Pricing_Matrix.xlsx

Course Descriptions

Description: This is a specialized training class for HR Pacers assigned to the recruitment and placement discipline. This course will expand on the information covered in the 5-day Federal Staffing and Placement course. Students will receive training on use of the OPM Veteran Guide to accurately make veteran’s preference eligibility determinations in the processing of personnel actions, recruitment, and in reduction-in-force (RIF). Students will become familiar with the history and purpose of veteran’s preference in the hiring process and when it is required. They will learn about the documentation used to adjudicate veteran’s preference. Through case studies, students will properly identify veterans’ preference categories.

After successfully completing this course, students will be able to do the following:

1. Describe the history and purpose of veterans’ preference.

2. Distinguish between veteran, disabled veteran, and preference eligible veteran.

3. Identify the types of veterans’ preference categories.

4. Explain the situations when veterans’ preference applies and when it is required.

5. Identify types of required documentation used to make veterans’ preference determinations (i.e., DD-214, VA letter, SF-15, certified statement of service)

6. Utilize the OPM Vet Guide to make accurate decisions on veterans’ preference claims based on review of required documentation.

7. Apply veterans’ preference claims to competitive and excepted service appointments.

8. Recognize the specific data elements contained in the DD-214.

9. Apply special appointing authorities for veterans (e.g., Veterans’ Recruitment Appointments (VRA), Disabled Veterans Affirmative Action Plan (DVAAP, and Veterans Employment Opportunities Act of 1998 (VEOA)).

10. Accurately award veterans’ preference in reduction-in-force (RIF). 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Basic Classification for Non-classifiers Human Resources 3 2 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Classification discipline.

This is a core training class for HR Pacers assigned to the recruitment & placement discipline. Students will receive an expanded introduction into Classification and position management procedures to assist in the development of an effective assessment tool. Students will learn the procedures used to classify Federal positions using the Factor Evaluation System (FES) and narrative system. They will receive hands-on training in researching the OPM Classification Standards. After successfully completing this course, Pacers will be able to do the following:

1. Apply a basic understanding of classification in current job role.

2. Briefly describe the procedures used to classified Federal positions using the Factor Evaluation System (FES) and narrative system.

3. Identify the required components of the PD and Optional Form (OF-8).

4. Explain in basic terms the difference between lead, supervisory, and managerial positions.

5. Identify competencies and tasks that are applicable in the development of an effective assessment tool.

6. Differentiate between Federal Wage System (FWS) and General Schedule (GS).

7. Utilize the OPM Classification Standards to access family groups and specific occupational series.

8. In general terms, explain the rules used by the Classification Specialist to accurately classify mixed grade/series and interdisciplinary positions. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Basic Federal Employee Relations Human Resources 2 2 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Employee Relations discipline.

This is a core training class for HR Pacers. Students will receive basic training on performance management, discipline, categories of awards available in federal service, Family Medical Leave Act (FMLA), advance leave procedures, grievance and appeal options of federal employees, and an introduction into Reasonable Accommodations (RA) procedures. The training will utilize case studies to demonstrate required learning objectives. After successfully completing this course, Pacers will be able to do the following:

1. Describe the role of the HR Specialist (Employ Relations) and relationship to other job functions in the Human Resources office.

2. Briefly describe both management and employee rights in the workplace.

3. Apply a basic understanding of laws, regulations, and procedures that govern federal employee relations (ER) situations.

4. Accurately determine probationary period on accession and conversion personnel actions.

5. Distinguish between performance and conduct.

6. Determine through case studies when management should discipline employees or elect to pursue a performance-based action.

7. Develop effective performance standards using the SMART criterion.

8. Explain the components and life cycle of the DOD Performance Management and Appraisal Program (DPMAP).

9. Identify categories of awards available in the Federal service.

10. Describe the requirements for invoking Family Medical Leave Act (FMLA) and requesting advance annual and sick leave.

11. Briefly describe the grievance and appeal options available to Federal employees. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Basic Federal Labor Relations Human Resources 2 2 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Labor Relations discipline.

This is a core training class for HR Pacers. Students will receive basic training on the collective bargaining process, rights and obligations of union officials and management, bargaining unit determinations, negotiations, contract arbitration, unfair labor complaint processing, and resolutions procedures for grievances and disputes. The training will utilize case studies to demonstrate required learning objectives. After successfully completing this course, Pacers will be able to do the following:

1. Describe the role of the HR Specialist (Labor Relations) and relationship to other job function in Human Resources office.

2. Briefly describe the collective bargaing process and the rights and responsibilities of union officials, management, and employees.

3. Apply a basic understanding of laws, regulations, and procedures that govern federal labor relations (LR0 situations.

4. Accurately make bargaining unit determinations in the processing of federal personnel actions.

5. Describe the basic procedures for representation proceeding, negotiations, contract administration, arbitration, and unfair labor practice complaint processing. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Examining for Federal Wage System (FWS) Jobs Human Resources 2 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Recruitment & Placement discipline.

This is a specialized training class for HR Pacers assigned to the recruitment and placement discipline. This course will expand on the information covered in the 5-day Federal Staffing and Placement course. Students will receive hands-on training on job-element (JE) examining for Federal Wage System (FWS). Students will learn to evaluate the position description, OPM Qualifications and Classification Standards to identify the critical elements needed for applicants to be successful on the job. After successfully completing this course, Pacers will be able to do the following:

1. Describe the principles of JE examining for FWS jobs.

2. Conduct thorough research of references and tools to determine the critical job elements needed in the recruitment process.

3. Analyze the skills of applicants against the position description and develop a plan to measure the qualifications of the applicants.

4. Apply practical methods for rating applicants to identify top talent for management’s consideration.

6. Apply JE examining practices to merit promotion, delegated examining (DE), and direct hire authority (DHA).

7. Align JE examining practices to the Agency mission and HR management programs. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Federal Employee Benefits Human Resources 3 2 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Employee Benefits discipline.

This is a core training class for HR Pacers. Students will receive an expanded introduction into federal employee benefits. Students will receive basic training in the areas of Federal Employee Health Benefits (FEHB), Federal Employee Group Life Insurance (FEGLI), retirement, and Thrift Savings Plan (TSP). After successfully completing this course, Pacers will be able to do the following:

1. Describe the role of the HR Specialist (Employee Benefits) and relationship to other job functions in the Human Resources office.

2. Identify the basic eligibility requirements for federal employee benefit coverage and election deadlines.

3. Answer general benefit related questions from the workforce and refer technical questions to the appropriate HR office for action.

4. Identify Qualifying Life Event (QLE) for out of cycle elections.

5. Accurately determine retirement coverage for rehires, transfer, and converted employees.

6. Briefly describe the various retirement systems, basic eligibility requirements and components.

7. Understand the basics of calculating basic annuity amounts. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Federal Human Resources Management Human Resources 3 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in multiple HR disciplines.

This is a foundation course for training course, which introduces newly assigned HR employees to federal human resources. Students will receive an introductory overview into each of the HR disciplines, including recruitment & placement, classification, employee benefits, employee relations, labor relations, and HR development. After successfully completing this course, Pacers will be able to do the following:

1. Identify the basic job functions performed in the Federal Human Resources office.

2. Answer general questions from the workforce and refer technical questions to the appropriate HR office for action.

3. Apply a basic understanding of laws, regulations, and procedures that govern Federal human resources management.

4. Explain the interrelationship of HR functional areas and briefly describe the various components of the HR office (e.g., recruitment & place, classification, employee benefits, labor/employee relations, and HR development). 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Federal Staffing and Placement Human Resources 5 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Recruitment & Placement discipline.

This is a foundation training class for HR Pacers assigned to the recruitment and placement discipline. Students will receive specialized training on OPM policies and instructions, merit promotion, delegated examining, and direct hire authority procedures, non-competitive hiring authorities, qualification determinations, job analysis, and an introduction into recruitment incentives available for recruiting and retaining top talent for hard to fill positions and/or remote locations. After successfully completing this course, Pacers will be able to do the following:

1. Describe the role of the Recruitment & Placement Specialist and relationship to other job functions in the Human Resources office.

Research and apply OPM policies and instructions.

2. Differentiate between merit promotion, Delegated Examining (DE), and Direct Hire Authority (DHA).

3. Identify and describe competitive and non-competitive appointing authorities.

4. Evaluate minimum qualifications using the operating manual Qualifications Standards for General Schedule (GS) positions and Federal Wage System (FWS) positions.

5. Understand and accurately apply time-in-grade and time-after competitive restrictions in making eligibility determinations.

6. Describe the role of the HR Practitioner in assisting managers to recruit and retain talent.

7. Provide advice and guidance to management on alternative solutions available to address recruitment challenges (i.e., DHA, job fairs, permanent change of station, recruitment incentives).

8. Research and utilize all available resources and reference material, including legal and regulatory issuances. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Job Analysis & Competency Assessment Human Resources 3 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Recruitment & Placement discipline.

This is a specialized training class for HR Pacers assigned to the recruitment and placement discipline. This course will expand on the information covered in the 5-day Federal Staffing and Placement course. Through cases studies and examples, students will receive hands-on training on job analysis and competency assessment tools and resources. They will learn how to identify critical competencies needed to perform the work of the position and develop an effective assessment tool for recruitment of top talent. After successfully completing this course, Pacers will be able to do the following:

1. Conduct an effective job analysis consistent with legal and regulatory requirements that identifies the major duties of the position.

2. Use the results of the job analysis to identify and refine competencies needed to perform the work of the position.

3. Prepare tasks statements related to the competencies.

4. Utilize position description (PD) to extract competencies and tasks and manually construct an assessment.

5. Review OPM classification and qualification standards to assist in developing job duties, competencies, and task statements.

6. Modify existing job analysis to incorporate changes in position requirements, policies, and regulations.

7. Develop appropriate applicant assessment and selection criteria.

8. Develop effective job analysis criteria that measures an applicant's ability to the work of the position based on training, education, and experience. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Pay Setting Human Resources 3 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Recruitment & Placement discipline with specialized experience with federal pay setting procedures.

This is a foundation training class for HR Pacers assigned to the recruitment and placement discipline. Students will receive specialized training on all facets of pay setting procedures, including General Schedule (GS), Federal Wage System (FWS), and other pay systems (i.e., demonstration projects, postal service, and non-appropriated fund (NAF). Through case studies, students will receive specialized training to accurately set pay in a variety of pay-setting situations (i.e., advance in-hire, mandatory promotion rule, movement between pay systems, pay retention, grade retention, highest previous rate, and use of special salary tables.) Students will also learn how to determine Last Equivalent Increase (LEI) and waiting period dates. After successfully completing this course, Pacers will be able to do the following:

1. Identify the various pay systems used in the Federal government (i.e., GS, FWS, demo projects, postal service, NAF).

2. Conduct research on pay-setting policies and requirements, including guidance issued by OPM, DCPAS, and local pay setting procedures.

3. Accurately set pay for personnel actions involving a variety of pay-setting issues (i.e., advance in-hire, mandatory promotion rule, movement between pay systems, pay retention, grade retention, highest previous rate (HPR), and special salary tables.

4. Determine Last Equivalent Increase (LEI) and waiting period dates. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Processing Personnel Actions Human Resources 4 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in one or more HR disciplines with specific experience processing federal personnel actions.

This is a foundation training course, which introduces newly assigned HR employees to The Guide to Processing Personnel Actions (GPPA) and The Guide to Personnel Recordkeeping to accurately code and process a variety of federal personnel actions. Students will receive hands-on training on procedures for preparing, processing, and approving Requests for Personnel Actions (SF-52) and Notification of Personnel Actions (SF-50). They will learn how to identify the correct Nature of Action Code (NOAC) and required remarks, make retirement code determinations, determine probationary/trial periods, calculate service computation dates, set pay, make retirement code determinations, identify last equivalent increase (LEI) date, determine career tenure dates, and Fair Labor Standards Act (FLSA) status, and confirm within grade waiting periods. After successfully completing this course, Pacers will be able to do the following:

1. Answer general questions from employees pertaining to specific data elements on the Notification of Personnel Action (SF-50).

2. Utilize the GPAA to code/process a variety of federal personnel actions, including accessions, change actions, awards, and separation actions.

3. Apply an understanding of laws, regulations, and procedures that govern Federal personnel actions.

4. Accurately complete all required data fields on a Request for Personnel Action (SF-52) and SF-50, including Nature of Action, Nature of Actions Code (NOAC), effective date, veterans preference, pay setting, FLSA status, bargaining unit status, retirement code, service computation date, and required remarks.

5. Conduct research of PD, 75-information, and/or eOPF to identify any missing data elements for coding purposes.

6. Confirm accuracy of service computation dates by manually checking the service computation calculation against the date furnished by SCD system calculators. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Qualifications Analysis Human Resources 3 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be prior federal civilian service (201 occupational series) in Recruitment & Placement discipline.

This is a specialized training class for HR Pacers assigned to the recruitment and placement discipline. This course will expand on the information covered in the 5-day Federal Staffing and Placement course. Through cases studies and examples, students will receive hands-on training on various hiring eligibilities, make decisions on whether applicants meet eligibility and minimum qualification requirements, assess specialized experience of applicants, conduct rating and ranking based on experience, education, training, selective placement factors, and quality ranking factors, and distinguish between qualified and highly qualified candidates for management’s consideration. After successfully completing this course, Pacers will be able to do the following:

1. Explain the various eligibilities under merit promotion, delegated examining (DE), and Direct Hire Authority (DHA).

2. Utilize OPM Qualifications Handbook and/or Agency policy to determine if applications meet eligibility and minimum qualification requirements.

3. Review an applicant's specialized experience based on job analysis of position, OPM regulations, and/or Agency policy.

4. Rate and rank applicants using experience, education, training, selective placement factors, and qualified ranking factors to identify "best qualified" candidates.

5. Refer highly qualified candidates to management for consideration in the hiring process. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy Travel Regulations for Defense Agencies (PCS, Overseas Entitlements, Non-Foreign Allowances) Human Resources 3 3 High - Due within 45 days of contract award Minimum instructor experience: 5 years of specialized experience in instructional delivery of training material. In addition, qualified instructor must possess at least five years of journeymen-level specialized experience (GS-12) or equivalent. To be qualifying experience must be related to travel order administration.

This is a specialized training class for HR Pacers assigned to the recruitment and placement discipline. This course introduces students to the Joint Travel Regulation (JTR). Students will learn about the eligibility for a paid PCS move, entitlements, calculations, and reimbursable expenses to address general PCS related questions. After successfully completing this course, Pacers will be able to do the following:

1. Conduct research and apply a basic understanding of the Joint Travel Regulation (JTR).

2. Distinguish between PCS entitlements and discretionary expenses, entitlements, and non-foreign allowances.

3. Determine eligibility for permanent duty travel, entitlements, and non-foreign allowances.

4. Utilize the JTR to address general questions pertaining to movement of household goods, house-hunting trips, mobile home allowances, transporting and storing a privately owned vehicle (POV), and residential transactions.

5. Answer routine questions pertaining to PCS, allowances, and entitlements and refer technical questions to the Travel Team for resolution of complex travel problems.

6. Collect the required paperwork for Travel Team to issue PCS orders.

7. Apply Department of State Standardized Regulations (DSSR) to determine mandatory and discretionary entitlements. 1. Participant Guide

2. Briefing Slides

3. Discrimination Policy

Pricing Matrix Class Length Time Zone Base Year OY01 OY02 OY03 OY04 FAR 52.217-8 6 Month Extension

Extended Price