GIS Education for Mapping Professionals
The team chose core and elective classes that would provide a logical developmental
framework and also allow emphasis in areas of special interest. The goal was not necessarily to
achieve the most advanced level of certification, but to offer a way of gaining as much knowledge
as is desired. Once the final class lists were compiled, academic contacts helped evaluate the
curriculum as a way of providing a solid foundation and sequential development of skills.
This internal certification has no official status with the Office of Personnel Management's
Federal job classification but can be useful for internal management when considering promotions
or reassignments. Not every employee wants certification, but for those who do, it boosts confidence
about their skills and motivates them to seek additional training.
Because RMMC employees have diverse backgrounds, two methods of achieving basic
certification are offered. Employees can either complete all core and a specified number of elective
classes (Appendix A) or "challenge" the level by submitting written statements to a list of
competencies (Appendix B). Employee names are removed from the challenges to allow the
evaluation team to focus on the criteria instead of the individual involved. A total of 20 points are
available for each numbered competency. A minimum of 14 points (averaged from the assessment
of at least five education team members) are needed to pass each of the competencies. Feedback for
those scoring less than 14 points for any competency is provided in the form of a written
recommendation suggesting additional classes or work experience. Once these recommendations
are completed, the employee is encouraged to resubmit the written challenge.
To achieve intermediate and advanced certification, employees can choose to complete a
written challenge. If they decide to take the core and elective classes (Appendix A), they are still
required to complete a written challenge. Although scoring is identical to the basic certification
criteria, there is an increasing emphasis on work experience in these levels. Again, a written
recommendation is provided to anyone who does not pass a written challenge, suggesting additional
class or work experience. Once certification requirements are met for a specific level, the training
officer notifies the Personnel Office to create an SF-50 (Notification of Personnel Action), indicating
the level of certification earned. This document is included in the employee's personnel file. A hard
copy certificate, suitable for framing, is presented to the employee.
Education in the geographic information sciences is a lifelong learning process. The team
recognizes that rapid development in the geographic information sciences requires recertification.
Although there is no requirement to recertify for level I basic, employees are encouraged to request
and attend classes in the geographic information sciences annually. To maintain certification in the
intermediate and advanced levels, a person must take at least one approved course every 3 years.
Courses taken at the next higher certification level count toward recertification requirements.
Constraints
Twenty percent of RMMC's annual training budget was committed to this multiyear program
starting in fiscal year 1999. Since participation is largely voluntary and training initiatives normally
take some time to catch on, budget impact in the first year was minimal. As in any large training
initiative, participation is expected to build over the first few years.
Instructor delivered classes are held during normal working hours and often use in-house
training facilities. Electronic classes, such as the Virtual Campus from Environmental Sciences
Research Institute (ESRI), are gaining in popularity. Virtual classes offer the ability to complete
some of the modules on the employee's home computer. It should be noted that virtual or computerbased
training is not a good fit for all employees. Some require the constant and immediate feedback
from live instruction.
Program Assessment
Nearly 100 employees were involved in these training courses the first year. Since, at this
writing, the program is only 14 months old, it is difficult to assess the organizational effectiveness
and impact of this training. As participation is largely voluntary, response to the program has been
varied. Many employees, desirous for any learning opportunity that will improve their skills, have
already completed several courses. Some employees are skeptical as to the actual value of the
program and appear to be taking a "wait and see" approach. Employees uninterested in taking any
of the classes, even though they may be strongly encouraged to participate by coworkers and
managers, do not see how the training relates to them. As the program gains momentum, skeptical
employees may take advantage of more classes, especially when noted that an employee can reach
the top of the list for a new job or attractive assignment as a result of geographic information
sciences certification.
Written challenges have been utilized in all of the 12 certifications awarded to date. The
experiential requirements of levels II and III make these levels more difficult to achieve via the
written challenge method. Based on the number of employees taking classes towards the basic
certification, we estimate 25 additional employees will achieve level I certification by the end of the
current fiscal year through coursework. Once an employee gains a level of certification, that person
hopefully will be motivated to work towards the next level. As many employees with a "wait and
see" attitude are looking for advancement, if they determine certifications actually help with gaining
new assignments or promotions, the program will continue to grow.
According to Cordova (1999), a GIS certification program should identify a worker's
commitment to his or her profession, cover fundamentals and principles rather than specific
hardware packages, and document a worker's knowledge. RMMC's program should accomplish
these worthy goals as well as raise the level of awareness, knowledge and expertise in the geographic
information sciences throughout the Mapping Center. It would be a mistake to judge the success of
this program merely on the number of certifications issued since the emphasis is not on the
certification itself, but on developing background and expertise in the geographic information
sciences.
A second organization wide survey in August 2000 will offer a new measure of the
effectiveness of this program, as well as provide suggestions on program enhancements. Eventually
it is expected that a large percentage of employees will attend multiple courses in this program. As
long as courses are high quality, and employees have the appropriate background, this training
initiative will continue to help RMMC meet growing customer demands for USGS information.
From an organizational viewpoint, anything that motivates employees to improve their
awareness and skills as well as making training more accessible to employees is positive. Training
can increase organizational effectiveness when it is the right training, for the right employee, at the
right time. In order for this program to continue to build momentum, visibility to both management
and working level employees is essential. Constantly communicating, selling, and promoting this
program will help keep employee and management interest keen. Advertising the courses, as well
as getting out the word that this is essential training, will continue to support us in our changing
mission involving the geographic information sciences.
Managers need to see for themselves that training accomplished in this program actually
improves workforce capabilities. Once they are convinced, they need to stress the benefits of this
training to their employees, letting them know how it fits into their personal future and the future of
the National Mapping Program. Word of mouth advertising in our organization is encouraging some
employees to at least achieve the basic level of certification.
The role of the RMMC Training and Education Coordinator is to provide educational career
counseling in support of the program. Plain talk on the importance of developing capabilities in the
geographic information sciences is essential for employees wondering how they fit into the
organization's new orientation. Making this training program personally and professionally relevant
will maintain motivation, something necessary to take multiple classes over a long period.
Training Administration
