• 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

• 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.
  
  

• 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.
  
  

• New FSIS team leaders and supervisors, grades GS-9 to GS-13, who have been in their job for two years or less.
  
  

• 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.
  
  

• 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.
  
  

• Assess individual leadership strengths.
• Analyze change management by examining evolving management issues.
• Generate networks for future collaboration.
  
  

• Annual program participation includes leaders at the GS-13 or GS-14 level.
  
  

• The program is designed around a supervisory job performance model. Supplemental activities are designed to augment the core curriculum.
  
  

• 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.

• 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.
  
  

• 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.
  
  

• SES employees
  

• 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.
  
  

• The NEOP is designed for and available to all newly hired FSIS employees.
  
  

1. Recruitment/Testing
2. Pre-appointment
3. Agency orientation
4. Job site orientation
5. Supervisory follow-up
6. Agency follow-up
   
   

• The NEOP also includes an "online" orientation. With internet connection, new employees can access information about FSIS anytime and anywhere via computer.
  
  

• 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.