Transcript Document 7340904

Introduction to the Department of the Interior
Senior Executive Service Candidate Development Program
Introduction to the Department of the Interior
Senior Executive Service Candidate Development Program
Department of the Interior
We are the nation’s principal conservation
agency
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Our Mission
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Protect America’s natural resources for future generations
Provide access to our nation’s natural and cultural heritage
Offer recreational opportunities
Honor our trust responsibilities to American Indians, Alaska
natives, and responsibilities to Island communities
Conduct scientific research
Provide wise stewardship of energy and mineral resources
Foster sound use of land and water resources
Conserve and protect fish and wildlife
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DOI Structure
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Bureau of Land Management
Fish and Wildlife Service
U.S. Geological Survey
Bureau of Reclamation
Bureau of Indian Affairs
Bureau of Indian Education
Office of Surface Mining
Minerals Management Service
National Parks Service
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The Department of the
Interior
• Manages 500 million acres of surface land—one
out of every 5 acres of US land
• Manages 1.76 billion acres of the Outer
Continental Shelf with over 8,500 active oil and
gas leases
• USGS is a world leader in the natural sciences
thanks to our scientific excellence and
responsiveness to society's needs.
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DOI
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Manages our country’s water resources
(dams, reservoirs, and underwater
resources)
Provides recreation through recreational sites and
parks, monuments, seashore sites, and battlefields
managed by the National Park Service
Relationships with 562 Indian tribes and provides
educational services to approximately 46,000 Indian
children
Conserves and protects fish, wildlife, plants and their
habitats
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DOI Senior Executive Service Candidate
Development Program
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Grooms leaders to meet our executive leadership needs
A key element of our Succession Management process
Builds our internal capacity
Class #16 selected in Fall 08
Executive Resources Board (ERB) oversees entire
process
• Executive Champion is Deputy Chief Human Capital
Officer, supported by DOI University, Executive
Resources, and Strategic Employee Development
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The Selection Process
• Applicants write ECQs; qualifications reviewed
by executive panels
• Second level of process is candidate interview
by 3 person executive teams
• ERB reviews applicant packages and makes
selection
• Class size averages 32-35
• Participation is open to external organizations
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Program Design
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Orientation Week
Individual Development Plans
DOI SES Mentors
Five Core Session Weeks
Developmental Assignments
Executive Education
Team Projects
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Orientation Week
• Introduction to Program Requirements and
overall process
• Mentor-Protégé Meeting and Training
• Personal effectiveness feedback through 360°
Instrumentation builds awareness of strengths
and developmental opportunities
• First opportunity to initiate relationships and
teambuilding as a cohort
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Mentor-Protégé Relationship
• Mentors represent every Bureau
• Mentors and Protégés participate in training to
learn effective behaviors
• Mentor Guide distributed to reinforce the
mentoring relationship
• Mentoring Agreement reviews the duality of the
relationship and describes how the pair will work
together
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Individual Development Plans
• Initiated at Orientation Session
• Candidate reviews previous work
experience, previous executive
development, and 360 feedback to identify
level of focus on ECQ development
• Co-created with Mentor
• Submitted to ERB for review and approval
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Core Sessions
• Planned and conducted by DOI SES sponsors
with sincere interest to contribute to
organization’s success
• Interactive course curriculum includes sessions
offered by DOI leaders and external subject
matter experts
• Held in different locations around US
• ECQ development through an executive focus
on important issues facing DOI
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Class #16 Core Sessions
• Executive Decision-making: Values, Ethics, and
Public Perception
• Organizational Vision, Mission, Culture, and
Change
• Partnerships and Collaboration
• Integrated Budget, Finance, and Performance
Management
• Top Management Opportunities
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Developmental Assignments
• Can be internal or external to DOI
• Assignments meet standards established by
OPM
• Require Executive Sponsor
• Candidate documents experience in terms of
ECQs, value of assignment, and outcomes;
Executive Sponsor also writes one page
assessment of performance.
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Executive Education
• Meets the requirement of OPM for at least
80 hours of formal executive training
• Linked to ECQ areas for growth and
applicability to federal work environment
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Team Projects
• Class grouped into four or five to work projects
• Project topics address an issue of systemic
importance, i.e. issues identified in Federal
Human Capital Survey
• Candidates work across organizational lines to
make recommendations for tangible results
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ECQs
• Package submitted to OPM Qualifications
Review Board will include ECQ statement,
certificates of course completion, and twopage mentor statement indicating support
and evidences of successful CDP
completion.
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Improvements to our Program
• Continuous critique of our process has resulted in:
– Implementation of collaborative workspace for
candidate interaction (Sharepoint)
– Revision of IDP process to ensure closer link to ECQs
development
– Reinforcement of the mentoring process to ensure
closer interaction between protégé and mentor.
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Evidences of Success
• Prior to completion of Class #15, ten candidates were
placed in SES positions
• SESCDP graduates are strong candidates for upcoming
vacancies per the Department Succession Plan
• Cohort bonding is strong upon course completion;
graduating class seeks ways to stay in touch
• Candidates share their leadership experience by
volunteering to serve as mentors in the new Departmentwide mentoring program
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For Further Information
Please contact:
Sandy Wells
Director, Strategic Employee Development
Ph: 202 208 2154 [email protected]
Jeni Mallios
Director, Executive Resources
Ph: 202 208 0874 [email protected]
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