To explore options to establish Federal Individual Training Accounts (ITAs), a study reviewed Pennsylvania's Individual Learning Accounts, Cedar Company's Individual Learning Accounts, ITAs under the Workforce Investment Act, and the United Kingdom's Individual Learning Accounts. ITAs were defined as a base amount of resources--dollars or hours--set aside for the use of individual employees for their learning and development. ITAs could provide them more choice and the opportunity to be more proactive in identifying and determining how to meet their development needs and could provide managers flexibility to design development programs customized to the organization's and employees' needs. Other options for ITAs were service contracts; contributions tied to length of service; education awards; training fund set-asides; and reimbursement programs. The study determined that addressing certain issues would provide the basis for determining feasibility of a government-wide implementation, considering the differences between training and learning; training as part of an organizational system; equitable training for all employees; ITA as entitlement or benefit; portability of ITAs; and financing ITAs across all departments and agencies. The following recommendations were made regarding ITAs in the federal government: goals of the proposed initiative should be broadened to support lifelong learning; and agencies should pilot lifelong learning approaches to identify best practices. (YLB)