Click here to skip navigation
This website uses features which update page content based on user actions. If you are using assistive technology to view web content, please ensure your settings allow for the page content to update after initial load (this is sometimes called "forms mode"). Additionally, if you are using assistive technology and would like to be notified of items via alert boxes, please follow this link to enable alert boxes for your session profile.
An official website of the United States Government.

Sign In

Training and Development Policy Wiki

Page History: Pre-Supervisory Training & Development


Compare Page Revisions




Page Revision: 6/20/2011 4:38:54 AM


Pre-Supervisory Training & Development

Pre-Supervisory Trainng & Development
The path to becoming a top-notch leader is one that requires constant attention and fine-tuning, whether we are preparing to lead small groups, large teams, or simply preparing for the next steps in a leadership role.   Useful tools and tips are available in a plethora of subjects important to employees interested in becoming a supervisor. By sharing our knowledge, ideas,  and best practices agencies can collaborate to not only reach but exceed their training goals by developing top notch talent for the aspiring supervisor.


Statute
5 U.S.C. 4121

Regulation: 
   
5 CFR 412.201
 
Leadership development should begin well before an individual transitions into a supervisory or managerial position. To ensure these individuals are well prepared to fill supervisory and managerial positions, agencies may provide training for those who are interested in becoming supervisors or managers.  Critical to the supervisory development process is the Individual Development Plan (IDP) crafted by the employee and his or her supervisor.  Through the IDP, the employee should be able to clarify professional aspirations, and the supervisor can provide insights on career tracks essential to the organization. 

The head of each agency is responsible for establishing a succession management program which includes training to develop employees to become managers (5 U.S.C. 4121 and 5 CFR 412.201).  Employee development programs are a fundamental tool for a robust leadership succession management plan. As a result of effective succession planning, an agency’s employee development program can ensure an adequate number of educated/qualified individuals to fill supervisory and managerial positions for critical functions within the organization. 

Agencies should consider the competencies listed in the OPM Supervisory Guide when developing their pre-supervisory developmental programs.  In addition, pre-supervisory developmental programs should be based on the Executive Core Qualifications (ECQs).  Agencies may identify specific competencies from the ECQs and OPM Supervisory Guide and apply them to all leadership development programs starting with pre-supervisory training extending through executive development. Agencies should develop their pre-supervisory training programs to meet the needs of the organization and the aspirations of individual employees.

 

Many agencies have already established pre-supervisory training programs.  A catalogue of Federal leadership development programs can be found on OPM’s website under “FedLDP.”  It is a searchable catalogue of leadership development programs throughout the Federal Government. Programs are listed in this catalogue by agency.  To learn more about agency programs, click on the FedLDP catalogue.

Discover Helpful Tips and Resources:
 


OPM Webcast
OPM hosted a webcast on Pre-Supervisory training in spring of 2010.  Two agencies were featured in the webcast: EPA & Department of Alcohol, Tobacco and Firearms (ATF). To view the webcast, click on this link -  OPM Pre-Supervisory Webcast on YouTube

To view the slides from the webcast, click on EPA and ATF below:
EPA
ATF

                              
Other resources:

Individual Development Plan

Sharing Resources & Collaborating Across Agencies

PFPA offers a self-paced pre-supervisory leadership program that you can tailor to fit your agency. Click the link below to review:
Pentagon Force Protection Agency - Stepping Up to Leadership A Self-Paced Program

Additionally:

The USPTO sponsors the Leadership Development Program, which is a  wonderful resource that has been shared for all to use. The program features three main components, the LDP website, a 180-degree assessment and an online supervisory resource center.  Click here to acces: Resources from USPTO's leadership and development group that you may use to assist in developing a program for aspiring leaders as well as those in current leadership roles

FCAT-M (Federal Competency Assessment Tool - Management) administers Pre-Supervisory training for employees.  For information about how to apply FCAT-M to your agency, open this link:

Guide to Implementing the FCAT-M 
Please direct all inquires to:

Angela.GrahamHumes@opm.gov.
 
Hot Topics in Training:

Mentoring and Coaching
Mentoring can be a truly effective means of not only assisting in guiding a co-worker or colleague, but can also serve to teach the mentor a variety of skills.  It gives the mentor the opportunity to lead by example, by providing guidance, and by holding the mentee accountable in helping them to stay committed to their goals.  A mentee benefits by being able to address concerns regarding their professional development one-on-one in a collaborative setting.  All of these can be powerful self-teaching, developmental to tools em to benefit employees in performing on-the-job, as well as in developing one's career. Check out US Patent & Trademark Office (USPTO) mentoring toolkit.

Find Opportunities
(What training or other opportunities are available in this area?)

The Center for Leadership Capacity Services at the Management Development Center-West has a course, Leadership Skills for Non-Supervisors: Lead and Influence Effectively without a Title of Authority, for pre-supervisors. Leadership Skills for Non-Supervisors

Course Overview: If you have the responsibility of leadership but are not in a position of formal authority, how can you influence others when the need arises? This intensive seminar is designed for individuals who are not currently in supervisory or managerial positions but currently hold key leadership roles in their organization or are interested in assuming such a role in the future. This seminar can assist in developing informal leadership skills to influence positive organizational success without positional authority. Through hands-on, experiential exercises, assessments and frameworks/models, participants create an integrated development plan that matches your organizations needs with individual achievement and success.

View the class schedule at: www.leadership.opm.gov
     
or email the Director, Joseph Schumacher at
joseph.schumacher@opm.gov

 

 

 ** Please feel free to add your agency's ideas, courses, or relevant links on this topic to this page for all to share.

Unexpected Error

There was an unexpected error when performing your action.

Your error has been logged and the appropriate people notified. You may close this message and try your command again, perhaps after refreshing the page. If you continue to experience issues, please notify the site administrator.

Working...