ADVANCED LEADERSHIP DEVELOPMENT FOR SUPERVISORS (ALDS) PROGRAM YEAR 1 IMPLEMENTATION MARCH 2010 – FEBRUARY 2011 PILOT PROGRAM

ALDS PROGRAM PROGRAM PURPOSE: Build strong leaders in Central California human services delivery system Provide comprehensive leadership model at supervisory level for improved leadership attitudes, knowledge and skills Provide training and practical application of training concepts leading to organizational & system change & improved outcomes Primary Target Population: CWS Supervisors – those seeking opportunity for professional development / growth and recognized as future leaders within organization Secondary Population: CWS Managers – those who supervise and refer CWS supervisors

ALDS STRUCTURE  Eleven month program: 5 training modules to include classroom training and TOL Lab  Bi-Monthly Classroom Instruction: Embedded and expanded CORE Foundations of Supervision; Opportunity for training, peer-networking, facilitated discussion, feedback  Bi-Monthly Transfer of Learning Lab: Focus practical application of classroom training & in-depth practice discussion  Seminar “So You Want To Be A Manager??” – Panel discussion and facilitated workshop

ALDS TRAINING MODULES MODULE 1: Supervision, Foundations & Principles in a Coaching & Transfer of Learning Organization MODULE 2: Essentials of Teamwork & Collaboration to Build Respect, Trust & Appropriate Boundaries MODULE 3: Relationship To Build Staff Retention & Work Force Capacity MODULE 4: Responsibility & Accountability to the Organization, Staff and Community MODULE 5: Strategic Program Development with Program Program Process, Policy & Procedure Development, Implementation, Evaluation to meet Outcomes.

ALDS PILOT COUNTIES

PARTICIPANT DEMOGRAPHICS

EVALUATION COMPONENT  Pre and Post Tests (Supervisors & Managers)  Evaluation report each training module  Cumulative program evaluation report  Feedback – Transfer of Learning Labs  Focus Groups  Survey Monkey

EVALUATION FEEDBACK COMMON THEMES  Limited marketing of program  Lack of program orientation  Lack of clarification of ALDS Program with other training programs  Too many learning objectives for training modules  Recommended additional curriculum topics: supervising multi-generations, social media in workplace, worker readiness, program development, strategic planning, conflict resolution

EVALUATION FEEDBACK  Evaluation process confusing  Transfer of Learning Lab time too limited  Lack of manager participation  Weak / no link between manager and supervisor  Coaching component recommended

CHANGES YEAR TWO IMPLEMENTATION  Meet with county administration prior to program implementation  Include program orientation  Seek additional input for training topics  Decrease number of learning objectives  Simplify evaluation process

CHANGES YEAR TWO IMPLEMENTATION  Increase time of Transfer of Learning Lab  Increase manager participation  Strengthen and continuously reinforce link between managers and supervisors  Provide coaching component

ALDS STRUCTURE YEAR TWO  Bi-Monthly Classroom training 9 – 4 PM (supervisors and coaches) Trainers as subject matter experts provide training Executives as presenters Coaches reinforcing learning and application  Monthly Coaching Site Visits / Calls (coaches, managers, supervisors) Coaches conduct site visits / calls with manager & supervisors regarding practical application of training concepts; Reinforce & strengthen link between managers and supervisors

ALDS STRUCTURE YEAR TWO  Bi-Monthly Transfer of Learning Lab 9 – 4 PM (supervisors, managers and coaches) Facilitation of practical application of training topic Executives as presenters Coaches reinforce practical application of training concepts and link manager and supervisor  Repeat Module 1 -5 END OF PROGRAM IMPLEMENTATION:  Seminar “So You Think You Want to be a Manager??” (coaches, manages, supervisors, executives participate) Panel discussion with executives; facilitated discussion about role of manager

ALDS STRUCTURE YEAR TWO BI-MONTHLY CLASSROOM TRAINING TOPICS MONTHLY COACHING SITE VISITS / CALLS BI-MONTHLY TRANSFER OF LEARNING LAB (TOPICS 1 -5) MONTHLY COACHING SITE VISITS / CALLS FINAL MONTH SEMINAR “SO YOU WANT TO BE A MANAGER??”

NEXT STEPS FOR IMPLEMENTATION  Seek additional input training topics  Identify competencies / learning objectives / training materials  Identify local experts within Central California region trainers /coaches

NEXT STEPS FOR IMPLEMENTATION  Identify executives as presenters  Provide training T4T to local experts as needed  Seek county interest / participation

ALDS PROGRAM Comments & Questions??? Thank You