Leadership Development

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Leadership Development

• Training Tomorrows Leaders Today
• at the
• Internal Revenue Service

Michele Hamilton, Assistant Director, Executive
Services, IRS
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Leadership DevelopmentCore Concepts

• Continuous developmental life cycle from employee
  to executive
• Various developmental tools (classroom and
  electronic education, developmental assignments,
  a coaching/ mentoring, business-related
  challenges, and leadership simulations).
• Addresses six competencies deemed important at
  each leadership level

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21 IRS Leadership Competencies
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Frontline Leadership Readiness Program(FLRP)

• A developmental/readiness program and is not a
  promotional opportunity
• Applicants must have rated fully successful on
  last performance evaluation
• Selected through a competitive process
• Duration not to exceed two years
• Program participants will complete
• A series of projects and developmental
  assignments
• Four one-week sessions spread over several months
• A skills assessment
• An individualized Leadership Development Plan
• Classroom and self-directed learning activities

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Senior Manager Readiness Program(SMRP)

• Is an internal, developmental/readiness program
  and is not a promotional opportunity
• Must be current Frontline or Departmental
  managers and rated fully successful on last
  performance evaluation
• Selected through a competitive process
• The program provides
• A series of individual/ and or group
  developmental projects and assignments
• Multiple workshops spread over several months
• Individual skills assessment
• Preparation and execution of Leadership
  Development Plan
• Classroom and self-directed learning activities

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Executive Readiness Program(XR)

• Service wide developmental program designed for
  employees GS-14 and above
• The program
• seeks to identify and develop top-level IRS
  employees and managers
• combines IRS training programs
• offers group coaching and developmental
  assignments
• is specifically focused on the Executive Core
  Qualifications (ECQs)
• may require travel or temporary residence outside
  of post of duty
• lasts from 12-24 months
• The selection process
• is highly competitive
• includes a formal application process
• requires endorsement by the business unit
• involves an assessment through a panel interview
  
• Applicants must commit to participate in all
  scheduled activities and there is an expectation
  that those who successfully complete the program
  will apply to the Candidate Development Program
  (CDP)

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Candidate Development Program (CDP)

• Competitive program designed to create pools of
  qualified candidates for Senior Executive Service
  (SES) positions
• The program
• Seeks to identify a career executive corps from
  within or outside the Federal Government
• Addresses the five Executive Core Qualifications
  (ECQs) (Leading Change, Leading People, Results
  Driven, Business Acumen, Building Coalitions)
• Lasts 18-24 months
• Consists of formal training - Executive
  Development Program (XD)
• Involves mandatory developmental assignments
• Requires partnering with an SES mentor
• CDP graduates are eligible for non-competitive
  career appointment to any SES position for which
  they meet the professional/technical
  qualifications
• The selection process
• Vacancies are announced Government-wide
• Selections are made using merit staffing
  procedures
• Includes a formal application process
• Involves a tiered interview assessment

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Future Leadership Development Initiative

• The IRS Fast-Track
• Development Program
• Identifying Tomorrows Stars Today

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Fast-Track Development Program

• The program aims to
• Ensure the organization has the quantity and
  quality of talent that makes growth possible
• Identify and develop high executive potential
  employees for leadership positions in an
  accelerated fashion
• Offer two distinct tracks- Campus Employees
  Non-Campus Employees
• Proposed program components
• Competitive entry into a formal development
  program
• Tailored to each candidates needs using an
  Individualized Development Plan (IDP)
• Training includes formal classroom training,
  management training curriculum, Frontline and
  Senior Management Readiness programs, temporary
  assignments, on-the-job training, and periodic
  assessment of progression from level to level
• Program Completion
• Upon successful completion, participant moves
  into Senior Manager or GS-15 position
• Participant is ready to compete for XR of CDP
  programs
• Upon unsuccessful completion, participant returns
  to a position comparable to former position of
  record OR converts to equivalent GS or FM
  position