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U.S. Department of Energy SESCDP – Best Practices

U.S. Department of Energy SESCDP – Best Practices. Karen Lerma Office of Human Capital Management, Learning And Workforce Development, Enterprise Training Services. Background. Jody Hudson, Chief Learning Officer (CLO) engaged DOE Senior Leaders before we began designing the program

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U.S. Department of Energy SESCDP – Best Practices

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  1. U.S. Department of EnergySESCDP – Best Practices Karen Lerma Office of Human Capital Management, Learning And Workforce Development, Enterprise Training Services

  2. Background • Jody Hudson, Chief Learning Officer (CLO) engaged DOE Senior Leaders before we began designing the program • Purpose was to educate them on SES-CDP • Get feedback from them on what they would have as recommendations for a DOE SES-CDP • Briefed at Secretary level and his direct reports on the program as it evolved • Briefed HC and diversity community in DOE

  3. Announcement • Opportunity Announcement in USAJOBS • Open for a total of 26 days (May 14 – June 8, 2007) • 196 total applicants

  4. Recruitment Efforts • Training made available across the DOE Complex (Writing ECQs) • SESCDP Website • Lunch Sessions • A Day in the Life of an SES • How to Apply to the SESCDP • Announcements • Via DOE Cast to 14,500+ employees • Announcement via Diversity Network

  5. Selection Process • OPM Accomplishment Record • Reviewed six competencies • Top 48 selected to advance to next round • OPM Assessment Center and DOE Structured Interview • All day OPM Assessment Center – Analyzed sixteen competencies • DOE Panel SES Interview – Focused on five competencies • CLO solicited SES participation in shaping competency-based criteria for structured interview process • Solicited SES participation in serving on structured interviews

  6. Selection Process (cont.) • Resulted in the top 21 candidates determined by natural break • CLO assembled Under Secretary level review board to review the selection process and endorse the selected candidates for ultimate approval by the ERB • Selectees notified 90 days after the announcement closed • OPM worked in synergy with DOE • 90 days to go through Accomplishment Record, Assessment Center, and SES Panel Interviews (and logistics)

  7. SESCDP Requirements • A 12-16 month program • Executive Development Plan (EDP) • Orientation • "Action Learning" group project • Required-Reading list • Other training – online and executive development • Periodic progress reports • Participants conduct two developmental assignments of at least four months each to include one technical and one administrative program/function outside the position of record

  8. SESCDP Requirements (cont.) • Individual mentor from the Senior Executive Service    • Individual and group executive coaching • Interagency Core training (80 hours) • Graduation • Before completion of the program, DOE will assist participants with the application process for the Qualification Review Board (QRB) certification 

  9. Networking and Marketing • Continuous senior level involvement – especially on the action learning teams – and focusing on topics officially sanctioned by DOE’s most senior levels as being important departmental challenges • Engaged Secretary level and one level down to participate in SES-CDP orientation week and associated networking reception • Same for Graduation • Provided bio books to over 400 DOE SES members • Continue to network and market the candidates through the published and updated bio booklets • to market the candidates and enable the senior SES of the respective organizations to identify talent that matches needs

  10. "Action Learning" group project • Engaged Secretary and one level down in developing proposed ALT topics and subsequent selection through voting • Sponsors presented their topics at orientation • Teams meet with the sponsors periodically • Final presentation to sponsors and DOE senior leadership (during graduation)

  11. Developmental Assignments • Deputy Secretary required two 120-day assignments to help breakdown stovepipes • This was a worthy goal but proved challenging • Candidates remained in official positions of record • Expected to complete SES-CDP program requirements and official duties in position of record • Hardship for the official sponsor organization • Extremely difficult to finish the program in 16 months

  12. Developmental Assignments (cont.) • Engaged Secretary and one level down to identify developmental assignment opportunities • Look at those current SES positions where the incumbent is expected to retire over the next 1-2 years 

  13. Next Steps • Complete the program requirements • Submit QRB Package • Graduation scheduled for April 2009 • Present ALT to Senior Leadership • Lessons Learned • Mentorship for next SESCDP Class • Networking opportunities

  14. Contact Information • US DOE - Karen Lerma, 202-631-9940 • Karen.Lerma@HQ.DOE.GOV • CDP Website • http://humancapital.doe.gov/ets/cdp.html

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