ANNISTON ARMY DEPOT, Ala. -- For most employees of Anniston Army Depot, the Training Office may simply be a source of reminders for mandatory training, but the small staff is responsible for so much more.
Federal budget constraints have reduced some of the services offered by the organization, but the Training Office is always looking for ways to increase the educational opportunities of the ANAD workforce.
MONEY FOR CLASSES
Tuition assistance comes in many forms for the training office, though the most obvious is funding for college courses related to an employee's job on the depot.
Tuition assistance is handled on a case-by-case basis.
There are requirements each employee must adhere to when requesting assistance and the program will not pay for a degree.
Once the employee meets the program guidelines, however, the Training Office may be able to pay for the requested classes.
The office doesn't only fund college courses. Any class which could be considered continuing education for job duties performed at the installation or classified as professional development, such as various certifications, can be requested and potentially paid for through the training office.
If several people in one area need the same training or certification, the office may bring the class to the employees through contracts with training suppliers -- cutting down on travel costs while getting all the benefits for employees.
In addition to the individual courses, some students are able to work at the depot through a student training program. Known in the past simply as the co-op program, Pathways enables the depot to market vacancies to high schools, career technical schools as well as college-level undergraduate and graduate programs.
"The depot's cooperative education program is a good way to further your education," said Mary Kathryn Campbell, a training administrator for the installation. "Especially with tuition increases, every little bit of financial assistance helps."
Both Pathways and the tuition assistance programs are currently on hold due to budgetary constraints.
Pathways lists its openings in USA Jobs and new employees go through a selection process similar to the one used for any new hire.
LEADERSHIP CLASSES
The Leaders Toolbox is a short introduction to leadership required for all new supervisors within the first week of their appointment. The course is designed to give a new supervisor an overview of operations from a legal, equal employment opportunity, human resources and property accountability viewpoint.
This enables the new supervisor to function until more extensive leadership training is scheduled.
The Depot Leadership and Management Program, better known as DLAMP, is a four-week class held at least three times a year to train the installation's future leaders.
The program is designed to give current and future leaders a foundation in current regulatory requirements and procedures.
Current supervisors or leaders at grade GS-07 to GS-11, WG-10 or higher, or in any WL or WS grade are eligible for the course.
Employees have to be nominated for DLAMP by their director in a memo and selection for the course is based upon supervisory position and then service comp date. Final selections are approved by the depot commander.
"The DLAMP class focuses on leadership. Though someone may have been here 20 years, they may not know where to go for certain pieces of information," said Campbell.
DLAMP covers issues such as conflict management, team building, leadership styles, legal and EEO issues, human resources policies, writing and briefings among other topics. And the Training Office is focused on continuous improvement in the curriculum.
"After every class, we have an after-action review and we look for ways to improve the next class," said Marilyn Futrell, a training specialist for the office.
One aspect assisting with the improvement is the makeup of each class. With a diverse representation coming from the production areas as well as the administrative areas of the depot and its tenants, classmates are encouraged to learn from each other as well as the instructors.
"The discussions within the class and what the participants learn from each other make the course what it is," said Campbell.
The Supervisor Development Course is required every three years for all supervisors. It is scheduled, and completion of the course is tracked by, the Training Office.
FACILITIES FOR CLASSES
With training space in three locations on depot, most with technology to assist with the class, the Training Office has been able to host a variety of training classes.
In addition to the more traditional facilities for classes, the Hard Drive Café is available to employees who don't have regular computer access.
Located on the west end of Bldg. 100, the café enables employees to take online college courses, mandatory training or just review their latest leave and earnings statement.
An access card for the facility must be requested from the employee's training coordinator and employees are reminded to return the access card after use.
EMPLOYEE DEVELOPMENT
Total Employee Development, better known as TED, is the system used by the depot's Training Office, and by the Army at large, to capture all training for all employees.
"TED is a way for employees to keep track of their training without having to keep up with all of their certificates," said Campbell.
Individual Development Plans are recorded and updated in TED and job certifications are recorded there. If updates or renewals are required, TED sends renewal reminders to the employee and the supervisor. The system also reduces errors in training record keeping.
Marciann Manley remembers a time when there was only one training coordinator for each directorate and boxes of certificates would quickly accumulate awaiting input into the system.
Now, the numerous training coordinators are able to quickly and easily input employee classes into TED, giving credit for courses passed and saving the information in TED's history.
Bryant Mathis, the Training Office's supervisor also encourages training coordinators, supervisors and directors to learn more about the TED system through hands-on training.
"Bryant regularly has supervisors, directors and coordinators come to the Training Office to learn how to work in TED. He walks them through it," said Bill Niemeier, a training administrator for the depot.
The Training Office can build classes in the TED system, so any class an employee takes can be added into TED, enabling the employee or their training coordinator to add it to their history.
CLASS SUPPORT
Customer service is the most important asset the Training Office offers the installation.
The five-members of the organization are frequently in contact with supervisors, leaders and employees throughout the depot and its tenants.
"We have contact with just about every office on depot for one reason or another -- either they are behind on training, doing well with training or we need them to assist with training we are offering," said Niemeier.
The support offered by the office comes from the top down. Manley emphasizes the work Mathis does to ensure all employees are up-to-date on their training.
"He has been able to get more done than any other training supervisor in my time here," said Manley. "He has achieved 100 percent on mandatory training and individual development plans and that can be challenging."
For additional information or to reserve training space, contact the Training Office at Exts. 3272, 3273, 3274 or 3275.
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