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Leadership Competencies Development Program (LCDP)

What is LCDP?

NOAA’s Leadership Competencies Development Program (LCDP) is a competitive, 18-month, intermittent NOAA leadership development program. It provides a series of training and learning experiences for a cadre of NOAA employees who have high potential for assuming greater leadership responsibilities in the agency. The program promotes cross-line, multidisciplinary experiences that broaden participants’ understanding of NOAA’s strategic vision, mission, and goals, as well as our business processes. The LCDP, a key component of NOAA’s Strategic Human Capital Management Plan, is our premier succession planning initiative.

LCDP is expected to be an important source of candidates for NOAA senior and/or executive level positions. Successful completion of the program, however, does not guarantee selection for such jobs, nor is it a substitute for the Department of Commerce Senior Executive Service Candidate Development Program. LCDP graduates interested in future senior or executive level positions may compete for them under merit promotion procedures when openings occur.

 

Eligibility

To be eligible to apply to the LCDP, you must meet these qualification requirements as of the closing date of the announcement:

• You must have been working full-time as a NOAA employee for at least 2 years. (Time served as a contractor does not count toward the 2 year requirement).
• You may not be a current participant in any other long-term developmental program (that is, a program lasting 12-months or longer) funded by NOAA or the Department of Commerce. Note: the NOAA Rotational Assignment Program is not considered a long-term developmental program.
• You must currently be at one of the following grade levels:
  • GS/GM-13, GS/GM-14, or GS/GM-15
  • Pay Band ZA-4, ZA-5, ZP-4, ZP-5, or ZT-5
  • Commissioned Officer O-4, O-5, or O-6
  Note: Time served in a temporary promotion does not count.

Please note that no exceptions have ever been made to these eligibility requirements. Pay Band III employees (equivalent to the GS/GM-12 or GS-GM-11) are not eligible to apply to the LCDP.

 

Program Purpose

The purpose of the LCDP is to identify and develop NOAA’s potential future senior leaders. This is accomplished by:

• Expanding your knowledge and understanding of our corporate vision, mission, goals;
• Developing your leadership competencies by providing customized leadership training and professional development opportunities;
• Strengthening your ability to communicate in and across NOAA;
• Encouraging and fostering your contribution to managing diversity in the workplace.
  

 

Learning Objectives

The learning objectives for LCDP participants are to:

• Develop a set of core leadership competencies based on NOAA’s and your needs;
• Develop a subset of individually selected leadership competencies as determined by your learning goals;
• Gain knowledge of, and experience with, our business processes for creating a corporate NOAA and for working successfully with Congress;
• Gain knowledge of our current environment and challenges, and the need to work together across organizational lines;
• Expand your network of professional associates inside and outside of NOAA.
  

 

Program Benefits

The LCDP provides Line/Staff Offices with:

• Program participants who bring new approaches to their permanent positions and their developmental activities;
• Employees who possess exceptional leadership skills;
• Employees capable of assuming broader NOAA leadership roles;
• Potential candidates for filling critical positions within the organization.

The LCDP provides participants with the opportunity to:

• Participate in a formal, NOAA-wide leadership development program with a cross-agency cohort group;
• Perform a variety of developmental activities to further grow your NOAA leadership competencies;
• Gain increased visibility within your Line/Staff Office and across NOAA;
• Achieve enhanced responsibility in your current job or in a new position.

LCDP graduates interested in future senior or executive level positions may compete for them under merit promotion procedures when openings occur.

 

Key LCDP Developmental Components

A formal mentoring relationship with a NOAA senior leader who provides guidance throughout the program;

• A pre-program individual 360-degree assessment to determine leadership development needs;
• An Individual Development Plan (IDP) to lay the groundwork and plan how you will gain appropriate skills and experience;
• A formal core leadership training program covering a range of subjects and issues facing NOAA leaders;
• A series of career-broadening developmental assignments and activities;
• An opportunity to participate in specific corporate NOAA and Line/Staff Office initiatives;
• A post-program individual 360-degree assessment to determine leadership development progress.

 

Program Structure

The program provides participants with a wide range of training presented in a variety of ways: mentors, formal core leadership training, developmental assignments, and other developmental activities.

Mentors
Each participant is paired with a NOAA mentor (typically at the GS-15, SES, or equivalent level) who provides advice and evaluates progress throughout the program.

Formal Core Leadership Training
Mandatory core leadership training includes a 5-week split session at the FEI in Charlottesville, Virginia. NOAA-specific customized training, which varies slightly from class to class as needed, emphasizes a range of topics and issues facing today’s leaders.

LCDP class members are also expected to participate in specific NOAA leadership training sessions conducted outside of FEI, including LCDP Leadership Week, which will take place between Leadership Courses #2 and #3 at a location to be announced in future. Class VII held their leadership week in Boulder, CO, Class VI had theirs in Seattle, WA, and Class V held theirs in Washington, D.C.

Developmental Assignments
During the 18-month LCDP program, participants are expected to be involved in two or three developmental (rotational) assignments, each lasting 3–4 months. These opportunities may be in other parts of NOAA, DOC, other agencies, or appropriate public/private sector organizations. It is recommended that at least one assignment be in an NOAA Office outside of the participant’s Line/Staff Office.

Other Developmental Activities
Additional leadership development activities are based on the participant’s needs and are documented in each participant’s individual development plan (IDP). Activities may include specific NOAA-wide or Line/Staff Office projects, shadowing higher-level NOAA leaders, readings on leadership development, and other training as appropriate.

 

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Sources for More Information:

Contact Tracy Levstik, the LCDP Program Manager, for additional information. Tracy can be reached via email at: Tracy.Levstik@noaa.gov or via telephone at: 303-497-4231.

For LCDP questions specific to a particular Line Office, please contact the appropriate LCDP Line/Staff Office Coordinator.