BPA Accelerated Training and Promotion Plan for Annual Positions by C3PEDF9

VIEWS: 2 PAGES: 68

									                     BONNEVILLE POWER ADMINISTRATION
                            HUMAN RESOURCES
                              Portland, Oregon

PERSONNEL LETTER NO. 335-07 (Revised)                        DATE: July 25, 2005

SUBJECT: BPA Accelerated Training and Promotion Plan for Annual Positions

I.     PURPOSE OF ISSUANCE

       To describe procedures and responsibilities for the BPA Accelerated Training and
       Promotion Plan for Annual Positions to enhance recruitment and retention in
       occupations that have been identified as having significant recruitment or retention
       difficulties, the process for obtaining approval, and for implementation.

II.    PURPOSE OF REVISION

       The purpose of this revision is to include occupational coverage for Public Utility
       Specialists (Duty Scheduler, Pre-Scheduler, After-the-Fact, and Loads and
       Transmission Acquisition Scheduler) through GS-11. This issuance supersedes
       Personnel Letter Number 335-07, BPA Accelerated Training and Promotion Plan
       for Annual Positions, dated November 7, 2003.


III.   REFERENCES

       A.   BPA Manual Chapter 400/300, Employment
       B.   BPA Manual Chapter 400/410A, Employee Development
       C.   5 CFR 300.603, Subpart F, Time-In-Grade Restrictions
       D.   5 CFR 338, Qualification Requirements (General)
       E.   5 CFR 410, Subpart C, Establishing and Implementing Training Programs
       F.   Office of Personnel Management (OPM) Operating Manual, Qualification
            Standards for General Schedule Positions
       G.   Personnel Letter No. 335-1 (Revised), BPA Merit Promotion Plan and
            Implementation Procedures for Annual Positions
       H.   Personnel Letter No. 335-5, Career Development Programs
       I.   Personnel Letter No. 335-6, BPA Consecutive Accelerated Training and
            Promotion Plan for Annual Positions
       J.   Personnel Letter No 410-9, BPA Employee Development
       K.   Personnel Letter No. 511-1, Position Classification
       L.   Personnel Letter No. 531-2, Advanced In-Hire Rate (Appointment Above the
            Minimum Rate of the Grade Because of Superior Qualifications)
       M.   Personnel Letter No. 572-1, Reimbursement of Travel and Transportation
            Expenses for Pre-employment Interviews and Travel to First Post of Duty
       N.   Personnel Letter No. 575-2, Recruitment Bonuses, Relocation Bonuses, and
            Retention Allowances for Annual Employees


Personnel Letter No. 335-07 (Revised), July 25, 2005           Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       1
IV.   POLICY

       This plan establishes an accelerated training and promotion program for
       candidates/employees for documented shortage occupations through the use of
       formal training plans with accelerated training and promotion potential. It allows
       training to be substituted for all or part of the experience required by applicable
       qualification standards and time-in-grade requirements. This accelerated training
       and promotion plan is designed to enhance recruitment and retention for annual
       occupations that have been identified as experiencing demonstrable recruitment or
       retention difficulties within the BPA.

 V. COVERAGE

       Candidates/Employees who meet experience and Time-in-Grade requirements in
       specific covered occupations are not included in this program.

 VI. DEFINITIONS

       A. Competency: An observable and measurable attribute (whose source may lie
          in knowledge, skills, values, traits, or perspectives) that contributes to success
          in performing a task or job.

       B. KSAs: Attributes required to perform work that is generally demonstrated
          through qualifying experience, education, or training. Knowledge is
          information applied directly to the performance of a function. Skill is an
          observable competence to perform a learned act. Ability is competence to
          perform an observable behavior or a behavior that results in an observable
          product.

       C. Minimum Qualifications: The education, experience, and/or other
          job-related criteria that establish an acceptable level of competence for
          successful performance in a position.

       D. Modified Qualifications: Provides for modification of qualification
          requirements. Candidates considered under modified qualifications will be
          evaluated and eligibility determined based upon sufficient possession of the
          KSAs required by the position.

       E. On-the-Job Training (OJT): Formal performance-based training conducted
          in the work environment by individuals who are technical subject-matter
          experts, that provides the trainee practical hands-on experience. The OJT
          generally occurs at intervals following initial knowledge training that takes
          place in a classroom or other setting.




Personnel Letter No. 335-07 (Revised), July 25, 2005           Supersedes November 7, 2003
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       F. Subject-Matter Experts (SME): An employee who has a thorough
          knowledge of the position requirements, which may be evidenced by currently
          serving in, having held, or supervised the same or a similar position.

VII. PROGRAM REQUIREMENTS

       A. Relationship to Other Issuances: This issuance is applied in conjunction
          with other applicable BPA policy issuances such as: BPA Consecutive
          Accelerated Training and Promotion Plan for Annual Positions, Career
          Development Programs, Employee Development, Technical Career Path and
          Staffing Program, Position Classification, and Merit Promotion Plan and
          Implementation Procedures for Annual Positions.

       B. Crediting of Experience: Experience gained while covered under this
          training and promotion plan may be credited at an accelerated rate of two
          months of credit for each month of intensive training for qualifications and
          Federal time-in-grade requirements. For example, six months of intensive
          training will meet the requirement for both one year of specialized experience
          as required by the OPM Operating Manual, Qualification Standards for
          General Schedule Positions (Qualification Standards), and one year time-in-
          grade requirements stated in 5 CFR 300, Subpart F.

      C. Promotion: The employee may be promoted to the next level after successful
         completion of 6 months of intensive accelerated training under this program.

      D. Selection for Training Program: Initial placement for covered occupations
         may be at any grade noted for such occupations for which the
         candidate/employee is qualified in accordance with the Qualification
         Standards. Any recruitment source may be used to fill positions using the
         accelerated training and promotion plan.

      E. Memorandum of Agreement: A Memorandum of Agreement identifies the
         entry level and the full performance level of the position to which the
         candidate/employee will be assigned. Both the manager and the
         candidate/employee must sign the Memorandum of Agreement and training
         plan prior to the employee’s assignment at the entry grade level. Both
         documents, as well as all training plans used to evaluate progress and
         completed training promotion plans, are filed in the Official Personnel Folder
         and maintained for two years from the date of completion of the program.

       F. Modification of Qualifications for In-Service Placement: Modification of
          qualifications is limited to in-service placement actions where it is determined
          that an individual can successfully perform the work of the position even
          though that person may not meet all of the requirements in the Qualifications
          Standards. The modified qualifications may be used to fill positions through
          reassignment, voluntary change to lower grade, transfer, reinstatement, and re-


Personnel Letter No. 335-07 (Revised), July 25, 2005          Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      3
          promotion to a grade not higher than a grade previously held. The vacancy
          announcement must include the modification of qualifications provisions, if
          used, in addition to the regular qualification requirements. The selection
          certificate will separately identify candidates who qualified based on
          modification of qualifications; however, the supervisor may select from any
          candidate referred. The Notification of Personnel Action (SF 50) must include
          a remark that the employee qualifies for the position only under the terms of
          modified qualifications.

      G. Comparable Accelerated Training Program: A candidate who has
         successfully completed a comparable intensive training program, whether
         through government or private sector work experience or a technical training
         program, which identified the position’s KSAs in the vacancy announcement,
         may have that experience or training credited at the accelerated rate of two
         months of credit for each month of intensive training. If a candidate is being
         considered for appointment under this provision, Personnel Services must
         provide a written statement documenting the crediting of experience allowed
         and time spent in the prior comparable intensive training program and how the
         qualifications analysis conducted is related to the qualification standard for the
         position. Prior to the candidate being selected for the training and promotion
         program, the manager must concur with the written statement. This provision
         may be applied at any grade level for which recruitment is occurring. The
         quality of experience must have been comparable to the next lower grade in the
         competitive service in the normal line of progression. Accelerated credit of
         experience will not be provided for any employee who leaves any program
         without successfully completing it.

      H. Eligibility: Positions will be filled in accordance with current delegated
         examining authority specified by the Office of Personnel Management,
         through: promotion or reassignment; conversion of student career experience
         program employees; transfer or reinstatement of candidates; and through
         candidates eligible for appointment under special appointing authority who
         meet the established qualification requirements and possess the required
         potential. Selections will be made in accordance with Merit Principles.

      I. Movement of Employees Currently in Covered Positions: Employees
         currently in positions and grade levels noted in Appendix A, but not on an
         accelerated training plan, will be placed on an accelerated training plan up to
         the full performance level of the current position without further competition
         and begin receiving accelerated credit from the date placed on the plan.
         Experience gained prior to being placed on an accelerated training plan will be
         credited at the standard rate. Experience/training gained while on an
         accelerated training plan will be credited at the rate of two months of
         experience for one month of training.




Personnel Letter No. 335-07 (Revised), July 25, 2005          Supersedes November 7, 2003
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      J. Vacancy Announcements/Recruiting Bulletins: Positions filled using an
         accelerated training and promotion plan will be so identified in BPA vacancy
         announcements/recruiting bulletins. Qualification requirements will include
         both the regular provisions and, if applicable, the modification of qualifications
         for in-service placement.

      K. Content of Training: The manager will identify the critical KSAs required
         for promotion to the next grade level. Training will be provided through:
         orientation; on-the-job training and mentoring; classroom and technical
         training, including computer-based instruction, academic and technical training
         and self-study; review of technical manuals; and rotational assignments. The
         minimum length of training required for progression to the next higher grade
         level is six months, unless the employee possesses prior specialized experience
         at a qualifying grade level, in which case the previous experience shall be
         credited at the standard rate. The content of the training plan may be changed
         at any time to add, delete, or modify requirements in response to technological
         changes, changes in the needs of the organization and/or the employee, or in
         situations where the employee has not had the opportunity to demonstrate the
         KSAs through no fault of the employee.

      L. Performance Requirements:

          1.   The training plan for each grade level shall include skill levels for each
               critical KSA as follows:

               a. Successfully completed formal or on-the-job training or observed
                  skilled employees performing the task, but has not successfully
                  performed the task.

               b. Participated in performing task. The employee has successfully
                  performed a segment of the task or the entire task with substantive
                  technical assistance.

               c. Successfully performed task under supervision. The employee is
                  assigned responsibility for performing the task, with periodic
                  monitoring from a senior employee or trainer to ensure satisfactory
                  progress is being made. Assistance from senior employees/trainers is
                  provided primarily for new, unfamiliar, or controversial aspects of the
                  assignment. The employee typically proposes solutions to problems
                  based on prior experience or technical research.

          2.   To be eligible for promotion, employees must have performed at level “c”
               on all of the critical KSAs. Upon request, Personnel Services will provide
               assistance on assessing the skill levels of employees. The training period
               may, at management's discretion, be extended up to a total of 12 months.
               If the employee’s level of progress does not warrant promotion after 12


Personnel Letter No. 335-07 (Revised), July 25, 2005           Supersedes November 7, 2003
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               months, the manager should work with the Employee Relations staff to
               determine appropriate action.

      M. Performance Evaluations: Managers will evaluate employees against the
         requirements of the training and promotion plan, typically on a monthly basis,
         and in alignment with annual performance appraisal periods. Training plans
         used for evaluation are filed in the employee Official Personnel Folders.

      N. Addendum to Position Description: Position Descriptions for which
         accelerated training plans are being used shall include the following statement:
         "This is a developmental position established as part of an accelerated training
         and promotion program. A formal Memorandum of Agreement outlining
         requirements for promotion is required prior to assignment to this position.”

      O. Recommendation for Promotion: Managers must submit a copy of the
         completed training and promotion plan agreement along with the Personnel
         Action Request requesting promotion of an employee to the next grade level
         that is covered by the accelerated training and promotion plan. A copy of the
         completed training and promotion plan will be filed in the employee’s Official
         Personnel Folder and retained for two years following completion of the
         program. The SF 50, Notification of Personnel Action, for the promotion must
         state in the remarks section that the employee is eligible for an accelerated
         promotion based on satisfactory completion of the BPA Accelerated Training
         and Promotion Plan Program.

      P. Inadequate Progress in Completing Program: A manager who is concerned
         that an employee may not be able to complete the program successfully should
         contact the Employee Relations staff for assistance. An employee who is
         unable to complete the program successfully may be returned to his or her
         previous position (if selected from within BPA and the position is available),
         reassigned to a position for which qualified at the current grade level, or
         removed based on unacceptable performance.

      Q. Documentation: Memorandum of Agreement and Training and Promotion
         Plans and associated records will be maintained in the Official Personnel
         Folder (OPF) of each employee for a minimum of two years after completion
         of the training program. The OPF will contain: a copy of the signed SF-52
         used to recruit for the position for which the employee was selected; copies of
         the required addendum and position descriptions for the entry-level and
         full-performance grade level of the position; the signed Memorandum of
         Agreement; the accelerated training plans for applicable grade level; periodic
         satisfactory completion of the training program; and other material related to
         the employee's training program. Satisfactory completion of the training
         program must be documented on the SF-50, Notification of Personnel Action.




Personnel Letter No. 335-07 (Revised), July 25, 2005         Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     6
       R. Approval of Training Agreements: The Manager, Human Resources,
          Diversity and EEO (HRDE), must formally approve the accelerated
          training and promotion plan training agreement before it may be used as
          authority for any personnel actions. A line organization that expects a
          proposed agreement to be approved may recruit and screen candidates while
          awaiting approval from HRDE but may not notify, appoint, or assign any
          candidates to a position or begin any training activities before the agreement is
          formally approved. A training and promotion plan agreement may not be
          approved retroactively to permit an exception to qualification or time-in-
          grade requirements based on training already given to an individual.

VIII. RESPONSIBILITIES

      A. Manager, Human Resources, Diversity and EEO, is responsible for:

          1. Developing and issuing policy on the use of an accelerated training and
             promotion program plan for annual positions within BPA.

           2. Approving/Disapproving requests for occupational/grade level coverage
              submitted by line organizations through the Manager, Personnel Services.

           3. Providing oversight and evaluation on the use of this authority.

      B. Manager, Personnel Services, is responsible for:

          1. Assisting line organizations in compiling requests for occupational
             coverage.

          2. Submitting requests to HRDE, for occupational/grade level coverage for
             occupations to be considered under the accelerated training and promotion
             plan program.

          3. Implementation of this accelerated training and promotion program,
             ensuring its effective implementation for filling positions and ensuring all
             required documentation is received before promoting incumbents.

          4. Training Subject-Matter Experts on job analysis that will ensure
             recruitment, selection, appointment, and other personnel procedures will be
             job-related.

          5. Developing accelerated training/development plans along with Subject-
             Matter Experts.

          6. Performing formal classification for each occupation and ensuring that the
             classifications of trainee and target positions are accurate.



Personnel Letter No. 335-07 (Revised), July 25, 2005          Supersedes November 7, 2003
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          7. Ensuring that required documentation is appropriately documented and that
             records are retained in accordance with retention schedules.

          8. Forwarding a complete file, documenting: the formal classification, job
             analysis, position description, names of SMEs, Memorandum of
             Agreement and Training Plan, to HRDE for approval for the specific
             occupational and/or grade levels of accelerated training plan promotion
             program.

      C. Vice Presidents are responsible for:

          1. Internal oversight of use of this authority within their organization.

          2. Providing required documentation and justification for the use of
             accelerated promotions for specific occupations and/or grade levels.

      D. Managers are responsible for implementing the accelerated training and
         promotion plan by:

          1.   Selecting candidates/employees for positions covered by the program.

          2.   Preparing and signing a Memorandum of Agreement and assuring it is
               understood and signed by the employee prior to participation in the
               training and promotion plan program.

          3.   Approving Accelerated Training Plans that identify the tasks and critical
               KSAs required for promotion to the next grade level.

          4.   Ensuring that employees in the program are provided planned training in
               accordance with the Memorandum of Agreement and Accelerated
               Training Plans.

          5.   Revising the content of the training plan to add, delete, or modify
               requirements as required.

          6.   Including in the position description the required addendum identifying it
               as a developmental position established as part of an accelerated training
               program.

          7.   Selecting SMEs to conduct assigned OJT and assuring that OJT is
               adequate.

          8.   Verifying employees successfully complete the training.

          9.   Evaluating trainees against the requirements of the Accelerated Training
               Plan quarterly.


Personnel Letter No. 335-07 (Revised), July 25, 2005           Supersedes November 7, 2003
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          10. Submitting a copy of the completed training plan with the Personnel
              Action Request, requesting promotion of an employee to the next grade
              level.

          11. Forwarding all original records to BPA Personnel Services to be filed in
              the employee Official Personnel Folder.

          12. Contacting Employee Relations Specialists for assistance if concerned that
              an employee may not be able to complete the program successfully.

          13. Extending the accelerated training and promotion plan program as needed.

      E. Subject Matter Experts are responsible for:

          1. Performing job analysis.

          2. Developing training plans.

          3. Conducting OJT for employees on tasks and activities in area of expertise
             when requested.

      F. Employees are responsible for:

          1.   Actively participating in developmental assignments.

          2.   Completing developmental assignments and training within established
               time frames in accordance with the trainer’s instructions.

          3.   Keeping manager and trainer advised of any problems associated with the
               Accelerated Training Plan in a timely manner.

IX.    REQUEST TO ESTABLISH OCCUPATIONS TO RESOLVE
       RECRUITMENT AND RETENTION ISSUES

       Occupations may be considered for coverage under the provision of this
       Personnel Letter (PL) in situations where demonstrable evidence of recruitment or
       retention difficulties can be documented. Written requests must be submitted by
       line organizations to the Manager, Personnel Services, and are forwarded to the
       Manager, HRDE, for review and approval/disapproval. This includes:

               Justification of the existence of significant evidence of recruitment or
               retention difficulties, which cannot be relieved by use of other methods,
               for positions to be covered by the proposed accelerated training and
               promotion plan program.



Personnel Letter No. 335-07 (Revised), July 25, 2005          Supersedes November 7, 2003
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       If approved by the Manager, HRDE, the accelerated training and promotion plan
       is then developed by SMEs in conjunction with Personnel Services. The plan and
       all other required documentation is then submitted by Personnel Services to
       HRDE for review and approval. (An Appendix A will then be updated to add the
       new occupation[s].)

X.     EFFECTIVE DATE FOR IMPLEMENTATION AND OPERATION OF A
       SPECIFIC OCCUPATIONAL ACCELERATED TRAINING AND
       PROMOTION PLAN PROGRAM

       The provisions of this PL, for any specific occupation/grade level, may be
       effected on or after the first pay period after all required documentation for the
       specific occupational accelerated training and promotion plan program is received
       for review and approval by the Manager, HRDE.




Godfrey C. Beckett
Manager, Human Resources, Diversity and EEO



Appendices (4):

Appendix A – Accelerated Promotion Occupations Authorized
Appendix B – Memorandum of Agreement, Accelerated Training Plan for Engineers,
GS-810/830
Appendix C – Accelerated Occupation Training/Development for Civil and Mechanical
Engineer
Appendix D – Memorandum of Agreement, Accelerated Training Plan for Public Utility
Specialist (Duty Scheduler, Pre-Scheduler, After-the-Fact and Loads and Transmission
Acquisition Scheduler)




Personnel Letter No. 335-07 (Revised), July 25, 2005         Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                    10
                                                                               APPENDIX A



         ACCELERATED PROMOTION OCCUPATIONS AUTHORIZED


Positions in the following occupational series and grade levels are authorized for this
training and promotion plan program:

(Note: Entries are made following submittal/approval of the specific accelerated
occupational training and promotion plan agreement before it may be used as authority
for any personnel actions to HRDE. A training plan and agreement may not be approved
retroactively to permit an exception to qualification or        time-in-grade
requirements based on training already given to an individual.)


     Series/Occupational            Entry Grade             Full Performance     Accelerated
          Specialty                    Level                      Level          Promotions
                                                                                  Permitted
GS-810                          GS-5, GS-7 or                   GS-11                1*
                                    GS-9
GS-830                          GS-5, GS-7, or                  GS-11                1*
                                    GS-9
GS-1130                         GS-5, GS-7, or                  GS-12                1**
                                    GS-9
*Occupational Training Plan approved 10/24/03

**Occupational Training Plan approved 07/25/05




Personnel Letter 335-07 (Rev.), Appendix A, July 25, 2005        Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                         11
                                                                              APPENDIX B


                         MEMORANDUM OF AGREEMENT

           BONNEVILLE POWER ADMINISTRATION
 ACCELERATED TRAINING PLAN FOR ENGINEERS, GS-810 and GS-830

This plan provides intensive training that may be substituted for all or part of the
experience required by applicable qualification standards and Federal time-in-grade
requirement for employees in professional engineering positions.

                                      EMPLOYEES

I understand that I have been selected for a developmental position established as part of
an accelerated training plan. Experience gained while covered under this training plan
may be credited at an accelerated rate of two months of credit for each month of intensive
training for qualifications and for federal time-in-grade requirements. I understand I may
be promoted at this accelerated rate to the next higher grade level in the normal line of
progression only once, without further competition, provided that:

A. The original appointment to the career ladder position was made after competition
   under merit staffing procedures or other appropriate means, such as selection from a
   civil service certificate or appointments made as a result of special hiring authorities;

B. I meet the time-after-competitive appointment requirement, and the time-in-grade and
   qualification requirements for the higher grade position (including at the accelerated
   rate);

C. I have demonstrated the ability to perform the tasks associated with the critical
   knowledge, skills and abilities (KSAs) designated in the Accelerated Training Plans,
   achieving a skill level of no less than "3" for each critical KSA, and have
   demonstrated the ability to assume more difficult and responsible duties at the higher
   grade level;

D. There is sufficient higher-grade work to warrant a promotion;

E. My current rating of record is at the "Pass" level, and I have been rated at the "Pass"
   level or higher on all critical elements that are also critical to performance at the next
   higher grade of the career ladder; and

F. My immediate manager or higher-level official certifies the recommendation for
   promotion.

I understand promotions beyond the target grade level normally must be competitive.

I understand assignment into a career ladder position does not guarantee future
advancement.



Personnel Letter 335-07 (Rev.), Appendix B, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                         12
                                                                            APPENDIX B

I understand satisfactory completion of developmental assignments is an element of my
performance plan.

                                       MANAGERS

Managers are required to identify the critical KSAs for each position at the time the
training plan is established. At a minimum, employees must be able to perform the tasks
associated with all critical KSAs successfully (level "3") under supervision to be eligible
for promotion to the next grade level. Training may be accomplished through
orientation; on-the-job training or mentoring; formal and technical training, to include
computer-based instruction, academic and technical training and self-study; review of
technical manuals; and rotational assignments.

Managers are expected to evaluate trainees against the requirements of the training plan
at the mid-point and at the end of the training period.

Managers will submit a copy of the completed training plan and agreement with each
Request for Personnel Action (SF 52), recommending promotion of the trainee to the next
grade level. The signed SF 52 serves as the supervisor's recommendation for promotion.

Training records will be maintained in the Official Personnel Folder of each trainee for a
minimum of two years after completion of the training program. The OPF will contain a
copy of the signed Memorandum of Agreement and the accelerated training plan and any
other material related to the employee's training and promotion program.



______________________________________              __________
Position Title and Series                           Entry Grade


_________________________________________________                    ______________
EMPLOYEE SIGNATURE                                                   DATE


_________________________________________________                    ______________
MANAGER SIGNATURE                                                    DATE


1. Original maintained by the manager
2. One copy to the employee
3. One copy filed in Official Personnel Folder




Personnel Letter 335-07 (Rev.), Appendix B, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       13
                                                                             APPENDIX B


           BONNEVILLE POWER ADMINISTRATION
 ACCELERATED TRAINING PLAN FOR ENGINEERS, GS-810/830
Name: _____________________________ Manager: _________________________

Evaluation Period: ___________________________ to _______________________
The purpose of this training plan is to establish intensive training requirements for
professional engineering personnel that may be substituted for all or part of the
experience required by applicable Office of Personnel Management qualification
standards and Federal time-in-grade requirement. To be eligible for promotion, trainees
must be able to perform the tasks associated with all of the critical knowledge, skills, and
abilities (KSAs) identified by management.
During each evaluation, the immediate manager indicates the type of training received
and level of proficiency demonstrated during the evaluation period for each critical KSA
by circling the appropriate method(s) of training (A, B, C, D, and/or E) and skill level
(1,2, or 3). Skill levels are:

   1. Has successfully completed formal or on-the-job training or observed skilled
      employees performing the task but has not successfully performed the task.
   2. Has participated in performing task. Employee has successfully performed a
      segment of the task or has performed the entire task with substantive technical
      assistance.
   3. Has successfully performed task under supervision. Employee assigned
      responsibility for performing the task, with periodic monitoring from a senior
      employee or trainer to ensure satisfactory progress is being made. Assistance
      from senior employees/trainers provided primarily for new, unfamiliar, or
      controversial aspects of the assignment. Employee typically proposes solutions to
      problems based on prior experience or technical research.

The manager provides feedback to the employee on developmental needs. To be eligible
for promotion, the employee must obtain a proficiency level of at least “3” on each
critical KSA.
Upon successful completion of the requirements for accelerated promotion, the manager
submits a copy of the completed training plan with a Personnel Action Request (PAR), to
support the request for promotion to the next grade level for the employee.




Personnel Letter 335-07 (Rev.), Appendix B, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                        14
                                                                           APPENDIX B

SIGNATURES:

 EVALUATION               MANAGERS’S                        EMPLOYEE’S            DATE
     PERIOD               SIGNATURE                         SIGNATURE
Establishment of
Plan
1st Evaluation
Period
2nd Evaluation
Period




Personnel Letter 335-07 (Rev.), Appendix B, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     15
                                                                                  APPENDIX C


                 TRANSMISSION BUSINESS LINE
    ACCELERATED OCCUPATIONAL TRAINING/DEVELOPMENT PLAN
                    Civil Engineer GS-810-11
                  Mechanical Engineer GS-830-11

1. Design: Includes performing structural design for                Transmission Business Line
transmission and substation facilities; developing cost estimates   (GS-810/830-11)
and schedules for fabrication and availability of materials; and
reviewing and checking designs and estimates prepared by
other engineers, technicians, and contractors.
Skill Levels: See page 1 for complete definitions.                  Method
1. Has received training/observed skilled employees                 A – Orientation
    performing this task.                                           B – On the Job Training
2. Has assisted in performing task or performed a segment of        C – Formal Training
    the task.                                                       D – Technical Instructions/
3. Has successfully performed task.                                     Manuals
                                                                    E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                               Method          Skill Level
    1a Knowledge of civil/structural or mechanical                  ABCDE           1 2 3
          engineering concepts, principles, and practices
          associated with planning, design, and maintenance
          applicable to components and facilities found on a
          bulk transmission system.
    1b Ability to design transmission and substation                ABCDE           1 2 3
          structures and/or buildings, transmission/fiber optic
          lines, and other facilities/structures using the
          structural/ mechanical techniques and applicable
          codes.
    1c Ability to apply codes such as ASCE Standards,               ABCDE           1 2 3
          UBC/BC, ASTM Standards, ASD/LRFC, ACI/
          PCA, NESC, ASHRAE ASME, etc., for design
          integrity and safety.
    1d Ability to coordinate the design and construction of         ABCDE           1 2 3
          various facilities.
    1e Ability to communicate highly technical information          ABCDE           1 2 3
          effectively, both orally and in writing.
    1f    Ability to participate and perform effectively in a       ABCDE           1 2 3
          project team environment.
    1g Ability to handle multiple work assignments and              ABCDE           1 2 3
          changing priorities effectively.
    1h Ability to use computer programs to perform design           ABCDE           1 2 3
          analysis work.
    1i    Ability to use manual methods or CADD to prepare          ABCDE           1 2 3
          design drawings.




Personnel Letter 335-07 (Rev.), Appendix C, July 25, 2005           Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                                16
                                                                         APPENDIX C



2. Technical Consultation: Includes providing technical     Transmission Business Line
advice and assistance on a wide variety of technical        (GS-810/830-11)
matters to other engineers and technicians in the group
and in other areas of design, construction, construction
contractors, and their material and equipment suppliers.
Skill Levels: See page 1 for complete definitions.          Method
1. Has received training/observed skilled employees         A – Orientation
    performing this task.                                   B – On the Job Training
2. Has assisted in performing task or performed a           C – Formal Training
    segment of the task.                                    D – Technical Instructions/
3. Has successfully performed task.                             Manuals
                                                            E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                       Method         Skill Level
    2a Knowledge of civil/structural or mechanical          ABCDE          1 2 3
         engineering concepts, principles, and practices
         associated with planning, design, and
         maintenance applicable to components and
         facilities found on a bulk transmission system.
    2b Ability to apply codes such as ASCE Standards,       ABCDE          1 2 3
         UBC/BC, ASTM Standards, ASD/LRFC, ACI/
         PCA, NESC, ASHRAE ASME, etc., for design
         integrity and safety.
    2c Ability to communicate highly technical              ABCDE          1 2 3
         information effectively, both orally and in
         writing.
    2d Ability to participate and perform effectively in    ABCDE          1 2 3
         a project team environment.
    2e Ability to handle multiple work assignments          ABCDE          1 2 3
         and changing priorities effectively.




Personnel Letter 335-07 (Rev.), Appendix C, July 25, 2005   Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       17
                                                                          APPENDIX C



3. Project Management. Includes participating in project    Transmission Business Line
management activities for assigned projects.
                                                            (GS-810/830-11)
Skill Levels: See page 1 for complete definitions.          Method
1. Has received training/observed skilled employees         A – Orientation
    performing this task.                                   B – On the Job Training
2. Has assisted in performing task or performed a           C – Formal Training
    segment of the task.                                    D – Technical Instructions/
3. Has successfully performed task.                             Manuals
                                                            E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                       Method         Skill Level
    3a Knowledge of the techniques, principles, and         ABCDE          1 2 3
         policies of project management.
    3b Ability to provide overall coordination for the      ABCDE          1 2 3
         design and construction of various facilities.
    3c Ability to communicate highly technical              ABCDE          1 2 3
         information effectively, both orally and in
         writing.
    3d Ability to participate and perform effectively in    ABCDE          1 2 3
         a project team environment.
    3e Ability to handle multiple work assignments          ABCDE          1 2 3
         and changing priorities effectively.




Personnel Letter 335-07 (Rev.), Appendix C, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       18
                                                                         APPENDIX C



4. Special Studies. Includes participating in planning,     Transmission Business Line
organizing, and conducting special studies to evaluate or
develop new or substitute conductor and fiber optic cable   (GS-810/830-11)
equipment, hardware or materials to be used in line
construction.
Skill Levels: See page 1 for complete definitions.          Method
1. Has received training/observed skilled employees         A – Orientation
    performing this task.                                   B – On the Job Training
2. Has assisted in performing task or performed a           C – Formal Training
    segment of the task.                                    D – Technical Instructions/
3. Has successfully performed task.                             Manuals
                                                            E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                       Method         Skill Level
    4a Knowledge of civil/structural or mechanical          ABCDE          1 2 3
         engineering concepts, principles, and practices
         associated with planning, design, and
         maintenance applicable to components and
         facilities found on a bulk transmission system.
    4b Ability to apply codes such as ASCE Standards,       ABCDE          1 2 3
         UBC/BC, ASTM Standards, ASD/ LRFC, ACI/
         PCA, NESC, ASHRAE ASME, etc., for design
         integrity and safety.
    4c Ability to communicate highly technical              ABCDE          1 2 3
         information effectively, both orally and in
         writing.
    4d Ability to participate and perform effectively in    ABCDE          1 2 3
         a project team environment.
    4e Ability to handle multiple work assignments          ABCDE          1 2 3
         and changing priorities effectively.




Personnel Letter 335-07 (Rev.), Appendix C, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       19
                                                                        APPENDIX D




 ACCELERATED TRAINING PLAN FOR PUBLIC UTILITIES SPECIALIST,
 GS-1130 (AFTER-THE-FACT, PRE-SCHEDULER, DUTY SCHEDULER, AND
        LOADS AND TRANSMISSION ACQUISITION SCHEDULER)




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005   Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                  20
                                                                             APPENDIX D


                         MEMORANDUM OF AGREEMENT

                  BONNEVILLE POWER ADMINISTRATION
 ACCELERATED TRAINING PLAN FOR PUBLIC UTILITIES SPECIALIST, GS-
 1130 (After-the-Fact, Pre-Scheduler, Duty Scheduler, and Loads and Transmission
 Acquisition Scheduler)

This plan provides intensive training that may be substituted for all or part of the
experience required by applicable qualification standards and the federal time-in-grade
requirement for employees in the above public utilities specialist positions.

                                      EMPLOYEES

I understand that I have been selected for a developmental position established as part of
an accelerated training plan. Experience gained while covered under this training plan
may be credited at an accelerated rate of two months of credit for each month of intensive
training for qualifications and for Federal time-in-grade requirements. I understand that I
may be promoted to the next higher grade level in the normal line of progression, up to
the target grade of the position, without further competition, provided:

G. The original appointment to the career ladder position was made after competition
   under merit staffing procedures or other appropriate means, such as selection from a
   civil service certificate or appointments made as a result of special hiring authorities;

H. I meet the time-after-competitive appointment requirement and the time-in-grade and
   qualification requirements for the higher grade position (including at the accelerated
   rate);

I. I have demonstrated the ability to perform the tasks associated with the critical
   knowledge, skills, and abilities (KSAs) designated in the Accelerated Training Plans,
   achieving a skill level of no less than "3 " for each critical KSA, and have
   demonstrated the ability to assume more difficult and responsible duties at the higher
   grade level;

J. There is sufficient higher grade work to warrant a promotion;

K. My current rating of record is at the “Pass” level, and I have been rated at the “Pass”
   level on all critical elements that are also critical to performance at the next higher
   grade of the career ladder; and

L. My immediate supervisor or higher-level official certifies the recommendation for
   promotion.

I understand that promotions beyond the target grade level normally must be competitive.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                        21
                                                                             APPENDIX D

I understand that assignment into a career ladder position does not guarantee future
advancement.

I understand that satisfactory completion of developmental assignments is an element of
my performance plan.

I understand that the minimum period of time to serve at each grade level is six months
and the maximum length of training at any grade level is 18 months. I understand that if
I am unable to complete the program successfully, I may be reassigned to another
position for which I am qualified at the same grade, including a position with no further
promotion potential; and/or the performance element for performance of developmental
assignments will be rated "Fail" and action taken in accordance with performance
management guidelines. I may be changed to a lower grade or removed from Federal
service if I am unable to progress satisfactorily at any point in the training program.
Furthermore, if I am serving a probationary period and fail to make satisfactory progress,
I may be terminated without right of appeal, in accordance with appropriate procedures.

SUPERVISORS

Supervisors are required to identify the critical KSAs for each position at the time the
training plan is established. At a minimum, employees must be able to perform the tasks
associated with all critical KSAs successfully (level "3"), under supervision, to be eligible
for promotion to the next grade level. The minimum training period is six months. The
training period may, at management's discretion, be extended up to a total of 18 months.
Training may be accomplished through orientation; on-the-job training or mentoring;
formal and technical training, to include computer-based instruction, academic and
technical training and self-study; review of technical manuals; and rotational
assignments.

Supervisors are expected to evaluate trainees against the requirements of the training plan
at least four times per year: (1) during the annual performance evaluation; (2) during the
progress review; (3) at the mid-point between the annual evaluation and progress review;
and (4) at the mid-point between the progress review and annual evaluation so that
evaluations occur at least quarterly.

Supervisors will make "Successfully completes developmental assignments" an element
in the employee's performance plan. A supervisor who’s concerned that an employee
may not be able to complete the program successfully should contact the servicing
Personnel Management Specialist for assistance. Any employee who is unable to
complete the program successfully may be returned to his or her previous position (if
selected from within BPA and the position is available), reassigned to a position for
which qualified at the current grade level, or removed based on unacceptable
performance. In the latter case, the performance element for performance of
developmental assignments will be rated "Fail"; and action taken to downgrade or
separate the employee will be in accordance with 5 CFR Part 432 for unacceptable
performance and 5 CFR Part 752 for other adverse action.

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                        22
                                                                            APPENDIX D




Supervisors will submit a copy of the completed training plan with each Request for
Personnel Action (SF 52) recommending promotion of the trainee to the next grade level.
The signed SF 52 serves as the supervisor's recommendation for promotion.

Training records will be maintained in the Official Personnel Folder of each trainee for a
minimum of two years after completion of the training program. The Official Personnel
Folder will contain a copy of the signed SF 52 used to recruit for the position for which
the employee was selected, copies of position descriptions for the employee's entry-level
and full-performance-level positions, signed Memorandum of Agreement, accelerated
training plan for applicable grade level(s), periodic evaluations, written documentation of
failure to complete or satisfactory completion of the training program, and other material
related to the employee's training program.



______________________________________              __________ ___________________
Position Title and Series                           Entry Grade Full Performance Level


_________________________________________________                   ______________
EMPLOYEE SIGNATURE                                                  DATE


________________________________________________                    ______________
SUPERVISOR SIGNATURE                                                DATE


4. Original maintained by the supervisor
5. One copy to the employee
6. One copy filed in Official Personnel Folder.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       23
                                                                             APPENDIX D


                    BONNEVILLE POWER ADMINISTRATION

 MODEL ACCELERATED TRAINING PLAN FOR PROMOTION TO
            PUBLIC UTILITIES SPECIALIST, GS-1130-7

Name: _____________________________ Supervisor: _________________________

Evaluation Period: ___________________________ to _________________________

The purpose of this training plan is to establish intensive training requirements for
personnel occupying public utilities specialist positions so that training may be
substituted for all or part of the experience required by applicable Office of Personnel
Management qualification standards and the federal time-in-grade requirement. To be
eligible for promotion, trainees must be able to perform the tasks associated with all of
the critical knowledge, skills, and abilities (KSAs) identified by management. The
minimum training period is six months. The training period may, at management’s
discretion, be extended up to a total of 18 months. If any critical KSA cannot be
performed successfully, the supervisor may recommend removal from the program.

The supervisor conducts an evaluation of the employee’s progress at least every three
months. During each evaluation, the supervisor indicates the type of training received
and level of proficiency demonstrated during the evaluation period for each critical KSA
by circling the appropriate method(s) of training (A, B, C, D, and/or E) and skill level (1,
2, or 3). Skill levels are:

   1. Has successfully completed formal or on-the-job training, or observed skilled
      employees performing the task, but has not successfully performed the task.

   2. Has participated in performing task. Employee has successfully performed a
      segment of the task or has performed the entire task with substantive technical
      assistance.

   3. Has successfully performed task under supervision. Employee assigned
      responsibility for performing the task, with periodic monitoring from a senior
      employee or trainer to ensure that satisfactory progress is being made. Assistance
      from senior employees/trainers provided primarily for new, unfamiliar, or
      controversial aspects of the assignment. Employee typically proposes solutions to
      problems based on prior experience or technical research.

The supervisor provides feedback to the employee on developmental needs. To be
eligible for promotion, the employee must obtain a proficiency level of at least “3” on
each critical KSA.

Upon successful completion of the requirements for promotion, the supervisor attaches a
copy of the completed training plan to a Request for Personnel Action (SF 52) to
recommend the employee for promotion to the next grade level.

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                          24
                                                                           APPENDIX D

SIGNATURES:


 EVALUATION               SUPERVISOR’S                      EMPLOYEE’S           DATE
     PERIOD                SIGNATURE                        SIGNATURE
Establishment of
Plan
1st Evaluation
Period
2nd Evaluation
Period
3rd Evaluation
Period
4th Evaluation
Period




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     25
                                                                          APPENDIX D



1. System Planning and Management--Includes                  Transmission Business Line
developing an understanding of transmission programs,        (TBL)
systems, and processes related to transmission scheduling,
transmission reservations, scheduling, planning,
accounting, and analyses.
Skill Levels: See page 1 for complete definitions.           Method
1. Has received training/observed skilled employees          A – Orientation
    performing this task.                                    B – On the Job Training
2. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                     D – Technical Instructions/
3. Has successfully performed task.                          Manuals
                                                             E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                        Method         Skill Level
    1a   Understanding of the mission, strategic business    ABCDE          1 2 3
         objectives, organization, functions, policies,
         customers, and culture of BPA and TBL and the
         organization to which assigned.
    1b Basic understanding of the interconnected             ABCDE          1 2 3
         power system.
    1c   Basic awareness of the requirements of FERC         ABCDE          1 2 3
         Orders, 888A and 889A, including OASIS and
         the Ancillary and Control Area Service.
    1d Ability to understand provisions of transmission      ABCDE          1 2 3
         contracts




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     26
                                                                          APPENDIX D



2. Scheduling: Includes developing an understanding of       Transmission Business Line
the procedures involved in establishing transmission
reservations, pre-schedules, real-time schedules, and/or
after-the-fact schedules and associated accounting
procedures for the Continental USA and Canada.
Skill Levels: See page 1 for complete definitions.           Method
1. Has received training/observed skilled employees          A – Orientation
    performing this task.                                    B – On the Job Training
2. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                     D – Technical Instructions/
3. Has successfully performed task.                          Manuals
                                                             E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                        Method         Skill Level
    2a   Knowledge of most commonly used customer            ABCDE          1 2 3
         acronyms and of the major product acronyms
         and codes with associated time restrictions.
    2b Basic understanding of computer applications          ABCDE          1 2 3
         used in preparing and tracking transmission
         scheduling and accounting.
    2c   Basic understanding of the geography of the         ABCDE          1 2 3
         Network and Intertie.
    2d Ability to learn the computer applications to         ABCDE          1 2 3
         prepare and track transmission scheduling and
         accounting systems.
    2e   Ability to apply basic mathematics and              ABCDE          1 2 3
         statistical methods and research techniques.
    2f   Ability to interface effectively with other BPA     ABCDE          1 2 3
         personnel on work-related matters.
    2g Ability to communicate effectively both orally        ABCDE          1 2 3
         and in writing to obtain advice or assistance and
         report on the status or results of work.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                    27
                                                                          APPENDIX D



3. Reporting and Documentation: Includes developing a        Transmission Business Line
familiarity with reports and memoranda related to
transmission scheduling transactions; the database of
historical scheduling data and methods of archiving and
preserving data; and procedures for resolving inadvertent
capacity imbalances and assuring balances are correct.
Skill Levels: See page 1 for complete definitions.           Method
1. Has received training/observed skilled employees          A – Orientation
    performing this task.                                    B – On the Job Training
2. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                     D – Technical Instructions/
3. Has successfully performed task.                          Manuals
                                                             E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                        Method         Skill Level
    3a   Ability to apply basic mathematics, statistical     ABCDE          1 2 3
         methods, and research techniques.
    3b Ability to understand the provisions of               ABCDE          1 2 3
         transmission contracts.
    3c   Ability to learn to use computer applications to    ABCDE          1 2 3
         prepare and track transmission scheduling and
         accounting systems.
    3d Ability to communicate effectively both orally        ABCDE          1 2 3
         and in writing to obtain advice or assistance and
         report on the status or results of work.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                    28
                                                                          APPENDIX D



1. System Planning and Management: Includes                  Power Business Line (PBL)
developing an understanding of the processes for
planning, designing, and organizing tasks in preparation
for new business initiatives or launching new products.
Skill Levels: See page 1 for complete definitions.           Method
1. Has received training/observed skilled employees          A – Orientation
    performing this task.                                    B – On the Job Training
2. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                     D – Technical Instructions/
3. Has successfully performed task.                          Manuals
                                                             E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                        Method         Skill Level
    1a   Basic awareness of the processes for scheduling     ABCDE          1 2 3
         of energy transactions with NW, SW, and
         Canadian marketers and utilities.
    1b Ability to learn to analyze and reconcile data.       ABCDE          1 2 3
    1c   Ability to learn to use computer applications,      ABCDE          1 2 3
         specifically a database system and Excel.
    1d Ability to learn to use scheduling systems.           ABCDE          1 2 3
    1e   Ability to communicate effectively both orally      ABCDE          1 2 3
         and in writing to obtain advice or assistance and
         report on the status or results of work.
    1f   Ability to interface effectively with other BPA     ABCDE          1 2 3
         personnel on work-related matters.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     29
                                                                          APPENDIX D



2. Scheduling: Includes developing an understanding of       Power Business Line
the procedures for establishing schedules and tracking and
accounting for all power and associated transmission
transactions with all PBL, Continental USA, and Canadian
customers.
Skill Levels: See page 1 for complete definitions.           Method
1. Has received training/observed skilled employees          A – Orientation
    performing this task.                                    B – On the Job Training
2. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                     D – Technical Instructions/
3. Has successfully performed task.                          Manuals
                                                             E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                        Method         Skill Level
    2a   Basic knowledge of scheduling of energy             ABCDE          1 2 3
         transactions with NW, SW, and Canadian
         marketers and utilities.
    2b Ability to learn to analyze and reconcile data.       ABCDE          1 2 3
    2c   Ability to learn to use computer applications,      ABCDE          1 2 3
         specifically a database system and Excel.
    2d Ability to learn to use scheduling systems.           ABCDE          1 2 3
    2e   Ability to communicate clearly and effectively,     ABCDE          1 2 3
         both orally and in writing, with clients and
         customers.
    2f   Ability to establish and maintain effective         ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers and management officials with
         diverse job duties and backgrounds.
    2g Ability to understand the provisions of contracts.    ABCDE          1 2 3




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                    30
                                                                            APPENDIX D



1. Program/Project Management: Includes ability to learn       Power Business Line
the procedures for program/project coordination and            (Energy Efficiency)
administration; to assist in planning a project
implementation; to assist in establishing the quality, cost,
and time standards; and to assist in developing and
implementing the implementation process.
Skill Levels: See page 1 for complete definitions.             Method
1. Has received training/observed skilled employees            A – Orientation
    performing this task.                                      B – On the Job Training
2. Has assisted in performing task or performed a              C – Formal Training
    segment of the task.                                       D – Technical Instructions/
3. Has successfully performed task.                            Manuals
                                                               E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                          Method         Skill Level
    1a   Ability to understand project                         ABCDE          1 2 3
         scope/implementation requirements.
    1b Basic knowledge of energy conservation and              ABCDE          1 2 3
         renewable technologies.
    1c   Ability to interface effectively with other           ABCDE          1 2 3
         personnel on work-related matters.
    1d Ability to communicate clearly and effectively,         ABCDE          1 2 3
         both orally and in writing, to obtain advice or
         assistance and report on status or results of
         work.
    1f   Basic knowledge of different conservation             ABCDE          1 2 3
         policies.
    1g Ability to learn to apply program management            ABCDE          1 2 3
         methodology.
    1h Ability to learn the practices, principles, and         ABCDE          1 2 3
         techniques of BPA’s budgeting and accounting
         procedures




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      31
                                                                          APPENDIX D



 Recommended Training:                          Length of Training/Method of Training
 BPA New Employee Orientation:                  Length: 8 hours
 Knowledge of BPA’s mission, strategic          Conducted by: BPA Training
 business objectives, organization,             Location:
 functions, policies, customers, culture.
 Knowledge of administrative
 programs/controls such as Diversity and
 Alternative Dispute Resolution (ADR).
 PBL or TBL New Employee Orientation:           Length:
 Knowledge of PBL or TBL mission,               Conducted by: PBL or TBL Managers
 strategic business objectives, organization,   Location:
 functions, policies, customers, culture,
 Standards of Conduct (SOC). Knowledge
 of PBL or TBL administrative
 programs/controls.
 Organization’s Employee Orientation:           Length:
 Review of basic administrative procedures      Conducted by: Supervisor
 such as pay, leave, security, records, etc.    Location: Assigned organization
 Review of PD, planned assignments.
 Review of employee’s background and
 interests.
 Review of organization’s mission and
 functions, organization channels, and
 relationships to others.
 Review of information at BPA and PBL           Length:
 or TBL internet and intranet sites and         Conducted by: Self-study
 other related sites.                           Location: Employee’s desk
 Review of available guidelines such as         Length:
 directives, orders, handbooks, guides,         Conducted by: SMEs and self-study
 technical manuals, etc.                        Location: Assigned organization/
                                                employee’s desk.
 Program documentation and reporting            Length:
 requirements. Review of organization’s         Conducted by: SMEs or self-study
 existing documentation and available           Location: Assigned organization
 information management systems.
 BPA Course on Achieving Extraordinary          Length: 16 hours
 Customer Relations                             Conducted by: BPA Training
                                                Location:

 Communication Skills Training:                 Length:
 Effective Communications                       Conducted by: BPA Training/USDA
 Effective Presentations                        Graduate School/private
                                                vendors/universities
                                                Location:


Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      32
                                                                            APPENDIX D


 Computer Skills Training: Training on          Length:
 the specific computer applications to be       Conducted by:
 used.                                          Location:

 Supplemental Training: Formal short            Length:
 courses on appropriate topics related to       Conducted by:
 assigned work selected to complement           Location:
 employee’s background or fill a specific
 subject void (e.g., mathematics skills,
 statistical skills).
 Introduction to organizational work.           Length:
 Observe and perform selected tasks that        Conducted by: Supervisor/SMEs
 require the application of basic               Location: Assigned Organization
 knowledge, skills, and abilities in the
 functional area to which assigned.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      33
                                                                             APPENDIX D


                    BONNEVILLE POWER ADMINISTRATION

 MODEL ACCELERATED TRAINING PLAN FOR PROMOTION TO
            PUBLIC UTILITIES SPECIALIST, GS-1130-9

Name: _______________________ Supervisor: ____________________________

Evaluation Period: ___________________________ to _______________________

The purpose of this training plan is to establish intensive training requirements for
personnel occupying public utilities specialist positions so that training may be
substituted for all or part of the experience required by applicable Office of Personnel
Management qualification standards and the Federal time-in- grade requirement. To be
eligible for promotion, trainees must be able to perform the tasks associated with all of
the critical knowledge, skills, and abilities (KSAs) identified by management. The
minimum training period is six months. The training period may, at management’s
discretion, be extended up to a total of 18 months. If any critical KSA cannot be
performed successfully, the supervisor may recommend removal from the program.

The supervisor conducts an evaluation of the employee’s progress at least every three
months. During each evaluation, the supervisor indicates the type of training received
and level of proficiency demonstrated during the evaluation period for each critical KSA
by circling the appropriate method(s) of training (A, B, C, D, and/or E) and skill level (1,
2, or 3). Skill levels are:

   1. Has successfully completed formal or on-the-job training or observed skilled
      employees performing the task but has not successfully performed the task.

   2. Has participated in performing task. Employee has successfully performed a
      segment of the task or has performed the entire task with substantive technical
      assistance.

   3. Has successfully performed task under supervision. Employee assigned
      responsibility for performing the task, with periodic monitoring from a senior
      employee or trainer to ensure satisfactory progress is being made. Assistance
      from senior employees/trainers provided primarily for new, unfamiliar, or
      controversial aspects of the assignment. Employee typically proposes solutions to
      problems based on prior experience or technical research.

The supervisor provides feedback to the employee on developmental needs. To be
eligible for promotion, the employee must obtain a proficiency level of at least “3” on
each critical KSA.

Upon successful completion of the requirements for promotion, the supervisor attaches a
copy of the completed training plan to Request for Personnel Action (SF 52) to
recommend the employee for promotion to the next grade level.

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                        34
                                                                           APPENDIX D

SIGNATURES:


 EVALUATION               SUPERVISOR’S                      EMPLOYEE’S           DATE
     PERIOD                SIGNATURE                        SIGNATURE
Establishment of
Plan
1st Evaluation
Period
2nd Evaluation
Period
3rd Evaluation
Period
4th Evaluation
Period




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     35
                                                                               APPENDIX D



1. System Planning and Management--Includes                 Transmission Business Line (TBL)
participating in developing and administering
transmission programs, systems, and processes
related to transmission scheduling, transmission
reservations, scheduling, planning, accounting, and
analyses.
Skill Levels: See page 1 for complete definitions.          Method
1. Has received training/observed skilled                   A – Orientation
    employees performing this task.                         B – On the Job Training
2. Has assisted in performing task or performed a           C – Formal Training
    segment of the task.                                    D – Technical Instructions/
3. Has successfully performed task.                         Manuals
                                                            E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                       Method             Skill Level
    1a Understanding of the interconnected                  ABCDE              1 2 3
         power system, including unit information,
         fossil fuel pricing, hydrology
         requirements, transmission configuration.
    1b Knowledge of the requirements of the                 ABCDE              1 2 3
         FERC Orders, 888a and 889A, including
         OASIS and the Ancillary and Control
         Area Service.
    1c Ability to understand provisions of                  ABCDE              1 2 3
         transmission contracts.
    1d Ability to use computer applications used            ABCDE              1 2 3
         in preparing and tracking transmission
         scheduling and accounting systems, i.e.,
         RODS, the FCRTS outage coordination,
         and Available Transmission Capacity
         (ATC) tracking.
    1e Ability to establish and maintain effective          ABCDE              1 2 3
         interpersonal relationships and
         communication with BPA personnel and
         customers to plan, coordinate, or advise
         on work efforts.
    1f   Ability to communicate effectively, both           ABCDE              1 2 3
         orally and in writing, to obtain, clarify, or
         provide facts or information.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005          Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                           36
                                                                             APPENDIX D



2. Scheduling: Includes participating in establishing and       Transmission Business Line
implementing transmission schedules (reservations, pre-
schedules, real-time schedules, and/or after-the-fact
schedules), contracts, confirmation agreements and the
associated accounting procedures for the Continental USA
and Canada.
Skill Levels: See page 1 for complete definitions.              Method
1. Has received training/observed skilled employees             A – Orientation
    performing this task.                                       B – On the Job Training
2. Has assisted in performing task or performed a               C – Formal Training
    segment of the task.                                        D – Technical Instructions/
3. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    2a   Knowledge of the requirements of the FERC              ABCDE          1 2 3
         Orders 888A and 889A.
    2b Ability to understand provisions of transmission         ABCDE          1 2 3
         contracts.
    2c   Ability to use computer applications to prepare        ABCDE          1 2 3
         and track transmission scheduling and
         accounting systems.
    2d Ability to apply mathematics, statistical                ABCDE          1 2 3
         methods, and research techniques.
    2e   Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with BPA personnel and customers to plan,
         coordinate, or advise on work efforts.
    2f   Ability to communicate effectively, both orally        ABCDE          1 2 3
         and in writing, to obtain, clarify, or provide facts
         or information.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       37
                                                                             APPENDIX D



3. Reporting and Documentation: Includes participating          Transmission Business Line
in preparing reports and memoranda with respect to
transmission scheduling transactions; analyzing scheduled
and actual transmission transactions to develop daily after-
the-fact transmission transaction reports; preparing
worksheets and documentation as required; resolving
inadvertent capacity imbalances.
Skill Levels: See page 1 for complete definitions.              Method
4. Has received training/observed skilled employees             A – Orientation
    performing this task.                                       B – On the Job Training
5. Has assisted in performing task or performed a               C – Formal Training
    segment of the task.                                        D – Technical Instructions/
6. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    3a   Ability to apply mathematics, statistical methods      ABCDE          1 2 3
         and research techniques used in data analysis
         and forecasting.
    3b Ability to understand provisions of transmission         ABCDE          1 2 3
         contracts.
    3c   Ability to use computer applications to prepare        ABCDE          1 2 3
         and track transmission scheduling and
         accounting systems.
    3d Ability to establish and maintain effective              ABCDE          1 2 3
         interpersonal relationships and communication
         with BPA personnel and customers to plan,
         coordinate, or advise on work efforts.
    3e   Ability to communicate effectively, both orally        ABCDE          1 2 3
         and in writing, to obtain, clarify, or provide facts
         or information.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       38
                                                                             APPENDIX D



1. System Planning and Management: Includes                     Power Business Line (PBL)
participating in planning, designing, and organizing tasks
in preparation for new business initiatives or launching
new products; assisting in contract negotiations and
drafting.
Skill Levels: See page 1 for complete definitions.              Method
4. Has received training/observed skilled employees             A – Orientation
    performing this task.                                       B – On the Job Training
5. Has assisted in performing task or performed a               C – Formal Training
    segment of the task.                                        D – Technical Instructions/
6. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    1a   Knowledge of scheduling of energy transactions         ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    1b Ability to analyze and reconcile data.                   ABCDE          1 2 3
    1c   Ability to use computer applications,
         specifically a database system and Excel.
    1d Ability to use scheduling systems.                       ABCDE          1 2 3
    1e   Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with BPA personnel and customers to plan,
         coordinate, or advise on work efforts.
    1f   Ability to communicate effectively, both orally        ABCDE          1 2 3
         and in writing, to obtain, clarify, or provide facts
         or information.
    1g Ability to relate contract provisions to actual          ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                        39
                                                                             APPENDIX D



2. Scheduling: Includes participating in establishing           Power Business Line
schedules and tracking and accounting for power and
associated transmission transactions with PBL,
Continental USA, and Canadian customers.
Skill Levels: See page 1 for complete definitions.              Method
4. Has received training/observed skilled employees             A – Orientation
    performing this task.                                       B – On the Job Training
5. Has assisted in performing task or performed a               C – Formal Training
    segment of the task.                                        D – Technical Instructions/
6. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    2a   Knowledge of scheduling of energy transactions         ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    2b Ability to analyze and reconcile data.                   ABCDE          1 2 3
    2c   Ability to use computer applications,                  ABCDE          1 2 3
         specifically a database system and Excel.
    2d Ability to use scheduling systems.                       ABCDE          1 2 3
    2e   Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with BPA personnel and customers to plan,
         coordinate, or advise on work efforts.
    2f   Ability to communicate effectively, both orally        ABCDE          1 2 3
         and in writing, to obtain, clarify, or provide facts
         or information.
    2g Ability to relate contract provisions to actual          ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       40
                                                                             APPENDIX D



1. Program/Project Management: Includes participating           Power Business Line
in planning, budgeting, analysis, and problem/issue             (Energy Efficiency)
resolution; program/project coordination and
administration; establishing project implementation;
establishing the quality, cost, and time standards;
developing and organizing the implementation process;
controlling cost, schedules, and the quality of the results;
communicating the progress and project status to the
project sponsors; evaluating conservation program efforts;
serving on cross-organization teams as a member or
leader; researching or developing information on the
energy efficiency markets; developing information on
individual customer utilities.
Skill Levels: See page 1 for complete definitions.              Method
4. Has received training/observed skilled employees             A – Orientation
    performing this task.                                       B – On the Job Training
5. Has assisted in performing task or performed a               C – Formal Training
    segment of the task.                                        D – Technical Instructions/
6. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    1a   Understanding of contract/project scope and            ABCDE          1 2 3
         implementation requirements.
    1b Knowledge of energy conservation and                     ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    1c   Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with BPA personnel and customers to plan,
         coordinate, or advise on work efforts.
    1d Ability to communicate effectively, both orally          ABCDE          1 2 3
         and in writing, to obtain, clarify, or provide facts
         or information.
    1e   Ability to implement program management                ABCDE          1 2 3
         methodology.
    1f   Knowledge of the practices, principles, and            ABCDE          1 2 3
         techniques of BPA’s budgeting and accounting
         procedures




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       41
                                                                             APPENDIX D



2. Customer Service: Includes participating in providing        Power Business Line
a variety of customer services related to the organization’s    (Energy Efficiency)
programs and projects; responding to customer requests.
Skill Levels: See page 1 for complete definitions.              Method
1. Has received training/observed skilled employees             A – Orientation
    performing this task.                                       B – On the Job Training
2. Has assisted in performing task or performed a               C – Formal Training
    segment of the task.                                        D – Technical Instructions/
3. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    2a   Knowledge of energy conservation and                   ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    2c   Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with BPA personnel and customers to plan,
         coordinate, or advise on work efforts.
    2d Ability to communicate effectively, both orally          ABCDE          1 2 3
         and in writing, to obtain, clarify, or provide facts
         or information.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                        42
                                                                            APPENDIX D



 Recommended Training:                          Length of Training/Method of Training
 BPA New Employee Orientation (if not           Length: 8 hours
 completed at GS-5 entry level):                Conducted by: BPA Training
 Knowledge of BPA’s mission, strategic          Location:
 business objectives, organization,
 functions, policies, customers, culture.
 Knowledge of administrative
 programs/controls such as Diversity and
 Alternative Dispute Resolution (ADR).
 PBL or TBL New Employee Orientation            Length:
 (if not completed at GS-5 entry level):        Conducted by: PBL or TBL Managers
 Knowledge of PBL or TBL mission,               Location:
 strategic business objectives, organization,
 functions, policies, customers, culture,
 Standards of Conduct (SOC). Knowledge
 of PBL or TBL administrative
 programs/controls.
 Organization’s Employee Orientation:           Length:
 Review of basic administrative procedures      Conducted by: Supervisor
 such as pay, leave, security, records, etc.    Location: Assigned organization
 Review of PD, planned assignments.
 Review of employee’s background and
 interests.
 Review of organization’s mission and
 functions, organization channels, and
 relationships to others.
 Review of information at BPA and PBL           Length:
 or TBL internet and intranet sites and         Conducted by: Self-study
 other related sites (if not completed at GS-   Location: Employee’s desk
 5 entry level).
 Review of available guidelines such as         Length:
 directives, orders, handbooks, guides,         Conducted by: SMEs and self-study
 technical manuals, etc.                        Location: Assigned organization/
                                                employee’s desk.

 Program documentation and reporting            Length:
 requirements. Review of organization’s         Conducted by: SMEs and self-study
 existing documentation and available           Location: Assigned organization
 information management systems.
 BPA Course on Achieving Extraordinary          Length: 16 hours
 Customer Relations (if not completed at        Conducted by: BPA Training
 GS-5 entry level) or other customer            Location:
 service/interpersonal relations training.



Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      43
                                                                            APPENDIX D


 Communication Skills Training:                 Length:
 Effective Communications                       Conducted by: BPA Training/USDA
 Effective Presentations                        Graduate School/private
                                                vendors/universities
                                                Location:

 Computer Skills Training: Continued            Length:
 training on the specific computer              Conducted by:
 applications to be used.                       Location:

 Supplemental Training: Formal short            Length:
 courses on appropriate topics related to       Conducted by:
 assigned work selected to complement           Location:
 employee’s background or fill a specific
 subject void (e.g., mathematics skills,
 statistical skills).
 Continued introduction to organizational       Length:
 work. Observe and perform selected tasks       Conducted by: Supervisor/SMEs
 that require the application of knowledge,     Location: Assigned Organization
 skills, and abilities in the functional area
 to which assigned.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      44
                                                                               APPENDIX D


                     BONNEVILLE POWER ADMINISTRATION

 MODEL ACCELERATED TRAINING PLAN FOR PROMOTION TO
         PUBLIC UTILITIES SPECIALIST, GS-1130-05/07/09/11

Name: _____________________________ Supervisor: _________________________

Evaluation Period: ___________________________ to _________________________

The purpose of this training plan is to establish intensive training requirements for
personnel in public utilities specialist positions so that training may be substituted for all
or part of the experience required by applicable Office of Personnel Management
qualification standards and the federal time-in-grade requirement. To be eligible for
promotion, trainees must be able to perform the tasks associated with all of the critical
knowledge, skills, and abilities (KSAs) identified by management. The minimum
training period is six months. The training period may, at management’s discretion, be
extended up to a total of 18 months. If any critical KSA cannot be performed
successfully, the supervisor may recommend removal from the program.

The supervisor conducts an evaluation of the employee’s progress at least every three
months. During each evaluation, the supervisor indicates the type of training received
and level of proficiency demonstrated during the evaluation period for each critical KSA
by circling the appropriate method(s) of training (A, B, C, D, and/or E) and skill level (1,
2, or 3). Skill levels are:

   1. Has successfully completed formal or on-the-job training, or observed skilled
      employees performing the task, but has not successfully performed the task.

   2. Has participated in performing task. Employee has successfully performed a
      segment of the task or has performed the entire task with substantive technical
      assistance.

   3. Has successfully performed task under supervision. Employee assigned
      responsibility for performing the task, with periodic monitoring from a senior
      employee or trainer to ensure satisfactory progress is being made. Assistance
      from senior employees/trainers provided primarily for new, unfamiliar, or
      controversial aspects of the assignment. Employee typically proposes solutions to
      problems based on prior experience or technical research.

The supervisor provides feedback to the employee on developmental needs. To be
eligible for promotion, the employee must obtain a proficiency level of at least “3” on
each critical KSA.

Upon successful completion of the requirements for promotion, the supervisor attaches a
copy of the completed training plan to Request for Personnel Action (SF 52) to
recommend the employee for promotion to the next grade level.

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005        Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                          45
                                                                           APPENDIX D

SIGNATURES:


 EVALUATION               SUPERVISOR’S                      EMPLOYEE’S           DATE
     PERIOD                SIGNATURE                        SIGNATURE
Establishment of
Plan
1st Evaluation
Period
2nd Evaluation
Period
3rd Evaluation
Period
4th Evaluation
Period




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     46
                                                                               APPENDIX D



1. System Planning and Management--Includes                 Transmission Business Line (TBL)
developing and administering transmission
programs, systems, and processes related to
transmission scheduling, transmission reservations,
scheduling, planning, accounting, and analyses;
reviewing new and existing transmission sales
contracts and recommending changes pertaining to
implementation and execution of those contracts;
developing and maintaining transmission
transaction accounts for transmission sales,
purchases, and special transmission transactions.
Skill Levels: See page 1 for complete definitions.          Method
4. Has received training/observed skilled                   A – Orientation
    employees performing this task.                         B – On the Job Training
5. Has assisted in performing task or performed a           C – Formal Training
    segment of the task.                                    D – Technical Instructions/
6. Has successfully performed task.                         Manuals
                                                            E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                       Method             Skill Level
    1a Understanding of the interconnected                  ABCDE              1 2 3
         power system, including unit information,
         fossil fuel pricing, hydrology
         requirements, transmission configuration.
    1b Knowledge of the requirements of the                 ABCDE              1 2 3
         FERC Orders, 888a and 889A, including
         OASIS and the Ancillary and Control
         Area Service.
    1c Ability to understand provisions of                  ABCDE              1 2 3
         transmission contracts to monitor
         financial and operating data submitted
         under those contracts.
    1d Skill in using computer applications used            ABCDE              1 2 3
         in preparing and tracking transmission
         scheduling and accounting systems, i.e.,
         RODS, the FCRTS outage coordination,
         and Available Transmission Capacity
         (ATC) tracking.
    1e Ability to establish and maintain effective          ABCDE              1 2 3
         interpersonal relationships and
         communication with a wide variety of
         technical specialists, customers, and
         management officials with diverse job
         duties and backgrounds.


Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005          Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                           47
                                                                        APPENDIX D


    1f    Ability to communicate concepts and         ABCDE            1 2 3
          controversial information effectively, both
          orally and in writing.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005   Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                  48
                                                                             APPENDIX D



2. Scheduling: Includes establishing and implementing           Transmission Business Line
transmission schedules (reservations, pre-schedules, real-
time schedules, and/or after-the-fact schedules), contracts,
confirmation agreements and the associated accounting
procedures for the Continental USA and Canada; entering
transmission schedules in the appropriate database;
estimating daily revenue and costs for services provided
and purchased; determining apportionment of transmission
line capacities for individual utilities, brokers, marketers,
etc., for transmission access of non-firm and firm
deliveries under the terms of FERC Orders 888A and
889A, in conjunction with TBL new tariffs; coordinating
sales and purchases of transmission throughout Canada
and the Continental USA for TBL or its customers;
coordinating AC/3rdAC/DC line reductions and outages
on interties and associated facilities with power
interchange requirements; recommending to management
and scheduling utilities optimum line for scheduling
intertie restrictions that directly affecting marketing;
assuring transmission schedules are in accordance with
applicable contracts for sale, purchase, and transfer of
transmission over the FCRTS; interpreting contract
language into an operational plan to establish official
documentation for billing transactions and to ensure
contractual compliance of contracts; implementing
contracts to reflect management’s interpretation, and
frequently contacting operating-level management of other
utilities using the FCRTS.
Skill Levels: See page 1 for complete definitions.              Method
4. Has received training/observed skilled employees             A – Orientation
     performing this task.                                      B – On the Job Training
5. Has assisted in performing task or performed a               C – Formal Training
     segment of the task.                                       D – Technical Instructions/
6. Has successfully performed task.                             Manuals
                                                                E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                           Method         Skill Level
    2a   Knowledge of the requirements of the FERC              ABCDE          1 2 3
         Orders 888A and 889A.
    2b Ability to understand provisions of transmission         ABCDE          1 2 3
         contracts to monitor financial and operating data
         submitted under those contracts.
    2c   Skill in using computer applications to prepare        ABCDE          1 2 3
         and track transmission scheduling and
         accounting systems.

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       49
                                                                        APPENDIX D


    2d    Ability to apply mathematics, statistical A B C D E             1 2 3
          methods, and research techniques.
    2e    Ability to establish and maintain effective        ABCDE        1 2 3
          interpersonal relationships and communication
          with a wide variety of technical specialists,
          customers, and management officials with
          diverse job duties and backgrounds.
    2f    Ability to communicate concepts and                ABCDE        1 2 3
          controversial information effectively, both orally
          and in writing.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005   Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                  50
                                                                           APPENDIX D



3. Reporting and Documentation: Includes preparing            Transmission Business Line
reports and memoranda used throughout BPA, TBL, and
the interconnected utility companies with respect to
transmission scheduling transactions; providing applicable
contract interpretation for the billing of customers;
analyzing scheduled and actual transmission transactions
to develop daily after-the-fact transmission transaction
reports; managing a database of historical scheduling data;
archiving and preserving data; preparing worksheets and
documentation as required; preparing final audits of
transmission service reservations, schedules, and ancillary
services; resolving inadvertent capacity imbalances;
assuring balances are correct and expeditiously transferred
to Billing, NWPP, WSCC, NERC, RTG, and other
agencies as required.
Skill Levels: See page 1 for complete definitions.            Method
7. Has received training/observed skilled employees           A – Orientation
    performing this task.                                     B – On the Job Training
8. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                      D – Technical Instructions/
9. Has successfully performed task.                           Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    3a   Ability to apply mathematics, statistical            ABCDE          1 2 3
         methods, and research techniques used in data
         analysis and forecasting.
    3b Ability to understand provisions of transmission       ABCDE          1 2 3
         contracts to monitor financial and operating data
         submitted under those contracts.
    3c   Skill in using computer applications to prepare      ABCDE          1 2 3
         and track transmission scheduling and
         accounting systems, including the ability to
         develop tracking tools for providing reports for
         NWPP, WSCC, WSPP, NERC, RTOs, and other
         agencies as required.
    3d Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    3e   Ability to communicate concepts and                  ABCDE          1 2 3
         controversial information effectively, both orally
         and in writing.
1. System Planning and Management: Includes planning,         Power Business Line (PBL)

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     51
                                                                            APPENDIX D


designing, and organizing tasks in preparation for new
business initiatives or launching new products; assisting in
contract negotiations and drafting.
Skill Levels: See page 1 for complete definitions.             Method
7. Has received training/observed skilled employees            A – Orientation
    performing this task.                                      B – On the Job Training
8. Has assisted in performing task or performed a              C – Formal Training
    segment of the task.                                       D – Technical Instructions/
9. Has successfully performed task.                            Manuals
                                                               E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                          Method         Skill Level
    1a   Knowledge of scheduling of energy transactions        ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    1b Skill in analysis and reconciliation of data.           ABCDE          1 2 3
    1c   Skill in using computer applications,                 ABCDE          1 2 3
         specifically a database system and Excel.
    1d Skill in using scheduling systems.                      ABCDE          1 2 3
    1e   Ability to communicate clearly and effectively,       ABCDE          1 2 3
         both orally and in writing, with clients and
         customers.
    1f   Ability to establish and maintain effective           ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    1g Ability to relate contract provisions to actual         ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       52
                                                                           APPENDIX D



2. Scheduling: Includes establishing schedules and            Power Business Line
tracking and accounting for all power and associated
transmission transactions with all PBL, Continental USA,
and Canadian customers; ensuring schedules are in
accordance with contract terms; determining and inputting
limits (edit checks) for energy amounts and energy
balances; utilizing bookouts or pathouts for the most
efficient use of transmission and power; determining the
amount and type of transmission needed and purchasing
that transmission if needed; assigning transmission to
power schedules minimizing the cost; assisting in
researching data for billing.
Skill Levels: See page 1 for complete definitions.            Method
7. Has received training/observed skilled employees           A – Orientation
    performing this task.                                     B – On the Job Training
8. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                      D – Technical Instructions/
9. Has successfully performed task.                           Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    2a   Knowledge of scheduling of energy transactions       ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    2b Skill in analysis and reconciliation of data.          ABCDE          1 2 3
    2c   Skill in using computer applications, specifically
         a database system and Excel.
    2d Skill in using scheduling systems.                     ABCDE          1 2 3
    2e   Ability to communicate clearly and effectively,      ABCDE          1 2 3
         both orally and in writing, with clients and
         customers.
    2f   Ability to establish and maintain effective          ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    2g Ability to relate contract provisions to actual        ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     53
                                                                           APPENDIX D



1. Program/Project Management: Includes planning,             Power Business Line
budgeting, analysis, and problem/issue resolution;            (Energy Efficiency)
program/project coordination and administration;
establishing project implementation; establishing the
quality, cost, and time standards; developing and
organizing the implementation process; recruiting and
motivating the participants; controlling cost, schedules,
and the quality of the results; communicating the progress
and project status to the project sponsors; evaluating
conservation program efforts; serving on cross-
organization teams as a member; scheduling and
conducting financial and measure oversight and writing
reports on compliance to appropriate parties; tracking
energy efficiency costs and achievements for assigned
programs; researching or developing information on the
energy efficiency markets; developing information on
individual customer utilities; providing advice and
recommendations on the design of appropriate planning
and marketing tools.
Skill Levels: See page 1 for complete definitions.            Method
7. Has received training/observed skilled employees           A – Orientation
    performing this task.                                     B – On the Job Training
8. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                      D – Technical Instructions/
9. Has successfully performed task.                           Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    1a   Understanding of contract/project scope and          ABCDE          1 2 3
         implementation requirements.
    1b Knowledge of energy conservation and                   ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    1c   Ability to communicate clearly and effectively,      ABCDE          1 2 3
         both orally and in writing, with a wide variety of
         people in a variety of settings.
    1d Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    1e   Ability to analyze and interpret different           ABCDE          1 2 3
         conservation policies.
    1f   Ability to implement a comprehensive program         ABCDE          1 2 3
         management methodology.

Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     54
                                                                        APPENDIX D


    1g    Knowledge of the practices, principles, and       ABCDE         1 2 3
          techniques of BPA’s budgeting and accounting
          procedures.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005   Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                  55
                                                                           APPENDIX D



2. Customer Service: Includes providing a variety of          Power Business Line
customer services related to the organization’s programs      (Energy Efficiency)
and projects; responding to customer requests and
identifying customer needs.
Skill Levels: See page 1 for complete definitions.            Method
4. Has received training/observed skilled employees           A – Orientation
    performing this task.                                     B – On the Job Training
5. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                      D – Technical Instructions/
6. Has successfully performed task.                           Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    1a   Knowledge of energy conservation and                 ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    1b Ability to represent BPA in close collaboration        ABCDE          1 2 3
         with representatives from PN utilities and other
         entities.
    1c   Ability to communicate clearly and effectively,      ABCDE          1 2 3
         both orally and in writing, with a wide variety of
         people in a variety of settings.
    1d Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    1e   Ability to analyze and interpret different           ABCDE          1 2 3
         conservation policies.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      56
                                                                            APPENDIX D



 Recommended Training:                          Length of Training/Method of Training
 BPA New Employee Orientation (if not           Length: 8 hours
 completed at GS-5/7 entry level):              Conducted by: BPA Training
 Knowledge of BPA’s mission, strategic          Location:
 business objectives, organization,
 functions, policies, customers, culture.
 Knowledge of administrative
 programs/controls such as Diversity and
 Alternative Dispute Resolution (ADR).
 PBL or TBL New Employee Orientation            Length:
 (if not completed at GS-5/7 entry level):      Conducted by: PBL or TBL Managers
 Knowledge of PBL or TBL mission,               Location:
 strategic business objectives, organization,
 functions, policies, customers, culture,
 Standards of Conduct (SOC). Knowledge
 of PBL or TBL administrative
 programs/controls.
 Organization’s Employee Orientation:           Length:
 Review of basic administrative procedures      Conducted by: Supervisor
 such as pay, leave, security, records, etc.    Location: Assigned organization
 Review of PD, planned assignments.
 Review of employee’s background and
 interests.
 Review of organization’s mission and
 functions, organization channels, and
 relationships to others.
 Review of information at BPA and PBL           Length:
 or TBL internet and intranet sites and         Conducted by: Self-study
 other related sites (if not completed at GS-   Location: Employee’s desk
 5/7 entry level).
 Review of available guidelines such as         Length:
 directives, orders, handbooks, guides,         Conducted by: SMEs and self-study
 technical manuals, etc.                        Location: Assigned organization/
                                                employee’s desk.

 Program documentation and reporting            Length:
 requirements. Review of organization’s         Conducted by: SMEs and self-study
 existing documentation and available           Location: Assigned organization
 information management systems.
 BPA Course on Achieving Extraordinary          Length: 16 hours
 Customer Relations (if not completed at        Conducted by: BPA Training
 GS-5/7 entry level) or other customer          Location:
 service/interpersonal relations training.



Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      57
                                                                            APPENDIX D


 Advanced Communication Skills Training         Length:
                                                Conducted by: BPA Training/USDA
                                                Graduate School/private vendors/
                                                universities
                                                Location:

 Advanced Computer Skills Training:             Length:
 Continued training on the specific             Conducted by:
 computer applications to be used.              Location:

 Program/Project Management Training:           Length:
 Formal courses in basic program/project        Conducted by: BPA Training/DOEHQ/
 management.                                    USDA Graduate School/private vendors/
                                                universities
                                                Location:
 Supplemental Training: Formal short            Length:
 courses on appropriate topics related to       Conducted by:
 assigned work selected to complement           Location:
 employee’s background or fill a specific
 subject void (e.g., mathematics skills,
 statistical skills).
 Independent work assignments to increase       Length:
 knowledge, skills, and abilities in the        Conducted by: Supervisor/SMEs
 functional area to which assigned.             Location: Assigned Organization




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      58
                                                                           APPENDIX D




3. Reporting and Documentation: Includes preparing            Transmission Business Line
reports and memoranda used throughout BPA, TBL, and
the interconnected utility companies with respect to
transmission scheduling transactions; providing applicable
contract interpretation for the billing of customers;
analyzing scheduled and actual transmission transactions
to develop daily after-the-fact transmission transaction
reports; managing a database of historical scheduling data;
archiving and preserving data; preparing worksheets and
documentation as required; preparing final audits of
transmission service reservations, schedules, and ancillary
services; resolving inadvertent capacity imbalances;
assuring balances are correct and expeditiously transferred
to Billing, NWPP, WSCC, NERC, RTG, and other
agencies as required;
Skill Levels: See page 1 for complete definitions.            Method
10. Has received training/observed skilled employees          A – Orientation
    performing this task.                                     B – On the Job Training
11. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                      D – Technical Instructions/
12. Has successfully performed task.                          Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    3a   Ability to apply mathematics, statistical methods    ABCDE          1 2 3
         and research techniques used in data analysis
         and forecasting.
    3b Ability to understand provisions of transmission       ABCDE          1 2 3
         contracts to monitor financial and operating data
         submitted under those contracts.
    3c   Skill in using computer applications to prepare      ABCDE          1 2 3
         and track transmission scheduling and
         accounting systems, including the ability to
         develop tracking tools for providing reports for
         NWPP, WSCC, WSPP, NERC, RTOs, and other
         agencies as required.
    3d Ability to communicate concepts and                    ABCDE          1 2 3
         controversial information effectively, both
         orally and in writing.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     59
                                                                          APPENDIX D



4. Technical Advisory Services: Includes serving as a        Transmission Business Line
primary technical resource contact on scheduling issues;
serving as a central point of contact for scheduling
operations; advising transmission dispatchers, outage
dispatchers, and other scheduling personnel on matters
pertaining to scheduling; leading the resolution of global
technical billing issues where disagreements exist between
organizations within TBL and its customers; providing on-
going training to lower-graded schedulers; providing
support to upper management by assisting in their
education and training regarding functions in transmission
and interrelationships with other organizations within and
outside BPA and TBL.
Skill Levels: See page 1 for complete definitions.           Method
1. Has received training/observed skilled employees          A – Orientation
    performing this task.                                    B – On the Job Training
2. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                     D – Technical Instructions/
3. Has successfully performed task.                          Manuals
                                                             E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                        Method         Skill Level
    4a   Thorough understanding of the interconnected        ABCDE          1 2 3
         power system, including unit information, fossil
         fuel pricing, hydrology requirements,
         transmission configuration.
    4b Thorough knowledge of the requirements of the         ABCDE          1 2 3
         FERC Orders, 888A and 889A, including
         OASIS and the Ancillary and Control Area
         Service.
    4c   Ability to understand provisions of transmission    ABCDE          1 2 3
         contracts to monitor financial and operating data
         submitted under those contracts.
    4d Skill in using computer applications to prepare       ABCDE          1 2 3
         and track transmission scheduling and
         accounting systems.
    4e   Ability to establish and maintain effective         ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers and management officials with
         diverse job duties and backgrounds.
    4f   Ability to communicate concepts and                 ABCDE          1 2 3
         controversial information effectively, both
         orally and in writing.


Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     60
                                                                            APPENDIX D



1. System Planning and Management: Includes planning,          Power Business Line (PBL)
designing, and organizing tasks in preparation for new
business initiatives or launching new products; assisting in
contract negotiations and drafting.
Skill Levels: See page 1 for complete definitions.             Method
10. Has received training/observed skilled employees           A – Orientation
    performing this task.                                      B – On the Job Training
11. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                       D – Technical Instructions/
12. Has successfully performed task.                           Manuals
                                                               E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                          Method         Skill Level
    1a   Knowledge of scheduling of energy transactions        ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    1b Skill in analysis and reconciliation of data.           ABCDE          1 2 3
    1c   Skill in using computer applications,                 ABCDE          1 2 3
         specifically a database system and Excel.
    1d Skill in using scheduling systems.                      ABCDE          1 2 3
    1e   Ability to communicate clearly and effectively,       ABCDE          1 2 3
         both orally and in writing, with clients and
         customers.
    1f   Ability to establish and maintain effective           ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers and management officials with
         diverse job duties and backgrounds.
    1g Ability to relate contract provisions to actual         ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                       61
                                                                           APPENDIX D



2. Scheduling: Includes establishing schedules and            Power Business Line
tracking and accounting for all power and associated
transmission transactions with all PBL, Continental USA,
and Canadian customers; ensuring schedules are in
accordance with contract terms; determining and inputting
limits (edit checks) for energy amounts and energy
balances; utilizing bookouts or pathouts for the most
efficient use of transmission and power; determining the
amount and type of transmission needed and purchasing
that transmission if needed; assigning transmission to
power schedules minimizing the cost; assisting in
researching data for billing.
Skill Levels: See page 1 for complete definitions.            Method
10. Has received training/observed skilled employees          A – Orientation
    performing this task.                                     B – On the Job Training
11. Has assisted in performing task or performed a            C – Formal Training
    segment of the task.                                      D – Technical Instructions/
12. Has successfully performed task.                          Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    2a   Knowledge of scheduling of energy transactions       ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    2b Skill in analysis and reconciliation of data.          ABCDE          1 2 3
    2c   Skill in using computer applications, specifically   ABCDE          1 2 3
         a database system and Excel.
    2d Skill in using scheduling systems.                     ABCDE          1 2 3
    2e   Ability to communicate clearly and effectively,      ABCDE          1 2 3
         both orally and in writing, with clients and
         customers.
    2f   Ability to establish and maintain effective          ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    2g Ability to relate contract provisions to actual        ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                     62
                                                                         APPENDIX D



3. Technical Advisory Services: Includes solving            Power Business Line
complex technical problems.
Skill Levels: See page 1 for complete definitions.          Method
1. Has received training/observed skilled employees         A – Orientation
    performing this task.                                   B – On the Job Training
2. Has assisted in performing task or performed a           C – Formal Training
    segment of the task.                                    D – Technical Instructions/
3. Has successfully performed task.                         Manuals
                                                            E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                       Method         Skill Level
    3a   Knowledge of scheduling of energy transactions     ABCDE          1 2 3
         with NW, SW, and Canadian marketers and
         utilities.
    3b Skill in analysis and reconciliation of data.        ABCDE          1 2 3
    3c   Skill in using computer applications,              ABCDE          1 2 3
         specifically a database system and Excel.
    3d Skill in using scheduling systems.                   ABCDE          1 2 3
    3e   Ability to communicate clearly and effectively,    ABCDE          1 2 3
         both orally and in writing, with clients and
         customers.
    3f   Ability to establish and maintain effective        ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    3g Ability to relate contract provisions to actual      ABCDE          1 2 3
         energy transactions.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005   Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                    63
                                                                            APPENDIX D



1. Program/Project Management: Includes planning,              Power Business Line
budgeting, analysis, and problem/issue resolution;             (Energy Efficiency)
program/project coordination and administration;
establishing project implementation; establishing the
quality, cost, and time standards; developing and
organizing the implementation process; recruiting and
motivating the participants; controlling cost, schedules,
and the quality of the results; communicating the progress
and project status to the project sponsors; evaluating
conservation program efforts; serving on cross-
organization teams as a member or leader; scheduling and
conducting financial and measure oversight and writing
reports on compliance to appropriate parties; tracking
energy efficiency costs and achievements for assigned
programs; researching or developing information on the
energy efficiency markets; actively promoting Energy
Efficiency programs/projects with appropriate parties;
coordinating proactively with those who need to know,
including leads, sponsors, Energy Efficiency
representatives, and Account Executives; developing
information on individual customer utilities; providing
advice and recommendations on the design of appropriate
planning and marketing tools.
Skill Levels: See page 1 for complete definitions.             Method
10. Has received training/observed skilled employees           A – Orientation
    performing this task.                                      B – On the Job Training
11. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                       D – Technical Instructions/
12. Has successfully performed task.                           Manuals
                                                               E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                          Method         Skill Level
    1a   Understanding of contract/project scope and           ABCDE          1 2 3
         implementation requirements.
    1b Knowledge of energy conservation and                    ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    1c   Ability to represent BPA in close collaboration       ABCDE          1 2 3
         with representatives from PN utilities and other
         entities.

    1d    Ability to communicate clearly and effectively,      ABCDE          1 2 3
          both orally and in writing, with a wide variety of
          people in a variety of settings.


Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005      Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      64
                                                                            APPENDIX D


    1e    Ability to establish and maintain effective           ABCDE         1 2 3
          interpersonal relationships and communication
          with a wide variety of technical specialists,
          customers, and management officials with
          diverse job duties and backgrounds.
    1f    Ability to analyze and interpret different            ABCDE         1 2 3
          conservation policies.
    1g    Ability to design and implement a                     ABCDE         1 2 3
          comprehensive program management
          methodology from project conceptualization to
          fine close out, with the capability of tracking and
          coordinating multiple tasks involving varying
          levels of customers and technologies with
          multiple budgets and multiple priorities.
    1h    Knowledge of the practices, principles, and           ABCDE         1 2 3
          techniques of BPA’s budgeting and accounting
          procedures




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005       Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      65
                                                                           APPENDIX D



2. Customer Service: Includes providing a variety of          Power Business Line
customer services related to the organization’s programs      (Energy Efficiency)
and projects; responding to customer requests and
identifying customer needs; performing as a customer
service representative working with EERs when required.
Skill Levels: See page 1 for complete definitions.            Method
7. Has received training/observed skilled employees           A – Orientation
    performing this task.                                     B – On the Job Training
8. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                      D – Technical Instructions/
9. Has successfully performed task.                           Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    2a   Knowledge of energy conservation and                 ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    2b Ability to represent BPA in close collaboration        ABCDE          1 2 3
         with representatives from PN utilities and other
         entities.
    2c   Ability to communicate clearly and effectively,      ABCDE          1 2 3
         both orally and in writing, with a wide variety of
         people in a variety of settings.
    2d Ability to establish and maintain effective            ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    2e   Ability to analyze and interpret different           ABCDE          1 2 3
         conservation policies.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      66
                                                                           APPENDIX D



3. Contract Oversight: Includes serving as the                Power Business Line
Contracting Officer’s Technical Representative when           (Energy Efficiency)
delegated authority by the Contracting Officer.
Skill Levels: See page 1 for complete definitions.            Method
1. Has received training/observed skilled employees           A – Orientation
    performing this task.                                     B – On the Job Training
2. Has assisted in performing task or performed a             C – Formal Training
    segment of the task.                                      D – Technical Instructions/
3. Has successfully performed task.                           Manuals
                                                              E – Rotational Assignment
X in “C” Column Indicates Critical KSA
C No. Knowledge, Skill, Ability (KSA)                         Method         Skill Level
    3a   Understanding of contract/project scope and          ABCDE          1 2 3
         implementation requirements.
    3b Knowledge of energy conservation and                   ABCDE          1 2 3
         renewable technologies and their application by
         Pacific Northwest (PN) utilities.
    3c   Ability to represent BPA in close collaboration      ABCDE          1 2 3
         with representatives from PN utilities and other
         entities.
    3d Ability to communicate clearly and effectively,        ABCDE          1 2 3
         both orally and in writing, with a wide variety of
         people in a variety of settings.
    3e   Ability to establish and maintain effective          ABCDE          1 2 3
         interpersonal relationships and communication
         with a wide variety of technical specialists,
         customers, and management officials with
         diverse job duties and backgrounds.
    3f   Knowledge of the laws and directives governing       ABCDE          1 2 3
         the functions of a Contracting Officer’s
         Technical Representative.




Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005     Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                      67
                                                                         APPENDIX D



 Recommended Training:                       Length of Training/Method of Training
 Any Employee Orientations not               Length:
 completed at lower entry levels.            Conducted by:
                                             Location:
 Organization’s Employee Orientation:        Length:
 Review of basic administrative procedures Conducted by: Supervisor
 such as pay, leave, security, records, etc. Location: Assigned organization
 Review of PD, planned assignments.
 Review of employee’s background and
 interests.
 Review of organization’s mission and
 functions, organization channels, and
 relationships to others.
 Review of available guidelines such as      Length:
 handbooks, guides, technical manuals, etc. Conducted by: SMEs and self-study
                                             Location: Assigned organization.
 Program documentation and reporting         Length:
 requirements: Review of organization’s      Conducted by: Self-Study
 existing documentation and available        Location: Assigned organization.
 information management systems.
 Review of cost accounting system and
 processes for establishing a baseline,
 milestone forecasting, and financial
 tracking.
 Program/Project Management Training:        Length:
 Formal courses in basic program/project     Conducted by: BPA Training/DOEHQ/
 management.                                 USDA Graduate School/private vendors/
                                             universities
                                             Location:
 Supplemental Technical Training: Formal Length:
 courses on appropriate topics selected to   Conducted by:
 complement employee’s background and        Location:
 developed advanced level of expertise in
 assigned functions.
 Leadership Skills:                          Length:
 Assignment of team leader                   Conducted by: OJT
 responsibilities.                           Location:

 Form leadership training selected to           Length:
 complement employee’s background and           Conducted by: BPA Training, DOE/HQ,
 developed expertise as a team leader.          USDA Graduate School, and private
                                                vendors.
                                                Location:



Personnel Letter 335-07 (Rev.), Appendix D, July 25, 2005    Supersedes November 7, 2003
Human Resources, Diversity and EEO                                                    68

								
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