Attachment 7- TSA MD 1900.14 Training Standards.pdf

TRAINING AND DEVELOPMENT

TSA MANAGEMENT DIRECTIVE No. 1900.14

TRAINING STANDARDS

To enhance mission performance, TSA is committed to promoting a culture founded on its values of Integrity, Respect, and Commitment.

REVISION: This revised directive supersedes Transportation Security Administration

Management Directive 1900.14, Training Standards, dated May 11, 2018.

SUMMARY OF CHANGES: The revisions include enhanced guidance for evaluation and curriculum review processes, TSA organizational name and title changes, and updated definitions.

1. PURPOSE: This directive provides TSA policy and procedures for standardizing TSA training development.

2. SCOPE: This directive applies to all TSA personnel and contractors who are involved in the development of TSA training materials.

3. AUTHORITIES:

A. Aviation and Transportation Security Act, Public Law 107-71

B. Government Performance and Results Act of 1993, Public Law 103-62

C. Executive Order 11348, Providing for the Further Training of Government Employees

D. Department of Homeland Security (DHS) MD 3210, Training

4. DEFINITIONS:

A. Analysis, Design, Development, Implementation, and Evaluation (ADDIE) Model: An instructional systems design model comprised of five phases: analysis, design, development, implementation, and evaluation.

B. Course: A series of lessons that provide knowledge and skills necessary to perform a job or activity.

C. Course Sponsor: The management official or requestor who provides the justification for the development of any given course or training program, who gives feedback throughout the effort on behalf of the target audience, and who approves all curriculum deliverables.

Note: The course sponsor should be a branch manager or higher, approved by a division director to carry out the role.

D. Curriculum: A sequential group of training courses and related materials.

E. Curriculum Review Conference (CRC): A recurring meeting or series of meetings attended by the designated project lead, as well as sponsors, users, subject matter experts (SMEs), instructional designers, and other stakeholders to discuss curriculum-related issues including program and course subject matter content, instructional methodology and technology, sequencing, student needs, and other issues as needed.

F. Curriculum Review Report (CRR): A detailed, documented account of the curriculum review process that contains information about the review, reviewers, findings, and recommendations.

G. Instructional Designer: A professional with knowledge of learning theory and the principles, methods, practices, and techniques of one or more specialties of the instructional systems field, who designs and develops training material using the instructional systems design methodology.

Note: For ease of usability and understanding, this document employs the industry standard “instructional designer” to refer to both government Instructional System

Specialists and contractor Instructional Systems Designers employed in this capacity.

H. Intake Consultant: The Training and Development (T&D) analyst or other representative who manages the intake process.

I. Intake Meeting: A stakeholder discussion designed to identify program or training needs, address and clarify project risks, and collect additional data to create requirements.

J. Intake Process: A procedure initiated by a training request through the completion of an

Intake Requirements Document (IRD) that analyzes training needs to define project requirements and potentially triggers curriculum development and the identification of project personnel.

K. Intake Requirements Document: A record that captures all the requirements from the intake meeting.

L. Job Analysis Tool (JAT): An official document used to record core duties and responsibilities and competency requirements of a position, as well as title, series, category, and pay band. This document is not designed to capture all duties performed.

M. Kirkpatrick Evaluation Model: A training evaluation process developed by Donald

Kirkpatrick for determining the effectiveness of training. It consists of four levels: Level I

(Reaction), Level II (Learning), Level III (Behavior), and Level IV (Results).

N. Lesson: The smallest stand-alone segment of a course.

O. Level I Evaluation (Reaction): A measure of the degree to which students react to a learning activity.

P. Level II Evaluation (Learning): A measure of the degree to which students acquire the intended knowledge, skill, abilities, attitudes, confidence, and commitment based on their participation in a learning event or training event.

Q. Level III Evaluation (Behavior): A measure of the degree to which students apply what they learned during training when they are back on the job.

R. Level IV Evaluation (Results): A measure of the outcomes that occurred because the students participated in the training program.

S. Project Lead: The T&D staff member assigned to oversee TSA-developed training projects with primary responsibility for a training curriculum or individual courses within a curriculum. Among other duties, the project lead manages the training development project schedule; coordinates with the Business Management Office, contract resources, and stakeholders; and ensures all deliverables meet TSA standards and requirements.

T. Stakeholder: A person or organization (e.g., customer, sponsor, or performing organization) actively involved in or affected by a training project.

U. Standardized Job Description (SJD): An official document used to identify and record core duties, responsibilities, and competency requirements of a position. It is also used to document the assignment of title, series, job category, and pay band of positions located at TSA Headquarters, with the exception of L-Band and Transportation Security

Executive Service positions.

V. Subject Matter Expert: An individual with the special skill or knowledge representing mastery of a particular subject.

W. Training: Instruction designed to teach an employee how to do a task or improve job performance. Training may be delivered in a classroom or laboratory, as a field exercise or simulation, on the job, at professional seminars and conferences, or virtually. Training also includes self-study courses, computer and web-based courses, and seminars.

Note: Shift briefings, information circulars, and general information-sharing events are not considered training for the purposes of this MD.

X. Training Program: The sum of learning activities identified and supported by an organization to achieve mission requirements.

Y. Training Request: For the purposes of this MD, the online single point of entry for all

TSA offices to initiate training projects using the T&D iShare site.

5. RESPONSIBILITIES:

A. The Assistant Administrator (AA) for T&D, who is also the Chief Learning Officer

(CLO), is responsible for:

(1) Oversight of T&D policy and procedure development;

(2) Prioritizing T&D resources for training development efforts and projects as needed;

and

(3) Ensuring evaluation data and reports inform decisions regarding:

(a) Training effectiveness and efficiency;

(b) Enhancement of individual job performance;

(c) Contribution to the successful achievement of TSA’s mission for training;

(d) Safety of students and instructors; and

(e) Improvement of TSA training courses and programs.

https://team.ishare.tsa.dhs.gov/sites/otwe4/intake/WebPages/RequestsByStatus.aspx

B. Executive AAs and AAs are responsible for:

(1) Ensuring the identification of operational performance gaps for the development and delivery of training; and

(2) Ensuring that all requests for training development are submitted using the T&D intake process.

C. Course sponsors are responsible for:

(1) Submitting the training request to include the identification of operational performance gaps supported by metrics for the development and delivery of training;

(2) Assigning SME resources;

(3) Ensuring proper representation for designated technical and curriculum reviews through appropriate internal office coordination channels, in advance of final approval-authority signature; and

(4) Serving as approval authority for all training project deliverables.

D. Intake consultants are responsible for:

(1) Processing all training requests using established procedures;

(2) Managing the intake process including facilitating intake meetings;

(3) Determining if training is the solution to the performance gap; and

(4) Completing and providing the IRD to the stakeholders for review.

E. Project leads are responsible for:

(1) Overseeing training programs assigned to their sections;

(2) Ensuring all training programs are managed and developed within established guidelines and budgets in accordance with TSA Handbook 1900.14, Training

Standards and applicable DHS and TSA policies and federal regulations.

(3) Ensuring that evaluation planning is incorporated into the training design phase; and

(4) Ensuring completion of reviews, collection of approved deliverables, and archiving products from each phase of curriculum development.

F. SMEs are responsible for:

(1) Reviewing the IRD to validate training requirements;

(2) Providing technical knowledge to assist training developers with content and products to meet the course sponsor’s requirements;

(3) Reviewing training project deliverables for content accuracy; and

(4) Participating in CRCs and recommending updates to the curriculum under review via the CRR.

G. Instructional designers (whether they are federal employees or contractors) are responsible for participating in all phases of the ADDIE (or equivalent) process by:

Meeting with stakeholders and SMEs to ensure deliverables are instructionally sound;

https://office.ishare.tsa.dhs.gov/sites/OTWE3/OTD/SitePages/TDPolicy.aspx

Supporting the completion of deliverables for all phases of the ADDIE (or equivalent) process;

Reviewing evaluation report findings;

Making recommendations to the CRC for curriculum updates via the CRR based on available information and data; and

Ensuring products from each phase of the process are archived.

6. POLICY:

A. All training development will be based on an industry recognized training development process such as ADDIE, as defined in TSA Handbook 1900.14, Training Standards, and will comply with applicable laws and regulations. Other industry approved models also may be used by TSA as long as the process and deliverables are documented and archived accordingly.

B. Training that meets the criteria of one of the below categories will be developed and/or overseen by T&D and managed to ensure consistent implementation.

(1) DHS-mandated training

(2) Courses aligned with the DHS Leadership Framework

(3) Basic certification courses required for security operations or law enforcement jobs or positions

(4) Recurrent training required for security operations or law enforcement jobs or positions based on the JAT or SJD for the position

C. Requests for development of training that meets the criteria above must be submitted using the T&D intake process.

D. Training that does not meet the criteria above may be developed externally to T&D;

however, if development support is required, a training request must be submitted using the T&D intake process.

E. For all government-funded, resourced TSA training, at least a Level I (Reaction) evaluation will be administered for completion by the students. Evaluation results will be used as a part of the curriculum review process for the training as described in TSA Handbook 1900.14, Training Standards.

F. TSA primarily uses Levels I, II, and III of the Kirkpatrick Evaluation Model to measure and evaluate its training effectiveness.

NOTE: Shift briefings, information circulars, and general information-sharing events are not considered training for purposes of this MD.

7. PROCEDURES: See TSA Handbook 1900.14, Training Standards.

https://office.ishare.tsa.dhs.gov/sites/OTWE3/OTD/SitePages/TDPolicy.aspx https://office.ishare.tsa.dhs.gov/sites/OTWE3/OTD/SitePages/TDPolicy.aspx

8. APPROVAL AND EFFECTIVE DATE: This policy is approved and effective the date of signature unless otherwise specified.

APPROVAL

Kimberly Hutchinson

Assistant Administrator for Training and Development

Chief Learning Officer

Date

EFFECTIVE

Date

Distribution: TSA Executive Assistant Administrators, Assistant Administrators, Program Offices, and Business Management Offices

Point-of-Contact: T&D Communications (OTD.communications@tsa.dhs.gov) and

Training and Development Policy (OTD_Policy@tsa.dhs.gov) mailto:OTD.communications@tsa.dhs.gov mailto:OTD_Policy@tsa.dhs.gov