PROJECT MANAGEMENT CAREER DEVELOPMENT PROGRAM

In January 2001, the deputy secretary of DOE directed OECM to lead a 2-year effort to develop and implement the project management career development program (PMCDP). To accomplish this goal, a task force was established that includes representatives from PSO headquarters and field offices and experts from other federal agencies. The task force is supported by OECM personnel, contractors, and rotating personnel from other DOE offices. It has gathered, analyzed, and synthesized much of the information needed to create a training program and readied some tasks for implementation. The committee applauds the task force effort to create a program geared to developing the knowledge and skills needed by project managers to fulfill the missions of the agency. Significant accomplishments of the task force to date include the following:

  • An inventory of project managers;

  • A benchmarking study of best practices for project management career development in other federal agencies and industry;

  • Documentation of the roles and responsibilities of DOE project managers;

  • A partial matrix diagram of the knowledge and skills required for 5 competency levels in 10 domains (general project management, leadership/team building, scope management, communication management, quality/safety management, cost management, time management, risk management, contract management, integration management);

  • Identification of training and experience requirements for each of the 10 domains (in progress);

  • A gap analysis of current levels of experience, education, and skills (in progress); and

  • Descriptions of training courses for each of the 10 domains (in progress).

Some significant tasks remain to be accomplished:

  • Complete the matrix diagram of knowledge and skills.

  • Complete the gap analysis.

  • Contract for training course development/delivery.

  • Develop the training curriculum.

  • Develop experience histories of project managers.

  • Conclude the effort on implementing a certification requirement.

  • Integrate the tracking of competencies, certification, and training into the Corporate Human Resources Information System.



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