CIA CANDIDATE TO OPM WOMEN'S EXECUTIVE LEADERSHIP PROGRAM

• Document Type: CREST
• Collection: General CIA Records
• Document Number (FOIA) /ESDN (CREST): CIA-RDP86M00886R002300110016-1
• Release Decision: RIPPUB
• Original Classification: U
• Document Page Count: 24
• Document Creation Date: December 21, 2016
• Document Release Date: August 27, 2008
• Sequence Number: 16
• Publication Date: August 10, 1984
• Content Type: MEMO

Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1 _.-
A/0,
10 August 1984
~tt- Ea /r +a-
MEMORANDUM FOR: Deputy Director of Central Intelligence
FROM:. Robert W. Magee
Director of Personnel
represent the CIA in the "Women's Executive Leadership Program." Mrs.
CIA Candidate to OPM
"Women's Executive Leadership Program"
1.I Deputy Chief, Research Staff, FBIS STAT
Analysis Group, has been selected by the Office of Personnel Management to
was one of 60 women selected from the 220 candidates nominated for STAT
the program by 54 government agencies.
2. The "Women's Executive Leadership Program" is a newly established
program initiated by OPM as an effort to encourage Federal departments and
agencies to prepare talented women employees in grades GS-09-12 for
managerial positions at an earlier stage in their careers. (See attached
for program details).
3. OPM plans to "kick-off" this program on Thursday, 16 August 1984,
at the Rayburn Building on Capitol Hill. A breakfast will be served at
9:00 a.m. followed by a talk by guest speaker Loretta Cornelius, DD/OPM.
A "Cabinet-level official" is asked to be present with each agency
participant at this function for a photo session at 10:30 a.m. I am told
the Secretary of Agriculture is also going so it looks like the first team
is participating. The group photo will also be useful. STAT
be accompanied Director, FBIS; STAT
ADC/or,, as her program supervisor; and Agency b1AI
,
Federal Women's Program Manager, who will serve as program coorainator for
the CIA.
4. As there has been considerable coverage of this program in the
Washington Post and the Federal Times, we believe it will continue to
receive high visibility in the media and the press. Our participation in
this program serves as a means of showing the Agency's special interest in
the advancement of its women; consequently, it is recommended that you
attend this event with provided your schedule permits.
5. Your support and interest is appreciated. Details will be
provided at your request.
STAT
STAT
Bert W. Magee
Attachment:
As stated
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
STAT
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
S
d St
t
U
it
s '~O?
Personnel Management Washington, D.C. 20415
n
e
a
e
Office of
AUG 2 1984
Honorable William J. Casey
Director
Central Intelligence Agency
Washington, D.C. 20505
Dear Mr. Casey:
I am pleased to inform you that your agency has been STAT
selected to participate in the Office of Personnel Management's Women's
Executive Leadership Program pilot.
Your participant was selected from the 220 nominations submitted by 54
agencies. These women represented the high caliber of persons we have
employed in the Federal Government. It was difficult to select only 60
women from this group. In our continued efforts to obtain a true
representation of the women in grades GS 9-12 and to permit as many
agencies as possible to participate in the pilot program we feel that the
method used to determine the final selectees was both fair and equitable.
We were very much aware of the vast amount of the time and resources
expended by all of the 54 agencies regardless of size. Consequently, each
agency submitting nominees will be included in the pilot.
Within the next week, a letter will be sent to each woman selected for the
program notifying her of her selection and the date of the first
orientation session.
This unique and broad-based experience will provide the participant an
opportunity to enhance and develop her career potential for supervisory,
managerial and executive positions.
On August 16, 1984 at 9:00 a.m. in the Rayburn Building on Capitol Hill,
Office Personnel Management will conduct a briefing session and workshops
for the participant, her immediate supervisor, Agency Program Coordinator
CON 114-24-3
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1 January 1980
t;x*ctdibe Atgistry
64 - jj 63011
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
and Federal Women's Program Manager. Speakers will include prominent women
in both the Federal and private sectors. Also at this session, photos will
be taken of each participant and her agency Administrator. If your
schedule will permit you to attend, please contact De--Burton, Women's
Executive Leadership Program Manager on 632-6475.
Your interest and support of this new initiative is greatly appreciated.
Donald J. Devine
Director
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
{
Central InidliKencc Agcnc)y
MD10RANDLJM FIR: Donald J. Devine, Director
Office of Personnel Management
SUBJECT=: CIA Candidates for the Women's Executive Leadership
Program
1. I am pleased to submit the following names and nominating I
statements of five deserving and well qualified Central Intelligence
Agency women to be considered for your Women's Executive Leadership
Program. The names are listed in ran}: order.
2. When the selection of finalists has been made please notify this
office.
Robert W. Magee
Director of Personnel
Attachment :
As stated
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
6 July 1984
MEMORANDUM FOR: Federal Women's Program Coordinator/EEO
Executive Secretary, CIA Training
Selection Board
SUBJECT: Candidates for the Women's Executive Leadership
Program
1." The following women have been selected by the Director of
Training and Education to be nominated to the Office of Personnel
Management to be considered for the Women's Executive Leadership
Program. The names are listed in rank order.
DDA/OL
DDI/CGI
DDS&T/FBIS
DDI/OSWR
DDI/CPAS
2. Nominating statements are attached.
3. Please notify this office when the OPM selection process
has been completed.
Attachments:
as stated
STAT
STAT
STAT
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Iq
Next 4 Page(s) In Document Denied
STAT
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
14 May 1984
MEMORANDUM FOR: Executive Director
ogram Manager, EEO
STAT
SUBJECT: Women's Executive Leadership Program
1. The attached memorandum from OPM requests our participation in a
newly established government-wide "Women's Executive Leadership Program"
recently approved by Mr. Donald Devine, Director OPM. This is a
leadership program for federally employed women in grades GS-09-12 who
have shown exceptional managerial potential for development towards
supervisory, managerial and executive positions in the federal
workplace. There has been considerable interest in-the program from
Agency women who read about it in The Washington Post and the Federal
Times.
2. I have discussed the possibility of CIA participation with
Mr. Robert Magee, Director of Personnel, who has given his approval in
view of the Agency's current emphasis on action to improve career
opportunities for women employees. Our participation in the program
would be a means of showing special interest in the advancement of women
in mid-level positions who have management potential.
3. Other than the information provided in the attached, there has
been no further material distributed by OPM. However, I plan to attend
a briefing on the program on Wednesday, 16 May.
4. I have attached a brief summary of the program and how I see it
working within the Agency. If you would like, I will be glad to brief
you further.
Attachments:
As stated
STAT
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
MEMORANDUM FOR: Deputy Director for Administration
Deputy Director for Operations
Deputy Director for Science and Technology
Deputy Director for Intelligence
DCI/ICS Personnel Officer
Chairman, CIA Training Selection Board
SUBJECT: Nominations for Women's Executive
Leadership Program
1. The attached memorandum from OPM requests our participation in a
newly established government-wide "Women's Executive Leadership Program"
recently approved by Mr. Donald Devine, Director OPM. This is a
leadership program for federally employed women in grades GS-09-12 who
have shown exceptional managerial potential for development towards
supervisory, managerial and executive positons in the federal workplace.
There has been considerable interest in the program from Agency women who
read about. it in The Washington Post and the Federal Times.
2. The Agency plans to participate in this program in consideration
of current emphasis on action to improve career opportunities for women
employees. The program provides a unique opportunity for those selected
to gain a very broad overview of the management career field.
3. As outlined in the attached brochure, candidates for the program
must be in grades GS-09 through GS-12 and must be available for detail to
the program for approximately 15 months. Candidates must attend on a
completely overt basis and reside in the Washington metropolitan area.
Please give careful consideration to all eligible women in your components
and forward nominations or negative replies to me by 29 June 1984.
Nomination format should contain the: name and location of nominee;
present grade level and job title; prior federal positions; a brief
narrative evaluation of nominee's performance and duties; and an
assessment of nominee's potential for supervisory or managerial
assignments.
STAT
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
4. All nominees will be reviewed to select the best qualified for
consideration by the Office of Personnel Management (OPM). Successful
candidates will begin their developmental assignments in September 1984.
5. I have attached a brief summary of the program as well as
memorandums forwarded by OPM with guidelines for identifying candidates.
Please direct any questions to Federal Women's Program
Manager, EEO
Attachments:
As stated
cc: r - DDCI
1 - EXO
1 - D/OP
1 - D/EEO
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Women's Executive Leadership Program
Goal:
To provide the Agency with a pool of trained women employees
with management and executive potential.
Objective
To provide participants a broad overview of a management
career field.
Target Audience:
Women GS-09-12 grade level
Nomination and Selection Procedures:
- Agencies will select one to five candidates with excep-
tional management potential.
- OPM will select finalists from the nominees by Agency ranking.
Example: If Agency nominates five candidates and only two
from each agency can participate the first two
listed will be selected.
Program Size
- 45-50 finalists will particpate in initial pilot program.
- Finalists will be grouped into smaller classes to ensure
manageability.
Time Frame:
- Program will start in late Spring 1984.
- Will last 12 months with option to extend.
Advantages to Agencies
- Opportunity to further Affirmative Action objectives.
- OPM will assist agencies in the design of special
projects for participants.
(If an Agency cannot participate they are encouraged to
develop in-house initiative towards the same goals.)
Program Responsibility:
The Office of Affirmative Employment Program/OPM is responsible for
- Program design
- Administration of assessments
- Monitoring each phase of activities
- Approval of individual development plans
- Design of core curriculum
- Assessment and feedback
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Each host agency will be responsible for:
- Providing nominees
- Identifying assignments within host agency
- Identifying program coordinator/counselors
- Monitoring activities at Agency level
- Providing x2,000 per nominee to cover OPM expenses
A development agreement will be signed between OPM and host agency
Location of Participants:
Participants will remain physically at their employing agencies,
except for formal training and special activities.
Individual Assessment:
- Individual programs will be developed for each participant.
- Selected instruments will be utilized to assess potential
of each participant.
Core Curriculum:
- Rotational assignments (where possible), formal training
and other experiences.
- Orientation for participants and host managers.
- Briefings by top managers and administrators.
- Assessments and evaluations.
- Core activities scheduled every other month.
Individual Curriculum:
Tailored to each participant to strengthen weaknesses and address
special interests.
Nature of Assignments:
- Identified by host agencies
- On-the-job training within the host agency.
- Cross-training to stress team building.
- Range from 5-60 days in length
Samples: - Details as special assistant to office heads
- Special projects
- Serve on task force.
- Details to Congressional Relations office.
Training:
Designed to cover supervisory updates, management effectiveness,
basic management techniques, understanding Congressional operations,
administration of public policy problem solving and decision making.
Counseling:
- An integral part of program.
- To assist participant to cope with program.
- Provide feedback.
(Host Agency coordinator will serve as counselors)
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Similarities with Other Programs:
- Presidential Management Intern Program
- Management Development Program
- Career Intern Program
Funding:
- Agencies will reimburse OPM a nominal fee for administrative
cost.
- Agencies will be responsible for tuition, travel and per diem
when necessary.
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
United States Go-.-ernment
MEMORANDUM
Subic: t Women's Executive Leadership Prog;am
From Gerald K. Hinch, Assistant Director
for Affirmative Employment Programs
Agency EEO Offices
r,alt. -
APR le t: - *
Provided for your information is the final proposal for the Women's
Executive Leadership Program which was recently approved by Dr. Devine.
Also attached is a copy of the press release which formally announces the
establishment of the program.
The issuance of the press release, information reported in the April 3,
1984 Mike Causey column (Washington Post) and the article in the April 16,
1984 Federal Times on this Program has brought numerous inquiries for .
additional information. Because of our limited staff resources. I'have
asked the agency level Federal Women's Program Managers and Training
Officers to assist me in answering general questions relating to the
Women's Executive Leadership Program. We also would appreciate your
cooperation in handling inquiries from employees within your agency.
Please refer them to your agency's Federal Women's Program Manager (if
appropriate) or Training Officer for response.
If you need additional information, please feel free to call De Burton
or Ellis Jones on 254-3058. We look forward to your agency's support
of this initiative and assistance.
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Office of
Personnel Management
QMJI 1 ,,rn. I ??
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Office of Personnel Management
Federal Personnel Manual System
FPM Bulletin
FPM Bulletin
Bulletin No. 920- Washington, D. C. 20415
SUBJECT WOMEN'S EXECUTIVE LEADERSHIP PROGRAM
Heads of Departments and Independent Establishments:
1. On March 15, 1984, the Director of the Office of Personnel Management
(OPM) announced the establishment of the Women's Executive Leadership
Program. The purpose of this bulletin is to provide information on the
program.
BACKGROUND
2. It is the mission of the Office of Personnel Management (OPM) under the
provisions of law and Executive Order 11348 to provide leadership and
guidance to Federal departments and agencies to develop the Federal work-
force for maximum employee proficiency in the performance of official
duties.
3. OPM is responsible for coordinating interagency training conducted by
and for agencies, assisting agencies in the development of sound program
and financial plans for training, providing for the identification and
dissemination of findings of research in training technology, providing
general oversight of all training activities under the law, and issuing
Governmentwide training regulations to enhance employee development at all
grade levels. OPM also identifies specific areas in which new or expanded
training activity is needed to meet special Government employment
situations.
4. To strengthen mission accomplishment in the most effective manner, OPM
has developed guidance to departments and agencies for effective
utilization of managers at higher grade levels. The guidance further
encourages agencies to develop and participate in programs to provide
management training and developmental experiences for incumbent managers
and specialists identified as having potential at grades GS-13 through
GS-15.to meet agency and individual needs.
5. Although there has been significant increases of women in the
professional ranks in the Federal sector over the past several years and
they. are technically competent in their fields of expertise, many have not
yet been afforded sufficient visibility in assignments or provided training
and education that will make them competitive for supervisory, managerial,
and executive opportunities.
Inquiries: Office of Affirmative Employment Programs, 632-6256
Code:920, Women's Executive Leadership Program
Distribution: FPM
o..n...:_ ~~_?~__ Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
6. ;In order to direct more attention toward the systematic provision of management
development of women in grades 9-12, OPM is establishing the Women's Executive
Leadership Program to help address that need. The program is consistent with the
provisions of FPM Chapter 920-15 by 1) tapping managerial potential in nontraditional
ways by uncovering and nurturing potential on the part of the individuals who have had
no prior supervisory experience, 2) developing a systematic effort to develop
management competencies at the first level of management - the supervisory level, 3)
providing a foundation of early management training and appropriate experiences for
managerial development and SES candidate programs, and 4) providing an initiation or
preparatory period during which an individual can test both interest and potential for
management postitions.
GOALS
7. To provide the Federal Government as a whole with a pool of trained and capable
employees interested in pursuing management and executive careers.
8. To provide talented employees a series of unique and broad-based experiences
normally not provided prior to selections for mid-management positions that will
increase their visibility and further enhance and develop their career potential for
supervisory, managerial, and executive opportunities.
9. To encourage Federal departments and agencies to prepare talented women for
managerial -positions at an earlier stage of their careers.
10. To provide training and developmental experiences that will parallel the managerial
competencies and effectiveness levels needed by supervisors, managers and executives
for successful job performance.
11. To provide participants an opportunity to assess their Federal management potential
and interests in Federal careers as supervisors, managers, and executives, and to
provide the kinds of job relevant knowledges, skills, and abilities that will enhance
their success.
12. To provide participants a broad overview of the career field in which their
specialty exists.
13. To provide participants an opportunity to observe supervisors, managers, and
executives as role models at work.
14. To orient host supervisors, managers, and executives on program goals and
objectives to assist in the establishment of structured opportunities for participants.
TARGET AUDIENCE
15. Given the limited pool of women available for managerial positions and the results
of the study, the target audience for the program will be women in grades GS 9-12 at
agency headquarters or installations located in the metropolitan Washington, D.C. area.
16. While it was intended to open subsequent programs to female employees located
outside of the Washington, D.C. area, this initial program will focus on those in the
metropolitan area. This is to assure that the participants will be available, to limit
program expenses, and to provide the program coordinators with an opportunity to give
each participant maximum individual attention . Approximately 45 finalists will
participate in the first program. This program is designed for the aforementioned
employees because:
?Statistical data compiled by OPM from the Central Personnel Data File indicates
that the pool of female employees in supervisory, managerial, and non-supervisory
positions decreases significantly from the GS-9 to the GS-12 grade level.
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
FPM Bulletin 920- (3)
*At the GS 13-15 grade levels in both supervisory and managerial and non-supervisory
positions, significant disparities also exist between the representation of males
and females.
17. It should be noted that managerial, supervisory and executive training for
employees not in GS 9-12 grade levels is currently offered by OPM at its training sites
or at other locations arranged by participating agencies through the Washington
Management Institute, Regional Training Centers, Executive Seminar Centers, Federal
Executive Institute, the Government Affairs Institute, and Legis (Fellowship on Capitol
Hill Program). Each of these programs has curriculum which provides an excellent
opportunity for employees to strengthen their skills in the managerial and executive
ranks. Agencies should consider such developmental courses for employees not selected
for participation in this program.
NOMINATION AND SELECTION PROCEDURES AND TIME FRAMES
18. Federal departments and agencies are requested to nominate female candidates at
grades GS 9-12 with exceptional management potential. Due to the limited size of this
initial program the maximum number of nominations should not exceed five per agency or
department.
19. NOMINATIONS SHOULD BE SUBMITTED BY C.O.B. JULY 13, 1984 TO: WED/OAEP - WOMEN'S
EXECUTIVE LEADERSHIP PROGRAM; U.S. OFFICE OF PERSONNEL MANAGEMENT - ROOM 7H07; 1900 E
STREET, N.W., WASHINGTON, D.C. 20415.
20. Formal nominations to OPM should be made or endorsed by the Director of Personnel
for the Department or Agency. They may be submitted in any format and should contain:
the,name and location of nominee; present grade level and job title; prior Federal
positions; and a brief narrative evaluation of nominee's current performance and
duties, as well as an assessment of their potential for supervisory or managerial
assignments.
21. Each agency will ensure that nominees are selected in a fair and equitable manner.
Although the program does not specify promotion potential, agencies are encouraged to
select nominees through merit promotion procedures because of the nature of the
assignments and training which could ultimately give participants a competitive
advantage over other employees for future opportunities.
22. OPM will select finalists from the nominees submitted by Federal departments and
agencies and confirm in writing their acceptance by JULY 30, 1984.
23. The pilot program is scheduled to begin mid-August 1984. The program will last 12
months with the option to extend to 15 months to ensure that objectives are
accomplished.
ADVANTAGES TO FEDERAL DEPARTMENTS AND AGENCIES
24. The intent of the program is not to replace formal or informal career enhancement
opportunities that are being planned or that are currently ongoing at the agency level
to address managerial training for women. OPM will encourage agencies to utilize the
program format to develop in-house initiatives to meet the needs of women in all
categories of employment.
25. Participation in the program will also provide Federal departments and agencies an
opportunity to further their affirmative action objectives by preparing talented
employees for management positions prior to selection to those positions or in pursuing
a career change.
26. OPM officials will serve as resource persons to assist agency level manaeers and
.)rogram coordinators Approved For Release 2008/08/27: CIA-RDP86MOO886ROO2300110016-1 s
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
FPM Bulletin 920- (4)
PROGRAM RESPONSIBILITY
27. The Office of Affirmative Employment Programs (OAEP) has been given the responsibility
program design. Guidance will also be provided to ensure that the program will be managed
within agencies at the same level as other executive training offered throughout the Federa
Government.
28. In addition to general program design OPM will be responsible for the following compone
selection of program finalists;
administration of assessment instruments to program finalists for utilization in
developing individualized programs;
e
coordinators; 8 n o tcials and program
design of core curriculum for program participants; and
coordination and monitoring of activities related to each phase of the program;
approval of individual development plans, assignments, training and other
activities for each participant;
orientation and training for host program mane em
t ff'
assessment of program and feedback.
29. Participating departments and agencies will be responsible for the following components
' providing nominees;
identifying assignments that are broad in scope and complexity to enable participants
accomplish objectives. Federal Women's Program Managers will also be encouraged to as
in the identification of developmental assignments;
identifying program coordinators who will assist OPM by providing counseling services
employees and monitoring the activities of participants at the agency level; NOTE: TO
FACILITATE A SMOOTH BEGINNING FOR THE PROGRAM OPM DESIRES TO INVOLVE THE AGENCY
COORDINATORS AS EARLY AS POSSIBLE IN THE PLANNING AND DESIGN STAGES. AGENCIES
ANTICIPATING PARTICIPATION IN THE PROGRAM SHOULD CONTACT THE OAEP BY MAY 18 TO IDENTIF'
THEIR PROGRAM COORDINATORS.
.assisting OPM in the identification of training and other participants at the
agency level; and
providing program assessment and feedback to OPH.
30. A developmental agreement will be signed between OPM and the host agency to ensure that
participants receive the maximum benefit from the program.
PROGRAM COMPONENTS
31. Participants will remain physically located at their employing agencies except for form.
training, specialized activities, and programs that will be coordinated and managed by OPM.
Program activities will be scheduled approximately every other month.
32. Selected diagnostic instruments will be utilized to assess participants' Federal manager
potential and to determine the scope of experiences and training that should be provided to
prepare them for future succasr as c~~narvi
program will be Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1 individual
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
FPM Bulletin 920-
Individual Development Plans (IDP)
33. An IDP will be developed to meet the needs of each participant based upon the
result of-the assessment. Each IDP will also focus on the objectives to be attained
during the program and will indicate how objectives are to be accomplished. IDP's will
be reviewed periodically and revised as appropriate. IDP's will facilitate
coordination of each participants' program and provide the participants, OPM, and the
employing agency a means by which to gauge individual progress.
34. A core curriculum consisting of rotational assignments, formal training, and other
experiences will be designed to provide all participants with knowledge and/or
experience in the.following six competencies identified to ensure effective performance
on the job for supervisors, managers, and executives:
integration of internal and external program/policy issues;
? organization representation and liaison;
direction and guidance of programs, projects, or policy development;
resource acquisition and administration;
? utilization of human resources; and
? review of implementation and results.
35. The core curriculum will specifically include the following components:
an orientation for participants;
an orientation for host managers to sensitize them to the goals and
objectives of the program and expectations by OPM as to the nature of
assignments and their involvement in the interaction with participants;
? briefings by top level managers and Administration officials on a periodic basis;
a minimum of two rotational assignments (core curriculum only);
attendance at specified formal training to be determined and coordinated by OPM;
? assignment debriefings with other program participants; and
periodic evaluations.
36. Individualized assignments will be as follows:
Assignments (i.e., details, special projects) will be identified by host agencies
that 1) will ensure that each participant will gain experience in the competency
areas, and 2) meet the individualized interests of participants through unique
broad-based experiences reflecting their career interests and the needs of their
respective agencies.
To the extent feasible, assignments will be within the participating agency.
Since most employees spend their time in specific occupational track in a work
unit within an agency, cross-training in other program offices will be utilized to
foster and develop the concept of team building and participation. This
cross-training experience should increase awareness of other opportunities within
an agency and thereby enhance future opportunities for promotions.
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
? Assignments will be identified by agencies and approved by OPM that will
challenge the abilities of participants, provide opportunities for
self-motivation, ensure that productive and essential work is provided, and
ensure that contacts are made with high level officials.
? Assignments may range from 5-60 days in length depending upon the nature of the
assignment. Although some assignments may be shorter, agencies will be encouraged
to identify those adequate enough in length to benefit the participant and the
office to which the assignment is scheduled. Sample assignments envisioned for
the program include:
- Details as a Special Assistant to the Office of Assistant Secretary of an
agency for special projects or to serve in a "shadowing capacity."
- Details as a Special Assistant to the head of an agency or a Regional
Administrator for a special project or to serve in a "shadowing capacity."
- Details as Special Assistant to a management official in a program office to
work on a special project or task force.
- Details to an Agency's Congressional Relations Office to gain
experience and training in such activities.
- Details to an agency's budget office to gain an understanding of the budget
process.
- Attendance at professional conferences and meetings.
37. Formal (classroom) training for this program will be provided through the National
Management Career Curriculum sponsored by OPM's Office of Executive and Management. and
Development.
SIMILARITIES AND DIFFERENCES WITH OTHER OPM AND AGENCY DEVELOPMENTAL PROGRAMS
38. While there are similarities between the Women's Executive Leadership Program and
other developmental programs sponsored by OPM and Federal departments and agencies,
there are also substantial differences.
A. Presidential Management Intern Program (PMI)
a. The PMI program, established by Executive Order 12008 on August 25, 1977, is
designed to attract to Federal service men and women of exceptional management
potential who have received training (graduate level) in planning and managing
public programs and policies. Eligible students are nominated by their school
deans and complete a regional screening process.
b. Selected interns receive two-year internships in Federal agencies and upon
satisfactory completion are eligible for noncompetitive conversion to career or
career-conditional appointments within the same agency.
Similarities
? Scope and complexity of rotational assignments
? Development of a core curriculum
? Participation in selected training
? Provision for periodic evaluations
Differences
? PMI participants are recipients of or candidates for
public management degrees
? Promotion pnr.nrlal is hu1lt into the PMI nro?ram
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 (7)
B. Management Development Programs
Federal departments and agencies are required to establish executive and management
development programs for the systematic development of senior executives. Each
agency making or intending to make more than five career appointments to the SES
are required to establish such a program for approval by OPM.
Similarities
? Scope and complexity of rotational assignments
? Participation in selected training
? Provision for periodic evaluations
? Targeted developmental assignments and training for participants in the Women's
Executive Leadership Program is normally provided for lower grade levels.
C. Career Intern Program
Career intern programs cover the staffing of entry level to journeyman level of
administrative, professional and technological positions which make up the mainstream
mission-oriented and key staff service occupations of an agency, fields characterized
by career ladders from the entry level and usually beyond. Appointment is at clearly
defined trainee levels with the intent that the employee will progress through planned
assignments to the journeyman level. Career intern programs are occupationally
oriented, providing for systematic progression within a specific occupational field.
39. FUNDING
Agencies will be required to reimburse OPM a nominal fee for administrative costs to
coordinate and implement. the program. Agencies will also be responsible for special
costs associated with the tuition, travel, and per diem for those activities
specifically designed for each participant.
40. PROGRAM EVALUATION
a. OPM will work closely with participants and Federal departments and agencies to
analyze the success of the program.
b. Evaluation criteria will be developed prior to program implementation. The
criteria will be utilized to assess the extent to which the program achieves
established objectives, ensure that training resources are utlilized economically and
effectively, and ensure that participants gain the maximum benefit from the program.
Donald J. Devine
Director
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
wct1E T' S EXBCUTIVE LEADERSHIP PROGRAM
A. Proposed Core Activities for Training and Development
of Participants
I. Two-Day Orientation
. Program Requirements
Management as a profession/women as professional managers
and executives
. Preparing IDP's
II. Public Managers Workshop (Three Days)
. Management Excellence Framework/Management Excellence
Inventory
. Personal assessment of management/executives skills,
knowledges and abilities
. Managerial - supervisory competencies
III. Seminar on Government organization and functions responsibilities
(3-5 Days)
IV. Four three-day seminars on managing in Federal Government
agencies focusing on areas such as:
. financial management and budgeting
. managing human resources
. technology development and impact on management
. changes and developments in management techniques and methods
V. Eight one-day symposia on policy or program initiatives such as
? women managers/executives in predominantly male work
environments
? contracting out-A-76
performance management/merit pay
new legislative initiatives affecting Federal personnel
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
? Administration high priority programs and policies
zones for cooperation between the public and private sectors
VI. Cassette/video self-study activities
VII. Public relations activities
networking with the Administration's adopt-a-school program
appearances as speakers at elementary and high schools and
universities and colleges
appearances on radio and television talk shows
speaking at meetings of community and professional groups
. appearances at forums sponsored by public and private
interest groups
VIII. Ninety-day external assignments from options such as
? another Federal agency
? state/local government agency
private industry
B. Cost: -$1,300 per participant to cover expenses in administering
the training and developmental activities, securing speakers and
reimbursing those on contract, providing needed training materials,
securing training sites, some meals during the training day and
other expenses incurred-in organizing and presenting the training.
Per diem, travel, hotel and such expenses are not included in this
charge.
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
 Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1
Program Calendar
Program Activities
Individualized
June August, 1984
September 1984
a. Public Managers
Workshop
a. Seminar on
Government Organi-
zation
October-December 1984 a. 2 one-day Symposia
b. one 3-day Seminar
January-March 1985
April-June 1985
July-September 1985
December 1985
a. 2 one-day Symposia
b. one 3-day Seminar
a. 2 one-day Symposia
b. one 3-day Seminar
a. 2 one-day Symposia
b. one 3-day Seminar
Participants Complete
Program
1. External Assignments
2. Cluster Assignments
3. Individual Projects
Self Study
Cassette/video aids
or Programs made
available to par-
ticipants for
their use at home, at
work or during
travel.
Approved For Release 2008/08/27: CIA-RDP86M00886R002300110016-1