Many of today's leaders in both the private
and public sectors are finding that they are experiencing rapid change
and reorganization, accompanied by shifting priorities, that lead
to new organizational goals and objectives. Organizational Development
is a process that supports the improvement of workplace performance
by effectively managing change and providing the ability to proactively
address these issues.
The Organization and Employee Development Branch (OEDB) has a certified
team of internal consultants that work with individuals and/or groups
in FSIS so that they can achieve superior results.
OEDB collaborates with agency managers, supervisors, and team leaders
to enable them to identify and solve their problems and achieve desired
outcomes. The training and professional expertise enables the trainees
to use a wide range of tools including state of the art techniques
along with more familiar and conventional procedures. OEDB is professionally
committed to the principles of performance improvement and continuous
learning. OEDB can serve as a facilitator and process consultant to
guide employees through the challenges of navigating difficult interpersonal
and team dynamics. In addition, OEDB offers an array of training programs
and services that include:
- Organizational Development Consulting
- Regulatory Framework for FSIS
- Basic Communication and Interpersonal Skills training
- Civil Rights and Diversity training
- Emotional Intelligence Program
- Team Building
- Leadership Transition
- Leadership Coaching
- New Employee Orientation
- Computer training
- SES Forum
- Cross Cutting Training
Leadership Potential Program (LPP)
The Leadership Potential Program (LPP) is a competitive program
designed for FSIS management to formally identify and support training
in specific leadership qualities for high performing employees in
non-supervisory positions who desire a career in management.
The LPP is an interactive 6-month program featuring leadership
skill development, challenging learning activities and exercises,
individual and group developmental assignments Other program features
include personality assessment, leadership style, and individual
development planning.
Program Competencies Include:
- Managing Conflict
- Influencing and Negotiating
- Interpersonal Skills
- Teambuilding
- Value Diversity
- Making Effective Decisions
Eligibility Requirements:
- Highly motivated, full time non-supervisory GS 9-13 employees
- Employees must have a superior performance rating; be highly
motivated; a self starter; desire continual learning; commit to
full participation to complete all program requirements
- Receive written supervisory approval
New Supervisor Program (NSP)
Organizational Objectives:
This NSP seeks to:
- Strengthen the leadership skills of FSIS new supervisors and
team leaders;
- Identify and communicate to FSIS employees the leadership competencies
that support the FSIS public health food safety mission;
- Assess individual leadership abilities;
- Design and deliver specific learning activities that strengthen
individual competencies; and
- Examine management issues that impact the way in which employees
carry out their supervisory and team leader duties and responsibilities.
Successful Participants:
- Understand personal leadership abilities and areas for growth;
- Apply the learned leadership values to their job;
- Are able to provide the necessary guidance to their subordinates
to ensure that they understand performance expectations; and
- Are motivated to strengthen their leadership knowledge, skills
and abilities.
Target Audience:
- New FSIS team leaders and supervisors, grades GS-9 to GS-13,
who have been in their job for two years or less.
Program Structure and Curriculum:
- Curriculum developed and delivered in partnership with the Office
of Personnel Management (OPM).
- Program includes 2 weeks of intense and highly interactive application
exercises, presentations, and lectures.
- A 2-month break between weeks 1 and 2 enables supervisors to
apply the new knowledge on the job.
- Program is designed around a supervisory job performance model
which includes class instruction, between-session learning activities,
and participant presentations.
Leadership Assessment and Development Program (LADP)
Organizational Objectives:
- Support FSIS succession planning goals.
- Positively affect the leadership and organizational culture
of FSIS.
- Ensure that experienced supervisors are updated on agency specific
issues and mandates.
Participant Objectives:
- Assess individual leadership strengths.
- Analyze change management by examining evolving management issues.
- Generate networks for future collaboration.
Target Audience:
- Annual program participation includes leaders at the GS-13 or
GS-14 level.
Program Structure and Curriculum:
- The program is designed around a supervisory job performance
model. Supplemental activities are designed to augment the core
curriculum.
The FSIS LADP uses various learning strategies which include:
- 360º Assessment (supervisors, peers, direct reports);
- Individual Development Plan (IDP) developed by participants
based upon their own 360º assessment results;
- Action Learning Projects : team presentations based on asynchronous
eLearning coursework and remote teamwork using collaborative IT
technology;
- Effective Coaching : Participants are taught the skill of effectively
coaching and giving feedback to others;
- Leadership Training; and
- Presentations on FSIS-specific knowledge critical to supervisors
(Budget and Employee Relations and Labor Management issues), Performance
Management, Equal Employment Opportunity (EEO), and Civil Rights.
Transitioning Leader Program (TLP)
The Transition Leader Program is designed to:
- Accelerate the productivity of transitioning leaders
- Expedite organizational learning and efficiency
- Increase employee morale and enhance recruitment leverage
Target Audience:
The target audience for this program is FSIS leaders (Grades 14-SES)
who are transitioning to new positions and have responsibility over
a program area that has major impact throughout FSIS.
Program Structure:
The Transitioning Leader Program included a needs assessment project
that evaluated how to customize its services so they would be aligned
with FSIS’s unique organizational culture. This program enhances
the return on investment an organization makes with a transitioning
leader by providing just-in-time supportive services (within the
first 180 days of their new assignment). This program provides intensive
one-on-one coaching along with strategic organizational development
support by an OEDB staff member who serves as an internal consultant
during this process. This process speeds up the assimilation and
transition of a leader by supporting them in their new position.
Succession Planning
Agency-wide Succession Planning is driven by the Leadership Council
for Succession Planning. This council consists of mid and senior management
level members throughout FSIS. The council is committed to meeting
the human capital objectives of the President Management Agenda and
the specific guidelines of the Succession Planning Template for USDA.
Currently, OEDB is supporting the agency's efforts in this area by
coordinating the programs listed below:
- The development of a pilot Leadership Development Program for
OFO District Managers. This competency-based training and development
program will utilize assessment center technology and provide
future candidates trained to fill these mission-critical positions.
- Throughout the year, FSIS managers attend the Senior Executive
Service (SES) Forums which provide informative and timely presentations
by well-known subject matter experts.
- The design and validation of a combined leadership and public
health competency model for succession planning and leadership
development in FSIS.
- The Strategic Workforce Plan developed by Human Resource (HR)
has identified additional mission-critical positions in FSIS and
proposed action steps to address recruitment, retention, and cross-cutting
skill gaps training needs.
- The ongoing assessment and evaluation of FSIS's past succession
planning and leadership development activities.
- The New Supervisors Program (NSP) is designed for first-time
supervisors in grades 9-13. The agency's leadership competencies
are the foundation of this 80 hour program. This unique FSIS-focused
curriculum includes basic personnel polices and procedures in
such areas as: labor and employee relations, pay, classification,
team building, EEO, and performance management. Also included
in this program are a multi-rater assessment component, personality
assessments, and interpersonal communications. The NSP serves
as a prerequisite for the LADP.
- The LADP is the only management development program (designed
by FSIS staff) for seasoned GS-13 and GS-14 supervisors. The 80
hour training program is grounded in the FSIS Leadership competencies.
Modules include individual assessments, individual development
plans, and team activities around current management issues and
action learning projects using the latest, internet-based collaborative
technology.
SES Forum Series
The SES Forum Series helps Senior Executive Service (SES) members
develop and reinforce their skills and knowledge in areas defined
by the Office of Personnel Management (OPM).
Objectives:
- Strengthen relationships among Senior Executives across Federal
departments and agencies.
- Identify resources for successful strategic leadership.
- Assist with career and personal development.
- Improve leadership and communication skills.
Target Audience:
Forum Structure:
- The SES Forum Series provides convenient cost-effective learning
opportunities for top level Government officials. There are five
to six forums each fiscal year that cover a wide range of topics
relevant to the major mission and programs of federal departments
and agencies.
Emotional Intelligence Program:
Overview:
Emotional intelligence can be defined as the set of skills needed
to recognize, understand, and respond effectively to emotional signals
within ourselves or sent to us by others. These skills allow us
to understand and adjust our reactions to events or people in a
constructive manner which supports our need to collaborate with
and influence others.
While different than IQ or experience, emotional intelligence (EQ)
can be measured & learned. And now, FSIS is offering the opportunity
to assess your current EQ level, acquire skills to improve in those
areas of opportunity and 45 days of coaching using EQ skills as
a regular part of your daily existence.
Objectives:
- Determine your current emotional intelligence strengths &
opportunities for improvement.
- Identify applications where the enhancement of emotional intelligence
skills would offer individual and Agency benefits.
- Acquire a detailed understanding of emotional intelligence along
with the skills needed for development.
Program Structure:
- Confidential interview to learn participants background and
desired outcomes
- On-line emotional intelligence assessment
- Personalized emotional intelligence feedback report
- Formal 2 day training covering emotional intelligence basics
& specific skills with creation of development plan
- 45 days coaching support assisting participant in practicing
and acquiring desired emotional intelligence skills
New Employee Orientation Program (NEOP)
Organizational Objectives:
The FSIS NEOP is designed to:
- Welcome new employees to FSIS and acknowledge them as valuable
members of the organization;
- Lay a foundation for the new employee's entire career with FSIS;
- Expedite the adjustment to new jobs and work environments by
providing new employees with an understanding of the FSIS mission,
organization, and challenges;
- Build commitment to public service; and
- Foster job satisfaction, a sense of purpose, and pride in being
a part of FSIS.
Target Audience:
- The NEOP is designed for and available to all newly hired FSIS
employees.
Program Structure:
This program is designed to provide participants with a variety of
useful and timely information, implemented in six phases:
- Recruitment/Testing
- Pre-appointment
- Agency orientation
- Job site orientation
- Supervisory follow-up
- Agency follow-up
Online Orientation
- The NEOP also includes an "online" orientation. With internet
connection, new employees can access information about FSIS anytime
and anywhere via computer.
Welcome Ceremony
- NEOP for Headquarters' personnel also includes an "FSIS Welcome
Ceremony for New Employees." This event will be conducted biannually.
Regulatory Framework:
Organizational Objectives:
The Food Safety and Inspection Service (FSIS) is a regulatory public
health agency responsible for ensuring that the nation’s supply
of meat, poultry, and egg products is safe, wholesome, and properly
labeled and packaged. As an integral part of FSIS, all new employees
need to understand the context in which they will be performing
their new job activities. Regulatory Framework is designed to provide
a general understanding of:
- Where FSIS derives its authority.
- The purpose of the Acts.
- What is covered by the Federal Meat Inspection Act, Poultry
Products Inspection Act, and Egg Products Inspection Act.
- What Regulations, FSIS Directives, and FSIS Notices are and
their functions.
- The relationship among statutes, regulations, directives, and
notices.
Target Audience:
Regulatory Framework is designed for all newly hired FSIS employees.
Other interested FSIS personnel at Headquarters and surrounding
offices may enroll in the sessions when open enrollment is announced
via User Notices. (Regulatory Framework is being presented to new
Field employees during induction training.)
Program Structure:
This formal classroom training session includes a combination of
lecture, discussion, and skills application. Discussion topics include:
- Calls for Inspection,
- Administering Meat and Poultry Acts,
- Food Safety and Inspection Service,
- Key Terms of the Acts,
- Code of Federal Regulations,
- FSIS Directives,
- FSIS Notices, and
- The Link Between the Acts and Agency issuances.
MicroComputer Learning Center (MCLC)
The mission of the MCLC is to provide computer-based training to
FSIS headquarter employees which allows them to stay abreast of
the current changes in computer technology.
For more information on OEDB or their programs, call 202-720-4937.
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