2801 - Leadership Training and Development Requirements (Historical View)

Status: Active

Change Notes

Resource updated: Removed hyphens from on the job.

Category

Training

Audience List

• Agency Secretaries
• Agency Undersecretaries
• Department Deputy Directors
• Department Directors
• Personnel Officers
• Training Officers

Synopsis

This policy:

• Provides information regarding leadership training and development of supervisory, managerial, and career executive assignment (CEA) employees, pursuant to Government Code section 19995.4.
• Prescribes comprehensive training framework for developing leaders.
• Establishes standards for leadership development programs.

Introduction

State departments shall take a proactive and strategic approach to prepare leaders for their current and future roles as this is an essential and critical strategy of succession planning. Effective June 27, 2016, Government Code section 19995.4 prescribes new leadership development training requirements for state employees appointed to a supervisory, management, or career executive assignment position. CalHR has created a new Statewide Leadership Development Model (Model) that establishes a consistent and comprehensive framework for progressively developing state leaders in accordance with Government Code section 19995.4. The Model provides guidance as to how to initially prepare newly appointed supervisors, managers and CEAs to successfully transition into leadership roles, and then continue to develop their leadership skills on an ongoing basis. Continual leadership development and training is required every two years for all leaders effective June 27, 2016.

Statement

Mandated Training Requirements

Government Code section 19995.4 requires multi-level integrated leadership training and development for supervisory, managerial, and executive employees. CalHR provides this policy to further clarify the requirements for leadership training and development programs.

The Model is guided by a new overarching statewide leadership philosophy, supported by a set of values that are put into action by demonstrating specific competencies:

• Philosophy: An attitude held by an organization that acts as a guiding principle for behavior.
• Values: The regard that something is held in importance, worth or usefulness.
• Competencies: Competencies are the knowledge, skills and behaviors needed for individuals to succeed on the job.

All leadership training, whether developed internally or outsourced, shall provide for the development of knowledge, skills, and abilities that allow leaders to demonstrate the philosophy, values, and competencies of the Model. Competencies in the Model include both Core and Leadership competencies. Departments shall use probationary reports, performance appraisals, and individual development plans to assess the needs of their leaders and provide them with the appropriate training and other developmental activities to ensure they successfully develop the competencies as prescribed in the Model. In addition to formal instructor led training, departments are able to use on-the-job training (OJT) to satisfy up to 40% of all leadership training requirements. Departments can utilize CalHR’s OJT development and documentation (PML 2016-012) for guidance on how to successfully incorporate OJT into a leadership development program. The State Personnel Board (SPB) audits departments to ensure they are in compliance with Government Code section 19995.4, so it is important that all leadership training and development records be accurately documented and maintained by departments and agencies. The following information provides additional leadership development and training guidance applicable to each level of state leadership.

Supervisory Training

Applies to

A newly appointed supervisor is an employee new to supervision for the State of California. Per Government Code section 3513(g) a supervisory employee is "any individual, regardless of the job description or title, having authority, in the interest of the employer, to hire, transfer, suspend, lay off, recall, promote, discharge, assign, reward, or discipline other employees, or the responsibility to direct them, or to adjust their grievances, or effectively to recommend this action, if, in the connection with the foregoing, the exercise of this authority is not a merely routine or clerical nature, but requires the use of independent judgment."

• For example, a new supervisor could be an analyst promoted to a first level supervisor, a limited term supervisor, or a new Career Executive Assignment (CEA) from outside state service.

Requirements

Supervisory training requirements are outlined in Government Code section 19995.4(b). Each employee, upon initial appointment to a designated supervisory position, shall be provided a minimum of 80 hours of training which shall be completed within 6 months of appointment and no later than the term of the probationary period.

Policy

• Supervisory classifications are generally identified with Collective Bargaining Identifier (CBID) "(S)," but may also be identified by "(R)" or "(U)" for some supervisory classifications. Anyone who supervises staff must complete this training. Specialists who do not supervise staff are not required to complete supervisory training but are highly encouraged to do so. The training and development requirements for supervisory employees are listed below.
• Departments shall ensure supervisors complete the appropriate training and developmental activities to guide their transition to a supervisory role.
• Departments shall ensure all leadership training and development activities align to the philosophy, values and competencies of the Model.
• All training programs used to meet the supervisory training mandate shall use the CalHR 80-hour Supervisory Program Learning Objectives to ensure consistency in the delivery of the state’s supervisory program.
• Documented training and development activities may include a variety of methods such as instructor led training, up to 40% OJT, conference sessions, seminars, webinars, e-learning, article discussions, coaching and mentoring.
• CalHR recommends departments go beyond the topic requirements outlined in Government Code section 19995.4 when developing supervisory programs and create learning outcomes to support the strategic and operational needs of the specific department.

Managerial Training

Applies to

A newly appointed manager is anyone new to management for the State of California. Per Government Code section 3513(e) a managerial employee means "any employee having significant responsibilities for formulating or administering agency or departmental policies and programs or administering an agency or department."

• For example, a new manager could be a Staff Services Manager II promoted to a Staff Services Manager III, a limited term manager position, or a new Data Processing Manager III hired from outside state service.

Requirements

Managerial training requirements are outlined in Government Code section 19995.4(d). Each employee, upon initial appointment to a designated managerial position, shall be provided a minimum of 40 hours of leadership training and development within 12 months of appointment.

Pursuant to CalHR policy, managerial employees who are new to state service supervision are also required to complete 80 hours of supervisory training, 40 of which must include the training topics outlined for new to state supervision in Government Code section 19995.4(b).

Policy

Managerial classifications are generally identified with CBID "(M)." Departments should consider roles and responsibilities within the organization when determining other individuals who should take this training. The training and development requirements for managerial employees are listed below.

• Departments shall ensure managers complete the appropriate training and developmental activities to guide their transition to a managerial role.
• Departments shall ensure all leadership training and development activities align to the philosophy, values and competencies of the Model.
• Documented training and development activities may include a variety of methods such as instructor led training, up to 40% OJT, conference sessions, seminars, webinars, e-learning, article discussions, coaching and mentoring.
• Departments should focus leadership training programs on building key competencies that further enhance individual leadership skills and increase organizational performance. Programs should align with the CalHR 40-hour Management Program Learning Objectives and the strategic and operational needs of the specific department.

CEA Training

Applies to

A newly appointed CEA is anyone appointed to a Career Executive Assignment position in the State of California. Per Government Code section 18547, a CEA means "an appointment to a high administrative and policy influencing position within the state civil service in which the incumbent’s primary responsibility is the managing of a major function or the rendering of management advice to top-level administrative authority. Such a position can be established only in the top managerial levels of state service and is typified by broad responsibility for policy implementation and extensive participation in policy evolvement."

Requirements

CEA training requirements are outlined in Government Code section 19995.4(e). Each CEA employee, upon initial appointment to a designated position, shall be provided a minimum of 20 hours of leadership training and development within 12 months of appointment.

Pursuant to CalHR policy, CEA employees who are new to state service supervision are required to complete 80 hours of supervisory training, 40 of which must include the training topics outlined for new to state supervision in Government Code section 19995.4(b).

Policy

CEA classifications are generally identified with Class Code 7500 and/or CEA or C.E.A. in their title. Refer to CalHR CEA 7500 and Government Code section 18547 for more information. The training and development requirements for CEA employees are listed below.

• Departments shall ensure CEA’s complete the appropriate training and developmental activities to guide their transition to an executive role.
• Departments shall ensure all leadership training and development activities align to the philosophy, values and competencies of the Model.
• Documented training and development activities may include a variety of methods such as instructor led training, up to 40% OJT, conference sessions, seminars, webinars, e-learning, article discussions, coaching and mentoring.
• Departments shall focus leadership training programs on building key competencies that further enhance individual leadership skills and increase organizational performance.
• Programs should align with the CalHR 20-hour CEA Learning Objectives and the strategic and operational needs of the specific department.

Continual Leadership Training and Development

Applies to

All supervisors, managers and CEAs.

Requirements

Ongoing leadership training and development requirements are defined by Government Code sections 19995.4(c)-(e). Each supervisory, managerial, and CEA employee shall be provided biannually a minimum of 20 hours leadership training and development.

Policy

• Continual leadership training and development is also known as the biannual training requirement, which takes place every two years.
• The two-year time frame for the biannual training requirement begins July 1, 2016 for current leaders or upon completion of initial training requirements for newly appointed supervisors, managers and CEAs.
• Existing training requirements, such as Sexual Harassment Prevention, Ethics or Defensive Driving training does not count towards the 20-hour requirement.
• Training or development activities that focus on improving or expanding leadership skills and align with the Model is counted towards completion of the required 20 hours.
• Training and development activities may include a variety of methods such as instructor led training, up to 40% OJT, conference sessions, seminars, webinars, e-learning, article discussions, coaching and mentoring.

Application

Administration of Leadership Development Programs

Leadership development programs support the workforce and succession planning efforts at each department. CalHR's Statewide Workforce Planning provides helpful tools to assist departments in their workforce and succession planning efforts. Departments have flexibility in how to develop their organization’s leaders as long as they align with the Model and meet the requirements of Government Code section 19995.4. Departments must ensure they have strategies in place to help employees apply new skills learned in training and learning opportunities occur during a leader’s day-to-day work. Departments are encouraged to share and collaborate with other departments and CalHR on course information and training solutions that align with the new Model.

Departments are responsible for ensuring documentation and compliance with all training requirements. CalHR has partnered with SPB to audit the compliance of leadership training and development requirements of Government Code section 19995.4.

Leadership Development Toolkit

CalHR created a leadership development toolkit to support department efforts to build effective leadership development programs. The leadership development toolkit includes:

• Competency based learning objectives for supervisors, managers and executives
• 80-hour Supervisory Program Learning Objectives
• 40-hour Management Program Learning Objectives
• Compliance Tracking template
• Frequently Asked Questions

Statewide Training offers a variety of leadership development classes that align with the Model. CalHR currently offers an 80-hour training course for newly appointed supervisors, which satisfies the Model. Visit Statewide Training’s webpage for various course options that count towards the 20-hour biannual training requirement, and new training solutions designed to help departments satisfy training and development requirements.

Authorities

• Career Executive Assignment (CEA) 7500
• Government Code section 18547
• Government Code section 19995.4
• Government Code section 3513
• Senate Bill No. 848, Chapter 35, Statutes 2016

Resources

FAQs

• Leadership Training and Development Requirements Frequently Asked Questions: Leadership FAQs

PML

• PML 2016-012: On-the-job training (OJT) development and documentation
• PML 2016-028: Changes To Rules On Exempt Return Rights, Leave Overpayments, LEAP, and Leadership Training

Web Pages

• CalHR 40-Hour Management Program Learning Objectives (PDF): Program Learning Objectives
• CalHR 80-Hour Supervisory Program Learning Objectives (PDF): Program Learning Objectives
• CalHR 80-Hour Supervisory Training: CalHR 80-Hour Supervisory Training
• Collective Bargaining Identifier (PDF): Collective Bargaining Identifier (PDF)
• Core Competency Model: Core Competency Model
• Leadership Competency Model: Leadership Competency Model
• On the Job Training: On the Job Training
• Statewide Leadership Development Model: Statewide Leadership Development Model
• Statewide Training: Statewide Training
• Statewide Workforce Planning: Statewide Workforce Planning

Authorized By

Sarah Gessler
Manager, Workforce Development Division

Contact Person

Guy Burghgraef
Statewide Training Coordinator, , Statewide Training
Phone: 916-322-2402
Email: guy.burghgraef@calhr.ca.gov

Superseded Policies