Executive, Management, and Supervisory Development
Merit's training fulfills the general requirements laid out in Title 5 of the Code of Federal Regulations.*
CHAPTER I--OFFICE OF PERSONNEL MANAGEMENT
PART 412--EXECUTIVE, MANAGEMENT, AND SUPERVISORY DEVELOPMENT--Table of Contents
Subpart A--General Provisions
Sec. 412.103 Criteria for programs for the systematic training and development of executives, managers, supervisors, and candidates.
Each agency must provide for the initial and continuing development of individuals in executive, managerial, and supervisory positions; and candidates for those positions. The agency must issue a written policy to assure that their development programs:
Are designed as part of the agency's strategic plan and foster a corporate perspective.
Make assignments to training and development consistent with the merit system principles set forth in 5 U.S.C. 2301(b)(1) and (2).
Initial training as an individual makes critical career transitions to become a new supervisor, a new manager, or a new executive consistent with the results of needs assessments;
Continuing learning experiences, both short- and long-term, throughout an individual's career in order for the individual to achieve the mastery level of proficiency for his or her current management level and position; and
Systematic development of candidates for advancement to a higher management level. Formal candidate development programs leading to non-competitive placement eligibility represent one, but not the only, type of systematic development.