LEGACY LIVERMORE

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LEGACY LIVERMORE Leadership Development Program
for Livermores Future
Presented by the Design Team November 2, 2006
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Design Team Introductions
Susan Gibbs Dave Lennier Donna Pontau Cheri
Sheets Steve Sweeney
Dorn Driggs Maria Lara Greg Park Michaele Risolia
Leila Swisher Evan Levy Judith Propp Steve Stewart
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Succession Plan vs.
Leadership Development
A purposeful way of preparing people to meet an
organization's need for talent (leadership) to
meet the future service delivery needs of the
community.
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Purpose of this Presentation
Present the proposed framework for a leadership
development program LEGACY LIVERMORE
Provide suggestions about next steps for the
Leadership Team
Receive feedback from the Leadership Team
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What Were Presenting Today
Background / Methodology
Key Findings
Core Competencies
Program Framework
Outreach - Next Generation
Recommendations for Implementation
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(No Transcript)
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Setting the Stage
of City work force eligible to Retire Age 55
/ 10yrs PERS
Total FTE
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Our Project Approach
Surveyed the City of Livermore employee
community
Researched outside organizations and
governmental agencies
Guidance from Leadership Team advisors and
facilitator
Multi-team approach
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Key Findings
The Livermore Way
Community Engagement
Training Technology
Brand and Expand
Organizational Transparency
Equal Opportunity and Recognition for all
Employees
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Core Competencies
Competencies are attributes, expertise,
knowledge and qualities for a given subject area
or skill set.
All Employees Supervisors
Managers Leaders
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Core Competencies
All Employees
Blue Ribbon Customer Service
Ethics Everyday
Collaborative Nature
Considerate, Respectful Caring
Dedication to Performance
Accountable
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Competencies
Supervisors

• Applied Ethics

Effective Communication Skills
Accountability for Commitments and Results
Problem Solving Skills
Clear Understanding of City Policies
Effective Supervisory Skills
Ability to Use and Implement Technology
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Competencies
Managers
Identify Talent, Develop, and Motivate
Employees
Encourage Innovation
Acknowledge Contributions
Big Picture Perspective
Effective Management Skills
Fiscal Awareness and Responsibility
Develop and Maintain Positive Relationships
Understand Governmental Procedures Processes
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Competencies
Leaders
Role models for the organization and community
Visionaries
Approachable
Strategic Thinkers and Doers
Connect Council Priorities with Community
Needs Active participants in meeting goals and
City priorities
Foster a Collaborative, Creative Culture
Decision Makers
Motivate and Recognize Accomplishments
Actively Empower and Mentor Others
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Proposed Framework has Four Program Concentrations
Livermore Culture
Performance Academy
Experiential Learning
Community Connection
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LEGACY LIVERMORE
Livermore Culture
Performance Academy
Experiential Learning
Community Connection
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LEGACY LIVERMORE
Livermore Culture
Purpose Reinforce unique Livermore values and
behaviors that enable the City to continue its
successes into the future
Results in Common understanding of Livermores
myths, legends and heritage Continuing
Livermores blue ribbon customer service
Flexible work environment responsive to newer
generation employees Work / life balance
Fostering our environment of continuous learning
and innovation Challenging employees to take on
new responsibilities Stronger team work Use
of ethical behaviors in everyday situations
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LEGACY LIVERMORE
Livermore Culture

• Existing Program Activities
• All Employee Briefing
• MNM Meetings
• New Employee Orientations
• Celebrating Successes
• Employee Events

Proposed New Activities Partnering Programs
within and between departments
Multi-Disciplinary Teams for community problem
solving Expand existing core programs
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LEGACY LIVERMORE
Performance Academy
Purpose Brand and Expand the Citys training
program to be an overall Performance Academy,
creating learning tracks for Supervisors,
Managers and Leaders.

• Results in
• Cohesive set of comprehensive training programs
• Development of the core competencies identified
  to be critical for the success of All Employees,
  Supervisors, Managers and Leaders
• A common understanding of Citys Polices and
  Procedures

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LEGACY LIVERMORE
Performance Academy
All City Employees
Government
General Skills
Finance
Human Resources
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LEGACY LIVERMORE
Performance Academy
Supervisors
Government
General Skills
Finance
Human Resources
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LEGACY LIVERMORE
Performance Academy
Managers
Government
General Skills
Finance
Human Resources
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LEGACY LIVERMORE
Performance Academy
Leaders
Government
General Skills
Finance
Human Resources
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LEGACY LIVERMORE
Performance Academy

Government Series
All Employees
Supervisors
Managers
Leaders
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LEGACY LIVERMORE
Experiential Learning
Purpose Provide opportunities for hands on
learning, and develop an awareness of leadership
and communication styles

• Results in
• Understanding of how all City departments work
• Improves ability to achieve common goals,
  resolve conflicts and plan for the future
• Confidence building through first hand
  experiences
• Understanding of leadership and communication
  styles
• Strengthened relationships between individuals
  and departments
• Development of bench strength

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LEGACY LIVERMORE
Experiential Learning

• Existing Program Activities
• Special Assignments responsibility to lead
  projects
• Acting Assignments responsible for higher level
  duties
• Oral presentations to internal groups and
  Council
• Strategic planning and goal setting
• Committee Involvement - MNM, Employee Events,
  Grapevine
• Professional organization involvement

• Proposed New Activities
• Interpersonal Leadership and Communication
  styles awareness
• Job rotation / Job shadowing
• Municipal Government Employee Exchange Program
• Inter-departmental Internships
• Mentorships and Coaching

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LEGACY LIVERMORE
Community Connection
Purpose Establish stronger relationships between
City employees and Community through
participation both professional and social, in
community service organizations, clubs and local
event planning

• Results in
• Stronger understanding of what is important
  within the Community
• Increased trust between Community and the City
  because people know each other and work together
  for common ends
• Preparing future leaders who understand the
  community and can identify and meet tomorrows
  challenges

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LEGACY LIVERMORE
Community Connection

• Existing Program Activities
• Managers/Leaders participate in the Chambers
  Leadership Livermore
• Involvement in local service and community
  organizations
• Volunteering to assist and attend community
  events
• Participation in City sponsored events open
  houses, school tour program

• Proposed New Activities
• External leadership opportunities
• Partner with local service clubs to encourage
  membership
• Encourage employees to participate in community
  service programs

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LEGACY LIVERMORE
LEGACY LIVERMORE
Community Connection
Livermore Culture
Performance Academy
Experiential Learning
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LEGACY LIVERMORE
The Next Generation
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Engaging the Next Generation
Purpose Create specific outreach and
recruitment strategies to encourage the pursuit
of a career in local government to build the next
generation of employees

• Results in
• A contribution to an expanded pool of people
  pursuing local government careers
• Increased awareness of the City of Livermore as
  an innovative and excellent place to work
• Providing opportunities for meaningful work

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LEGACY LIVERMORE
Engaging the Next Generation

• Existing Program Activities
• Participation in Job Fairs
• Career Day
• Web advertising / Craigs List / On-line job
  applications
• Teaching college classes

• Proposed New Activities
• Target high school audiences through
  presentations and career days
• Expand college curriculums to include more
  municipal classes
• Expand the use of college interns and actively
  promote the City of Livermore to colleges
• Learn more about what attracts young people to
  local government and develop ways to modify City
  practices to accommodate, where possible (e.g.
  telecommuting, transportation housing
  assistance, day care)

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LEGACY LIVERMORE
Program Priorities
Assess current bench strength
Interpersonal Influence Inventory MNM 2007
Create a mentorship mentality
Brand and Expand the Performance Academy
Identify individualized leadership training
needs
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LEGACY LIVERMORE
Steps to Implementation
Designate a dedicated Implementation Team
Lead reporting to the City Managers Office
Create Multi-Departmental Implementation Team
Develop work plan and schedule
Assess costs and need for funding
Assign tasks
Standing agenda item
Leadership Team Commitment Support
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LEGACY LIVERMORE
Whats Next
Comments from Leadership Team - November 17
Design Team to submit final report - December 14
Leadership Team initiates implementation -
January 2007
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LEGACY LIVERMORE
Thank You from the Design Team