# data[].attributes.body
make sure we're all speaking a common language

# data[].attributes.headline
developing a core training/curriculum for AMS to include ILTP

# data[].attributes.subject
developing a core training/curriculum for AMS to include ILTP

# data[].attributes.body
enhance customer service & better advertisement on what's available

# data[].attributes.headline
knowledge sharing specific to the position; communities of practice

# data[].attributes.subject
knowledge sharing specific to the position; communities of practice

# data[].attributes.body
use skills and competency data to inform our decisions (re: training opportunities, hiring, recruitment)

# data[].attributes.body
establish meaningful metrics and use that data to see the impact of our work

# data[].attributes.body
syncing up with PLR KMOL team (led by Stacey Young)

# data[].attributes.headline
clear guidance and transparency on how FSN staff are selected for training; need for common guidance in lieu of Mission specific guidance; to elevate access and equity

# data[].attributes.subject
clear guidance and transparency on how FSN staff are selected for training; need for common guidance in lieu of Mission specific guidance; to elevate access and equity

# data[].attributes.body
being able to better navigate the intranet, potentially through integration of AI

# data[].attributes.body
every class will be filled due to increased appetite for learning

# data[].attributes.body
get beyond self-assessment and have a way to objectively assess employees' skill levels

# data[].attributes.body
looking for ways -- beyond looking at the PD --- to determine how we're aligned to a

common operating picture

what's the "ground floor" for aligning our strategic training & development across the B/IO/Missions?

# data[].attributes.headline
monitoring and evaluation of training; setting up a centralized ME for training OU

# data[].attributes.subject
monitoring and evaluation of training; setting up a centralized ME for training OU

# data[].attributes.body
would be nice to have some accountability mechanism to support this work, "responsible mgmt"

(for example, VA changed the weighting of their performance evaluation elements to weight the "leading others" criteria more heavily to emphasize the importance of coaching and developing others)

# data[].attributes.body
pathways courses with certificates for different technical or even soft skill areas (that could be put on resumes)

# data[].attributes.headline
training is not the solution for everything

# data[].attributes.subject
training is not the solution for everything

# data[].attributes.body
Ensuring the strategy is informed by and engages all of our hiring mechanisms and all locations we work in.

# data[].attributes.headline
acknowledge the entire ecosystem of learning - coaching, mentoring, and OTJ training, just in time learning

# data[].attributes.subject
acknowledge the entire ecosystem of learning - coaching, mentoring, and OTJ training, just in time learning

# data[].attributes.body
Being intentional about the different modalities of learning that we can use outside of just training, for example mentorship, on-the-job-learning, peer to peer exchange etc..

# data[].attributes.body
Creating incentives (like CLPs) to push staff to attend training across the Agency. Maybe by aligning competencies with performance and promotion.

# data[].attributes.headline
recouping costs for no shows/late cancellations to the proponent training OU

# data[].attributes.subject
recouping costs for no shows/late cancellations to the proponent training OU

# data[].attributes.headline
More open-mindedness from OAA/PDT about which courses count for CLPs!   The view now is very myopic and not reflective of the wide range of skills CORs/AORs use

# data[].attributes.subject
More open-mindedness from OAA/PDT about which courses count for CLPs!   The view now is very myopic and not reflective of the wide range of skills CORs/AORs use