The Statewide Leadership Development Program ensures there is a progressive and integrated process to develop leaders in state service. The program is intended to assist departments in preparing all newly appointed supervisorial, managerial and executive classifications, with their transition into a new leadership role, as well as to continually develop their leadership skills.
The Statewide Leadership Development Model (Model) establishes a consistent framework for developing multi-level training programs for supervisors, managers and executives. The Model is guided by a new overarching statewide leadership philosophy, supported by a set of core values that are put into action by demonstrating key competencies. Each element supports the goal of enhancing performance and better preparing our leaders to manage a diverse and dynamic workforce.
Our leaders develop and inspire our workforce to deliver great results for Californians.
As leaders and stewards, we strive to:
As demonstrated by setting a clear vision to achieve measurable results by developing plans, leveraging staff skills, and delivering sustainable products and services.
As demonstrated by fostering an inclusive environment and encouraging and facilitating the sharing of information and ideas.
As demonstrated by strong written, verbal, and listening skills to create an open and transparent environment for the exchange of information.
As demonstrated by a commitment to coach, mentor, and develop team members, and empower others through a sense of shared ownership and decision-making.
As demonstrated by authenticity, consistency, decisiveness, honesty, integrity, and good judgment.
As demonstrated through support and recognition of teams and team members, and supporting work-life balance and employee wellbeing.
As demonstrated by a commitment to pursue continuous improvement in order to better serve our customers.
As demonstrated by an ability to motivate others to commit to a mission or plan, challenge individuals professionally and personally to achieve goals, connect employees to the work, and celebrate success.
As demonstrated by stewardship of customer service, accountability, transparency, sustainability, policy, compliance, risk mitigation, and solid business acumen.
Competencies are the knowledge, skills, and behaviors needed for individuals to succeed on the job. CalHR has developed statewide competencies for employees in an effort to align all human resources operations by articulating the necessary capabilities required to optimize individual and organizational performance. Competencies support the state’s efforts to attract, develop, and retain a highly talented workforce.
Competencies help employees to:
Competency Development Models group competencies applicable to specific workforce needs (e.g. Core, Leadership, Occupation, and Job Specific).
CalHR has created Core and Leadership Competency Models that identify the knowledge, skills, and behaviors that leaders need to be successful in their roles. Leaders are expected to have proficiency in all of the core and leadership competencies.
Core and Leadership competencies don't attempt to describe all competencies that are needed to successfully perform a job. There are occupation and job specific skills required in each position. Occupation and job specific competencies are not the focus of CalHR and would be included in a comprehensive development plan by departments.
Core Competency Model
Core Competencies are foundational to all state employees regardless of classification.
Leadership Competency Model
Leadership Competencies define leadership behaviors that could be relevant to state employees who want to build and develop leadership skills.
Competencies can benefit leaders and their department by being incorporated into human resources practices.
Workforce & Succession Planning
To identify the critical knowledge, skills, abilities and personal characteristics as demonstrated by behaviors that California leaders need across departments.
To establish benchmarks for measuring performance and communicating expectations for each leadership level.
To help identify competency areas where training and development is needed to progress in their career or the next leadership level.
Recruitment and Hiring
To recruit and select candidates with the right leadership skills to be a successful supervisor, manager, or executive.