VA Medical Center, 3495 Bailey Avenue, Buffalo, NY 14215

U -- EDUCATION & TRAINING SERVICES SOL 528-51-99 DUE 121799 POC Carol Saltarelli -- 716-862-6392 We are in the process of developing a Virtual Career Management Center (VCMC) for use across VISN 2 . We currently have 5000 employees within the VISN in a multitude of occupations. VISN 2 is a major provider of healthcare services to a veteran population of 580,000 in upstate New York and parts of Pennsylvania. The VCMC product will consist of the following: Assessment: a section containing individual and organization self-assessments. Assessments will include vocational assessments such as the Strong Campbell Vocational Interest assessment and the Self-Directed search. Leadership assessments may include the LEAD self-questionnaire and other current assessments, including multi-rater 360-degree formats such as the Clark Wilson assessment. All assessments should be developmental and supportive of the VA High Performance Development Model. Results: Broad assessment solutions will be made available to the entire population of 5000 employees via the web. Assessments will identify individual and organizational improvement needs based on the High Performance Development Model. The outcome should identify bench strengths and allow benchmarking of the organization and individual against a normative group from healthcare. The outcome will be a map for development focused on the HPDM core competencies. Career Counseling: Each employee will be provided a map for development with suggested areas for improvement formatted in the IDP configuration. At the time of the generation of the map for the employee the supervisor and career development section of HRMS will be notified. An appointment will be made for coaching services by the supervisor or career management center. Tool box: A tool box consisting of a developmental directory of OJT experiences, reading lists, a formal training calendar for the year and other coaching and self-development programs will be made available. The programs will support HPDM core competencies, skill development and sustained behavior change. IDP action plan: A formal IDP action plan will be developed for each employee based on the needs of the employee and business goals of the organization. An outcome of the process will be to strengthen the strategic alignment of employee development and organizational growth and renewal. An annual IDP will be made available to each employee. Key Points: The materials provided must support the HPDM core competencies. The format must be accessible to all employees across the VISN. The organization will be able to determine the HPDM core competency bench strength within the VISN. The process must support HRMS succession planning processes. It must provide a map for development focused on the HPDM competencies. Features: Windows based within the Web. Linked to career web sites. Automated coaching suggestions available to counselors and employees. Action learning format with outcomes tied to time and resources. Product: Automated IDP with coaching materials. Posted 11/18/99 (W-SN401933). (0322)

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