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Federal Leadership Development Programs

 

Overview

This is the online home of the catalogue of Federal Government Leadership Development Programs (FedLDP). Here you will find a searchable electronic library of programs offered by Federal departments and agencies to foster the development of leadership skills in their employees. Information on programs can be found by searching the catalog by agency, pay level, key words, and/or audience scope. Even more information can be accessed by using the URL, email, and/or phone number listed next to each program under Get More Info.

Bookmark this site as a one-stop reference for finding programs which will meet the career development needs of Federal employees. Employees can independently look for programs that suit their developmental needs, while learning and development professionals can use the site to provide guidance for employees and benchmark their training programs.

Start your search by selecting 'Search the Catalogue' tab above.

Note:

Federal departments and agencies that wish to update the information on their leadership development programs or add new ones to the site should send their requests to HRDLeadership@opm.gov

Search the Catalogue

Identify available leadership development programs for which you are eligible by using any of the following search options: Selecting an agency from the drop-down list; Filling in a Pay Level (e.g., GS-12, Pay Band K, FS-03); Typing in keywords; and/or Restricting your search based on the targeted audience scope. You can use any search criteria independently or in combination with other search criteria. *

* Federal departments and agencies that wish to update the information on their leadership development programs or add new ones to the site should send their requests to HRDLeadership@opm.gov.



     



In Agency Only - Means the program is only open to current employees of the specified agency.
Fed Gov-Wide - Means the program is open to employees of all Federal agencies.
Outside of Fed Gov - Means the program accepts participants who are not currently employed by the Federal government.




Department of Agriculture/Animal and Plant Health Inspection Service (USDA/APHIS)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 12-14 In Agency Only Advanced Leadership Development Program (ALDP) APHIS's Advanced Leadership Development Program (ALDP) is a vital component of the organization’s succession planning strategy and is designed to develop current supervisors and managers so that they can ultimately be more effective in meeting the leadership challenges in advanced supervisor and manager level positions. This blended learning program is open to full-time GS 12-14 APHIS supervisory and managerial employees who have been employed with the agency for a minimum of 1 year.

The ALDP develops the following competencies: creativity and innovation, developing others, financial management, human capital management, leveraging diversity, partnering, political savvy, strategic thinking, technology management, and vision. Selection for the ALDP is competitive. The program includes: active participation of APHIS senior leaders and executives, team and individual learning activities, a capstone action learning project, required reading, a program evaluation, and a certificate.
  • Coursework
  • Team Projects
Craig Montgomery
240-529-0247
GS 12-14 In Agency Only Leadership Development for Project/Program Managers (LDPM) The Leadership Development for Project/Program Managers (LDPM) blended learning program focuses on leadership development for GS 12-14 employees who manage projects or programs and lead teams over which they do not have supervisory authority. Participants are selected on a competitive basis.

In LDPM, APHIS prepares: Participants to lead from their positions, regardless of supervisory status; Equips participants to confidently and efficiently lead national projects and programs; Helps participants effectively communicate with internal and external stakeholders, leaders, and colleagues orally and in writing; and Provides the tools for participants to move into supervisory and manager positions.

LDPM addresses political savvy, influencing/negotiating, team building, oral communication, decisiveness, written communication and technical credibility. The program features: required core courses, required reading, a flexible elective curriculum designed to address learners’ individual needs, a program evaluation, and a certificate. Supervisory approval is required to participate.
  • Coursework
Marilyn Miller
301-851-3604

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Department of Agriculture/Food Nutrition and Consumer Services (USDA/FNCS)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
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GS 12-14 In Agency Only Leadership Institute This institute develops future leaders for Food, Nutrition, and Customer Services (FNCS) by offering ambitious high-performing FNCS employees quality leadership training in the form of four 1-week seminars, team projects dealing with real FNCS issues, and mentoring.
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • Residential Coursework
  • Team Projects
Amy N. Heitmeyer
703-605-0801
GS 12-15 In Agency Only Supervisory Excellence Program A program developed to fulfill the agency requirement that all new FNCS supervisors undergo 40 hours of supervisory training in their first year. While some training is provided by FNCS, the rest must be done through other agencies or external educational institutions.
  • Coaching
  • Coursework
  • Individual Needs Assessment(s)
Karen Murray
703-305-2565

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Department of Agriculture/National Resources Conservation Service (USDA/NRCS)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 1-15 In Agency Only Emerging Leaders Development Program (ELDP) The vision of the Emerging Leaders Development Program (ELDP) is to grow the leadership talent of the future for NRCS by cultivating high potential supervisors who aspire to leadership roles beyond their current geographical areas and beyond the supervisory level. The ELDP is designed to prepare supervisors to take on larger leadership roles within NRCS over time. The ELDP is one component of NRCS’ long-term leadership succession plan, to ensure we have a robust cadre of professionals ready to lead the agency into the future. ELDP is a national training program designed to achieve NRCS’ organizational outcomes outlined in NRCS’ 2011 Human Capital Strategic Plan.
  • Coaching
  • Coursework
  • Orientation
Adrelino Alix
817-509-3263

Vladmir Jean-Charles
202-205-4211

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Department of Agriculture/US Forest Service (USDA/USFS)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 13-15 In Agency Only Senior Leader Program The Senior Leader Program (SLP) is an 11 month blended learning leadership development opportunity, for selected GS 13-15, in support of a national leadership succession plan. The program is designed for future leaders of the USDA Forest Service to prepare our successors, to nurture their talent and to develop their leadership competencies of Strategic Thinking, Vision Setting, External Awareness, Political Savvy, and Leveraging Diversity. The purpose is to instill and build upon the leaders’ personal commitment to continue improving safety outcomes; support a national cultural transformation of diversity and inclusion; prepare our leadership successors and nurture their talent and knowledge; provide opportunities to identify best practices for leadership; build leaders’ self –awareness, collaboration, and continual learning.

The program, based on the “Leaders Growing Leaders” framework, includes considerable opportunity to meet and interact with leaders at the highest level of the Forest Service and USDA in formal and informal settings. It offers a rich diversity of learning experiences in residential, dialogue, distance learning, coaching, assessments (360, Myers-Briggs Type II Indicator, EQ Map, Thomas Kilman), stretch assignments, shadowing and interviewing, reading assignments, action learning, and group and self-directed activities in order to develop leaders for the future. Curriculum is based on organizational learning, systems thinking and appreciative inquiry models.
  • 360° Feedback Assessment
  • Coaching
  • Developmental Assignment(s)
  • Distance Learning
  • Individual Development Plan
  • Interviews
  • Residential Coursework
  • Self-development Activities
  • Shadowing Assignment(s)
Carol Richmond

Dana Schrock
GS 9-12 In Agency Only Middle Leaders Program The intent of the Middle Leader Program is to develop the leadership competencies of GS 9-12 using residential sessions, distance learning tools, social networking, and experiential activities to ensure leadership competency gap closure for future leadership needs. Other features include assessments (MBTI-II, Emotional Intelligence, 360 feedback), learning plans, and readings. The program develops leadership and foundational knowledge and skills in the following competencies: Creativity & Innovation, Partnering, Political Savvy, Technology Management and Foundational Competencies of Conflict Management, Interpersonal Skills, Leveraging Diversity, and Performance Management.

The goals are to: Encourage life-long learning in leaders who are engaged in their own growth and development; Encourage self-management and personal discovery; Support the development U.S. Forest Service Leadership Competencies; Offer coaching and career stretching experiences; Provide opportunities to apply skills in context (to “lead where they are”); and Support Forest Service succession planning efforts by developing a pool of leaders ready for increasing responsibility.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
Dana Schrock
GS 7-11 In Agency Only New Leader Program The intent of the New Leader Program is to develop the leadership competencies of current supervisors and future leaders of the Forest Service through residential sessions, mentoring, readings, distance learning, leadership dialog and experiential activities. Other features include assessments (MBTI-II, Emotional Intelligence, Thomas Kilmann) and dialog sesssions/panels. The New Leader Program is designed to develop the following competencies: Accountability, Conflict Management, Developing Others, Human Capital Management, Performance Management, Leveraging Diversity, and Financial Management.

The Forest Service has developed and implemented the New Leader Program as part of an overall effort to prepare for the projected loss of supervisory talent by building the skills and knowledge of present and future supervisors and leaders. This course focuses on the interpersonal skills which allow employees to positively impact their workplace; whether they are now serving the agency as a supervisor/team leader or a highly motivated employee who wants to explore the world of leadership development.
  • Discussions
  • Distance Learning
  • Residential Coursework
  • Shadowing Assignment(s)
Edith Romero Bruner
GS 6-15 In Agency Only Leadership Skills for Supervisors Leadership Skills for Supervisors is a blended 3 day classroom course for supervisors and managers. A Pre-course Web-Based Training (WBT) and Post-course WBT round out the curriculum. There are no prerequisites for the Pre-course; however, the Pre-course will serve as the prerequisite for attending the Instructor-Led Training (ILT) portion of the course. The learners will be encouraged to complete The First Year: What Supervisors and Managers Need to Know WBT prior to attending the ILT portion of the course.

Target Audience: The primary target audience are new supervisors who have served in supervisory positions for less than one year. The program can also serve as a Refresher course for experienced supervisors. Competencies include: Developing Others, Accountability, Conflict Management, Leveraging Diversity, Communication Skills, and Interpersonal Skills. Pre-course Web-Based Training (WBT) focuses on onboarding, mentoring, performance coaching, and managing virtual teams. A post-test is incorporated and required to evaluate successful completion. The pre-course WBT is a prerequisite to attend the three-day Instructor-led course.

ILT (Instructor Led Training) Classroom portion: This is a three-day (24 contact hours) Instructor Led Training (ILT) session. This course is designed to impart the essential leadership competencies as required by the Office of Personnel Management (OPM). Course is designed to provide participants with tools in the subject areas of Leadership Self-Awareness, Communication Skills, Emotional Intelligence, Diversity and Inclusion, Managing Problems and Conflict, and Creating a High-Performing Climate. Participants will complete self-assessments during this three-day training session to serve as a useful guide to assist individuals in identifying improvement areas.

Post-course Description: The final session of the three-component blended course. This session is comprised of two modules. The first presents a series of scenarios designed for the purpose of permitting the participants to demonstrate application of practical leadership skills. The second module is a Companion Guide designed to use as a refresher of key course instructional material. The pre-course WBT, the three-day ILT are prerequisites to this session.
  • Coursework
  • Distance Learning
  • Lectures
  • Self-development Activities
Debbie Essex
GS 9-12 In Agency Only Aspiring Leader Program The Forest Service Aspiring Leader Program is designed to assist aspiring leaders, and developing leaders, to identify and strengthen critical leadership skills. It will introduce them to the wealth of resources available through AgLearn. Aspiring Leader is an online, cost effective program designed to enhance understanding of the fundamental leadership competencies and to discover developmental resources for continual learning through AgLearn. Available anytime and anywhere there is internet access to Forest Service employees with access to the AgLearn Learning Management System.
  • Coursework
  • Distance Learning
  • Self-development Activities
Edith Romero Bruner
GS 12-15 In Agency Only New Mexico Leadership Development Program The New Mexico Leadership Development Program (NMLDP) is an innovative senior leadership program offered by the U.S. Office of Personnel Management’s (OPM) Western Management Development Center to Albuquerque government employees GS 12-15. The NMLDP is based on a “whole person” model composed of four dimensions: intellectual, emotional, physical, and behavioral.

This model is used to develop those specific competencies that research shows are needed to be successful in senior-level public sector leadership positions. Competencies include: Continual Learning, Integrity/Honesty, Interpersonal Skills, Flexibility, Resilience, Vision, Conflict Management, Developing Others, Leveraging Diversity, Team Building, Problem Solving, Influencing/Negotiating, and Political Savvy.

There is also leadership participation in the program in collaboration with the region (e.g. regular dialog sessions or panels). The 1 year program commitment includes: monthly 1-day facilitated development sessions, administration of at least 10 assessment instruments, 3 individual professional coaching sessions, and concludes with a 2-day meeting.
  • Coaching
  • Developmental Assignment(s)
  • Distance Learning
  • Residential Coursework
Jeana Bunn-Hector
GS 6-15 In Agency Only The First Year: What Supervisors and Managers Need to Know 40 hour face to face mandatory training course for new supervisors developed in 2001 and updated in 2010. It is training for new supervisors and has been aligned to meet the requirements as outlined in the 5CFR412. It meets the expectations of: the 412.102- develop the competencies needed by supervisors, managers, and executives; and provide learning through continuing development and training in the context of succession planning.

Its 7 web based modules include the 412.202 requirement :provide training within one year of an employee's initial appointment to a supervisory position and follow up periodically, but at least once every three years, by providing each supervisor and manager additional training on the use of appropriate actions, options, and strategies to: mentor employees; improve employee performance and productivity; conduct employee performance appraisals in accordance with agency appraisal systems; and identify and assist employees with unacceptable performance.

It was released as mandatory for all new supervisors in 2013 and is being loaded into each new supervisor’s AgLearn account for completion within the first 90 days.
  • Coursework
  • Distance Learning
  • Mentoring
Debbie Essex

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Department of Agriculture/USDA Virtual University (USDA/USDAVU)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 9-12 In Agency Only Aspiring Leaders Program The USDA Aspiring Leader Program is designed to assist employees in the GS levels 9 through 12 in identifying and strengthening foundational leadership skill. The program provides a basic knowledge and understanding of core leadership skills and competencies including: Accountability, Conflict Management, Customer Service, Decisiveness, Influencing/Negotiating, and Team Building.

The program is part of an overall effort to build a diverse and high performing workforce and prepare talented individuals to assume more responsibility and a leadership role at USDA. The curriculum is comprised of a robust list of self-paced, e-learning courses that can be completed in eight (8) to ten (10) hours. The program provides a competency self-assessment and a program evaluation. The program requires AgLearn Registration (supervisor approval required).
  • Distance Learning
Roderick Mance
202-260-8351
GS 13-15 In Agency Only Leadership Essentials Certification Program The USDA Leadership Essentials Certification Program is designed for those who are currently in roles that require advanced leadership skills. The program is not a replacement for any agency leadership programs and is not intended to be used in place of agency programs. The program provides a high level exploration of managerial leadership skills and competencies including: Developing Others, Financial Management, Human Capital Management, Influencing/Negotiating, Leveraging Diversity, and Team Building.

The LECP provides a blended learning experience and uses a combination of online AgLearn courses, a competency self-assessment, Books 24x7, mentoring, program evaluation, and other experiences to enhance understanding of leadership competencies and broaden knowledge. The curriculum is comprised of a robust list of self-paced, e-learning courses that can be completed in twelve (12) to eighteen (18) hours. AgLearn Registration is required (supervisor approval required) and paticipants recieve a certifiate upon conclusion.
  • Coursework
  • Distance Learning
  • Mentoring
Roderick Mance
202-260-8351
All Levels In Agency Only SES Candidate Development Program A program a minimum of 12 months during which the candidate is provided with opportunities to build competence in the OPM Executive Core Qualifications. Participation in this program is based on a competitive selection process. Individuals with at least 1 year of leadership experience in a position at the GS-14/15 level or equivalent is preferred. Successful completion of the program provides eligibility for appointment to the USDA SES without competition.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Interviews
  • Mentoring
  • Team Projects
Wanda Bryant
202-260-8361
All Levels In Agency Only AGLEARN USDA's on-line learning system offering professional development courses designed by SkillSoft and a large variety of courses developed by USDA agencies.
  • Distance Learning
AgLearn

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Department of Commerce (DOC)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 13-14 In Agency Only Executive Leadership Development Program An 18-month program designed for employees who plan to become leaders in upper management positions. The demanding curriculum must be completed while balancing current job assignments. Participation in this program is based on a competitive selection process limited to individuals with at least 1 year in a position at the GS-13/14 level or equivalent.
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • On-the-job Training
  • Team Projects
  • Speaker Series
Julia Law
202-482-8095
All Levels In Agency Only SES Candidate Development Program A program for a minimum of 12 months during which candidates are provided with opportunities to build competence in the OPM Executive Core Qualifications. Successful completion of the program provides eligibility for appointment to the SES without competition. Participation is based on a competitive selection process. Leadership experience in a position at the GS-14/15 level or equivalent is preferred.
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • Team Projects
Gregory McHugh
202-482-1750

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Department of Commerce/National Oceanic and Atmospheric Administration (DOC/NOAA)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
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GS 13-15 In Agency Only NOAA Leadership Training Program (NLTP) A program for new managers and supervisors to satisfy the training requirements for their probationary year. However many of the sessions are appropriate for, and available to, incumbent managers seeking to fulfill their 'refresher training' requirements.
  • Residential Coursework
Marc Young
301-713-6362
GS 13-15 In Agency Only NOAA Leadership Competencies Development Program An 18-month program designed for NOAA employees who have high potential for assuming greater leadership responsibilities. It promotes cross-line, multidisciplinary experiences that broaden participants’ understanding of NOAA’s strategic vision, mission and goals, as well as its business processes. Participation in this program is based on a competitive selection process limited to individuals with at least 1 year in a NOAA position at the GS 13-15 levels or equivalent.
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • Networking
  • Residential Coursework
Tracy Levstik
303-497-4231
GS 11-15 In Agency Only Federal Government-Wide NOAA’s National Weather Service (NWS) Leadership Academy The NWS Leadership Academy is founded on a sequential and progressive approach designed to develop people and improve performance. From entry into the agency to senior career status, NWS employees can take advantage of courses and processes that are part of a powerful management and leadership learning environment. (Certain courses are open to employees from other agencies.)
  • Consulting
  • Distance Learning
  • Residential Coursework
John Ogren
816-994-3001

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Department of Defense (DOD)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
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GS 14-15 In Agency Only Defense Senior Leader Development Program (DSLDP) Two-year program designed to develop senior civilian leaders in the 21st century. It is the senior-level component of the Department's overall leader development strategy. DSLDP uses a competency-based approach for the deliberate development of senior civilian leaders from an enterprise perspective to lead organizations and achieve results in the joint, interagency, and multi-national environment. Program elements are Joint Professional Military Education (JPME), individual development, and Defense-focused leadership seminars.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Discussions
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Interviews
  • Networking
  • Self-development Activities
  • Seminars
  • Team Projects
DSLDP
GS 12-14 In Agency Only Executive Leadership Development Program The mission of the program is to develop leaders who have an understanding and appreciation of the global mission of the Department of Defense; the complexities and challenges that our warfighters face in carrying out that mission; and to afford, through hands-on immersion training, opportunities for experiential learning that enhance the capabilities required to support and lead a military and civilian expeditionary workforce.
  • Orientation
  • Site Visits
  • Team Projects
ELDP
GS 7-11 In Agency Only Defense Civilian Emerging Leader Program Defense Civilian Emerging Leader Program (DCELP) is a legislatively mandated program that provides entry and mid-level personnel, grades GS-7 through GS-11, with leader development skills to better prepare them for advanced leadership opportunities/positions.
  • Coursework
  • Seminars
DCELP
GS 13-15; SES; O 4-10 Federal Government-Wide Outside of Federal Government Advanced Management Program A 14-week resident program at National Defense University's Information Resources Management College (IRM College) that covers key leadership competencies (Policy, Planning, Performance, Process, Acquisition, Cyber Security, and Strategic Leader Development). Includes field studies and a Strategic Leader Development component. Graduates receive the Chief Information Officer graduate certificate and the AMP certificate. Geared toward information leaders in the federal government and private sector. After earning the certificate, students can take 5 more courses to earn an accredited M.S. Degree: Government Information Leader.
  • Benchmarking Site Visits
  • Coursework
  • Discussions
  • Lectures
  • Networking
  • Residential Coursework
Student Services
202-685-6300
GS 13-15 Federal Government-Wide Outside of Federal Government Chief Information Officer Certificate Students choose 8 courses (each course either 1 week in residence or 12 weeks on-line) from many to complete the certificate, which is organized around 11 Federal CIO Council competencies. Teaches managers to lead across boundaries and link decisions regarding people, processes, and technology. Can also be completed as part of the 14-week resident Advanced Management Program.
  • Coursework
  • Discussions
  • Distance Learning
  • Lectures
  • Networking
  • Residential Coursework
Student Services
202-685-6300
GS 13-15; SES; O 4-10 Federal Government-Wide Outside of Federal Government Cyber Security/Certificates (4011,4012,CISO) A series of three related graduate certificate programs (4, 5, or 8 courses) (each course either 1 week in residence or 12 weeks on-line) that prepares leaders to protect information and critical infrastructures. The IRM College is a Center of Academic Excellence in IA/Cyber Security education, and will prepare students to make critical IA/cyber security decisions. After earning the certificate, students can take 5 more courses to earn an accredited M.S. Degree: Government Information Leader.
  • Coursework
  • Discussions
  • Distance Learning
  • Lectures
  • Networking
  • Residential Coursework
Student Services
202-685-6300
GS 13-15; SES; O 4-10 Federal Government-Wide Outside of Federal Government Enterprise Architecture Certificate A 7-course certificate program (each course either 1 week in residence or 12 weeks on-line) designed to teach leaders how to develop, implement, and manage an EA. Advanced program that addresses policy and technical competencies, including Clinger-Cohen Act responsibilities. After earning the certificate, students can take 6 more courses to earn an accredited M.S. Degree: Government Information Leader.
  • Coursework
  • Discussions
  • Distance Learning
  • Lectures
  • Networking
  • Residential Coursework
Student Services
202-685-6300
GS 13-15; SES; O 4-10 Federal Government-Wide Outside of Federal Government IT-Project Management Certificate; Project Management Certificate A 6-course certificate program (each course either 1 week in residence or 12 weeks on-line) that teaches managers to lead complex IT and software acquisition projects by applying leadership skills, IT-PM concepts, methods, and best practices. Will aid graduates in attaining PMP Certification. A student can take two more courses in program management and earn the Program Management certificate. After earning the Program Mgt certificate, students can take 5 more courses to earn an accredited M.S. Degree: Government Information Leader.
  • Coursework
  • Discussions
  • Distance Learning
  • Lectures
  • Networking
  • Residential Coursework
Student Services
202-685-6300
GS 13-15; SES; O 4-10 Federal Government-Wide Outside of Federal Government Cyber Leader Certificate Students choose 8 courses (each course either 1 week in residence or 12 weeks on-line) from many to complete the certificate and can tailor the program to fit their needs. Rising leaders are immersed in the governance, strategies, policy (domestic and international) and workforce issues surrounding leveraging the cyber domain for strategic advantage. It is not a technical course but one targeted to rising seniors in strategic policy, plans, and governance positions where the strategic decisions are made. Aug 2013 Pell Study ranked this Cyber Leader program as the top in the nation. After earning the certificate, students can take 5 more courses to earn an accredited M.S. Degree: Government Information Leader.
  • Coursework
  • Discussions
  • Distance Learning
  • Lectures
  • Networking
  • Residential Coursework
Student Services
202-685-6300
GS 15; SES In Agency Only Industrial College of Armed Forces (ICAF) Masters Program in National Resource Strategy A 10-month program to train senior leaders in the art and science of developing, applying, and coordinating the instruments of national power with special emphasis on material acquisition and joint logistics.
  • Residential Coursework
ICAF Administration
202-685-4333

Dean of Students
202-685-4277
GS 15; SES In Agency Only National War College Master's Program in National Security Strategies A Master's degree program offered at Ft. McNair in Washington, D.C., which prepares students for planning and conducting global wars as well as for making peacetime national security and strategy decisions.
  • Residential Coursework
Administrative Office
202-685-3674
SES In Agency Only SES Briefings for New Executives (via OPM's Center for Leadership Development) A 1-day program which informs attendees of the president's vision and mission, key Executive Branch initiatives and priorities, and the relationship between agency activities and domestic and foreign policy issues.
  • Networking
  • Seminars
Cusomter Service

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Department of Defense/Army Corps of Engineers/Career Management Program (DOD/ACE/CP-18)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
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GS 12-13 In Agency Only US Army Corps of Engineers Leadership & Development Program A program consisting of 3 years of coursework and mentoring in addition to a 6-month developmental assignment, all of which is designed to expand the participant’s understanding of the Army engineer community, and prepare him/her to assume positions of leadership.
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
Edmond Guuvreau

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Department of Defense/Army/Acquisition Support Center/Contracting Career Program Office (DOD/Army/ASC/CP-14)

Grade/Pay Level Scope Name Description Components
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GS 14-15 In Agency Only Contracting Career Program Office Senior Leader Development An 18-month program, during which participants receive extensive training based on Army core leadership competencies, through coursework, mentoring, team projects, and developmental assignments. Participation in this program is based on a competitive selection process open only to individuals within ASC/CP-14 who have breadth & depth of experience and have exhibited senior leader potential.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Interagency Rotational Assignment(s)
  • Mentoring
  • On-the-job Training
  • Team Projects
USAASC
575-678-2247/DSN 258-2247

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Department of Defense/Defense Commissary Agency (DOD/DeCA)

Grade/Pay Level Scope Name Description Components
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GS 4-15 In Agency Only DeCA Civilian Academic Degree Program A program that provides funding so that DeCA employees can obtain college degrees to support the agency’s organizational mission.
  • Coaching
  • Coursework
  • Mentoring
Sharon Wilson
804-734-8000, ext 48526
GS 5-15 In Agency Only DeCA On-The-Job Developmental Assignments These 6-8 week work assignments prepare DeCA employees to take on greater responsibilities.
  • Coaching
  • Coursework
  • Mentoring
Sharon Wilson
804-734-8000, ext 48526
GS 12-14 In Agency Only DeCA Corporate Successor Development Program A 2-4 year program to develop employees’ leadership/managerial skills necessary to fill upper-level positions within DeCA.
  • Coursework
  • Rotational Assignment(s)
  • Seminars
  • Team Projects
Sharon Wilson
804-734-8000, ext 48526

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Department of Defense/Defense Contract Audit Agency (DOD/DCAA)

Grade/Pay Level Scope Name Description Components
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All Levels In Agency Only DCAA Academic Degree and Tuition Assistance Program Provides job-related training and education opportunities to DCAA employees.
  • Coursework
Dr. James Greig
901-325-6120

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Department of Defense/Defense Contract Management Agency (DOD/DCMA)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
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GS 7-13 In Agency Only DCMA Tier II Leadership Development Program A program providing management with a vehicle for developing non-supervisory employees with leadership competencies key to DCMA's ability to meet its customers’ needs. It is a locally based program that provides individuals in DCMA with leadership-growth opportunities over a period of approximately three years.
  • Coaching
  • Coursework
  • Individual Needs Assessment(s)
  • Mentoring
GS 11-15 In Agency Only DPAP Acquisition Exchange Program Rotational assignments between 3 to 12 months in the Washington DC area. Experience projects and hands-on experience in the development and implementation of DOD-wide acquisition policy issues
  • Coursework
  • Developmental Assignment(s)
Jocelyn Conway
GS 12-13 In Agency Only DCMA Mid-Management Development Program A 4-day program devoted to the development of leadership competencies based on Kouzes & Posner’s Leadership Challenge principles.
  • 360° Feedback Assessment
  • Coursework
  • Developmental Assignment(s)
Chris Zubof
GS 12-14 In Agency Only Executive Leadership Development Program Multiple segments over 10 months. Expereience learning and training experiences that blend experiential and academic learning with hands-on exercises focused on the warfighter.
  • Coursework
  • Developmental Assignment(s)
Customer Service
888-676-9632
GS 13-14 In Agency Only Naval War College- Intermediate and Senior Level 10 month residential program. Includes required classes, electives, faculty and guest lectures, readings, and research.
  • Lectures
  • Residential Coursework
US Naval War College
401-841-7568 or DSN 841-7568
GS 14-15 In Agency Only Air War College, US Air Force 10 month program leading to a Master's of Strategic Studies. Includes a core curriculum with four major areas: leadership and ethics, international security studies, national and military strategy, and joint warfighting.
  • Coursework
Director of Student Operations
334-953-5458
GS 14-15 In Agency Only The Dwight D. Eisenhower School 10 months leading to a Master’s degree in National Resource Strategy. Includes courses in national security studies, strategic leadership, economics, military strategy, logistics, acquisition, and regional security studies.
  • Coursework
University Registrar

Eisenhower Administration
202-685-4333

Dean of Students
202-685-4277

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Department of Defense/Defense Finance and Accounting Services (DOD/DFAS)

Grade/Pay Level Scope Name Description Components
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GS 7-11 In Agency Only DFAS Leaders in Motion This program provides newly hired professionals with technical skills as well as incorporating leadership, intrapersonal, and interpersonal skills, networking, diversity and team building.
  • Conferences
  • Coursework
  • Rotational Assignment(s)
Carolyn Wisdom
317-212-2340
All Levels In Agency Only DFAS Leadership Development Program A comprehensive development program that addresses leadership development at each level according to the OPM leadership competencies. Includes courswork, online classes, and brown bags.
  • Coursework
  • Distance Learning
Tammy Jelenek-Jones
317-212-7825
All Levels In Agency Only DFAS Tuition Assistance Program The Tuition Assistance Program is geared towards encouraging and assisting employees with increasing their knowledge, skills, and abilities in order to improve individual and organizational performance and assist in achieving the agency’s mission and performance goals.
  • Coursework
Tiffany Ellis
317-212-7650
All Levels In Agency Only DFAS Competitive Civilian Academic Degree Program The objective of the DFAS Competitive Civilian Academic Degree Program (CCADP) is to enhance the professionalism of the DFAS workforce by increasing the number of employees who have attained an undergraduate or graduate degree.
  • Coursework
Tiffany Ellis
317-212-7650
All Levels In Agency Only DFAS Certifications and Licenses Program DFAS supports and promotes the need for highly skilled and qualified professionals. DFAS will pay or reimburse expenses related to obtaining or maintaining professional licenses or certifications for employees who meet the designated eligibility requirements.
  • Coursework
Tiffany Ellis
317-212-7650

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Department of Defense/Defense Information Systems Agency (DOD/DISA)

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GS 9-12 In Agency Only DISA Emerging Leaders Program A 1-year competency-based leadership development program designed to develop DISA first-line supervisors by enhancing their leadership and management capacities.
  • Coaching
  • Coursework
Mr. Gerald Boller
301-225-1398
GS 12-14 In Agency Only DISA Mid-Level Development Program A 2-year competency-based leadership development program designed to bridge the developmental gap between the Emerging Leaders Program and the Executive Leadership development Program.
  • Coaching
  • Coursework
Mr. Gerald Boller
301-225-1398
GS 14-15 In Agency Only DISA Executive Leadership Development Program A 3-year competency-based leadership development program that prepares DISA senior employees for potential positions in the Senior Executive Service.
  • Coaching
  • Coursework
  • Rotational Assignment(s)
Mr. Gerald Boller
301-225-1398

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Department of Defense/Defense Intelligence Agency (DOD/DIA)

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GS 7-12 In Agency Only DIA Searchlight A pre-supervisory program for those who are not in a leadership position and want to learn more about supervising. For individual contributors.
  • Coursework
  • Distance Learning
  • Individual Needs Assessment(s)
Mr. Rick Flory
202-231-4747
GS 13-15 In Agency Only DIA Keystone A leadership program for those who are not currently supervisors, but desire to develop their leadership skills. For individual contributors. Training includes classroom training, soft skill development, role play, and experiential learning.
  • Coursework
Mr. Rick Flory
202-231-4747
GS 14-15 In Agency Only DIA Frontline A mandatory program for agency supervisors. Attendees learn about agency-directed requirements and leadership skills. Training includes classroom training, online courses, mentoring, and conflict assignments.
  • Coursework
  • Distance Learning
  • Mentoring
Mr. Mike Gonzales
202-231-4652
GS 14-15 In Agency Only DIA Cornerstone A mandatory program for agency personnel in managerial positions (supervisor of supervisors). Training includes classroom training, mentoring, senior leader participation, and leadership assessments.
  • Coursework
  • Individual Needs Assessment(s)
  • Mentoring
Mr. Cynthia Covington
202-231-6931
GS 15 In Agency Only DIA Gemstone A competitive selective program for individuals selected by the agency to develop senior manager or SES-level skills. A mandatory program for agency personnel in managerial positions (supervisor of supervisors). Training includes leadership assessments, evaluations, mentoring, senior leader invovlement, coaching, experienctial exercises, and a capstone project.
  • Coaching
  • Coursework
  • Individual Needs Assessment(s)
  • Mentoring
Mr. Pat Dowden
202-231-0171

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Department of Defense/Defense Logistics Agency (DOD/DLA)

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GS 13-15 In Agency Only DLA Enterprise Leader Development Program A multi-level leadership development program that provides training and other activities based on an individual’s level of responsibility. The five levels of leadership addressed by the program are:

1. Lead Self
2. Lead Teams and Projects
3. New DLA Supervisors
4. Experienced DLA Leaders
5. Senior DLA Leaders

The program uses an enterprise-wide approach to expand the DLA employee’s capacity to be effective in the various roles of a leader. Depending on the level of the employee, the program can take from a few days to 2 years to complete.
  • Coaching
  • Coursework
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • Rotational Assignment(s)
  • Self-development Activities
ELDP
GS 13-15; SES In Agency Only DLA Executive Development Program A program providing an enterprise-wide approach to identifying future leaders in DLA and preparing them for greater responsibility and authority. Courses range in length from a few days to 10 months. Participation in this program is based on a competitive selection process.
  • Coursework
  • Developmental Assignment(s)
EDP Manager
(703) 767-8108, DSN 427-8108

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Department of Defense/Department of the Air Force (DOD/Air Force)

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GS 7-13 In Agency Only Civilian Acculturation Leadership Training (CALT) Introduces USAF civilians to the Air Force culture and prepares them for future leadership, managerial and supervisory roles. It is:

• Modeled after the Officer Training School (OTS) curriculum and provides a unique in-residence experience focused on AF culture, missions, and the significant role leaders play in the Air Force’s overall success;
• Parallels the leadership curriculum taught at OTS and includes team-building exercises, outdoor activities, simulation exercises, and time for personal health and wellness;
• Provides an intensive leadership development experience; includes outside readings and projects.

Competitive selection is via Air Force-wide call for applications; requirements include 2-5 years continuous federal service, no prior military service, and no prior Professional Military Education.
  • Coursework
  • Discussions
  • Networking
  • Residential Coursework
  • Team Projects
AF/A1DL
240-614-4014
GS 13-15 In Agency Only USAF Supervisors' Course Provides first-level supervisors with leadership and management skills required in supervisory positions. Mandatory for all first-time supervisors within six months;Includes five key areas: Coaching, Teambuilding, Conflict Management, Developing Others, and Transition to Leadership.

Uses online e-learning delivery:

o Connect via Defense Connect Online and Blackboard
o One full class day per week for five weeks
o Interactive learning employing multiple teaching methods
  • Discussions
  • Distance Learning
AF/A1DL
240-614-4014
GS 13-15 In Agency Only Supervisors' Resource Center Provides resources for supervisors and leadership-related development.

Topics include: Emerging Leader, Supervisory, Leadership, Self-Development, Mentoring, and Continuous Learning

Also includes: online courses, video knowledge, books, exercises, simulations, leadership “challenges,” and just-in-time training.

Incorporates existing online learning methods, e.g., courses (Skill Soft), leadership tools (OPAL), and self-assessments (Leadership Mirror).
  • Distance Learning
AF/A1DL
240-614-4014
GS 12-15 In Agency Only Air Force Personnel Center (AFPC) Leadership Courses Provides a variety of learning opportunities for USAF future leaders. Includes the following:

• Various leadership development courses offered by a range of vendors (e.g., Challenges for Leadership, Change Management, Leadership for Technical People)
• Open enrollment programs offered by the US Office of Personnel Management (e.g., Leadership Assessment Program, Leadership Skills for Non-Supervisors, Management Development)
• Custom course, titled Air Force Civilian Leadership Course, that focuses on leadership skills and is designed specifically for USAF GS-14 and 15 future leaders

Competitive selection is via Air Force-wide call for nominations and functional community selection process (Strategic Leadership Education I).
  • 360° Feedback Assessment
  • Coursework
  • Discussions
  • Networking
AFPC/DPIA
210-565-3053
GS 14-15 In Agency Only Civilian Strategic Leaders Program (CSLP) Provides opportunities for job assignments intended as multifaceted challenges and designed to prepare employees for increased responsibilities in functional and enterprise-wide positions. Opportunities include assignments to positions that could be filled by employees from any career field. May include experience with short-duration projects/task groups and attendance at leadership development courses.

Competitive selection is via an Air Force-wide call for nominations and board selection process.
  • Coursework
  • Developmental Assignment(s)
  • Networking
  • Team Projects
GS 15-SES In Agency Only Senior Leadership Development Provides a variety of custom or off-the-shelf learning opportunities for USAF senior leaders at the Senior Executive Service and GS-15 and equivalent levels as well as for general officers, colonels, and chief master sergeants. Courses include the following:

• Custom business skills in the USAF and Federal context
• Custom public policy skills and USAF role in the larger Federal enterprise
• Custom personnel leadership assessment course
• Off-the-shelf national and international security courses

GS-15 competitive selection is via Air Force-wide call for nominations and board selection process (Strategic Leadership Education II and III).
  • 360° Feedback Assessment
  • Coursework
  • Discussions
  • Lectures
  • Networking

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Department of Defense/Department of the Army (DOD/Army)

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GS 5-9 In Agency Only Army Intern Program A centralized, progressive, sequential, educational system that develops interns from the US Army for leadership positions.
  • Coursework
  • Distance Learning
  • On-the-job Training
Army Intern Program
GS 5-15 In Agency Only Civilian Education System A centralized, progressive, sequential, educational system that consists of foundational, basic, intermediate, and advanced courses in leadership development.
  • Distance Learning
  • Residential Coursework
AMSC
GS 14-15 In Agency Only Army War College Senior Service College Senior Service College (SSC) prepares civilians for positions of greatest responsibility in the DOD. SSC requires an understanding of complex policy and operational challenges and increased knowledge of the national security mission. The SSCs available are the Army War College and the Army War College Distance Education Courses.
  • Distance Learning
  • Residential Coursework
US Army War College
717-245-3131

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Department of Defense/Department of the Navy (DOD/Navy)

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GS 14-15 Federal Government-Wide The Dwight D. Eisenhower School A 10-month program to prepare civilians for positions of greatest responsibility in the DOD. The program, which is part of the Senior Service College, develops an understanding of complex policy and operational challenges, and increased knowledge of the national security mission.
  • Residential Coursework
University Registrar

Eisenhower Administration
202-685-4333

Dean of Students
202-685-4277

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Department of Defense/Missile Defense Agency (DOD/MDA)

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NH-04; GS 14-15 In Agency Only MDA Leadership in Action: Leading in a Dynamic Environment A 4 1/2-day course focused on developing leadership skills needed to lead successfully in a complex environment. “Leadership in Action” suggests that the leader’s role is indeed active and ever-changing in response to current needs, challenges, and opportunities.
  • 360° Feedback Assessment
  • Coursework
Debra Hufnagel

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Department of Defense/National Geospatial-Intelligence Agency (DOD/NGA)

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Pay Bands 3-5; and GS levels 11-15; SES In Agency Only NGA Leadership Training Cornerstone Program A program consisting of a progressive series of five 1-2 week courses designed to build leadership skills at all levels of the organization. Participation in those courses directed toward NGA employees at Pay Bands 3-5, GS-levels 11-15, and above (SES, SIS, DISL) is based on a competitive selection process.
  • Conferences
  • Coursework
Alan Coles
571-557-4233

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Department of Defense/National Security Agency (DOD/NSA)

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GS 12-13 In Agency Only Front-Line Leader Program (FLLP) A mandatory leadership development program for new NSA first-line supervisors, which develops foundational supervisory and leadership skills. The program has two parts: leadership competency building and NSA-specific “rules and tools” training.
  • Coaching
  • Coursework
  • Individual Needs Assessment(s)
Associate Directorate for Corporate Leadership (ADCL)
240-295-2260
GS 14-15 In Agency Only Mid-Level Leadership Development Program (MLDP) A required mid-level leadership program for NSA managers who manage other supervisors and/or technical leaders/directors & chiefs of staff/staff managers who manage strategy and priorities between levels of an organization. The program focuses on the executive core qualifications (ECQ’s) and fundamental competencies identified in the OPM leadership model. There are 3 required components of the course including conflict and change management.
  • Coaching
  • Coursework
  • Individual Needs Assessment(s)
Associate Directorate for Corporate Leadership (ADCL)
240-295-2260
GS 15 In Agency Only NSA Senior Leadership Candidate Development Program A 2-3 year program offering participants an individually tailored, structured approach for preparing themselves to compete for NSA senior leadership positions. Completion of this program certifies the participants for promotion to positions in the Defense Intelligence Senior Executive Service (DISES).
  • Coaching
  • Coursework
  • Rotational Assignment(s)
Center for Leadership and Professional Development
410-854-6656
GS 15-SES In Agency Only NSA Director's Leadership Program A required senior executive leadership development program designed for recently elevated NSA senior leaders and members of the NSA DISES/DISL certified pool. It develops skills in leadership, diversity management, and business acumen.
  • Coaching
  • Coursework
  • Individual Needs Assessment(s)
Associate Directorate for Corporate Leadership (ADCL)
240-295-2260
GS 15; SES In Agency Only NSA Industry Job Rotations A program consisting of 1-year developmental assignments for selected NSA employees in NSA’s partner private industries. The assignments develop business skills and expose participants to other organizational cultures.
  • Rotational Assignment(s)
Center for Leadership and Professional Development
410-854-6656

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Department of Defense/Washington Headquarters Services (DOD/WHS)

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SES Federal Government-Wide APEX A 2-week program offered each September and March focusing on SES responsibilities and performance, as defined by the Executive Core Qualifications (ECQs). The program assists participants with framing their responsibilities in light of DOD and component priorities. It offers a blend of briefings and question-and-answer sessions with senior ranking DOD civilian and military leaders focusing on the current issues facing the Department.
  • Networking
  • Seminars
WHS/HRD
703-604-6852
GS-13 and above and military (O-4 and above) In Agency Only National Security Studies Program Multiple courses purchased from private vendors that range from 2 days to 2 weeks in duration. The program focuses on interagency cooperation and integration in the development and execution of national strategy and post-911 conflict activities. Domestically, NSSP addresses national security considerations during natural disasters and the role of DOD in responding to illegal immigration and border security; and national healthcare cost, benefits and impacts on national security.
  • Coaching
  • Coursework
  • Networking
  • Seminars
WHS/HRD
571-372-4014

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Department of Education (ED)

Grade/Pay Level Scope Name Description Components
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GS 11-13 In Agency Only Pathways to Leadership Program A year-long competency based program designed for employees who aspire to move into a position of supervising, managing and leading others.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Interviews
  • Mentoring
  • Shadowing Assignment(s)
  • Team Projects
Ernestine.Jeff-Pannell
202-401-0126
GS 14-15 In Agency Only Excellence in Government Program (ED cohort) A year-long program that strengthens the leadership skills of GS-14 and GS-15 Federal career employees through a proven combination of innovative coursework, best practices benchmarking, challenging action-learning projects, executive coaching, and government-wide networking.
  • Coursework
  • Developmental Assignment(s)
  • Team Projects
Ernestine.Jeff-Pannell
202-401-0126
GS 13-15 In Agency Only Transition to Supervision Program A year-long program that develops new supervisors, team leaders, and managers to assist them in their transition to their new role as a Federal supervisor.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Mentoring
Ernestine.Jeff-Pannell
202-401-0126
GS 14-15 In Agency Only ED Investing in Leadership, Supervisors & Managers Cohorts A series of cohort sessions designed to help managers and leaders mobilize their employees around a shared vision for ED, set and manage clear expectations in support of this vision, and empower employees to deliver results.
  • Coaching
  • Coursework
  • Networking
Ernestine.Jeff-Pannell
202-401-0126

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Department of Health and Human Services (HHS)

Grade/Pay Level Scope Name Description Components
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GS 14-15 In Agency Only Supervisor 101 This 3-day course covers the basic information that every new supervisor needs to know about supervising in the Federal government context. The course covers the nuts and bolts of managing human resources, Do's and Don'ts of management, hiring, PMAP, managing performance (setting expectations, feedback, recognition, developing and coaching employees, and dealing with poor performance), leave administration, quality of work life initiatives, and labor and employee relations (conduct management and progressive discipline). Also available online.
  • Coursework
  • Discussions
  • Distance Learning
  • Networking
LaKisha Greenwade
301-443-4771

Robert Scalise
202-690-7136
All Levels In Agency Only Becoming Customer-Focused This course will enable employees to Identify what it means to be customer focused; Identify their customers and define quality from the customer’s perspective; Identify various methods of gathering customer information to better understand customers’ needs; and describe the characteristics of an environment that promotes total customer focus, and their role in creating this environment.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Build Your Leadership Potential The training focuses on key development areas of entry-level management and exposes participants to what it is like to be a manager and provides the skills needed to move into a managerial position within CMS. Course offerings will include the fundamentals and best practices of leadership, successful strategies for delivering results, streamlining practices and sustaining innovation and creativity.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Building Trust in Teams This course is based on Patrick Lencioni’s Over-coming the 5 Dysfunctions of a Team. Participants will actively evaluate the tools in terms of their usefulness for them in their current situation. Best practices will be shared.
  • Coursework
  • Discussions
  • Distance Learning
Jim Peterson
410-786-7213
All Levels In Agency Only Business Writing This class is a refresher course on writing at CMS. Attendees in this two-day workshop will review critical grammar and punctuation rules, “plain language” writing principles, and e-mail writing techniques.
  • Coursework
Jim Peterson
410-786-7213
GS 14-SES In Agency Only CMS/HHS Leadership Competencies and Self-Assessment This course explores the HHS Leadership Competencies and their behaviors, and can be especially beneficial to new managers. It provides a self-assessment for participants to use to identify their current proficiency level on the leadership competencies.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Collaborating Across Organizational Boundaries The program will introduce strategies on how organizations can share resources, decision-making and ownership of the final product or service.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Continuous Improvement Basics Webinar This course provides all CMS employees a foundation in Continuous Improvement and focuses on specific application at CMS. Participants will learn basic continuous improvement concepts, Plan-Do-Study-Act model, and methodologies to support problem solving and process improvement.
  • Distance Learning
Jim Peterson
410-786-7213
All Levels In Agency Only Continuous Improvement Basics: Methodology and Tools This workshop provides all CMS employees a foundation in Continuous Improvement and focuses on its specific application at CMS. Participants will learn basic Continuous Improvement concepts, review improvement examples from their component, and explore their role in making improvements to benefit their customers.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Crucial Conversations – Employees This course prepares participants for high-stakes situations with a proven technique; demonstrates how to transform anger and hurt feelings into powerful dialogue; shows how to make it safe to talk about almost anything; and demonstrates how to be persuasive, not abrasive.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Crucial Conversations - Managers This course, based on the Crucial Conversations book, gives useful strategies and tools to help more effectively address critical conversations
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Crucial Conversations Application Workshop – Employees This is wrap-up training for employees who have taken Crucial Conversations, Situational Leadership, and either Strength Deployment Indicator (SDI) or Personality Type (MBTI) training. It is a case study that incorporates best practices learned in all of the aforementioned trainings.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Crucial Conversations Application Workshop – Managers This is wrap-up training for employees who have taken Crucial Conversations, Situational Leadership, and either Strength Deployment Indicator (SDI) or Personality Type(MBTI) training. It is a case study that incorporates best practices learned in all of the aforementioned trainings.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Defining Roles and Analyzing Skill Gaps This course will provide team leaders with the knowledge to create a plan for defining the roles and responsibilities within their teams and create the framework for conducting a skills gap analysis.
  • Distance Learning
Jim Peterson
410-786-7213
All Levels In Agency Only Effective Communications & Briefings This course immerses participants in many facets of communication, ranging from interpersonal to written to oral. All of this skills-based learning will be set upon an underlying foundation of a strategic communication model. This is an advanced course, including and going beyond the presentation techniques taught in “Effective Presentations.”
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Effective Presentations This course will prepare participants to manage speaker’s fear using physical and psychological techniques; select from several presentation formats; learn to project and enunciate with confidence; hone rapport-building skills to help engage the audience; use visual aids intelligently and purposefully for the most impact; and develop goals to activate and to reinforce the training.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Effective Team Leader This course will provide team leaders with the knowledge to describe what it takes to be an effective team leader; identify specific ways to encourage or inspire collaboration in others; understand the stages of team development; and implement skills and techniques for assisting teams moving through the stages to productivity.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Emotional Intelligence (EQi) Workshop – Employees In this 3 hour workshop, participants will explore what aspects of emotional intelligence behavior show up in our daily interactions, and how we might move our culture forward through better awareness of our individual and collective emotional intelligence.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Emotional Intelligence (EQi) Workshop - Managers This one day workshop will explore what aspects of emotional intelligence behavior show up in our daily interactions and how we might move our culture forward through better awareness of our individual and collective emotional intelligence.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
All Levels In Agency Only Exercising Influence This course prepares participants to use a model of productive and effective influence behaviors; improve existing influence skills and build new ones; develop a conscious, strategic approach to influencing; recognize and deal effectively with current organizational issues and conflicts; and enhance the results achieved through the cooperation and enthusiastic support of key stakeholders.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Facilitation Techniques for Effective Meetings In this workshop, participants will learn and practice effective techniques to facilitate groups and create results that are understood and accepted by all.
  • Coursework
  • Discussions
  • Self-development Activities
Jim Peterson
410-786-7213
All Levels In Agency Only Foundations of Leadership: Basic Principles + Values/Mission/Goals This course is the foundational course for non-supervisory leadership development. The full day course is divided into two key areas: Building Trust under Pressure: The Basic Principles, and Values-Mission-Vision-Goals. Together these two components provide an introduction to basic leadership principles that contribute to personal and organizational success.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Generations in the Workplace For the first time, organizations have employees from four (possibly five) different generational groups. This webinar focuses on the characteristics of each generation (WWII Veterans, Baby Boomers, Gen X, Gen Y/ Millenials) and discusses the potential challenges/ solutions in the workplace.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Have a Nice Conflict This participant-centered learning experience offers participants a way to increase self-awareness and emotional intelligence by understanding their reactions to conflict and the affect they have on others.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Individual Development Plan (IDP) This webinar will discuss the purpose of an IDP and steps in creating one.
  • Distance Learning
  • Individual Development Plan
Jim Peterson
410-786-7213
All Levels In Agency Only Managing Your Time Participants will learn effective time management by defining what is important; developing goals that will accomplish what is important; and planning, organizing and prioritizing work activities that will help them reach those goals.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Personality Type Training – Myers Briggs Type Indicator This training is designed to help participants improve their interpersonal skills and self-management through heightened self-awareness, using the Myers-Briggs Type Indicator (MBTI).
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
All Levels In Agency Only Plan to Change – Employee The program is designed to help non-managers (individual employees, intact work groups, and teams) learn how to navigate through the significant changes they are facing.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Plan to Change – Managers The program is designed to help managers learn how to navigate themselves and their employees through the significant changes they are planning and implementing.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Problem Solving & Decision Making In this highly interactive 8-hour workshop, participants will learn how to deal effectively with challenging situations at work through the use of effective problem solving and decision-making.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Productive Team Member Skills This course focuses on beneficial communication and collaborative methods that will enhance individual talents and therefore benefit the team as a whole. Participants will examine team dynamics and how the individual team member can contribute effectively, particularly through exercising influence and negotiation.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Qs & As with the Experts This course is designed to assure that all CMS managers can apply the legal requirements of management at CMS in the daily scenarios they face.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Situational Leadership This course is designed to help “leaders” open up communication—increase the frequency and quality of conversations about performance and development between themselves and the people they work with.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Soliciting Feedback This course is designed to provide team leaders and managers an informal but easily maintained mechanism for getting informal feedback on their performance from their subordinates and boss.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Stay Conversations: How to Keep Employees Engaged This course is designed to provide managers with tips on how to keep their employees engaged.
  • Coursework
  • Discussions
Jim Peterson
410-786-7213
All Levels In Agency Only Strength Deployment Inventory (SDI) - Employees Participants will take the SDI instrument online before class. In this workshop, participants will learn the theory behind the SDI and apply it to a real world situation.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
GS 14-SES In Agency Only Strength Deployment Inventory (SDI) - Managers In this workshop, participants will learn the theory behind the SDI and apply it to a real world situation.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
Jim Peterson
410-786-7213
GS 13-15 In Agency Only Virtual Team Management This course provides best practices and tips to help team managers more effectively lead their teams to desired performance results.
  • Distance Learning
Jim Peterson
410-786-7213
All Levels In Agency Only Virtual Teamwork This course will enable participants to define virtual teams; identify the advantages and challenges of working virtually; identify the characteristics and competencies required of virtual team members; identify best practices of virtual work; and create a recipe for successful virtual team work.
  • Coursework
  • Distance Learning
Jim Peterson
410-786-7213

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Department of Health and Human Services/Administration for Children and Families (HHS/ACF)

Grade/Pay Level Scope Name Description Components
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GS 12-SES In Agency Only ACF 21st Century Leadership Development Model (21: LDM 21: LDM provides five distinctive Leadership Modules that lead to the next tier level where a series of classes, seminars, and certificate courses address leadership succession from nationally known institutions that have a proven record of accomplishment for developing leaders in government.

A driving force behind 21: LDM is the belief that leadership development need not be just for those who are in key leadership roles but also for those who aspire to become potential leaders. The hierarchical framework of the model focuses on not only grade levels but also roles such as employees in decision-making, supervisory, managerial, and non-supervisory positions. Each of these roles are reflected within different grade levels and positions such as team leads, supervisors versus non-supervisors, senior executives, and managers.

21: LDM focuses on a range of public and policy-related issues, leadership competencies, resources, and leadership practices best suited for individuals accountable for public programs and services. Participants are selected on a competitive basis. Each candidate is required to submit an application and be rated by a Review Committee before the selection occurs.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Individual Development Plan
  • Mentoring
Stephanie Davis
202-401-5480

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Department of Health and Human Services/Center for Disease Control and Prevention (HHS/CDC)

Grade/Pay Level Scope Name Description Components
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GS 15, CC-06, SES In Agency Only Executive Coaching It provides CDC senior leaders (GS-15) or Commissioned Corps officers (CC-06) and above with an individualized and confidential coaching service to enhance their interpersonal, managerial, and leadership skills.

Senior leaders are matched with an experienced executive coach involving 20 hours of coaching over a 9-month period. While participating in this coaching service, leaders will identify goals for improvement, develop personalized strategies to achieve those goals, and apply leadership techniques and strategies to their daily challenges.
  • Coaching
Dr. Daniel McDonald
770-488-1714
GS 14-15 or Commissioned Corps In Agency Only Leadership and Management Institute This program is designed to builds CDC's organizational capacity, leadership effectiveness, teamwork, and collaboration with internal and external partners through applied learning. It uses a variety of learning methods, including case studies, exercises, discussions, and guest speakers to engage participants. Teams then apply leadership and management techniques to completing projects between retreats.
  • 360° Feedback Assessment
  • Coaching
  • Mentoring
  • Team Projects
Dr. Daniel McDonald
770-488-1714
GS 13-SES In Agency Only Supervisor Development Challenge This course is made up of both online and instructor-led curriculum. It is designed to provide new and experienced team leaders, supervisors, and managers with the information needed to accomplish organizational objectives and abide by the human resources laws and regulations. Topics include, but are not limited to, merit system principles, position classification, labor management relations, employee relations, and other areas pertaining to human resources policies and regulations. Together, the two phases of training provide participants the tools to be successful in their positions.

This course is required for new supervisors and must be taken within 1 year of appointment.
  • Coursework
Dr. Daniel McDonald
770-488-1714
GS 7-12 In Agency Only The High Potential Certificate Program Through this eight-month program, participants will acquire a well-rounded introduction to leadership, interpersonal, and conflict management skills. It entails a series of instructional components that will be delivered in various formats, including classroom, interactive exercises, self-assessments, and individual coaching. In addition, each attendee will be guided in building an action plan for continued growth.
  • 360° Feedback Assessment
  • Coaching
Dr. Daniel McDonald
770-488-1714
GS 13-14 In Agency Only Practical Leadership Skills for Team Leaders Over the course of three sessions, participants learn how to assess their own leadership behavior and communication style. Participants also become more aware of differences in culture, communication style, and behavior, and learn how to use team members' strengths. Each participant completes a DISC assessment to identify his/her behavior style.

Participants also learn: the team leader's role in guiding teams through imposed and elected change; how to identify the predictable causes of team resistance to change and develop strategies for increasing buy-in, techniques for increasing a team's participation in creative problem solving; and strategies that team leaders can exercise to gain increased support from their superiors. Additionally, participants will improve their ability to resolve team conflict and influence the thoughts and behaviors of others, and to communicate more effectively in a team environment – with upper-level professionals and with internal and external partners.
  • Discussions
  • Seminars
Dr. Daniel McDonald
770-488-1714

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Department of Health and Human Services/Food and Drug Administration (HHS/FDA)

Grade/Pay Level Scope Name Description Components
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GS 12-14 In Agency Only MG104-Union Contract Overview for First Time Supervisors SWR & PAR -Recognize the importance of the NTEU and AGFE Collective Bargaining Agreements
-Apply FDA managements interpretation of the articles of the NTEU and AFGE Collective Bargaining Agreements
-Discuss management, union and employee rights in a unionized environment
-Recognize the issues and challenges associated with managing employees in a unionized way
  • Seminars
Marya Ricks
301-796-4531
GS 12-SES In Agency Only MG105-Travel Overview for Supervisors (on-line) -Explain current administrative topics related to official travel
-Differentiate between the supervisors and the employee's responsibilities for employees travel
-Recognize common pitfalls of travel related issues
  • Distance Learning
Marya Ricks
301-796-4531
GS 12-SES In Agency Only MG106-Personnel Practices for New Supervisors -Identify the procedures, tools and resources needed to recruit, manage and evaluate personnel
-Use performance management techniques and tools to develop and implement an effective performance program for their employees
-Recognize the issues and challenges associated with managing employees and employ the appropriate techniques and tools to address the issues and challenges as they occur
-Develop personal development strategies for career development
  • Seminars
Marya Ricks
301-796-4531
GS 12-SES In Agency Only MG111- Practical Applications -Evaluate regulatory work product
-Identify the procedures, tools and resources needed to perform practical management in a regulatory environment
-Apply risk management principles to their supervisory role on a day-to-day basis
-Demonstrate effective communication skills while interacting as a manager to achieve a successful regulatory work product
  • Seminars
Marya Ricks
301-796-4531
GS 12-SES In Agency Only MG113-Managing a New Hire (on-line) -Use BINGO card to monitor new hire's training progress
-Prepare employees for national new hire training course
-Identify work products that can be used to assess a new hire's work performance
-Get in sync with management and our employees
-Use techniques that cultivate positive working relationships
-Hire the right people and effectively manage performance
-Run successful conflict resolution meetings
  • Seminars
Marya Ricks
301-796-4531
GS 12-SES In Agency Only Soft Skills for Supervisors -Get in sync with management and our employees
-Use techniques that cultivate positive working relationships
-Hire the right people and effectively manage performance
-Run successful conflict resolution meetings
  • Seminars
Joe Maher
719-272-1247
GS 13-SES/T42 In Agency Only Performance and Developmental Feedback -Understand how to prepare managers to provide formal feedback for performance and developmental purposes
-Understand the importance of providing frequent and informal feedback throughout the year
-Understand how to have difficult conversations and provide negative feedback
-Understand how to provide mentoring and coaching to employees in support of their Individual Development Plan, or IDP, and the role of the manager to support overall career development
  • Seminars
Ronan King
301-796-8136

Brooke Mullican
301-796-4992

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Department of Health and Human Services/Health Resources and Services Administration (HHS/HRSA)

Grade/Pay Level Scope Name Description Components
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GS 12-15 In Agency Only Supervisor Certification Program Provides supervisory skills development for new supervisors and opportunities for experienced supervisors to enhance their supervisory skills while meeting OPM and HHS requirements.
  • Coursework
Marianne Glass Miller
301-443-4285
All Levels In Agency Only Mentoring Now Program Ongoing Mentoring Program that matches employees across the Agency based on leadership competencies. The program includes one-to-one mentoring as well as group mentoring, and aims to facilitate cross-agency partnerships as well as knowledge transfer among employees.
  • Coursework
  • Mentoring
  • Networking
Coral Cope
301-443-6472
GS 9-11 In Agency Only Aspiring Leaders Program Aimed at high-potential GS-9-11s. Develops leadership skills to prepare participants to lead from their current positions and introduces them to supervisory/leadership competencies.
  • Coursework
  • Developmental Assignment(s)
  • Discussions
  • Individual Development Plan
  • Interviews
  • Lectures
  • Mentoring
  • Networking
  • Self-development Activities
  • Seminars
  • Shadowing Assignment(s)
Dana Sims
301-443-5887
GS 12-13 In Agency Only Mid-Level Leadership Program Competitive leadership program aimed at high-potential GS-12s/13s. Develops leadership skills to prepare participants for leadership positions.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Lectures
  • Mentoring
  • Self-development Activities
  • Seminars
  • Team Projects
Dana Sims
301-443-5887
GS 14-15 In Agency Only Senior Leaders Fellowship Program Competitive leadership program aimed at high-potential GS-14/15s. Develops leadership skills to prepare participants for senior leader positions.
  • 360° Feedback Assessment
  • Benchmarking Site Visits
  • Coaching
  • Discussions
  • Distance Learning
  • Fellowship
  • Individual Development Plan
  • Lectures
  • Mentoring
  • Networking
  • Seminars
  • Site Visits
  • Speaker Series
  • Team Projects
Dana Sims
301-443-5887

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Department of Health and Human Services/National Institutes of Health (HHS/NIH)

Grade/Pay Level Scope Name Description Components
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All Levels In Agency Only Deputy Directors of Management Seminar Series (DDM) The DDM Seminar Series offers the NIH community engaging presentations that provide meaningful insights into leadership and management concepts, challenges, and solutions. The seminars provide NIH employees the opportunity to advance their knowledge of best practices in a variety of leadership and management issues.
  • Seminars
Kristen Dunn-Thomason
301-443-7135
GS 12-14 In Agency Only NIH Mid-Level Leadership Program A multifaceted, mid-level leadership development program that builds an effective bridge between senior leadership and junior staff. The program is structured to assess leadership readiness, provide feedback and developmental guidance, incorporate a variety of instructional approaches, and make available reinforcement activities. Major topics include self-awareness and fulfilling the leadership function, understanding and collaborating with others, and strategic business acumen. Includes 6 months of post-program supported activities.
  • 360° Feedback Assessment
  • Coaching
  • Individual Development Plan
  • On-the-job Training
Kristen Dunn-Thomason
301-443-7135
GS 14-SES In Agency Only NIH Senior Leadership Program Provides senior leaders with the opportunity to assess leadership skills, design a leadership development plan, enhance their capacity to lead for results and use data for organizational decision making, develop a systematic approach to negotiation, assess and address organizational capacities, think analytically about organizational change and operate effectively in political systems. All 5 of the ECQs are addressed.
  • 360° Feedback Assessment
  • Coaching
  • Individual Development Plan
  • On-the-job Training
  • Self-development Activities
Kristen Dunn-Thomason
301-443-7135
GS 15-SES In Agency Only NIH Executive Leadership Program This program targets NIH leaders who are new to top positions and those who are likely to assume senior executive roles within the next 1-5 years. Topics include leading at the top, executive communications, policy making on the Hill, leading in networks, and special events with NIH senior executives.
  • 360° Feedback Assessment
  • Coaching
  • Individual Development Plan
  • On-the-job Training
  • Self-development Activities
Kristen Dunn-Thomason
301-443-7135

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Department of Homeland Security (DHS)

Grade/Pay Level Scope Name Description Components
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All Levels Federal Government-Wide Senior Executive Service Candidate Development Program Highly competitive program, uses AU Key Executive Certificate Program to fulfill 80-hour training;
  • Developmental Assignment(s)
  • Individual Development Plan
  • Mentoring
  • Networking
  • On-the-job Training
Craig Heintz
GS 14-15 In Agency Only DHS Fellows Rigorous selection into this high-po leader development program; builds cross-Component leadership skills in ECQs
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • On-the-job Training
  • Site Visits
Kimaron Harris
SES and Flag Officers In Agency Only DHS Capstone Program Intended for new executives within their first year, builds the executive competencies necessary to steward strategically within and across the homeland security enterprise
  • 360° Feedback Assessment
  • Coursework
  • On-the-job Training
  • Rotational Assignment(s)
  • Team Projects
Stephanie Lombardo

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Department of Housing and Urban Development (HUD)

Grade/Pay Level Scope Name Description Components
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GS 11-13 In Agency Only Emerging Leaders Program A 1-year competency-based program that focuses on the Executive Core Qualifications. The program is open to high-performing HUD employees who desire to transition into leadership positions.
  • Coursework
  • Distance Learning
  • Interviews
  • Rotational Assignment(s)
  • Shadowing Assignment(s)
  • Team Projects
Mia S. Beckett
202-402-4214
GS 14-15 In Agency Only Council for Excellence in Government Fellows Program A 12-month program during which the fellows build the skills to lead people, communicate effectively, form partnerships, remain focused and flexible in changing work environments, and achieve important results. Participants remain in their current positions and attend program activities when scheduled.
  • Benchmarking Site Visits
  • Coaching
  • Coursework
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Team Projects
Mia S. Beckett
202-402-4214
All Levels Federal Government-Wide SES Candidate Development Program A program for a minimum of 12 months designed to develop a cadre of leaders for the Senior Executive Service of HUD. The program provides a series of intensive developmental/training assignments which will enhance the candidates’ leadership skills and broaden their understanding of overseeing programs and operations at the executive level. Participation in this program is based on a competitive selection process. Leadership experience in a position at the GS-14/15 level or equivalent is preferred. Successful completion of the program provides eligibility for appointment to the HUD SES without competition.
  • Benchmarking Site Visits
  • Coursework
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • On-the-job Training
  • Rotational Assignment(s)
  • Shadowing Assignment(s)
  • Team Projects
Mia S. Beckett
202-402-4214

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Department of Justice (DOJ)

Grade/Pay Level Scope Name Description Components
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GS 13-15 In Agency Only LEAP LEAP is a 12 month program that provides training in the foundations of management and developmental experiences. Its purpose is to prepare high potential employees for higher level management and leadership positions within the DOJ. The program includes: orientation, individual needs assessments, residential leadership training, developmental assignment(s), mentoring, executive coaching, executive developmental plans, supplemental learning activities, shadowing assignments, an impact paper, close-out and evaluations, and graduation.
  • Coaching
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • Orientation
  • Residential Coursework
  • Shadowing Assignment(s)
Mary R. Jones
202-616-3619

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Department of Justice/Drug Enforcement Administration (DOJ/DEA)

Grade/Pay Level Scope Name Description Components
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GS 14 In Agency Only Group Supervisor Institute GSI is a mandatory school for all newly-promoted, first-line supervisors. The core curriculum provides the students with 40 hours of specific leadership development training, provided by the University of Virginia, and incorporates leadership training into many of the blocks of instruction. Additional core materials include employee and career development, DEA policies, management, ethics, and DEA strategic planning. The Special Agent also receives enforcement related training.
  • Coursework
James R. Price
703-632-5399
GS 14 In Agency Only Supervisor In-Service Program (SIS) The Supervisor In-Service (SIS) Program is a one-week school for first-line supervisors who have completed the GSI at least 24 months prior. The SIS provides 36 hours of instruction including a block of leadership development. The goal of the in-service program is to provide relevant refresher training to all supervisors every 24 to 36 months.
  • Coursework
James R. Price
703-632-5399
GS 14-15 Outside of Federal Government Drug Unit Commanders Academy (DUCA) This two week course establishes and provides crucial leadership training to DEA’s state and local counterparts, second-line supervisors to executive level commanders of state, local, and federal drug enforcement units in direct support of DEA’s mission.
  • Coursework
James R. Price
703-632-5399

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Department of Justice/Federal Bureau of Prisons (DOJ/BOP)

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GS 9-15; WS-9; SES In Agency Only Leadership Enhancement and Development Program (LEAD) This four phase curriculum requires participants to attend Bureau-sponsored and national executive development training programs, as well as, to pursue self-directed activities and experiential training at local institutions and offices. Specifically, the program objective is to provide proactive leadership training to ensure the development and continuity of the Bureau’s leadership and supervision and is open to members of the Public Health Service at equivalent grade levels. At the beginning of the program, all program participants are required to complete an online 360-degree-assessment which measures leadership skills and traits of managers. Program completion time frames vary according to phase.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Self-development Activities
Symphar R Charles
202-514-8758

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Department of Justice/Office of Juvenile Justice and Delinquency Prevention/National Institute of Corrections (DOJ/OJJDP/NIC)

Grade/Pay Level Scope Name Description Components
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GS 12-14 Outside of Federal Government OJJDP/NIC Correctional Leadership Development In this 70-hour individual, competency-based leadership development training program, participants focus on their current leadership practices as a means to develop and enhance leadership skills needed in juvenile justice. The program, which uses an interactive, experiential format, is designed as an intensive process to enhance participants' ability to manage current and emerging challenges effectively. Participants complete assignments prior to the training program, including working with their agencies' chief executive officers to identify trends and issues that challenge the agencies' leadership.

Aside from Federal employees, this program is appropriate for juvenile justice professionals with senior-level leadership and management responsibility for a state or local juvenile correctional agency, facility, detention center, community corrections/diversion program, or district or regional office who have been identified as leaders of the future by their home agencies. Deputies of these administrators will be considered if recommended by their chief executive officers. This developmental program format is also available for adult correctional administrators.
  • 360° Feedback Assessment
  • Residential Coursework
Robert M. Brown, Jr.
1-800-995-6429, ext. 111

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Department of Justice/Office of Legal Education (DOJ/OLE)

Grade/Pay Level Scope Name Description Components
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GS 9-15 Federal Government-Wide Office of Legal Education Leadership Program A number of single residential courses are offered, which are generally three to four days long. They include the Attorney Supervisors course which provides leadership training for attorney managers; the 360 Leadership course by Warren Blank which provides leadership technique training for all managers. Additional courses teach leadership skills to support staff supervisors. A number of leadership courses will be offered to employees via satellite broadcast, including a quarterly topic from the JTN Executive Leadership Series which features presentations by renowned leadership experts such as Ken Blanchard and Peter Senge.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Distance Learning
  • Residential Coursework
Cammy Chandler
803-705-5100

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Department of Justice/US Marshals Service (DOJ/USMS)

Grade/Pay Level Scope Name Description Components
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GS 12-13 In Agency Only Supervisory Leadership Program (SLD) This one week program focuses on leadership skills, leadership techniques, management concepts, supervisory responsibility, situational leadership and their practical application while avoiding common pitfalls. Additionally, participants are presented case studies involving Internal Affairs Investigations as well as situational case studies as noted nationally. Employee management scenarios are included with this training.
  • Coursework
Darrell D. Williams
912-267-2098
GS 14-15 In Agency Only Chief Development Program (CDP) This one week program is designed to increase self-awareness and leadership behaviors by learning one's behavioral strengths, areas for development, and impact on leadership behaviors. Develop an understanding of purposeful leadership behaviors by understanding the change process and coaching. Learn to effectively analyze and synthesize feedback and developmental leadership planning. A mentor panel is included with this training.
  • 360° Feedback Assessment
  • Coursework
Darrell D. Williams
912-267-2098

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Department of Labor (DOL)

Grade/Pay Level Scope Name Description Components
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GS 1-9 In Agency Only Career Enhancement Program A 12-month program designed to provide current DOL employees with the opportunity to expand their career and promotion potential through a systematic, planned approach to career progression.
  • Coursework
  • Mentoring
  • On-the-job Training
  • Orientation
Karen Terrell
202-693-7654
GS 9-12 Federal Government-Wide Outside of Federal Government Presidential Management Fellows Program The Presidential Management Fellows (PMF) Program is a flagship leadership development program at the entry-level for advanced degree candidates. Created more than three decades ago, the Program attracts and selects from among the best candidates and is designed to develop a cadre of potential Federal Government leaders.
  • Mentoring
  • On-the-job Training
  • Orientation
Karen Terrell
202-693-7654
GS 5-12 Federal Government-Wide Pathways The purpose of the Pathways Programs is to enable the Federal government to compete more effectively for students and recent graduates by: improving recruiting efforts; offering clear paths to Federal internships for students; offering clear paths to civil service careers for recent graduates; and providing meaningful training, mentoring, and career-development opportunities.
  • Mentoring
  • On-the-job Training
  • Orientation
Karen Terrell
202-693-7654
SES Federal Government-Wide Leading EDGE Leading EDGE Program (Leading EDGE-Executives Driving Government Excellence), the government-wide senior executive leadership development program. The goals of the program are to prepare today’s Federal executives for the considerable challenges on the horizon and inspire a shared government-wide identity and vision.
  • Seminars
J. Christopher Chavis
GS 11-13 In Agency Only DOL Mentoring Program A 12-month program that matches employees at the GS 11-13 levels with mentors in higher-level positions at DOL. It is designed to foster the mentee's career development, expand his/her knowledge, skills and abilities, and broaden his/her understanding of DOL and its programs. It also aims to develop a diverse high-performing workforce capable of adapting to a rapidly changing workplace environment.
  • Coursework
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
J. Christopher Chavis
All Levels In Agency Only DOL Supervisory and Managerial Training Program A program offering a systematic, holistic, and competency-based approach to leadership development. It provides three levels of training for team leaders, supervisors and managers: Phase I: Pre-Supervisory Awareness Series, consisting of eight briefings on various leadership topics. Phase II: New Supervisor Training, consisting of 80 hours of mandatory leadership training over a 2-year period. Phase III: Continuous Development, consisting of 24 hours of leadership development activities per fiscal year.
  • Coursework
  • Developmental Assignment(s)
  • Seminars
J. Christopher Chavis

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Department of State/Bureau of Human Resources/Career Development and Assignments (DOS/HR/CDA)

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FS 03-SFS In Agency Only Foreign Service Opportunities outside the Department of State Assignments offering significant opportunities for Officers to develop professionally and acquire the management skills and breadth of experience necessary for advancement to the senior ranks. Opportunities include: Congressional fellowships, rotations to other Federal agencies, NGOs, state and local government agencies, the White House, and international organizations.
  • Coursework
  • On-the-job Training
  • Rotational Assignment(s)
  • Self-development Activities
Maryanne Thomas
202-663-0818
GS 13-15; FS 03-01 In Agency Only Long-Term Training Opportunities An array of outstanding long-term training opportunities to enhance performance and long-term career goals. Training may occur through the War Colleges, Command and Staff Colleges, universities, exchange programs with foreign ministries, and corporate placement programs. Participation in this program is based on a competitive selection process.
Note: For Civil Service Long-Term Training Opportunities, please see DOS/HR/CSHRM listings.
  • Coursework
  • Developmental Assignment(s)
  • Fellowship
  • Individual Needs Assessment(s)
Maryanne Thomas
202-663-0818
FS 05-01 In Agency Only Foreign Service Mentoring Program A program created to familiarize new officers and specialists with the culture of the Foreign Service through direct contact with experienced Foreign Service colleagues.
  • Mentoring
Bernadette Cole
202-663-0785

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Department of State/Bureau of Human Resources/Civil Service Human Resource Management (DOS/HR/CSHRM)

Grade/Pay Level Scope Name Description Components
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GS 12-15 In Agency Only Long-Term Training Opportunities For Civil Service: An array of outstanding long-term training opportunities to enhance performance and long-term career goals. Training may occur through the War Colleges, Command and Staff Colleges, universities, exchange programs with foreign ministries, and corporate placement programs. Participation in this program is based on a competitive selection process.
Note: For Foreign Service Long-term Training Opportunities, please see HR/CDA listings.
  • Coursework
  • Developmental Assignment(s)
  • Fellowship
  • Individual Needs Assessment(s)
Michelle Garren
202-663-2142
GS 1-15 In Agency Only Civil Service Mentoring Program A 1-year program which includes regular development seminars and monthly meetings with a DOS mentor to foster participants’ professional growth.
  • Mentoring
  • Seminars
  • Team Projects
Patricia Toner
202-663-3216

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Department of State/Foreign Service Institute (DOS/FSI)

Grade/Pay Level Scope Name Description Components
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GS 1-15; FS 06-01 Federal Government-Wide Managing Change This one-day workshop is designed to increase participants’ awareness of change and transition processes and how it impacts both personal and organizational life.
  • Coursework
FSI Office of the Registrar
GS 1-15; FS 06-01 Federal Government-Wide Productively Managing Stress This one-day course provides current research on the nature of stress and its detrimental effects on your body and health. Participants learn to better manage stress by practicing relaxation techniques and by developing plans to live lives that are more balanced.
  • Coursework
FSI Office of the Registrar
GS 5-15; FS 05-01 In Agency Only External Training Program A program which manages DOS-funded participation in USDA leadership programs, OPM residential seminars, Congressional and CEG fellowships, college/university courses, professional seminars and conferences, etc.
  • Conferences
  • Coursework
  • Distance Learning
  • Interagency Rotational Assignment(s)
  • Networking
  • Team Projects
Susan Emerson
703-302-7145
GS 5-9; FS 07-03 Federal Government-Wide Managing Up: Linking Support and Supervision Developing and sustaining a successful relationship with your manager is essential to your effectiveness and career growth. This one-day course will help you analyze the dynamics of the critical relationship and look at ways to maximize the relationship.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9; FS 05 Federal Government-Wide Managing Up: Working Effectively With Your Manager Developing and sustaining a successful relationship with your manager is essential to your effectiveness and career growth. This one-day course will help you analyze the dynamics of the critical relationship and look at ways to maximize the relationship.
  • Coursework
  • Discussions
FSI Office of the Registrar
All Levels Federal Government-Wide Effective Feedback Skills In this two-day course participants will discuss and practice specific communication skills related to giving, receiving, and eliciting effective feedback in the workplace.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; FS 04-01 Federal Government-Wide 7 Habits of Highly Effective People This four-day course requires participants to put significant effort into personal assessment and introspection. The focus is on improving employees’ effectiveness in their personal and professional lives. Participants will examine their attitudes and behaviors and use this awareness to build habits that support greater personal effectiveness.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
FSI Office of the Registrar
GS 9-15; FS 06-01 Federal Government-Wide Managing Your Time Effectively Employees often wish they had more time to get their work done. This one-day workshop emphasizes the skills necessary to practice effective time management skills so they can accomplish more with less effort by working smarter instead of harder.
  • Coaching
FSI Office of the Registrar
GS 9-15; FS 06-01 Federal Government-Wide Team Building This one-day workshop applies key concepts like team development, roles and responsibilities, decision-making, shared leadership, and effective communication to work in team situations. Participants will be actively engaged in teambuilding activities throughout the day.
  • Coursework
  • Team Projects
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Coaching This two-day course is designed for supervisors, managers, and team leaders who are responsible for accomplishing results through other people. The participants will learn and practice techniques that will help them bring about performance achievements through a one-on-one coaching relationship based on good will, trust, and mutual respect. This course is about helping good people reach their full potential.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Creative Problem Solving This two-day workshop presents a variety of problem-solving techniques that lead to creative solutions. Participants will apply creative problem-solving tools to their own workplace challenges. This workshop can be customized to meet the needs of a particular office or workgroup.
  • Coursework
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Influence by Design This two-day workshop presents principles and techniques for influencing others effectively and ethically and shows you how to apply them on the job. It answers the questions: How can you be a better advocate for good ideas? How can you influence others to achieve important work goals?
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Leading a Diverse Workforce This workshop builds on the concepts addressed in PT107 EEO/Diversity Awareness for Managers and Supervisors (a pre-req) and takes them to a new level. Starting with the diversity present in the classroom, a variety of exercises and discussions are used to explore the impact of diversity on the work environment. It identifies the key attitudes needed for true inclusion and the actions managers can take to make a difference in performance and teamwork with their diverse work groups.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Manage to Motivate This two-day workshop introduces key motivational factors that are conducive to high levels of motivation. It also introduces a practical method for dealing with specific motivational problems by identifying causes and involving the person with the problem in the search for solutions. Practical tools are provided for diagnosing problems and developing effective solutions.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Managerial Problem Solving and Decision Making This two-day course for supervisors and managers will teach you proven techniques for step-by-step rational problem solving and decision making. You will also learn methods for minimizing the risks inherent in decision making and tips for managing group decision making. During the seminar you will have a chance to apply practical tools to your own workplace challenges.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Managing Conflict Productively Do you dread interpersonal conflict? Do you tend to avoid conflict, even when it’s escalating? Would you like to be more effective with issues and people? This two-day seminar helps you do just that! Successful management requires you to have a variety of styles in dealing with interpersonal and work-related conflicts.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Running Effective Meetings This two-day workshop presents a variety of methods you can use to conduct meetings that are focused and results-oriented. Participants will use practical case studies to experience planning, conducting, and concluding effective meetings.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 9-15; SES; FS 09-FECM Federal Government-Wide Team Leadership Workshop This two-day workshop will enhance the participant’s ability as an experienced or new team-leader to manage and facilitate both on going and temporary teams. Participants will practice identifying and resolving typical problems encountered in teams. They will develop a team charter and address difficult issues that often surface in team meetings.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 11-15; FS 04-01 Federal Government-Wide Negotiating in the Workplace Drawing on the principles of the Harvard Negotiation Project and the book “Getting to Yes,” this two-day interactive course will provide the knowledge and skills you will need to conduct effective interpersonal negotiations in the workplace.
  • Coursework
  • Discussions
  • Team Projects
FSI Office of the Registrar
GS 12-15; FS 04-01 Federal Government-Wide Employee Relations Seminar During this two-day seminar, through discussions and case studies, supervisors will gain confidence in their abilities to handle employee conduct and performance problems within official guidelines.
  • Coursework
  • Discussions
FSI Office of the Registrar
GS 13; FS 03 Federal Government-Wide Basic Leadership Skills This five-day course explores the foundation of effective leadership and management by connecting contemporary leadership theories with participant’s practical experiences. The course is designed to deepen employee’s awareness of themselves and others, enhance skills for improving professional relationships, and increase understanding of organizational culture. The course includes a 360°Leadership Assessment.
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
  • Team Projects
FSI Office of the Registrar
GS 14; FS 02 Federal Government-Wide Communicating with Congress: Briefing and Testifying A two-day professional development session that helps senior professionals prepare and deliver effective Congressional briefings and testimony. Course speakers – including Hill staffers – will discuss Congressional committees, the hearing process, as well as communication dynamics (written and oral) needed to successfully brief and testify before Congress. The course also provides a simulated Congressional hearing before a panel of experts who will provide appropriate questions and a follow-up critique. On-camera practice in testifying is a course highlight.
  • Coursework
  • Discussions
  • Lectures
  • Networking
FSI Office of the Registrar
GS 14; FS 02 Federal Government-Wide Intermediate Leadership Skills This five-day course focuses on a range of people leadership skills including developing and motivating others, managing performance, and handling conflict. Through a review of current leadership practices and theories, self-awareness inventories, case studies, role-plays, and discussions, you will strengthen your insights and skills. Emphasis is placed on ways to address difficult work situations productively as you take on a greater awareness of the complexity of mid-level positions and deepen your role of leadership.
  • Coursework
  • Individual Needs Assessment(s)
  • Team Projects
FSI Office of the Registrar
GS 15; FS 01 Federal Government-Wide Advanced Leaderhip Skills A mandatory five-day seminar which focuses on three levels: intrapersonal (self-awareness), interpersonal (relationships between individuals), and group (teamwork). Topics addressed include: transformational leadership, managing change, strategies for managing up, down and laterally, resolving differences, and principled negotiation. The student also participates in a 360-degree feedback process in which they receive feedback from their subordinates, peers, and bosses, and perform a self-assessment on the current use of the skills covered in the course.
  • Coursework
  • Individual Needs Assessment(s)
  • Team Projects
FSI Office of the Registrar
GS 15; FS 01 Federal Government-Wide Crisis Leadership This two-day seminar will help leaders identify and practice skills that will strengthen their performance and the performance of their teams overseas. Participants will learn critical lessons in communication under exceptional and stressful circumstances, become familiar with available resources, and manage expectations of the department and their overseas communities.
  • Coursework
  • Discussions
  • Lectures
  • Self-development Activities
FSI Office of the Registrar
GS 15; FS 01 Federal Government-Wide National Security Executive Leadership Seminar NSELS is a series of monthly two-day training and networking sessions for State Department and interagency senior officials. The seminar’s policy focus is the National Security Strategy of the United States. Participants explore critical challenges to American interests and the leadership skills needed for success in the interagency policy implementation process.
  • Lectures
  • Networking
  • Seminars
  • Site Visits
FSI Office of the Registrar
GS 15; FS 01 Federal Government-Wide Presenting Effectively to the Media This two-day senior executive course covers extemporaneous speaking, non-verbal communications, dealing with unfriendly audiences, giving dynamic oral presentations, personal presence, and ways of handling the media. Its goal is to help you engage media representatives with greater confidence and allow you to have better control of your message.
  • Coursework
  • Discussions
  • Lectures
FSI Office of the Registrar
SES; FO 01 Federal Government-Wide The Ultimate 360: Comprehensive Feedback Instruments for Senior Executives This program is designed specifically for senior foreign affairs community executives. Participants will independently complete an extensive battery of instruments designed to assess leadership preferences, capabilities, strengths, and weaknesses. Experienced faculty will analyze the data and provide confidential individual feedback to the participants. Participants then will receive executive coaching to empower their continued professional development and increase their personal effectiveness. All data collected, as well as the feedback given to the participant, will be held as strictly confidential and used only for their professional development.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
FSI Office of the Registrar
SES; FE-OC Federal Government-Wide Senior Exectuive Threshold Seminar This two-week course is designed to prepare newly promoted senior Foreign Service officers and senior Civil Service employees in the foreign affairs community for the challenges they will face in leading across agency and national boundaries. The culmination of the mandatory leadership training continuum, SETS focuses on the specific skills necessary to successful performance at the most senior levels of government: vision/values, team leadership, influence/negotiation, collaborative relationships, strategic/critical thinking, and emotional intelligence.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Discussions
  • Individual Needs Assessment(s)
  • Lectures
  • Team Projects
FSI Office of the Registrar
SES/SFS Federal Government-Wide Executive Coaching Program This program typically lasts up to four months and is specifically designed for senior foreign affairs community executives to increase their goal achievement and personal effectiveness.
  • Coaching
  • Individual Needs Assessment(s)
Leadership Coaching and Consulting
703-302-6784
All Levels Federal Government-Wide EEO/Diversity Awareness for Managers and Supervisors This two-day seminar emphasizes supervisory responsibilities in equal employment opportunity and diversity issues. Lectures, discussions, and group activities focus on the Department of State’s EEO and affirmative action regulations and how they can be implemented in a diverse workplace.
  • Coursework
  • Discussions
FSI Office of the Registrar
All Levels In Agency Only Floor Wardens and Monitors This online four-hour course provides you with information and resource material to prepare you for dealing with emergencies and disasters to ensure your preparedness for effectively responding to and managing emergency events at work. It also directs you to resources that specify the emergency protocols for your facility or post. This is the minimum training required for Floor Wardens and Monitors as members of the Emergency Personnel Team.
  • Coursework
FSI Office of the Registrar
All Levels Federal Government-Wide Valuing Diversity in the Workplace Today’s workforce is increasingly diverse, and working well together is key to individual and organizational success. Effective communication, teamwork, and productivity all depend on mutual understanding and appreciation across the many dimensions of diversity. This one-day workshop will introduce participants to information and skills that will improve their ability to work well with colleagues from diverse backgrounds and experiences.
  • Coursework
  • Discussions
FSI Office of the Registrar

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Department of the Interior/U.S. Fish and Wildlife Service (DOI/USFWS)

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GS 9-12 In Agency Only National Conservation Training Center (NCTC) Supervisory Skills Development Program A program intended to help new supervisors become more effective leaders. It is made up of two Phases. Phase I includes a minimum of 40-hours of basic training in human resources management, equal employment opportunity, diversity, and ethics. Phase II training supports development of supervisory leadership skills, with a goal of 40 hours of training during the second year of service in a supervisory position. For each topic in Phases I and II, NCTC provides on-line and/or residential training, or identifies other available training that teaches required supervisory skills.
  • Distance Learning
  • Individual Needs Assessment(s)
  • Residential Coursework
Daniel Canham
304-876-7207
GS 11-12 In Agency Only National Conservation Training Center (NCTC) Stepping Up to Leadership Program A 6-month program offering mid-level managers the chance to improve their leadership skills through a variety of learning experiences. The program includes a 2-week session targeting leadership competencies and 1 follow-up week after a 6-month interim. The interim requires a commitment to work on an Individual Development Plan through developmental assignments, coaching, and work on team projects. Areas to be covered include interpersonal skills, communication skills, team process techniques, and balancing work and personal life.
  • Coaching
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Residential Coursework
  • Shadowing Assignment(s)
  • Team Projects
Daniel Canham
304-876-7207
GS 13-14 In Agency Only National Conservation Training Center (NCTC) Advanced Leadership Development Program An 11-month program offering participants an opportunity to explore leadership in the USFWS and to assess and develop themselves as leaders. The program includes three phases focusing on self, group, and the organization. Although there are 4 weeks of residential instruction, the primary learning environment is within the organization itself. Developmental assignments and USFWS coaches are used to explore leadership in the day-to-day environment of the Service. Emphasis is placed on the development of awareness of self as a leader through extensive assessment and feedback.
  • Coaching
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Residential Coursework
  • Team Projects
Daniel Canham
304-876-7207
GS 9-15 In Agency Only National Conservation Training Center (NCTC) Leadership and Employee Development Courses Various 2 to 5-day leadership development courses related to the following topics:
Administrative Training
Instructional Skills
Interpersonal Skills
Leadership Training
Orientation Training
Supervisory Training
Team Training
  • Individual Needs Assessment(s)
  • Residential Coursework
Daniel Canham
304-876-7207

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Department of the Interior/U.S. Geological Survey (DOI/USGS)

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GS 1-15 In Agency Only USGS Leadership Program The USGS Office of Employee Development offers basic supervisory courses, customized management training, and leadership learning experiences designed around the OPM Leadership Competencies, USGS Guiding Principles, and results of OPM/DOI/USGS surveys. Courses of 2 to 5 days are offered throughout the United States/across the USGS organizational hierarchy. Employee and organizational development consultation is provided by internal/external consultants.
  • Coaching
  • Coursework
  • Mentoring
  • Team Projects
  • 360° Feedback Assessment
Sandy Bruner
703-648-5764

Cynthia Harris
303-445-4671

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Department of the Treasury/Alcohol and Tobacco Tax and Trade Bureau (USTreas/ATTTB)

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GS 5-13 In Agency Only Emerging Leaders Program (Non-Supervisory) Individual development courses from various sources to train non-supervisory employees on the basic fundamental and techniques of supervision. The purpose of the program is to prepare employees for supervisory positions. The program lasts 3 years and participation is competitive. Courses are from a variety of vendors including OPM, Skillpath, Learning Tree, Graduate School, Management Concepts, etc. There are other opportunities available to participants including monthly book club, mentoring program, coaching program, detail assignments, and weekly insightful supervisory/management tips.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
John Brockman
202-453-2125
GS 12-14 In Agency Only Emerging Leaders Program (First Level Supervisory) Individual development courses from various sources to train first level supervisory employees on the fundamentals and techniques of supervision and leadership. The purpose of the program is to prepare first level supervisors for management positions. The program lasts 3 years and participation is competitive. Courses are from a variety of vendors including OPM, Skillpath, Learning Tree, Graduate School, Management Concepts, etc. There are other opportunities available to participants including monthly book club, mentoring program, coaching program, detail assignments, and weekly insightful supervisory/management tips.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
John Brockman
202-453-2125
GS 13-SES In Agency Only Emerging Leaders Progarm (Second Level Supervisory) Individual development courses from various sources to train second level supervisory employees on the fundamentals and techniques of leadership and management. The purpose of the program is to prepare second level supervisors to be leaders and managers. The program lasts 3 years and participation is competitive. Courses are from a variety of vendors including OPM, Skillpath, Learning Tree, Graduate School, Management Concepts, etc. There are other opportunities available to participants including monthly book club, mentoring program, coaching program, detail assignments, and weekly insightful supervisory/management tips.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
John Brockman
202-453-2125

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Department of the Treasury/Internal Revenue Service (USTreas/IRS)

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GS 7-14 In Agency Only Frontline Leader Readiness Program (FLRP) FLRP is an approximately nine month program for IRS employees who aspire to transition into a front-line management position. This program focuses on an extensive exploration of leadership competencies to effectively manage at the front-line level through two non-consecutive classroom training sessions, e-learning, and a shadow and acting assignment. Week one explores and introduces the leadership competencies, individual behavior styles (DISC), communication skills and effective leadership transition and teamwork processes.

During the six-month interim period between week one and week two classroom sessions participants will engage in reading assignments on Crucial Conversations, attend a Centra or OC session on leading high performance teams and managing remotely, and engage in e-learning, monthly table-team conference calls, a 2-week shadow assignment, and a 60-day acting manager assignment.

Week two focuses on the development of coaching skills, performance management, solving problems, setting goals, and managing priorities and time. The objectives/key objectives of the program are to discover and experience a personal mandate to lead, develop increased awareness of self and others, and develop effective leadership skills. Participants are required to complete all the mandatory requirements to complete the program and should meet the eligibility requirements for a management position.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Distance Learning
  • On-the-job Training
  • Team Projects
Carla Bartels
513-263-4295
GS 9-13 In Agency Only Department Manager Readiness Program Required coursework for this program is the Leading Leaders Readiness class. It includes eleven (11) sessions that are all delivered virtually over a nine month period. This course is designed to offer a cross-functional experience, joining participants with other colleagues across business lines. A number of assessments are used to help learn more about self and leading others.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
  • On-the-job Training
Cecilia A. Holzhauer
GS 14-15 In Agency Only Senior Manager Readiness Program (SMRP) Required coursework for this program is the Leading Leaders Readiness class. It includes eleven (11) sessions that are all delivered virtually over a nine month period. This course is designed to offer a cross-functional experience, joining participants with other colleagues across business lines. A number of assessments are used to help learn more about self and leading others.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
  • On-the-job Training
Cecilia A. Holzhauer
GS 14-15 In Agency Only Executive Readiness Program A 24-month program providing high-level managers who aspire to an executive position with training in the Executive Leadership Competencies needed to effectively perform at the executive level. The program includes coaching and requires participants to complete a minimum of two 120-day developmental details exposing them to functional and cross-functional executive responsibilities.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Mentoring
  • Networking
Sheila Morrell

Stacy Sweeney
All Levels In Agency Only SES Candidate Development Program (SESCDP) A program a minimum of 12 months designed to create a pool of qualified candidates for SES positions in the IRS. Participation is based on a competitive selection process. Over the course of the program, candidates attend 10 weeks of Executive Development classes and undertake developmental assignments of at least 6 months in length. Graduates of the program are eligible to become members of the IRS Senior Executive Service (upon certification) and thereafter be placed in executive level positions within the IRS.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Distance Learning
  • Mentoring
  • Seminars
Lavita Thomas

Ivy Savoy

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Department of Transportation/Federal Highway Administration/Washington Division (DOT/WA-FHWA)

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All Levels In Agency Only Washington Leadership in Progress (WALIP) A monthly program designed to facilitate the development of Washington FHWA employees’ leadership skills and to provide the means, methodology, and motivation to become better leaders at the local and national levels.
  • Individual Needs Assessment(s)
  • Seminars
Debbie Lehmann
360-753-9480

Daniel Mathis
360-753-9413

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Environmental Protection Agency (EPA)

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GS 7-9 Federal Government-Wide Outside of Federal Government EPA Intern Program A comprehensive entry-level, professional career development program designed to recruit and nurture the next generation of EPA leaders. To foster both their personal and professional growth, interns participate in a 2-year EPA familiarization and career development program. Each intern has a "home base" at EPA headquarters or a regional office.
  • Individual Development Plan
  • Orientation
  • Rotational Assignment(s)
  • Site Visits
  • Team Projects
Kents Smith
GS 7-14 In Agency Only Employee Talent Development Program A variety of competency based learning courses offered throughout the calendar year to address skill gaps identified in the agency training needs assessment.
  • Coursework
Diana Kennedy
GS 12-15 In Agency Only Stepping Up to Supervision A 2-day workshop providing valuable information to individuals who wish to apply for a supervisory position. Participants engage in hands-on activities that address the specific skills identified as critical to be a successful supervisor and leader.
  • 360° Feedback Assessment
  • Coursework
  • Individual Development Plan
  • Mentoring
Edna Rodriguez

Juanita Mccormick
GS 12-15 In Agency Only Successful Leaders Program A 1-year program required of new managers and supervisors, which provides skills in building effective relationships, setting performance expectations, understanding supervisory roles, monitoring performance outcomes, providing effective feedback, building productive and collaborative partnerships, and overseeing the development of high quality products and services.
  • Coaching
  • Coursework
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
Sharon Ridings

Edna Rodriguez

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General Services Administration (GSA)

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GS 11-15; SES In Agency Only GSA External Leadership Programs A program overseeing GSA-funded participation in USDA leadership programs, OPM residential seminars, college/university courses, professional seminars and conferences, etc.
  • Coaching
  • Coursework
Elizetta Williamson
202-501-0167
All Levels In Agency Only GSA Online University (OLU) GSA OLU houses several learning functions, such as online courses, e-books, links to other reference sources, testing, and performance planning. GSA OLU also offers a variety of communication tools to foster the exchange of knowledge and information (e.g., calendars & bulletin boards).
  • Distance Learning
Beverly Josiah
202-501-1319

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National Aeronautics and Space Administration (NASA)

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GS 11-12 In Agency Only NASA Foundations of Influence, Relationships, Success, and Teamwork (FIRST) NASA FIRST is a one-year long-term developmental program that provides individual contributors and influence leaders the opportunity to develop foundational leadership skills in the areas of personal effectiveness, business acumen, and leading and managing others. This takes place in the context of working from an agency perspective in service of the agency’s succession management strategy.
  • Coursework
  • Individual Development Plan
  • Mentoring
  • Networking
  • Self-development Activities
  • Team Projects
Michele Beisler
228-688-2359
GS 13-14 In Agency Only Mid-Level Leader Program MLLP is a 16-month program that provides significant leadership development for a diverse, agency-wide group of individuals who have high potential for assuming greater leadership responsibilities in formal management or program/project management roles. The program enhances self-awareness and personal effectiveness in critical NASA leadership skills, including communication, trust building, influence, diversity and inclusion, decision making, and leading/managing change.
  • Coaching
  • Coursework
  • Individual Development Plan
  • Interagency Rotational Assignment(s)
  • Mentoring
  • Networking
  • Shadowing Assignment(s)
Debbie Markham
202-358-0961
GS 14-15; SES In Agency Only Business Education Program A 5.5-day program covering areas related to NASA’s current environment including the Space Act, Congressional mandates, other activities on Capitol Hill related to the current administration, strategy formulation and execution, partnerships and alliances, finance for non-financial leaders, and communication and advocacy.
  • Coursework
  • Team Projects
Erica Bovaird
202-358-2212
GS 13-15 In Agency Only Leading Through Influence A 5.5-day program aimed at expanding the participants' understanding of the leadership skills required in situations where one has no direct authority. It integrates models of influence, feedback on influence practices, effective team performance, and personal development topic areas.
  • Coursework
  • Individual Needs Assessment(s)
Erica Bovaird
202-358-2212
GS 13-15 In Agency Only Practical Human Resource Solutions for Supervisors A 5.5-day program designed to assist supervisors by providing training on basic human resource management skills that most will need on a daily basis. It will provide the fundamental tools needed to recruit a skilled workforce, to align and motivate those individuals for a common purpose, and to administer the variety of personnel programs and systems required to manage their workforce successfully.
  • Coursework
Erica Bovaird
202-358-2212
GS 13-15 In Agency Only Leading Through Effective Communication A 5.5-day course that provides everyday tools and real solutions for improving the effectiveness of the leader/employee relationship. This program is designed to enhance the supervisor’s ability to lead by providing the opportunity to assess their current leadership and communication styles; explore best practices and strategies for communicating as a NASA leader; and, apply strategies and ideas to current leadership challenges. This program is targeted to new supervisors.
  • Coursework
  • Individual Needs Assessment(s)
Erica Bovaird
202-358-2212
All Levels Federal Government-Wide Outside of Federal Government SES Candidate Development Program (SESCDP) A executive development program for a minimum of 12 months designed for those who aspire to be part of the NASA Senior Executive Service (SES). Successful completion of the program qualifies participants to be certified by OPM as members of the SES. Experience at the GS-15 level or equivalent is preferred.
  • Coaching
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • On-the-job Training
  • Shadowing Assignment(s)
Erica Bovaird
202-358-2212
GS 13-15; SES In Agency Only Coaching Program Strategic coaching provides a variety of coaching options tailored to organizational and individual needs & outcomes. This approach provides different delivery methods all working in support of developing leaders and achieving the mission.
  • Coaching
  • Coursework
Erica Bovaird
202-358-2212

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National Gallery of Art (NGA)

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GS 7-12 In Agency Only Supervisory Development Program A program consisting of various courses based on the OPM leadership competency model and designed to provide front-line supervisors with a full range of skills needed to effectively supervise staff, manage their organizations, enhance their leadership potential, and successfully deal with the challenges and responsibilities of their supervisory role. The program addresses the requirements for succession planning, encourages continuous learning, and helps participants build a network of strong working relationships.
  • Coursework
Judy Frank
202-842-6287
GS 13-14 In Agency Only Leadership Development Program A 12-month program for high-performing mid-level managers, which focuses on three major areas of development: Leading Self, Leading Others, and Leading Organizations. Classroom instruction provides a foundation of best practices in leadership and addresses key competencies in each of these areas. Reading assignments, case studies, and simulations supplement the coursework. The program is intended to enhance self-awareness and personal effectiveness in critical leadership skills and develops collaborative relationships to address the challenges and changing environment of the Gallery.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
Judy Frank
202-842-6287

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Nuclear Regulatory Commission (NRC)

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GG 13-15 In Agency Only Leadership Potential Program (LPP) A 12-month program designed to prepare high-performing individuals to be selected for team leader, supervisory, or other positions requiring supervisory, managerial, and leadership skills and abilities; and build and maintain a diverse supervisory workforce.
  • Conferences
  • Coursework
  • Developmental Assignment(s)
  • Individual Development Plan
  • Mentoring
Basia Sall
301-287-0582
GG-15 In Agency Only Supervisory Development Program (SDP) A 24-month program designed to develop the agency's supervisors’ supervisory and leadership skills. It includes 15 courses delivered in classroom (on site) and online. The 360 class includes coaching after the assessment.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Networking
  • On-the-job Training
Basia Sall
301-287-0582
All Levels Federal Government-Wide SES Candidate Development Program (SESCDP) SESCDP candidates participate in this 18 month program in a variety of developmental activities designed to prepare them for success in the SES. They design a Leadership Development Plan (LDP) based on their ECQ levels of competency; complete at least 80 hours of external training; spend at least 4 months on rotational assignments; complete NRC requirements, such as courses and group managed briefings and meetings; and prepare a SES certification package for OPM. Candidates who successfully complete the program and are certified by OPM are eligible for a noncompetitive appointment to the SES.
  • 360° Feedback Assessment
  • Coaching
  • Conferences
  • Coursework
  • Developmental Assignment(s)
  • Discussions
  • Individual Development Plan
  • Mentoring
  • Rotational Assignment(s)
  • Seminars
  • Team Projects
Tamara Thompson
301-287-0593
GG-15/SES In Agency Only Executive Leadership Seminars (ELS) Quarterly leadership Seminars designed to focus on the 28 OPM Leadership and managerial competencies. These are delivered on site and via webinar to regional staff. These seminars are recorded and available online for viewing.
  • Discussions
  • Distance Learning
  • Networking
  • Seminars
Basia Sall
301-287-0582

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Office of Personnel Management/Federal Executive Institute (OPM/FEI)

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GS 15; SES Federal Government-Wide Leadership for a Democratic Society A 4-week program bringing together SES members and high-performing GS-15s together for courses that help executives develop broad corporate viewpoints, understand their constitutional roles, and enhance essential leadership competencies.
  • Coaching
  • Conferences
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Mentoring
  • Residential Coursework
  • Self-development Activities
  • Site Visits
  • Team Projects
Customer Service
434-980-6200
GS 9-15; SES Federal Government-Wide Management Development Centers Educational centers offering supervisors, managers, and executives learning experiences designed around the OPM leadership competencies by providing them with interagency residential training, customized courses, and consulting.
  • Coaching
  • Consulting
  • Individual Needs Assessment(s)
  • Residential Coursework
Customer Service
888-676-9632
GS 14-SES Federal Government-Wide LEAD Certificate Program The LEAD Certificate Program empowers Federal leaders to take charge of their professional development by providing a clear path to leadership training that's right for them and their careers. The LEAD Certificate Program offers "must-have" leadership skills that help individuals fulfill their Individual Development Plan (IDP), putting them squarely on the path to career advancement. By training tomorrow's leaders today, the LEAD Certificate Program helps training officers, managers, and supervisors meet the challenge of succession management. At each certificate level, current and future Federal leaders assess their leadership effectiveness, gain core knowledge, and develop critical skills for leadership success, culminating with a certificate signed by the Director of OPM, formally recognizing the employee's achievement.
  • Discussions
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Residential Coursework
Kim Kinley
304-870-8014

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Social Security Administration (SSA)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 9-12 In Agency Only Leadership Development Program (LDP) An 18-month program that provides eligible high-potential employees with training and higher-level work experiences to prepare them for future leadership positions. The LDP provides developmental opportunities for those selected to the program through a variety of assignments, such as leadership readings and quarterly teleconferences, in new areas of work and training that will enhance leadership skills and provide a broadened perspective of the organization’s mission and goals.
  • Coursework
  • Developmental Assignment(s)
  • Discussions
  • Individual Development Plan
  • Interviews
  • Mentoring
  • Orientation
  • Rotational Assignment(s)
  • Self-development Activities
Nathalyn Whittington
410-965-9426
GS 13-14 In Agency Only Advanced Leadership Program (ALP) An 18-month leadership development program that develops a cadre of employees who have the leadership competencies necessary to perform effectively at the next higher-grade level. This competency-based program offers a variety of developmental experiences through rotational assignments, classroom and online training, leadership readings, quarterly teleconferences, and other planned activities. The program provides the opportunity for participants to expand their career perspectives, enhance their leadership potential, and prepare for future leadership positions.
  • 360° Feedback Assessment
  • Coursework
  • Developmental Assignment(s)
  • Discussions
  • Individual Development Plan
  • Interviews
  • Mentoring
  • Networking
  • Orientation
  • Rotational Assignment(s)
  • Self-development Activities
  • Shadowing Assignment(s)
Nathalyn Whittington
410-965-9426
All Levels Federal Government-Wide Outside of Federal Government Social Security Administration Senior Executive Service Candidate Development Program (SSA SES CDP) An 18-24 month program designed to prepare high-potential individuals for appointment to the SES ranks. Includes a variety of training opportunities such as leadership readings and quarterly teleconferences.
  • 360° Feedback Assessment
  • Coaching
  • Coursework
  • Discussions
  • Individual Development Plan
  • Interviews
  • Mentoring
  • Orientation
  • Rotational Assignment(s)
  • Shadowing Assignment(s)
Bonnie Doyle
410-965-4463

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U.S. Agency for International Development (USAID)

Grade/Pay Level Scope Name Description Components
(Select Definitions for more explanation)
Get More Info
GS 15; FS 01 In Agency Only Outside of Federal Government Leadership Program (via OPM Federal Executive Institute) A 13-day residential program at the Federal Executive Institute focusing on organizational communications, creativity in organizations, media skills, enhancing group commitment, leadership through team building, and maximizing the use of the 360° Feedback Assessment for enhanced leadership. The program is designed for senior level managers who supervise other supervisors and are responsible for significant agency programs and resources.
  • Individual Needs Assessment(s)
  • Residential Coursework
Carolyn Walkup
703-310-0651
SES/SFS In Agency Only Senior Executive Seminar (via OPM Federal Executive Institute) A 13-day program focusing on executive communications, global leadership, working with Congress, contemporary policy issues, mentoring and coaching skills, and effective use of the 360° Feedback Assessment for executive effectiveness. The program includes follow-on executive coaching for 9-12 months. Attendance is required for new Mission Directors.
  • Coaching
  • Individual Needs Assessment(s)
  • Residential Coursework
Carolyn Walkup
703-310-0651
GS 13-14;FS 03-02 In Agency Only Emerging Leader Program (via OPM Federal Executive Institute) A 7-day residential program at the Federal Executive Institute, focusing on leadership and management, presentation skills, intercultural communication, and effective one-on-one interactions. The program is designed for mid-level employees who supervise others or manage significant agency programs (It is also open to Presidential Management Fellows completing their fellowship in a GS-12 position).
  • Distance Learning
  • Individual Development Plan
  • Individual Needs Assessment(s)
  • Residential Coursework
Carolyn Walkup
703-310-0651

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Search Guidance

Welcome to the FedLDP site! This site is populated with information about Leadership Development Programs available within agencies of the Federal government who have chosen to list their programs on this site.

How to Search the Site

You can search for programs in several ways on the search page, as follows:

Select a Department or Independent Agency from the drop down list.

For example purposes, we selected the Department of Commerce as shown in the graphic below.  Then click on Search.  All the Leadership Development Programs (LDPs) offered by the Department of Commerce will appear.

Graphic of the search interface with Department of Commerce selected

Do not choose an agency.  

Fill in your Pay Level with the appropriate letters and numbers such as GS-12, Pay Band K, or FS-03.  See the graphic below in which GS-7 was filled in to search the catalog.  Then click on Search.  All the LDPs offered for a Federal employee in a GS-7 position will appear.

Graphic of the search interface with GS-7 in the Pay Level field

For the most refined search, use multiple criteria.

Select a Department or Independent Agency from the drop down list. Next, fill in your Pay Level.  In the example below we have refined the search of programs offered by the Department of Commerce by also filling in the Pay Level with GS-7.  After you click on Search, all the LDPs offered by the Department of Commerce to a Federal employee in a GS-7 position will appear.

Graphic of the search interface with Agency selected AND GS-7 in the Pay Level field

Understanding the List Page

Grade/Pay Level identifies the compensation level of participants who are eligible to participate in the program.

Scope identifies the audience category of which you must be a member in order to participate in a program. The meanings of the icons used in this field are:

In Agency Only - The program is only open to current employees of the specified agency or department.
Fed Gov-Wide - The program is open to Federal employees of all Federal agencies.
Outside of Fed Gov - The program accepts participants who are not currently employed by the Federal government.

Name displays the formal name of the program.

Description generally provides more detailed, yet brief, information about the nature and duration of the program as well as additional information about the target audience.

Components provide a listing of the method(s) used to deliver the content during the program.

Get More Info provides methods of obtaining more information about a specific program. You should expect to find one or a combination of the following items in this column.

  • Name of Contact Person
  • Email address of Contact Person
  • Phone number of Contact Person
  • Web address where you can view more information about the program.

Preview of Sample Listing

Graphic of sample listing

Definitions

A | B | C | D | E | F | G | H | I | J | K | L | M | N | O | P | Q | R | S | T | U | V | W | X | Y | Z

Benchmarking Site Visits
Visits to Federal, state and local governments, major corporations, universities, and nonprofit organizations, where program participants talk with "best practice" leaders. Through benchmarking, participants become skilled at using dialogue to gain insight beyond their individual understanding, an essential skill for leaders responsible for strategic planning.
Coaching
Formal one-on-one relationship between a program participant and an individual trained to provide specific feedback to improve the participant's job performance. Feedback is based on such factors as observation of on-the- job behavior and individual needs assessments. Coaching is more focused on specific job performance than mentoring.
Components
Methods used to deliver the content of a program, such as coursework and coaching.
Conferences
Participants attend full-day meetings consisting of presentations made by individuals knowledgeable in topics related to leadership development. Such meetings may last several days.
Consulting
Providing advice to an organization on processes that it can implement to develop the leadership/managerial skills of its employees.
Coursework
Attending classes or workshops, which may also involve home assignments such as completing readings or writing papers.
Developmental Assignment(s)
Work assignment(s) designed to provide exposure to different leadership experiences and perspectives. They include rotations, shadowing, and interviews, which provide visibility at high levels of organizational leadership as well as critical knowledge for long-term career planning.
Discussions
Participants talk about the topics of presentations with the speaker and the other participants.
Distance Learning
Training that is offered via CD-ROM, the Internet, video-teleconferences, and/or correspondence.
Fellowship
Programs designed to fund employees' attendance at university and other external development programs.
Individual Development Plan
A plan written by program participants to be used as a roadmap for career development. The format includes provisions for defining and meeting specific objectives such as rotations and independent study activities, which will promote leadership development both during and after the program.
Individual Needs
Assessment(s)
Assessment(s) designed to assess an individual's level of leadership/managerial skills and aspects of interpersonal style. The results of these assessments are given to the program participants to help them design their individual/leadership/executive development plan.
Interagency Rotational Assignment(s)
Work assignment(s) at an agency different from the one in which the participant has a permanent position.
International Transfer(s)
Being assigned to (a) post(s) outside of the United States for the purpose of further developing one's leadership skills.
Interviews
Appointments with Federal leaders, during which a program participant interviews them about their careers. The interviews provide an opportunity for participants to interact with leaders and to gain critical information for long-term networking and career planning.
Lectures
Presentations by prominent individuals on topics such as foreign policy and leadership development.
Mentoring
Informal or formal relationship between a program participant and a Federal leader; the relationship consists of dialogues meant to support and guide the participant in his/her career.
Networking
Meeting and developing relationships with other professionals who can assist in the development of one's career.
On-the-job Training
Learning how to fulfill duties by doing them as part of a specific position, usually under the guidance of a mentor.
Orientation
Meeting(s) during which new hires learn about the vision, mission, and processes of the agency in which they work.
Residential Coursework
Attending classes or workshops in a location away from one’s typical place of work for an extended period of time.
Rotational Assignment(s)
Work assignment(s) away from a program participant's current position. During these assignments, participants learn to adapt and successfully lead in a new position.
Self-development Activities
Activities such as reading certain books or completing a work-related project, which will further develop the participant's leadership skills.
Seminars
Single sessions or short, often one-day meetings devoted to presentations on and discussion of a particular topic.
Shadowing Assignment(s)
Observing a Federal leader in daily activities for a defined period of time. By watching leaders in action, the program participant gains exposure to leadership duties, responsibilities and approaches, and observes how concepts learned are applied in real-world situations.
Site Visits
Visits to Federal, state and local governments, major corporations, universities, and nonprofit organizations, where program participants can see "best practices" in action.
Speaker Series
A sequence of presentations by individuals knowledgeable in the field of leadership development.
Team Projects
Program participants are assigned to a team made up of other participants. These teams are designed to strengthen leadership and interpersonal skills, stimulate commitment to personal development, and provide a forum to explore current issues facing Federal leaders.
360° Feedback Assessment
Assessments submitted by a program participant's supervisors, peers and staff for a full picture of the participant's leadership skills. Individual feedback reports present the results of the assessments, highlighting job strengths and development needs.
540° Feedback Assessment
Assessments submitted by a program participant's supervisors, peers, staff, and other stakeholders for a full picture of the participant's leadership skills. Individual feedback reports present the results of the assessments, highlighting job strengths and development needs.
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