Training Opportunity: 1999-2000 Women's Executive Leadership Program Date: Wed, 12 May 1999 14:04:28 -0400 From: "Michelle L. Frederick, Human Resources Managment Assistant" Reply-To: "Michelle L Frederick, Human Resources Mgmt. Asst, Reston, VA" Organization: U.S. Geological Survey To: "A - Division Chief and Staff", "B - Branch Chiefs and Offices", "S - Special Distribution for Research", "FO - State, District, Subdistrict and other Field Offices", "PO - Project Offices", "AO - All Administrative Officers" CC: Charlene T Simpson , Michelle L Frederick , "C. Larry Togans" Subject: 1999-2000 Women's Executive Leadership Program PLEASE WIDEN YOUR SCREEN FOR PROPER VIEWING. The following memorandum was sent to all GS-11 and -12 USGS employees by the Associate Director. This is a year-long training opportunity. Please be aware that there is a commitment needed from you if one of your employees applies and is selected for this program. If you have any questions, please call Charlene Simpson at 703-648-5248. ************************************************************************* In Reply Refer To: Mail Stop 601 #11404 MEMORANDUM May 6, 1999 To: All U.S. Geological Survey Employees, GS-11 and GS-12 From: Barbara J. Ryan /s/ Barbara J. Ryan Associate Director for Operations Subject: Training Opportunity: 1999-2000 Women's Executive Leadership Program I am pleased to announce the U.S. Geological Survey's (USGS) participation in the 1999-2000 session of the Women's Executive Leadership (WEL) Program, sponsored by the U.S. Department of Agriculture (USDA) Graduate School. The WEL Program is receiving full support by all divisions for this upcoming session to which all eligible employees may apply. The WEL Program, open to women and men at the GS-11 and GS-12 grade levels, is designed for nonsupervisors and new supervisors with less than 1 year of supervisory experience during their Federal careers. Tailored to each participant's specific developmental needs, the program combines formal management training in the Washington, D.C. area, with developmental assignments that focus on acquiring the skills needed to become a successful manager. The year-long program officially begins in August 1999. Past participants are available to discuss their experiences in the WEL program. If you would like to set up a discussion session, please contact Sherry Smith on (703) 648-7453 or by e-mail to . All applications received by the deadline will be reviewed for basic eligibility requirements. Based on merit principles and procedures, an evaluation panel under the direction of the bureau's Human Resources Council will rate the eligible applicants and refer the best applicants to the Office of the Director for selection. A copy of the WEL Program Training Opportunity Announcement follows this memorandum. If you would like a non-e-mail version of the announcement, please contact your servicing personnel office. Please note that Sherry A. Smith, Office of Personnel, 601 National Center, Reston, Virginia 20192, must receive all applications by the close of business on June 4, 1999. Attachments U.S. GEOLOGICAL SURVEY 1999-2000 WOMEN'S EXECUTIVE LEADERSHIP PROGRAM TRAINING OPPORTUNITY ANNOUNCEMENT THE PROGRAM: The Women's Executive Leadership (WEL) Program is a developmental program that provides supervisory/managerial training and development opportunities for high-potential Federal employees, preparing them for future positions as supervisors and managers. Open to women and men at the GS-11 and GS-12 grade levels, the program is designed for nonsupervisors and new supervisors with less than 1 year of supervisory experience. The WEL Program is tailored to the participant's own developmental needs, focusing on those competencies and effectiveness characteristics needed to be a successful supervisor or manager. Under the direction of the U.S. Department of Agriculture Graduate School, the WEL Program begins during August 1999, and is to be completed in 12 months. The WEL Program is open to field as well as Washington, D.C. metropolitan area employees, but all required training will take place in the Washington, D.C. metropolitan area and surrounding residential training sites. PROGRAM COMPONENTS: The WEL Program components outlined below provide formal and informal training and development experiences that require participants to be away from their positions of record for a minimum of 5 months, spread out over the 12-month period. Completion of all components is mandatory. Additional work time, beyond completing the core activities, may be needed for negotiating some of these activities and for meeting certain other requirements. Potential applicants should carefully consider these time commitment requirements before submitting an application for consideration. 1. Orientation Session All participants will attend a 1-week Orientation Session held during August 1999, at a residential training site in the Washington, D.C. area, during which program requirements, policies, expectations, and opportunities will be outlined. 2. Core I Training Session The Core I Training Session is a 5-day residential training program that assesses participants' developmental needs in relation to the roles and responsibilities of leaders and managers. Participants receive their assessment results and formulate their Leadership Development Plans (LDP) during this training session. The following subjects will be covered during this session: . Effective Leadership . Intervention Skills for Leaders . Balancing Home and Work Environment . Presentation Skills . Action Learning Project 3. The Outstanding Leadership Practices Seminar The Outstanding Leadership Practices Seminar is a 1-week training session where Women's Executive Leadership Program participants will have the opportunity to visit and see first hand organizations that have proven reputations for outstanding leadership practices. This session may be conducted in locations such as Chicago, Denver, St. Louis, or Dallas. The Leadership Development Teams will also present their 2-hour presentations on their action learning project during this session. 4. Individual Needs Assessment Before coming to the Orientation Session, participants will complete the Leadership Effectiveness Inventory to assess their level of leadership and managerial skills. Participants will also take the Myers-Briggs Type Inventory (MBTI). Results of these assessments will be used as a basis for the LDP. 5. Leadership Development Plan Participants will design a LDP, which is a roadmap for their development during the program. A LDP format, including provisions for defining and meeting specific career development objectives, will be provided. The WEL Program staff will guide you in the design of this plan. Preparation of the LDP is coordinated with the first-line supervisor and the bureau program coordinator. 6. Leadership Development Team Activity During the Orientation Session, participants will be assigned to Leadership Development Teams that are designed to encourage the strengthening of leadership and interpersonal skills, stimulate commitment to personal development, and provide a forum for exploring and addressing current issues facing supervisors and managers in the Federal workplace. Each team will design and deliver a 2-hour presentation on an actual learning project during the Outstanding Leadership Practices Seminar. 7. Simulation Exercise Participants will work with classmates to create a fictitious government agency, assuming various roles, and creating real scenarios. This exercise will help participants focus on leadership, management and teamwork issues, and explore methods of problem resolution in dealing with "real" situations. The Simulation Exercise will be conducted during the Outstanding Leadership Practices Seminar week. 8. Developmental Work Assignments Participants will complete, at a minimum, one 30-day and one 60-day developmental assignment, outside of their current position of record. Reduced per diem rates may be applied for those developmental assignments which last longer than 30 days. You must complete 2 separate assignments (not one 90-day combined assignment) to satisfy the program requirement. 9. Shadowing Assignment Participants will gain exposure to managerial duties, responsibilities, and approaches by "shadowing" a Federal manager at the GS-13 or above level for 1 week. 10. Executive Interviews Participants will interview three or more Federal managers/executives, including a member of the Senior Executive Service and a female manager. These interviews provide participants with exposure and visibility at the highest levels of management and also provide opportunities to gain critical information for long-term networking and career planning. 11. Management Readings Participants are required to read and review three books on leadership and management issues to broaden their knowledge of the management field and strengthen their analytical skills. A management reading list will be provided at the Orientation Session. 12. Program Impact Paper Participants will prepare a paper addressing the impact of the year's experiences on their career plans and goals, and their progress toward meeting each of the WEL program components. 13. Close-out Week Activities A residential Close-Out Session, which includes a Congressional Briefing, Transitioning Workshop, and Graduation Ceremony will be held at the end of the WEL Program year. BUREAU PROGRAM COORDINATOR SUPPORT Participants will work with their division and bureau coordinator to coordinate program responsibilities and ensure that administrative tasks are carried out. The bureau program coordinator serves as a liaison with the WEL Program on program matters. ELIGIBILITY REQUIREMENTS: Applicants must be U.S. Geological Survey (USGS) employees at the GS-11 or GS-12 level with a permanent, fulltime tour of duty. Applicants should be in nonsupervisory positions, or have less than 1 year of experience as a supervisor during their entire Federal career. Applicants must be in good health and able to carry on an extensive schedule of work and after hours study. All employees who apply for the program should discuss with their supervisors their anticipated plans for completing, or otherwise accommodating, their current work commitments prior to the beginning of the program. HOW TO APPLY: Applications must include the following information: - A current application form (such as an OF 612, SF-171, or other written format, showing applicant's job information, personal information, education, work experience, other qualifications, and current home address) signed and dated by the applicant in ink. - Qualifications/Potential Appraisal for the Women's Executive Leadership Program from the first-line supervisor (see Attachment 1). - A narrative describing applicant's: (1) overall background in terms of results accomplished and how this information relates to knowledges, skills, abilities, and other characteristics (KASOCs); and (2) anticipated plans for completing, or otherwise accommodating, current work commitments prior to the beginning of the program (see Attachment 2). All applications should be sent to Ms. Sherry A. Smith, USGS, Office of Personnel, 601 National Center, Reston, Virginia 20192. All applications must be received at the above address by the close of business June 4, 1999. SELECTION: Applicants will be evaluated on each of the following four KASOCs: 1. Ability to analyze data, draw sound conclusions, and make recommendations. 2. Ability to communicate effectively both orally and in writing. 3. Ability to plan and organize projects or assignments. 4. Ability to supervise or manage. The degree to which each applicant meets these KASOCs will be determined under merit principles and procedures, which involves the evaluation of the application materials by a bureau panel composed of top division officials. The best applicants will be referred to the Associate Director for Operations for selection. Up to six selections are anticipated. The final selections will be forwarded to the USDA Graduate School for final approval and acceptance into the program. EMPLOYEE STATUS AND COST: The training assignment will be for a maximum of 12 months. The participant will remain in a pay status during the training period, and will continue to earn annual and sick leave, and health and life insurance benefits. The tuition for the 1999-2000 Women's Executive Leadership Program is $3,650 per participant. The tuition payment does not include travel or lodging costs. U.S. GEOLOGICAL SURVEY ATTACHMENT 1 QUALIFICATIONS/POTENTIAL APPRAISAL FOR THE WOMEN'S EXECUTIVE LEADERSHIP PROGRAM ___________________________________________________________________________ Applicant's Name Division Office ___________________________________________________________________________ Applicant's Position Title and Series Office Phone ___________________________________________________________________________ Rater's Name # of Months Supervised Applicant Office Phone The applicant named is applying for participation in the Women's Executive Leadership Program, which is a 12-month training program for GS-11 and GS-12 employees with high management potential. To aid in evaluating the applicant for this opportunity, you are requested to complete this form concerning the applicant's competence as it relates to the knowledges, abilities, skills and other characteristics (KASOC's) outlined below. For the KASOC's which you have not personally seen the applicant demonstrate, please rate the KASOC based on your perception of the applicant's ability to acquire the KASOC with the appropriate training or education. Rating Guidelines: In the blank provided for each KASOC, enter the number of the rating that best describes the applicant's qualifications or potential with respect to that KASOC. A rating of "2" or "4" may be used when, in your opinion, the applicant falls between the other ratings. Please be aware that a "3" describes thoroughly competent performance or capacity to learn, understand or develop. A rating of "4" or "5" would go well beyond this high standard. For any knowledge, ability, skill, or other characteristic for which the applicant receives a "5," provide an explanation on the reverse side of this form. Rating Scale: 0. Applicant's background exhibits weakness in this respect; OR little or no potential. 1. Applicant's background is acceptable, but you would have some reservations about recommending her/him for a training opportunity for which this KASOC is important; OR marginal potential - some reservations about capacity to learn, understand, or develop. 3. Applicant's background demonstrates the KASOC to the full extent expected of a thoroughly competent employee and you would recommend her/him with confidence for a training opportunity in which the KASOC is important; OR fully satisfactory to learn, understand, or develop. 5. Applicant's background exceeds expectation to such an extent that it warrants special mention for developmental consideration; OR outstanding potential to learn, understand, or develop. Knowledges, Abilities, Skills and Other Characteristics - KASOCs: Supervisors's Rating 1. Ability to analyze data, draw sound conclusions, and make recommendations. 2. Ability to communicate effectively, both orally and in writing. 3. Ability to plan and organize projects or assignments. 4. Ability to supervise or manage. Please indicate if the applicant has discussed her/his plans to complete, or otherwise accommodate, current work commitments prior to beginning the program. ____ Discussion has Taken Place ____ No Discussion Additional comments which would be helpful in evaluating this applicant. ______________________________________________________________________________ Supervisor's Signature Title Date ATTACHMENT 2 EMPLOYEE'S NARRATIVE STATEMENT (Attach Additional Sheets as Necessary) A. Address narrative to the following KASOCs: 1. Ability to analyze data, draw sound conclusions, and make recommendations. 2. Ability to communicate effectively both orally and in writing. 3. Ability to plan and organize projects or assignments. 4. Ability to supervise or manage. B. Address your anticipated plans for completing, or otherwise accommodating, your current work commitments prior to the beginning of the program.