Introduction to the Department of the Interior

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Introduction to the Department of the
Interior Senior Executive Service Candidate
Development Program
Introduction to the Department of the
Interior Senior Executive Service Candidate
Development Program
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Department of the Interior

• We are the nations principal conservation agency

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Our Mission

• Protect Americas natural resources for future
  generations
• Provide access to our nations natural and
  cultural heritage
• Offer recreational opportunities
• Honor our trust responsibilities to American
  Indians, Alaska natives, and responsibilities to
  Island communities
• Conduct scientific research
• Provide wise stewardship of energy and mineral
  resources
• Foster sound use of land and water resources
• Conserve and protect fish and wildlife

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DOI Structure

• Bureau of Land Management
• Fish and Wildlife Service
• U.S. Geological Survey
• Bureau of Reclamation
• Bureau of Indian Affairs
• Bureau of Indian Education
• Office of Surface Mining
• Minerals Management Service
• National Parks Service

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The Department of the
Interior

• Manages 500 million acres of surface landone out
  of every 5 acres of US land
• Manages 1.76 billion acres of the Outer
  Continental Shelf with over 8,500 active oil and
  gas leases
• USGS is a world leader in the natural sciences
  thanks to our scientific excellence and
  responsiveness to society's needs.

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DOI

• Manages our countrys water resources
• (dams, reservoirs, and underwater
  resources)
• Provides recreation through recreational sites
  and parks, monuments, seashore sites, and
  battlefields managed by the National Park Service
• Relationships with 562 Indian tribes and provides
  educational services to approximately 46,000
  Indian children
• Conserves and protects fish, wildlife, plants and
  their habitats
  
  
   

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DOI Senior Executive Service Candidate
Development Program

• Grooms leaders to meet our executive leadership
  needs
• A key element of our Succession Management
  process
• Builds our internal capacity
• Class 16 selected in Fall 08
• Executive Resources Board (ERB) oversees entire
  process
• Executive Champion is Deputy Chief Human Capital
  Officer, supported by DOI University, Executive
  Resources, and Strategic Employee Development

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The Selection Process

• Applicants write ECQs qualifications reviewed by
  executive panels
• Second level of process is candidate interview by
  3 person executive teams
• ERB reviews applicant packages and makes
  selection
• Class size averages 32-35
• Participation is open to external organizations

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Program Design

• Orientation Week
• Individual Development Plans
• DOI SES Mentors
• Five Core Session Weeks
• Developmental Assignments
• Executive Education
• Team Projects

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Orientation Week

• Introduction to Program Requirements and overall
  process
• Mentor-Protégé Meeting and Training
• Personal effectiveness feedback through 360
  Instrumentation builds awareness of strengths and
  developmental opportunities
• First opportunity to initiate relationships and
  teambuilding as a cohort

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Mentor-Protégé Relationship

• Mentors represent every Bureau
• Mentors and Protégés participate in training to
  learn effective behaviors
• Mentor Guide distributed to reinforce the
  mentoring relationship
• Mentoring Agreement reviews the duality of the
  relationship and describes how the pair will work
  together

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Individual Development Plans

• Initiated at Orientation Session
• Candidate reviews previous work experience,
  previous executive development, and 360 feedback
  to identify level of focus on ECQ development
• Co-created with Mentor
• Submitted to ERB for review and approval

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Core Sessions

• Planned and conducted by DOI SES sponsors with
  sincere interest to contribute to organizations
  success
• Interactive course curriculum includes sessions
  offered by DOI leaders and external subject
  matter experts
• Held in different locations around US
• ECQ development through an executive focus on
  important issues facing DOI

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Class 16 Core Sessions

• Executive Decision-making Values, Ethics, and
  Public Perception
• Organizational Vision, Mission, Culture, and
  Change
• Partnerships and Collaboration
• Integrated Budget, Finance, and Performance
  Management
• Top Management Opportunities

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Developmental Assignments

• Can be internal or external to DOI
• Assignments meet standards established by OPM
• Require Executive Sponsor
• Candidate documents experience in terms of ECQs,
  value of assignment, and outcomes Executive
  Sponsor also writes one page assessment of
  performance.

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Executive Education

• Meets the requirement of OPM for at least 80
  hours of formal executive training
• Linked to ECQ areas for growth and applicability
  to federal work environment

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Team Projects

• Class grouped into four or five to work projects
• Project topics address an issue of systemic
  importance, i.e. issues identified in Federal
  Human Capital Survey
• Candidates work across organizational lines to
  make recommendations for tangible results

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ECQs

• Package submitted to OPM Qualifications Review
  Board will include ECQ statement, certificates of
  course completion, and two-page mentor statement
  indicating support and evidences of successful
  CDP completion.

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Improvements to our Program

• Continuous critique of our process has resulted
  in
• Implementation of collaborative workspace for
  candidate interaction (Sharepoint)
• Revision of IDP process to ensure closer link to
  ECQs development
• Reinforcement of the mentoring process to ensure
  closer interaction between protégé and mentor.

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Evidences of Success

• Prior to completion of Class 15, ten candidates
  were placed in SES positions
• SESCDP graduates are strong candidates for
  upcoming vacancies per the Department Succession
  Plan
• Cohort bonding is strong upon course completion
  graduating class seeks ways to stay in touch
• Candidates share their leadership experience by
  volunteering to serve as mentors in the new
  Department-wide mentoring program

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For Further Information

• Please contact
• Sandy Wells
• Director, Strategic Employee Development
• Ph 202 208 2154 sandy.wells_at_ios.doi.gov
• Jeni Mallios
• Director, Executive Resources
• Ph 202 208 0874 jenny.mallios_at_ios.doi.gov