Dealing with the nation's money—not to mention our entire financial system—is a demanding task. The Department of Treasury managers must motivate the workers who print money at its Bureau of Engraving and Printing (BEP) as well train employees on everything from CPR to security. According to The Partnership for Public Service, BEP improved its training and development programs, and Treasury's scores in the Federal Employment Viewpoint Survey are up. BEP Learning Officer Jason Nelson says staff motivation is also on the rise.
We asked Treasury learning and HR leaders: How does the development of individual staff members enable Treasury to perform better overall? We discovered that BEP programs to identify skills gaps and competency strengths were being used department-wide.
Senior Advisor, Treasury Talent Strategies
BEP is a model of how to have a developmental discussion with employees. The individual development plan (IDP) building process did not focus on the form, but rather on the conversation about training and development between the supervisor and the employee.
Both the supervisor and the employee did an assessment of the employee's competencies. As they discussed each individual's development plan, greater awareness grew between the employee and the supervisor.
Learning Officer, Bureau of Engraving
We're getting people to think about their skills and fix what's missing. The investment shows the organization cares. There also have been fewer injuries and easier union negotiations.
With a diverse workforce of craft workers, security, and office staff, it is a challenge at BEP to offer developmental activities that fit the needs of many employees. We created safety classes for training on the equipment—such as managing forklifts, using printing presses, and disposing of hazardous waste. Our approach makes this possible. While BEP is good with competencies, the Mint has strong leadership. We're training each other using shared resources.
Senior Advisor, Treasury HR Strategies
In an effort to develop human capital strategic partners from within, Treasury rolled out IDPs through its learning platform for all human capital professionals.
For the first time, Treasury now has a corporate snapshot of its human capital professionals' competency levels. We can make strategic resource decisions for the development of its training, human resources, and equal employment opportunity professionals.