% of workforce who respond positively to specified questions on Command Climate Survey. Sub-tasks: LW4-1: Reward units and individuals who have made significant contributions to execute the Installation Management Campaign Plan. LW4-2: Enhance collaboration and staff innovation that contribute to Installation management problem solving, improved delivery of customer and installations services. LW5 Continuing Education and Training Opportunities Goal: Establish an organization environment that values and encourages life-long learning. Ensure all personnel have Individual Development Plans, an annual training plan is developed, and funding is protected to provide a workforce that is equipped with job-essential skills, accreditations and credentials. Inspire a personal commitment to self-development in the workforce. Promote deliberate, continuous and sequential training to facilitate career growth and use of off-duty educational opportunities to broaden perspectives and critical thinking. Fully utilize Army career program plans, published “road maps” and capabilities of the Army Career Tracker (ACT) to plan continuing education, training opportunities and progression. Metrics: % of employees with Individual Development Plans (IDPs) % of workforce who respond positively to specified questions on Command Climate Survey. Sub-tasks: LW5-1: Develop and execute annual training plans that provide valuable and costeffective opportunities based on needs assessment, mandated training and Individual Development Plans. Ensure all completed training instances and costs are properly recorded in employee personnel records. LW5-2: Expand learning opportunities through leader development sessions and partnerships with other organizations. LW5-3: Educate Leaders and Workforce on capabilities Army Career Tracker.
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