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Capstone Identifying Leadership Competencies for First-Level Supervisors

Capstone Identifying Leadership Competencies for First-Level Supervisors. Frederic H. Charlton Mark O. Hatfield School of Government Executive Master’s of Public Administration Portland State University June 2010.

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Capstone Identifying Leadership Competencies for First-Level Supervisors

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  1. CapstoneIdentifying Leadership Competencies for First-Level Supervisors Frederic H. Charlton Mark O. Hatfield School of Government Executive Master’s of Public Administration Portland State University June 2010

  2. “He who thinks he leads but has no followers is only taking a walk” (leadership proverb)

  3. Purpose of the Study • Identify core leadership competencies for the position of first-level supervisor (lieutenant) • Complete a Competency Progression Matrix for the five formal leadership positions within Clackamas Fire District (CFD) • Support succession planning through research-based leadership competency identification • Provide a foundation for leadership development

  4. Research Questions • What are the core leadership competencies desired for all first-level supervisors? • How can leadership development support succession planning and increase organizational effectiveness? • What have other public safety, federal, and private agencies identified as competencies needed by first-level supervisors? • Is there a relationship between the identified leadership competencies for lieutenant and those already identified for other formal leadership positions within CFD?

  5. Literature Review • Competency comparison of public safety, federal, and private agencies • EMPA materials / course work • Professional publications / study guides • Internal policies / procedures

  6. Project Process • Initiate a research-based competency card sort process • Identify 90 participants representing all work groups • Distribute card sort / data collection = 6,030 results • Analyze data • Identify the top 12 desired competencies for the position • Verify and validate thirteen sets of results

  7. Project Outcomes

  8. Significance • Contributes to the existing body of knowledge • Research-based competency process • Creates a leadership competency foundation for first-level supervisors • Is specific to CFD work groups • Aligns with the existing Competency Progression Matrix • Answers the question “So What?”

  9. “100 years of tradition unimpeded by progress”

  10. Implications &Leadership Development • Creates competency progression pathways • Focus on developing others • CFD’s competencies are based on employee participation • Transparent / Open process • Inspired a Shared Vision • Horizontal Integration – removing silos • Creates sustainable leadership development plans

  11. Acknowledgements • PSU Faculty - My deepest appreciation for your support, guidance, and motivation • Advisors -ProfessorNishishiba and Jones • Our Cohort - Thank you for your wisdom • Clackamas Fire - Chief Kirchhofer, Employees, and the citizens • Family - My wife, my kids, and my Mother

  12. Was the sacrifice was worth it?

  13. Thank you for your inspiration, support, and commitment to executive leadership development

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