GSA Workforce Learning and Development Policy

Purpose:

1. Provide a framework for workforce learning and development at the General  Services Administration (GSA), the specific procedures for which shall be developed by the Office of Human Resources Management (OHRM) in conjunction with its internal  business partners. 
2. Identify the legal foundations for the learning and development policy and  establish procedures.
3. Establish policy and assign responsibilities regarding the purpose, development,  and maintenance of GSA employees’ Individual Development Plans (IDPs), and  Executive Development Plans (EDPs) for GSA senior executives.
4. Assign roles and responsibilities for implementing learning and development  programs and opportunities for GSA employees. 

Background: 

The existing policy (HRM 9410.1C) expires on January 31, 2029. This order revises the policy to strengthen governance for training and development across GSA. The updates also align workforce development activities with enterprise training coordination and mission priorities.

Applicability:

1. This policy applies to:
   1. All GSA employees except those otherwise excluded from training under this  policy or by Federal regulation or statute;
   2. Federal employees working at GSA on rotation or detail from other agencies, subject to the terms of the appropriate Interagency Agreement; and
   3. Non-GSA employees under contract to GSA (“contractors”) under limited  circumstances (see Section 13, Contractor Eligibility for Learning and Development  Programs and Courses).
2. This policy does not apply to:
   1. Employee activities unrelated to the identified roles, responsibilities, and  duties of a GSA employee; and 
   2. The Office of Inspector General (OIG), which has independent personnel  authority. See Section 6 of the Inspector General Act of 1978, (5 U.S.C. App.3), as  amended (Inspector General is authorized “to select, appoint, and employ such officers  and employees as may be necessary for carrying out the functions, powers and duties of the Office of Inspector General”) and GSA Order ADM 5450.39D CHGE 1 GSA  Delegations of Authority Manual (Delegations Manual), Chapter 2, Part 1 (“the Inspector  General has independent authority to formulate policies and make determinations  concerning human capital issues within the [OIG]” and GSA determinations/delegations  do not limit that authority). Similarly, GSA specifically recognizes that the Inspector  General has independent authority to formulate policies and make determinations  concerning training, employee development, and career management. (ADM 5450.39D  CHGE 1, Delegations Manual, Chapter 7, Part 1). The OIG, in setting its own training  policy, will consider the GSA Order, to the extent that it does not infringe on the  Inspector General’s independent personnel authority and does not conflict with other  OIG policies.  

Cancellation:  

This policy cancels and supersedes GSA Order (HRM 9410.1C), GSA Workforce Learning and Development Policy, dated May 27, 2021. 

Summary of Changes: 

1. Adds a new section on Workforce Capability Planning to align training and development activities with workforce capability needs, mission priorities, and emerging skill requirements.
2. Updates the Individual Development Plan (IDP) section to require employees to maintain an IDP, clarify expectations for development discussions between supervisors and employees, and introduce structured career conversations to support career growth and workforce capability development.
3. Establishes GSA’s Learning Management System (LMS) as the official system of record for training, requiring GSA-sponsored training activities to be recorded in the LMS to ensure accurate reporting and workforce development data.
4. Adds requirements for the use of accurate Sub Object Class (SOC) codes in GSA’s financial system when recording training expenditures to improve financial transparency, reporting accuracy, and alignment with OCFO guidance.
5. Strengthens enterprise training governance and centralized coordination by requiring training requests exceeding $10,000 that involve external procurement to be submitted through the centralized training function for economies of scale opportunities. 
6. Clarifies supervisory responsibilities for approving training and development, including approval prior to employees applying or registering for training and ensuring Continued Service Agreements align with SF-182 training requests.
7. Updates language throughout the policy to reflect GSA’s centralized training model, modern learning practices, and the role of enterprise training resources such as GSA’s LMS.
8. Updates terminology and administrative references, including the policy signature line and other editorial revisions to improve clarity and consistency.