The Executive Leadership Development Program is designed for high potential employees at the GS-13 and 14 levels or equivalent whose career plans include moving into upper management positions. It is one of the “flagship” leadership development programs managed and funded by the Department of Commerce that support the Human Capital Management Plan and workforce succession planning.
These programs target “mission critical” positions expected to experience major attrition through retirements and other reasons. The program provides leadership development opportunities and addresses key competencies. Formal training and leadership development activities are the foundation of this program resulting in a cadre of well-trained, well-qualified employees for leadership roles in the Department of Commerce.
Individuals selected for this program remain in their current positions and grade levels. Selected participants are expected to be self-starters and highly motivated individuals who, through their experience, training and education, show potential to grow into a strong leadership role. The program is demanding, and the curriculum must be completed in eighteen (18) months while balancing current job assignments.
Selection for the 2010 class occurred in February 2009
We will recruit for the 2011 class in July 2009.
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The 2009 ELDP Meets Bob Ryan, Chief Meteorologist, NBC News Washington, DC.
General Information
- Grades 13–14 (one year time in grade)
- 18 Months Duration
- ~30 Participants
- Competencies Addressed
- creativity and innovation
- conflict management
- decisiveness
- human resources management
- influencing/negotiating
- mentoring
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Activities
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For more information, contact the Program Manager, Michael Cohen, at 202 482-1750 or at MCohen3@doc.gov.
Note: The program funds all training and materials. Local and long-distance travel is not supported by the program and is the responsibility of the home organization. In addition, while supervisory approval to participate in the program is not required, applicants are strongly encouraged to discuss it with their supervisors and keep them informed. This affords a supervisor ample time to plan for the period of time a selected candidate might be out of the office. All graduates of this and other leadership development programs must compete under merit promotion regulations in order to advance into higher-level positions.
