ICE Career Development Program maximizing technology for employee training

When the U.S. Immigration and Customs Enforcement’s (ICE) Office of Training and Development (OTD) felt the brunt of the severe budget reductions in 2012, it was forced to look for ways to reach larger audiences in a more efficient manner.

The question, however, was how? What could be done, with little-to-no funding, to keep OTD’s mission of providing technical programs that prepare all ICE employees to perform their duties more effectively; educational programs that allow ICE employees to expand their professional knowledge and abilities; and career development programs that allow each ICE employee to reach his or her full professional potential, alive?

It was decided that the best way for the ICE Career Development Program (CDP) to expand its efforts and create programs that employees could achieve all of the above and that were easily accessible was to take advantage of the ever-changing technology landscape to support performance-based opportunities through webinars, workshops and an enhanced website where ICE employees could take charge of their own careers. It is because of those efforts that the team was honored at the 2014 Director’s Awards with the ICE Core Value Award.

Regardless of grade or location, all ICE employees have access to the improved ICE Training and Education Center (TEC) website that provides interactive opportunities to share personal stories and improve their skills. In addition, the establishment of November as National Career Development month provided ICE employees with a month’s worth of events at ICE headquarters and field offices and development materials.

And while Highsmith and her team were able to reduce the cost of the CDP, through the improved website and other efforts, the scope and reach of the CDP has increased substantially as it has focused on forcing ICE employees to become hands-on in programs that have a direct effect on their day-to-day roles and their careers overall. 

“We have successfully shown how professional development is doable,” said Evie Andrews, ICE Mission Support Specialist.

The numbers have backed up that success. In fiscal year 2013, 1,215 employees participated in professional development webinars; and, 50 field locations participated in activities and events for NCDM. The CDP successfully piloted six mentoring programs in field locations and headquarters, and 315 employees participated in these customized programs.

While there was an adjustment period for both OTD staff and ICE employees with the updated methods, the self-directive learning has been a welcome change that will continue to grow and improve.

“It has put more ownership in the hands of the people,” Jerusalem (J) Howard, ICE Mentoring Program Manager said. “I’ve seen growth in the area of people taking charge of their careers.”