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Employee Training


The Benefit Coordinators can provide government agencies its required GETA training? According to the Office of Personnel Management they answer the question.

What is GETA?

The Government Employees Training Act (GETA) became law in 1958 giving Federal agencies general authority for employee training.  Under GETA agencies manage their own training, determine their own training needs, and select and fund training to meet those needs.

GETA is codified in Chapter 41 of title 5, United States Code (U.S.C.).

We are often asked where employees can access GETA funds.  There is no central GETA fund. Agencies must use their own appropriated training funds to pay for agency training programs.

For more information on GETA and Chapter 41 of title 5, go to pp. 6-11 in the Training Policy Handbook.

The reduction of training dollars and the mandatory training requirements should be of concern to any Benefits Specialist. Further, many employees report they ARE NOT knowledgeable on employee benefits. Additionally, to add insult to injury, training dollars are expected to be further reduced, click the icon. pdf_logo


The Government Employees Training Act (GETA) became law in 1958 giving Federal agencies general authority for employee training. Among its many provisions, this law authorized the use of non-Government training resources to meet identified training needs which otherwise could not be met with existing Governmental programs and facilities.

Before the enactment of GETA, some agencies carried out in-house training as part of their management function, other agencies had Congressional authorization to provide non-Government training, still others were seeking that authorization.

GETA establishes a flexible framework for the training and development of the Federal workforce. Specifically, it allows agencies to fund employee training to assist in achieving their mission and performance goals by improving employee and organizational performance. Amended in 1994, the Act permits agencies to take advantage of the existing training marketplace, Government or non-Government.

Provisions of GETA not Codified but Relevant to Program Administration

Paragraphs (1), (2), and (3) of section 2 of GETA are not codified (they serve as background information rather than mandate action) in title 5, of the United States Code (5 U.S.C.) but are extremely important to an understanding of the law’s intent. They declare the policy of the United States Congress and capture the purpose and intent of human resource development today:

(1) “[I]t is necessary and desirable in the public interest that self-education, self-improvement, and self-training be supple- mented and extended by Government-sponsored programs for the training of such employees in the performance of official duties and for the development of skills, knowledge, and abilities which will best qualify them for performance of official duties;

(2) [S]uch programs are to be continuous in nature, shall be subject to supervision and control by the President and review by the Congress, and shall be so established as to be readily expansible in time of national emergency; [and]

(3) [S]uch programs shall be designed to lead to:

  1. improved public service,
  2. dollar savings,
  3. the building and retention of a permanent cadre of skilled and efficient Government employees well abreast of scientific, professional, technical, and management developments both in and out of Government,
  4. lower turnover of personnel,
  5. reasonably uniform administration of training, consistent with the missions of the Government departments and agencies, and
  6. fair and equitable treatment of Government employees with respect to training.”

Let The Benefit Coordinator help you stay in compliance.


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