Leadership Development Program
Roles and Responsibilities of the Program Coordinator
Roles and Responsibilities of Program Mentors
Seminar Series:
College-Wide Leadership Development Program
Introduction
The Collegewide Leadership Development Program (LDP) was established based on recommendations from a Board of Trustees’ Workshop on this subject in September, 1996. The Board and the President’s Council agreed that it is important to the future of Delaware Tech to provide such opportunities for professional growth and development for current and future College leaders. Salary Plans A, B and D employees who have completed their probationary period at the College are eligible for the Program. The Program is preparatory in nature and does not guarantee advancement in position for any participant. It provides professional development for leadership in all areas of the College. A program coordinator will facilitate program activities and provide support for the mentor. Participation in the LDP does not qualify for Professional Development Credit.
The Leadership Development Program was reviewed in 2010-2011 by a Leadership Development Task Force appointed by the President; specific components reviewed included Program Administration, Seminars, Mentoring, and Portfolios. The recommendations of the Task Force were approved by President’s Council in February 2011 and are reflected in this document.
Program Plan
Goal
The Program will facilitate development of leadership qualities, characteristics and skills in program participants, as well as increase knowledge about Delaware Technical Community College.
Objectives
- Provide seminars and case studies in management, leadership and other critical curriculum
- Develop and enhance leadership characteristics.
- Establish a professional development plan and a mentor to assist the participant on career goals, needed skills, and experiences.
Selection Process
College employees who have been in a regular full-time status for one year are eligible to participate in the Program; in certain circumstances, and with Campus Director approval for campus employees/President’s approval for Office of the President employees, regular full-time employees employed for less than one year may be accepted into the Program. Eligible employees may self-nominate or be nominated by an administrator of the College. Those nominated will complete a Leadership Development Program Application and submit it to the Assistant Vice President for Human Resources in the Office of the President.
A Leadership Nominee Review Committee will screen the applications to select individuals for interviews with the Committee. The President will select a total of five Leadership Development Program graduates, one from each campus location and the Office of the President, to serve on the Committee; the Assistant Vice President of Human Resources will serve as chair. After the interview process is completed, the Committee will recommend candidates to the Campus Directors (President for OOP employees), for review and recommendation to the President of the College for final approval. Participants will be selected in a manner that will maintain a balanced enrollment among the College locations.
Mentors
Program participants will each be assigned a mentor from a campus other than their own to assist with their development. The mentor and participant will complete a Mentoring Agreement at the beginning of the Program to set objectives; outline the types of assistance to be given; list the steps the participant will fulfill in order to meet objectives; agree on when, where, how, and the number of times to meet, et cetera.
At the end of the first year of the Program, a group meeting will be held for participants and mentors to review the progress during the first year, discuss any issues or problems, and revise the objectives for the second year, if needed. At the conclusion of this meeting, the mentor will formally recommend, or not recommend, the mentee's continued participation in the Program to the Program Coordinator.
Leadership Characteristics
Upon completion of the program, it is expected that participants will exhibit the following qualities, characteristics and skills:
- Is open, honest and exhibits the highest standards of integrity.
- Is aware of self and behavior.
- Has excellent interpersonal and communication skills.
- Is a visionary.
- Has excellent management skills.
- Exhibits a strong sense of team spirit.
- Is a decision-maker.
- Is able to see the “Big Picture.”
- Has teaching experience at the College (excludes teaching experience at other colleges).
- Has an excellent understanding of College history, mission, goals and academic philosophy.
- Is comfortable with technology.
- Is involved with the community.
- Is sensitive to stakeholder needs, flexible and pro-active.
- Is a creator and supporter of a high quality-learning environment.
- Treats people with respect, dignity and fairness.
- Strives to “get it right.”
- Follows through.
- Always looks for ways to be more effective.
- Empowers others.
- Has the ability to change.
- Is knowledgeable of fundraising strategies, strategic planning and legal issues in education.
Certification
Upon successful completion of the program, participants will receive a certificate. Successful completion in the program requires:
- Attendance at a minimum of 11 of the 13 seminars.
- Completion of all required seminar case studies and coursework materials.
- Completion of individual development activities as indicated in the individual development plan.
- An electronic portfolio to demonstrate completion of prescribed activities.
Any exceptions to the program curriculum will require the approval of the program coordinator and the mentor.
Electronic Portfolio
The electronic portfolio shall consist of the following:
- Reflective Statement on participant’s leadership philosophy at the beginning of the Leadership Development Program (1 paragraph).
- Completed Seminar Series Reflective Summary forms.
- Completed Activity Completion Summary form.
- Completed Activity Series Reflective Summary forms.
- Reflective Statement on participant’s leadership philosophy at the conclusion of the Leadership Development Program, specifically identifying changes in leadership philosophy as a result of the Program.
- Mentoring Agreement
- Completed Mentor Contact Forms
Roles and Responsibilities of the Program Coordinator
A program coordinator will be responsible for the overall management of the program including, but not limited to, the development of the seminar series (including working with the various presenters), follow-up evaluation of seminars, and the tracking of individual development activities. In addition, the program coordinator will provide updates to President’s Council and mentors.
Roles and Responsibilities of Program Mentors
- Provide a developmental, caring, sharing and helping relationship where one person invests time, know-how and effort in enhancing another person’s growth, knowledge and skills.
- Meet the participant at three levels: emotional-physical, psycho-social, personal-intellectual.
- Assist in professional development.
- Assist with responding to problem situations (discuss professional life pressures).
- Assist in preparing Individual Evaluation Plan.
- Introduce the participant to larger College community and its culture.
- Be a resource person to refer the participant to others for specialized help.
- Facilitate socialization with other College groups and peers.
- Advise participant on Delaware Tech policies.
SEMINAR SERIES 2011-2013
September 29, 2011, 8:00 a.m. – 1:00 p.m.,
Terry Campus, CTC 400A
TOPIC: PROGRAM AND LEADERSHIP QUALITIES OVERVIEW
Items to be presented:
- “Meet and greet” session with participants
- Welcome remarks
- Goals and objectives of the program
- Responsibilities/expectations of participants, mentors, and coordinator
- Overview of leadership qualities
- Announcement of each participant’s mentor
- Review of plan
- Calendar of Events
- Emotional Intelligence Survey
Presenters: Dr. Orlando J. George, Jr., President
Dr. Hope W. Murray, Vice President
Ms. Patricia DePlasco, SPHR, Assistant Vice President for Human Resources
OCTOBER 20, 2011, 9:30 a.m. – 12:00 p.m., Terry Campus, CTC
TOPIC: LEADERSHIP PHILOSOPHY
Items to be covered:
- Review various leadership philosophies
- Developing your own leadership style
Presenter: Ms. Maribeth Dockety, PHR, Human Resources Director - Owens Campus
NOVEMBER 2011, 9:30 a.m. – 12:00 p.m., Terry Campus, CTC
TOPIC: EMOTIONAL INTELLIGENCE
Items to be covered:
- Overview of Emotional Intelligence (EQ)
- Discussion of the parts of personal emotional intelligence and how it affects performance, creativity, and success.
- Discussion of performance strengths, performance vulnerabilities, and creating a plan for enhancing EQ.
Presenter: Dr. Hope W. Murray
JANUARY 25, 2012, 9:30 a.m. – 3:00 p.m., Terry Campus, CTC Room 400A
TOPIC: STATE BUDGET PROCESS
Items to be covered:
- Overview of the State budget process including how a budget is developed
- Overview of the development of programs
- Discussion on how difficult financial recommendations and decisions are made by the Governor and the members of the General Assembly
Presenters: Mr. Peter M. Ross, Retired State Budget Director
Mr. Gerard M. McNesby, Vice President for Finance
FEBRUARY 2012, 9:30 a.m. – 12:00 p.m., Terry Campus
TOPIC: ORGANIZATIONAL CHANGE AND GENERATIONAL DIFFERENCES
Items to be covered:
- Recognizing and appreciating generational differences
- Increasing organizational effectiveness
Presenter: To be determined
MARCH 2012, 9:00 a.m. – 12:30 p.m., Terry Campus CTC
TOPIC: LEGAL ISSUES IN HIGHER EDUCATION
Presenters: Mr. Brian Shirey, Esq., Legal Affairs -- Office of the President
Ms. Barbara Weatherly, Esq., Legal Affairs -- Office of the President
APRIL 2012, 9:30 a.m. – 3:30 p.m., Terry Campus
TOPIC: DTCC: PAST, PRESENT AND FUTURE
Items to be covered:
PAST—
- History of community colleges
- History of Delaware Technical Community College
PRESENT—
- Delaware Tech Today
- Reference Materials
- Available Technology Resources
FUTURE—
- Technology Innovations
Presenters:
Ms. Patricia DePlasco, SPHR, Assistant Vice President for Human Resources
Mr. Robert Messner, Chief Technology Officer
JUNE 2012, 9:30 a.m. – 1:30, Terry Campus CTC
TOPIC: PLANNING, ASSESSMENT, & ACCREDITATION (9:30 – 12:00)
(Lunch for participants and mentors will be served 12:00 – 1:00)
YEAR ONE REFLECTION WITH MENTORS (1:00 – 3:00)
Items to be covered in morning:
- Overview of planning, assessment, and accreditation processes.
Items to be covered in afternoon:
- Introduction
- Group Discussion
- First-YEar Progress Review with Mentor
Presenters: To be determined
SEPTEMBER 2012 9:30 a.m. – 12:00 p.m., Terry Campus
TOPIC: GOVERNANCE AND DECISION-MAKING
Concept: Workshop presented by Vice Presidents & Campus Directors in which real-life case studies/problems are presented. The participants have an opportunity to “solve” the case studies/problems.
Items to be covered:
- Case studies/problems
- Vice Presidents and Campus Directors review/comment on the participants’ recommendations/solutions
Presenters: Mr. Mark Brainard, Esq., VP & Campus Director, Stanton/Wilmington Campus
Dr. Ileana M. Smith, VP & Campus Director, Owens Campus
Mr. Daniel L. Simpson, VP & Campus Director, Terry Campus
NOVEMBER 2012 8:30 a.m. – 1:30 p.m., Terry Campus
TOPIC: MOCK PRESIDENT'S COUNCIL MEETING
Facilitator: Dr. Orlando J. George, Jr., President
JANUARY 2013 9:30 a.m. – 12:00 p.m., Terry Campus
TOPIC:HUMAN RESOURCES MANAGEMENT SKILLS
Items to be covered:
- Communicating
- Listening
- Team Building
- Supervising
- Motivating
- Disciplining
Presenters: Ms. Patricia DePlasco, SPHR, Assistant Vice President for Human Resources
Ms. Maribeth Dockety, PHR, Human Resources Director - Owens Campus
MARCH 2013 9:30 a.m. – 12:00 p.m., Terry Campus
TOPICS: SITUATIONAL LEADERSHIP AND STRATEGIC THINKING (9:30 – 12:00)
Lunch 12:00 p.m. – 1:00 p.m. (On your own)
PROGRAM ASSESSMENT (1:00 p.m. – 2:00 p.m.)
Items to be covered:
- Under development
Presenters: To be determined
June 2013, Terry Campus
CELEBRATION OF ACCOMPLISHMENTS
Recognition at the June Board of Trustees meeting followed by dinner with mentors, President’s Council, and Board members.
Individual Development Plan
The mentor and the individual participant shall determine the activities required to be completed. Individual activities completed within five years immediately prior to participation in LDP, with approval of the mentor, may be accepted as a completed LDP activity.
Revised 8/11