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Executive Potential Program
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Executive Potential ProgramThe Executive Potential Program is a yearlong competency-based leadership program designed to develop senior-level public service employees into more effective leaders. The Program is based on the Office of Personnel Management's Executive Core Qualifications (ECQs) and the Graduate School, USDA's Leadership Effectiveness Inventory (LEI).

Participants engage in classroom discussions, group exercises, learning teams and independent studies. The curriculum is based on experiential learning and supported by classroom instruction. The individual components include:
  • 360-Degree Feedback Assessment Leadership Effectiveness Inventory (LEI)
  • Leadership Development Plan
  • Action Learning Teams/Projects
  • Senior Executive Mentor
  • Four One-Week Residential Sessions
  • Developmental Work Assignments
  • Senior Executive Interviews and Shadowing Assignments
  • Benchmarking
The Leadership Effectiveness Inventory
The Leadership Effectiveness Inventory (LEI) is a systematic assessment tool designed to measure competency and determine developmental needs for organizations and individuals in public service. The LEI assesses individual proficiency levels in over 100 specific leadership tasks and activities against the 28 competencies that comprise the Leadership Effectiveness Framework. The participant, his/her supervisor and five peers complete the LEI to eliminate perceptual biases inherent in most assessment tools. The participant is then able to develop an effective leadership development plan based on objective data.

Executive Core Qualifications
Leading Change Leading People Results Driven Business Acumen Building Coalitions
Definitions
This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment. This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts. This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks. This core qualification involves the ability to manage human, financial, and information resources strategically. This core qualification involves the ability to build coalitions to achieve common goals.
Leadership Competencies
  • Creativity & Innovation
  • External Awareness
  • Flexibility
  • Resilience
  • Strategic Thinking
  • Vision
  • Conflict Management
  • Leveraging Diversity
  • Developing Others
  • Team Building
  • Accountability
  • Customer Service
  • Decisiveness
  • Entrepreneurship
  • Problem Solving
  • Technical Credibility
  • Financial Management
  • Human Capital Management
  • Technology Management
  • Partnering
  • Political Savvy
  • Influencing / Negotiating
    • Fundamental Competencies
    These competencies are the foundation for success in each of the Executive Core Qualifications.

    • Interpersonal Skills
    • Written Communication
    • Oral Communication
    • Integrity/Honesty
    • Continual Learning
    • Public Service Motivation


    Action Learning Teams/Projects
    During orientation, participants are assigned to an Action Learning Team. Each team will obtain sponsorship from a senior level manager and act as consultants, developing solutions to an existing organizational issue. Upon project completion each team gives a report and presentation to the Graduate School and the sponsor. Action Learning Projects strengthen leadership and interpersonal skills, and encourage participants to become more self-directed, action-oriented and visionary. They also provide a forum for exploring issues facing federal leaders and for practicing leadership techniques.

    Residential Sessions
    Participants attend four intensive one-week residential sessions. The orientation session focuses on individual developmental needs, team building, leadership skills, experiential learning, project identification and project planning. Program requirements, policies, expectations and opportunities are also outlined. The remaining three residential sessions will concentrate on the following ECQs:
    • Leading Change
    • Leading People
    • Managing for Results
    • Building Coalitions/Communication
    Expert instructors from the federal and academic community facilitate workshops and course sessions where participants learn effective techniques and methods for exercising essential leadership competencies related to the ECQ's. Formal and informal discussions continue into the evening. Residential sessions are held outside of the Washington, D.C. area.

    Developmental Assignments
    Participants must complete two 60-day developmental assignments away from their current position. During these assignments, participants learn to adapt and successfully lead in a new position and culture by utilizing the techniques and methods presented at residential sessions. In addition, each participant must conduct five senior executive interviews and complete a three-day assignment shadowing a high-level official. These assignments provide exposure and visibility at the highest levels of agency leadership as well as critical knowledge for long-term career planning.

    Benchmarking
    The Executive Potential Program uses benchmarking processes to identify outstanding leadership practices in public service, business, industry and academia.

    Participants will have an opportunity to visit federal, state and local governments, major corporations, universities and nonprofit organizations and dialogue with "best practice" leaders. Through benchmarking, Executive Potential Program participants become skilled at using dialogue to gain insight beyond their individual understanding, an essential skill for leaders responsible for strategic planning.

    Program Time Requirements
    Participants are expected to be away from current positions for a minimum of six months over the course of the program. Participants may schedule developmental activities to minimize disruptions of their normal workflow.

    Nomination Procedure
    A complete nomination package should be sent by mail or a logistics services company (e.g., FedEx, UPS) to:

    Executive Potential Program
    Center for Leadership and Management
    Graduate School, USDA
    600 Maryland Avenue, SW, Suite 330
    Washington, DC 20024-2520
    Phone: (202) 314-3580

    The nomination package must be received by the nomination deadline and must include:

    • A completed Executive Potential Program Application that includes information about the applicant, the applicant’s immediate supervisor, and the program coordinator at the applicant’s organization; the program coordinator is the person who will maintain records of the applicant's developmental activities and serve as a liaison with the Graduate School, USDA on program matters;
    • The application must also include a statement from the applicant indicating the applicant’s purpose for applying and how participation in the Executive Potential Program will support the applicant’s career goals;
    • The applicant’s current resume, signed and dated by the applicant ;
    • Payment method information; we must receive payment or payment information with the application to process the registration; we accept:
      • Credit cards (American Express, Diners Club, MasterCard and VISA)
      • Government purchase cards
      • Organization purchase order; a completed and signed government training authorization form (e.g., SF182 or DD-1556) can be submitted in lieu of a purchase order.
      • Electronic fund transfers (EFT)
      • Cash, Money Orders, Checks or Cashiers Checks

    Individuals should be nominated based on both their leadership/management potential and their motivation to fully participate in and complete all program requirements.

    The nomination deadline and other program dates are listed below. Program applicants are advised that their organization may have different deadline dates and requirements. It is important to check with the organization's program coordinator for information regarding deadline dates and requirements.

    The Graduate School, USDA is an equal opportunity provider and employer. We make every practical effort to ensure that our programs are accessible to physically challenged participants and participants with special needs.

    If you have questions or need additional information, please contact our Customer Support Center or our Center for Leadership and Management.

    Program Dates:

    Program
    Session
    Dates
    Year
    Application Deadline
    Tuition
    Location
    EPP 2010 Orientation Mar 29-3 2009 Feb 25, 2009 $5,945 Gettysburg, PA
    EPP 2010 Core I Jul 19-24 2009 Norfolk, VA
    EPP 2010 Benchmarking Nov 15-20 2009 Kansas City, KS
    EPP 2010 Graduation Mar 21-26 2010 Baltimore, MD

    Withdrawal and Substitution Policy
    Withdrawals are accepted at no cost if made more than 14 days before the program begins. If you cancel less than 14 days before the program begins, there is a $1,000 processing fee if no substitution is made. There will be no refund for withdrawal after the orientation session. Substitutions may be made anytime until the session begins.

    Contact Information