U.S. Department of Energy SESCDP – Best Practices

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U.S. Department of EnergySESCDP Best Practices

• Karen Lerma
• Office of Human Capital Management, Learning And
  Workforce Development, Enterprise Training
  Services

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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

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Announcement

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

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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

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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

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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)

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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

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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 

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Networking and Marketing

• Continuous senior level involvement especially
  on the action learning teams and focusing on
  topics officially sanctioned by DOEs 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

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"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)

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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

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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 

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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

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Contact Information

• US DOE - Karen Lerma, 202-631-9940
• Karen.Lerma_at_HQ.DOE.GOV
• CDP Website
• http//humancapital.doe.gov/ets/cdp.html