Level 2 management courses. Level 2 Management Skills: Mastering Team Building for Organizational Success

What are the key components of Level 2 Management Skills. How can managers effectively build and lead high-performing teams. Why is employee motivation crucial for team success. What strategies can managers employ to enhance employee training and development. How does employee involvement contribute to overall organizational performance.

Understanding Level 2 Management Skills: The Foundation of Team Building

Level 2 Management Skills form a crucial layer in the Management Skills Pyramid, focusing on team management and team building. These skills are essential for developing managers who aim to create and lead high-performing teams. By mastering these competencies, managers can significantly enhance their effectiveness and drive organizational success.

The three primary categories of team management skills that managers must master are:

• Motivation
• Training and coaching
• Employee involvement

Each of these categories plays a vital role in building a cohesive and productive team. Let’s explore them in detail to understand their importance and application in the workplace.

The Art of Motivation: Inspiring Your Team to Excel

Motivation is the cornerstone of effective team management. It’s the driving force that propels team members to perform at their best and achieve organizational goals. Managers must recognize that motivation is not a one-size-fits-all concept; each team member has unique motivational needs that stem from within.

Key Motivation Skills for Managers

To effectively motivate employees and teams, managers should develop the following skills:

1. Recognizing intrinsic motivation in employees
2. Providing a clear strategic framework
3. Removing barriers to motivation
4. Offering frequent feedback
5. Implementing reward and recognition systems
6. Conducting regular one-on-one meetings
7. Practicing servant leadership

Do managers need to create motivation in employees? No, managers don’t create motivation; instead, they should focus on drawing out the intrinsic motivation that already exists within each team member. This approach recognizes that employees are inherently motivated and that the manager’s role is to create an environment that nurtures and amplifies this internal drive.

Training and Coaching: Nurturing Talent and Fostering Growth

In today’s dynamic work environment, continuous learning and development are essential for both individual and organizational success. Managers must possess the skills to identify training needs and provide effective coaching to their team members.

Essential Training Skills for Employee Development

Managers should focus on developing the following training skills:

• Designing effective new employee orientations
• Providing on-the-job training
• Implementing cross-training programs
• Facilitating skill development opportunities
• Organizing job rotation initiatives
• Creating mentoring and sponsoring programs
• Implementing learn-at-work programs

How can managers ensure effective on-the-job training? Managers can enhance on-the-job training by creating structured learning experiences, providing clear instructions and expectations, offering ongoing support, and encouraging employees to apply new skills in real-world scenarios. This hands-on approach helps employees quickly adapt to their roles and contribute effectively to the team.

Crucial Coaching Skills for Managers

Effective coaching goes hand-in-hand with training. Managers should develop these coaching skills:

1. Allowing for learning through mistakes
2. Providing performance improvement coaching
3. Conducting one-on-one coaching sessions
4. Facilitating mentor-mentee relationships
5. Practicing active listening
6. Understanding and responding to nonverbal communication
7. Utilizing effective communication techniques

Why is active listening crucial in coaching? Active listening is essential because it helps managers understand their employees’ perspectives, concerns, and aspirations. By truly hearing and comprehending what team members are saying, managers can provide more targeted and effective coaching, leading to improved performance and stronger relationships within the team.

Employee Involvement: The Key to Organizational Success

Employee involvement is the ultimate goal of a manager’s efforts in motivation, training, and coaching. When employees are actively involved in their work and the organization, they become more engaged, productive, and committed to achieving goals.

Strategies for Promoting Employee Involvement

To foster employee involvement, managers should consider implementing these strategies:

• Encouraging open communication and idea-sharing
• Delegating meaningful responsibilities
• Involving employees in decision-making processes
• Creating cross-functional teams and projects
• Implementing employee suggestion programs
• Recognizing and rewarding initiative
• Providing opportunities for professional growth

How does employee involvement impact organizational performance? Increased employee involvement leads to higher levels of job satisfaction, improved productivity, enhanced innovation, and reduced turnover. When employees feel valued and engaged, they are more likely to go above and beyond in their roles, contributing to the overall success of the organization.

Overcoming Challenges in Team Building and Management

While mastering Level 2 Management Skills is crucial, managers often face challenges in implementing these skills effectively. Some common obstacles include:

1. Resistance to change from team members
2. Limited resources for training and development
3. Diverse motivational needs within the team
4. Time constraints for coaching and one-on-one meetings
5. Difficulty in measuring the impact of employee involvement initiatives

How can managers overcome these challenges? Managers can address these issues by:

• Communicating the benefits of change clearly to team members
• Leveraging cost-effective training methods, such as peer-to-peer learning
• Tailoring motivational approaches to individual team members
• Prioritizing coaching sessions and using time-efficient methods
• Implementing metrics and feedback systems to track employee involvement

The Role of Technology in Enhancing Team Building Skills

In today’s digital age, technology plays a significant role in supporting and enhancing Level 2 Management Skills. Managers can leverage various tools and platforms to improve team building and management processes.

Technology-Driven Solutions for Team Management

• Project management software for better coordination and tracking
• Learning management systems for streamlined training and development
• Communication platforms for enhanced team collaboration
• Performance management tools for continuous feedback and coaching
• Employee engagement platforms for measuring and improving involvement

How can technology improve team building efforts? Technology can facilitate more efficient communication, enable remote collaboration, provide data-driven insights into team performance, and offer personalized learning experiences. By leveraging these tools, managers can enhance their team building skills and create more cohesive and productive teams.

Measuring the Impact of Level 2 Management Skills

To ensure the effectiveness of Level 2 Management Skills, it’s crucial for managers to measure their impact on team performance and organizational success. This assessment helps in identifying areas for improvement and refining management strategies.

Key Performance Indicators for Team Building Success

Managers can use the following KPIs to evaluate the effectiveness of their team building efforts:

1. Employee engagement scores
2. Team productivity metrics
3. Employee retention rates
4. Customer satisfaction levels
5. Innovation and idea generation rates
6. Cross-functional collaboration metrics
7. Training completion and effectiveness rates

How often should managers assess these KPIs? While some metrics can be monitored continuously, a comprehensive assessment should be conducted at least quarterly. This frequency allows managers to identify trends, make timely adjustments to their strategies, and track progress over time.

Continuous Improvement in Team Building Skills

Mastering Level 2 Management Skills is an ongoing process that requires continuous learning and adaptation. Managers should actively seek opportunities to enhance their team building abilities and stay updated on the latest management trends and best practices.

Strategies for Ongoing Skill Development

• Attending management workshops and seminars
• Participating in leadership development programs
• Seeking feedback from team members and peers
• Staying informed about industry trends and research
• Engaging in mentoring relationships with experienced leaders
• Experimenting with new team building techniques
• Reflecting on personal experiences and lessons learned

Why is continuous improvement important for managers? The business landscape is constantly evolving, and managers must adapt their skills to meet new challenges. By committing to ongoing learning and improvement, managers can ensure they remain effective leaders capable of building and managing high-performing teams in any environment.

In conclusion, Level 2 Management Skills form the backbone of effective team building and management. By mastering motivation, training and coaching, and employee involvement, managers can create a positive work environment that fosters growth, productivity, and success. As organizations continue to evolve, the ability to build and lead strong teams will remain a critical competency for managers at all levels.

Level 2 Management Skills: Team Building Skills

Level 2 Management Skills consists of the team management and team building skills any developing manager must master. They are the next level of skills found on the Management Skills Pyramid. which shows the skills a manager must master for a successful career. The Management Skills Pyramid shows how these management skills build on each other to create success.

Team Management Skills

Team Management and Team Building Skills

Three categories of team management skills exist that managers must master to experience any success in a management job. The team management skills are motivation, training and coaching, and employee involvement. They are discussed separately in detail below.

Management Skills for Motivation

The most fundamental team management skill managers need to master is the motivation of your team and of the individual members of the team. You can’t accomplish your goals as a manager unless your team is motivated to perform, to produce, to deliver the results you need.

Motivating each of the individuals on your team requires recognition on your part that each team member’s motivation needs are different and that the primary source of their motivation comes from within the individual. And motivating the team requires a different approach from motivating the team members.

Motivation Skills Needed for Effective Employee and Team Motivation

These are the skills managers need to bring forth employee motivation.

• Recognize that all employees are motivated so the manager’s job is to draw out that intrinsic motivation that every employee experiences.
• Provide a strategic framework with vision, strategies, and goals so employees can have clear expectations about what they are expected to accomplish.
• Remove the barriers and obstacles that are impeding employees from experiencing motivation.
• Provide frequent positive and constructive feedback so employees know how they’re doing.
• Reward, thank, and recognize employees to reinforce their motivation.
• Hold regular one-on-one meetings with employees so they feel supported and informed.
• Practice servant leadership to foster employee involvement and employee engagement.

Management Skills for Training and Coaching

It is unlikely that you will ever manage a team where everyone is adequately trained. It is even more unlikely that you will have a team that never needs coaching. You need to have the level of training skills necessary to identify the training needs of your team members. You also need to provide the training they need for them to succeed.

Training Skills Needed for Effective Employee Development

These are the skills managers need to provide important training and development for employees.

• Understand the importance of and design an effective new employee orientation that helps employees assimilate and quickly contribute.
• Provide effective on-the-job training for employees.
• Provide cross training for employees to produce maximum flexibility for accomplishing work which saves money in labor costs.
• Enable employees to learn new skills which make them more valuable and can combat worker boredom.
• Provide training by job rotation to allow employees to further develop skills and ability to contribute.
• Design a successful mentoring and sponsoring program to help employees learn from other knowledgeable employees.
• Implement successful learn at work programs that may include the opportunity to learn at lunch (or attend a brown bag lunch) so that both the company and the employees benefit from them.

Coaching Skills Needed for Effective Employee Development

These are the skills managers need to provide coaching and mentoring for their employees’ training and development.

• The ability to enable people to make mistakes so they learn but know when to step in and when to hang back and let them try on their own.
• The ability to coach employees so that they can improve their performance, grow their skills, and increase their ability to contribute at work.
• Knowing to set up one-on-one meetings to provide coaching that is specific to each employees’ needs.
• Assist the employees to find appropriate mentors and sponsors in the workplace for additional coaching.
• The ability to actively listen so employees feel heard out and listened to.
• Understand and respond to nonverbal communication.
• Understand and use basic communication skills when coaching and interacting with employees.

Management Skills for Employee Involvement

All of a manager’s efforts to train and develop employees, create an environment in which employees choose motivation, and provide positive feedback and morale building activities are aimed at one goal: increasing employee involvement.

Failure to Promote Employee Involvement

If your employees are not involved and they just come to work to warm a seat, you won’t get their best performance. If you don’t get their best performance, everything they do will cost you more than it should have cost. Your costs will show up as a high error or rework rate. Or, they might appear as low production and failure to meet goals. Most significantly, your costs might be in the loss of an innovative new idea that they didn’t share with you. Whatever the issue with the employees’ work, it will cost you.

Management Skills Needed for Effective Employee Involvement

These are the skills managers need to promote employee satisfaction and involvement for a happy, engaging, productive workplace.

• Provide inspiration to employees and pay as much attention to their satisfaction and happiness as you do to their work assignments and production.
• Create a work environment that provides employees the sense that they are important parts of a bigger picture.
• Create a work environment that fulfills the employees’ need to be a part of a great team.
• Give your employees the freedom to think for themselves and don’t be an autocratic boss or a micro-manager.
• Know how to give the employees the room they need to become more innovative and more committed to your goals.
• Do the same things that reduce turnover and increase employee retention to increase employee involvement.
• Provide clear goals and honest, constructive feedback.
• Provide positive feedback because it is critical to keeping employees engaged. It has to be deserved and honest, but don’t omit it.
• When you actively delegate a task to an employee they have an opportunity to grow and tackle new challenges.
• Make certain that you actually delegate growth work properly and don’t just dump more work on the employees.
• Knowing how to be a participative manager is key in employee involvement.

The Bottom Line

The skills required for effective management are endless and endlessly fascinating. You can become a great manager if you take the time to learn these skills and many more to successfully lead and interact with employees. You will be happier and more fulfilled at work when you can demonstrate the high level of management skills needed to motivate, retain, involve, coach, do team building with, and develop employees.

Certificate of Completion – Level 2 in Project Management

Certificate of Completion – Level 2 in Project Management

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This program of study recognizes professionals who attained the knowledge and experience to oversee all aspects of project management.

To earn the Certificate of Completion – Level 2 in Project Management, you must fulfill the following requirements:

• Complete a minimum of seven courses, totaling a minimum of 18 days of training, within four years. At least three of these must be taken from the Project Management Core courses.
• Pass the final test at the end of each course with a minimum grade of 70%
• Attend at least 90% of class time

Required Exams

The following courses help you prepare for this certification.

Start by taking at least three of the following Project Management courses:

You may apply up to four courses from the following electives courses:

BA Core Courses (limit two)

NOTE: Vendor Management and Organizational Change Management must be taken after February 1, 2015 to be applicable towards the Certificate.

Upon successful completion of the required courses and depending on which location you took your training, you will be awarded one of the following:

Next Steps

Transfer of credits to another Certificate of Completion – Level 2 or new Certificate of Completion – Level 1:

• Students wishing to complete the Certificate of Completion – Level 2 in another product line may apply two courses toward the second Certificate of Completion – Level 2.
• Students wishing to complete the Certificate of Completion – Level 1 in another product line may apply one course toward the Certificate of Completion – Level 1.

Construction Manager-in-Training Level 2 | Construction Management Association of America

Apply Now     CMIT Level 2 Handbook 

CMIT Level 2 Letter of Experience

At this time, mailed items may encounter processing delays of up to 5 business days due to the ongoing coronavirus (COVID-19) outbreak.

The Construction Manager-in-Training Level 2 (CMIT® L2) designation is an extension of the CMIT certificate, which recognizes professionals who are invested in the CM industry and their own professional development. Earning the CMIT L2 demonstrates your continued growth and professional competence as a Construction Manager.
 

*Experience in each of the functional practice areas of CM is defined as time spent working in that professional discipline. There is no CMIT requirement for this experience to be as responsible in-charge (RIC). For more on RIC, please see the CCM Application Handbook.

Eligibility

Individuals must meet all the following qualifications to apply for the CMIT L2:

• Complete all requirements for the CMIT certificate (application approved by CMCI and pass CMIT examination).

Application Process

All applicants are required to read the CMIT L2 Handbook. Applications may be submitted online or using the PDF application in the accompanying Handbook.

Apply Now

CMIT L2 applications will not be processed until CMCI receives all portions of application sections 1-6 and required fees. All CMIT L2 application fees are non-refundable.
 

Examination Process

Candidates have one (1) year from when their CMIT L2 application was approved to pass the CMIT L2 examinations for professional practice, quality management, and cost management. Candidates are allowed three (3) attempts on each examination. Candidates also have one (1) year to complete the required soft skills training.

Candidates should consult the CMIT L2 Handbook for additional information about the examinations.

Letter(s) of Experience

Candidates have three (3) years from when the CMIT L2 application is submitted to provide letter(s) of experience  signed by the applicant’s supervisor, superior officer, or an active Certified Construction Manager® (CCM®).Applicants must submit a signed letter of experience for each required CM functional practice area:

• Contract Administration*
• Time Management*
• Safety and Risk Management*

*More information on experience is available in the CMIT L2 Handbook.

Next Steps

Applicants who pass all the L2 examinations, complete the required soft skills training, and provide the necessary signed letter(s) of experience, earn the CMIT L2 designation.

Those who hold the CMIT L2 designation are also eligible to apply for the CMIT Level 3.

Level 2 Certificate in Hospitality Management – John Academy

Level 2 Certificate in Hospitality Management – John Academy

Description: 

Hospitality Management is a study of people who want to be part of the hospitality industry. In this course, the meaning and definition of hospitality management will be discussed. You will learn the procedures of hospitality management and how you should follow these steps. Then you will learn its history and how it was developed through time. You will also learn the scopes of hospitality, classification of hospitality organisations, and most especially the influence which affects the industry.

Who is the course for?

• Any professional who works in the hotel or part of a hotel’s management
• People who have an interest in hospitality and management

Entry Requirement:

• This course is available to all learners, of all academic backgrounds. 
• Learners should be aged 16 or over to undertake the qualification.
• Good understanding of English language, numeracy and ICT are required to attend this course.

Assessment:

• At the end of the course, you will be required to sit an online multiple-choice test. Your test will be assessed automatically and immediately so that you will instantly know whether you have been successful.
• Before sitting for your final exam you will have the opportunity to test your proficiency with a mock exam.

Certification:

• After you have successfully passed the test, you will be able to obtain an Accredited Certificate of Achievement. You can however also obtain a Course Completion Certificate following the course completion without sitting for the test. Certificates can be obtained either in hard copy at a cost of £39 or in PDF format at a cost of £24.
• PDF certificate’s turnaround time is 24 hours and for the hardcopy certificate, it is 3-9 working days.

Why choose us?

• Affordable, engaging & high-quality e-learning study materials;
• Tutorial videos/materials from the industry leading experts;
• Study in a user-friendly, advanced online learning platform;
• Efficient exam systems for the assessment and instant result;
• The UK & internationally recognised accredited qualification;
• Access to course content on mobile, tablet or desktop from anywhere anytime;
• The benefit of career advancement opportunities;
• 24/7 student support via email.

Career Path:

Level 2 Certificate in Hospitality Management is a useful qualification to possess, and would be beneficial for the following careers:

• Accommodation Officer
• Businessmen
• Concierge
• Customer Service Manager
• Hotel Manager
• Receptionist.

Course Curriculum

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Construction Management – Level 2 Certificate

Construction Management – Level 2 Certificate is a course run by Study 365, Cavan. It is a ‘Online Learning’ course with a duration of 365 Days. Construction Management – Level 2 Certificate gives a Course Qualification of CPD. For more information about Construction Management – Level 2 Certificate at Study 365, please review the details below.

Overview

Construction Management – Level 2 Certificate (USA Standards)

For anyone hoping to become a Construction Manager this course offers an in depth introduction, and also covers the theories and principles of construction management. The construction industry is huge, and construction companies require skilled professionals to manage projects. Once you have successfully completed this course you will be qualified to pursue an exciting career in Construction Management.

Learning with Study 365 has many advantages. The course material is delivered straight to you and can be adapted to fit in with your lifestyle. It is created by experts within the industry, meaning you are receiving accurate information, which is up-to-date and easy to understand.

This course is comprised of professionally narrated e-Learning modules, interactive quizzes, tests, and exams. All delivered through a system that you will have access to 24 hours a day, 7 days a week for 365 days (12 months).

Course Curriculum

1: Introduction to Construction Management

2: Theories for Construction Management

3: Principles of Construction Management

4: The Process View of Systems

5: Construction Environment

6: Modeling of a Construction Project

7: Types of Project Analysis

8: Supply and Demand in Construction Process

What will I learn?

• Learn the process views of systems
• Understand the construction environment
• Study various project analysis types
• Understand supply and demand in construction

Course Description:

This online training course is comprehensive and designed to cover the key topics listed under the curriculum.

Course Duration:

You will have 12 Months access to your online study platform from the date you purchased the course. The course is self-paced so you decide how fast or slow the training goes. You can complete the course in stages revisiting the training at any time.

Method of Assessment:

At the end of the course, learners will take an online multiple choice question assessment test. The online test is marked straight away, so you will know immediately if you have passed the course.

Certification:

Successful candidates will be awarded a Construction Management – Level 2 Certificate.

The Construction Management – Level 2 Certificate course at Study 365 is listed in Courses.ie’s national courses finder.

Level 2 Basic Stable Management

Upon enrolment students are provided with access onto our online E-Learning Centre where they will find all of their course material, assignments and other helpful study resources.

The course is divided into modules which consist of:

• Detailed illustrated text.
• In-text questions to answer and in-text activities to complete as students work through their course material. Separate answer sheets are provided at the end of each module.

Over the course of the programme you will complete five work assignments.  Referring to the course material, you complete the assignments at your own pace and submit each in turn for marking and assessment.  Your work is assessed by qualified tutors, graded and returned to you with detailed feedback.

You are also provided with a Practical Skills Workbook, which details the practical skills needed. You will record attainment of each skill listed in the Skills Workbook and seek verification of the achievement by a knowledgeable colleague or friend.  You may choose to attend the Optional *study week at TOCES’ yard in Suffolk.

*Please note the course fees excludes the study week fee.

• Minimum age 13 – there is no upper age limit
• Interested in learning more about horse care and management

Program and Project Managers (FAC-P/PM)

FAC-P/PM Certification Requirements (Includes IT Core-Plus Specialization)

The FAC-P/PM contains three (3) levels of certification that provides the required training and experience for Program and Project Management professionals. The FAC-P/PM shall be recognized by all federal civilian agencies as evidence that an employee meets core requirements to perform program and project management functions.

While training requirements for the FAC-P/PM are closely aligned with the DAWIA training requirements, they are not identical. Per the December 16, 2013, Memo on Revisions to the Federal Acquisition Certification in Program and Project Managers (FAC-P/PM) from OFPP, changes to the FAC-P/PM training requirements will be maintained on the FAI website under the FAC-P/PM Certification area.

The Information Technology (IT) PM Improvement Initiative identified several agencies that offer Government provided training courses that may satisfy the IT PM Specialization training requirements. Please contact your ACM for further guidance on the IT PM Specialization training track and requirements.

Agency Unique Certification Requirements: Federal agencies may have unique certification requirements in addition to the Federal Acquisition Certification (FAC) requirements. Members of the civilian acquisition workforce are encouraged to consult their agency acquisition workforce policies, internal agency websites, and/or their Acquisition Career Manager for additional information.

The table below identifies the training and experience requirements for each FAC-P/PM level and the IT Core-Plus Specialization. Per the December 16, 2013 OFPP Memo, changes to the FAC-P/PM Requirements will be maintained in the table below (printer-friendly version).

* Experience. The requirements for experience are generally based upon the Program & Project Manager’s Qualifications. Experience may be time spent on the job in a program and project management-related job assignment, either in the private or public sector, which reflects the accumulation of knowledge, skills and abilities during years of progressively responsible work assignments. There is no exception to the experience requirements and candidates must provide evidence of their experience to their certifying official. Satisfaction of experience requirements from one certification level may be applied to the satisfaction of experience requirements of a higher certification level. Comparable education may be used to substitute for experience when determining whether an individual satisfies competency requirements. This will be determined by each agency. While a specific curriculum is not articulated in policy, the training options can assist agencies and individuals in determining their training and development needs.

** Training. While a specific curriculum is not articulated, the training options shown in the table can assist agencies and individuals in determining their training and development needs. Fulfillment may be used by program and project managers with significant experience and training as an alternative way to meet the standard training requirements for certification. Fulfillment may be used when appropriate and in compliance with agency policy. The fulfillment process is based on documentation provided by the workforce member that demonstrates how they met or accomplished each of the performance outcomes and learning objectives in a specific course. The accomplishment of the performance outcomes and learning objectives may be based on program and project managers’ experience, alternative training, or another type certification in the area of program and project managers and other acquisition duties by another organization or other developmental activities. Please contact your ACM or Training Officer for details on submitting a Fulfillment package. Sample fulfillment templates are available as downloadable PDF files (for Entry Level, Mid-Level, and Senior Level FAC-P/PM) but do not replace the need for a resume.

*** IT Core-Plus Specialization. The purpose of the FAC-P/PM Core-Plus specialization is to establish the additional training, experience, and continuous learning requirements for FAC-P/PM certified personnel who manage specific investments requiring specialized knowledge, skills, and abilities. FAC-P/PM IT core-plus specialization requires current Mid- or Senior-level FAC-P/PM certification plus mastery of the additional core-plus specialty training, experience, and continuous learning requirements. There are no levels for core-plus specialty certifications. Once mastery of the core and core-plus competencies has been demonstrated through training, education, other relevant certification programs, or documentation through fulfillment (experience), the FAC-P/PM core-plus specialty certification is awarded and maintained through continuous learning. The FAC-P/PM-IT Core-Plus competency model and the IT Program Manager Career Path Guide provide more information on the FAC-P/PM-IT core-plus specialty certification.

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Acquisition Training Providers

FAI maintains a list of Commercial Acquisition Training Providers. FAI does not endorse and no longer verifies any vendors’ training materials for alignment with FAC-competencies. You are strongly encouraged to conduct market research to inform training vendor selection.

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Reciprocity with Other Certifications

Project Management Institute (PMI)

As a result of FAI’s analyses and collaboration with the Program and Project Management Functional Advisory Board (P/PM-FAB), FAI established a letter of understanding with the Project Management Institute (PMI) outlining competency alignment, training equivalency, and continuous learning (CL) credit for the PMI credentials per the listed matrix below. This competency alignment and CL credit comply with: (1) the certification training standards contained in the December 16, 2013, Memo on Revisions to the Federal Acquisition Certification for Program and Project Managers (FAC-P/PM); and (2) the FAC-P/PM Core Competency Model.

A current PMI credential may be used as a one-time acquisition workforce system credit to waive the FPM X33 course as authorized by each agency Acquisition Career Manager (ACM).

* ACM may award additional CL credit for classes taken over the minimum PMI requirement.

Individuals pursuing or renewing PMI credentials who have completed training toward the FAC-P/PM certification, or have attained the FAC-P/PM certification, may submit evidence to PMI of such training or certification, subject to PMI review, toward meeting the education requirements of the initial or recertification of the applicable PMI credential. This letter of understanding is available as a downloadable PDF file.

Defense Acquisition Workforce Improvement Act (DAWIA)

For program and project manager professionals coming from DoD, a valid, current Defense Acquisition Workforce Improvement Act (DAWIA) certification is equivalent to a FAC-P/PM at the same certification level, provided the FAC-P/PM experience and continuous learning requirements have been met and the agency ACM approves the certification. When applying for a FAC-P/PM, the individual is responsible for providing their agency acquisition career manager with the documentation supporting their DAWIA certification, education, and continuous learning history.

Because the DAWIA certification program has different training requirements, a valid, current FAC-P/PM does not necessarily meet all the requirements for the DAWIA certification in Program and Project Management. Civilian agency program and project managers seeking positions subject to DAWIA requirements must meet all agency specific training as required per each agency policy. Reciprocity will be determined by DoD on an individual basis.

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Continuous Learning Requirements

Note: DAU periodically revises the amount of CLPs for their courses, based upon the time it takes for students to complete a DAU course.  For example, CLC 106 used to be worth 8 CLPs, but has recently been revised to 3 CLPs.  Please be aware this may affect your recertification effort. Contact your ACM if you have questions.

To maintain a FAC-P/PM, PM professionals are required to earn 80 continuous learning points (CLPs) every two years, which begins on the date they were certified. For PM professionals holding an IT Core Plus Specialization Certification, 20 of the 80 CLPs must be dedicated to continuous learning in topics associated with the IT core-plus area. The FAI Continuous Learning Opportunities page contains guidance from OFPP, training courses and other suggested methods of earning CLPs

Per the December 16, 2013, Memo on Revisions to the Federal Acquisition Certification for Program and Project Managers (FAC-P/PM), at least 20 of the 80 CLPs required must be dedicated to continuous learning in topics associated with the IT core-plus area.

The FAI Continuous Learning Opportunities page contains guidance from OFPP, training courses, and other suggested methods of earning CLPs.

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FAC-P/PM Competencies

The FAC-P/PM Program is built on competencies that refer to the knowledge, skills, and abilities Program and Project Managers must have in order to perform their program and project manager duties. The FAC-P/PM core competency model and the FAC-P/PM-IT Core-Plus competency model, portray the competency areas and further define the areas in behavioral terms using performance outcome statements and learning objectives.

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FAC-P/PM Policy Documents

Below are links to OMB and OFPP guidance on the FAC-P/PM program:

April 15, 2005 Policy Letter 05-01 on Developing and Managing the Acquisition Workforce

April 25, 2007, Memo on The Federal Acquisition Certification for Program and Project Managers

November 18, 2011 IT Program Manager Career Path Guide

December 16, 2013, Memo on Revisions to the Federal Acquisition Certification for Program and Project Managers (FAC-P/PM)

March 27, 2017 FAC-P/PM – Information Technology (IT) Core-Plus Specialization Competency Model v3.0

June 25, 2018, Memo on Improving the Management of Federal Programs and Projects through Implementing the Program Management Improvement Accountability Act (PMIAA)

Below are FAI resources for the FAC-P/PM program:

FAI Project Manager’s Guidebook

P/PM Toolkit

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Program/Project Functional Advisory Board (P/PM FAB)

The Federal Program/Project Managers Career Field acquisition career area has a Functional Advisory Board (FAB) which serves as a collaborative, federal-wide working group charged with shaping the management policies and practices of the Federal Acquisition Certification program which is chartered by the Office of Federal Procurement Policy. The FAB Charter establishes the P/PM FAB to perform continuous review, evaluation, and update of the P/PM career field in Federal civilian agencies.

Click here to view the P/PM FAB meeting minutes, briefings and presentations, and other related documents. Please note: This information is password protected. To access this information you must have a Max.gov userid and password and be a registered user of the FedPM Community of Practice.

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Open Education – Fundamentals of Management

The course sets out the basic provisions of the organization’s management. An original interpretation of the meaning and content of management as the interaction of managers and performers in the process of managing an organization is proposed. The functions of management, methods and tools of influence of managers on the behavior of performers are disclosed. The influence of the external and internal environment, organizational culture, social responsibility, ethics of behavior on the interaction of managers and performers has been analyzed.

The course won the Best Course from a Consumer Perspective (Student Assessment) at the 2017 EdCrunch Award International Open Online Course Competition.

The course is dedicated to the creation of competencies of an active participant in the organization’s management process.

The profession of an organization manager is quite in demand in the labor market, since a competent management approach is the key to the success of any company. The aim of the course is to develop the competencies of a modern manager in the listener.He will help in the study of management as a science and the ability to use the art of management.
After completing the course, students will learn how to use the categories and concepts of scientific management in the processes of creating and developing an organization, developing strategies and plans for the functioning and development of an organization. They will be able to make and execute managerial decisions, plan labor and production processes, exercise formal and informal leadership and power in organizations.

After mastering the course, students will acquire skills to achieve their goals and objectives, to effectively manage people by motivating and stimulating their active participation in the process of managing organizations, both as a manager and a performer.

The online course uses methods of problem-based and contextual learning, learning from experience, case methods for analyzing practical situations in management, methods of role-based imitation of the interaction between a manager and performers, information technology.

The course includes lectures and practical exercises in video format; tests and tasks for the analysis of specific situations and modeling of management functions and decisions. The duration of the course is 12 weeks.The complexity of the course is 5 credit units. The average weekly workload per listener is 15 hours.

1. Kovalenko B.B. Fundamentals of Management: A course of lectures, part I. – St. Petersburg: ITMO University, 2015. – 80 p.
2. Kovalenko B.B. Fundamentals of Management: Course of Lectures, Part II. – SPb: ITMO University, 2015 .– 90 p.
3. Kovalenko B.B. Fundamentals of Management: Course of Lectures, Part III. – SPb: ITMO University, 2015 .– 81 p.
4. Kovalenko B.B. Modern problems of management: Uch.pos. – SPb: ITMO University, 2015 .– 138 p.
5. * The course of lectures in 3 parts and the Tutorial is made in PDF. Links to additional literature are available in the course of lectures and the study guide.

The course “Fundamentals of Management” refers to a cycle of professional disciplines, is a logical continuation of disciplines, in the process of studying which the foundations of economic and legal knowledge about the activities of organizations are formed. Therefore, before starting to study the course “Fundamentals of Management”, it is necessary to master the basics of economic and legal knowledge, to have a general idea of ​​the activities of the organization and the totality of factors that affect the functioning and development of organizations.

No additional software is required to complete the course.

The course covers the following topics:
Topic 1. Innovative management and the information revolution
The concept of management. Management is science and art. Management functions.
Topic 2. Influence of external and internal environment on management
Management environment. Organizational culture. Ethics and responsibility of management.
Topic 3.Formation of effective communications
in organizations of the future Fundamentals of organizations. Communication in organizations. Building communications in organizations
Topic 4. Organizational configurations
Organizational components and coordination mechanisms. Creation, functioning and development of organizations.
Topic 5. Organizational changes
The concept of organizational changes. Resistance to change. Managing change processes in organizations.
Topic 6.Strategies and planning in organizations
Setting goals in the organization. Formation and implementation of the strategy. Planning in organizations.
Topic 7. Management decisions in the organization
The process of making managerial decisions. Decision making models. Decision making methods.
Topic 8. Motivation for the execution of managerial decisions
The concept of motivation. Substantial theories of motivation. Process theory of motivation.
Topic 9. Leadership in organizations
Leadership: power and influence.Leadership styles. Leadership and leadership.
Topic 10. Teamwork in the organization
Peculiarities of group and team work. Typology of teams. Internal processes of teamwork.
Topic 11. Conflicts in organizations.
The nature and content of the conflict. Types of organizational conflicts. A leader in a conflict situation. Conflict resolution.
Topic 12. Management control in organizations
Approaches to the organization of control. Management actions based on control results.Control information systems.

Each topic is studied for one week.

• Ability to use knowledge of the content of concepts and tendencies of management, to apply the theory of classical and modern management of organizations in various areas of practice (RO-1).
• Ability to substantiate and quantify goals and objectives, choose the best ways to achieve and implement them; to form mechanisms for the development, adoption and implementation of managerial decisions, to be ready to bear social responsibility for the results of decisions made (RO-2).
• Ability to organize and control the labor and production process, using knowledge of the basic theories of motivation, leadership and power to achieve the results of strategic and operational management decisions, organize effective work in groups and teams, form organizational culture and leadership qualities (RO-3).
• Ability to assess the impact of the external and internal environment on the functioning of the organization, identify and analyze risks, analyze the behavior of suppliers and consumers, assess market conditions (RO-4).
• The ability to assess the socio-economic results of the organization and its individual divisions, to identify the reserves of the efficiency of labor and production processes, to take an active part in the management of the organization (RO-5).

38.03.02 Management

• OK-3. Ability to use the foundations of economic knowledge in various fields of activity
• OPK-2. The ability to find organizational and managerial decisions and the willingness to bear responsibility for them from the standpoint of the social significance of the decisions made
• PC-1.Skills in using the basic theories of motivation, leadership and power to solve strategic and operational management tasks, as well as to organize group work based on knowledge of group dynamics processes and team building principles, the ability to audit human resources and diagnose organizational culture
• PK-9. The ability to assess the impact of the macroeconomic environment on the functioning of organizations and bodies of state and municipal administration, identify and analyze market and specific risks, as well as analyze the behavior of consumers of economic goods and the formation of demand based on knowledge of the economic foundations of the behavior of organizations, market structures and the competitive environment of the industry
• PK-17.Ability to assess the economic and social conditions for doing business, identify new market opportunities and shape new business models

Continuing education in management. Additional professional education.

Professional development of managers

Life has not stood still: they build new houses, open shops, expand factories. The business sector opens up new horizons. Making a lot of money – this idea makes new seekers of happiness try themselves in an insidious and hitherto unknown business world.You cannot teach business, but you can understand the basics of building a business, know the pitfalls and be able to manage people.

Why study director

Business is built according to certain algorithms and is subject to clear laws. But not all managers, especially young and inexperienced ones, are able to immediately learn how to do business from scratch. But without good management, no firm can develop. Therefore, the manager needs to improve his qualifications.

What kind of specialists the program is designed for: professional development can be taken by specialists with secondary vocational, higher education or senior students who dream of their own business.

How it works

Having enriched with new knowledge in courses that traditionally offer to pass 90,029 times in five years, (and more often), new technologies are introduced in production or in the office. Profits increase, the firm becomes successful. This is the ideal. The real picture is different. Professionalism and competence come to a leader with experience. And it is given by knowledge. Having increased their competence, managers with a creak begin to introduce new products into practice, overcoming the resistance of a team of immediate deputies or middle management.

In order to minimize such risks, the Unified Center for Continuing Professional Education has developed an extensive training program for middle and higher level:

• logistics management;
• finance management;
• investment development;
• project management;
• anti-crisis management and others.

Professional development programs take from 72 hours and cover all areas of society, including education, health care, tourism, municipal and public administration in general.At the moment, there are more than 25 programs designed to improve the qualifications of managers at various levels.

What can be taught

Topical issues of doing business will help to highlight cognitive online classes. You can remotely undergo training in marketing and advertising activities, learn how to effectively use resources, including human resources. To correctly conduct a personnel policy, resolve labor shortages and not bring the situation to a conflict, such classes will help to learn many things that are necessary and important for a manager.

What is issued at the end of training: certificate of advanced training of the established sample.

Learning is always informative. Such training will change the perception of the world, teach you to correctly assess risks and react to them correctly, and allow you to see new opportunities for a company or factory. Business needs an effective leader who is not afraid of difficult decisions and knows how to manage himself. The motto: “Keep it simple, and people will be drawn to you,” does not work here.I came, I saw, I won – this is an effective formula with which a business under the strict guidance of a competent manager will have every chance of success. Mission – motivation – control – result. This is the right strategy. To find your potential and make your business successful, learn new things and use the knowledge gained in practice.

MBA program: principles and content

Russian standard MBA

1. The MBA level program is a professional development program of a generalist nature for those who have the relevant significant practical experience necessary to contribute to the educational process within their group, with an emphasis on leadership, strategic management and vocational guidance.

2. The objective of the MBA level program is to:

• to systematize and enrich the previous practical experience.
• to develop students’ strategic thinking, entrepreneurial skills, innovation and leadership skills.
• To develop understanding and experience in studying key business problems, including its transformation and globalization, and identify the potential contribution of business to solving these problems.
• Develop interpersonal and teamwork skills.
• To develop the ability to apply accumulated and newly acquired knowledge and experience to solve complex business problems in different contexts.
• to ensure the acquisition of knowledge at an advanced level in the management of an organization and the study of the environment in which it operates.
• to form an understanding of socially responsible business management.
• to promote lifelong learning and personal development.

3. At least 60% of teachers participating in the implementation of basic professional disciplines of the program submitted for accreditation must be full-time teachers of an educational institution, have an academic degree and / or title, and experience of scientific and pedagogical work at least 5 years.
basic disciplines include disciplines in management and organization development strategies, which form the basis of a professional approach to solving problems of organization management from a generalist and functional positions in a strategic perspective.

4. Teaching special disciplines should mainly (at least 70% of the total number of teachers of special disciplines) involve managers, specialists, professional trainers, coaches, consultants with practical experience in business or research and development in this subject sphere.

Special disciplines (compulsory and optional) include disciplines of functional, industry and other specialization of the MBA program and providing an in-depth examination of the most important aspects of business and management, based on the specifics of the MBA program and the target group of students.This makes it possible to take into account the individual preferences of students from the standpoint of their organizational and career interests.

5. The nature of the MBA level program takes into account the relevant work experience of the trainees. The program is intended for those who will soon be able to make a significant contribution to the management of the organization at the strategic level. It should provide both an intellectually intense training program and an opportunity for personal development.

6. Highly specialized professional retraining programs for managers (in the field of finance, marketing, personnel management, etc.) do not belong to the MBA category if their curricula do not provide a balanced study of all the main aspects of managing an organization in a complex.

7. The MBA level program should provide the relevant knowledge and understanding of the organization, the external environment in which it operates, and interaction with shareholders.Compliance with the requirements for standard program content should be achieved. The program should provide students with general knowledge in the field of management, including:

• concepts and processes in the field of production and sale of goods and / or services, financing of an enterprise or other form of organization.
• accounting concepts and methods, quantitative methods, and information systems management, including IT applications.
• Organization Theory, Organizational Behavior, Human Resource Management and Interpersonal Issues.
• processes and problems of general management at the operational and strategic level.
• macro and microeconomics.

90,089 the impact of environmental factors on the organization, including legal systems, demographic, ethical, social and technological issues.

90,089 change management skills.

• business policy and strategy.

90,089 Leadership and Entrepreneurship.

• Business Sustainability, Ethics and Risk Management in Business Decision Making.
• modern aspects such as creativity, entrepreneurship, innovation, e-commerce, knowledge management and globalization.

8. The program of the MBA level should be holistic (integrated) and form the student’s ability to combine the knowledge and skills acquired in the framework of individual courses. This can be done through a project in which students can demonstrate an understanding of the theory and how to apply it.

9. The normative volume of the MBA level program for any form of study is at least 1800 hours of academic labor intensity, of which at least 600 hours of classroom instruction. It is allowed to replace classroom lessons in an amount not exceeding 300 hours by conducting lessons in a distance mode

10. Programs can take full-time and part-time , use distance learning methods or be mixed.

The program is supported through an online platform that students can access off-campus and outside of classroom hours.

In programs developed on the modular basis of , the structure should take into account an interdisciplinary approach to management, provide for the means by which the integration of individual subjects is achieved.

Programs may conduct a significant portion of the learning process either remotely or in a “blended learning” format .Programs operating in these modes must ensure that trainees receive an education equivalent to that of full-time trainees.

***

European guidelines for MBA programs
(adopted by EQUAL, signed by the Russian Association of Business Education)

The Generalist MBA program is designed for people with work experience, focused on educational results (acquired knowledge and understanding, professional skills and abilities, universal skills and abilities), it is a program that forms strategic thinking.

Section 1. Economics – legal environment of business

• Laws of economic behavior of subjects
• Macroeconomic indicators in the company’s activities
• Business Law
• Labor Law
• Corporate Governance
• Institutional relations

Section 2. Personal and professional development

• Manager’s System Thinking
• Professional skills of a manager (training)
• Personal management art
• Team building (training)
• Business communications (training)
• Career Development Program
• Self-management
• English

Section 3.Financial management

• Financial and credit system
• Financial markets and financial institutions
• Taxation
• Accounting and Financial Analysis for Managers
• Accounting
• Management accounting
• Financial Analysis
• Firm Financial Management
• Basic Concepts of Financial Management
• Investment Management
• Valuation of the enterprise
• Risk management (optional course)
• Financial technology
• Organization of the securities market and exchange transactions
• Making short-term financial decisions
• Tax Management (elective course)
• Formation of the financial policy of the organization (optional course)

Section 4.Management

• The evolution of management thought, a systems approach to management
• General and Operations Management
• Implementation of the balanced scorecard
• Logistics Management
• Strategic Management
• Quality Management
• Business Planning
• Project Management

Section 5. People in the organization

• Organizational Behavior
• Conflict Management
• Survival strategy (training)
• Human Resource Management
• Change management (training)
• Cross – Cultural Management (elective course)
• Management Technologies
• Leadership in management (training)
• Theory and technologies of effective communications in management (training)

Section 6.Information Management

• Information systems and technologies
• Information and Knowledge Management
• Telecommunication qualifications

Section 7. Marketing

• General Marketing
• Marketing Management
• Making pricing decisions.
• Marketing communication technologies
• Marketing Technologies
• Sales management (training)
• Branding (elective course)

Section 8.International Business and Management

• International Business Environment
• Foreign economic activity
• International Business Technologies

Section 9. Applied projects. Independent work

• Consulting.
• Management consulting.
• Internships (optional).
• Computer business game (optional course).

Attestation project.

90,000 5 online courses for cultural managers

Creative Europe *

The course will be of interest to cultural managers who plan to receive funding, as well as those who want to learn how to create grant applications.You can listen to 5 lectures of the course in just 15 minutes. During this time, you will learn how to draw up a successful application, submit it to the competition and find international partners. The course lecturers are Egle Deltuwaite, head of the national program bureau in Lithuania, and Evelin Karu-Veskioja in Estonia. After passing the test, you will receive a certificate.

* Creative Europe is the largest EU grant program that finances projects in the cultural and audiovisual sector. A separate project can receive financing from 200,000 to 2 million euros.

https://www.culturepartnership.eu/publishing/creative-europe-course

Cultural & Arts Strategies From Coursera

This five-week course is useful for project managers of all levels. Teachers from the University of Pennsylvania will tell you what types of cultural organizations are, help you understand their structures and teach you how to create a business model for an idea. The course lecturers will also talk about how to strike a balance between the artistic mission and the economic side of the organization’s work.After completing the course, you will learn how to communicate with your target audience and opinion leaders, learn how to seek support for your initiative. The course will take 4-6 hours per week.

https://www.coursera.org/learn/arts-culture-strategy

Cultural Innovation Course from Coursera

Often new ideas in this sector are not implemented due to lack of funds or time. The course offers management solutions for the development and implementation of ideas for museums, theaters, libraries and other cultural organizations.Course Authors: Vanderbilt University and National Arts Strategies. Online training lasts 8 weeks.

https://www.coursera.org/learn/arts-culture-innovation

Advocacy Course

The course teaches how to create an advocacy campaign from the stage of finding a problem to evaluating the results. Online training consists of 5 lectures and will take only half an hour. Communications and advocacy expert Anush Begloyan examines real-life case studies of successful campaigns and explains how to achieve social change through lobbying, impact and information campaigns.You will learn how to work with target audiences and influencers, as well as how to compose a package of advocacy materials. After passing a short test, you will receive a certificate from the EU and Eastern Partnership Culture and Creativity program.

https://www.culturepartnership.eu/publishing/advocacy-course

FutureLearn Social Entrepreneurship Program

The Massive Online Courses Platform offers a full social entrepreneurship program that consists of three courses.After completing all or part of them, you will gain a wide range of skills for solving problems in the social, environmental and, of course, in the cultural sphere. Middlesex University Business School prepared lectures and additional materials. After studying them, you can develop a model for your social enterprise, find out how your idea is applicable in the market, and how to work with funding sources. Each of the three courses lasts 3 weeks.