Building Stronger Leadership

1. Building Stronger Leadership Managerial Workforce Planning Supervisory Skills Training May 2005

2. Objectives • MWP Background • Managerial Success Profile (MSP) • MWP Policy – Build Strong Management • Recruiting/Selecting • Training & Development • Performance Management • FY-05 Implementation “We Can”

3. Key Policy Provisions • Corporate competencies - Managerial Success Profile • Standard selection factors • Mandatory corporate training for newly selected front line, middle, and senior managers • Corporate standards for probationary period • Development plans for all incumbent managers • New performance management standards

4. FAA’s Leadership Challenge • 54% of senior managers and 35% of front line supervisors approaching retirement • Inconsistent managerial selection factors • Minimal attention to probationary period • No mandatory training requirements • No requirements for maintaining or developing new managerial skills

5. FAA Flight Plan Initiative 2004: “Put in place a Management Workforce Planning and Development Program.” 2005:“Establish and implement corporate supervisory training programs in the areas of core human resources and leadership disciplines.” “Develop and implement new selection procedures and probationary periods for new supervisors and managers.”

6. Corporate-wide Focus • Cross-organizational MWP Steering Committee recommended an agency-wide selection, training, and appraisal system • Strong consensus for corporate foundation and revamped, mandatory training at CMEL • Tiger Teams develop curriculum requirements for new training

7. MWP Steering Committee ACR Myrna Rivera (ACR-6) AHRDarlene Freeman (CLO) AIO Barbara Brown (AIO-3) ARC Bill Traylor (AMA-1) ARP Ben DeLeon (APP-2) ASH Tom Ryan (AHS-1) AST George Nield (AST-2) ATO Lauraline Gregory (ATO-A) ATO Jack Nager (ATO-W) AVSMarty Ingram (AEA-201)

8. Best Practice: Systems Approach Selection Managerial Success Profile Performance Management Training Probationary Period

9. MWP Policy Changes Competency Model Selection Training PMS Probation Period • FAA Managerial Success Profile provides foundation for selection, development, performance appraisal, and probation period. Continuous with Executive and Employee Success Profiles. One, corporate model with provisions for LOB/SO augmentation. • Standard leadership selection factors drawn from Managerial Success Profile accorded a minimum of 50%. LOB/SOs may add technical factors. • Mandatory training: new frontline, middle, and senior managers • Mandatory development plans for all incumbents Use Managerial Success Profile to organize PMS expectations • Required training and coaching • Formal certification process for close out

10. Supervisors or Managers? • 3 levels of manager responsibility: • Frontline • Middle • Senior • All levels have managerial and supervisory roles • Intention is to build unity, confidence, competence across the FAA’s entire management team • Job titles may still include “Supervisory”

11. Managerial Success Profile • Dimensions define expectations of FAA managers at all levels • Achieving Results • Leading People - Building Relationships • Leading Change • Incorporates best industry and government models • Establishes the foundation for all MWP activities

12. Managerial Success Profile (Cont) Competenciesdefine FAA manager functions. Achieving Results • Managing Organizational Performance • Accountability and Measurement • Problem Solving • Business Acumen • Customer Focus Leading People Building Relationships Leading Change

13. Managerial Success Profile (Cont) Performance Indicatorsdescribe activities for FAA managers to be successful. Achieving Results > Business Acumen • Aligns available resources with business objectives • Makes appropriate people and budget adjustments to achieve objectives • Allocates and manages human, financial, and material resources effectively • Tracks costs of doing business

14. Managerial Recruitment and Selection • [New Policy] HROI: FAA Managerial Recruitment and Selection • Four Managerial Dimensions (Selection Factors) of the Managerial Success Profile are the foundation of recruitment and selection: • Achieving Results • Leading People • Building Relationships - Leading Change

15. Managerial Recruitment and Selection (Cont’d) • These Four Managerial Selection Factors are Mandatory Requirements and must be used in: all Managerial Vacancy Announcements all Managerial Selection Processes developing Crediting Plans

16. Managerial Recruitment and Selection (Cont’d) • Weighting of the Four Managerial Selection Factors: • Each Weighted Between 5% and 25% • Total Weight Assigned at Least – 50% • Technical Selection Factor(s): • Discretionary • Cannot be More Than 50% of the Total Weight

17. Managerial Recruitment and Selection (Cont’d) • Crediting Plans • No corporate standardized crediting plan • All crediting plans must use the 4 MWP selection factors [and associated competencies] • LOB/SO standardized crediting plans must have adequate safeguards approved by AHR • All existing crediting plans (and Recruitment and Selection Programs) will be aligned with MWP by the end of this FY

18. Managerial Training • Mandatory formal training for newly appointed frontline, middle and senior managers • Management Development Plans tied to 360° feedback for all managers • New Management Curriculum • New CMEL courses tied to Success Profile • Expanded on-line opportunities • eLMS tracking

19. Mandatory Training for New Mgrs • Frontline Managers • FMC-1 Web-based learning - Fundamental knowledge for every manager. • FMC-2 Resident –Managerial & Supervisory competence to manage for results. • FMC-3 Resident – Managerial & Supervisory competence to manage for high performance.

20. Mandatory Training for New Mgrs(Cont’d) • Middle Managers • MMC Resident – Managerial competence to manage assigned business activities through managers • Senior Managers • SMC Resident – Advanced Managerial competence to plan, organize and manage major business activities.

21. Mandatory Training for All Mgrs Manager Development Plan (MDP) • Establish, maintain & complete a formal MDP • Permanent managers identify developmental needs through multi-rater feedback, EAS results, and PMS discussions. • Develop new competence through training, coaching, details, or other learning activities • All MDPs will be tracked via eLMS* * electronic Learning Management System

22. Probationary Period • Mandatory Probationary Period Requirements • Complete FMC-1 and FMC-2 • Meet all critical expectations in performance plan • Demonstrate basic competence in all 4 dimensions of the MSP • Satisfy any technical requirements

23. Probationary Period (Cont’d ) • Mandatory Probationary Period Checklist: • Completion of mandatory training • Demonstration of satisfactorily levels of competence of the 4 dimensions of the MSP • Fulfilled key management responsibilities tied to the Organizational Excellence Goal of the FAA Flight Plan • Supervising Manager Approval • Second Level Manager Approval • Maintained in EPF for 4 years

24. Probationary Period (Cont’d) • [Revised] EMP-1.5: Managerial Probationary Period • Unsuccessful - new policy: • ER-4.7: Removal During the Managerial Probationary Period • HROI: Procedures for Removal During the Managerial Probationary Period • Successful – new policy: • HROI: Closing out Managerial Probationary Period • Probationary Period Checklist

25. Performance Assessment – PMS • All Managerial Performance will be Assessed IAW PMS – PM9.1 • Corporate FAA Managerial Performance Standards • HRPM Reference Material in the PM9.1 • Must use the 4 Corporate Major Job Responsibilities • Must use the 16 Competencies from the MSP • Not all performance indicators will apply to all managers in all performance cycles • The performance indicators which do apply must be evaluated

26. Performance Assessment – PMS Major Job Responsibility: Achieving Results Expectation: Managing Organizational Performance Performance Indicator: Sets key individual and organizational performance objectives Application: Supervising manager needs to determine what is key for the operational needs of the organization and what performance objectives are being measured.

27. MWP Activities in FY-2005 • Design and deliver new mandatory training • Create corporate management curriculum • Establish policy on continuing development • Expand on-line learning activities • Establish guidelines on developing prospective managers

28. For More Information • David Cook: 202.267.3237 Managerial Success Profile • Charlie DePoalo: 405.954.6453 Recruitment, selection, performance management • Paul Meyer: 202.267.3307 General policy provisions; training • Natasha McCarthy: 202.385.8011 Recruitment, selection • Lily Ren: 202.267.8410 Probationary requirements

29. Where To Find Guidance Managerial Workforce Planning Policy: www.faa.gov/ahr/policy/hrpm/msc/msc-10-4.cfm Managerial Success Profile: www.faa.gov/ahr/policy/hrpm/msc/msc_ref/profile.cfm Recruitment/Selection: www.faa.gov/ahr/policy/hrpm/hroi/msc/recruitment.cfm Performance Management System Policy: www.faa.gov/ahr/policy/hrpm/perform/perform-9-1.cfm Managerial Performance Standards: www.faa.gov/ahr/policy/hrpm/msc/msc_ref/standards.cfm