Training opportunities within the federal government are designed to assist staff, managers and supervisors in meeting their staffing and training needs. As the health sciences, administrative, and health-related job requirements advance in scope and technology, nurses must be educated to keep pace with these changes. Progress in a chosen career track needs additional education. For example, clinical specialization or selection of a management career path may require an advanced degree. Continuing education is indicative of a commitment to career development, necessary for career progression and increased value to the Public Health Service.  All nurses, both civil service and commissioned corps, are encouraged to discuss their career path and potential training needs with their supervisor during their annual evaluation and other times as necessary, and also as a progeny, with their mentor. 

Funding for training is set and awarded at the Operational Division (OpDiv) level. The PHS, OASH or OCCO do not have specific funds targeted for PHS nurses’ training. For budget and staffing purposes, most supervisors require training requests be submitted a specific length of time before the training is to begin, allowing time for processing the paperwork. Generally, most PHS OpDivs will approve government-funded, short-term training if: a) it can be budgeted; b) it is job related; and c) it is part of your overall career plan. 

Types of Career Development Training 
Training supported through PHS must be of benefit to PHS.  Training consists of two categories: short-term training and long-term training. Training positions and funds must meet Agency and program goals. Training is an integral component of an officer's career development. Although limited resources are an increasing peril to training, this should not discourage the officer from applying for training since budget conditions do change.  Applications for long-term training, including applications for scholarships, grants, and awards will be made on Form PHS-1122-1 entitled, "Application for Training for Commissioned Personnel" or for short-term training on Form HHS-350, Training Nomination and Authorization.  

It is important to establish early in an officer's career, an individual career development plan. A suggested general Career Development Pathway for Commissioned Officers is located on the Nursing Professional Advisory Committee web site www.phs-nurse.org .  It should be more than a training plan that plots courses for one year. It deserves the officer's commitment from three to five years of active career development. Both short- and long-term training will be goals considered in the officer's plan during his/her career. All training must be documented in the officer's electronic Official Personnel Folder (eOPF). More information related to career development is in the Commissioned Corps Personnel Manual Subchapter CC25.2 Career Development. Nursing Benchmarks for Promotion found on the “What’s new” section of the Professional Advisory Committee Website. 

Short-term Training 
Short-term training is not degree related and includes both full-time and part-time activities as follows: 

Full-time training that does not exceed 30 consecutive days or a total of 90 calendar days in a fiscal year  

For civil service, it is also defined as part-time training (i.e., evening classes) during which an employee is assigned less than 8 hours a day with the employee reporting to the worksite either before or after the training to complete the balance of the work day); and 

Part-time training that does not exceed 70 hours in attendance in a 30-day period or a total of 210 hours in attendance in a fiscal year.  

This is probably the predominant type of training experienced in an officer's career. Short-term training should include objectives that move you towards your long-term career goals. The objectives should be specific and measurable. Consult your administrative and/or personnel office for updated training brochures and training application procedures.  

Long-term Training 
Long-term training can be very important to the career development of an officer. Long-term training is degree related and can be done on a full- or part-time basis. Most PHS long-term training is accomplished outside of a PHS facility and can be conducted part-time, continuously, or intermittently. The officer's agency and OCCO must approve all long-term training if the agency funds a substantial amount of the cost of that training.   

Payback obligations required upon completion of long-term training, are usually two for one, e.g., two years of duty for every year of training. However, the exception to payback is if the agency did not pay for the long-term training and that no time from work was required to complete the training.  

Much advanced planning and discussion with the appropriate individuals is critical to a successful long-term training application. Become familiar with your Agency's long-term training policy and procedures. An officer applying for training should consider that final approval depends upon meeting "criteria" at several interim administrative levels. Often the prospective trainee begins with an understanding of how they will benefit from the educational opportunity. However, they overlook the need to present a justification for why their supervisor and/or organization should commit resources to their particular request. Some management philosophies strongly recommend and encourage staff training, while others do not. Become aware of the management philosophy regarding training of your organization. With the limited resources (funds and FTE's) available in many agencies, competition for training dollars is likely to accelerate. Therefore, the fundamental question that must be foremost in your thoughts as you prepare the application is: "How will this training benefit my organization?" and "What contribution to the organization will I be able to make when I return from long-term training that I am unable to make now?" 

After thoroughly assessing your need for long-term training, you should meet with your immediate supervisor to discuss the proposed training and how it will permit you to fill an expanded or more productive role in the organization. Securing the support of the supervisor is critical since this individual will serve as your advocate for this training experience to higher levels of management. It is helpful if the supervisor is familiar with the requirements of the training to assist, the candidate. Notwithstanding, the officer requesting training has the ultimate responsibility to ensure the process is initiated and completed in an accurate and timely manner.  

In addition to determining the requisite components of the training application, deadlines of the application are important to review with the supervisor. Also, be sure to consider upcoming calendar of events (e.g., vacations, travel, project/budget planning, etc.). The reality is that most supervisors will set aside the training application temporarily while they handle issues with more pressing deadlines. To assure timely completion, the candidate should be prepared to do most of the application processes. In addition, it is important to note that the successful candidate for long-term training is sometimes the one who can respond quickly to requests for changes in the application as it continues through the approval process. 

Other considerations that may influence success in securing approval for long-term training are the following:

• Develop relationships throughout your organization
• Take every opportunity to avail yourself to new initiatives
• Do your part to ensure that you are in the best position to get promoted "on time"
• Begin taking classes on your own. This demonstrates motivation and will limit the amount of time you have to be in long-term training

Before going on long-term training, officers should consider establishing a timetable (possibly with their supervisor) for periodic reporting to the agency supervisor and for providing any documentation required by the Agency. It may be extremely beneficial to discuss reassignment after completion of long-term training long before training is completed.  

Training and continuing education play a role in career development. Unfortunately, many programs do not have funding for continuing education or training. It is, therefore, the responsibility of the officer to arrange (and pay) for this. There are many continuing education opportunities available free or at a nominal cost.  

Intramural, Internal or On-site Training 
These terms cover training provided under the primary auspices of PHS training facilities or by an affiliated institution in which a PHS Operating Division has some administrative control.  Support of intramural training is generally more cost effective and therefore preferred over extramural training. The following pages identify some sources of PHS training centers by Operating Divisions. 

Extramural, External, or Off-site Training 
These terms cover all training provided under the sole auspices of non-PHS training facilities. Nursing or other professional organizations, local universities, or non-PHS health care facilities may be sources of extramural training.

Government Training Programs
The following is a partial list of government training programs available to PHS nurses. Contact the program directly to gain information on course offerings and requirements. If your OpDiv of interest is not listed below, contact your agency human resources/training center or personnel office for assistance in exploring opportunities in other OpDivs. 

Office of Personnel Management (OPM)
The Federal Executive Institute and the Management Development Centers dedicated to developing career leaders for the federal government. Our three centers, in Charlottesville, Virginia, Shepherdstown, West Virginia, and Denver, Colorado all offer exceptional residential learning environments and are staffed with program directors, seminar leaders, and facilitators drawn from America's elite corps of training professionals.
http://www.leadership.opm.gov/ 

United States Department of Agriculture (USDA) 

·         Short term Training 
The Graduate School, USDA is a continuing education institution offering career-related courses to all adults regardless of education or place of employment. We annually provide more than 1,500 different courses for career development and personal enrichment. Classes are designed to help individuals realize their career potential, improve their job performance and enrich their lives. More than 1,200 instructors are from government, business and academia. As experts in their fields, Graduate School instructors bring a practical focus to the classroom. Topics include Information Technology, Management Support, Personnel Management, Supervision, Management, Communication and Financial Management 

Contact:
U.S. Department of Agriculture
Graduate SchoolNational Capital Training Center
Capital Gallery Building
600 Maryland Ave., SW, Suite 280
Washington, DC 20024-2520
(888) 744-GRAD
Ph: (202) 314-3400
Fax: (202) 479-681
http://www.grad.usda.gov/
E-mail: This e-mail address is being protected from spambots. You need JavaScript enabled to view it  

·         Long term Training 
Focused on developing current and future federal executives, managers and leaders, the Leadership Development Academy (LDA) strengthens both individual and organizational performance. We offer long-term (six months to one year) career development programs for individuals at various government levels. Our programs provide a broad range of executive, managerial and leadership training, plus continuing opportunities for professional development. We are committed to helping you become a better leader.

Contact:           
U.S. Department of Agriculture
Leadership Development Academy
Graduate School, USDA
600 Maryland Avenue, SW, Suite 330
Washington, DC 20024-2520
Ph: (202) 314-3580 
Fax (202) 479-6812
http://www.grad.usda.gov    

Commissioned Officer Study Training and Extern Program (COSTEP)  
The mission of the Commissioned Corps of the USPHS is to provide highly trained and mobile health professionals who carry out programs to promote the health of the Nation. This includes prevention of disease and injury, assurance of safe and effective drugs and medical devices, delivering health service to Federal beneficiaries, and furnishing health expertise in time of war or other national or international emergencies. 

The PHS utilizes multi-faceted approaches to ensure that its mission is accomplished. Among these is the program called the Commissioned Officer Study Training and Extern Program (COSTEP). This program offers students in medicine, nursing, pharmacy and other health professions the chance to gain professional experience at sites around the country.   

The U.S. Public Health Service Commissioned Corps offers two excellent opportunities for students to serve their country while completing their education. The Junior Commissioned Officer Student Training and Extern Program (JRCOSTEP) and the Senior Commissioned Officer Student Training and Extern Program (SRCOSTEP) offer excellent benefits and are highly competitive.  

Eligibility 
To be eligible for JRCOSTEP, a student must:

• have completed at least 2 years of study in a professionally accredited baccalaureate program in nursing
• expect to return to college or to a post-graduate training program in nursing
• be free of any obligation or responsibility  that would conflict with extended active duty in the PHS Commission Corps, such as membership in or a service obligation to another Uniform Service
• qualify for appointment in the PHS Commissioned Corps

JRCOSTEP participants work in the same exciting Federal agencies and programs as full Commissioned Corps officers do. Typical assignments in locations throughout the country vary from 31 to 120 days during official school breaks. Most JRCOSTEP participants are hired for the summer months (i.e., June, July, August). They are not obligated to serve in the Commissioned Corps after graduation, but may decide to serve an extended active-duty assignment after they complete their professional education.   

Applicants for JRCOSTEP who currently are in the next-to-last year of their professional education also may apply for SRCOSTEP.  

Senior COSTEP  
The PHS offers a competitive program designed to assist students financially during their final (last) year of professional school in return for an agreement to work for the PHS after graduation. The basic aspects of the Senior COSTEP are described below: 

Eligibility 
To be eligible for Senior COSTEP, a student must:

• Be under the age of 44;
  ·         Be a U.S. citizen
  ·         Meet medical standards
  ·         Have no obligation to other Uniformed Services
  ·         Pass a security/suitability review
  ·         Be enrolled in an accredited health professional program
  ·         Be mobile (accept assignment by sponsoring program).
  ·         Have at least 8 months educational commitment remaining in final year  

SRCOSTEP training and extern positions are available to individuals who are enrolled as full-time students in certain accredited programs with at least 8 months of educational commitment remaining in the final year and who meet other program requirements. Current selection priorities are directed toward students in the following disciplines: dentistry, nursing, pharmacy, engineering, and physical and occupational therapy.  In return for financial assistance, SRCOSTEP participants agree to work for the Commissioned Corps after graduation. The service obligation is equal to twice the time sponsored; that is, for 9 months of financial support, a SRCOSTEP participant commits to 18 months of employment with the division or organization that provided the support.  Applicants who encounter problems with the eCAD system should contact the Division of Commissioned Corps Recruitment at 800–279–1605. Thank you for your interest in a program through which you can serve your country while also completing your education and earning valuable work experience.  

If you have questions about COSTEP, contact the Office of Commissioned Corps Operations at 800–279–1605. Ask to speak to the Commissioned Officer Student Training and Extern Program Coordinator. 

Commissioned Officer Student Training and Extern Program (COSTEP) Application 
Both JRCOSTEP and SRCOSTEP applicants will apply to the Commissioned Corps via the electronic call to active duty (eCAD) system.  http://commcorps.shs.net/applynow/eCAD.aspx   

USPHS Commissioned Officer Training Academy 
Mission Statement: "To train and inspire commissioned officers to lead by example, promote Corps values, and protect the Nation’s Health." 

Officer Basic Course (OBC)  
Officers attending the Officer Basic Course (OBC), previously known as the Basic Officer Training Course (BOTC), will receive an introduction to the U.S. Public Health Service Commissioned Corps. Emphasis is placed on the Commissioned Corps as a Uniformed Service. Open to all officers, the course is designed primarily to assist the transition of new and Senior COSTEP officers to the Commissioned Corps. Military bearing and courtesy, career development, promotions, leave, compensation, awards, and standards of conduct are some of the many topics introduced during this course. Officers successfully completing this course will satisfy the prerequisite for enrollment in the Independent Officer Training Course (IOTC) thus making them eligible to earn the Commissioned Corps Training Ribbon.http://dcp.psc.gov/COTA/botc.asp 

Independent Officer Training Course (IOTC) 
The Independent Officer Training Course (IOTC) is an independent study course that may be undertaken by Commissioned Corps Officers who have completed the Basic Officer Training Course (BOTC). The course, through specialized modules, will delve further into Uniformed Service theory, uniformed dress, protocol, organization, personnel issues, etc.  Instructions for accessing IOTC can be accessed through the following link:   https://dcp.psc.gov/COTA/IOTC_instructions.asp  

The PHS Commissioned Corps Training Ribbon  
The Public Health Service (PHS) Commissioned Corps Training Ribbon is awarded to officers who successfully complete the Commissioned Officer Training Academy-sponsored Officer Basic Course and Independent Officer Training Course (IOTC), respectively.http://dcp.psc.gov/COTA/ribbon.asp 

Readiness and Deployment Force Training 
U.S. Public Health Service (PHS) officers are assigned to one of three readiness levels. Commissioned officers qualify by education and skills to be mobilized in times of extraordinary need such as disaster, strife, or other public health emergencies. In response to domestic or international requests, PHS officers provide leadership and expertise by directing, enhancing, and supporting the services of the PHS and other HHS Operational Divisions (OPDIVs), other U.S. government agencies, and/or other respondents. Information and training are available on the Readiness and Deployment Training Web site http://ccrf.hhs.gov/ccrf .

Centers for Disease Control and Prevention 
The CDC offers a wide array of the most innovative and progressive training programs within the world’s leading public health and disease prevention agency. Training and Fellowships opportunities are available in Applied and Laboratory Research, Epidemiology, Health Communication, Leadership, Policy Research & Development, Prevention Effectiveness, Public Health Informatics, Public Health Prevention & Practice and Public Health Training. To learn more about and apply for one of CDC’s Training and Fellowship opportunities visit the website: www.cdc.gov/phtrain or contact This e-mail address is being protected from spambots. You need JavaScript enabled to view it or call the Office of Workforce and Career Development @ (404) 498-6010.   

Food and Drug Administration (FDA) 
Nurses in the FDA work in a variety of settings. Two types of training are available for FDA employees: Programs and Courses. Programs categorized by employee grade and specific eligibility factors.  Courses enhance the employee’s ability to do his/her job as defined by the goals and objectives of the agency. The majority of courses are offered through the private sector.  

Contact:
CDER Staff College
Division of Training and Development/OTCOM
Parklawn Building, Room 12B-10
Rockville, MD  20857
(301) 827-4580  

FDA/Office of Human Resources and Management ServicesDivision of Human Resource Policy and Programs Employee and Organizational Development Branch
FDA Leadership Development Program
HFA 412, Room 7B-245600 Fishers Lane
Rockville, MD 20857
Phone: (301) 827-4137 

Online Training courses are available from the CDER handbook web site. It is available at www.fda.gov/cder/handbook.  Under the heading About CDER, select online training. The CDER Learn site will open and a list of courses available.  

Health Resources and Services Administration (HRSA)
The Health Resources and Services Administration (HRSA) offers a Scholarship Program and a Loan Repayment Program (LRP). HRSA financial aid programs including scholarships, loans and loan repayment programs, are listed at http://www.hrsa.gov/help/healthprofessions . Please visit the Web page and follow the links for more information on programs of interest to you.Scholarship Recipients and Loan Repayors from NHSC have the option to serve their payback as Commissioned Corps officers at approved sites. 

Indian Health Service (IHS) 

Nurse Residency Program (Section 1616) 
Indian health program nurses study full-time at a qualified academic institution while they work at an Indian health facility. One track provides the opportunity for Licensed Practical Nurses and Licensed Vocational Nurses to earn an associate or bachelor's degree in nursing. Another track helps RNs obtain a bachelor's or a master's degree.  Each track meets the participant’s desires as well as the staffing needs of the Indian health program. Upon the completion of training, Section 118 participants are assigned to a designated geographic area where they will serve three times the school time funded.  Section 1616 is designed for Civil Service, Commissioned Corps and direct hire nurses working within Indian health programs. Section 1616 furthers nurse education through a work-study program, working 8 hours each week in an Indian health facility during the school year and 40 hours during breaks. Applicants must have at least 1 year of continuous service with an Indian health program. Each applicant must have written verification from their employing unit maintaining their service unit position while in school.  Salary, benefits, tuition, books and some fees are paid. 

Loan Repayment Program (LRP) 
The IHS offers a Loan Repayment Program (LRP) that will pay participants up to $20,000/year in exchange for signing a 2-year service contract with an eligible Indian health program. Repayment of the principal, interest, and related expenses on government and commercial loans for nursing education is available to qualified applicants. Eligible costs covered by the loan include tuition, books, laboratory fees, and reasonable living expenses.  The LRP will also pay an additional 20 percent annually to the Internal Revenue Service to offset the increased tax liability incurred by the participant. Participants who wish to extend their participation in the LRP for an additional year may request an extension.  For further information or to request an application:Ph: (301)443-3396 or at http://www.ihs.gov.  Scholarship Recipients and Loan Repayors from NHSC have the option to serve their payback as Commissioned Corps officers at approved work sites.

IHS Scholarship Program 
The IHS offers a Scholarship Program that is available for American Indians and Alaskan Natives at various educational levels. For further information, contact the IHS Division of Health Professions Support (DHPS) at:
Ph: (301) 443-6197.
E-mail: http://www.ihs.gov/JobsCareerDevelop/DHPS/SP/spTOC.asp 

Advanced Nursing Practice/Management and Continuing Education 
Nurses with a minimum of three years IHS experience may be selected to enter a competitive graduate program. While earning a master's degree, they develop skills in the organization and administration of nursing practice, statistical analysis, health economics, and fundamental systems and procedures in management.

Anesthesia
Qualified Commissioned Corps officers may be selected to attend an approved school of anesthesia. Placement is competitive. 

Continuing Education
Certain IHS sites support nurses who pursue a continuing education program. Support includes educational leave, paid travel and fees, and sponsorship of educational programs.  

PHN Internships
In most cases, IHS nurses in all employment systems are eligible for the PHN internship programs. They are highly competitive and offer full pay and benefits.