NOAA Leadership Competencies Development Program Overview

1. NOAA Leadership Competencies Development Program Overview

2. Agenda • Webinar guidelines • Introductions • What is LCDP? • What does NOAA get for this investment? • Who are the LCDP alumni? • How does the LCDP work? • LCDP Class IX recruitment • Advice from alumni • Q & A

3. LCDP Program Manager • Tracy is a Leadership Program Development Specialist with the Workforce Management Office’s Strategic Human Capital Division.  • Located in Boulder, Colorado she is the Program Manager for NOAA’s leadership programs/projects, including: • Leadership Competencies Development Program (LCDP.) • Presidential Management Fellows (PMF) Program. • SES Executive Development Plan Pilot Program.

4. What is LCDP? Structure Purpose Audience Objectives

5. The LCDP Experience As an LCDP participant, you will have the opportunity to: • Build your network; • Complete assessment tools; • Attend leadership training; • Complete developmental assignments; • Enjoy close support from a carefully structured network; and • Gain increased visibility. LCDP graduates interested in future senior or executive level positions may compete for them under merit promotion procedures when openings occur.

6. Why Does NOAA Need LCDP? NOAA’s Strategic Challenges: • Declining budgets • Increased public demand for services • Succession for increasingly retirement-eligible workforce • Low morale, reputation challenges • Priority focus areas of the most recent LCDP Cohort: • Change Management/ Leading Change • Leading People/ Participative Management • Building Collaborative Relationships/Coalitions LCDP Participants are learning the skills the agency needs to excel into the future .

7. What Does NOAA Get for its Investment? • LCDP graduates have the skills to excel in NOAA leadership positions: • 47% of LCDP alumni are either GS-15 level (or equivalents) or SES, up from only 10% of participants that began the program at the GS-15 (or equivalent) level. • 58% of LCDP alumni are supervisors, up from 23% at program start. • 92% non-retirement retention rate, with specific LOs even higher. • 29% of LCDP graduates have changed job series, 23% have changed duty station, & 17% have changed LOs/SOs at least once since graduating from the program; improving awareness, knowledge-sharing, &cross-line pollination.

8. What Does NOAA Get for its Investment? (cont’d) • A survey of LCDP graduates’ supervisors demonstrate that alumni are highly trained and motivated: • 86% reported that their graduate has used the network & contacts established in the program to advance the objectives of his/her team/function with clearly positive results. • 86% reported that their graduate has improved his/her own performance & development as a result of completing the program.

9. Who Are the LCDP Alumni? Dr. Holly Bamford AA, NOS Dr. Russell Callender DAA, NOS Buck Sutter Director, NOAA Fisheries Office of Habitat Conservation Dr. Jim Butler Director, ESRL Global Monitoring Division VADM Michael Devany Deputy Under Secretary for Operations Dr. Bonnie Ponwith Science &Research Director, NMFS SEFSC RADM Phil Kenul, Former Director, NOAA Marine &Aviation Operations Centers (Ret.) Benjie Spencer Director, Systems Engineering Center, NWS Office of Science & Technology Dr. Chris Fox Former Director, NGDC (Ret.) .

10. “Golden Ticket” • To date: 189 program alumni in 8 cohorts since the program began in 2000. • Cohort 9 has 28 members. Their program began on July 13, 2014 and will end on January 29, 2016. “LCDP gave me the opportunity to see how the entire agency works together, for the first time. I got to meet andlearn from highly-motivated people from all the line offices. The training at FEI, along with this top-level view and a network of peers across the agency has made me much more effective in leading my home office, especially as wego through some pretty serious changes. I call LCDP ‘my golden ticket’ because I was exposed to a world that I couldn’t have imagined before.” - Former LCDP Participant

11. How Does LCDP Work? • Recruitment: • Eligibility • Selection Process: • Online Application • Rating and Ranking • Interviews • DAA signs off • DUS approves final selections 11

12. LCDP Funding • Funding: • Each LO/SO funds LCDP differently. • Talk to your LCDP LO/SO Coordinator for more information: http://lcdp.noaa.gov/docs/lcdp_coordinators_2014.pdf

13. LCDP Class IX Recruitment & Program Requirements Online application open: February 18 – March 11, 2014. Apply online at: http://www.surveymonkey.com/s/6KNRSZP

14. The Bottom Line • LCDP is a proven means of preparing NOAA’s most promising employees for effective leadership roles in the organization. • The LCDP curriculum is based on industry-wide leadership best practices & focuses on how to lead well in dynamic and changing environments. • LCDP is focused on the key skills NOAA’s future leaders will need. • LCDP alumni are recognized as high-performing, effective leaders & advance tohigher levels of responsibility.

15. Questions • Thank you! • Program Contact: • Tracy Levstik, LCDP Program Manager • 303-497-4231 • Tracy.Levstik@noaa.gov • Questions?