**Individual Development Plan for the Biological Sciences**

**Instructions**

This is the Individual Development Plan (IDP) for new professional
employees in the Biological Sciences job series (0400) positions.
Complete the IDP following these steps:

**1. Employee Development and Career Goals.**

> The employee should complete the short and long-term development and
> career goals on the first page of the plan.

2.  **Record of Training**

> This section is used by the supervisor to plan and record the training
> needed by the employee to fulfill their short and long-term career
> goals and required training as outlined in the IDP.

**3. Review the AList of Competencies Needed for this Position@ and make
appropriate additions.**

> The list of competencies provided in the first column are considered
> core requirements. Note: This list of competencies was developed based
> on FWS Leadership Development Guidelines and Federal Qualification and
> Classification guidelines for Biological Sciences positions.
>
> Review this list and add any additional competencies unique to the
> position. The competencies on the list can be customized to the needs
> of your office or organization under the heading ASpecialized
> Competencies@ on page 11.

**4. Conduct Assessment of the new employee=s Current Skill Level.**

> Use the competencies listing from Step 3 and conduct the following
> assessment:

-   Review the employee=s application for applicable experience and
    training.

-   Conduct an interview with the employee to determine which of the
    competencies they already possess.

> Based on the assessment process (review of past experience/training,
> observations, and interview with employee) record your findings for
> each competency by putting an **"X"** in either the *Already Possesses
> Competency*, *Further Observation/Practice Needed* columns and answer
> [Y]{.underline}es or [N]{.underline}o in the Training Required column.

**5. Determine a method of training and a training time frame.**

> Your new employee should be provided some training and/or exposure to
> each of the competencies listed unless they already possess this
> skill. Determine what type of training is needed for the employee to
> become competent. It could be On- the-Job Training (OJT), a detail, an
> actual training course or a combination of methods. You can refer to
> the training matrix for a list of recommended courses and the
> competencies related to each course. Also, for each competency, insert
> a time frame for the training to occur in the Projected Training Dates
> column. Once the training is completed, mark the date in the Date
> Training Completed column.
>
> **Methods of training:**
>
> **OJT:** On the job training. This includes normal duties as well as
> special assignments that will give the employee the skills and
> knowledge needed for successful performance in the position. The
> employee should be coached by a knowledgeable and skilled individual.
>
> **Details:** Temporary assignments to another location and/or position
> to gain specific knowledge and/or experience. The supervisor should
> debrief the employee after each assignment to confirm the learning
> experience.
>
> **Courses:** Formal training courses are available from the National
> Conservation Training Center (NCTC), Department of Interior
> University, The Graduate School - USDA, local colleges, and commercial
> vendors. Again the supervisor should debrief the employee after each
> training event to determine what learning occurred.
>
> **Satellite Broadcasts:** A variety of topics are available from the
> Conservation Training Network (CTN) through NCTC.
>
> **Computer and Web-Based Learning:** Software packages are available
> from NCTC and many other sources. NCTC offers several on-line courses.
>
> **Correspondence Courses:** Courses are available from NCTC, the
> National Independent Study Center, The Graduate School - USDA, and
> many other sources.

**6. Discuss the Development Plan with your Employee**

> Discuss the assessment and training with your employee and make any
> necessary modifications. The supervisor and employee should sign and
> date the plan. This plan should be completed within 30 days of the new
> employee=s start date. It can be used in lieu of or in addition to a
> regular IDP.

**7. Demonstrated Job Performance**

> The final column on the plan is the most critical. Once the employee
> has shown through work performance that they have acquired the
> competency, the supervisor should put a date acquired in the column
> Competency Demonstrated on the Job. The employee will have
> successfully completed the training plan when a date has been entered
> for all the competencies.

**8. Review and Modifications**

> This plan should be reviewed at least annually and modified as
> situations or needs change.

Individual Development Plan for the Biological Sciences

Employee: Signature: Date:

Supervisor: Signature: Date:

Employee=s Reporting Date:
*\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_*

  -----------------------------------------------------------------------
  Short Term Development Goals (1-3 years)

  Long Term Career Goals (3-5 years)
  -----------------------------------------------------------------------

Record of Training

-   New Employee Orientation
    ([http://training.fws.gov/orientation/default.htm)]{.underline}

```{=html}
<!-- -->
```
-   On-Site New Employee Orientation Completed
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_.

-   Regional Orientation Scheduled for
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_. Completed:
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_

-   U.S. Fish and Wildlife Service Employee Foundations Scheduled for
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_. Completed:
    \_\_\_\_\_\_\_\_\_\_\_

-   Refuge Management Training Academy has been scheduled for
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_. Completed
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_.

-   Mandatory training requirements for the employee=s position have
    been identified and scheduled.

-   Course:
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
    Date/Location: \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
    Completed: \_\_\_\_\_\_

-   Course:
    \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
    Date/Location: \_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_
    Completed: \_\_\_\_\_\_

**Required Competencies**

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **   |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | Comp |
| Position**       | ady | the | ai |            | jec | Tr  | eten |
|                  | Pos | r** | ni |            | ted | ain | cy** |
|                  | ses |     | ng |            | Tr  | ing |      |
|                  | ses | *   | Re |            | ain | Co  | **   |
|                  | Com | *Ob | qu |            | ing | mpl | Demo |
|                  | pet | ser | ir |            | D   | ete | nstr |
|                  | enc | vat | ed |            | ate | d** | ated |
|                  | y** | ion | ** |            | s** |     | on   |
|                  |     | /Pr |    |            |     |     | the  |
|                  |     | act | *  |            |     |     | J    |
|                  |     | ice | *( |            |     |     | ob** |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **CONTINUAL      |     |     |    |            |     |     |      |
| LEARNING**       |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Uses work        |     |     |    |            |     |     |      |
| assignments and  |     |     |    |            |     |     |      |
| resources to     |     |     |    |            |     |     |      |
| enhance          |     |     |    |            |     |     |      |
| learning.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Applies what is  |     |     |    |            |     |     |      |
| learned in       |     |     |    |            |     |     |      |
| training to the  |     |     |    |            |     |     |      |
| work situation.  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Seeks out        |     |     |    |            |     |     |      |
| opportunities    |     |     |    |            |     |     |      |
| for challenging  |     |     |    |            |     |     |      |
| job experiences. |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **CREATIVITY AND |     |     |    |            |     |     |      |
| INNOVATION**     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Discusses        |     |     |    |            |     |     |      |
| projects with    |     |     |    |            |     |     |      |
| others to gain   |     |     |    |            |     |     |      |
| different        |     |     |    |            |     |     |      |
| perspectives and |     |     |    |            |     |     |      |
| ideas.           |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Uses technology  |     |     |    |            |     |     |      |
| in innovative    |     |     |    |            |     |     |      |
| applications.    |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Effectively      |     |     |    |            |     |     |      |
| reduces steps in |     |     |    |            |     |     |      |
| a work process   |     |     |    |            |     |     |      |
| that result in   |     |     |    |            |     |     |      |
| time and/or cost |     |     |    |            |     |     |      |
| savings.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **FLEXIBILITY**  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Changes work     |     |     |    |            |     |     |      |
| priorities as    |     |     |    |            |     |     |      |
| situations       |     |     |    |            |     |     |      |
| change.          |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Demonstrates     |     |     |    |            |     |     |      |
| openness to new  |     |     |    |            |     |     |      |
| ideas and        |     |     |    |            |     |     |      |
| approaches that  |     |     |    |            |     |     |      |
| improve work     |     |     |    |            |     |     |      |
| quality and      |     |     |    |            |     |     |      |
| reduce costs.    |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **   |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | Comp |
| Position**       | ady | the | ai |            | jec | Tr  | eten |
|                  | Pos | r** | ni |            | ted | ain | cy** |
|                  | ses |     | ng |            | Tr  | ing |      |
|                  | ses | *   | Re |            | ain | Co  | **   |
|                  | Com | *Ob | qu |            | ing | mpl | Demo |
|                  | pet | ser | ir |            | D   | ete | nstr |
|                  | enc | vat | ed |            | ate | d** | ated |
|                  | y** | ion | ** |            | s** |     | on   |
|                  |     | /Pr |    |            |     |     | the  |
|                  |     | act | *  |            |     |     | J    |
|                  |     | ice | *( |            |     |     | ob** |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **RESILIENCE**   |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Determines how   |     |     |    |            |     |     |      |
| best to          |     |     |    |            |     |     |      |
| accomplish       |     |     |    |            |     |     |      |
| changing         |     |     |    |            |     |     |      |
| priorities and   |     |     |    |            |     |     |      |
| use resources    |     |     |    |            |     |     |      |
| appropriately.   |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Focuses work     |     |     |    |            |     |     |      |
| efforts on       |     |     |    |            |     |     |      |
| handling         |     |     |    |            |     |     |      |
| challenges       |     |     |    |            |     |     |      |
| through problem  |     |     |    |            |     |     |      |
| solving          |     |     |    |            |     |     |      |
| strategies.      |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Projects energy  |     |     |    |            |     |     |      |
| and optimism in  |     |     |    |            |     |     |      |
| the face of      |     |     |    |            |     |     |      |
| adversity.       |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Continues to     |     |     |    |            |     |     |      |
| move projects    |     |     |    |            |     |     |      |
| forward despite  |     |     |    |            |     |     |      |
| setbacks or      |     |     |    |            |     |     |      |
| determines       |     |     |    |            |     |     |      |
| whether the      |     |     |    |            |     |     |      |
| project should   |     |     |    |            |     |     |      |
| continue.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Accepts          |     |     |    |            |     |     |      |
| responsibility   |     |     |    |            |     |     |      |
| for mistakes.    |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Balances         |     |     |    |            |     |     |      |
| priorities at    |     |     |    |            |     |     |      |
| work with        |     |     |    |            |     |     |      |
| personal life    |     |     |    |            |     |     |      |
| concerns.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Deals with       |     |     |    |            |     |     |      |
| setbacks         |     |     |    |            |     |     |      |
| appropriately to |     |     |    |            |     |     |      |
| bring out the    |     |     |    |            |     |     |      |
| positive.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **SERVICE        |     |     |    |            |     |     |      |
| MOTIVATION**     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Visibly serves   |     |     |    |            |     |     |      |
| as role model of |     |     |    |            |     |     |      |
| the commitment   |     |     |    |            |     |     |      |
| to serve others. |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Considers the    |     |     |    |            |     |     |      |
| impact of work   |     |     |    |            |     |     |      |
| activities on    |     |     |    |            |     |     |      |
| the public when  |     |     |    |            |     |     |      |
| carrying out     |     |     |    |            |     |     |      |
| projects.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **CONFLICT       |     |     |    |            |     |     |      |
| MANAGEMENT**     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Identifies and   |     |     |    |            |     |     |      |
| takes steps to   |     |     |    |            |     |     |      |
| defuse potential |     |     |    |            |     |     |      |
| situations that  |     |     |    |            |     |     |      |
| could result in  |     |     |    |            |     |     |      |
| confrontations.  |     |     |    |            |     |     |      |
| Manages the      |     |     |    |            |     |     |      |
| conflict.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **Co |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | mpet |
| Position**       | ady | the | ai |            | jec | Tr  | ency |
|                  | Pos | r** | ni |            | ted | ain | Demo |
|                  | ses |     | ng |            | Tr  | ing | nstr |
|                  | ses | *   | Re |            | ain | Co  | ated |
|                  | Com | *Ob | qu |            | ing | mpl | on   |
|                  | pet | ser | ir |            | D   | ete | the  |
|                  | enc | vat | ed |            | ate | d** | J    |
|                  | y** | ion | ** |            | s** |     | ob** |
|                  |     | /Pr |    |            |     |     |      |
|                  |     | act | *  |            |     |     |      |
|                  |     | ice | *( |            |     |     |      |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Resolves         |     |     |    |            |     |     |      |
| personal         |     |     |    |            |     |     |      |
| conflicts and    |     |     |    |            |     |     |      |
| disagreements in |     |     |    |            |     |     |      |
| a positive and   |     |     |    |            |     |     |      |
| constructive     |     |     |    |            |     |     |      |
| manner.          |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **CULTURAL       |     |     |    |            |     |     |      |
| AWARENESS**      |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Understands and  |     |     |    |            |     |     |      |
| appreciates      |     |     |    |            |     |     |      |
| individual       |     |     |    |            |     |     |      |
| differences.     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Considers        |     |     |    |            |     |     |      |
| special needs of |     |     |    |            |     |     |      |
| others when      |     |     |    |            |     |     |      |
| carrying out     |     |     |    |            |     |     |      |
| work             |     |     |    |            |     |     |      |
| assignments.     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **INT            |     |     |    |            |     |     |      |
| EGRITY/HONESTY** |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Exhibits         |     |     |    |            |     |     |      |
| personal and     |     |     |    |            |     |     |      |
| professional     |     |     |    |            |     |     |      |
| integrity in     |     |     |    |            |     |     |      |
| actions.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Accepts personal |     |     |    |            |     |     |      |
| responsibility   |     |     |    |            |     |     |      |
| and does not     |     |     |    |            |     |     |      |
| shift the blame  |     |     |    |            |     |     |      |
| to others.       |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Carries out      |     |     |    |            |     |     |      |
| duties in        |     |     |    |            |     |     |      |
| accordance with  |     |     |    |            |     |     |      |
| the Rules of     |     |     |    |            |     |     |      |
| Ethical Conduct. |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **TEAM           |     |     |    |            |     |     |      |
| BUILDING**       |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Works            |     |     |    |            |     |     |      |
| effectively as a |     |     |    |            |     |     |      |
| team member to   |     |     |    |            |     |     |      |
| improve          |     |     |    |            |     |     |      |
| operations,      |     |     |    |            |     |     |      |
| products,        |     |     |    |            |     |     |      |
| services, or the |     |     |    |            |     |     |      |
| quality of work  |     |     |    |            |     |     |      |
| life.            |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Contributes to   |     |     |    |            |     |     |      |
| cross-functional |     |     |    |            |     |     |      |
| inte             |     |     |    |            |     |     |      |
| r-organizational |     |     |    |            |     |     |      |
| or               |     |     |    |            |     |     |      |
| in               |     |     |    |            |     |     |      |
| ter-disciplinary |     |     |    |            |     |     |      |
| work teams.      |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Includes         |     |     |    |            |     |     |      |
| customers, other |     |     |    |            |     |     |      |
| staff, or other  |     |     |    |            |     |     |      |
| stakeholders on  |     |     |    |            |     |     |      |
| teams to improve |     |     |    |            |     |     |      |
| work products    |     |     |    |            |     |     |      |
| and services.    |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **Co |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | mpet |
| Position**       | ady | the | ai |            | jec | Tr  | ency |
|                  | Pos | r** | ni |            | ted | ain | Demo |
|                  | ses |     | ng |            | Tr  | ing | nstr |
|                  | ses | *   | Re |            | ain | Co  | ated |
|                  | Com | *Ob | qu |            | ing | mpl | on   |
|                  | pet | ser | ir |            | D   | ete | the  |
|                  | enc | vat | ed |            | ate | d** | J    |
|                  | y** | ion | ** |            | s** |     | ob** |
|                  |     | /Pr |    |            |     |     |      |
|                  |     | act | *  |            |     |     |      |
|                  |     | ice | *( |            |     |     |      |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Communicates and |     |     |    |            |     |     |      |
| implements       |     |     |    |            |     |     |      |
| results of team  |     |     |    |            |     |     |      |
| efforts.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **DECISIVENESS** |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Takes immediate  |     |     |    |            |     |     |      |
| corrective       |     |     |    |            |     |     |      |
| action when      |     |     |    |            |     |     |      |
| needed.          |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Makes sound,     |     |     |    |            |     |     |      |
| timely decisions |     |     |    |            |     |     |      |
| or               |     |     |    |            |     |     |      |
| recommendations  |     |     |    |            |     |     |      |
| about technical  |     |     |    |            |     |     |      |
| approach,        |     |     |    |            |     |     |      |
| method, work     |     |     |    |            |     |     |      |
| process, staff,  |     |     |    |            |     |     |      |
| equipment, and   |     |     |    |            |     |     |      |
| other resources  |     |     |    |            |     |     |      |
| needed to        |     |     |    |            |     |     |      |
| accomplish daily |     |     |    |            |     |     |      |
| work or          |     |     |    |            |     |     |      |
| projects.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **PROBLEM        |     |     |    |            |     |     |      |
| SOLVING**        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Generates        |     |     |    |            |     |     |      |
| solutions to     |     |     |    |            |     |     |      |
| problems and     |     |     |    |            |     |     |      |
| takes            |     |     |    |            |     |     |      |
| appropriate      |     |     |    |            |     |     |      |
| action leading   |     |     |    |            |     |     |      |
| to resolution.   |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Analyzes the     |     |     |    |            |     |     |      |
| problem, the     |     |     |    |            |     |     |      |
| actions taken    |     |     |    |            |     |     |      |
| for solution,    |     |     |    |            |     |     |      |
| and the relevant |     |     |    |            |     |     |      |
| outcomes to      |     |     |    |            |     |     |      |
| identify lessons |     |     |    |            |     |     |      |
| learned.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **TECHNICAL      |     |     |    |            |     |     |      |
| CREDIBILITY**    |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Demonstrates     |     |     |    |            |     |     |      |
| knowledge of     |     |     |    |            |     |     |      |
| basic concepts,  |     |     |    |            |     |     |      |
| facts and        |     |     |    |            |     |     |      |
| principles of    |     |     |    |            |     |     |      |
| particular       |     |     |    |            |     |     |      |
| subject matter   |     |     |    |            |     |     |      |
| domain and       |     |     |    |            |     |     |      |
| continues to     |     |     |    |            |     |     |      |
| develop          |     |     |    |            |     |     |      |
| expertise.       |     |     |    |            |     |     |      |
|                  |     |     |    |            |     |     |      |
| \* Specific      |     |     |    |            |     |     |      |
| technical        |     |     |    |            |     |     |      |
| competencies     |     |     |    |            |     |     |      |
| vary and should  |     |     |    |            |     |     |      |
| be determined by |     |     |    |            |     |     |      |
| the supervisor   |     |     |    |            |     |     |      |
| and entered      |     |     |    |            |     |     |      |
| under Technical  |     |     |    |            |     |     |      |
| Competencies on  |     |     |    |            |     |     |      |
| page 11 .        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **Co |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | mpet |
| Position**       | ady | the | ai |            | jec | Tr  | ency |
|                  | Pos | r** | ni |            | ted | ain | Demo |
|                  | ses |     | ng |            | Tr  | ing | nstr |
|                  | ses | *   | Re |            | ain | Co  | ated |
|                  | Com | *Ob | qu |            | ing | mpl | on   |
|                  | pet | ser | ir |            | D   | ete | the  |
|                  | enc | vat | ed |            | ate | d** | J    |
|                  | y** | ion | ** |            | s** |     | ob** |
|                  |     | /Pr |    |            |     |     |      |
|                  |     | act | *  |            |     |     |      |
|                  |     | ice | *( |            |     |     |      |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **TECHNOLOGY     |     |     |    |            |     |     |      |
| MANAGEMENT**     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Uses technology  |     |     |    |            |     |     |      |
| to improve work  |     |     |    |            |     |     |      |
| effectiveness    |     |     |    |            |     |     |      |
| and to           |     |     |    |            |     |     |      |
| facilitate       |     |     |    |            |     |     |      |
| access to and    |     |     |    |            |     |     |      |
| sharing of       |     |     |    |            |     |     |      |
| information.     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Demonstrates     |     |     |    |            |     |     |      |
| essential        |     |     |    |            |     |     |      |
| computer         |     |     |    |            |     |     |      |
| competencies by  |     |     |    |            |     |     |      |
| using a PC on a  |     |     |    |            |     |     |      |
| daily basis to:  |     |     |    |            |     |     |      |
| communicate via  |     |     |    |            |     |     |      |
| LAN, internet,   |     |     |    |            |     |     |      |
| e-mail;          |     |     |    |            |     |     |      |
| coordinate       |     |     |    |            |     |     |      |
| scheduling;      |     |     |    |            |     |     |      |
| edit, retrieve,  |     |     |    |            |     |     |      |
| and save         |     |     |    |            |     |     |      |
| computer files.  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **INFLUENCI      |     |     |    |            |     |     |      |
| NG/NEGOTIATING** |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Effectively      |     |     |    |            |     |     |      |
| employs          |     |     |    |            |     |     |      |
| innovative       |     |     |    |            |     |     |      |
| negotiation      |     |     |    |            |     |     |      |
| techniques       |     |     |    |            |     |     |      |
| allowing         |     |     |    |            |     |     |      |
| differing        |     |     |    |            |     |     |      |
| parties to reach |     |     |    |            |     |     |      |
| consensus        |     |     |    |            |     |     |      |
| solutions.       |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Successfully     |     |     |    |            |     |     |      |
| negotiates with  |     |     |    |            |     |     |      |
| internal staff   |     |     |    |            |     |     |      |
| and external     |     |     |    |            |     |     |      |
| customers or     |     |     |    |            |     |     |      |
| stakeholders to  |     |     |    |            |     |     |      |
| facilitate work  |     |     |    |            |     |     |      |
| accomplishment.  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **INTERPERSONAL  |     |     |    |            |     |     |      |
| SKILLS**         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Takes an         |     |     |    |            |     |     |      |
| appropriate      |     |     |    |            |     |     |      |
| personal         |     |     |    |            |     |     |      |
| interest in      |     |     |    |            |     |     |      |
| coworkers to     |     |     |    |            |     |     |      |
| develop healthy  |     |     |    |            |     |     |      |
| and productive   |     |     |    |            |     |     |      |
| working          |     |     |    |            |     |     |      |
| relationships.   |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Exhibits the     |     |     |    |            |     |     |      |
| appropriate      |     |     |    |            |     |     |      |
| amount of tact,  |     |     |    |            |     |     |      |
| gaining a        |     |     |    |            |     |     |      |
| reputation as a  |     |     |    |            |     |     |      |
| public servant.  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Treats the       |     |     |    |            |     |     |      |
| public with      |     |     |    |            |     |     |      |
| respect and      |     |     |    |            |     |     |      |
| tact, gaining a  |     |     |    |            |     |     |      |
| reputation as a  |     |     |    |            |     |     |      |
| public servant.  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Treats other     |     |     |    |            |     |     |      |
| members of the   |     |     |    |            |     |     |      |
| organization     |     |     |    |            |     |     |      |
| with respect,    |     |     |    |            |     |     |      |
| caring, and      |     |     |    |            |     |     |      |
| courtesy.        |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **Co |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | mpet |
| Position**       | ady | the | ai |            | jec | Tr  | ency |
|                  | Pos | r** | ni |            | ted | ain | Demo |
|                  | ses |     | ng |            | Tr  | ing | nstr |
|                  | ses | *   | Re |            | ain | Co  | ated |
|                  | Com | *Ob | qu |            | ing | mpl | on   |
|                  | pet | ser | ir |            | D   | ete | the  |
|                  | enc | vat | ed |            | ate | d** | J    |
|                  | y** | ion | ** |            | s** |     | ob** |
|                  |     | /Pr |    |            |     |     |      |
|                  |     | act | *  |            |     |     |      |
|                  |     | ice | *( |            |     |     |      |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Provides         |     |     |    |            |     |     |      |
| constructive     |     |     |    |            |     |     |      |
| feedback that    |     |     |    |            |     |     |      |
| helps others     |     |     |    |            |     |     |      |
| develop.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Seeks feedback   |     |     |    |            |     |     |      |
| from others,     |     |     |    |            |     |     |      |
| including team   |     |     |    |            |     |     |      |
| members.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **ORAL           |     |     |    |            |     |     |      |
| COMMUNICATION**  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Delivers         |     |     |    |            |     |     |      |
| effective        |     |     |    |            |     |     |      |
| briefings or     |     |     |    |            |     |     |      |
| presentations    |     |     |    |            |     |     |      |
| that result in   |     |     |    |            |     |     |      |
| decisions,       |     |     |    |            |     |     |      |
| actions, or      |     |     |    |            |     |     |      |
| support.         |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Responds to      |     |     |    |            |     |     |      |
| internal groups, |     |     |    |            |     |     |      |
| local            |     |     |    |            |     |     |      |
| stakeholders,    |     |     |    |            |     |     |      |
| and customers on |     |     |    |            |     |     |      |
| the key          |     |     |    |            |     |     |      |
| functions and    |     |     |    |            |     |     |      |
| policies of the  |     |     |    |            |     |     |      |
| field            |     |     |    |            |     |     |      |
| station/work     |     |     |    |            |     |     |      |
| site.            |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Speaks with      |     |     |    |            |     |     |      |
| power,           |     |     |    |            |     |     |      |
| persuasiveness,  |     |     |    |            |     |     |      |
| and clarity.     |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Speaks           |     |     |    |            |     |     |      |
| extemporaneously |     |     |    |            |     |     |      |
| and effectively  |     |     |    |            |     |     |      |
| in a variety of  |     |     |    |            |     |     |      |
| small and large  |     |     |    |            |     |     |      |
| group settings.  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **PARTNERING**   |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Reaches out to   |     |     |    |            |     |     |      |
| provide          |     |     |    |            |     |     |      |
| information and  |     |     |    |            |     |     |      |
| assistance to    |     |     |    |            |     |     |      |
| others across    |     |     |    |            |     |     |      |
| organizational   |     |     |    |            |     |     |      |
| lines.           |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Develops and     |     |     |    |            |     |     |      |
| uses networks    |     |     |    |            |     |     |      |
| with appropriate |     |     |    |            |     |     |      |
| individuals or   |     |     |    |            |     |     |      |
| groups within    |     |     |    |            |     |     |      |
| and outside the  |     |     |    |            |     |     |      |
| agency.          |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **Co |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | mpet |
| Position**       | ady | the | ai |            | jec | Tr  | ency |
|                  | Pos | r** | ni |            | ted | ain | Demo |
|                  | ses |     | ng |            | Tr  | ing | nstr |
|                  | ses | *   | Re |            | ain | Co  | ated |
|                  | Com | *Ob | qu |            | ing | mpl | on   |
|                  | pet | ser | ir |            | D   | ete | the  |
|                  | enc | vat | ed |            | ate | d** | J    |
|                  | y** | ion | ** |            | s** |     | ob** |
|                  |     | /Pr |    |            |     |     |      |
|                  |     | act | *  |            |     |     |      |
|                  |     | ice | *( |            |     |     |      |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Builds           |     |     |    |            |     |     |      |
| collaborative    |     |     |    |            |     |     |      |
| networks of      |     |     |    |            |     |     |      |
| constituents,    |     |     |    |            |     |     |      |
| stakeholders,    |     |     |    |            |     |     |      |
| and decision-    |     |     |    |            |     |     |      |
| makers that help |     |     |    |            |     |     |      |
| achieve the team |     |     |    |            |     |     |      |
| or unit=s        |     |     |    |            |     |     |      |
| objectives.      |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Recognizes when  |     |     |    |            |     |     |      |
| assistance is    |     |     |    |            |     |     |      |
| needed and seeks |     |     |    |            |     |     |      |
| assistance in    |     |     |    |            |     |     |      |
| accomplishing    |     |     |    |            |     |     |      |
| work objectives. |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **WRITTEN        |     |     |    |            |     |     |      |
| COMMUNICATION**  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| Drafts, edits,   |     |     |    |            |     |     |      |
| and revises for  |     |     |    |            |     |     |      |
| approval:        |     |     |    |            |     |     |      |
| correspondence;  |     |     |    |            |     |     |      |
| briefing         |     |     |    |            |     |     |      |
| materials,       |     |     |    |            |     |     |      |
| reports; plans   |     |     |    |            |     |     |      |
| and project      |     |     |    |            |     |     |      |
| proposals.       |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **Technical      |     |     |    |            |     |     |      |
| Writing          |     |     |    |            |     |     |      |
| Skills:** Writes |     |     |    |            |     |     |      |
| scientific       |     |     |    |            |     |     |      |
| and/or           |     |     |    |            |     |     |      |
| management       |     |     |    |            |     |     |      |
| reports, project |     |     |    |            |     |     |      |
| proposals, and   |     |     |    |            |     |     |      |
| other technical  |     |     |    |            |     |     |      |
| documents with   |     |     |    |            |     |     |      |
| clarity,         |     |     |    |            |     |     |      |
| succinctness,    |     |     |    |            |     |     |      |
| and accuracy.    |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **SPECIALIZED    |     |     |    |            |     |     |      |
| COMPETENCIES**   |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **Scientific     |     |     |    |            |     |     |      |
| Method:**        |     |     |    |            |     |     |      |
| Applies the      |     |     |    |            |     |     |      |
| scientific       |     |     |    |            |     |     |      |
| method and       |     |     |    |            |     |     |      |
| biological       |     |     |    |            |     |     |      |
| principles to    |     |     |    |            |     |     |      |
| problem solving  |     |     |    |            |     |     |      |
| to make sound    |     |     |    |            |     |     |      |
| and timely       |     |     |    |            |     |     |      |
| recommendations  |     |     |    |            |     |     |      |
| for wildlife     |     |     |    |            |     |     |      |
| conservation and |     |     |    |            |     |     |      |
| management.      |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **Natural        |     |     |    |            |     |     |      |
| Resource Law:**  |     |     |    |            |     |     |      |
| Familiarity with |     |     |    |            |     |     |      |
| the laws,        |     |     |    |            |     |     |      |
| regulations, and |     |     |    |            |     |     |      |
| policies         |     |     |    |            |     |     |      |
| relevant to the  |     |     |    |            |     |     |      |
| National         |     |     |    |            |     |     |      |
| Wildlife Refuge  |     |     |    |            |     |     |      |
| System.          |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

+------------------+-----+-----+----+------------+-----+-----+------+
| **Competencies   | **A | **  | ** | **Training | **  | **D | **Co |
| Needed for this  | lre | Fur | Tr | Method**   | Pro | ate | mpet |
| Position**       | ady | the | ai |            | jec | Tr  | ency |
|                  | Pos | r** | ni |            | ted | ain | Demo |
|                  | ses |     | ng |            | Tr  | ing | nstr |
|                  | ses | *   | Re |            | ain | Co  | ated |
|                  | Com | *Ob | qu |            | ing | mpl | on   |
|                  | pet | ser | ir |            | D   | ete | the  |
|                  | enc | vat | ed |            | ate | d** | J    |
|                  | y** | ion | ** |            | s** |     | ob** |
|                  |     | /Pr |    |            |     |     |      |
|                  |     | act | *  |            |     |     |      |
|                  |     | ice | *( |            |     |     |      |
|                  |     | Ne  | Y/ |            |     |     |      |
|                  |     | ede | N) |            |     |     |      |
|                  |     | d** | ** |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **Eco            |     |     |    |            |     |     |      |
| system/Landscape |     |     |    |            |     |     |      |
| Approach:**      |     |     |    |            |     |     |      |
| Understands the  |     |     |    |            |     |     |      |
| general concept  |     |     |    |            |     |     |      |
| of managing      |     |     |    |            |     |     |      |
| resources on an  |     |     |    |            |     |     |      |
| ecosystem or     |     |     |    |            |     |     |      |
| landscape        |     |     |    |            |     |     |      |
| approach and how |     |     |    |            |     |     |      |
| it impacts the   |     |     |    |            |     |     |      |
| mission of the   |     |     |    |            |     |     |      |
| Service and the  |     |     |    |            |     |     |      |
| National         |     |     |    |            |     |     |      |
| Wildlife Refuge  |     |     |    |            |     |     |      |
| System.          |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
| **GIS            |     |     |    |            |     |     |      |
| Technology:** An |     |     |    |            |     |     |      |
| understanding of |     |     |    |            |     |     |      |
| the basic        |     |     |    |            |     |     |      |
| functions and    |     |     |    |            |     |     |      |
| application of   |     |     |    |            |     |     |      |
| GIS to natural   |     |     |    |            |     |     |      |
| resource         |     |     |    |            |     |     |      |
| management.      |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+
|                  |     |     |    |            |     |     |      |
+------------------+-----+-----+----+------------+-----+-----+------+

Plan reviews: End of Year 1 \_\_\_\_\_\_\_\_ Year 2\_\_\_\_\_\_\_\_ Year
3 \_\_\_\_\_\_\_\_\_

Plan Completed: Employee:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Supervisor:
\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_\_ Date:
\_\_\_\_\_\_\_\_\_\_