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Ascension is seeking an accomplished National Training and Knowledge Management Lead to lead the design, development, delivery, maintenance, and evaluation of a nationwide workforce training and knowledge-management program supporting the Federal Bureau of Prisons’ administration of First Step Act (FSA) Time Credits.

This is a senior practitioner role for an individual who can translate complex statutory, regulatory, policy, operational, and system requirements into clear, accurate, usable learning products for a geographically dispersed federal workforce.

The successful candidate will help ensure that BOP employees across institutions, Residential Reentry Management offices, Regional Offices, Central Office components, and other designated locations receive consistent and current instruction regarding FSA Time Credit administration. The Draft SOW specifically requires comprehensive national training covering statutory requirements, eligibility and exclusion criteria, Time Credit earning and application procedures, calculation methodologies, system use, quality assurance, documentation requirements, case studies, and practical exercises.

We are looking for someone who combines the capabilities of a senior instructional designer, training program leader, facilitator, knowledge manager, and federal subject matter expert. This individual should be able to take highly technical or policy-intensive information and transform it into training that employees can understand, retain, and apply correctly in operational settings.

The ideal candidate is organized, analytical, detail-oriented, highly credible in front of senior stakeholders, and capable of working independently in an evolving federal environment. The individual must be comfortable identifying knowledge gaps, anticipating where policy or system changes will affect existing training, building practical solutions, and managing multiple training priorities simultaneously.

Summary of the Contractor Role

The National Training and Knowledge Management Lead will have primary responsibility for the training and workforce development function supporting BOP’s FSA Time Credit Administration program.

The role directly supports SOW Section 3.1 – Training and Workforce Development, while also supporting the knowledge-resource responsibilities associated with Section 3.2 – National Inquiry Resolution Center, including development and maintenance of FAQs, knowledge articles, response templates, and related knowledge resources. The position will have principal responsibility for supporting Deliverable D-12 – Training Materials and D-13 – Training Completion Report, as well as the performance expectations established under Section 10.3 – Training Standards.

The Lead will assess training requirements; establish learning objectives; design curriculum; develop instructor-led, virtual, refresher, specialized, policy-update, and software-modification training; create supporting instructional materials; coordinate training delivery; prepare instructors; administer certification or knowledge assessments; identify remediation requirements; and evaluate training effectiveness.

A major responsibility of the position is keeping training aligned with an environment that may change because of:

• Statutory or regulatory changes;
• BOP policy or operational changes;
• Changes to FSA Time Credit calculation methodologies;
• Software modifications;
• Audit or quality assurance findings;
• Recurring inquiry trends;
• Corrective actions; and
• New guidance or interpretations approved by the Government.

The Lead will work with BOP program offices, operational subject matter experts, technical personnel, policy stakeholders, and other contractor personnel to ensure training content accurately represents approved business rules and operating procedures.

The position will also establish and maintain sustainable knowledge resources so that BOP personnel can obtain accurate information without relying exclusively on instructor-led training. These may include training manuals, standard operating guidance, job aids, quick-reference guides, FAQs, knowledge articles, response templates, instructional videos, recorded demonstrations, and searchable training repositories.

Training effectiveness is particularly important. The SOW establishes a target minimum training completion rate of 95% and an average satisfaction score of at least 4.0 on a five-point scale. The Training Lead will therefore be expected to evaluate completion, assessment results, learner feedback, recurring errors, remediation requirements, and other indicators to determine whether training is actually improving workforce understanding and performance.

Position Responsibilities and Anticipated Day-to-Day Activities

The National Training and Knowledge Management Lead will:

• LEAD analysis of workforce learning requirements associated with FSA Time Credit administration and related BOP operational processes.
• ASSESS existing training content, knowledge resources, business rules, policy guidance, system documentation, operational procedures, and workforce performance information to identify training gaps.
• TRANSLATE complex statutory, regulatory, policy, sentence-computation, operational, quality-assurance, and system requirements into understandable instructional content.
• DESIGN a comprehensive national training curriculum appropriate for different BOP audiences and levels of responsibility.
• DEVELOP instructor-led, virtual, refresher, specialized SME, policy-update, and software-modification training.
• CREATE measurable learning objectives, instructional plans, lesson plans, facilitator guides, participant materials, exercises, scenarios, case studies, and knowledge checks.
• DEVELOP certification assessments and other evaluation instruments to confirm workforce understanding and identify remediation needs.
• DELIVER instructor-led and virtual training to BOP personnel and other Government-designated stakeholders.
• FACILITATE interactive workshops, demonstrations, practical exercises, case-study discussions, and application-based learning sessions.
• PREPARE other instructors and subject matter experts to consistently deliver approved curriculum through train-the-trainer and instructor-preparation activities.
• MAINTAIN training manuals, job aids, quick-reference guides, FAQs, knowledge articles, response templates, instructional videos, and other knowledge-management products.
• UPDATE instructional materials promptly when approved statutes, regulations, policies, procedures, business rules, system functionality, or operational guidance changes.
• COORDINATE with policy, operational, sentence-computation, quality-assurance, software-development, inquiry-resolution, and program-management personnel before publishing or delivering revised content.
• ANALYZE inquiry patterns, audit findings, recurring errors, corrective actions, and workforce feedback to identify topics requiring new or revised training.
• ADMINISTER learner assessments and evaluate assessment results to identify knowledge gaps and remediation requirements.
• DEVELOP targeted remediation training for personnel or organizational components requiring additional support.
• TRACK training participation, completion, assessment outcomes, learner satisfaction, remediation activities, and other performance measures.
• MONITOR performance against the SOW’s 95% training completion and 4.0/5.0 average satisfaction objectives.
• PREPARE monthly training completion information supporting Deliverable D-13 and broader program reporting requirements.
• REPORT training risks, trends, deficiencies, corrective actions, and recommendations to program leadership.
• MAINTAIN version control and configuration management over approved curriculum and knowledge-management products.
• ORGANIZE training repositories so that approved materials remain searchable, accessible, current, and easy for the workforce to use.
• SUPPORT national training scheduling and coordination across institutions, Residential Reentry Management offices, Regional Offices, Central Office components, and other designated BOP organizations.
• ENSURE virtual training and meetings use BOP-approved collaboration or meeting systems as required.
• VERIFY training products are complete, accurate, current, accessible, professionally prepared, and aligned with approved BOP policies and operational procedures before release.
• IDENTIFY opportunities to improve instructional methods, workforce adoption, knowledge retention, training consistency, and overall training program sustainability.