print logo
Main Content Anchor

Leadership Development Toolkit

The leadership development toolkit supports department efforts to create effective leadership development programs. There are many options when creating a leadership development program within your organization. The following resources will aid in executing a leadership development program.

Implementation Checklist

The implementation checklist guides the process of implementing a comprehensive leadership training program.

Program Learning Objectives

Program Learning Objectives to guide your training program development. These guides provide departments the foundation they need to develop multi-level integrated leadership programs, important for supervisory, managerial and executive success.

Compliance Tracking

Departments are responsible for ensuring training progress and completion are documented. Training completion can be documented in a learning management system (LMS), on paper, or both.

When documenting training completion, departments must identify the:

  • Name of the individual
  • Appointment date
  • Date training or development activity was completed
  • Training class title or competency covered
  • Number of hours for the training or development activity

Departments can use the compliance tracking template to document leadership training and development. Departments shall take reasonable steps to ensure compliance of leadership training and development for all leaders.

​FAQs

 

 

Who is a supervisory employee?Who is a supervisory employee?<p>​Per <a title="GC §3513(g)" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=3513.">GC §3513(g)</a> a “supervisory employee" means any individual, regardless of the job description or title, that has the authority of the employer and requires the use of independent judgment, to hire, transfer, assign, reward, or discipline employees. Employees appointed to permanent or limited term designated supervisory positions and must complete the training required under <a href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4</a>.</p>
What are the supervisory appointment training requirements?What are the supervisory appointment training requirements?<p>​Supervisory appointment training requirements are defined by <a title="GC §19995.4(b)" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4(b)</a>. Each supervisorial employee, upon the their initial appointment to a designated supervisory position, shall be provided a minimum of 80 hours of training.</p>
What topics can be included in both new and refresher training for supervisors?What topics can be included in both new and refresher training for supervisors?<p>Topics for the initial 80-hour supervisory course are mentioned in <a title="GC §19995.4(b)" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4(b)</a> and relate to the role of the supervisor, techniques of supervision, planning, organizing, staffing, performance standards, performance appraisals, discipline, labor relations, equal employment opportunity principles, and affirmative action for persons with disabilities. CalHR recommends agencies go beyond the requirements when developing supervisory training programs. Additional topics should be selected to achieve the desired proficiency levels for core, leadership and technical competencies needed to be successful in the position.</p>
Can on the job (OJT) training be used to meet the mandate?Can on the job (OJT) training be used to meet the mandate?<p>​A portion of the supervisor, manager and career executive appointment training requirements can be met through OJT. This best practice allows employees to apply new skills in the workplace. Up to 40% of the training requirement may be provided with OJT by a qualified higher level supervisor or manager and should be documented and recorded in the employee’s training file. CalHR has provided guidance for <a title="On The Job Training" href="/Training/Pages/on-the-job-training.aspx">On The Job Training</a>.</p>
Who is a managerial employee?Who is a managerial employee?<p>​Per <a title="GC §3513(e)" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=3513.">GC §3513(e)</a> a “managerial employee" means an employee having significant responsibilities for formulating or administering agency or departmental policies and programs or administering an agency or department. Employees appointed to permanent or limited term designated managerial positions and must complete the new training required under <a title="GC §19995.4" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4</a>.</p>
What are the management appointment training requirements?What are the management appointment training requirements?<p>​Managerial appointment training requirements are defined by <a title="GC §19995.4(d)" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4(d)</a>. Each managerial employee, upon the their initial appointment to a designated managerial position, shall be provided 40 hours leadership training and development, as prescribe by the department, within 12 months of appointment.</p>
Who is considered career executive assignment employee?Who is considered career executive assignment employee?<p>​Per <a title="GC §18993" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=18547.">GC §18547</a> a “career executive assignment" means an appointment to a higher administrative and policy influencing position within the State civil service in which the incumbent’s primary responsibility is the managing of a major function or the rendering of management advice to top-level state service and is typified by board responsibility for policy implementation and extensive participation in policy evolvement. Employees appointed to career executive assignment must complete the new training required under <a title="GC §19995.4" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4</a>.</p>
What are the career executive assignment training requirements?What are the career executive assignment training requirements?<p>​Career executive assignment training requirements are defined by <a title="GC §19995.4(b)" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4(b)</a> .  Each career executive assignment employee, upon the their initial appointment to a designated position, shall be provided a minimum of 20 hours leadership training and development, as prescribed by the department, within 12 months of appointment.</p>
What are the new requirements around training beyond the initial appointment training?What are the new requirements around training beyond the initial appointment training?<p>Per <a title="GC §19995.4" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19995.4.">GC §19995.4</a> supervisory, managerial, and career executive appointment employees shall be provided biennially a minimum of 20 hours leadership training and development. Training must be relevant and documented. ​</p>
Are supervisors, managers and career executive appointments required to complete individual development plans (IDP’s)?Are supervisors, managers and career executive appointments required to complete individual development plans (IDP’s)?<p>Per <a title="GC §19992.8" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19992.8.">GC §19992.8</a> states that CalHR shall assist and encourage state agencies to establish standards of performance for managerial employees. <a title="GC §19992.10" href="https://leginfo.legislature.ca.gov/faces/codes_displaySection.xhtml?lawCode=GOV&sectionNum=19992.10.">GC §19992.10 </a>states that the appointing powers (agencies) shall prepare performance appraisal reports (known as Individual Development Plans or IDPs) and keep them on file as prescribed by CalHR. The IDP process is a continuing cycle of planning, developing and evaluating between a leader and the evaluator, for the mutual benefit of both leader and the organization.​</p>
Who should I contact for more information about Leadership Development?Who should I contact for more information about Leadership Development?<p>​To learn more about the state’s Leadership Development efforts, contact Guy Burghgraef, CalHR’s Statewide Training Coordinator, at <a title="guy.burghgraef@calhr.ca.gov" href="mailto:guy.burghgraef@calhr.ca.gov">guy.burghgraef@calhr.ca.gov</a> or (916) 322-2402.</p>

Supporting Page
Link Back to Top