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It establishes division structure via an organization chart, defines expected proficiency through role-based skill sets across management, analyst, technician, and clerical levels, and outlines training programs. The plan includes orientation and desk training, formal training by skill, schedules with prerequisites and descriptions, optional HR certifications or membership organizations, and procedures for training requests and course catalog 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critical skill sets in alignment  \nwith our organization’s strategic goals.  \nTable of Contents  \nINTRODUCTION    \nORGANIZATION CHART FOR THE DIVISION    \nSKILL SETS FOR STAFF    \nTRAINING PROGRAM    \nORIENTATION FOR STAFF/DESK TRAINING…………………………………………………..  \nFORMAL TRAINING BY SKILL SET    \nTRAINING SCHEDULE, PREREQUISITES, AND DESCRIPTIONS…………………………………  \nHUMAN RESOURCES CERTIFICATIONS/MEMBERSHIP ORGANIZATIONS (OPTIONAL)…………….  \nCERTIFICATIONS    \nORGANIZATIONS    \nATTACHMENTS    \nORGANIZATIONSTRATEGIC PLAN    \nDIVISION STRATEGIC PLAN    \nWORKFORCE PLAN    \nAUTHORITY    \nORGANIZATION CHART    \nTRAINING REQUEST PROCEDURES & FORMS…………………………………………………  \nCOURSE CATALOG……………………………………….……………………………………  \nMANAGEMENT LEVEL TRAININGS & DESCRIPTIONS……………………………………….…  \nANALYST LEVEL TRAININGS & DESCRIPTIONS…………………………………………….….  \n(Year 1, Year 2, and Year 3)  \nTECHNICIAN LEVEL TRAININGS & DESCRIPTIONS………………………………………….…  \nCLERICAL LEVEL TRAININGS & DESCRIPTIONS…………………………………………….….  \nPage 2  \nPage 2  \nPage 3  \nPage 9  \nPage 11  \nPage 13  \nPage 16  \nPage 16  \nPage 16  \nPage 16  \nTab 1  \nTab 2  \nTab 3  \nTab 4  \nTab 5  \nTab 6  \nTab 7  \nTab 8  \nTab 9  \nTab 10  \nTab 11  \nTraining Plan  \nD I V I S I O N  \nINTRODUCTION  \n[Include information about the organization and the division – link to Strategic Plan]  \n[Explain alignment with workforce planning efforts]  \n[Explain what this training plan reinforces]  \n[List classifications utilized in the division]  \nORGANIZATION CHART FOR THE DIVISION  \n[Describe various programs within the division – link to organization chart]  \nSKILL SETS FOR DIVISION STAFF  \nA skill set is an individual’s range of skills or abilities that connect to a particular job. The following describes the expected level of proficiency for staff. The skill sets were identified based on the body of work performed ranging from the management, analyst, technician, and clerical level.  \nCLERICAL LEVEL  \nAdaptability: Flexible to and works well with a variety of situations, individuals and groups. Openness to different and new ways of doing things; willingness to modify one’s preferences.  \nSolution Mindset: Approaching a solution by using a logical, systematic, sequential approach to problem solving.  \nCollaboration: The ability to develop, maintain, and strengthen relationships while working together to achieve results.  \nCommunication: The ability to effectively listen, write, and present information in diverse situations.  \nDigital Fluency: The use of technology in the performance of one’s job. Includes the integration and acceptance of new technology when appropriate.  \nFostering Diversity: Promotes an inclusive workplace where individual differences and perspectives are respected and leveraged to achieve organizational goals.  \nInnovative Mindset: Demonstrates curiosity, develops new insights, considers creative approaches and applies novel solutions.  \nInterpersonal Skills: Extent to which an individual gets along and interacts positively with co-workers. Degree and style of understanding and relating to others.  \nProfessional Credibility: Displays honesty, integrity, and self-control.  \nResilience: A persistent ability to do the job, remain optimistic and overcome challenges.  \nConscientiousness: Dependable, reliable, provides attention to detail, and completes assignments on time.  \nCustomer Focus: The ability to identify and respond to current and future customer needs. The ability to provide excellent service to internal and external customers.  \nTECHNICIAN LEVEL  \nAdaptability: Flexible to and works well with a variety of situations, individuals and groups. Openness to different and new ways of doing things; willingness to modify one’s preferences.  \nSolution Mindset: Approaching a solution by using a logical, systematic, sequential approach to problem solving.  \nCollaboration: ","cbCaiijnSSdzcp7b","https://ap.wps.com/l/cbCaiijnSSdzcp7b","pdf",399556,16,"English","# INTRODUCTION\n## ORGANIZATION CHART FOR THE DIVISION\n## SKILL SETS FOR DIVISION STAFF\n# TRAINING PROGRAM\n## ORIENTATION FOR STAFF/DESK TRAINING\n## FORMAL TRAINING BY SKILL SET\n## TRAINING SCHEDULE, PREREQUISITES, AND DESCRIPTIONS\n## CERTIFICATIONS (OPTIONAL)\n## TRAINING REQUEST PROCEDURES & FORMS\n## COURSE CATALOG\n## MANAGEMENT LEVEL TRAININGS & DESCRIPTIONS\n## ANALYST LEVEL TRAININGS & DESCRIPTIONS\n## TECHNICIAN LEVEL TRAININGS & DESCRIPTIONS\n## CLERICAL LEVEL TRAININGS & DESCRIPTIONS","[{\"question\":\"What is the purpose of the division training plan?\",\"answer\":\"It supports onboarding for new employees and helps existing employees develop critical skills aligned with organizational strategic goals.\"},{\"question\":\"How are staff skill expectations defined in the plan?\",\"answer\":\"A skill set is defined as an individual’s range of abilities connected to a job, with expected proficiency described for management, analyst, technician, and clerical levels.\"},{\"question\":\"What training components are included beyond orientation?\",\"answer\":\"The plan includes formal training by skill set, a training schedule with prerequisites and descriptions, optional HR certifications or memberships, and guidance for training requests and course catalog use.\"}]","Division Training Plan - Sample | PDF"]