The DCF Leadership PlanBrief Overview

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Website

Continuous Learning…

Tracking…R

eports

Managing for Excellence

Introducing …………

Supervising for Excellence

Executive Leadership

Our vision is to create leaders who are innovative, embrace the values of the department and who have the skills to motivate and guide employees

in delivering the quality of service we would want for all families.

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DCF Leadership Institute Brief Facts

•24 promising leaders selected by the Executive Leadership Team

•Small group sessions to improve executive skills through case studies and real-world projects

•Monthly 2-day sessions for one year

•Preparation for succession into DCF leadership roles.

Executive Leadership

Executive Leadership

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DCF Leadership Institute Brief Facts

•Earn Certified Public Manager (CPM) designation in two years

•Free classes and books paid by HQ

•75 new candidates every year

•Networking and mentoring opportunities

Managing for Excellence

Managing for Excellence

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•For all employees supervising one or more persons

•Fundamental skills in team building, communication, problem solving, handling department functions and more

•Classes of 25 with three 2 and 3 day sessions over 3-6 months

•Offered in locations around the state

DCF Leadership Institute Brief Facts

Supervising for Excellence

Supervising for Excellence

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Leadership Institute Director (HQ HR Office)

• Directs Supervising for Excellence and Managing for Excellence programs

• Provides networking opportunities• Develops links to Sterling

principles, strategic and business plans

• Coordinates with Executive Leadership programLocal training managersCW & ACCESS leadership programs

Contracted Services• Florida Center for Public

Management for Certified Public Manager program

• Supervising for Excellence (SFE) Curriculum Design

• SFE Training Delivery• Mentoring program

development• Evaluation

LIDIn-Kind

1.00 OPS Administrative Support

Zone/District/

Facility/HQ In-Kind

HQ-HR In-Kind

OPS Administrative Support

• Tracking• Printing• Purchasing• Travel

OPS Web Support• Work with

developer/contractor• Web maintenance

DCF Support – Local and HQ• FTE Director position and salary• Local senior executives participate in

SFE training• Myers Briggs Type Inventory training

certification funded by HQ• Local coordination for SFE• Participant travel to training locations• Networking organization, implementation

and travel for MFE program• Contract administration• Classroom space, AV needs• Rapid Application Development Team (IS)

for website construction

In-Kind Support from HQ (Human Resources)• Contract management• Training Tracking Database• Office space & equipment

Contracted Services

1.00 OPS Web

Support

Leadership Development – A Partnership Approach

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August 2006

September October November

•Announce Leadership Institute•Work out coordination details with Zone and Facility Training Managers•Work with RAD Team on web design•Work with Family Safety and ACCESS on networking program•Registration begins for Supervising for Excellence (SFE) enrollees•Applications for Managing for Excellence candidates available

•Receive approval for proposal•Appoint Interim Director

•CPM classes begin for 75 managers•Test systems and curricula for SFE

•Train Zone and Facility Training Managers in Myers-Briggs•Announce 2007 enrollees for SFE registrants•Selection of MFE/Certified Public Manager (CPM) candidates

December 2006

January 2007

•SFE training begins and continues throughout the year

Complete curriculum testing

February

Class 2 for CPM

March

•MFE/FS/ACCESS networking program begins

November 2008

•First Managing for Excellence/Certified Public Manager graduating class

May

Class 3 for CPM

Leadership Development Timeline

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