U.S. Army Garrisons :: U.S. Army Installation Management ...



Fort Leonard Wood Garrison CommandJunior Executive Development Initiative(JEDI)Implementation GuideRevision January 2019Table of ContentsTopicPageIntroduction3Purpose3Program Objectives and Outcomes 3Methodology4Eligibility5Expectations6Application Process7Members Roles and Responsibilities7Mentors Roles and Responsibilities8Senior Mentors Roles and Responsibilities8DGC (Team Champion) Roles and Responsibilities8JEDI Team Advisors Roles and Responsibilities9Supervisors Roles and Responsibilities9Schedule9Recognition9Annual Review of Program and Charter101. IntroductionThe Junior Executive Development Initiative (JEDI) was developed by Fort Leonard Wood to grow future leaders and build the Garrison’s bench of installation management professionals. The JEDI is a 12-month program, which supports the Garrison Commander’s responsibility to provide for the development of Department of the Army Civilian (DAC) professionals from entry level through GS-11 (and equivalent). The JEDI leverages real world events to enable participants to explore the Garrison and enterprise partner operations at all echelons, from front door services to Commander’s and Senior Leader’s intent and guidance. Participants gain a broad holistic perspective of our military and external community engagement, an in-depth knowledge of the science of installation management, and develop skills and abilities in specific DoD competencies. This program supports IMCOM Director Training Priority 2, Develop Our Cadre of Competent Professionals within a Culture of Service.2. Purpose2.1 To build USAG Fort Leonard Wood bench of installation professionals and future leaders across all functional areas by providing an extensive developmental opportunity which:Promotes in-depth learning on Garrison functions, forums, operations, systems, and processes.Utilizes the Malcolm Baldrige framework to conduct a structured organization assessment.Builds problem solving, working as a team, critical thinking, and other basic skills and abilities through classroom and experiential learning.Provides insight into different leadership roles and styles throughout the Garrison and IMCOM communities.Fosters individual career planning and provides a broad developmental experience to prepare participants for future successes.Develops the following DOD Competencies in participants: Political Savvy, Strategic Thinking, Teambuilding, Accountability, External Awareness, Interpersonal Skills, Oral Communication, Problem Solving, Public Service Motivation, Problem Solving, and Partnering. Prepare team members for advancement to Emerging Enterprise Leader training activities.3. Program Objectives and Outcomes 3.1 The program’s objectives are:Develop the skills needed to believe and act like a leader. Gain the ability to tie in all skills learned throughout the program to improve the organization.Understand the science of IMCOM.Be a professional at all times and a productive team member. Gain knowledge of tools that aid in enhancing your emotional intelligence. 3.2 The program’s outcomes are:Understand the process of communication and effectively apply communication skills in various settings. To understand complexities and challenges associated with managing a culturally diverse workforce. Learn leader skills that enable team members to act like a leader in all things that they do. Strategic thinkingProcess improvementObtain an understanding of how the directorates support the Installation.Gain an understanding of how Garrison supports senior leaders inside and outside the gate.Obtain the skills and confidence needed to effectively speak before groups in a leadership capacity. Learn how to work together with other team members and be successful in obtaining their goals.Knowledge of how to assign responsibilities to team members to ensure they work effectively.Increase self-awareness of one’s strengths and weaknesses, self-regulation, empathy, social skills and motivation.4. Methodology4.1 JEDI team members (JEDIs) meet an average of 4 hours weekly for 12 months. The schedule is adapted to take advantage of real world learning opportunities and training.4.2 JEDI Program is facilitated by two or three JEDI Mentors. The Team Champion (Deputy Garrison Commander) and Team Advisors (Garrison Leaders) assist the JEDI Mentors as required. 4.3 The program may include 40 hours of training on Malcolm Baldrige organizational assessment. JEDIs complete an analysis of the Installation using the Malcolm Baldrige criteria throughout the 12-month period. 4.4 Real world Garrison activities are used to promote learning. JEDIs gain first-hand knowledge of all major components of the Installation Planning Board Process through attendance at each Installation Planning Board feeder (board, process, program, and plan). See figure 1. Learning is facilitated immediately after each venue by the process owner through guided discussion (Appendix A). JEDI team members also attend VIP and Senior Leader engagement activities and Installation Sustainability Strategic Planning (ISSP) sessions when possible. -2051053764280Figure 100Figure 14.5 JEDIs attend orientation briefings from all Garrison Directorates, Principal Staff and Enterprise Partners. 4.6 JEDIs attend locally developed training classes such as Creative and Innovative Thinking, Customer Service, Crucial Conversations, and others. 4.7 JEDIs receive career and developmental counseling.4.8 As appropriate, the JEDI team is assigned team projects that promote development of critical thinking and problem solving skills as well as experience with integration of efforts, executive level staff work, team dynamics, and project management. 4.9 JEDIs plan and lead execution of Garrison Organization Day as a capstone-learning event. 5. EligibilityAll civilian employees on Fort Leonard Wood regardless of organization in the Grade of GS-05 to GS-11(and equivalent) regardless of Career Program or Career Field. Current on CES requirements. JEDI Program is on a current and approved IDP. 5.1 Figure 2 shows number of employees from each Garrison Directorate should be able to reasonably participate in the JEDI Program. This number is determined by how many eligible employees each Directorate has. Some smaller Directorates may only have one eligible employee therefore; they are not expected to have a participant every year. 2317752427605Figure 200Figure 2Garrison Command1EEO1DRM1Safety 1PAO1RSO1IR0DHR3ACS1DPTMS4DPW3DES36. Expectations6.1 A Statement of Expectations will be signed by the applicant and their supervisor. The Statement of Expectations includes the following information:The JEDI Program is a 12-month program. Members and supervisors must to be able to commit to the full 12 months. The JEDI Program is approximately 200 hours, which consist of 80 training sessions or meetings. Members must be able to commit to a minimum of 76 meetings. If you are on leave or TDY then you are excused from any training or meetings that take place on that day. You must notify your mentor to inform them of your absence for accountability reasons. If you are not on leave or TDY then you are unexcused from any missed training or meetings. If you have three unexcused absences, you will receive a warning. If you have four unexcused absences you, your supervisor and the DGC will meet to discuss the reasons for your absences. If you have five unexcused absences, you will be removed from the JEDI Program and asked to reapply at another time when you can fully commit to the requirements. If you have three excused absences in a row, you will receive a warning. If you have four excused absences in a row, you, your supervisor and DGC will meet to discuss the reasons for your absences. 6.2 Excused absences are defined as:Annual leaveSick leaveTDYTraining StatusEmergent MissionTraining Mission 7. Application Process7.1 A call for interest will be sent out 45 days prior to the start date of the new JEDI Program. All those applying to be a member, mentor or senior mentors will have 15 days to complete the application, get their supervisors’ approval and submit their application. The selection board will have 15 days to review applications and to make selections. Applicants who have been selected to participate in the program will be notified 15 days before the state date of the program.7.2 The application packet will consist of:Application Form (Appendix B and Appendix C)Statement of Expectations (Appendix D)ResumeIntroduction to Me (Appendix E)CRBIDP8. Members Roles and Responsibilities8.1 JEDIs will actively participate in planned team meetings, assignments, training events, projects, and special events. 8.2 JEDIs and Mentors will establish a weekly and monthly meeting schedule, meeting a minimum of 8 hours per month. Weekly meetings will be used for orientation briefings, training events, distribution of assignments, and team maintenance. Meeting times will vary when the team attends other planned events such as Installation Planning Board, training, or project discussions. 8.3 The JEDI Team will assist/provide the following products: The Garrison’s organizational assessment. The Team Advisor and PAIO staff will assist.Identify best practices within their directorates and provide results as requested.Identified Opportunities for Improvement (OFI) to PAIO. PAIO will designate which OFI should be presented to the Garrison Commander for further study and incorporation into the current process improvement battle rhythm events.As a capstone event JEDI will plan, coordinate, and execute the annual Garrison Organization Day. The Team will review their experiences, lessons learned, and incorporate them into the plan for the subsequent JEDI Team. JEDIs are encouraged to participate as Mentors for subsequent JEDI Teams. 9. Mentors Role and Responsibilities9.1 JEDI Mentors are responsible for the day-to-day execution of the JEDI program. JEDI mentors determine the team schedule, arrange JEDI attendance at meetings and events (room, training venues, and material), and report significant events to the Team Advisors on a bi-weekly basis. 9.2 Mentors will ensure the team maintains a creative and respectful learning environment that promotes questions, the exchange of ideas, and open dialog. 9.3 Mentors will document attendance and summarize what transpires at each meeting. 9.4 Mentors will, on a quarterly basis, assess the JEDI Team’s comprehension of the Garrison’s integrated work processes and the Senior Leadership Engagements by facilitated learning or Team Member brief back. 9.5 Mentors will assess the JEDI Team with a capstone project to determine the success of the program. 9.6 Mentors will facilitate JEDI discussions of orientations, boards, and other senior leader engagement using the Discussion Guide in appendix A.9.7 Mentors will meet quarterly with the JEDI Team Champion and Advisor to provide an update on the progress assessment of the JEDI Team and discuss future events. 9.8 Mentors will solicit feedback on the program and incorporate recommendations into program. 9.9 Mentors will be placed on appointment orders. 10. Senior Mentors Role and Responsibilities10.1 Senior Mentors are responsible for the overall execution of the JEDI Program. 10.2 Senior Mentors will be placed on appointment orders. 11. Deputy Garrison Commanders (Team Champion) Role and Responsibilities11.1 The Team Champion will provide guidance, direction and advice to the JEDI team. 11.2 The Team Champion will meet with each Member, Mentor and Senior Mentor for career counseling once during the JEDI Program cycle. 11.3 The Team Champion will provide training to the Mentors and Senior Mentors. 12. JEDI Team Advisors Role and Responsibilities12.1 The Directors of Plans, Analysis and Integration office and/or other principle staff will serve as the Team Advisors.12.2 Team Advisors will be placed on appointment orders by the Garrison Commander.12.3 The Team Advisors will review and update the JEDI Team Charter on an annual basis.12.4 The Team Advisors will receive weekly updates from the JEDI Mentors and report the JEDI Program progress to the Team Champion of a quarterly basis. 12.5 The Team Advisors will coordinate for funding and itinerary for an instructor to teach the organizations self-assessment course to the JEDI Team.12.6 The Team Advisors will conduct a follow up analysis to determine program effectiveness at annual intervals for two years after graduation.13. Supervisors Role and Responsibilities13.1 The supervisors will ensure that they provide their employee the on-duty time to fully participate in the program. 13.2 The supervisors will ensure that they make the JEDI Program a priority and fully support the program. 14. Schedule14.1 As training opportunities present themselves, the Team Advisors and Mentors will identify those that would support the JEDI Team’s intent. Training opportunities may include but are not limited to: attendance at MSCoE level and Garrison Battle Rhythm events, keynote speakers, ceremonies, on-site and off-site conferences, staff rides to key industry, government, community and other key stakeholder events/locations. 14.2 Appendix F provides the notional schedule for the JEDI Program. Mentors and Team Advisors will be able to adjust this schedule as new training opportunities arise. 15. Recognition Successful completion of the program will be recognized in a special ceremony where each member receives a JEDI diploma. The team members will receive honorary recognition by the Garrison as appropriate. 16. Annual Review of Program and Charter16.1 The JEDI Advisors will review the program annually and evaluate the effectiveness. Measures will consist of how many JEDIs were able to participate throughout the process; projects accomplished; team member feedback on the effectiveness of the program; and supervisor and self-evaluation of participant’s progress based on DoD Core Competencies identified in Annex B.16.2 Survey assessment for 2017 and 2018 JEDI Program can be found at Appendix G. ................
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