Scientist and Engineer Development Program Handbook.pdf

SCIENTIST AND ENGINEER DEVELOPMENT PROGRAM

HANDBOOK

Code 1016

April 2017

SCIENTIST AND ENGINEER DEVELOPMENT PROGRAM

HANDBOOK

TABLE OF CONTENTS

I. INTRODUCTION

II. RESPONSIBILITIES

Departments Supervisors Workforce Development Branch SEDP Program Participants

III. PROGRAM GOALS

IV. PROGRAM ADVANCEMENT

Full Performance Level Entry Level Promotions Annual Performance Appraisal

V. TRAINING

Within Phase I Within Phase II Within Phase III

VI. CAREER DEVELOPMENT ASSIGNMENTS

VII. REQUIRED DOCUMENTATION

Training Agreement SEDP Training Plan Evaluations Final Evaluation

VIII. MENTORING

I. INTRODUCTION

This handbook contains guidance and general policies for Scientist and Engineer Development Program (SEDP) participants, supervisors, and mentors within the Naval Surface Warfare Center, Carderock Division (NSWCCD). NSWCCD values the development of its employees and this program is designed to develop entry-level scientists and engineers into qualified candidates for full performance level positions. The success of the program and the participants’ development is dependent upon the partnership between the participants and their supervisors.

The SEDP includes all entry-level professional scientists and engineers located at all NSWCCD sites. Entry level may be at either the ND-II or ND-III levels.

The SEDP is a 3-year professional development program consisting of SEDP meetings, on-the-job experiences, required courses, special developmental courses, established mentor/mentee relationships, and a minimum of three career development assignments Successful completion of these program elements will qualify the participant for advancement to the full performance level of ND-IV scientific or engineering position.

This handbook is a reference tool. SEDP participants and supervisors are encouraged to refer to this handbook periodically throughout their time in the program.

II. RESPONSIBLITIES

Departments. Departments will ensure that SEDP Training Plans are developed for all participants in the SEDP, and that the Training Plans reflect Carderock Division’s long-term organizational development needs. Also, each department is responsible for supporting the satisfactory completion of all program requirements by participants within their department.

Supervisors. The supervisor’s role is essential to the successful operation and completion of the SEDP. Supervisors will give developmental work assignments and provide counseling and evaluations to participants. Supervisors will identify progressively responsible work assignments that challenge the participant’s technical, communication, and teaming skills.

Supervisors are responsible for establishing SEDP Training Plans, reviewing SEDP Evaluations ensuring program requirements are completed, and recommending personnel action when participants are eligible and have met program requirements

The Workforce Development Branch (Code 1016). Code 1016 will maintain training records and files; evaluate program compliancy against regulations, directives, and instructions, and administer the annual SEDP survey.

SEDP Program Participants. By participating in this program, scientists and engineers are responsible for completing all program requirements of the approved SEDP Training Plan attending quarterly meetings, and obtaining a mentor. They are also responsible for completing the SEDP Evaluation of Program. To be eligible for promotion, participants must complete progressive parts of this program, meet or exceed the performance expectations for their respective position, and demonstrate the ability to perform at the next higher grade level/pay band. Promotions are initiated at the discretion of the supervisor.

III. PROGRAM GOALS

Develop well-rounded, high performing, highly motivated scientific and engineering personnel at the Carderock Division.

Provide the scientist and engineer with a thorough understanding of the Command’s technical capabilities and mission requirements.

Accelerate performance of the scientist and engineer through the application of academic knowledge and skills to on-the-job assignments, which result in professional growth.

In addition to on-the-job-training, departments are encouraged to provide the participants with general and technical information about the mission and functions of the Carderock Division, and specific active programs within the department. This information may be presented with lectures, or in study assignments. Required readings may supplement the lecture series. Work-related visits to local Navy activities are also encouraged.

IV. PROGRAM ADVANCEMENT

1. Full Performance Level. SEDP applicants will be recruited and trained to fill full performance professional scientist and engineering positions at the ND-IV grade/band level within the Carderock Division. Although the program positions for ND-II/IIIs hired are sub-journeyman level positions, SEDP participants are eligible for subsequent non-competitive advancement to the ND-IV level.

2. Entry Level. Entry-level positions for the SEDP are on two levels (ND-II, ND-III).

Qualifications for entry levels are as follows:

ND-II: Bachelor’s degree in a major field of study or specific course requirements as stated in the Office of Personnel Management (OPM) individual occupational requirements (e.g., engineering degree).

ND-III: Master’s degree in a major field of study or specific course requirements as stated in the OPM individual occupational requirements; 2 full academic years of graduate education; combination of superior academic achievement plus 1 year specialized experience; or Bachelor’s degree in major field of study and 52 weeks of specialized experience equivalent to the next lower grade/band level.

Participants in the Carderock Division Student Career Experience Program may enter the

SEDP through non-competitive conversion to a career conditional or career appointment at the ND-II level based on their Student Career Experience Program experience, as specified in 5 CFR 213.3202 (Student Career Experience Program). The Staffing and Classification Branch (Code 1013) has further information on Student Career Experience Program.

3. Annual Performance Appraisal. A minimum of one progress review, occurring at the midpoint of the appraisal cycle is mandatory. The evaluation of the individual's progress and performance will be consistent with the requirements of DEMO. DEMO requirements are in addition to SEDP requirements and specific appraisal requirements.

V. TRAINING

All SEDP participants are required to attend the following courses (suggested phases for course completion are listed below):

1. Phase I:

Carderock Division 101- an orientation to the Navy, NAVSEA, the Warfare Centers, and specifically, the Carderock Division.

Financial Planning - an overview of the long-range implications of personal financial plans.

Funds Administration - an overview of the Navy Working Capital Fund and financial management concepts, rules, procedures, and tools needed to assist employees in performing their jobs.

2. Phase II:

Warships: From Concepts to Grave - an overview of the process from concept exploration through design, acquisition, construction, and delivery to the Fleet.

Introduction to Team Performance - an understanding of the basic principles of group dynamics and the fundamental tools for tapping group knowledge and creativity.

Naval Architecture for Non-Naval Architects - an overview of the various aspects of Command work through the discipline of Naval Architecture. Not required for participants with a degree in Naval Architecture or Ocean Engineering, or who have taken a course in Naval Architecture.

Creative Problem Solving - an overview to identify innovative and workable solutions for problems in the workplace.

Patents and Technology Transfer - an overview to familiarize participants with NSWCCD patent process, technology transfer, Cooperative Research and Development Agreements (CRADAs), technical data and software licensing, and miscellaneous intellectual property concepts.

3. Phase III

Effective Briefing Techniques - an overview of the techniques required to deliver dynamic, effective oral presentations.

Practical Application in Technical Writing - an overview of format and how to write for various levels (i.e., NSWCCD, NAVSEA, DON, ONR, etc.). Includes types of documents and techniques and styles to be effective.

Contracting – an overview of contracts, types of procurements (large, small, SAP, Bankcard, and Seaport), terminology, requirements for contract package, contract points of contact, and reference materials.

Project Management Fundamentals – an overview of the fundamentals of project management, provides theory and core methodology needed to manage projects or participate on project teams.

VI. CAREER DEVELOPMENT ASSIGNMENTS

An SEDP career development assignment is a mutually-agreed upon assignment to broaden the exposure of the participant. The first line supervisor maintains managerial control (i.e. time, travel, etc.) during career development assignments. These assignments are not recommended for Phase 1. Career development assignments shall meet a minimum of three different objectives (listed below) during Phase 2 and/or Phase 3:

a. Experience in other phase of the product life cycle.

b. Experience in acquisition.

c. Direct fleet interaction.

d. Experience in shipyard operations.

e. Experience in other technologies within core equity.

f. Experience in other naval activities.

g. Experience in other organization unit for networking.

h. Direct interaction with sponsors and customers.

i. Direct interaction with Technical Authority.

Participants are expected to accomplish and document three (3) career development assignments.

Participants will provide an assessment of their career development assignment in the SEDP Evaluation.

VII. REQUIRED DOCUMENTATION

1. Training Agreement. Upon entering the program each participant will be required to sign the Scientist and Engineer Development Training Agreement.

2. SEDP Training Plan. A Scientist and Engineer Development Program Training Plan (will be developed within 45 days of the start of employment. The plan must include all of the elements listed in the core requirements, as described below. For all three phases, copies of approved plans will be provided to Code 1016. All Training Plans must be submitted timely. Promotion may be delayed if required documentation is not received on time.

Phase I. An SEDP Training Plan will be prepared by the participant and the first line supervisor and submitted for department approval. The supervisor is responsible for initiating the development of this plan within 30 days of the start of employment.

Introductory courses and mentor must be included in the Phase I Training Plan.

Phase II. An updated SEDP Training Plan to reflect Phase II requirements will be prepared and submitted for department approval prior to the end of Phase I.

Phase III. An updated SEDP Training Plan to reflect Phase III requirements will be prepared and submitted for department approval prior to the end of Phase II.

Changes in SEDP Training Plan. Changes, additions, or cancellations of training course/career development assignments will be documented in the training plan and submitted through the chain of command for department approval. Changes in scheduled training may extend the time required for satisfactory completion of program. Waivers must be documented in the training plan. Revised training plan should be submitted to within the SEDP tool.

3. Evaluations. To appraise the execution of the training plan and the participant’s progress, the supervisor and the participant will meet quarterly each year. During these evaluations, the supervisor should take the opportunity to discuss performance. All evaluations must be completed to show that the participant meets all requirements prior to progression to the next phase of the SEDP. To prepare for these meetings, the supervisor will have appraised the participant’s performance and progress for the preceding period (as specified in the approved Training Plan, and the participant will have completed a SEDP, which is an evaluation of the quality and effectiveness of the training received, the adequacy of the instruction in complying with the approved Training Plan, and an estimate of personal progress in the program. These meetings will serve as progress reviews to ensure that the objectives/requirements of the employee’s training plan are being met. The supervisor will certify progress on the in the tool and completion.

4. Final Evaluation. When the participant completes required components of SEDP, the supervisor, and the department will determine whether the individual has successfully completed all prescribed training in the program.

VIII. MENTORING

As the Division promotes, participates and fosters personal and professional development, the SEDP participants and supervisors are required to establish a profile in the TWMS Mentoring tool. Mentors serve as a role models and teachers to participants by sharing relevant experiences; providing constructive feedback; assisting participants in establishing and maintaining networking relationships; and counseling participants on finding developmental assignments. Each scientist and engineer are required to obtain a mentor, an experienced professional who can facilitate personal and professional growth in participants by sharing knowledge and insights learned through the years. The mentor-protégé relationship may offer many benefits:

(1) Coach employees in enhancing skills and intellectual development;

(2) Pass along organizational information;

(3) Provide candid feedback about perceived strengths and developmental needs;

(4) Point out opportunities for employees to develop and demonstrate capabilities;

(5) Advise employees on how to deal with real or perceived roadblocks;

(6) Encourage and motivate employees; and

(7) Link employees with others who can enhance the employee’s learning.

Mentors are critical to career development; therefore participants and supervisors are required to participate in the Mentor Match tool in TWMS.