Training Opportunity: 2001-2002 Executive Leadership Program for Mid-Level Employees
MEMORANDUM
April 11, 2001
To: All U.S. Geological Survey Employees
From: Kathryn Clement /s/ Kathryn Clement
Deputy Director
Subject: Training Opportunity: 2001-2002 Executive Leadership
Program for Mid-Level Employees
I am pleased to announce the U.S. Geological Survey's (USGS) participation
in the 2001-2002 Executive Leadership Program for Mid-Level Employees
(formerly the Women's Executive Leadership Program), sponsored by the U.S.
Department of Agriculture (USDA) Graduate School.
The Executive Leadership Program, open to women and men at the GS-11
through GS-13 grade levels, is designed for nonsupervisors with less than
1 year of supervisory experience during their Federal careers. The
program has a tuition cost of $3,650 that does not include travel or
lodging costs. Each office is expected to fund their individual
participants. The program is tailored to each participant's specific
developmental needs, focusing on the USDA's Leadership Effectiveness
Inventory (LEI) and the Myers-Briggs Type Indicator (MBTI) for
leadership/managerial skills and personality assessment. In addition to
the LEI and MBTI, other program components include:
¨ Leadership Development Plan
¨ Leadership Development Team Activity and Presentation
¨ Two Developmental Work Assignments - 30 day and 60 day
¨ Shadowing Assignments
¨ Executive Interview
¨ Four 5-day residential seminars
The 12-month program officially begins in August 2001. Past participants
are available to discuss their experiences in the program, if you would
like to speak with them. Please call Sherry Smith on (703) 648-7453 or
e-mail her at sasmith@usgs.gov to receive a list of names of past
participants.
All applications received by the deadline will be reviewed for basic
eligibility requirements. An evaluation panel under the direction of the
Office of Employee Development will rate the eligible applicants and refer
the best-qualified applicants to the Office of the Director for selection.
A copy of the Executive Leadership Program Training Opportunity Announcement
follows this memorandum. Please note that Sherry A. Smith, Office of Employee
Development, Mail Stop 601, 12201 Sunrise Valley Drive, Reston, Virginia 20192,
must receive all applications by the close of business on May 25, 2001.
Attachments
U.S. GEOLOGICAL SURVEY
2001-2002 EXECUTIVE LEADERSHIP PROGRAM
FOR
MID-LEVEL EMPLOYEES
TRAINING OPPORTUNITY ANNOUNCEMENT
THE PROGRAM:
The Executive Leadership Program (ELP) is a developmental program that
provides supervisory/managerial training and developmental opportunities
for high-potential Federal employees, preparing them for future positions
as supervisors and managers.
Open to women and men at the GS-11 through GS-13 grade levels, the program
is designed for nonsupervisors with less than 1 year of supervisory
experience during their Federal career. The ELP 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 (USDA) Graduate
School, the ELP begins during August 2001, and is to be completed in 12
months. The ELP 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 ELP 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 over a 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.
1. Orientation Session
All participants will attend a 1-week Orientation Session held August
19-24, 2001, in Lancaster, Pennsylvania, during which time program
requirements, policies, expectations, and opportunities will be outlined.
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2. Leadership Training Sessions
The Leadership Training Session is a 2-week residential training program
that assesses each participant's developmental needs in relation to the
roles and responsibilities of leaders and managers. During this session,
participants will finalize their Leadership Development Plans (LDP's)
addressing their developmental needs.
3. Outstanding Leadership Practices Seminar
The Outstanding Leadership Practices Seminar is a 1-week training session
where participants will be placed in benchmarking teams and observe first
hand organizations that have proven reputations for outstanding leadership
practices. This session is tentatively scheduled in
St. Louis, Missouri, during the month of May 2002. Each benchmarking team
will deliver a presentation on their site visit during this session.
4. Individual Needs Assessment
Before attending the Orientation Session, participants will complete the
Leadership Effectiveness Inventory (LEI) 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 each participant's LDP.
5. Leadership Development Plan
Participants will design an LDP, which serves as the "blueprint" for their
developmental programs. An LDP format, including provisions for defining
and meeting specific career development objectives will be provided. The
ELP Director will guide each participant in designing her/his LDP.
Preparation of the LDP is coordinated with the first-line supervisor and
the agency program coordinator.
6. Leadership Development Team Activity
During the Orientation Session, participants will be assigned to
Leadership Development Teams 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 1-hour presentation on 1 of the 27
Leadership Effectiveness Inventory components. This presentation will be
conducted during the Close-Out Week Activity.
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7. 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.
Participants must complete two separate assignments (not one 90-day
assignment) to satisfy this program requirement. Reduced per diem rates
may be applied for those developmental assignments that last longer than
30 days.
8. Shadowing Assignment
Participants will gain exposure to managerial duties, responsibilities,
and approaches by
"shadowing" a Federal manager at the GS-13 level or above for a week.
9. Executive Interviews
Participants will interview five or more Federal managers/executives,
including a member of the Senior Executive Service (SES) 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.
10. Management Readings
Participants are required to read and review three or more books on
leadership and management issues to broaden their knowledge of the
management field and strengthen their analytical skills.
11. 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 ELP
components. Your first-line supervisor, the agency program coordinator,
and the ELP Office will receive a copy of the paper.
12. Closeout Week Activities
A 1-week residential Closeout Session, which includes a "Leadership In The
New Millennium" briefing, Leadership Development Team presentations,
Post-LEI/Transitioning Workshop, and Graduation Ceremony, will be held at
the end of the ELP year. Closeout is scheduled for August 25-30, 2002, at
the Renaissance Harborplace Hotel, in Baltimore, Maryland.
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BUREAU PROGRAM COORDINATOR SUPPORT
Participants will work with their offices and the bureau coordinator to
coordinate program responsibilities and ensure that administrative tasks
are carried out. The bureau program coordinator serves as a liaison with
the ELP on program matters.
ELIGIBILITY REQUIREMENTS:
Applicants must be a U.S. Geological Survey (USGS) employee at the GS-11
through GS-13 level with a permanent, full-time tour of duty. Applicants
should be in nonsupervisory positions, with 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,
indicating 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 ELP from the first-line
supervisor. This should be a statement written by the first-line
supervisor that assesses the applicant's potential for leadership or
managerial responsibilities. (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.
(Attachment 2)
A completed SF 182, training request, with all necessary
signatures. Do not use the new Training Management System to complete
your SF 182. USDA needs a paper copy.
The name, title, agency mailing address, and work telephone number
for the applicant's first-line supervisor, Agency Nominating Official, and
Program Coordinator.
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Ms. Sherry A. Smith, USGS, Mail Stop 601, Office of Employee Development,
12201 Sunrise Valley Drive, Reston, Virginia, 20192, must receive all
applications by the close of business May 25, 2001.
SELECTION:
Applicants will be evaluated on each of the following four KASOCs:
1. Ability to analyze data, reach sound conclusions, and make
recommendations.
2. Ability to communicate effectively, both orally and in writing.
3. Ability to effectively 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 by a bureau panel composed of bureau officials.
The best-qualified applicants will be referred to the Deputy Director for
selection. 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. Tuition is
$3,650 for the program and does not include any travel or lodging costs.
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.
U.S. GEOLOGICAL SURVEY
ATTACHMENT 1
QUALIFICATIONS/POTENTENTIAL APPRAISAL
FOR THE
EXECUTIVE LEADERSHIP PROGRAM FOR MID-LEVEL EMPLOYEES
___________________________________________________________________________
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 Executive
Leadership Program for Mid-Level Employees, which is a 12-month training
program for GS-11 through GS-13 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 KASOC 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'
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 ____Discussion has ____No Discussion
plans to complete, or otherwise accommodate, Taken Place
current work commitments prior to beginning
the program.
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.