bulk       |           |           |
|   |   | transmission system.                 |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 4 | Ability to apply codes such as ASCE  | A B C D E | 1 2 3     |
|   | b | Standards, UBC/BC, ASTM Standards,   |           |           |
|   |   | ASD/ LRFC, ACI/ PCA, NESC, ASHRAE    |           |           |
|   |   | ASME, etc., for design integrity and |           |           |
|   |   | safety.                              |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 4 | Ability to communicate highly        | A B C D E | 1 2 3     |
|   | c | technical information effectively,   |           |           |
|   |   | both orally and in writing.          |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 4 | Ability to participate and perform   | A B C D E | 1 2 3     |
|   | d | effectively in a project team        |           |           |
|   |   | environment.                         |           |           |
+---+---+--------------------------------------+-----------+-----------+
|   | 4 | Ability to handle multiple work      | A B C D E | 1 2 3     |
|   | e | assignments and changing priorities  |           |           |
|   |   | effectively.                         |           |           |
+---+---+--------------------------------------+-----------+-----------+