Library of Congress Individual Development Plan



Employee Name:Service Unit:Manager Name:The Supervisor Development Program (SDP) builds and enhances supervisory skills, supporting the continuous development of an engaged, productive, and innovative workforce through effective supervisory leadership. The SDP aligns directly to The Library of Congress Human Capital Management Plan. In addition, content included in the SDP mirrors topics championed in Office of Personnel Management’s (OPM) recommendations for new supervisor training and LOC supervisor core competencies. The SDP offerings also support building OPM’s Executive Core Qualifications for supervisory staff.OBJECTIVE OF SUPERVISORY DEVELOPMENT TRAINING FOR SUPERVISORSThe qualified and well-skilled supervisor is the one who can communicate expectations about the quality, quantity, and timeliness of work to be produced and then provide consistent and objective feedback to staff about meeting Library goals. This methodology facilitates and increases employee engagement through all supervisors who motivate employees, establish trust, and generate commitment by:Clearly communicating Library goals and priorities. Providing opportunities for employees to be involved in decisions that impact their work. Delivering clear job expectations and assigning work in a consistent fashion. Recognizing performance fairly.Enforcing contingencies for unacceptable performance or conduct. Rewarding exceptional performance. THE SDP OBJECTIVESupport new and experienced supervisors as they establish, enhance, and expand supervisor proficiencies. PROGRAM MEASUREMENTThere will be online surveys and scheduled focus groups to elicit first-hand constructive feedback to review outcomes and program competencies. In addition, a follow up assessment incorporating the Leadership Practices Inventory (LPI), will be used to measure frequency of applying The Five Practices of Exemplary Leadership? to leadership competency training. The Core Goals of the SDP are to:Develop and implement new competency-based Library-wide supervisor/manager and leadership development program with the goal of building and sustaining employee engagement.Establish a universal practice of supervisory formal training and self-development by fostering a learning environment to meet the Library’s strategic goals through a highly qualified supervisory staff.Improve teamwork through the building of synergy and cooperation that supports the supervisor-direct report relationship.HOW TO USE THIS GUIDEThe guide is for use by all supervisors, with priority given to employees with one year to eighteen months in their supervisory appointment for centrally funded leadership workshops (pages 4 and 5). The guide is used to offer competency-based leadership development training tied to Executive Core Qualifications (ECQ) and LOC supervisor core competencies to provide development opportunities to enhance skills in leading staff.Supervisors use the training guide to identify, attend, and complete training activities in column A beginning on page 8. Supervisors complete items listed in column A and add the completion date in column D. Use the MM/DD/YYYY format.Training requirements are separated into three sections:All Staff Required CoursesHuman Resources Competency TrainingLeadership WorkshopsSupervisors can check their transcripts for the applicable course code to ensure completion has been credited. Some courses have equivalencies which count towards completion of that requirement as indicated below. Courses are not arranged to be completed in any order. However, all staff required training and human resources competency training must be complete before attending any of the ten (10) centrally funded leadership workshops listed on pages 4 and 5. Required training in this program is listed under Human Resources Competency Training.ALL STAFF REQUIRED COURSESInformation Security Awareness (Online)Records Management Basic Awareness (Online)Ethics and Stands of Conduct (Online)LC Emergency Preparedness (Online)Performance Management for Employees (Online)Sexual Harassment Prevention for Federal Employees (Online)HUMAN RESOURCES COMPETENCY TRAININGHuman resources competency training includes a mix of classroom and online training. Online courses should be completed in LOC SkillPort as soon as possible and supervisors should register for upcoming classroom training in the Online Learning Center.1. Planning and Appraising Performance - Classroom (LCWPM110)Equivalent Courses: LCWPM112, LCWPM100, LCWPD100, ADM 111, LCADM111, LCPAS100, LCCRS1102. Alternative Dispute Resolution (ADR) and Conflict Resolution - Classroom (LCOIC1080)3. Labor Relations for Supervisors - Classroom (LCADM100) ?Equivalent Courses: ADM 101, ADMIN14. Dealing with Performance Problems - Classroom (LCADM105)Equivalent Courses: ADM 1075. Tools for Dealing with Conduct Problems - Classroom (LCADM106)Equivalent Courses: ADM 1086. Structured Interview Training - LOC SkillPort course (lcsit2000)Equivalent Courses: LCSIT10007. Telework Basics for Supervisors - LOC SkillPort course (lctw500)8. WebTA training for Time and Attendance - SU-provided training9. Equal Employment Opportunity Training - Classroom (LCOIC1070) or LOC SkillPort (fgov_01_a19_lc_enuss)Equivalent Courses: lchr_01_a09_lc_enus, ilt_lcoic1070LEADERSHIP WORKSHOPSEach fiscal year, a development pool of supervisors is selected by the service units to receive instructor-led leadership courses to meet supervisory training goals.The ten leadership workshops are presented below. The Office of Workforce Performance and Development (WPD) will register supervisors for selected courses coordinating with the service units. Courses are reserved for supervisors identified by services unit’s Human Capital Advisory Board members. Instructor-led leadership courses are programmed two times within the fiscal year for maximum scheduling opportunities. Supervisors are encouraged to plan to attend each of the following courses during their first availability. 1. Everyday Bias and Addressing Micro behaviors – 1-day course classroom (LCSDP800)2. DiSC Management Workshop – 1-day classroom (LCSDP150)3. 360 Emotional Intelligence Assessment – 1-day classroom (LCSDP200)4. Leadership Challenge Workshop – 2-day classroom (LCSDP250)5. Leading Organizational Change Workshop – 2-day classroom (LCSDP300)Equivalent Course: Navigating Change in Turbulent Times (LCSDP300)6. Crucial Conversations Workshop – 2-day classroom (LCSDP350)Equivalent Course Codes: LCSLDP4507. Getting Things Done Workshop – 1-day classroom (LCSDP400)8. Effective Coaching and Mentoring: A Training Class – 2-day classroom (LCSDP450)9. Situational Leadership II (SLX) Experience Workshop – 2-day classroom (LCSDP500)10. Leading at the Speed of Trust Workshop – 2-day classroom (LCSDP550)Supervisors not in the development pool for leadership competency workshops are recommended to continue to complete other learning items in the guide (HR competency training, reading LCRs, applicable books, and viewing videos). CONTINOUS LEARNING EVENTSFor courses, forums, mentoring opportunities and other activities presented by HRS, the supervisor signs up via the Online Learning Center (OLC). Search for the activity in the OLC and register for the event. As such, these are not open enrollment workshops for all other employees.Participation in a mentoring circle group is part of the supervisor training initiative for those in their first through eighteenth month of appointment. Supervisors in their third year and beyond of their appointment are highly encouraged to participate in this development opportunity.COLLABORATION It is suggested managers review the training guide with their supervisors to discuss and plan a strategy to complete training.It is required for managers to check-in with supervisors at least quarterly to determine their completion status on the guide content.Every quarter the Senior Leadership Development Program (SLDP) manager will contact supervisors for their completion status by training activity (column A).Various methods of ‘check ins’ – a time or method to discuss learnings received through instructed courses – are offered to determine the use of course concepts and applying the practices and models of being an effective and impactful supervisor. Methods would include, but are not limited to:Face-to-face interactions, i.e., short meetings, brown bag luncheons Social media use (optional) Focus groupsThe Supervisor Development and Training Guide will provide various opportunities to expand supervisor and leadership competencies and leverage training offerings provided by HRS.SUPERVISOR DEVELOPMENT AND TRAINING GUIDE AND DEVELOPMENT PLANSThe Supervisor Development and Training Guide is the foundation of supervisor development for LC supervisory staff. The training guide does not replace the Individual Development Plan (IDP) that is required by LCR 9-1320, Supervisors and Managers, GS-15 and Below or the Executive Development Plan (EDP) that is required by LCR 9-1610, Senior Level Executive System. To that effect, both the IDP and EDP are required for completion per the LCRs along with the training guide for supervisor development.ABCDEItemTraining Activity(Complete required courses)Supervisory or ECQ Competency AddressedRecommended Completion unless otherwise indicated:Training Completion DateColumn Reserved for WPD UseHuman Resources Competency training, items 1 - 18 1Complete Information Security Awareness online course in LOC SkillportSupervisory - REQUIRED TRAINING FOR LIBRARYMust be completed 30 days from appointment or New Employee Orientation attendance2Complete HYPERLINK "" Records Management Basic Awareness 3.0course in LOC SkillportSupervisory - REQUIRED TRAINING FOR LIBRARYMust be completed 30 days from appointment or New Employee Orientation attendance3Complete Ethics and Standards of Conduct course in LOC SkillportSupervisory - REQUIRED TRAINING FOR LIBRARYMust be completed 30 days from appointment or New Employee Orientation attendance4Complete LC Emergency Preparedness in LOC SkillportREQUIRED TRAINING FOR LIBRARYMust be completed 30 days from New Employee Orientation attendance. This course must be taken by all Library employees who work in Capitol Hill facilities. It is also recommended (but not required) for Library employees who work in other facilities.5Complete Performance Management for Employees in LOC SkillportALL STAFF - REQUIRED TRAINING FOR LIBRARYMust be completed 30 days from New Employee Orientation attendance6Complete Sexual Harassment Prevention for Federal Employees online course in LOC SkillportSupervisory - REQUIRED TRAINING FOR LIBRARYMust be completed 30 days from New Employee Orientation attendance7HR-Related Technical Knowledge: Attend Planning and Appraising Performance courseCore Competency Supervisory - REQUIRED TRAINING FOR LIBRARYAs scheduled8HR-Related Technical Knowledge: Complete Alternative Dispute Resolution (ADR) and Conflict Resolution skills courseCore Competency Supervisory - REQUIRED TRAINING FOR LIBRARYAs scheduled9HR-Related Technical Knowledge: Attend Labor Relations for Supervisors courseCore Competency Supervisory - REQUIRED TRAINING FOR LIBRARYAs scheduled10HR-Related Technical Knowledge: Attend Dealing with Performance Problems courseCore Competency Supervisory - REQUIRED TRAINING FOR LIBRARYAs scheduled11HR-Related Technical Knowledge: Attend Tools for Dealing with Conduct Problems course Core Competency Supervisory - REQUIRED TRAINING FOR LIBRARYAs scheduled12Complete the Structured Interview in LOC SkillPortSupervisoryComplete 60 days from appointment or from New Employee Orientation attendance13Complete LOC Telework Basics for Supervisors in LOC SkillPortSupervisory - REQUIRED TRAINING FOR LIBRARYComplete 60 days from appointment or from New Employee Orientation attendance14Complete WebTA training for Time and Attendance provided by Service Unit WebTA administratorSupervisory - REQUIRED TRAINING FOR LIBRARYAs scheduled15Complete EEO and Lawful Hiring online course in LOC SkillportSupervisory - REQUIRED TRAINING FOR LIBRARY6 mos from appointment or New Employee Orientation attendance 16Enroll and complete 12 months in Continuous Leadership Journey (CLJ) Leadership Development<OPTIONAL> ECQ Leading People, Leading Change, Results Driven/All competencies. See pages 15-18 for specific competenciesBegin when opt-in notice sent by SLDP manager is received17HR-Related Technical Knowledge: Read current HYPERLINK "" The Library of Congress Human Capital Management Plan Core Competency <OPTIONAL>ECQ Leading People/ Developing OthersLeadership Workshops, items 18 – 30Participants selected by service unit’s Human Capital Advisory Board (HCAB) members. WPD will enroll participants for training in OLC when provided names by HCAB.18LEADERSHIP WORKSHOP:Attend Everyday Bias and Addressing Micro behaviors WorkshopLeadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled19LEADERSHIP WORKSHOP:Attend DiSC Management workshopLeadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled20LEADERSHIP WORKSHOP:Complete Pre-360° Emotional Intelligence assessment(s)Leadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled21LEADERSHIP WORKSHOP:Attend Leadership Challenge WorkshopLeadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled22LEADERSHIP WORKSHOP:Complete SECOND Leadership Challenge Workshop Leadership Practices Inventory (LPI) and Coaching sessionLeadership DevelopmentECQ Leading Change/All competencies. See pages 15-18 for specific competenciesAs scheduled23LEADERSHIP WORKSHOP:Attend Leading Organizational ChangeLeadership DevelopmentECQ Leading Change/All competencies. See pages 15-18 for specific competenciesAs scheduled24LEADERSHIP WORKSHOP:Attend Crucial Conversations workshopLeadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled25LEADERSHIP WORKSHOP:Attend Getting Things Done workshopLeadership Development ECQ Results Driven/All competencies. See pages 15-18 for specific competenciesAs scheduled26LEADERSHIP WORKSHOP:Attend Effective Coaching and Mentoring: A Training Class workshopLeadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled27LEADERSHIP WORKSHOP:Attend Leading at the Speed of Trust workshopLeadership Development ECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled28LEADERSHIP WORKSHOP:Attend Situational Leadership II (SLX) Experience workshopLeadership DevelopmentECQ Leading People/All competencies. See pages 15-18 for specific competenciesAs scheduled29Attend SDP Mentoring eventLeadership Development Supervisory and ECQ Business Acumen/Human Capital ManagementAttend available activity as scheduled30Attend LOC Supervisor Forums/watch last two recorded forums Leadership Development <OPTIONAL>ECQ Leading People/ Developing OthersAs scheduledHuman Resources Competency training, items 31 – 3631HR-Related Technical Knowledge: Complete the CORE MESSAGE and EXPLORE IN DEPTH tracks of the “Giving and Receiving Feedback” LOC SkillPort Leadership Advantage portalCore Competency Supervisory and ECQ Leading People/ Developing OthersAs scheduled32HR-Related Technical Knowledge: Watch LOC SkillPort video “Light The Fire: Leveraging Appraisals for Maximum Performance” Core Competency Supervisory and ECQ Business Acumen/Human Capital ManagementAs scheduled33HR-Related Technical Knowledge: Read Human Resources LCRs 9-100 thru 9-1900 Core Competency ECQ Business Acumen/Human Capital ManagementRead list of LCRs on page 19 of this guide. Recommend manager select and prioritize other LCRs for review outside of Human Resources34HR-Related Technical Knowledge: Read LOC SkillPort book “Perfect Phrases for Managers and Supervisors” Core Competency ECQ Business Acumen/Human Capital ManagementAs scheduled35HR-Related Technical Knowledge: Complete LOC SkillPort course “Diversity on the Job: The Importance of Diversity and the Changing Workplace” Core Competency ECQ Leading People/ Developing OthersAs scheduled36Read LOC SkillPort book “How to Conduct Productive Meetings”Leadership Development ECQ Results Driven.As scheduledThis form supports supervisor development training. For more information contact the Senior Leadership Development Program (SLDP) manager, Viking White, HCD/WPD at (202) 707-3163 or viwh@.Executive Core Qualifications – The executive core qualifications define the competencies needed to build a federal corporate culture that drives for results, serves customers, and builds successful teams and coalitions within and outside the organization.ECQ 1: Leading ChangeDefinition: This core qualification involves the ability to bring about strategic change, both within and outside the organization, to meet organizational goals. Inherent to this ECQ is the ability to establish an organizational vision and to implement it in a continuously changing environment.Creativity and InnovationDevelops new insights into situations; questions conventional approaches; encourages new ideas and innovations; designs and implements new or cutting edge programs/processes.External AwarenessUnderstands and keeps up-to-date on local, national, and international policies and trends that affect the organization and shape stakeholders' views; is aware of the organization's impact on the external environment.FlexibilityIs open to change and new information; rapidly adapts to new information, changing conditions, or unexpected obstacles.ResilienceDeals effectively with pressure; remains optimistic and persistent, even under adversity. Recovers quickly from setbacks.Strategic ThinkingFormulates objectives and priorities, and implements plans consistent with the long-term interests of the organization in a global environment. Capitalizes on opportunities and manages risks.VisionTakes a long-term view and builds a shared vision with others; acts as a catalyst for organizational change. Influences others to translate vision into action.ECQ 2: Leading PeopleDefinition: This core qualification involves the ability to lead people toward meeting the organization's vision, mission, and goals. Inherent to this ECQ is the ability to provide an inclusive workplace that fosters the development of others, facilitates cooperation and teamwork, and supports constructive resolution of conflicts.Conflict ManagementEncourages creative tension and differences of opinions. Anticipates and takes steps to prevent counter-productive confrontations. Manages and resolves conflicts and disagreements in a constructive manner.Leveraging DiversityFosters an inclusive workplace where diversity and individual differences are valued and leveraged to achieve the vision and mission of the organization.Developing OthersDevelops the ability of others to perform and contribute to the organization by providing ongoing feedback and by providing opportunities to learn through formal and informal methods.Team BuildingInspires and fosters team commitment, spirit, pride, and trust. Facilitates cooperation and motivates team members to accomplish group goals.ECQ 3: Results DrivenDefinition: This core qualification involves the ability to meet organizational goals and customer expectations. Inherent to this ECQ is the ability to make decisions that produce high-quality results by applying technical knowledge, analyzing problems, and calculating risks.AccountabilityHolds self and others accountable for measurable high-quality, timely, and cost-effective results. Determines objectives, sets priorities, and delegates work. Accepts responsibility for mistakes. Complies with established control systems and rules.Customer ServiceAnticipates and meets the needs of both internal and external customers. Delivers high-quality products and services; is committed to continuous improvement.DecisivenessMakes well-informed, effective, and timely decisions, even when data are limited or solutions produce unpleasant consequences; perceives the impact and implications of decisions.EntrepreneurshipPositions the organization for future success by identifying new opportunities; builds the organization by developing or improving products or services. Takes calculated risks to accomplish organizational objectives.Problem SolvingIdentifies and analyzes problems; weighs relevance and accuracy of information; generates and evaluates alternative solutions; makes recommendations.Technical CredibilityUnderstands and appropriately applies principles, procedures, requirements, regulations, and policies related to specialized expertise.ECQ 4: Business AcumenDefinition: This core qualification involves the ability to manage human, financial, and information resources strategically.Financial ManagementUnderstands the organization's financial processes. Prepares, justifies, and administers the program budget. Oversees procurement and contracting to achieve desired results. Monitors expenditures and uses cost-benefit thinking to set priorities.Human Capital ManagementBuilds and manages workforce based on organizational goals, budget considerations, and staffing needs. Ensures that employees are appropriately recruited, selected, appraised, and rewarded; takes action to address performance problems. Manages a multi-sector workforce and a variety of work situations.Technology ManagementKeeps up-to-date on technological developments. Makes effective use of technology to achieve results. Ensures access to and security of technology systems.ECQ 5: Building CoalitionsDefinition: This core qualification involves the ability to build coalitions internally and with other Federal agencies, State and local governments, nonprofit and private sector organizations, foreign governments, or international organizations to achieve common goals.PartneringDevelops networks and builds alliances; collaborates across boundaries to build strategic relationships and achieve common goals.Political SavvyIdentifies the internal and external politics that impact the work of the organization. Perceives organizational and political reality and acts accordingly.Influencing/NegotiatingPersuades others; builds consensus through give and take; gains cooperation from others to obtain information and accomplish goals.List of Human Resources LCRs from page 13, training activity #34:9-100 – Basic Policies9-200 – Position Classification9-300 – Employment Authorities9-400 – Recruitment and Selection9-500 – Appointment9-600 – Personnel Security ad Employment Suitability9-700 – Compensation9-800 – Retirement and Benefits9-900 – Duty Hours9-1000 – Leave and Absence from Duty9-1100 – Assignments9-1200 – National Security Clearances9-1300 – Performance, Training and Awards9-1400 – Health and Welfare9-1700 – Standards of Conduct9-1800 – Adverse Actions9-1900 – Separations and Furloughs ................
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