MAPPING CAREER PATHS AT EPA
MANAGEMENT
1993 DEVELOPMENT
DIRECTORY
ASSESSMENTS
and IDPs
SELF-DEVELOPMENT
ROTATIONS
EXECUTIVE RESOURCES AND SPECIAL PROGRAMS DIVISION
OFFICE OF HUMAN RESOURCES MANAGEMENT
401 M STREET SW, WASHINGTON, D.C. 20460
(202) 260-3328
Recyclod/Rocyclable
Printed on paper thai contains
at least SO*, recycled fiber
-------
Table of Contents
Introduction 1
Management Assessment & Consultation Services
I. Management Skills Assessment Workshop 3
II. Survey Of Peer Relations A
III. Organizational Development Consultation .4
IV. Career Development Workshop 5
V. Individual Development Plan Consultation 5
EPA Management Development Introduction 6
Mandatory Management Transition Core Courses
I. Executive Forum On Environmental Leadership 7
II. Keys To Managerial Excellence 8
111. Framework For Supervision 9
Optional Core Curriculum Introduction .10
I. Applied Skills and Practice (ASAP) I .11
II. Applied Skills and Practice (ASAP) II .12
III. EEO Update Briefing For Executives, Managers, & Supervisors 13
IV. Preventing Sexual Harassment In The Workplace 13
V. White House Briefing Seminar .14
VI. Congressional Briefing Seminar .15
VII. Female Managers and Leadership at EPA 16
VIII. Executive Outlook On Managing Environmental Issues 16
IX. Media Relations and Preparation For Congressional Hearings 16
X. Creative Problem Solving for Managers 16
Senior Executive Service Candidate Development
EPA's Senior Executive Service Development Program (SESCP) 17
Pre-Supervlsory Development Training Programs
I. Understanding Supervision .18
II. Greater Leadership Opportunities (GLO) 19
III. Looking Glass Workshop .19
-------
OPM Nationwide Programs
I. OPM's Federal Executive Institute (FEI) 20
II. OPM's Washington Executive Seminars (WES) 20
III. OPM's Management Development Seminar Centers (MDSC)
The Management Seminars 21
The National Policy Seminars 22
IV. OPM's Legislative (LEGIS) Fellows Program 23
V. OPM's Developmental Programs For Non-Supervisory Employees
The Executive Potential Program (EPP) 24
The Women's Executive Leadership Program (WEL) 24
Rotational Assignments and Programs
I. Intergovernmental Personnel Act (IPA) 25
II. DOC Commerce Science and Technology (COMSCI) Fellowship 25
III. EPA Rotational Assignments 26
Non-Government & University-Based Programs
I. Harvard University 27
II. American University Key Executive Program 28
III. University Of Michigan Executive Education Program 28
IV. George Washington University
Contemporary Executive Development Program 29
V. Carnegie Mellon University Senior Executive Seminar 29
VI. The Executive Program (TEP) at UNC at Chapel Hill 30
VII. Brookings Institute Public Policy Education Programs (EEP) 30
VIII. Center For Creative Leadership (CCL) 30
IX. The American Management Association 31
FY'93 Suggested Management Reading List 32
How To Register 33
-------
Introduction
This 1993 EPA Management Development Directory for executives, managers, and supervisors
introduces the elements of the EPA Management Development Core Curriculum and provides critical
information about what EPA expects of our quality management team members:
as individual leaders who see the "big picture" and understand the impact of change and the
importance of providing a vision for creatively, efficiently, and ethically managing the
accomplishment of that change effort,
as total quality managers who empower employees to make decisions based on facts, who
develop, stimulate, coach and counsel diverse employees in the use of new technologies, and
who foster teamwork, joint problem-solving, collaborative cross-media initiatives, and create work
environments in which individuals are committed to continuous improvement by being responsive
to EPA clients internally and externally, and
as management role models who daily practice and enhance their managerial skills leading
reforms in work processes, listening to clients and managing the alignment of internal and
external resources to accomplish EPA's mission "to control and abate pollution in the areas of
air, water, solid waste, noise, radiation, toxic substances, pesticides, etc. in cooperation with
State and local governments & international global environmental efforts.
This Core Curriculum Directory has been compiled by the Executive Resources and Special Programs
Division to assist members of EPA's management team in planning for and in implementing the
Agency's newly developed Management Development Program. The Directory provides information on
management development programs available to EPA's executive, managerial, and supervisory
employees through the Office of Human Resources, ERSPD, the various EPA Institutes nationwide, the
Office of Personnel Management, colleges and universities, and private vendors. We would like to thank
Randy Brady's HR team from RTP for allowing us to build on a directory they created for their clients.
Whether you are a new SESer, a recently appointed supervisor, an experienced mid-level manager, or
an Agency Human Resources Official or counselor, these resources may prove helpful for you and your
management team as you prepare individual development plans in conjunction with performance
appraisals or as you participate in your Region's, Lab's, or AAship's required annual management
development plan for the year. The Directory's listings contain course or program descriptions, target
audiences, duration, location, costs, and agency contact.
My team in OHRM/ERSPD is available to assist with planning, designing, developing, scheduling, and
course registration. Your own Human Resources Office or Program Management Officer is also
available to assist as well. Please call us at 202 260-3328.
Donald W. Sadler
Director, ERSPD/OHRM
-------
Management Assessment & Consultation Services
I. Management Skills Assessment Workshop
The Management Skills Assessment Workshop is targeted for executives, managers and
supervisors. It provides accurate information about managerial behavior in a confidential and
non-threatening manner. It describes strengths and developmental needs and offers "one-on-one"
counseling to help identify specific actions to meet one's needs and to assist in deciding on the
developmental activities to include in one's Individual Development Plan (IDP). We have designed two
distinct models:
Model A is divided into three segments. Part One is a pre-assessment briefing which covers an overview
of ten surveys which make up the Survey of Management Practices and the process used for their
distribution to: (1) self; (1) supervisor; (4) peers (subordinates can be substituted); and (4) subordinates.
Part Two is a workshop held to interpret the scores and understand the results, protecting individual
confidentiality. Part Three is an individual one-on-one counseling session with an assessor to receive
feedback and to help define individual development needs and specific actions to meet those needs.
Model B is also divided into three segments. Part One is a session to complete two well-known
assessment instruments: The Occupational Personality Questionnaire (OPQ) and the Critical
Thinking Test (CCT). Both integrate ability with personality. Part Two is a workshop to interpret the
various scores from a group profile perspective, protecting individual confidentiality. Participants receive
their own profile at the workshop. Part Three is an individual one-on-one counseling session to help
define individual development needs and specific actions to meet those needs.
LENGTH: The three parts of Model A and of Model B usually take place over a
one and one-half day period.
COST: Individual EPA organizations can contract for either workshop
Model A = $19,500 per workshop for 30 persons plus travel.
Model B = $17,500 per workshop for 25 persons plus travel.
EPA CONTACT: Bettie Randall Reilly, OHRM/ERSPD at 202 260-3328
-------
II. Survey Of Peer Relations
The Survey Of Peer Relations is an adaptation of the Survey of Management Practices which EPA
managers have rated outstanding. However, the Survey of Management Practices pertains to vertical
relations between managers and their direct reports while the Survey of Peer Relations deals with
horizontal relations. It has 6 surveys: (1) self; (1) supervisor; and (4) peers. A workshop is held to
interpret the scores and understand the results. The target audience are independent contributors and
management officials who do not manage a large staff (i.e., technical or professional specialists). Its
results help communicate expectations regarding the relationship between professional or technical
specialists and their internal clients and peers. Results also provide managers and their employees with
information about the quality of skills necessary to work effectively with others. In addition, it measures
group morale and motivation and enables managers and subordinates to focus on priority
developmental needs.
LENGTH: One day
COST: Facilitator/travel varies Instruments @ $100 per person
EPA CONTACT: Bettie Randall Reilly, OHRM/ERSPD at 202 260-3328
W. Organizational Development Consultation
Organizational Development Consultation is a service that provides expert guidance to executives
and managers who are Division Directors and above in identifying management development needs in
their organization and in developing and implementing strategies for addressing those needs. Individuals
are advised and coached in:
Preparing their annual required Management Development Plan for each AA/RA
organization;
Identifying and addressing management development needs in the areas of selection,
development, appraisal and recognition;
Selecting and implementing appropriate management assessment and subordinate
feedback processes for their organizations, and
Institutionalizing the Individual Development Plan (IDP) process in their organization.
LENGTH: Varies
COST: Travel and materials
EPA CONTACT: Bettie Randall Reilly, OHRM/ERSPD at 202 260-3328
-------
IV. Career Development Workshop
Career Development Workshop is a newly designed two-day workshop conducted by OHRM/ERSPD
staff for supervisors, managers and executives. Its objectives are to provide participants with an
understanding of the four phase career development process, with information about available EPA
resources, and with an outline of their individual career plan. This process guides a participant in
answering 4 questions:
First, by conducting a self-assessment to determine "Who am I?".
Second, by obtaining others' assessment to determine "How am I seen by others?"
Third, by surveying the environment to determine "What are my alternatives and goals?"
Fourth, by taking action to plan "How can I achieve my goals?"
The Survey of Management Practices is used in this workshop to obtain feedback from supervisor,
peers and subordinates in order to identify both individual and/or organizational needs.
LENGTH: To be Determined
COST: Instruments @ $100 per person plus travel
EPA CONTACT: Bettie Randall Reilly, OHRM/ERSPD at 202 260-3328
V! Individual Development Plan Consultation
Individual Development Plan Consultation is a developmental activity conducted by the
OHRM/ERSPD staff to help specific managers establish and implement IDP's which align their goals
and objectives with the Agency's goals. Members of the target audience, SES entrants and SES
candidates, are advised and counseled on how to:
Assess their developmental needs,
Establish realistic goals and objectives,
Obtain and process another person's perceptions of their strengths and limitations,
Identify and choose appropriate developmental activities, and
Build a support network
LENGTH: Varies, but usually
COST: Travel a one or two-hour meeting
EPA CONTACT: Bettie Randall Reilly, OHRM/ERSPD at 202 260-3328
-------
EPA Management Development Introduction
Competence in the EPA Model Manager characteristics is developed over a period of time. As a new
entrant into management, it is essential that an EPA manager strives to broaden and develop
competence either through training courses such as those listed in this section or through managerial
assessments, rotational assignments, or the other developmental activities, etc. described elsewhere in
this Directory.
EPA's Management Development Core Courses have been designed internally by Task Forces and
Work Groups. They bring managers an awareness of their EPA roles and responsibilities and allow
participants to develop an Action Plan for continued development as managerial team members. The
courses in the Mandatory Transition Course section and those listed in the Optional Courses section are
linked to the EPA Model Manager Characteristics and the newly revised 22 following competencies
required for all federal managers:
Basic Competencies: Leadership, Written Communication, Decisiveness, Oral Communication,
Technical Competence, Self-direction, Flexibility, Problem-Solving,
Interpersonal Skills
For Supervisors: Influencing/Negotiating, Conflict Management, Managing A Diverse
Workforce, Team-Building, Human Resources Management
For Managers: Creative Thinking, Internal Controls, Planning and Evaluation, Integrity,
Financial Management, Management Of New Technology, Client
Orientation, and
For Executives: Vision, and External Awareness
Continued development in these 22 competencies will enhance EPA's managers as Positive Change
Agents, as Team-Builders, as Catalysts for Action, as Stewards of Resources, as Human Resources
Developers, as Agency Stakeholders, as Technically Competent, and as Broad-based
Environmentalists.
-------
Mandatory Management Transition Core Courses
New SESers, managers, and supervisors must attend the appropriate Management Development
Transition Courses during the first year of their appointment to that level. These programs are:
D EPA Executive Forum on Environmental Leadership (for new SESers)
D Keys to Managerial Excellence (for new managers)
D Framework for Supervision (for new supervisors)
I. Executive Forum On Environmental Leadership
Executive Forum On Environmental Leadership is an annual residential seminar by invitation for all
newly-appointed members of the Agency's Senior Executive Service. The FORUM provides information
for new SESers about top management and the current Administration's emphasis of special managerial
initiatives. The 0PM executive competency areas and EPA's Model Manager characteristics will be
discussed.
The curriculum for the 1993 FORUM has been developed in conjunction with EPA's top management
officials. Topics will focus on EPA Executive Leadership and Total Quality, Valuing Diversity, Fostering
Creativity and Innovation in Problem-Solving, and EPA International and Global Environmental
Concerns. Top EPA officials, former Administrators, members of Congress, nationally-known
consultants will discuss the negotiating and problem-solving skills required of top-level managers to help
the Agency reach its complex and challenging program goals. The curriculum features lectures and
discussions as well as case studies and exercises designed to have participants practice the skills and
abilities expected of them.
DATE: February 22-26,1993
TIME: 8:30 a.m. - 4:15 p.m.
LOCATION: Holiday Inn, Oldtown, Alexandria, VA
AUDIENCE: MANDATORY for newly-appointed SES members
COST: $500.00
EPA CONTACT: Clare Shea, OHRM/ERSPD at 202 260-3328
-------
II. Keys To Managerial Excellence
Keys To Managerial Excellence is a three-day seminar designed to provide newly appointed middle
managers with information about the knowledge and skills required for all federal managers. These
include competence in: Creative Thinking, Planning and Evaluation, Client Orientation, Internal Controls
and Integrity, Financial Management, and Management of Technology. The revised curriculum for the
1993 sessions focuses on defining the roles and responsibilities of the EPA manager and the differences
between first-level supervising and leading subordinate supervisors. The concepts of Leadership vs.
Administrative Accountability will be discussed throughout the units that highlight team building, diversity,
and problem-solving. Participants will be asked to prepare an Action Plan for themselves listing ways to
better communicate and identify a 'Vision" for his/her organization. Information from the Strength
Deployment Inventory will be linked to the EPA Quality/Model Manager characteristics and also enable
participants to identify how best to lead subordinate supervisors toward EPA's mission. Several case
studies are used to practice planning and management of technology as well as team-building skills.
Communicating in a multi-cultural organization is practiced. Managing change using TQM tools is
discussed. Each participant discusses his/her action plan with another participant to receive feedback.
TIME: 8:30 a.m. - 4:00 p.m.
AUDIENCE: Recently appointed middle managers (Branch Chief or above)
COST: $300.00
DATES LOCATION
January 12-14,1993 Headquarters Crystal Station
January 27-29, 1993 Region 7 Kansas City
February 9-11,1993 Region 1 Boston
March 2-4, 1993 Region 3 Philadelphia
March 9-11,1993 Headquarters Crystal Station
March 23-25, 1993 Region 9 San Francisco
April 13-15,1993 Region 2 New York City
April 27-29,1993 Ann Arbor Laboratory
May 11-13,1993 Headquarters Crystal Station
May 18-20,1993 RTP Laboratories
June 15-17,1993 Region 4 Atlanta
June 22-24,1993 Headquarters Crystal Station
August 10-12,1993 Reg ion 6 Dallas
August 17-19,1993 Headquarters Crystal Station
November 8-10,1993 Headquarters Crystal Station
EPA CONTACT: For Headquarters Clare Shea, OHRM/ERSPD at 202 260-3328
For Field Sessions Call Training Officer at that site.
8
-------
III. Framework For Supervision
Framework For Supervision is a three-day seminar designed to enable new first-line supervisors to
practice the required skills and abilities listed for all federal supervisors. In addition to the basic
competencies, first-line supervisors are expected to be competent in: Managing a Diverse Workforce,
Team-Building, Conflict Management, Human Resources Management, and Influencing/Negotiating.
Thus, the revised curriculum focuses on explaining the EPA Quality/Model Manager concept, defining
EPA's expectations for first-line supervisors by outlining the Basic Principles of Supervision. In addition,
FRAMEWORK topics include: Giving Recognition for Positive Results, Giving Constructive Feedback,
Dealing With Emotional Behavior, Communicating With Peers, Delegating, and an overview of EPA
Administrative Management Systems. EPA policy mandates this course for newly-appointed
supervisors. Since skill development is the most important aspect of this program, it is NOT an
appropriate course for non-supervisors.
TIME: 8:30 a.m. - 4:00 p.m.
AUDIENCE: Newly appointed EPA supervisors
COST: $250 for Headquarters
Varies for Field sessions
DATES LOCATION
February 2-4.1993 Headquarters Crystal Station
February 9-11,1993 EPA Laboratory Ann Arbor, Michigan
February 16-18,1993 Region 3 Philadelphia
February 23-25,1993 EPA Laboratory RTP
March 2-4,1993 Headquarters Crystal City
April 6-8,1993 Region 8 Denver
April 13-15,1993 Headquarters Crystal Station
April 27-29,1993 Region 5 Chicago
May 11 -13, 1993 Region 4 Atlanta
May 18-20, 1993 Region 9 San Francisco
May 25-27,1993 Headquarters Crystal City
July 6-8,1993 Headquarters Crystal City
July 14-16,1993 Region 6 Dallas
September 14-16,1993 Region 3 Philadelphia
October 19-21.1993 EPA Laboratory RTP
November 16-18,1993 Headquarters Crystal Station
November 30-December 2,1993 Headquarters Crystal Station
EPA CONTACT: For Headquarters Diana Parker, OHRM/ERSPD at 202 260-3328
For Field Locations Call Training Officer at that site.
-------
Optional Core Curriculum Courses
EPA redesigned its management development core course curriculum to incorporate topics that align
with the criteria and competencies for the EPA Quality/Model manager. Thus, in 1993, EPA executives,
managers and supervisors will benefit from the numerous knowledge, skill and ability-building programs
which comprise the optional EPA Management Core Courses. Using information gained by participating
in an EPA Managerial Assessment Program and following the listings on one's annual Individual
Development Plan (IDP), individuals may choose from:
D ASAP I (Coaching, Establishing Performance Standards, Resolving Conflicts, Developing Job
Skills, Conducting Information Exchange Meetings)
D ASAP II (Fostering Innovation, Taking Corrective Action, Managing Change, Resolving Team
Conflicts, Getting Your Ideas Across)
D Preventing Sexual Harassment in the Workplace
D EEO Briefing Seminar
D Congressional Briefing Seminar
D White House Briefing Seminar
D Female Managers and Leadership at EPA
D Executive Outlook on Managing Environmental Issues - Domestic and International
D Managing Media Relations and Preparation for Congressional Hearings
D Creative Problem-Solving for Managers Seminar
The following pages describe these programs more thoroughly.
10
-------
1. Applied Skills and Practice (ASAP) 1
Applied Skills and Practice (ASAP) 1 is a five-part series of three-hour supervisory skill
development workshops which is a follow-up to EPA's Framework for Supervision course. This series
will be conducted in Headquarters by OHRM/ERSPD staff members. In the Regions/Labs it will be
offered as arranged by the local Human Resources OfficesfiYaining Offices. ASAP-I is targeted to new
and experienced supervisors and was designed to enhance competency in: Team-Building, Managing a
Diverse Workforce; Conflict Management; Human Resources Management; and Influencing/Negotiating;
The five sessions are:
Unit A Coaching for Optimal Performance will increase supervisory effectiveness in conducting
formal performance reviews and work progress discussions, in developing employee potential, in helping
an employee to implement a work improvement idea, and in coaching an employee to meet job
standards or to manage their job better.
Unit B Establishing Performance Expectations will increase supervisory effectiveness in
explaining the level of performance expected from new employees, in changing an employee's job
priorities, in delegating assignments, responsibilities or standards, in correcting an employee's
misunderstandings about performance expectations, and/or in enhancing an employee's job with new
responsibilities.
Unit C Resolving Team Conflicts will increase supervisory effectiveness in improving team
performance, in handling disruptive conflicts between team members in meetings, in building stronger
team relationships by taking action to work out conflicts, and in modeling effective ways for team
members to resolve conflicts.
Unit 0 Developing Job Skills will increase supervisory effectiveness in training a new employee to
perform their job, in improving an employee's performance with a new skill, and in enhancing an
employee's skill base for career development.
Unit E Conducting Information Exchange Meetings will increase supervisory effectiveness in
holding regularly scheduled staff meetings, in conducting project reviews and QAT meetings, in
gathering information, facts and ideas from the team, and in coordinating activities and giving briefings
on a new procedure.
LOCATION: Headquarters sessions at Crystal Station, Conference Room A
Field sessions as announced by your local Training Office
TIMES: Morning sessions 9:00 a.m. -12:00 noon
Afternoon sessions 1:00 p.m. - 4:00 p.m.
COST: $120 for Headquarters
Varies in Field
DATES: UNIT A
January 25,1993 a.m. session & p.m. session
UNITB
March 1,1993 a.m. session & p.m. session
UNIT C
March 29,1993 a.m. session & p.m. session
UNITD
April 26,1993 a.m. session & p.m. session
UNIT E
May 10,1993 a.m. session & p.m. session
EPA CONTACT: Diana Parker OHRM/ERSPD at 202 260-3328
_
-------
II. Applied Skills and Practice (ASAP)II
Applied Skills and Practice (ASAP)II is a five-part series of three-hour managerial skill development
sessions which serves as a follow-up to EPA's KEYS TO MANAGERIAL EXCELLENCE for mid-level
managers who supervise subordinate supervisors. ASAP-IFs curriculum is linked to EPA's Model
Manager characteristics and the sessions listed are conducted in Headquarters by OHRM/ERSPD staff
members. In the Regions/Labs it will be offered as arranged by the local Human Resources Office.
Headquarters sessions are limited to DC area managers. The five sessions are:
Unit A Fostering Improvement through Innovation will increase managerial planning and
evaluation effectiveness by devising better work methods/techniques/procedures, by creating an
environment conducive to innovation, by encouraging and supporting employees to identify & implement
changes, and by adding more creatively to problem-solving.
Unit B Taking Corrective Action will increase managerial competency in correcting unsatisfactory
performance or problem behavior by seeking HR assistance regarding verbal disciplinary warnings
and/or formal disciplinary action. This session will include a question and answer period with HR officials
who handle EPA disciplinary actions and a Union Official (when appropriate). It will also focus on ways
to coach a subordinate supervisor regarding corrective action with his/her team members.
Unit C Managing Change will enhance the managerial skills regarding communication skills and
employee buy-in necessary for a smooth change effort. Participants will practice how to handle
objections, how to explain a proposed change and its impact, and how to gain acceptance and
encourage collaboration. This session will particularly focus on issues concerning programmatic
changes as well as office moves, re-organizations, etc.
Unit D Resolving Team Conflicts will increase managerial effectiveness in clearing up conflicts in
organizational settings. Participants practice serving as an objective mediator handling disruptive
behavior at meetings and modeling effective resolution techniques. An HR specialist in employee
counseling will suggest helpful techniques.
Unit E Getting Your Ideas Across will increase managerial effectiveness in presenting ideas in
meetings, in coaching a team or individual, in launching a project, in gaining buy-in, and in handling
phone/E-Mail situations so as to avoid misunderstandings.
LOCATION: Headquarters sessions at Crystal Station
Field sessions as announced by Training Office
COST: $120 for Headquarters
Varies for Field sessions
TIMES: a.m. sessions 9:00 a.m.-12:00 noon
p.m. sessions 1:00 p.m.- 4:00 p.m.
DATES: UNIT A
January 29,1993 a.m. session & p.m. session
UNIT B
March 5,1993 a.m. session & p.m. session
UNITC
March 26,1993 a.m. session & p.m. session
UNITD
April 16,1993 a.m. session & p.m. session
UNITE
May 7,1993 a.m. session & p.m. session
EPA CONTACT: Clare Shea, OHRM/ERSPD at 202 260-3328
__
-------
III. EEO Update Briefing For Executives, Managers, & Supervisors
EEO Update Briefing For Executives, Managers, & Supervisors is a three-hour workshop geared to
provide a working knowledge of managerial rights, responsibilities, and liabilities regarding Equal
Employment Opportunity and Affirmative Action programs. Attendance at this workshop is essential for
any EPA supervisor in his/her probationary period. The curriculum includes a review of the laws,
regulations and guidelines in non-threatening understandable language. It enables participants to better
handle EEO issues effectively and to develop legal and positive workplace norms. Each session will
have an OCR/FWP official available to answer specific questions and to provide information on EPA
resources. For Regional and Laboratory schedules, contact your Training Office or your OCR for a listing
of dates/times/locations of local sessions. Headquarters Program Officers who wish to reserve a block of
slots for their probationary supervisors may contact Diana Parker.
LOCATION: Headquarters EPA Auditorium
Field sessions as announced by local Training Office
COST: $75 for Headquarters
DATES: May 21,1991 a.m. session 9:00 a.m. -12:00 noon
p.m. session 1:00 p.m. - 4:00 p.m.
June 21,1991 a.m. session 9:00 a.m. -12:00 noon
p.m. session 1:00 p.m. - 4:00 p.m.
EPA CONTACT: Diana Parker, OHRM/ERSPD at 202 260-3328
(V. Preventing Sexual Harassment In The Workplace
Preventing Sexual Harassment In The Workplace is a three-hour seminar geared for all EPA
executives, managers and supervisors. The curriculum was designed in conjunction with the Office of
Civil Rights (OCR), with the National Federal Women's Program Manager (FWPM), and the FWPM
Council. It will enable participants to be able to better define sexual harassment, identify their role and
responsibilities for preventing it from occurring and for knowing how and when to take corrective action
in constructive ways. Each session will have an OCR/FWP official available to answer specific questions
and to provide information on EPA resources. Presently, we plan to present sessions throughout 1993.
For Regional and Laboratory schedules, contact your Training Office or your OCR. An announcement of
the dates, times, and locations of the numerous Headquarters sessions will be sent to all EPA
Headquarters executives, managers, and supervisors early in 1993. If Headquarters Program Offices
would like to block a specific session as a group, please contact Clare Shea for more information.
LOCATION: Headquarters
Field sessions to be announced by local Training Offices
DATES: To Be Announced
COST: To Be Announced
EPA CONTACT: Clare Shea, OHRM/ERSPD at 202 260-3328
13
-------
V. White House Briefing Seminar
White House Briefing Seminar is a three-day, fast-paced seminar. Its agenda is geared to the needs
of EPA executives and managers who are involved in preparing critical policy, data, briefings, etc. for the
Administrator, the DA, AAs, RAs, OMB, or Congress. Administration policy and Agency interaction can
greatly affect EPA's ability to achieve its mission. Thus, the purpose of this seminar is to broaden the
perspective of EPA executives and senior managers regarding the sitting Administration. Past seminars
for federal executives and senior managers have Included the following topics and nationally
known speakers:
D The Evolution of Presidential Leadership Steven Wayne, Professor of Government,
Georgetown University
D Inside the White House Kenneth Duberstein, Former White House Chief of Staff for Reagan
D Politics on the Potomac Steven Roberts, Senior Writer, US News & World Report, Former
White House Correspondent for the New York Times
D Presidential Elections Richard Scammon, Director Election Research Center, NBC News;
Former Director of the Census Bureau
D Assessment of the Bush Administration:
A Conservative View Burton Pines, Heritage Foundation, Former Associate Editor, Time
Magazine
A Liberal View Ralph Nader, Consumer Activist
D Pollcymaking In the Reagan Administration Edwin Meese, III, Former US attorney
General and Counsellor to the President
D The Defense Budget vs. Domestic Initiatives Lawrence Korb, Director, The Brookings
Institute; Former Assistant Secretary of Defense
D President and Public Opinion Karlyn Keene, Managing Editor of Public Opinion
We have requested several speakers who presently interact with or whom have interacted with EPA
executives and managers regarding policy and budget formulation (i.e. OMB, CEQ, and
Competitiveness Council members or related staff offices, etc.).
DATES: June 22-24,1993
COST: $850 (includes all session materials and luncheon sessions)
LOCATION: Capitol Hill Club
EPA CONTACT: Clare Shea, OHRM/ERSPD at 202 260-3328
ALL SF-182S MUST BE SUBMITTED BY MARCH 1,1993
14
-------
VI. Congressional Briefing Seminar
Congressional Briefing Seminar has a three day, fast-paced agenda geared to the needs of EPA
executives and managers who have significant Congressional involvement. It is especially helpful for
those who prepare and present briefings, policy interpretations, and data on behalf of the Administrator,
the DA, AAs, RAs, for OMB, or for members of Congress. The curriculum allows participants to look
closely at the role Congress plays in the effort to successfully mobilize the support and financing
required to achieve domestic policy goals. Problems of infrastructure of the nation are contributing to a
growing uneasiness on Capitol Hill the decay of transportation and community networks, the high cost
of and inadequate distribution of medical care, the increasing failures of public education all combine to
affect the way environmental concerns of toxic wastes, clean air, global warming, and clean water are
viewed. To misjudge the moods of Congress or to fail to grasp congressional psychology can create
friction and difficulty for EPA officials. It is therefore crucial for EPA senior executives and managers to
possess a clear understanding of the dynamics of Congress and how future legislation and budgets will
shape and define EPA's mission in years ahead. This seminar is designed to have participants
understand how best to represent EPA by providing an awareness of the politics and issues that
animate Capitol Hill. Past sessions for other federal executives and managers have included the
following topics and nationally-known speakers:
D The Evolution of Power In Congress Walter Oleszak, Congressional Research Service,
Library of Congress; Author of Congress and its Members.
D The Media and National Interest Sid Davis, Program Director, Voice of America; Former
Senior Washington Correspondent, NBC News.
D The Domestic Agenda Lawrence Korb, Director, Public Education at Brookings Institute;
Former Assistant Secretary of Defense under President Reagan
D Politics on the Hill Ralph Nader, Consumer Activist
D The Art of Lobbying Tom Korologas, President.Timmons & Company; Former Deputy
Assistant to President for Senate Relations
D 102nd Congress & Policy Process Norman Ornstein, Professor, Johns Hopkins;
Commentator MacNeil-Lehr News Hour
D Covering Congress: The Legislation & the Press Eleanor Cliff, Congressional
Correspondent for Newsweek; Member of McLaughlin Group,
We have requested several speakers who presently interact with EPA executives and managers
regarding regulations, legislative language/impact and policy/budget formulation.
DATES: April 6-8,1993
October 19-21,1993
COST: $850 (includes all session materials & luncheon sessions)
LOCATION: Capitol Hill Club
Limited to the first 25 Slgn-ups
EPA CONTACT: Clare Shea, OHRM/ERSPD at 202 260-3328
ALL SF-182S MUST BE SUBMITTED BY DEC.15,1992
FOR APRIL 1993 SESSION
15
-------
VII. Female Managers and Leadership at EPA
Female Managers and Leadership at EPA is a one-day workshop geared to the specific managerial
and leadership needs of women supervisors, managers or executives. The curriculum covers the
burdens and expectations women confront which differ from those of their male counterparts. It analyzes
behavioral assumptions and social stereotypes while separating issues of substance from style. Topics
for this fast-paced program include the EPA Quality/Model manager characteristics, how to transition
from doing to delegating, how skillful leaders develop winning styles and strategies, how to confront
office conflict, low morale and productivity, and incompetence and power issues, and how to end office
gossip, insubordination, and personal attacks. Some time will be spent understanding how and why men
and women work differently. A panel of EPA top woman executives and managers will discuss their
experiences at EPA and offer advice to probationary and recently promoted managers and executives.
Program Offices may reserve a block of slots for this program by contacting Clare Shea.
LOCATION: EPA Auditorium
COST: $150 per person
DATES: September, 1993
(specific date to be announced)
EPA CONTACT: Clare Shea, OHRM/ERSPD at 202 260-3328
Other Seminars
The curriculum, costs, dates, vendors for the following seminars scheduled for 1993 are still being
developed and negotiated:
D VIII. Executive Outlook On Managing Environmental Issues
(International & Domestic) Brookings Institute
D IX. Media Relations And Preparation For Congressional Hearings
Alan Freed & Associates
D X. Managerial Creative Problem Solving to be determined
You will be informed of these programs in the Executive Update and in the Management Update as soon
as definitive information is available.
16
-------
Senior Executive Service Candidate Development
EPA's Senior Executive Service Development Program (SESCP)
EPA's Senior Executive Service Development Program (SESCP) has been designed to strategically
prepare a cadre of highly-qualified men and women to assume leadership of EPA's complex programs.
Participants who are first nominated, interviewed, and finally selected into this highly-competitive
program must be available to participate in a series of mandatory EPA seminars and to complete
rotational assignments in order to gain cross-media experience and to broaden one's perspective
programmatically.
EPA's SESCP program consists of the following components:
D Assessment activities to examine Leadership and Administrative Accountability skills, their
Broad-Based Perspective, and their Technical Competence in order to determine future career
needs.
D Individual Development Planning (IDP) to outline the candidate's developmental activities during
designated time frames.
D Training to provide orientation to the SES and the concept of the EPA Model Manager through
the mandatory EPA Environmental Management Seminars, and participation in both OPM's
approved programs, and other management training courses as needed.
D Developmental/rotational assignments to give candidates the opportunity to perform in line
management and in cross-media positions.
EPA's SESCDP is recognized as an outstanding one in government circles. Our most recent SES class
of 26 candidates began in FY '90. They participated in a series of Environmental Management
Seminars, in various OPM programs, in university-based programs, in rotational assignments and
cross-media task groups. Of that FY '90 class, ten candidates have already been selected for SES slots
at EPA.
EPA will announce its next SES Candidate Development Program nationwide. Selection criteria
emphasizes supervisory and managerial experience, broad-based perspective, and technical
competence. GM/GS 15/14s are eligible to be nominated through AAs, RAs, or Laboratory Directors.
Final selections are announced nationwide.
LENGTH: varies per participant Usually 1 -1/2 years
COST: Varies per participant
All travel costs & tuition costs are responsibility of the participant's program
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
17
-------
Pre-Supervisory Development Training Programs
EPA supports the development of its employees who wish to prepare for supervisory positions. The
Agency has listed the following basic competencies and traits as essential for individuals preparing for a
successful career as an EPA manager:
Leadership, Interpersonal Skills, Flexibility, Self-Direction, Decisiveness,
Oral Communication, Written Communication, and Problem-Solving.
In preparing for a career in management, employees at GS 11-15 levels may explore their supervisory
potential and learn of EPA's expectations for its Model Managers by participating in the following
programs:
D Understanding Supervision
D Greater Leadership Opportunities (GLO) Program
D The Looking Glass workshop.
I. Understanding Supervision
Understanding Supervision is a two-day seminar targeted for those EPA employees at the GS/GM
12-14 who are considering a career as a supervisor or manager. The curriculum covers an explanation
of the characteristics of the EPA Model Manager and discussions of the required competencies, the
roles and the rights of EPA supervisors. Course topics include Principles of Supervision, the Personal
Styles Inventory (MBTI), Leadership Styles, Coaching, and Team Motivation Skills. The pros and cons of
a management career are discussed and participants leave this session with a good understanding of
how they can better prepare for their move into management if they plan on doing so. The
OHRM/ERSPD staff has prepared a curriculum and materials which Regional or Laboratory Training
Offices may use or adapt for their local site. The Headquarters sessions listed below are taught by
ERSPD staff assisted by EPA supervisors. Regional and Lab participants may attend the Headquarters
sessions.
LOCATION:
COST:
DATES:
TIMES:
EPA CONTACT:
Headquarters Crystal Station
$120 per person
February 18-19,1993
May 5-6,1993
June 2-3,1993
July 21-2,1993
September 8-9,1993
October 13-14,1993
November 2-3,1993
8:30 a.m. - 4:00 p.m.
Diana Parker of OHRM/ERSPD at 202 260-3328
18
-------
II. Greater Leadership Opportunities (GLO)
Greater Leadership Opportunities (GLO) Program is a one-year developmental program whose
target audience includes GS 11-13 level women and minorities with at least 2 years of EPA employment
who have demonstrated potential for leadership. GLO is designed to increase an employee's leadership
and management skills in order to enhance career opportunities and to enable participants to
successfully compete for supervisory positions. The program includes the development of an Individual
Development Plan (IDP), arranging mentoring relationships and rotational assignments, and a shadow
assignment, and a variety of leadership skill seminars such as team-building, cultural diversity,
Myers-Briggs Type Indicator, etc. Selection and participation in GLO is a competitive process. Each
GLO class has about 30 participants nationwide. Approximately 30% of the over 200 GLO graduates
since 1987 are now in supervisory or managerial positions at EPA or at other Federal agencies.
LOCATION:
COST:
EPA CONTACT:
Sessions are in DC and at EPA host sites nationwide
$2100 tuition plus 2-3 weeks travel and per diem
Laurie Remer, OHRM/EPA Institute at 202 260-6678; or
Local GLO Coordinators.
HI. Looking Glass Workshop
The Looking Glass Workshop is a five-day intensive, residential leadership training taught by EPA
staff and outside faculty. It is designed for non-supervisory employees, GS-13-15, who wish to enhance
their personal effectiveness and their career opportunities in the organization. The centerpiece of the
workshop is a simulated company, Looking Glass, INC. The twenty participants select their own
positions from among the top twenty in the company, from President to plant manager. After running the
company for one full day, they spend time in de-briefing sessions where they receive feedback from
trainers and peers on all aspects of their leadership behavior. Feedback from peers in the real office is
also provided to each participant to enable them to identify more clearly what they have learned and to
make serious plans for their own leadership development.
LOCATION: To be Determined
COST: $1250 tuition plus travel
DATES: December 7 -11,1992
March 29-April 2,1993
June 7-11,1993
September 20 - 24,1993
EPA CONTACT: Ron Rago or Brian Smith, OHRM/EPA Institute at 202 260-6678
19
-------
OPM Nationwide Programs
I. OPM's Federal Executive Institute (FEI)
OPM's Federal Executive Institute (FEI) sponsors a four-week residential executive development
program entitled "Leadership for a Democratic Society" in Charlottesville, VA. This rigorous program
explores the essence of public service management using a performance-based approach to individual
development and leadership in the federal context. Its objective is to link individual development to
improved organizational performance. Nominations for this program are solicited once a year, usually in
the early summer for the following fiscal year. In FY '93, EPA is sponsoring 32 participants at FEI.
The FEI nationally-recognized faculty and curriculum addresses the active leadership role expected of
career senior managers and the democratic values and beliefs that underpin that leadership. The theme
of "specialist to generalist to leader" is integrated throughout the program as participants focus on
innovative federal management practices through access to distinguished speakers and week-long
classes that stress the strategic view of executive management and human resource development. FEI
Alumni programs are scheduled in Charlottesville, Virginia, and at FEI-Washington, D.C. The target
audience includes members of EPA's Senior Executive Service, SESCP participants, and GM-15s. A
select number of executives from state, local, and foreign governments, nonprofit/private sector
organizations also attend.
LOCATION: Charlottesville, VA.
COST: FEI = $6,500 (includes lodging and meals)
Work Team Development = $950
Alumni Programs = $500.
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
II. OPM's Washington Executive Seminars (WES)
OPM's Washington Executive Seminars (WES) are non-residential, two-week sessions designed to
acquaint current and future executives with a wide range of issues and topics. Particular attention is
devoted to the Senior Executive Service competencies of "Integration of Internal and External Program
and Policy Issues" and "Organization Representation and Liaison." Each seminar is divided between a
conveniently located site in downtown Washington and Capitol Hill. WES takes advantage of its unique
Washington location by offering participating executives direct contact with current and former members
of Congress and their staff, representatives of interest groups, specialists in government operations, and
members of the Executive Branch. The target audience includes newly appointed SES members,
SESCP participants, and GM-15s. Announcements appear in the Executive Update & Management
Update.
LOCATION: Washington, D.C,
COST: $2,100
EPA CONTACT: Janis Butler, OHRM/ERSP at 202 260-3328.
20
-------
III. OPM's Management Development Seminar Centers (MDSC)
OPM's Management Development Seminar Centers (MDSC), formerly known as OPM's Executive
Seminar Centers, provide quality residential seminars in policy and management training areas for a
select group of government managers and executives. They enable newly appointed and advancing
managers and executives an opportunity to develop and enhance their managerial skills, knowledge,
and competencies. Each year, usually in the summer, EPA solicits nominees for the following the fiscal
year through the AAs, RAs, or Lab Directors. Historically, EPA's top management has recognized the
quality of these programs and, thus, we have had one of the highest participation rates in the
government. In FY '93, EPA will sponsor over 250 nominees, mostly supervisors, managers, and
executives. Each seminar is offered several times and, unless stated, each lasts for two weeks. There
are two categories of seminars: the Management Seminars and the National Policy Seminars.
The Management Seminars:
D Seminar For New Managers provides new government supervisors/managers an opportunity
to learn and practice managerial skills needed to effectively meet the current and future
challenges of public service. Participants are usually GM/GS-13s and higherwith less than two
years of managerial experience.
D Management Development Seminar provides an opportunity for experienced
supervisors/managers to develop new capabilities as well as enhance those which have
supported their management excellence in the past. The target audience usually includes
successful experienced supervisors/managers at the GM/GS-14/15 levels.
D Executive Development Seminar assists senior managers in making the transition to
executive positions. The target audience includes recently appointed members of the Senior
Executive Service, GM/GS-15s, and participants in the EPA's SES Candidate Development
Program.
D Managerial Competencies For Executives emphasizes management skills needed to operate
in the policy context typical of many higher-level management jobs. The target audience
includes managers and executives who have moved from technical, scientific, or specialist
positions directly into management at a relatively high level, without benefit of supervisory and
management experience or training at lower levels. Participants should be at the GM/GS-14
level and above.
D Total Quality Management In The Public Sector* addresses the critical need for increasing
organization performance and improving public sector productivity. The emphasis in this one
week seminar is on the strategy of total quality management. It focuses on analytical skills as
well as behavioral approaches to achieve the goal of continuous improvement. The target
audience includes managers and supervisors at the GM/GS-14 level and above who are
concerned with improving productivity and performance within their Branch/Division/Office.
21
-------
The National Policy Seminars:
The National Policy Seminars are designed to enable executives and managers to stay current with
issues and developments in the particular public policy environment in which they operate. The
curriculum focuses on key policy and program initiatives; new and proposed legislation; and relevant
social, economic, and technological issues and developments. The FY 1993 seminars include:
D Environmental Policy Issues examines current environmental issues, policies, and programs
and explores the political, scientific.and economic origins of national and global environmental
problems through regulation and other policy initiatives. The seminar will survey prospects for
resolution of environmental challenges such as toxic and nuclear waste, global warming,
population growth, and energy production. The target audience includes GM/GS-14s and above.
D Management Of Natural Resources explores the federal stewardship of natural resources use
and its importance to continued growth of the United States. By examining alternative strategies
for natural resources as well as the public benefits those strategies seek to secure, public
administrators will be able to assess probable economic, environmental, technological and
social consequences of proposed decisions and actions. The target audience includes
GM/GS-13s and above.
D Science, Technology, and Public Policy examines the role and organization of the federal
government in science and technology. This course provides a current analysis of the policy
development process including the interaction of political, economic, and societal forces.
Selected issues of national and international significance are reviewed and assessed. The
critical role of the federal science and technology community and the future direction of science
policy management are important aspects of this program. The target audience includes
GM-13s and above.
D Alternative Dispute Resolution (ADR)* demonstrates and provides ample applications for the
use of ADR in managing and resolving disputes as alternatives to litigation in the courts. EPA
has used ADR successfully to resolve major issues that normally have taken years to work their
way through the Federal administrative process and the court system. Topics include: Critical
policy issues surrounding the use of ADR, ADR applications in federal government and ADR
techniques and processes. The target audience includes GM-14s and above.
D Technology Transfer and The Management Of Federal R & D provides an understanding of
the philosophy that underlies the concept of technology transfer. From the policy perspective,
the seminar examines the differences between lawful and unlawful transfer of technologies and
provides a conceptual framework within which participants will examine issues associated with
the management of technology transfer. The target audience includes GM-14s through SES.
D Federal Program Management provides an understanding of the complexities of the
environment and operations of federal programs. By examining in detail a "living case study" to
illustrate the dynamics of program management, participants are encouraged to consider the
cross-program priorities and functions needed by Federal managers. The target audience
includes GM-14s and above.
D Administration Of Public Policy provides an understanding of the political, social, and
economic environments in which American public policy is initiated, developed, and
implemented. It examines ways the major governmental policy-making institutions as well as the
non-governmental institutions shape public policy. Topics include the relationship of political and
career executives, legislative oversight and the role of GAO, the ethical dimensions of
administrative discretion, and problems of responsible and politically responsive execution and
evaluation. The target audience includes GM-13s and above.
22
-------
D Economics and Public Policy examines the nation's economic situation past, present and
future with emphasis on the historical growth of government involvement in the economy and the
consequences of federal public policy and programs. Among the policy areas covered are
regulation and agriculture. The target audience includes GM-13s and above.
D Federal Personnel Management Issues is an in-depth exploration for executives and
managers of issues, policy options, and implementation strategies in managing federal
government personnel. The target audience includes GM-14s.
NOMINATIONS ARE REQUESTED AND APPROVED FOR THESE
NON-REIMBURSABLE SLOTS ONLY ONCE EACH SUMMER FOR THE
FOLLOWING FISCAL YEAR.
COST: $2175 (includes 2 weeks meals and lodging)
$1250 (* = 1 week meals and lodging for TQM or ADR)
LOCATION: Lancaster, PA
Oak Ridge, TN
Denver, CO
Chicago.lL
San Francisco, CA
EPA CONTACT: Janis Butler, OHRM/ERSPD, at 202 260-3328
IV. OPM's Legislative (LEGIS) Fellows Program
OPM's Legislative (LEGIS) Fellows Program offers an opportunity for career development and
enhancement in a public service career through direct exposure to the legislative process. Targeted for
GM/GS 14/15 managers and SES candidates, participants gain an understanding of Congressional
operations and are provided developmental assignments to enhance skills for their current or
prospective positions which may require a working knowledge of the operations of Congress. LEGIS
Fellows are provided instruction and direct experience in a Congressional office. EPA is asked to
nominate participants once a year usually during the summer months for the following fiscal year.
Nominees are thoroughly screened and 0PM makes the final selections for this highly competitive
program.
TIME: Two 6-month sessions; or
One full-year session
COST: $3300 per participant plus travel; or
$4600 per participant plus travel
LOCATION: Washington, D.C.
EPA CONTACT: Janis Butler OHRM/ERSPD at 202 260-3328
23
-------
V. OPM's Developmental Programs For Non-Supervisory
Employees
OPM's Developmental Programs For Non-Supervisory Employees have long been supported by
EPA in an effort to develop all members of our workforce, not just EPA's management cadre. We have
sought to provide opportunities for all to reach their highest potential. Such development has taken the
form of self-developmental activities, of technical training programs, and in the last ten years or so, in the
form of formal developmental programs such as the SESCP, GLO, GRO, etc. As EPA leaders, you
should become familiar with these programs so you can encourage your subordinates and peers to take
advantage of them. Most program are geared to non-supervisory personnel, although supervisors and
managers may qualify for participation. The following programs prepare high potential employees for
greater understanding of leadership at EPA:
D Executive Potential Program {EPP)
Executive Potential Program (EPP) is a year-long program anchored in Washington, but open to
Federal employees nationwide. It is designed primarily for specialists at the journey level who
are interested in pursuing supervisory or managerial careers, but need to complement their
technical expertise with professional management skills. The target audience includes high
potential employees at the GS/GM-13/14 levels. The program is open to Regional employees
although the required training takes place in Washington. Each participant's office is responsible
for supporting the attendance and completion of training requirements as well as the completion
of two 60-day rotational assignments and three week-long training sessions in Washington, DC.
Last year's class had 9 EPA participants. Each year, the nominations are requested. Final
selections are announced each January.
LOCATION: Washington, DC
COST: $4,900 (plus travel/per diem)
EPA CONTACT: Brian Smith, OHRM/EPA Institute at 202 260-4155
D Women's Executive Leadership Program (WEL)
Women's Executive Leadership Program (WEL) is a year-long program which prepares women
and men with high potential to become federal managers and supervisors. This OPM program
includes management development seminars, individual development plans, rotational
assignments, mentoring relationships, and shadow assignments. The target audience includes
Federal employees who are non-supervisory women and men at the GS-11 and GS-12 level.
Nominees are selected based on the applicant's managerial potential and motivation. Since
1987, EPA has sponsored 55 participants from Headquarters, Regions, and Laboratories. The
program is announced each fall with classes beginning the following May. Selections are
competitive.
LOCATION: Various sites, but mostly in DC area
COST: $3,350 (FY'92 cost); plus travel/per diem
EPA CONTACT: Laurie Remer, OHRM/EPA Institute at 202 260-6678.
24
-------
Rotational Assignments and Programs
I. Intergovernmental Personnel Act (IPA)
The Intergovernmental Personnel Act (EPA) allows employee exchanges for between two to four
years among federal agencies and state and local governments, Indian tribal governments, educational
institutions, and certain non-profit organizations. EPA employees on IPA assignments work in all
program areas and serve in both line and staff functions. Program objectives include multiplying the
nation's environmental expertise, acquiring hard-to-find expertise for the solution of common problems,
and providing a training ground for both non-federal and EPA employees to gain experience at another
level. In FY '92, EPA has 132 IPA participants out working with various organizations and we have 24
IPA participants from various organizations working in EPA. Generally the target audience includes
GS/GM12-15s, although lower levels have participated in the past.
LENGTH: Two to four years
COST: Salary/travel/etc, are negotiable
EPA CONTACT: Cynthia Jackson Bass, OHRM/ERSPD at 202 260-3328
IT DOC Commerce Science and Technology (COMSCI) Fellowship
The DOC Commerce Science and Technology (COMSCI) Fellowship is a one year program
designed to provide SES members, SES candidates, and GM/GS-14/15 managers with an opportunity
to study national and international issues related to the development, application and management of
science and technology. DOC solicits nominees from EPA in the early summer for the foilowing fiscal
year. Program announcements appear in the EPA Management Update. The curriculum includes an
orientation to Congress and its staff as well as a ten-month intensive assignment in another agency,
Congress, or the White House specifically designed to provide policy- making and program management
experience at the highest ievel. Weekly seminars, lectures and conferences with both public and private
sector speakers allow participants to share experiences and program information.
LENGTH: one year
COST: $3,000 per participant
EPA CONTACT: Janis Butler OHRM/ERSPD at 202 260-3328
25
-------
III. EPA Rotational Assignments
EPA encourages all its supervisors, managers and executives to seek out opportunities to gain
broad-based perspectives on various EPA programs. We encourage cross-media exchanges especially
because they broaden the perspective of our management team members. Shadowing assignments can
also be arranged between Headquarters, Regions, Laboratories, etc. to provide better vertical and or
horizontal perspective especially for program officials. Assignments longer than 120 days must be
coordinated through your servicing Human Resources Office. Such experiences can be planned for
during the annual IDP discussion with your manager.
LENGTH: generally up to 120 days
COST: no cost
EPA CONTACT: Your supervisor & HRO at your site
26
-------
Non-Government & University-Based Programs
_ |_|arvarcj University
Harvard University offers a wide variety of programs for government executives and managers through
its School of Government and through its Business School. Best known are:
D Program for Senior Managers in Government (SMG) is an intensive three-week session for
experienced executives who want to enhance the abilities needed to manage strategically in the
public sector. This intensive executive education program helps senior executives define and
shape strategies for their organizations, sharpen their analytical and decision-making skills,
improve their operational effectiveness, refine their managerial practice, and establish lasting
professional relationships with colleagues and faculty. The target audience is primarily senior
career officials and sub-Cabinet political appointees in the Federal government and executives
who hold positions of major responsibility in shaping strategic decisions or implementing major
policies. Faculty members design the curriculum with guidance from effective current and former
government executives and cabinet members. It helps experienced executives who have moved
from narrow functional responsibilities to wider agency roles. The program addresses the
problems they face in:
planning coherent strategies and organizing policy-making processes;
mobilizing support in an environment of shared responsibility; and
structuring credibility with the media, oversight bodies, interest groups, and the special
constituencies of the organization.
D The Senior Executive Fellows Program (SEFP) is an intensive eight-week program forSES
members, SES candidates and other senior EPA managers who wish to develop their
managerial potential and prepare themselves for wider EPA executive roles. The curriculum is
drawn from Harvard's various Executive Education Programs and is based on the case study
method. Its modules address the following issues:
Organizational strategy;
Policy analysis and development;
Political management;
Bargaining;
Negotiation;
Leadership;
Operations & Human Resources
Because several former EPA Administrators, Assistant Administrators, and Regional Administrators
have helped to develop the cases used in this program, EPA participants find the curriculum especially
relevant. Nationally-known faculty members assist participants in team and group study.
LOCATION: Harvard University
COST: $7,250 for 3 week manager program
$15,500 for 8 week executive program
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
27
-------
II. American University Key Executive Program
American University Key Executive Program is an intensive twenty-month course consisting of classes
held on campus on Fridays and Saturdays. It offers participants the perspectives and competencies
necessary for effective performance in high-level executive and managerial work. The curriculum
includes the major activity areas used in certifying candidates for career positions in the Senior
Executive Service. Participants continue to work at their jobs while completing this thirty-six
semester-hour graduate program. A Master of Public Administration (MPA) Degree is awarded to those
completing this rigorous program. The target audience includes individuals in federal, state and local
governments at the GM-14 level and above who exercise significant responsibilities for program
management or policy development and who are preparing themselves for positions of greater
responsibility. Entrance is highly competitive and a bachelor's degree is required. The distinguished
faculty for this program includes former high level elected offices and government appointees.
LOCATION: American University
COST: $21,000 per participant
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
HL University Of Michigan Executive Education Program
University Of Michigan Executive Education Program is a demanding, four-week program designed
specifically for SESers and SES candidates whose major responsibilities involve the strategic
management of their organizations. It is designed to extend an executive's views on issues, policy and
the external environment. The curriculum taught by Michigan's Graduate School faculty strives to:
enhance the executive's strategic decision-making ability,
provide an interdisciplinary perspective that considers issues beyond one's own function,
and an international scope that integrates markets, competition, and organizational
issues, and
analyze the related issues and investigate the action plans pertinent to individual
organizations. Participants use case analyses, situational strategies, group computer
simulations, state-of-the-industry presentations, reading assignments, and small-group
studies.
Besides the Executive Program the University also offers a variety of other outstanding programs. The
target audience includes experienced managers at GM-14 and above.
LOCATION: Ann Arbor, Michigan
COST: $15,500 Executive Program; lodging & meals
Other courses vary with course
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
28
-------
IV. George Washington University Contemporary Executive
Development Program
George Washington University Contemporary Executive Development Program is a six-week program
designed to enhance managerial effectiveness by encouraging an understanding of leadership abilities
and styles. Federal executives and managers need a complex mix of skills and new perspectives. The
CED is designed to provide a practical, real-world approach using theories and models to help
participants understand what they need to know to be an effective federal executive. The target
audience includes highly motivated, top-level managers at the federal, state and local levels. It
welcomes SES candidates or recent SES appointees as well as high potential individuals and
experienced managers wishing to expand their perspective and to be exposed to new ideas about
leadership.
LOCATION: Warrenton, Va.; and
Washington, D.C.
COST: $2,995
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
V. Carnegie Mellon University Senior Executive Seminar
Carnegie Mellon University Senior Executive Seminar is a rigorous, selective, three-week residential
program for executives and managers designed to broaden their overall perspective and strengthen their
skills in the art and science of general management. The program is designed to help participants to:
understand the important political, social, and economic forces,
develop their abilities to plan and act strategically, and
strengthen their analytical and decision-making skills in the functional areas of finance,
accounting, operations, and organizational behavior.
The program is not particularly geared to government operations, but it would enable EPA participants to
better understand business concerns and strategies which greatly affect EPA's effectiveness. Its target
audience includes private sector executives who generally have 15 to 25 years of work experience, and
who are upper-level managers within a function, and currently have, or soon will have, cross-functional
or general management responsibilities.
LOCATION: Carnegie Mellon
COST: $5,200; includes lodging & meals
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
29
-------
VI. The Executive Program (TEP) at UNC at Chapel Hill
The Executive Program (TEP) at UNC at Chapel Hill is a 200-hour work/study program targeted for
SESers and GM-15 senior managers. The curriculum is specifically designed to address the needs of
executives who formulate and implement strategy and bear responsibility for their organization's future.
The TEP helps participants develop their capacity for making informed and creative judgments about
policy.
LOCATION: Residence Carolina Inn, Chapel Hill, N.C.;
Classes Kenan Center, UNC at Chapel Hill, N.C.
COST: $11,000
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
VII. Brookings Institute Public Policy Education Programs (EEP)
Brookings Institute Public Policy Education Programs (EEP) contribute to the professional development
of decision-makers by providing structured opportunities to expand perspectives and exchange ideas on
vital policy questions, trends, alternatives, and government-business interrelationships. The target
audience includes SES members, SES candidates, and GM-15s. The EEP for senior government
managers offer participants both an intensive learning experience and a neutral forum for dialogue on
national and international public policy challenges. Seminars scheduled include: Issues in Science and
Technology Policy; New Directions in National Policy-making; Fundamentals of TQM for Public Sector
Managers; Emerging Issues in Public Management; Understanding Business Policy and Operations;
National Issues Forums; and Executive Leadership Seminars on Critical Public Policy Issues
LOCATION: Washington, D.C.
COST: varies, but usually most are 6 days at $3,300
LENGTH: varies from 1 -6 days
EPA CONTACT: Janis Butler, OHRM/ERSPD at 202 260-3328
VIII. Center For Creative Leadership (CCL)
The Center For Creative Leadership (CCL) is an international, non-profit educational institution
dedicated to developing the effectiveness of leaders and teams from many different environments. The
CCL focuses on the enhancement of individual self-awareness as well as improvement in vital
leadership skills. Participants receive feedback on their strengths and weaknesses, and have the
opportunity to practice new behaviors and skills. The target audience includes middle and upper level
managers who are interested in an evaluation of their managerial strengths and developmental needs.
CCL offerings include: Individual Development for Leadership, Change and Innovation, Management
Skill Development, and Team Leadership.
LOCATIONS: Greensboro, NC;
Colorado Springs, CO;
San Diego, CA
COST: $1,400 to $7,000
EPA CONTACT: Janis Butler, OH RM/ERSPD at 202 260-3328.
30 "
-------
IX. The American Management Association
The American Management Association is a widely-respected management education organization that
has provided outstanding training programs for executives, managers, supervisors and professionals for
over 60 years. It has 13 councils, each with 30 to 40 top executives from every sector and size
organization nationwide. They serve as curriculum advisors in the many functional management areas.
Course are updated annually to provide current topics and techniques. The sessions listed are ones that
in the past received high praise from past federal executives, managers and supervisors. Facilitators of
AMA sessions are usually well-known national consultants. We have listed the courses as appropriate
for the three levels of management.
D For SESers or SES Candidates
Executive Effectiveness Course 2 UNITS six months apart
$2,985 plus travel/per diem
Advanced Executive Speaking 3 days @ $1,525
Effective Executive Speaking 3 days @ $1,145
Developing Executive Leadership 3 days <§> $1,235
Management of Managers 3 days <§> $1,145
D For Managers:
The AMA Management Course 4 one week sessions over
18 month period @ $6,010
Achieving Professional Excellence 3 days @ $1,030
Leadership Skills for New Managers 3 days @ $ 950
Management II For Experienced Managers 3 days @ $1,145
Improving Managerial Effectiveness 4 days @ $1,530
Develop'g High Performance Teams 3 days @ $1,145
Successful Women Managers 2 days @ $ 995
Successful Managerial Skills for Black Managers 3 days $1,065
Thinking & Managing Strategically 3 days @ $1,430
D For Supervisors:
Managing Technical Professionals 3 days @ $1,065
Managing Cultural Diversity 3 days <§> $1,030
Problem-Solving & Decision-Making 3 days @ $1,200
Successfully Managing People 3 days @ $1,030
Plan & Implement a TQM Program 3 days @ $1,800
Leadership Skills for Supervisors 3 days @ $1,030
Coaching & Counseling for Improved
Job Performance 3 days @ $1,145
Negotiating to Win 3 days @ $1,200
To learn more about the descriptions for these programs and when and where they are offered
nationwide in 1993, call AMA 518 891-0065 (New York City)
31
-------
FY'93 Suggested Management Reading List
Below is a listing of management related books that have been recommended by numerous EPA
executives, managers and supervisors as extremely helpful as guides and resources. Most of these
books are available in paperback or are at your EPA library or your local community library. If there are
others that you feel were useful to you in your growth and development as a manager, please pass that
information along to us at 202 260-3338.
7 Habits of Highly Effective People Covey
Principle-Centered Leadership Covey
Re-Inventing Government Gaebler & Osborne
You Just Don't Understand Tannen
Quality Without Tears & Quality is Free Crosby
Power & Influence Kotter
A Force for Change Leadership vs. Management Kotter
The Fifth Discipline Senge
High Output ManagementGrove
Problem Bosses Grothe & Wylie
Leadership When the Heat's OnCox
Thriving on Chaos Tom Peters
The Art of Managing Managers Sweeney
The Change Masters Kanter
Getting Together-Building a Relationship that Gets to Yes Fisher
Leaders Strategies for Taking Charge Bennis & Nanus
Visionary Leadership Nanus
Leadership Burns
Type Talk Kroeger & Thuesen
RaceTurkel
32
-------
How To Register
D For Headquarters
Contact the EPA Contact listed for that particular program to ascertain if there is space
available, if you are eligible, if there are waiting list(s) available, etc.
Prepare an SF-182 Training Form and make sure that it has the appropriate signatures
and a DCN# for the tutition, etc.
Mail the SF-182 to the EPA Contact. Mail codes are listed in the EPA Telephone
Directory. FAX numbers are usually available as well.
D For Regions/Labs
Most Regions and Laboratories have established systems of management training &
development announcements, registration and notification of participants about local
offerings of various opportunities.
Contact your local Training Officer or Human Resources Officer for information regarding your
participation. Phone Numbers/E- Mail listings/ Mail Codes, etc. are listed in the EPA HEADQUARTERS
TELEPHONE DIRECTORY or in your local phone directory.
33
------- |