LONG-TERM

GRANTS

MANAGEMENT

TRAINING PLAN

LONG-TERM

GRANTS

MANAGEMENT

TRAINING PLAN

2004-2008 2004-2008

FORWARD

eased to present the Environmental Protection Agency's Long-Term Grants Management

g Plan. Linked to EPA's Strategy for Human Capital, this Plan charts the course the

 will follow in the coming years to deliver an effective system of grants management training

A personnel and the Agency's grant recipients.

gh this Plan, the Agency will offer a combination of classroom and on-line courses to im

he training of EPA grants specialists and project officers, develop core competencies for

anagers and supervisors, and educate recipients on their grants management obligations.

an provides the framework for ensuring that EPA employees have the skills to manage

n accordance with the highest fiduciary standards and for providing recipients with the

dge they need to expend grant dollars in a fiscally responsible manner. I am confident that

 achieve the Plan's ambitious goals, with the support of the Agency's Senior Resource

ls in Headquarters and the Regions, and in collaboration with our recipient partners, includ

te, Tribal and local governments, educational institutions and non-profit organizations.

David J. O'ConnorDavid J. O'ConnorActing Administrator
LE OF CONTENTS

TION 1

RAINING GOAL 3

AREA 4

HANCE TRAINING FOR GRANT SPECIALISTS 5

HANCE PROJECT OFFICER SKILLS 6

VELOP THE CORE COMPETENCIES FOR MANAGERS AND SUPERVISORS 9

AIN GRANT RECIPIENTS 10

ALUATION AND CONTINUOUS ENHANCEMENT 11

ERFORMANCE MEASURES FOR THE LONG TERM

RANTS MANAGEMENT TRAINING PLAN 12

RANTS MANAGEMENT PLAN ACTION ITEMS BY

OAL AND TARGET COMPLETION DATE 16

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1

evotes over one-half of its entire budget, or

n, to grants to states, local governments, tribes,

, and non-profit organizations. The manage

Program is a cooperative effort involving the

on and Resources Management's Office of

t (OGD), the Headquarters National Program

 Program Offices, and Grants Management

e offices protect EPA's financial resources

se, mismanagement, and poor performance.

veness of this effort, EPA issued its Grants

003. Enhancing the skills of EPA personnel

agement is the first of the Plan’s five goals for

anagement. The first goal also requires EPA to

, the Long-Term Grants Management Training

d workforce to manage its grants and assis

his Plan, EPA proposes to train Agency senior

ists, project officers, first-line supervisors and

ant recipients on the core competencies re

nts management.

• Grant specialists and project officers are responsible for the

review, negotiation, and administration of assistance agreements. Tasks include pre-award review of grant applications,post-award monitoring, and close-out of grants. Grant specialists are primarily responsible for the administrative and financial aspects of the assistance agreements. As part of theiradministrative responsibilities, grant specialists develop andmaintain the official grant files, which consist of programmatic and fiscal information on the purpose, performance,and history of each grant. Project officers are primarilyresponsible for programmatic and technical requirements ofthe assistance agreements.

• Managers and Supervisors, located in each Headquarters,

Program, and Regional Office, are responsible for strengthening Agency-wide fiscal resource management. They work toensure compliance with laws, regulations, and policies so thatthe grants program meets the highest management andfiduciary standards while furthering the Agency's mission ofprotecting human health and the environment.

• Grant recipients are responsible for maintaining proper

policies and management controls. In many cases, they must

INTRODUCTION

TO LONG-TERM GRANTS

MANAGEMENT TRAINING PLAN
 bids for grant-related services when

rm cost or price analyses in order to track

costs.

 Office of the Inspector General (OIG)

ng Office (GAO) have expressed concern

d recipients have handled the management

A has taken a number of steps to

nt management personnel and grant

rovided three training sessions for non

sentatives on their responsibilities, with

ocurement requirements. EPA also revised

to include more information about cost/

ement documentation for sole source

ar, EPA modified its project officer train

sis on application, budget, and procure

n these efforts, the Office of Grants and

the Long-Term Grants Management

e Agency's training goals for grants man

nt recipients over the next five years.

 EPA's commitment, as specified in the

to upgrade the basic and refresher courses

Grant Specialists. The proposed revisions

ing on application, budget and procure

tition; the Integrated Grants Management

nvironmental results. The Training Plan

also addresses the skill-sets needed by managers and grant recipients.The Plan furthers Goal Four of the President’s Management Agendaregarding expanded electronic government, by fostering quick andconvenient exchange of information and training materials amongEPA offices and grant recipients.EPA recognizes the importance of linking grant training to performance measures. Table 1, found at the end of the Training Plan,outlines performance measures that will enable EPA to assess itsprogress towards grants management training goals. Table 2 connectsthe goals with specific actions and dates. These tables expand uponthe goals and performance measures outlined in EPA’s Grants Management Strategic Plan, 2003-2008.Since 1996, when grants management was identified as a weakness,EPA has implemented management controls, strengthened postaward oversight, and modified training materials. To maintain theseenhancements and respond to new challenges, EPA has developedthe Grants Management Training Plan, which will enhance theperformance of senior managers, grant specialists, project officers,first-line supervisors and their managers, and grant recipients. Enhancing the skills of EPA staff and grant recipients will help EPAbetter achieve its environmental and human health goals. The grantsprogram is a crucial mechanism for engaging the expertise andinnovative contributions of EPA's state, local, and tribal partners.Strengthening management of the grants program through trainingand other activities will ensure that this partnership continues tobenefit all stakeholders.
3

OVERALL TRAINING GOAL

Enhance the Skills of EPA PersonnelInvolved in Grants Management.

Goal 1 of EPA’sGrants Management Plan, 2003 - 2008
S BY AREA

NHANCE TRAINING FOR GRANT SPECIALISTS

UPDATE AND ENHANCE

A NATIONAL STANDARDIZED TRAINING PROGRAM

UPDATE TRAINING MATERIALSENHANCE THE DELIVERY AND AVAILABILITY OF CLASSROOM TRAINING PROGRAMS FOR GRANT SPECIALISTS

NHANCE PROJECT OFFICER SKILLS

UPDATE NATIONAL PROJECT OFFICER TRAINING MATERIALS AND COURSE CURRICULAENHANCE THE TRAINING PROGRAM THROUGH O

N-LINE TRAINING SESSIONS

ENHANCE THE DELIVERY AND AVAILABILITY OF CLASSROOM TRAINING PROGRAMS FOR PROJECT OFFICERSPURSUE STAND-ALONE INTERAGENCY AGREEMENT TRAINING

EVELOP THE CORE COMPETENCIES FOR MANAGERS AND SUPERVISORS

DEVELOP THE CORE COMPETENCIESENHANCE THE DELIVERY AND AVAILABILITY OF TRAINING PROGRAMS FOR MANAGERS AND SUPERVISORS

RAIN GRANT RECIPIENTS

DEVELOP TRAINING FOR GRANT RECIPIENTS

ENHANCE THE DELIVERY AND AVAILABILITY OF TRAINING PROGRAMS FOR GRANT RECIPIENTS

VALUATION AND CONTINUOUS ENHANCEMENT

EVALUATE THE EFFICACY OF ALL TRAINING PROGRAMSENHANCE THE DELIVERY AND AVAILABILITY OF ALL TRAINING PROGRAMS
5

GOAL 1:

ENHANCE TRAINING FOR

GRANT SPECIALISTS

ATE AND ENHANCE A NATIONAL

NING PROGRAM

he inter-agency workgroup that has been

ore a national GRANTS MANAGEMENT

AL CERTIFICATION PROGRAM. This

deled after a mandatory National Institute of

m, created in November 1995 and directed by

 Human Services Deputy Assistant Secretary

 Acquisition. The program includes agency

ty requirements at each certification level and

andidates. (GAD, FY04-08)

competencies of grant specialists through a

andardized GRANT SPECIALIST TRAIN

AM, to be delivered on-line. (GAD, FY05)

DVANCED TRAINING FOR GRANT

 class. (GAD, FY06)

TE TRAINING MATERIALS

ANT SPECIALIST TRAINING MANUAL.

l continue to focus on core competency areas

hanced discussions on planning for environ

indirect costs, budget and application review,

competition, post-award monitoring, the Integrated GrantsManagement System, and the Federal Audit Clearinghouse.(GAD, FY04)

• Develop, maintain, and update the on-line GRANT SPECIALIST TRAINING PROGRAM for grant specialists

each year. (GAD, FY05-08)

• Automate the ADVANCED TRAINING FOR GRANT

SPECIALISTS class. (GAD, FY06)

OBJECTIVE 3: ENHANCE THE DELIVERY AND AVAILABILITY OFCLASSROOM TRAINING PROGRAMS FOR GRANT SPECIALISTS

• Schedule and facilitate SPECIALIZED TRAINING FOR

GRANT SPECIALISTS for Headquarters and Regionalparticipants on an as needed basis. (GAD, FY04-05)

• Conduct GRANT SPECIALIST CORE TRAINING

CLASSROOM PROGRAMS each year. The trainings willemphasize core competency areas (including training forenvironmental results) and the Integrated Grants Management System. Expand training on core competenciesincluding application, budget and procurement review,conducting grants competitions, and planning for environmental results. (GAD, FY04-08)
ONAL PROJECT OFFICER TRAINING MATERIALS

oup chaired by OGD that will produce the

ER TRAINING MANUAL, 6th edition,

the basis for the required administrative

Officer training. The manual will empha

etencies needed to manage grants. The

date the manual to include additional

nced text on pre-award budget cost review

eview, competition, Performance Partner

tegrated Grants Management System, and

lts in work plans. The terminology will

tices (i.e. funding recommendation instead

 and the organization of the manual will

e of the grants process. The workgroup

nior Resource Officials and Regional

ll commence its work in the second quarter

 with the manual finalized by the fourth

years, the manual will be updated to reflect

olicies and guidance issuances, as well as

AD and workgroup, FY04 [6th ed.])

media, cross-regional workgroup, co-chaired

program offices, that will develop a consis

OJECT 

LLS tent approach for appropriate individual or division training of Project Officers on required program-specific topics. Training should address the Program's mission, the Govern- ment Performance and Results Act, and environmental outcomes and should help Program Officers define measure- ment instruments for negotiating assistance agreement work plans. The workgroup will complete its work by the end of fiscal year 2005 by providing recommendations. (GAD and workgroup, FY04-05) • Explore and develop the idea of an ASSISTANCE CERTIFI- CATION PROGRAM FOR PROJECT OFFICERS whose assistance agreement workload is lighter than that of most Project Officers. These project officers require more compre- hensive training due to their infrequent work with assistance agreements. This goal may be pursued through the cross- media, cross-regional workgroup established above. (GAD and programs, FY05) • Develop, pilot, and launch on-line targeted training for project officers on grants competition. (GAD, FY04-05) • Develop the Integrated Grants Management System module for the PROJECT OFFICER TRAINING MANUAL. (GAD, FY05)
7

ed project officer training on competition.

8)

THE TRAINING PROGRAM THROUGH ON-LINE

e training for the BASIC PROJECT OFFICER

uding verification of completion at each step.

ncement of the on-line training for the RE

OJECT OFFICER COURSE to include

rials on pre-application review, competition,

nitoring, environmental outcomes, and other

red in the PROJECT OFFICER TRAINING

ch step should be verified upon completion.

 training for the BASIC PROJECT OFFICER

uding verification of completion at each step.

pdate on-line training for the REFRESHER

FICER COURSE to include any new or

erials. (GAD, FY05-08)

• Update on-line training for the BASIC PROJECT OFFICER

COURSE to include all enhancements to the currentPROJECT OFFICER TRAINING MANUAL. (GAD,FY06-08)

OBJECTIVE 3: ENHANCE THE DELIVERY AND AVAILABILITY OFCLASSROOM TRAINING PROGRAMS FOR PROJECT OFFICERS

• Expand the BASIC HEADQUARTERS PROJECT OFFICER TRAINING CLASS to four days. The fourth day,

which may stand alone, will be dedicated to training ProjectOfficers on the Integrated Grants Management System.(GAD, FY04)

• Conduct six PROJECT OFFICER TRAINING SESSIONS

at Headquarters each year, with special emphasis on corecompetency areas and on modules added to the PROJECTOFFICER TRAINING MANUAL. (GAD, FY04-08)

• Use an on-line registration form that closes a class when it is

full and provides alternate dates. (GAD, FY04)

• Provide all class dates and locations of Project Officer training

(occurring at Regions, Programs, and Headquarters) on theGAD training website to provide a complete picture ofavailable training activities and training opportunities forprospective Project Officers. (GAD, programs, regions, FY04)
HER HEADQUARTERS PROJECT

ING CLASSES, with special emphasis on

reas, the Integrated Grants Management

odules added to the PROJECT OFFICER

UAL. (GAD, FY04-07)

 STAND-ALONE INTERAGENCY

CLASSROOM INTERAGENCY

RAINING. (GAD, FY04)

 INTERAGENCY AGREEMENT

OJECT OFFICER COURSE, as requested

 Management Offices. This activity de

mpletion of the streamlining workgroups

eragency Integrated Grants Management

 FY04)

OM INTERAGENCY AGREEMENT

OFFICER COURSE. (GAD, FY05)

TERAGENCY AGREEMENT RE

ECT OFFICERS COURSE. (GAD, FY05)

• Maintain and update on-line training for the INTERAGENCY AGREEMENT REFRESHER PROJECT OFFICER COURSE to include any new or additional materials.

(GAD, FY05-08)

• Conduct CLASSROOM INTERAGENCY AGREEMENT

REFRESHER PROJECT OFFICER COURSES on demandas needed. (GAD, FY06-08)
9

ELOP THE CORE COMPETENCIES

lot MANDATORY MANAGER TRAINING

 of project officers. (GAD, FY04)

rkgroup that will develop a training strategy

d the target audience for mandatory on-line

ved in grant management training. (GAD and

5)

eploy on-line mandatory training for managers

nts management. (GAD, FY05)

ANCE THE DELIVERY AND AVAILABILITY OF

S FOR MANAGERS AND SUPERVISORS

nt on demand class-room GRANTS MAN

RAINING PROGRAM for managers and

GAD, FY04-08)

pdate on-line mandatory training for manag

06-08)

GOAL 3:

DEVELOP THE CORE COMPETENCIES

FOR MANAGERS AND SUPERVISORS
P TRAINING FOR GRANT RECIPIENTS

ulum for a RECIPIENT TRAINING

ofits. (GAD, FY04)

um for ADMINISTRATIVE GRANTS

TRAINING for American Indian Tribes.

ECIPIENT TRAINING. (GAD, FY04)

T

OBJECTIVE 2: ENHANCE THE DELIVERY AND AVAILABILITY OFTRAINING PROGRAMS FOR GRANT RECIPIENTS

• Distribute grants management video, developed in fiscal year

2003, to nonprofit recipients. (GAD, FY04)

• Offer and maintain an on-line RECIPIENT TRAINING

CLASS for non-profits with a supporting database to track thecertification process. (GAD, FY05-08)

• Conduct ADMINISTRATIVE GRANTS MANAGEMENT

TRAINING for American Indian Tribes. (GAD, FY05-08)
11

UATE THE EFFICACY OF ALL TRAINING

sess whether programs and regions are deliv

ngs consistently. (GAD, FY04-08)

essment of the Plan at the end of the fiscal

fies training successes as well as areas in need

nt. (GAD and JROs, FY04-05, FY07-08)

ect Officer certification process to determine

hould change the re-certification periods to

 instead of every three years. (GAD and

erall assessment of Training Plan outputs, at

h fiscal year, evaluating and identifying out

e General Accounting Office guide as a model

G). (GAD, FY05-06)

GOAL 5:

EVALUATION AND CONTINUOUS

ENHANCEMENT

OBJECTIVE 2: ENHANCE THE DELIVERY AND AVAILABILITY OFALL TRAINING PROGRAMS, MAKING NECESSARY ENHANCEMENTSBASED ON EVALUATION OF TRANING

• Based on assessments as necessary, increase frequency of

trainings, content of training, and expand on-line offerings.(GAD, FY04-08)

• Develop the 2008-2013 LONG-TERM TRAINING PLAN

using available best practices and lessons learned in previousyears. (GAD and workgroup, FY08)
TABLE 1

PERFORMANCE MEASURES FOR THE LONG-TERM GRANTS MANAGEMENT TRAINING PLAN

SURES BASELINE TARGET CALCULATION/FIELDS

R GRANTS SPECIALISTS

dled by

 taken

s

SOURCE OF DATA

edge,

ed before

classroom

Certified GrantsSpecialists withAdvanced Trainingand Active Grants

Number of active grantsmanaged by grants specialistswho have taken the advancedtraining class/total number ofactive grants

0 100% (FY08)

0 (75%) FY05

(80%) FY06(85%) FY07(90%) FY08

Exam Change in average

exam score after training/average exam scorebefore training
13

MEASURES BASELINE TARGET SOURCE OF DATA: DATABASE(S) CALCULATION/FIELDS

TABLE 1 (CONTINUED)

RFORMANCE MEASURES FOR THE LONG TERM GRANTS MANAGEMENT TRAINING PLAN

managed by

ave taken

er refresher

0 30% by 2004

60% by 2005100% by 2006

Certified ProjectOfficers who havetaken RefresherCourse and ActiveGrants

Number of active grantsmanaged by project officerswho have taken the enhancedrefresher course/total numberof active grants

ECT OFFICER SKILLS

nowledge,

livered before

er classroom

0 (75%) FY05

(80%) FY06(85%) FY07(90%) FY08

Exam

nowledge,

livered before

urse

0 (75%) FY05

(80%) FY06(85%) FY07(90%) FY08

Exam

managed by

rs

85% inDecember 2002

100% byApril 2003

Number of active grantsmanaged by certified projectofficers/total number ofactive grants

Certified ProjectOfficers and ActiveGrants

Change in averageexam score after training/average exam scorebefore training

Change in averageexam score after training/average exam scorebefore training
TABLE 1 (CONTINUED)

ORMANCE MEASURES FOR THE LONG-TERM GRANTS MANAGEMENT TRAINING PLAN

SURES BASELINE TARGET CALCULATION/FIELDS

Managers andSupervisors whohave taken a training class and ActiveGrants

Number of managers andsupervisors who have takenmandatory manager training/total number of managers andsupervisors managing activegrants

 supervi

datory

ledge,

red

training

0

SOURCE OF DATA

100% (FY08)

0

OMPETENCIESFOR MANAGERS AND SUPERVISORS

(75%) FY05 Exam(80%) FY06(85%) FY07(90%) FY08

Change in averageexam score after training/average exam scorebefore training
15

MEASURES BASELINE TARGET SOURCE OF DATA: DATABASE(S) CALCULATION/FIELDS

TABLE 1 (CONTINUED)

ERFORMANCE MEASURES FOR THE LONG TERM GRANTS MANAGEMENT TRAINING PLAN

ofit grant

Under Development 30% (FY05)

60% (FY06)100% (FY07)

Trained GrantRecipients andActive Grants

Number of grant recipientswho have received training/total number of grant recipients

RECIPIENTS

ompliance

rained grant

Under Development 30% (FY05)

60% (FY06)90% (FY07)based on statisticalsample

ComplianceActivities

Change in compliance issuesamong trained grant recipients/compliance issues amongsimilar grant recipients, priorto training
TABLE 2

NTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

RAINING FOR GRANT SPECIALISTS

2005 2006 AND BEYOND

agency workgroup

o explore a national

MENT PROFES

TION PROGRAM.

ed after a mandatory

ealth program,

995 and directed by

 Services Deputy

Grants and Acquisi

udes agency-specific

at each certification

candidates.

PECIALIST

L. The manual will

ore competency

nced discussions on

ental results, indirect

cation review,

rd monitoring, the

agement System,

Clearinghouse.

SPECIALIZED

ANT SPECIAL

and Regional

eeded basis.

• Participate in the inter-agency workgroup

that has been formed to explore a nationalGRANTS MANAGEMENT PROFESSIONAL CERTIFICATION PROGRAM.This program is modeled after a mandatoryNational Institute of Health program,created in November 1995 and directed bythe Health and Human Services DeputyAssistant Secretary for Grants and Acquisition. The program includes agency-specificeligibility requirements at each certificationlevel and evaluation of candidates.

• Enhance core competencies of grant

specialists through a national and standardized GRANT SPECIALIST TRAININGPROGRAM, to be delivered on-line.

• Develop, maintain, and update the on-line

GRANT SPECIALIST TRAININGPROGRAM for grant specialists each year.

• Schedule and facilitate SPECIALIZED

TRAINING FOR GRANT SPECIALISTSfor Headquarters and Regional participantson an as needed basis. The first trainingsession will cover accounting.

• Participate in the inter-agency workgroup

that has been formed to explore a nationalGRANTS MANAGEMENT PROFESSIONAL CERTIFICATION PROGRAM. This program is modeled after amandatory National Institute of Healthprogram, created in November 1995 anddirected by the Health and Human Services Deputy Assistant Secretary forGrants and Acquisition. The programincludes agency-specific eligibility requirements at each certification level andevaluation of candidates.

• Develop the ADVANCED TRAINING

FOR GRANT SPECIALISTS class.

• Develop, maintain, and update the on-line

GRANT SPECIALIST TRAININGPROGRAM for grant specialists each year.

• Automate the ADVANCED TRAINING

FOR GRANT SPECIALISTS class.

• Conduct GRANT SPECIALIST CORE

TRAINING CLASSROOM PROGRAMSeach year. The trainings will emphasizecore competency areas (including training
17

TABLE 2 (CONTINUED)

GRANTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

E TRAINING FOR GRANT SPECIALISTS (CONTINUED)

004 2005 2006 AND BEYOND

SPECIALIST CORE

SROOM PROGRAMS

nings will emphasize

reas (including training

results) and Integrated

nt System. Expand

mpetencies including

 and procurement

grants competitions,

nvironmental results.

• Conduct GRANT SPECIALIST CORE

TRAINING CLASSROOM PROGRAMSeach year. The trainings will emphasize corecompetency areas (including training forenvironmental results) and IntegratedGrants Management System. Expandtraining on core competencies includingapplication, budget and procurementreview, conducting grants competitions,and planning for environmental results.

for environmental results) and IntegratedGrants Management System. Expandtraining on core competencies includingapplication, budget and procurementreview, conducting grants competitions,and planning for environmental results.
TABLE 2 (CONTINUED)

NTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

CT OFFICERS SKILLS

2005 2006 AND BEYOND

 chaired by OGD

ROJECT OFFICER

L, 6th edition, which

or the required

of Project Officer

ill emphasize the

ded to manage

 will update the

tional modules and

ward budget cost

nt review, competi

nership Grants, the

agement System,

ults in work plans.

eflect present prac

mmendation instead

d the organization of

the sequence of the

rkgroup will made

Officials and Re

 will commence its

arter of fiscal year

 finalized by the

re years, the manual

ect new and revised

ssuances, as well as

• Establish a cross-media, cross-regional

workgroup, co-chaired by OGD and theprogram offices, that will develop a consistent approach for appropriate individual ordivision training of Project Officers onrequired program-specific topics. Trainingshould address the Program's mission,Government Performance and Results Act,and environmental outcomes and shouldhelp Program Officers define measurementinstruments for negotiating assistanceagreement work plans. The workgroup willcomplete its work by the end of fiscal year2005 by providing recommendations.

• Explore and develop the idea of an ASSISTANCE CERTIFICATION PROGRAM

FOR PROJECT OFFICERS whose assistance agreement workload is ligher than thatof most Project Officers. These projectofficers require more comprehensive trainingdue to their infriquent work with assistanceagreements. This goal may be pursuedthrough the cross-media, cross-regionalworkgroup established above.

• Deploy advanced project officer training on

competition.

• Maintain and update on-line training for the

REFRESHER PROJECT OFFICERCOURSE to include any new or additionalmaterials.

• Update on-line training for the BASIC

PROJECT OFFICER COURSE to includeall enhancements to the current PROJECTOFFICER TRAINING MANUAL.

• Conduct six PROJECT OFFICER TRAINING SESSIONS at Headquarters each year,

with special emphasis on core competencyareas and on modules added to thePROJECT OFFICER TRAININGMANUAL.

• Conduct two REFRESHER HEADQUARTERS PROJECT OFFICER TRAINING

CLASSES per year, with special emphasis oncore competency areas, the IntegratedGrants Management System, and newmodules added to the PROJECT OFFICERTRAINING MANUAL. The second day ofthe training session will focus on the Integrated Grants Management System requirement.
19

TABLE 2 (CONTINUED)

GRANTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

ROJECT OFFICERS SKILLS (CONTINUED)

004 2005 2006 AND BEYOND

edia, cross-regional

red by OGD and the

at will develop a consis

ppropriate individual or

Project Officers on

pecific topics. Training

Program's mission,

rmance and Results Act,

outcomes and should

ers define measurement

gotiating assistance

ans. The workgroup will

by the end of fiscal year

ecommendations.

launch on-line targeted

officers and grants

ining for the BASIC

ER COURSE, including

pletion at each step.

ment of the on-line

FRESHER PROJECT

E to include additional

plication review, compe

monitoring, environmen

ther new areas covered

• Develop, pilot,and launch on-line targeted

training for project officers and grantscompetition.

• Develop the Integrated Grants Management System module for the PROJECT

OFFICER TRAINING MANUAL.

• Deploy advanced project officer training on

competition.

• Deploy on-line training for the BASIC

PROJECT OFFICER COURSE, includingverification of completion at each step.

• Maintain and update on-line training for the

REFRESHER PROJECT OFFICERCOURSE to include any new or additionalmaterials.

• Conduct six PROJECT OFFICER TRAINING SESSIONS at Headquarters each year,

with special emphasis on core competencyareas and on modules added to thePROJECT OFFICER TRAININGMANUAL.

• Conduct two REFRESHER HEADQUARTERS PROJECT OFFICER TRAINING

CLASSES per year, with special emphasison core competency areas, the Integrated

• Maintain and update on-line training for

the INTERAGENCY AGREEMENTREFRESHER PROJECT OFFICERCOURSE to include any new or additional materials.

• Conduct CLASSROOM INTERAGENCY AGREEMENT REFRESHER PROJECT OFFICER

COURSES on demand as needed.
TABLE 2 (CONTINUED)

NTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

CT OFFICERS SKILLS (CONTINUED)

2005 2006 AND BEYOND

ICER TRAINING

hould be verified

EADQUARTERS

TRAINING CLASS

h day, which may

dicated to training

 Integrated Grants

 OFFICER

NS at Headquarters

emphasis on core

on modules added to

ER TRAINING

ion form that closes

d provides alternate

and locations of

 (occurring at

 Headquarters) on

ite to provide a

ailable training

pportunities for

ficers.

Grants Management System, and newmodules added to the PROJECT OFFICER TRAINING MANUAL. Thesecond day of the training session willfocus on the Integrated Grants Management System requirement.

• Deploy CLASSROOM INTERAGENCY

AGREEMENT BASIC PROJECT OFFICER COURSE.

• Deploy on-line INTERAGENCY

AGREEMENT REFRESHER PROJECTOFFICERS COURSE.

• Maintain and update on-line training for

the INTERAGENCY AGREEMENTREFRESHER PROJECT OFFICERCOURSE to include any new or additionalmaterials.
21

TABLE 2 (CONTINUED)

GRANTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

ROJECT OFFICERS SKILLS (CONTINUED)

004 2005 2006 AND BEYOND

HER HEADQUAR

OFFICER TRAINING

ecial emphasis on core

he Integrated Grants

m, and new modules

ECT OFFICER

UAL.

CLASSROOM INTER

EMENT TRAINING.

 INTERAGENCY

EFRESHER PROJECT

SE, as requested by

anagement Offices. This

on the completion of

rkgroups project and

egrated Grants ManageTABLE 2 (CONTINUED)

GRANTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

HE CORE COMPETENCIES FOR MANAGERS AND SUPERVISORS

2005 2006 AND BEYOND

NDATORY MAN

r supervisors of

 that will develop a

ll expand the target

y on-line managers

gement training.

mand class-room

MENT TRAINING

ers and supervisors.

• Conduct current on demand class-room

GRANTS MANAGEMENT TRAININGPROGRAM for managers and supervisors.

• Maintain and update on-line mandatory

training for managers.

• Establish a workgroup that will develop a

training strategy and will expand the targetaudience for mandatory on-line managersinvolved in grant management training.

• Produce and deploy on-line mandatory

training for managers involved in grantsmanagement.

• Conduct current on demand class-room

GRANTS MANAGEMENT TRAININGPROGRAM for managers and supervisors.
23

TABLE 2 (CONTINUED)

GRANTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

T RECIPIENTS

004 2005 2006 AND BEYOND

• Offer and maintain an on-line RECIPIENT TRAINING CLASS for non-profits

and tribes with a supporting database totrack the certification process.

• Conduct ADMINISTRATIVE GRANTS

MANAGEMENT TRAINING for American Indian Tribes.

ulum for a RECIPI

CLASS for non-profits.

um for ADMINIS

TS MANAGEMENT

merican Indian Tribes.

ECIPIENT TRAIN

management video,

year 2003, to nonprofit

• Offer and maintain an on-line RECIPIENT TRAINING CLASS for non-profits

and tribes with a supporting database totrack the certification process.

• Conduct ADMINISTRATIVE GRANTS

MANAGEMENT TRAINING for American Indian Tribes.
TABLE 2 (CONTINUED)

GRANTS MANAGEMENT PLAN ACTION ITEMS BY GOAL AND TARGET COMPLETION DATE

AND CONTINUOUS ENHANCEMENT

2005 2006 AND BEYOND

hether programs and

he trainings consis

 of the Plan at the

at identifies training

as in need of

as necessary, in

inings, content of

-line offerings.

• Evaluate and assess whether programs and

regions are delivering the trainings consistently.

• Perform an assessment of the Plan at the

end of the fiscal year that identifies trainingsuccesses as well as areas in need ofenhancement.

• Assess the Project Officer certification

process to determine whether EPA shouldchange the re-certification periods to everytwo years instead of every three years.

• Perform an overall assessment of Training

Plan outputs, at the end of each fiscal year,evaluating and identifying outcomes usingthe General Accounting Office guide as amodel (GAO-03-893G).

• Based on assessments as necessary, increase

frequency of trainings, content of training,and expand on-line offerings.

• Evaluate and assess whether programs

and regions are delivering the trainingsconsistently.

• Perform an assessment of the Plan at the

end of the fiscal year that identifies training successes as well as areas in need ofenhancement.

• Perform an overall assessment of Training

Plan outputs, at the end of each fiscal year,evaluating and identifying outcomes usingthe General Accounting Office guide as amodel (GAO-03-893G).

• Based on assessments as necessary, increase frequency of trainings, content of

training, and expand on-line offerings.

• Develop the 2008-2013 LONG-TERM

TRAINING PLAN using available bestpractices and lessons learned in previousyears.
25

WE WELCOME YOUR COMMENTS!

Thank you for your interest in the Environmental ProtectionAgency's Long-Term Grants Management Training Plan. Wewelcome your comments on how we can make this Plan a moreinformative document for our audience and stakeholders. Pleasesend your comments to http://www.epa.gov/ogd/grants/comments.htm or write to:

Office of Grants and Debarment (3901R)

Environmental Protection Agency

1200 Pennsylvania Avenue, NW

Washington, DC 20460


United States

Environmental Protection Agency

Office of Grants and Debarment (3901R)

1200 Pennsylvania Ave, NW

Washington, DC 20460

EPA-216-R-04-001

www.epa.gov

August 2004