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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.
Refer to the Online HR Manual for the latest policy information regarding Leadership Development.
In June, 2016, Governor Brown signed SB 848 (Statues 2016, Chapter 35) which mandated additional training for newly appointed managers and career executive assignments (CEA), as well as continual leadership training and development for supervisors, managers, and CEAs. Training and development requirements can be found in GC §19995.4.
All leadership training, whether provided internally or outsourced, is designed to develop participant knowledge, skills and abilities that allow them to demonstrate behaviors that support the philosophy, values and competencies of the Statewide Leadership Development Model. Leadership development programs should support the workforce and succession plans for each department.
The California Leadership Academy provides foundational training for Supervisors, Managers, and Executives in state service.
CA Leadership Academy
All great leaders must start by developing themselves first and then leading others. A comprehensive supervisory training program sets the foundation. As responsibilities become greater in scope, such as providing leadership for a unit, division or department, leadership training programs emphasize good team leadership skills as well as those needed to lead an organization. The Leadership Competency Model lists these competencies, their definitions and behavioral indicators associated with different proficiency levels for each competency.
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.
Build Collaborative Relationships
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.
Exhibit Personal Credibility
As demonstrated by authenticity, consistency, decisiveness, honesty, integrity, and good judgment.
Foster a Team Environment
As demonstrated through support and recognition of teams and team members, and supporting work-life balance and employee wellbeing.
Improve Our Organization
As demonstrated by a commitment to pursue continuous improvement in order to better serve our customers.
Inspire and Engage
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.
Model Good Governance
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 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.
Leadership Competencies define leadership behaviors that could be relevant to state employees looking to develop leadership skills.
Competencies can benefit leaders and their departments 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. See more on our Statewide Workforce Planning and Succession Management page.
To establish benchmarks for measuring performance and communicating expectations for each leadership level. See more on our Performance Management page.
To help identify competency areas where training and development is needed to progress in their career or the next leadership level. See more on our Statewide Training page.
Recruitment and Hiring
To recruit and select candidates with the right leadership skills to be a successful Supervisor, Manager, or Executive. See more on our Statewide Recruitment page.