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“We’re creating a new initiative called the White House Leadership Development Program for Future Senior Career Executives…we want people to get new experiences that re-energize them, reinvigorate them. We want the next generation of leaders to have the experience of solving problems and building relationships across the government. Because one thing that we have to acknowledge is that our government often statutorily was organized for the needs of the 1930s or ‘40s or ‘60s, and too often, we get stove-piped at a time when we need people with different skill sets and different agencies to be working together.”
President Obama, December 2014
As part of the President’s Management Agenda, the Administration is focused on developing and unlocking the full potential of the federal workforce to drive greater effectiveness and efficiency within government and better harness taxpayer resources to spur economic growth for the American people. To further this commitment, in December 2014 President Obama announced the White House Leadership Development (WHLD) Program to provide opportunities for aspiring senior career civil servants to develop their skills and better serve the American public.
We are proud to announce that following a rigorous selection process, 16 talented GS-15 employees have been chosen for the inaugural cohort that begins later this month.
The WHLD Fellows hail from a variety of agencies, functional areas and backgrounds. These public servants come from all walks of life and from every corner of America to carry on the proud tradition of dedicating their careers to serving others. They are indicative of the talent that thrives across government. Their interest and enthusiasm for building a whole-of-government perspective and for driving results on mission-critical priorities is inspiring. It also speaks to the need for a program such as this to provide opportunities for federal employees to build the experiences, skillsets and networks that are critical to enterprise leaders
The WHLD Fellows will serve a one year rotation on high-visibility, cross-agency projects, such as the Cross-Agency Priority Goals. Additionally, WHLD Fellows will engage in an innovative development program that is targeted at the competencies, stakeholders, and exposure to collaborative practices required of enterprise leaders.
The program objectives are two-fold:
For more information on the Fellows and the WHLD Program, click here.
We are excited about the opportunity that the WHLD Program brings and its potential to train future leaders on how to address challenges that cut across agency boundaries.
We believe the White House Leadership Development Program is one way to prepare the 21st century workforce. As the President said, a high-performing government relies on an engaged, well-prepared and well-trained workforce. So do the American people.
President Barack Obama delivers remarks during an event for the Senior
Executive Service at the Washington Hilton in Washington, D.C., Dec. 9,
2014. (Official White House Photo by Chuck Kennedy)
Beth Cobert is the Acting Director of the Office of
Dave Mader is the Acting Deputy Director for
Management at the White House Office of Management and Budget.
I like to think that our Federal workforce leaders know how much we all appreciate and respect the hard work they do each and every day. But yesterday, I had the honor of hosting an event where I joined the President in making clear just how much we value the efforts of all our senior leaders.
More than 3,000 senior leaders came together to share success stories and to listen to administration leaders and the President thank them for a job well done.
As the President said, circumstances such as sequestration, pay freezes, and a shutdown have made the jobs of our senior executives even more challenging than usual. Throughout these difficulties, these leaders have persevered and excelled. Through their leadership, our 2-million strong Federal workforce makes sure that each day in America, 30,000 airplanes land on time, children have clean water to drink, and millions more Americans have quality, affordable health coverage for themselves and their loved ones.
As I said on Tuesday, it is fitting that the symbol of the Senior Executive Service is a keystone, which is the stone that holds all the other pieces of an arch in place. These talented, committed, and dedicated leaders are the keystone of America’s workforce.
Tuesday’s event also gave all of us an opportunity to rededicate ourselves to building and leading an engaged, inclusive, innovative, and diverse Federal workforce. We celebrated our successes and were inspired to continue the important work of providing excellent service to the American people each and every day.
As the Federal workforce prepares to share this holiday season with friends and family, I hope you will take a moment to let your colleagues know how much you value your Federal family. I know I am grateful for the talent, the commitment, and the dedication of the women and men of the Office of Personnel Management. I am honored to be your senior leader.
OPM has released a new data tool to the agencies called UnlockTalent.gov. I am excited about this powerful new interactive dashboard because I think it will help Federal leaders foster a culture of excellence and high performance at each and every agency.
With UnlockTalent.gov, agency leaders can take advantage of the valuable information from the Federal Employee Viewpoint Survey and other HR resources, including Enterprise Human Resources Integration (EHRI) data. It will help them better understand the data and it will give them the extra support they need to create the most effective engagement programs for their employees.
The dashboard is exciting for another reason. It is one of the many ways we are working to meet the President’s Second Term Management Agenda goal of creating a culture of excellence and engagement, leading to higher performance.
There are some great features available as a part of the dashboard that makes it particularly helpful and unique. It is customized to each individual agency’s data with personalized pages. And when users sign in, they have access to five separate tabs: Agency Overview, HR Core Metrics, Employee Engagement, Global Satisfaction, and Community of Practice. Each tab offers a different type of data analysis or set of resources. The Community of Practice serves as a hub for agencies to explore best practices from the Federal Government and elsewhere. The combination of data and resources is a powerful way for agency leaders to be able to think about their engagement programs and office cultures.
We didn’t create this tool alone. OPM teamed up with 14 Federal agencies and the Office of Management and Budget so that the dashboard would be designed based on real input from potential users. We’ll also continue to improve it by gathering user feedback and applying it to updates that will add information and features in the coming months.
I am very proud of the team here at OPM and our government partners for this great product. It is proof of what innovation and teamwork can create and it’s happening all across government. I look forward to hearing from agency leaders about how UnlockTalent.gov is helping them bolster their efforts to engage our talented Federal workforce.
This week more than 200 SES members were sworn-in as the newest career leaders of the Federal government. I had the honor of speaking to them at their orientation about the opportunities and responsibilities at the mantle of leadership.
The SES corps is the mobile, agile and strong leadership of the Federal service. In every agency, every department of the Federal government, the SES execute the challenging missions of the government and ensure the highest level of performance from our world class 21st Century Federal workforce.
I challenged these new leaders sworn in this week to aim high, to dream the impossible and to collaborate with their colleagues at every level. I stressed that true leadership also means extending a hand to the next generation of SES members. We need a bench of leadership, and it must be rich with the diversity of the country.
Even as these new SES leaders assume their responsibilities, the search for the next SES class has begun. With the President’s Management Council, I’m working to see how we can improve on the processes and procedures for recruiting, hiring and evaluating SES members.
So I congratulate our new SES class and look forward to the great work they will do for the American people.
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