Certified Federal HR Advisor (cFHRA) Level II Certificate Program (Self-Paced)
IDcFHRA2.CPSP

Explore the impact of legal requirements, OPM policies, and systematic approaches to employee development. This course emphasizes creating a continuous learning environment to build a high-performing workforce.

• Describe the HRD environment in the federal government.
• Connecting learning initiatives to performance improvement.
• Applying training needs assessment tools and designing effective training.
• Navigating training regulations and policies for compliance.
• Exploring career management strategies and continuous learning practices.

Participants review legal criteria and decision tools to classify positions for FLSA purposes. The course includes case-based practice in applying exemption rules, writing determination statements, and supporting compliance actions.

• Discuss the history, coverage, and regulations governing the Fair Labor Standards Act (FLSA)
• Explain FLSA exemption criteria and how they apply to federal positions.
• Make FLSA exempt/nonexempt determinations by applying exemption criteria to employees/positions.

Deepen your understanding of federal employee relations laws, regulations, and procedures to handle disciplinary actions, leave issues, and accommodations. This course equips practitioners with the skills to navigate grievances, appeals, and EEO complaints.

• Overview of the laws, regulations, and administrative bodies governing employee relations in the federal government.
• Apply case law and regulatory references to employee relations decision-making.
• Discuss the rights and responsibilities of the parties in employee relations matters.
• Describe the origins and procedures regarding the right to due process.
• Identify and apply the law, regulations, and procedures regarding probationary periods and termination during probation.
• Identify and apply the procedures and processes for taking disciplinary and adverse actions, including determining credibility in disciplinary situations.
• Identify and apply procedures and case law for dealing with leave issues, including dealing with excessive leave use.
• Define and apply the proper use of medical documentation in leave and accommodation issues.
• Define and apply the law and regulations regarding disability and reasonable accommodation.
• Describe the procedures for filing grievances, appeals, and EEO complaints.
• Apply the Douglas factors and Hillen credibility criteria.
• Outline the PIP process and performance-based action procedures.

Gain the skills to create job-related selection practices that comply with federal regulations and result in higher-quality candidates. This course focuses on job analysis techniques, assessment tool development, and documentation to support hiring decisions.

• Conducting job analyses that meet OPM and UGESP regulatory requirements.
• Defining and differentiating knowledge, skills, abilities, and competencies.
• Developing effective applicant assessment tools to improve candidate quality.
• Identifying and addressing issues in existing assessment tools.
• Creating documentation to justify rating criteria and support hiring decisions.

• Set pay for employees under the General Schedule.
• Set pay for non-GS pay system employees who move to GS positions.
• Set pay using allowances, differentials, incentives, and back pay.

• Describe the staffing process and the role of qualifications analysis within it.
• Understand the purpose of the qualifications process and its historical evolution.
• Describe the structure and content of OPM’s General Schedule Operating Manual and Qualification Standards.
• Evaluate experience and education using the General Policies.
• Combine experience and education through proper analytic procedures to determine minimum qualifications.
• Understand the purpose and requirements for selective placement factors and quality ranking factors.
• Explain in-service placement provisions as they are similar to and differ from outplacement provisions.