DOE M 360.1-1B 

10-11-01 

THIS SHEET IS TO REMAIN WITH DOE M 360.1-1B. 

This page transmits notification of administrative changes to DOE M 360.1A-1, Federal Employee 

Training Manual, dated 9-21-99. This page also serves notice that DOE M 360.1-1A is hereby 

cancelled immediately, and has been superceded by DOE M 360.1-1B. 

These administrative changes occurred to bring DOE M 360.1-1A into compliance with the 

National Nuclear Security Administration statute (title 32 of the National Defense Authorization 

Act for Fiscal Year 2000, Public Law 106-65). 
DOE M 360.1-1B 

Approved: 10-11-01 

FEDERAL EMPLOYEE 

TRAINING MANUAL 

U.S. DEPARTMENT OF ENERGY 

Office of Management, Budget and Evaluation 

Distribution: Initiated By: 

All Departmental Elements Office of Training and 

Human Resource Development 
DOE M 360.1-1B i (and ii) 

10-11-01 

FEDERAL EMPLOYEE TRAINING MANUAL 

1. PURPOSE. This Manual provides detailed requirements to supplement DOE O 360.1B, 

Federal Employee Training, dated 10-11-01. The information in this Manual is intended to 

assist in improving Federal workforce performance under Department of Energy (DOE) 

managed Federal employee training. This includes training, academic and other education 

programs, developmental assignments, workforce development programs, which may use a 

range of personnel and training authorities, and other learning-related activities. 

2. APPLICABILITY. This Manual applies to all DOE elements, including those in the 

National Nuclear Security Administration (NNSA), and Federal employees. The 

provisions of this Manual have special application as stated below: 

a. Administrator, National Nuclear Security Administration and Director, Naval 

Nuclear Propulsion Program. The Administrator, National Nuclear Security 

Administration, implements and oversees all policy and practices pertaining to 

DOE O 360.1B for activities under the Administrator’s cognizance, with the 

exception, that in accordance with the responsibilities and authorities assigned by 

Executive Order 12344, statutorily prescribed by 42 United States Code (U.S.C.) 

7158, note, and to ensure consistency throughout the joint Navy/DOE 

organization of the Naval Nuclear Propulsion Program, implements and oversees 

all policy and practices pertaining to DOE O 360.1B for activities under the 

Director’s cognizance. 

b. Uniformed officers of military or civilian services in pay status who are working 

in DOE assignments must have training approved under this Manual, but no 

training funds appropriated to DOE will be authorized to pay for their training, 

except where training participation is on a no-material-cost basis. 

c. Intergovernmental Personnel Act assignees, students hired under the Student 

Career Experience Program, and civilian employees of other Federal agencies on 

detail to DOE will have training approved consistent with the terms of their 

assignments and this Manual. 

3. REFERENCE. DOE O 360.1B, Federal Employee Training. 

4. CONTACT. Questions concerning this Manual should be addressed to the Office of 

Training and Human Resource Development at 202-287-1656. 

BY ORDER OF THE SECRETARY OF ENERGY: 

FRANCIS S. BLAKE 

Deputy Secretary 
 

DOE M 360.1-1B iii 

10-11-01 

CONTENTS 

Page 

CHAPTER I: FEDERAL EMPLOYEE TRAINING 

1. PURPOSE OF FEDERAL EMPLOYEE TRAINING ........................... I-1 

2. USE .................................................................. I-1 

3. TRAINING POLICIES, PROCEDURES, AND REPORTS ...................... I-1 

a. Element training policies and procedures ................................ I-1 

b. DOE element annual training summary reports ............................ I-2 

c. Reports on training programs under training agreements .................... I-2 

d. DOE annual training summary report. ................................... I-3 

4. TRAINING NEEDS ASSESSMENT ........................................ I-3 

a. Critical training needs ............................................... I-3 

b. Coordination of multi-element training needs assessments .................. I-3 

c. Individual development plans ......................................... I-3 

5. TRAINING PLANS AND RESOURCES .................................... I-3 

a. DOE element training plans ........................................... I-3 

b. Training resources .................................................. I-4 

6. WORKFORCE DEVELOPMENT PROGRAMS UNDER TRAINING 

AGREEMENTS ........................................................ I-6 

7. ANNOUNCEMENT AND CANCELLATION OF TRAINING ................... I-6 

a. Merit-based selection ................................................ I-6 

b. Notice of cancellation ............................................... I-6 

8. TRAINING REQUESTS, APPROVALS, AND AUTHORIZATIONS ............. I-6 

a. Training as a work assignment ......................................... I-7 

b. Preparation of training requests ........................................ I-7 

c. Training approval ................................................... I-7 

d. Training authorization ............................................... I-7 

e. Status of training requests ............................................ I-7 

f. Notification of participation ........................................... I-7 

g. Concurrence of the Secretary .......................................... I-7 

h. Non-U.S. training ................................................... I-8 

i. Payment conditions ................................................. I-8 

j. Allowable costs .................................................... I-9 

k. Unallowable costs .................................................. I-9 
iv DOE M 360.1-1B 

10-11-01 

CONTENTS (continued) 

Page 

l. Work schedule modifications ........................................ I-10 

m. Continued service obligations ........................................ I-10 

n. Approval of training for heads of elements .............................. I-10 

o. Approval of training for the Secretary, Deputy Secretary, Under Secretary, 

and Presidential appointees .......................................... I-10 

p. Liability for training not approved and authorized in advance ............... I-10 

9. TRAINING COMPLETION AND EVALUATION ........................... I-10 

a. Documentation of satisfactory completion .............................. I-11 

b. Required attendance ................................................ I-11 

c. Unsatisfactory completion ........................................... I-11 

d. Waiver of training completion requirements ............................. I-11 

10. EMPLOYEE TRAINING RECORDS ...................................... I-11 

a. Training information management system requirements .................... I-11 

b. Maintenance of training records ...................................... I-11 

c. Disposition of employee training records ............................... I-11 

d. Record of repayment of training costs .................................. I-12 

11. TRAINING PROGRAM RECORDS ....................................... I-12 

12. LEARNING ACHIEVEMENT RECOGNITION ............................. I-12 

a. Criteria .......................................................... I-12 

b. Employees of other elements ......................................... I-12 

13. TRAINING PROGRAM EVALUATION ................................... I-12 

14. TRAINING STAFF COMPETENCIES ..................................... I-13 

a. Training program-related competencies ................................ I-13 

b. Training management-related competencies ............................. I-13 

CHAPTER II: WORKFORCE DEVELOPMENT PROGRAMS 

1. PURPOSE ............................................................. II-1 

2. TYPES OF WORKFORCE DEVELOPMENT PROGRAMS ..................... II-1 

a. External .......................................................... II-1 

b. Internal ........................................................... II-1 
DOE M 360.1-1B v 

10-11-01 

CONTENTS (continued) 

Page 

3. APPROVAL OF TRAINING AGREEMENTS GOVERNING WORKFORCE 

DEVELOPMENT PROGRAMS ........................................... II-1 

a. DOE element programs .............................................. II-1 

b. Multi-element program .............................................. II-1 

4. MINIMUM CONTENTS OF TRAINING AGREEMENTS ...................... II-2 

5. MINIMUM CONTENTS OF TRAINING AGREEMENT 

IMPLEMENTATION PLANS ............................................. II-2 

6. FEDERAL PERSONNEL FLEXIBILITIES AVAILABLE AS AUTHORIZED 

BY HUMAN RESOURCE DIRECTORS .................................... II-3 

7. MERIT PRINCIPLES .................................................... II-4 

8. ACADEMIC DEGREE TRAINING ........................................ II-4 

a. Covered employees ................................................. II-4 

b. Objective ......................................................... II-4 

c. Shortage occupation course of study .................................... II-4 

d. Recruitment and appointment or reassignment ............................ II-4 

e. Priorities .......................................................... II-4 

f. Records .......................................................... II-5 

g. Ineligible employees ................................................ II-5 

9. CONTINUITY OF CURRENT PROGRAMS ................................. II-5 

CHAPTER III: CONTINUED SERVICE OBLIGATIONS 

1. ESTABLISHING CONTINUED SERVICE OBLIGATIONS .................... III-1 

a. DOE minimum requirement ......................................... III-1 

b. Exemptions ...................................................... III-1 

c. Employee agreement ............................................... III-1 

2. PERIOD OF OBLIGATED SERVICE ...................................... III-1 

a. Standard obligation ................................................ III-1 

b. Adjustment for non-pay status ........................................ III-2 

c. Responsibility for service completion record ............................ III-2 
vi DOE M 360.1-1B 

10-11-01 

CONTENTS (continued) 

Page 

3. CALCULATION OF CONTINUED SERVICE OBLIGATION MONETARY 

VALUE UPON SEPARATION ........................................... III-2 

a. Calculation ....................................................... III-2 

b. Completion of obligation ............................................ III-3 

4. ADMINISTERING CONTINUED SERVICE AGREEMENTS .................. III-3 

a. Involuntary separations ............................................. III-3 

b. Orders to military service. ........................................... III-3 

c. Transfer to an international organization ................................ III-3 

d. Transfer to another Federal agency .................................... III-3 

e. Liability in voluntary separation ...................................... III-3 

f. Method of collection ............................................... III-4 

g. Request for waiver ................................................. III-4 

h. Record of unmet obligation .......................................... III-4 

CHAPTER IV: CORPORATE HUMAN RESOURCE INFORMATION SYSTEM 

TRAINING ADMINISTRATION 

CHAPTER V: TECHNICAL QUALIFICATION PROGRAM 

1. PURPOSE ............................................................ V-1 

2. APPLICABILITY ...................................................... V-1 

3. OBJECTIVES ......................................................... V-1 

4. FEDERAL TECHNICAL CAPABILITY PANEL ............................. V-1 

5. TECHNICAL QUALIFICATION PROGRAM COMPONENTS ................. V-2 

a. Plans and procedures ............................................... V-2 

b. Qualification standards for the Technical Qualification Program ............. V-2 

6. TECHNICAL QUALIFICATION PROGRAM IMPLEMENTATION ............. V-3 

7. HUMAN RESOURCE MANAGEMENT REQUIREMENTS ................... V-3 

8. TECHNICAL QUALIFICATION PROGRAM EVALUATIONS ................. V-4 
DOE M 360.1-1B I-1 

10-11-01 

CHAPTER I 

FEDERAL EMPLOYEE TRAINING 

1. PURPOSE OF FEDERAL EMPLOYEE TRAINING. The purpose of training is to 

improve workforce performance related to the mission and strategic objectives of DOE 

through a cyclical program of training planning, needs analysis and assessment, design, 

development, implementation, and evaluation. The term “training” describes a number of 

functions: 

a. formal and informal training, education, developmental, and other learning 

assignments; 

b. application of acquired knowledge, skills, and experience to workplace 

responsibilities; and 

c. use as a tool to recruit and maintain a talented, diverse, and versatile workforce. 

2. USE. This Manual provides detailed requirements for Federal employee training within 

DOE. It is designed to be used by training program officials, human resource 

management officials, executives, managers, supervisors, and employees who share the 

responsibilities for administering and the opportunities to participate in Federal employee 

training. Basic requirements, restrictions, responsibilities, and references are contained 

in the associated Order, DOE O 360.1B. 

3. TRAINING POLICIES, PROCEDURES, AND REPORTS 

a. Element training policies and procedures. Each DOE element must have training 

policies and/or procedures that establish an integrated cycle of organizational 

needs analysis and training needs assessment, planning, resource allocation, 

design and delivery, evaluation, and reporting processes which are consistent with 

the requirements and responsibilities of this Manual and include, but are not 

limited to, the following: 

(1) Official(s) designated to approve training requests, other than first-line 

supervisors. 

(2) Official(s) designated to authorize training requests, limitations of such 

authorities, and concurrences required. 

(3) Official(s) responsible for training program management, such as 

completion of element training plan, conduct of needs assessments and 

evaluations, and oversight of developmental assignments. 
I-2 DOE M 360.1-1B 

10-11-01 

(4) Annual review and revision of individual development plans. 

(5) Continued service obligation conditions imposed by the DOE element. 

(6) Procedures for waiver of training completion and continued service 

obligations. 

(7) Employee obligations (i.e., individual development planning, initiation of 

training requests, completion and evaluation of training, and continued 

service obligations). 

(8) Procurement authorities delegated to training management officials. 

(9) Employee training and training program records creation, maintenance, 

and disposition. 

b. DOE element annual training summary reports. Each DOE element must, within 

3 months of the close of the fiscal year, complete an annual training summary 

report on objectives, costs, and incidents of training that describes at least the 

following: 

(1) Accomplishments in relation to critical needs, goals, objectives, and 

training outcome and performance measures. 

(2) Training expenditures compared to number of Federal training staff, 

training staff travel funds, and program funds budgeted. 

(3) Annual information as requested, for example: 

(a) number of employees in workforce; 

(b) training office or organization staff cost; 

(c) total expenditure for purchased training goods and services; 

(d) total duty hours and non-duty hours in training; 

(e) total duty hour and non-duty hour training incidences; 

(f) cost of participant salaries while in training; 

(g) training-related travel; and 

(h) organizational, functional, and occupational needs assessments 

completed and percent of employees with individual development 

plans. 

c. Reports on training programs under training agreements. DOE elements that 

provide training under training agreements must have a specific, separate 

component of their annual summary report that describes the training. 
DOE M 360.1-1B I-3 

10-11-01 

d. DOE annual training summary report. The Office of Training and Human 

Resource Development must prepare an annual training summary report 

describing costs, instances, and accomplishments relative to critical, trainingrelated, DOE mission objectives and DOE-wide training goals and needs. 

4. TRAINING NEEDS ASSESSMENT. 

a. Critical training needs. Each DOE element must identify annually its critical 

training needs through organizational analyses and annual review and revision of 

individual development plans. 

b. Coordination of multi-element training needs assessments. The DOE Director of 

Training and Human Resource Development must coordinate and evaluate multielement training needs assessments, as needed, including functional and 

occupational needs assessments, which are designed to meet DOE-wide training 

program objectives. 

c. Individual development plans. 

(1) The immediate supervisor must annually discuss training needs with each 

employee in regard to job requirements, including technical qualification 

standards, and the competencies needed to meet those requirements. 

Immediate supervisors must have this discussion with new and reassigned 

employees within 60 days of the person joining DOE or being reassigned. 

(2) Based on this discussion, each employee must have the opportunity to 

prepare an individual development plan which must be reviewed and 

revised, as appropriate, annually. Supervisors must ensure that all 

employees have an individual development plan, except where supervisors 

determine and record that individual development planning would result in 

little or no benefit to DOE because of an employee’s position, expertise, 

career status, performance level, or personal circumstances. 

(3) The individual development plan describes reasonable and appropriate 

employee training objectives and activities. The plan does not approve 

and/or authorize any training; all training must be approved and authorized 

in accordance with the training policies and procedures of the DOE 

element. 

5. TRAINING PLANS AND RESOURCES. 

a. DOE element training plans. Each DOE element must have a training plan 

which describes the following: 
I-4 DOE M 360.1-1B 

10-11-01 

(1) Element critical needs or those immediate training needs which, when met, 

will be effective in improving organizational and workforce performance. 

(2) Training goals and objectives. 

(3) Training outcome and performance measures. 

(4) Federal training staff and estimated training staff travel funds. 

(5) Training budget, including future resource estimates for multi-year 

programs. 

(6) Major training delivery programs, projects, and other significant activities. 

(7) Schedules for review and revision of individual development plans, 

conduct of needs assessment(s), completion of annual training summary 

report, and initiation of periodic review of training plan. 

(8) Mandatory training 

(a) Compliance training—training required by statute, regulation, 

DOE directives, and contract management obligations. 

(b) Directed training—training required by heads of elements (first-tier 

Headquarters and senior operations/field office officials). 

(9) Manager, supervisor and team leader training 

(a) Training in leadership and management competencies, such as 

strategic planning, policy development and agency representation, 

Federal and DOE budget processes, managing a diverse workforce, 

conflict management, and human resource management and 

development. 

(b) Work assignments that provide experience in the use of leadership 

competencies. 

(10) Each DOE element that provides DOE-wide or multi-element training 

must have a separate component of its training plan for that multi-element 

training program(s). 
DOE M 360.1-1B I-5 

10-11-01 

b. Training resources. 

(1) Elements must include training funding in budget submissions, prioritize 

training needs, and allocate resources accordingly in training plans. 

(2) Each DOE element, in allocating resources to support training programs, 

must give due consideration to DOE and element strategic objectives; 

training required by law, regulation, DOE directive, or a technical 

qualification or work performance competency standard; and individual 

training needs as determined through element needs analyses and 

functional, occupational, and individual needs assessments and individual 

development plans. 

(3) Training costs can be paid from program funds where the training supports 

DOE mission and program objectives and the training is an 

administratively practical method of meeting the necessary program 

expense of ensuring performance of assigned DOE duties. 

(4) Travel funds may be used to pay conference fees where the conference 

qualifies as a training activity and official travel is approved to attend the 

conference. 

(5) Funds, up to the cost of training programs or services provided to nonDOE participants (or equivalent training services), must be received and 

credited to the DOE or other appropriation supporting such training 

activities in accordance with law and standard Federal Government and 

DOE accounting policies and procedures. Examples of this are— 

(a) unique training provided to private sector corporations or 

individuals under the Work-for-Others program; 

(b) professional, administrative, and technical training that is available 

to Federal employees and is provided to State and local 

government officials and employees; and 

(c) training provided to or developed and delivered under interagency 

agreements or cooperative arrangements with other Federal 

agencies. 

(6) DOE contractors, citizens, and other persons on an individual basis can 

only participate in training paid for with DOE Federal employee training 

funds (a) on a space-available basis, (b) if it will benefit DOE, and 

(c) either direct statutory or contract authority exists to provide such 

training or participation would be at no-material-cost to DOE. 
I-6 DOE M 360.1-1B 

10-11-01 

(7) Training costs, contributions, awards, or services paid for by Internal 

Revenue Service designated 501(c)(3), nonprofit organizations may be 

accepted by employees after receiving approval in accordance with 

element policies and/or procedures. 

6. WORKFORCE DEVELOPMENT PROGRAMS UNDER TRAINING AGREEMENTS. 

DOE-wide (training programs under designated training centers and multi-element 

retraining and career mobility programs) and element-level workforce development 

programs are to be governed by training agreements (see Chapter II). 

7. ANNOUNCEMENT AND CANCELLATION OF TRAINING. DOE-sponsored training 

will be publicly announced by the responsible element; supervisors and employees will be 

notified of any cancellation of training as far in advance as practical. 

a. Merit-based selection. Announcements must include merit-principle-based 

procedures to be used to select eligible employees for a single incidence of 

training or for a training program that includes one or more training activities 

when— 

(1) the training is required for career advancement in the participant’s current 

occupation, 

(2) more employees may qualify for and wish to participate in the training 

than available resources permit and the training may lead to promotion 

above the current, career ladder promotion potential of eligible applicants, 

or 

(3) the total duration of the training period is over 120 days. 

b. Notice of cancellation. 

(1) Employees scheduled to participate in training provided DOE-wide or by a 

DOE element must be notified of cancellation of that training a minimum 

of seven calendar days before the planned start date, unless special 

circumstances require cancellation at a later date. 

(2) When training participants cancel attendance at or cannot attend an 

approved training activity, they must either inform appropriate supervisory 

and training officials prior to the beginning date or pay for the cost of the 

training activity, unless completion requirements are waived. 

8. TRAINING REQUESTS, APPROVALS, AND AUTHORIZATIONS. The training 

participant ensures completion of, a supervisory official approves, and a designated 
DOE M 360.1-1B I-7 

10-11-01 

official authorizes training requests in accordance with element training policy and 

procedures and/or applicable workforce development program training agreements. 

a. Training as a work assignment. Training that DOE pays for in whole or in part is 

an employee work assignment subject to DOE and DOE element workplace 

policies and procedures, including time and attendance and leave approval. 

(1) Full-time training is training during paid work hours, including 

administrative leave, but does not include hours of annual leave. 

(2) Part-time training is training outside of paid work hours and may include 

hours of annual leave during which training takes place. 

b. Preparation of training requests. The participant ensures completion of the 

training request, with appropriate assistance of designated staff, in accordance 

with the DOE element’s training policies and procedures. If a continued service 

agreement is required (see Chapter III), it must be signed and submitted with the 

training request. 

c. Training approval. Training approval, i.e., certification that training is an 

appropriate expense related to improving DOE mission-related performance, is a 

supervisory function; it may be delegated to a non-supervisory official, such as a 

team leader or senior professional employee, but no employee can approve his or 

her own training request and no subordinate individual can approve training for a 

superior. 

d. Training authorization. Second-level supervisory officials (managers) or a 

designated training official(s) must be assigned responsibility for training 

authorization, i.e., the certification that the training meets legal and administrative 

requirements and that appropriate funds are available. 

e. Status of training requests. Employees must be notified of action on training 

requests in a timely manner. 

f. Notification of participation. Employees must be notified of approved 

participation or registration a minimum of 7 days in advance of the start date for 

training provided by DOE or a DOE element, unless special circumstances exist. 

g. Concurrence of the Secretary. The Secretary must concur in training involving the 

White House, the Office of Management and Budget, or the Congress. A 

memorandum requesting the concurrence must be sent to the Secretary with a 

copy of the approved and authorized training request as an attachment. 
I-8 DOE M 360.1-1B 

10-11-01 

h. Non-U.S. training. The Assistant Secretary for Policy and International Affairs 

must concur in any training involving foreign travel, organizations, or individuals. 

A memorandum requesting the concurrence and describing the foreign 

involvement must be sent to the Assistant Secretary for Policy and International 

Affairs, with a copy of the approved and authorized training request as an 

attachment. Exemption: the heads of the Bonneville Power and the Western Area 

Power Administrations can authorize Non-U.S. training without the above 

concurrence where it involves only Mexican and/or Canadian individuals, 

locations, travel, or entities. 

i. Payment conditions. 

(1) Payment of any or all costs related to a training activity is discretionary 

and made in accordance with DOE and DOE element policies and 

procedures. This includes costs such as salary, tuition, fees, books, 

materials, equipment, communication expenses, and travel, and other costs 

legitimately related to the training assignment. The only exceptions are 

costs for training required under a performance improvement plan or 

funded from program funds as a necessary program expense. 

(2) When current fiscal year appropriations are used to fund training expenses 

in the next fiscal year to ensure efficient scheduling of training and work 

activities, the funding must be in accordance with budget and procurement 

policies and procedures. 

(3) To meet normally accepted, pre-completion payment conditions for 

academic and commercial training activities, training obligation 

documents must be marked “Advanced Payment Authorized” to permit 

payment prior to completion of the training period. 

(4) Employees on training assignments involving travel over 30 days duration 

must receive authorization and reimbursement for either (at the discretion 

of the funding element and in accordance with Federal Travel Regulations, 

DOE travel policy, and DOE element policies and procedures) trainingrelated temporary duty station travel or all or a pre-defined limit of 

training-related change-of-duty-station travel based on a comparison of the 

different costs. 

(5) Employees must meet all training assignment requirements, including 

examinations and evaluations, and employees approved for academic 

courses must register for credit and/or complete all requirements and 

receive a grade. DOE does not pay for employees to audit a class. Prior to 

the start of the training, however, heads of elements can establish 
DOE M 360.1-1B I-9 

10-11-01 

alternative completion requirements for a participant(s) based on 

participant capabilities, the objectives of the training, and local conditions. 

j. Allowable costs. Allowable costs are up to all costs of tuition, fees, books, 

materials, equipment, salary and benefits, travel and limited change-of-duty 

station allowances, and other necessary expenses. Salary and benefits are not 

included as costs for the purpose of determining continued service obligations. 

k. Unallowable costs. Payment of the following expenses must not be approved as 

training costs: 

(1) Premium pay for employees while in or as a consequence of training, 

unless (a) the employee normally receives premium pay, (b) the training 

must be conducted under conditions or circumstances under which 

premium pay is required, or (c) the payment of premium pay for an 

individual participant(s) reduces the overall cost of the training. 

(2) Fees for licenses, certificates, and other types of recognized occupational 

qualification tests or examinations. This restriction does not affect the use 

of examinations that are integral to training, that test participant learning 

related to the training, that must be accomplished successfully to meet 

training completion requirements, and that incidentally qualify an 

individual or group, in whole or in part, for a license or certificate. Costs 

for an examination preparatory class may also be paid if the class qualifies 

as training. 

(3) Costs or fees imposed by an educational institution for the sole purpose of 

granting a degree or credit toward a degree, unless it is provided to relieve 

recruitment and retention problems, and the provisions of 5 Code of 

Federal Regulations (CFR) 410 and Chapter II are met. 

(4) Membership fees that are not required as a condition of enrolling or 

participating in training, unless the total cost of the training and the 

membership fee is equal to or less than the non-member training cost. 

(5) Conference and meeting costs, unless (a) the announced purpose of the 

event is educational or instructional, (b) over 50 percent of the time is 

scheduled for a planned, organized exchange of information between 

presenters and audience, (c) the content of the event is germane to 

improving individual and/or organizational performance, and 

(d) developmental benefits will be derived by the employee’s attendance. 

(6) Food, meals, and/or lodging costs at an employee’s official duty station 

unless the requirements of the training program demand extended training 
I-10 DOE M 360.1-1B 

10-11-01 

hours or participation in specific group events, the safety or health of the 

employee may be jeopardized, or these costs are included in a single fee 

and cannot be separated from other costs. 

(7) Costs incurred by retroactive approval or ratification of training that 

requires a continued service obligation. 

(8) Costs associated with training of persons other than Federal employees, 

except State and local government officials and employees under the 

Intergovernmental Personnel Act of 1970, other individuals covered by 

specific statutory or contract authorities, or other persons whose 

attendance is on a space available basis and at no material cost to DOE. 

l. Work schedule modifications. To accommodate special training schedules during 

duty hours, supervisors must approve special work schedules in advance and in 

accordance with DOE element policies and procedures. For full-time training, the 

duty hours or work schedule for training is defined as an 8-hour day(s) and a 

40-hour week(s) unless other, specific arrangements are made in advance of the 

beginning date of the training. For part-time training, the hours are defined as 

only the actual training activity, training class or instructor contact hours and are 

considered non-duty hours. 

m. Continued service obligations. Continued service obligations are incurred by any 

individual in any training incident or related incidents totaling over 160 duty 

hours in length or as required by a head of element (see Chapter III). 

n. Approval of training for heads of elements. Training for a head of element is 

approved by his or her immediate supervisor. 

o. Approval of training for the Secretary, Deputy Secretary, Under Secretaries, and 

Presidential appointees. The Office of Personnel Management approves training 

requests for the Secretary, and the Secretary approves training for the Deputy 

Secretary, the Under Secretaries, and Presidential appointees. The Office of 

Management and Administration facilitates these approvals, as required. 

p. Liability for training not approved and authorized in advance. DOE has no 

liability for any training activities and associated costs that are not properly 

approved and authorized in advance of the beginning date of the training. 

9. TRAINING COMPLETION AND EVALUATION. Training participants must complete 

the training in accordance with the training assignment requirements, provide an 

evaluation to the appropriate training official as requested, submit an assessment of the 

training and its application to the appropriate supervisory official, and meet applicable 

continued service obligations. 
DOE M 360.1-1B I-11 

10-11-01 

a. Documentation of satisfactory completion. Upon completion of a training 

assignment, employees must ensure that a copy of their grade notification and/or 

other evidence of satisfactory completion is provided to the training approving 

official. 

b. Required attendance. Employees must attend at least 80 percent of the scheduled 

time of a training incident or class session and satisfactorily complete class 

activities. 

c. Unsatisfactory completion. Employees who fail to start, withdraw from, or do not 

complete training assignment requirements (complete activities, attend 80 percent 

of scheduled time, “C” for junior college and undergraduate courses and “B” for 

graduate courses or equivalent, such as pass/fail where used) must reimburse the 

Government for any tuition and/or other training costs incurred, unless completion 

requirements are waived. 

d. Waiver of training completion requirements. Supervisors and/or approving and 

authorizing officials may waive training completion requirements only in 

accordance with element policies and procedures. Various reasons may be 

acceptable: new work assignments prevented satisfactory completion, employee 

personal circumstances, conflict with DOE interests or legal requirements, the 

amount or nature of the costs to be recovered, benefit to DOE such as under 

reduction-in-force circumstances, medical or psychological circumstances, or 

undue hardship or inequity. Waivers must be in writing, and a copy must be 

provided to the employee and to the responsible training official. 

10. EMPLOYEE TRAINING RECORDS. For each incident of training, the following 

records must be maintained and be accessible to employees and officials with oversight 

responsibilities: training participant name and identification number, approving and 

authorizing official(s), objective(s), source, location, cost, duty and non-duty training 

hours, beginning and end dates, and evaluation/completion documentation. In addition, 

tax liability and continued service obligation records must be maintained, if applicable. 

a. Training information management system requirements. Employee training 

records must be maintained in a manner consistent with the requirements of the 

Corporate Human Resource Information System (see Chapter IV). 

b. Maintenance of training records. Each DOE element’s training policies and 

procedures must designate an official(s) responsible for maintaining accurate and 

complete employee training records. 

c. Disposition of employee training records. Employee training records must be 

available to the employee and upon reassignment, transfer, or separation, 
I-12 DOE M 360.1-1B 

10-11-01 

employees must be provided a complete copy, or equivalent documentation, of 

their record of training while employed by DOE. 

d. Record of required repayment of training costs. A memorandum for the record 

requiring repayment of training costs due to unsuccessful completion of training 

or a continued service obligation must be maintained in the employee’s official 

personnel file until DOE requirements for repayment of training costs are met. 

The affected employee shall be provided a copy of the memorandum. 

11. TRAINING PROGRAM RECORDS. Documents describing the administration and 

delivery of DOE-supported training programs must be maintained and available for 

5 years or as required by records schedules, law or regulation: 

a. learning objectives, based upon course goals; 

b. detailed course outline indicating the content of the course and the instructional 

design; 

c. master copies of all instructor and student materials; 

d. expenses of development, including a copy of or reference to contract documents; 

e. a summary of participant evaluations of the training program; and 

f. a summary of training official and other evaluations of the training program. 

12. LEARNING ACHIEVEMENT RECOGNITION. Each DOE element must establish 

criteria under the awards program before providing non-monetary recognition awards 

and/or monetary awards from available award funds to recognize the achievement of 

individual or group self-development and learning goals related to performance of DOE’s 

mission. 

a. Criteria. The training policies and procedures of each DOE element must contain 

criteria for recognizing learning achievement and for designating officials to 

nominate and approve such awards, in accordance with the element’s award 

program. 

b. Employees of other elements. In accordance with the Departmental award 

program, heads of DOE elements may recognize the learning achievements of 

individuals officially working under other DOE elements. 

13. TRAINING PROGRAM EVALUATION. Elements must conduct self-assessments and 

participate fully in training evaluations. 
DOE M 360.1-1B I-13 (and I-14) 

10-11-01 

14. TRAINING STAFF COMPETENCIES. DOE elements must ensure that staff assigned 

training responsibilities have or can make use of the necessary competencies to plan, 

design, deliver, assess, administer, and/or manage the acquisition of approved training. 

a. Training program-related competencies. 

(1) Organizational, occupational, and individual needs analysis. 

(2) Training needs assessment. 

(3) Training design, development, pilot testing, implementation, and 

evaluation. 

(4) Development and use of tests and examinations. 

(5) Assessment of instructor, facilitator, and consultant qualifications. 

(6) Use of new technologies to design, develop, implement, and assess 

training programs. 

(7) Relevant subject matter expertise. 

b. Training management-related competencies. 

(1) Program and project management, including planning and resource, 

training source, procurement, personnel, and customer service 

management. 

(2) Use of training administration and budget and financial accounting 

information systems. 
 

DOE M 360.1-1B II-1 

10-11-01 

CHAPTER II 

WORKFORCE DEVELOPMENT PROGRAMS 

1. PURPOSE. To meet organizational and/or work performance objectives based on 

management’s determination that the nature or quantity of work or the composition of the 

workforce requires improvement in workforce competency levels and/or reassignment of 

individuals to meet current or new requirements. This includes training programs under 

DOE training centers of excellence, academic degree training, work experience or 

developmental training assignments at non-Federal sites or organizations, and career 

transition training, including those programs designed to place DOE employees in 

positions potentially available in other Federal agencies. 

2. TYPES OF WORKFORCE DEVELOPMENT PROGRAMS. 

a. External. These are programs managed by organizations outside DOE. DOE 

elements participate under their own policies and procedures within the 

framework established by the external organization providing the training and 

development program (for example, Executive Potential or Congressional 

Fellows Programs). 

b. Internal. These are programs managed within individual DOE elements or on a 

multi-element (three or more elements) basis by one or more DOE elements, 

including those programs under training centers of excellence. Internal workforce 

development programs require a training agreement which includes an 

implementation plan. 

3. APPROVAL OF TRAINING AGREEMENTS GOVERNING WORKFORCE 

DEVELOPMENT PROGRAMS. 

a. Element programs. The head of a DOE element must approve training 

agreements governing element workforce development programs, i.e., programs 

where 80 percent or more of the resources, participants and/or positions affected 

are projected to come from a single DOE element or, by mutual agreement, 

involve primarily two DOE elements. 

b. Multi-element programs. The Director, Management, Budget and Evaluation 

(and/or NNSA designee, if applicable), must approve training agreements 

involving employees and/or positions in three or more DOE elements, including 

training centers of excellence, where less than 80 percent of the resources or fewer 

than 80 percent of the affected employees and/or positions are in one DOE 

element. 
II-2 DOE M 360.1-1B 

10-11-01 

Programs funded and approved as part of the DOE strategic plan and/or budget 

process may be considered as having the equivalent of a training agreement; 

however, the Director, Management, Budget and Evaluation (and/or NNSA 

designee, if applicable) must approve an implementation plan for such DOE 

multi-element programs. 

4. MINIMUM CONTENTS OF TRAINING AGREEMENTS. Training agreements must 

contain the following: 

a. current conditions or circumstances requiring changes in workforce competencies 

and/or deployment; 

b. purpose, objectives, and expected measurable outcomes of the program; 

c. parties to the agreement, including training official(s), human resource director(s), 

program official(s), governing body or board, and their roles and responsibilities; 

and 

d. a detailed implementation plan. 

5. MINIMUM CONTENTS OF TRAINING AGREEMENT IMPLEMENTATION PLANS. 

An implementation plan must include the following: 

a. Federal staffing requirements to manage the training program; 

b. Projected current year costs and multi-year cost estimates, where applicable; 

c. Projected source, number, grade levels, series, and experience levels of 

participants; 

d. Projected time schedule of major activities, including beginning dates and end dates; 

e. Human resource management and development authorities to be used in the 

training program, including use of academic degree training authority, as 

applicable; 

f. Pre-announcement information, announcement process, application procedures, 

and conditions of participation, as appropriate; and 

g. Procedures to implement training program management responsibilities— 

(1) Participants must have individual development plans related to program 

objectives and implementation actions. 
 

DOE M 360.1-1B II-3 

10-11-01 

(2) Participants must have performance requirements related to program 

objectives and implementation actions. 

(3) The program must have criteria for participant and supervisor evaluation 

of training and performance-related outcomes of training. 

(4) A senior line management official or training official must be designated 

as responsible for management of the program by the head of each 

participating DOE element. 

(5) The training and work performance of individuals in the program must be 

formally assessed at least every 6 months. 

(6) Continued service obligation documentation must be completed by all 

participants prior to their program beginning date, as applicable. 

(7) The governing authority or body must ensure that the implementation plan 

is reviewed and revised annually and that the annual summary report is 

completed. 

6. FEDERAL PERSONNEL FLEXIBILITIES AVAILABLE AS AUTHORIZED BY 

HUMAN RESOURCE DIRECTORS. Human Resource Directors must approve the use 

of personnel authorities incorporated into workforce development programs, that is— 

a. Academic degree authority. 

b. Shortage category determination. 

c. Pay and grade retention. 

d. Retreat rights to a previous or equivalent position. 

e. Change in competitive level determination as used for reduction-in-force 

purposes. 

f. A single accelerated promotion. 

g. Credit of training toward experience qualifications and/or promotion. 

h. Waiver of experience qualifications and establishment of trainee, bridge, or other 

conversion positions to facilitate occupational development. 

i. Recruitment, retention, reassignment, and transfer incentives. 
II-4 DOE M 360.1-1B 

10-11-01 

7. MERIT PRINCIPLES. Employee participation in training activities under training 

agreements must be merit-principle-based. 

8. ACADEMIC DEGREE TRAINING. Academic degree training may be provided as a 

separate workforce development program or as one part of a multiple component 

program, as follows: 

a. Covered employees. Federal employees serving under a career or career-conditional 

appointment or other appointment that allows adequate opportunity for the 

employee to fulfill any obligation to continue in the service of DOE. 

b. Objective. Academic degree training can be authorized without regard to the 

constraints in the training law [5 U.S.C. 4107(a)] if the training is necessary to 

assist in the recruitment or retention of employees in an occupation(s) in which 

there is an existing or anticipated shortage(s) of qualified personnel (5 CFR 

410.308). 

c. Shortage occupation course of study. Training must involve a course of study 

selected mainly for its potential contribution to effective performance in that 

occupation(s). 

d. Recruitment and appointment or reassignment. Recruitment methods and types of 

appointments or reassignments must be based on the specific recruitment or 

retention problem and therefore will vary from situation to situation. However, 

the following conditions and options apply to all situations: 

(1) Any available appointment mechanism may be used, as long as it allows a 

continued service agreement to be fulfilled. 

(2) Candidates may be selected from within and/or recruited from outside 

DOE. 

(3) Recipients of academic degree training must be qualified for the positions 

they will occupy while being trained. 

(4) Academic degree training is allowable when the current position occupied, 

or a different targeted position, is in the shortage category, and all other 

criteria are met. 

e. Priorities. In exercising the academic degree training authority of this chapter, 

heads of DOE elements and designated responsible officials must— 

(1) Give priority to relieving shortages in occupations that involve skills 

critical to the Departmental or organizational mission and 
DOE M 360.1-1B 

10-11-01 

II-5 (and II-6) 

(2) Give appropriate consideration to any special salary rate, student loan 

repayment, or other monetary inducement authorized by law already 

provided, or being provided, which contributes to the alleviation of the 

staffing problem in the occupation targeted by the training. 

f. Records. Responsible Human Resource Management and/or Training Offices 

must have the following records available for review: 

(1) A list of employees assigned to training under these provisions (retained 

for 5 years beyond completion of training or degree). 

(2) A record of any finding that a continuing shortage exists, evidence leading 

to that finding, and a reassessment of that finding no later than 3 years 

after the most recent determination (retained for 5 years beyond 

completion of training or degree, whichever is later). 

(3) The following information in the official personnel folder of each 

employee participating in such training: 

(a) Justification for the shortage determination, described in terms of 

occupational series, grade or grade range, location, and 

organizational assignment. 

(b) The kind of training, a description of the field of study, and the 

nature of any degree pursued under the training. 

(c) A written continued service agreement. 

g. Ineligible employees. Employees occupying, or seeking to qualify for 

appointment to, Schedule C positions and Presidential appointees, are not eligible 

for academic degree training. 

9. CONTINUITY OF CURRENT PROGRAMS. This chapter is in effect upon issuance. 

Issue of a new or revised directive, by itself, does not affect currently operational intern, 

fellowship, retraining, upward mobility, career development, performance standards 

improvement, senior executive service leadership and candidacy, and other workforce 

development programs, as applicable. 
DOE M 360.1-1B III-1 

10-11-01 

CHAPTER III 

CONTINUED SERVICE OBLIGATIONS 

1. ESTABLISHING CONTINUED SERVICE OBLIGATIONS. 

a. DOE minimum requirement. A continued service agreement, a written obligation 

to work for DOE for a specific time period, must be required for each training 

activity that exceeds 160 training hours. Heads of DOE elements may require 

agreements to continue in service for other training incidences or programs, if 

applied equitably to all participants. 

b. Exemptions. A continued service agreement must not be required for the 

following: 

(1) a single work assignment not part of a formal training program, an 

assignment for which only one of the objectives is to develop or assess 

employee competency levels; 

(2) coaching, mentoring, on-the-job, or similar training; 

(3) correspondence courses completed as part-time training; 

(4) training provided by manufacturers, suppliers, or contractors for the 

purpose of equipment or operating systems installation, use, or 

maintenance; or 

(5) training performed under a performance improvement plan. 

c. Employee agreement. Prior to approval of covered training, the employee must 

sign a continued service agreement indicating that he/she has read and 

understands the provisions of the agreement and this chapter. The original 

agreement must be maintained as part of the employee’s training record; a copy of 

the agreement must be provided to the employee. Refusal to sign an agreement 

makes the training costs involved unallowable costs. 

2. PERIOD OF OBLIGATED SERVICE. 

a. Standard obligation. The standard continued service agreement obligates the 

employee to remain with DOE for the length of the instance of training plus a 

post-training period equal to three times the length of the training. The length of 

the training period equals the sum of full-time training days (at 8 hours per day) 

plus the part-time training hours. Training may be a single training activity or 
 

III-2 DOE M 360.1-1B 

10-11-01 

incident or a group of concurrent or sequential activities with a common purpose 

and/or obtained from the same source over a defined time period. A single 

incident or a defined group of activities, such as those under a specific training 

program, require a single continued service agreement. 

b. Adjustment for non-pay status. When DOE pays some or all of the additional 

expenses of training, but the employee receives no salary for the training period, 

the period of obligation is reduced to a period equal to the length of the training 

period beginning upon the date the employee reports to work after the training. 

c. Responsibility for service completion record. Where elements impose a special 

continued service agreement and no or minimal tuition, fee, or travel costs are 

incurred (and therefore no or minimal costs can be recovered if the continued 

service agreement is not kept), if the continued service obligation is not met, a 

memorandum still must be placed in the employee’s official personnel file 

documenting the agreement and the employee’s actions, unless the obligation is 

waived. 

3. CALCULATION OF CONTINUED SERVICE OBLIGATION MONETARY VALUE 

UPON SEPARATION. 

a. Calculation. The following calculation determines if money is owed to the 

Federal Government when an employee under a continued service obligation 

leaves DOE: 

(1) Sum the work and paid leave days in training and multiply by eight to 

obtain the training hours in full-time training. Sum the part-time training 

contact hours (as defined at I.d.1.) to obtain part-time training hours. Add 

full-time and part-time hours to determine total hours in training and 

divide by eight to determine total workdays in training. 

(2) Sum the cost of the training, including training-related travel cost, but not 

salary paid during the training period, to determine the total monetary 

value of the continued service obligation. 

(3) Divide the total monetary value by three times the workdays in training to 

determine the dollar value of each 8-hour day worked or on paid leave 

(i.e., daily payback value) after the trainee has returned to work at the end 

of the training period. 

(4) Multiply each work and leave day after returning to work at the end of the 

training period by the daily payback value in paragraph 3a(3) and subtract 

that amount from the total monetary value determined in paragraph 3a(2). 

When training extends over several months and the trainee returns to work 
DOE M 360.1-1B III-3 

10-11-01 

between formal training activities, DOE elements have the option of 

crediting those days worked toward the continued service obligation or 

ignoring them and starting the payback period on the first day of return to 

work after completion of the training period. 

b. Completion of obligation. The obligation is completed when the result of the 

calculation in paragraph 3a above is $0 or less (i.e., the daily payback value times 

the total work and paid leave days credited equals or is greater than the cost of the 

training assignment). 

4. ADMINISTERING CONTINUED SERVICE AGREEMENTS. 

a. Involuntary separations. A continued service agreement will be canceled and 

right of recovery waived if the employee is separated involuntarily for reasons 

beyond his/her control and not because of misconduct or personal delinquency 

during the training or the post-training, obligated-service period. For purposes of 

the continued service agreement, when an employee resigns under circumstances 

that show clearly that the resignation is an election to resign rather than to undergo 

separation procedures and there is a record of a reduction-in-force announcement 

or notice, the resignation can be considered an involuntary separation, provided 

the reason for the separation is not misconduct or personal delinquency. 

b. Orders to military service. Military orders to report for service (other than 

training duty) can be sufficient reason for waiving the continued service 

agreement during the period of training or obligated post-training service. The 

trainee is responsible for submitting proof (a copy of the employee’s orders with 

reporting endorsements). 

c. Transfer to an international organization. Separation from DOE for the purpose 

of accepting employment with an international organization, of which the United 

States is a member, can be considered grounds for waiving the right to recover if 

such employment is deemed to be in the interest of DOE and the public. 

d. Transfer to another Federal agency. When DOE receives a request for transfer 

from an employee subject to a continued service agreement, it must notify the 

gaining agency that the employee is still subject to a continued service agreement. 

If DOE determines that the training received will be used in the new position, the 

agreement is transferred to the gaining agency, and the gaining agency must then 

ensure the agreement is fulfilled. If DOE determines that the training received 

will not be used in the new position, it must notify the employee in writing, before 

the effective date of the transfer, that it intends to recover the remaining costs. 

e. Liability in voluntary separation. When an employee voluntarily leaves Federal 

service during a period of obligated post-training service, the employee 

immediately becomes liable to the Government for repayment of the additional 
III-4 DOE M 360.1-1B 

10-11-01 

expenses, unless otherwise stated in this Manual or the associated Order, DOE O 

360.1B. 

f. Method of collection. Training expenses will be collected from an employee who 

voluntarily leaves DOE before fulfilling his/her continued service agreement by 

withholding the actual amount of additional expenses from any monies due the 

employee and/or by other collection methods provided by statute or regulations. 

The appropriate finance office must collect the amount due. 

g. Request for waiver. Each DOE element’s training policies and procedures must 

contain waiver procedures that ensure that an employee with obligated service 

who leaves DOE is— 

(1) notified by the employee’s supervisor of the amount DOE intends to 

recover; 

(2) advised by the employee’s supervisor of his/her right to request 

reconsideration of the amount to be recovered or to pursue a waiver of the 

Government’s right to recover; 

(3) advised of how to submit the employee’s requests in writing before the 

effective date of separation from DOE when the employee provides at 

least 2 weeks notice; 

(4) advised to state the grounds on which the employee believes the 

determination to reconsider, or waive recovery rights, should be based; 

and 

(5) given the opportunity to respond to the DOE element’s findings, before 

DOE may recover training expenses. 

h. Record of unmet obligation. If any continued service agreement is violated and a 

waiver is not granted, a statement to that effect must be placed and retained in the 

employee’s official personnel folder until funds owed to the Government are 

recovered. The statement must confirm that an unfulfilled agreement exists, 

specify the amount of the unexpired term of the agreement, and note the amount 

of money due the Government. After the employee separates from the Federal 

Government or transfers to another agency, if the obligation is not transferred or 

waived, the Chief Financial Officer is responsible for negotiating and recovering 

any amount due. 
DOE M 360.1-1B IV-1 (and IV-2) 

10-11-01 

CHAPTER IV 

Reserved for 

CORPORATE HUMAN RESOURCE INFORMATION SYSTEM 

TRAINING ADMINISTRATION 
DOE M 360.1-1B V-1 

10-11-01 

CHAPTER V 

TECHNICAL QUALIFICATION PROGRAM 

1. PURPOSE. To establish a qualification process to be used by covered Federal employees 

at certain DOE facilities. 

2. APPLICABILITY. 

a. Technical Qualification Programs specifically apply to DOE technical employees 

whose duties and responsibilities require them to provide assistance, guidance, 

direction, or oversight that could affect the safe operation of a defense nuclear 

facility, including evaluation of contractor activities at those facilities. This 

includes personnel designated as Senior Technical Safety Managers and 

employees who are on extended detail or temporary assignment (i.e., 90 days or 

longer). 

b. Technical Qualification Programs may be established for other DOE employees 

with safety, health, and environmental responsibilities for other science and 

technology intensive facilities and programs to ensure that they have the required 

competencies to perform their duties effectively. 

3. OBJECTIVES. 

a. To identify and document the functional competencies that individual employees 

must possess to ensure that DOE’s defense nuclear facilities and programs are 

operated in accordance with applicable safety, health, and environmental 

requirements. 

b. To clearly identify and document the process used by senior line management to 

demonstrate employee technical competence. 

c. To ensure that employees maintain their technical competence. 

4. FEDERAL TECHNICAL CAPABILITY PANEL. The Federal Technical Capability 

Panel is a group of senior line managers assigned by the Deputy Secretary to oversee the 

Federal Technical Capability Program and provide recommendations regarding the 

technical competence of DOE employees. The Panel is responsible for the following 

functions: 

a. Approving Technical Qualification Program components or elements that have 

DOE-wide implications. This includes the establishment of any DOE-wide 

Technical Qualification Standards (e.g., Senior Technical Safety Managers). 

b. Concurring with the designation of Senior Technical Safety Manager positions. 
V-2 DOE M 360.1-1B 

10-11-01 

c. Reviewing Technical Qualification Program Plans to ensure that each office’s 

plan is consistent with the objectives and requirements of the Federal Technical 

Capability Program. 

d. Periodically reviewing and assessing the effectiveness of the Technical 

Qualification Program. 

5. TECHNICAL QUALIFICATION PROGRAM COMPONENTS. 

a. Plans and procedures. Each DOE element required to establish a Technical 

Qualification Program must develop and implement a Technical Qualification 

Program Plan as a separate component of its training plan. Technical 

Qualification Program Plans must be approved by the head of the element and 

include the process and requirements for the following: 

(1) identifying personnel and positions required to participate in the Technical 

Qualification Program; 

(2) identifying and maintaining technical qualification standards or individual 

qualification requirements, as appropriate; 

(3) evaluating employees against qualification standards and documenting the 

approval of equivalencies for DOE-wide competencies; 

(4) establishing and updating individual development plans, training plans, 

qualification cards, or related records to document learning activities; 

(5) implementing continuing training and requalification programs; and 

(6) applying evaluation requirements for completing the technical 

qualification standard (e.g., written or oral examinations). 

b. Qualification Requirements for the Technical Qualification Program. 

(1) Qualification requirements must be documented by each DOE element in 

qualification standards or other appropriate means. These requirements 

must be established using the systematic approach to training methodology 

and include the necessary basic technical knowledge; technical discipline 

competency requirements; and position-specific knowledge, skills, and 

abilities. 

(2) Documentation of qualification requirements must contain the following: 

(a) general duties and responsibilities associated with the position; 

(b) background and experience in terms of preferred education and 

experience; 
DOE M 360.1-1B V-3 

10-11-01 

(c) a list of the technical competencies that define the level of 

expected performance, with supporting knowledge and/or skill 

statements provided as guidance to describe the intent of the 

competency statements; and 

(d) continuing training and proficiency requirements. 

6. TECHNICAL QUALIFICATION PROGRAM IMPLEMENTATION. 

a. Headquarters and field element managers designate the positions in their 

respective organizations required to participate in the Technical Qualification 

Program and the applicable qualification standard(s). 

b. A senior training official or a senior line management official(s) is designated as 

responsible for the Technical Qualification Program. 

c. Employees in a Technical Qualification Program satisfy the competencies 

contained in the applicable qualification standards assigned to them. 

d. Equivalencies may be granted to personnel based upon objective evidence of 

previous education, training, certification, or experience. 

e. Personnel who have completed applicable qualification requirements must 

maintain their proficiency and continue their professional development through 

participation in additional, relevant, training, education, and developmental 

activities on an ongoing basis. 

f. Personnel are given Technical Qualification Program completion dates 

commensurate with the complexity of the qualification process, normally within 

18 months. 

g. Qualified officials verify and document completion of competencies. 

7. HUMAN RESOURCE MANAGEMENT REQUIREMENTS. 

a. Position descriptions must reflect qualification requirements of the Technical 

Qualification Program, where appropriate. 

b. Performance standards must be consistent with requirements set by the Technical 

Qualification Program. 

c. Workforce deployment, including reorganizations, must recognize the critical 

technical capabilities of covered positions and ensure that the safety, health, and 
V-4 DOE M 360.1-1B 

10-11-01 

environmental management technical competency requirements of the workforce 

are maintained. 

d. Qualification requirements of the Technical Qualification Program must be 

incorporated into selection criteria for covered positions. 

8. TECHNICAL QUALIFICATION PROGRAM EVALUATIONS. 

a. Headquarters and field elements must conduct periodic self-assessments of the 

implementation of the Technical Qualification Program. These assessments must 

be conducted and documented in accordance with the Technical Qualification 

Program Assessment Guidance and Criteria. 

b. The results of Technical Qualification Program assessments must be submitted to 

the Federal Technical Capability Panel for review.