HRDG 4413 - Career Enhancement Program - Section A

Supervisors will:

• Adhere to merit principles and equal opportunity and civil rights principles which include the USDA and MRP commitment to achieving workforce diversity in filling CEP positions.
• Provide information to employees on career counseling.
• Work with the servicing personnel office to identify suitable opportunities to create CEP positions. When necessary, restructure existing jobs to establish trainee positions.
• Ensure that CEP training opportunities are available to all eligible employees (potential applicants).
• Ensure that funding is available for training identified in the participant's individual training plan (ITP).
• Complete and submit required forms when an employee participates in the CEP (see Section D for specific guidance on CEP documentation).
• Monitor progress by determining that career objectives outlined in employees' ITP's are being met. Encourage employees in their efforts to reach their maximum potential.
• Regularly evaluate the employee's performance and progress in meeting training and performance standards and provide counseling during periodic performance reviews.

An employee who participates in the CEP will:

• Participate in development of the ITP, the individual goal-setting process, and career counseling activities;
• Provide data and information, as requested, for various career development segments;
• Inform the supervisor of progress made toward completing the training; and
• Extend his/her best efforts toward successfully completing the requirements of the ITP and performing at standards set for the target position.

The SPO office will:

• Serve as the point of contact for supervisors and employees by providing technical guidance;
• Assist supervisors in identifying positions appropriate for use in CEP;
• Classify positions for CEP opportunities, issue vacancy announcements, evaluate applications, facilitate rating panels, and issue selection certificates;
• Assist supervisors, in collaboration with the training office, in identifying training and educational needs required to attain the target position;
• Maintain records/statistics required for administration of the CEP, and submit reports as required; and
• Provide assistance and information to facilitate the development of civil rights surveys and studies.

MRP Human Resources (MRPHR), Employment and Classification Policy (ECP) Branch will:

• Develop and maintain MRP policy concerning the CEP;
• Provide guidance and interpretation of policy matters relating to the CEP;
• Notify MRP programs of new developments in the administration of the CEP; and
• Monitor and evaluate the effectiveness and progress of the CEP.

MRP training offices in Organizational and Professional Development will:

• Provide guidance, methodology, and advice on the training aspects of the CEP;
• Encourage managers and supervisors to identify career opportunities for employees who are undertrained;
• Assist managers in preparing ITP's for CEP participants; and
• Serve as training advisors and career counselors to supervisors and CEP participants.

MRP civil rights staffs will:

• Assist in the identification of target occupations and positions;
• Provide data on under-representation by race, gender, grade level, and occupational series to MRPHR personnel;
• Monitor participation and track career development of minorities, women, and persons with disabilities in the CEP; and
• Provide management with CEP affirmative employment updates and advice.

Refer to the following table to obtain assistance with CEP-related activities: