SWE Future Leaders Professional Program Overview SWE Future Leaders Task Force

Page 2 Overview Per recommendations from BOD2, the SWEFL TF has revamped the concept for the professional SWEFL Program. The new concept relies heavily on our pre- existing SWE committee structure: Committees are often the first stop for leaders wanting to get involved at the Society level Committees already cater to people’s specific SWE-interests Many “seasoned” SWE professionals spend a lot of time at the committee level after they’ve served in higher leadership positions, so there is a good pool of experts/resources/mentors within the committee community

Page 3 Program Components Participants will: Complete a set of Core Training Select a “major” and “minor” SWE topic area Major: Participate fully on a committee or group within the topic area & complete several additional training opportunities / experiences Minor: Participate in a auditing capacity of a committee or group within the topic area & a few additional training opportunities / experiences “Major” should be in area leader is already interested in, “minor” is area they know little about A mix of tactical and strategic committee involvement will be encouraged between the “major” and “minor”. Complete SWE goal setting / create an action plan Be paired with a SWE mentor

Page 4 Core Training / Experiences Training SWE History SWE 101 (includes bylaws, Senate overview, etc.) SWE HQ 101 How to advocate for SWE in your workplace Professionalism & Ethics Navigating SWE leadership (Nominating committee process, vision for BOD of 2020, strategic plan, etc.) Diversity & Inclusion 2-3 SWE Webinars from the Leadership, Management, and Strategy track Experiences Meet / Network with the BOD Board of Trustees talk Annual & region conferences

Page 5 SWE Topic Areas Participants would select one of these as their “major” and one as their “minor”: Public policy / External affairs Governance Membership Development Outreach Inclusion Financial Academia / Collegiate Awards Strategic Planning

Page 6 SWE Topic Area Training Example For Membership Development: Participate fully on one of the following committees: Curriculum, Leadership Coaching, Membership, Nominating, Program Development Grants, PD Advisory Board, Conference Program Board, Succession Planning Beyond Core Training / Experiences, complete the following: 4 SWE Webinars from the Career Development and Life Transitions Track Present at Region and/or Annual conference on a topic of relevance to your committee/group Attend a session at Region and/or Annual conference on a topic of relevance to one of the other committees / groups listed above Plan a program or presentation for your local section relevant to this topic area (examples: lead a succession planning activity, coordinate a leadership coaching session, submit a nominee to the region or Society slate, submit for a PDG, host a group webinar-watching party, plan a membership drive)

Page 7 Ownership There will be a program coordinator The coordinator will report to the Director of Professional Development (Director of Membership is also acceptable) Coordinator to be selected via the spring call for Committee/Task Force Chairs Serves July 1 st through following Annual conference (~16 months) From call for applicants through participant graduation There will be ~4 month overlap in program coordinators Role Description (deliverable) and list of ideal candidate qualities (deliverable) will be provided

Page 8 Program Timeline July 15 th : Call for applications out to all committee, TF, and board members and chairs/coordinators, Professional Senators? August 15 th : Applications due September 1 st : Selected candidates announced October 15 th : Self-eval and goal setting completed, mentors announced Annual Conference: Program kick-off/Action plans finalized/first SWE mentor meeting/start of training opportunities Monthly: one interactive training opportunity, one on own time training opportunity Quarterly: meet with SWE and technical mentors, one-on-one call with program coordinator to gauge status Region Conference: SWE mentor meeting and face-to-face training modules Annual Conference: final SWE mentor meeting, networking event with SWE leaders and next class of leadership program participants, program graduation Annually, after program completion: Respond to brief “Where are they now” survey

Page 9 Conclusions Final set of recommendations to be presented at BOD4 as a motion for approval FY14 would be a pilot program Select a pilot coordinator Select a few pilot participants (one per topic area would be goal) Being a pilot, the program timeline would need to be compressed / modified First full year of program (FY15) would have a goal of 20 participants

Page 10 BACK-UP

Page 11 Committee to Topic Area Map Public policy / External affairs Government Relations & Public Policy Governance Bylaws, Procedures(?), Audit, Tellers Membership Development Curriculum, Leadership Coaching, Membership, Nominating, Program Development Grants, PD Advisory Board, Conference Program Board, Succession Planning Outreach Outreach, Program Development Grants Inclusion Ethics, Multicultural, Affinity Groups Financial BOT?, Finance Academia / Collegiate Collegiate Leadership Coaching, Women in Academia, Graduate Student TF, Counselors, Faculty Advisors, Scholarship Awards Awards & Recognition, Scholarship Strategic Planning Strategic Planning, Senate Mega issues

Page 12 Selection Interested individuals will self-nominate by filling out an application form (deliverable) Will include questions about goals, current leadership skills and positions, areas for improvement, and statements of agreement (will attend region and annual conference, etc.) A letter of recommendation from a SWE member currently holding section, region, or national leadership position For at least the first year of the program, the class should be capped at around 20 participants, to make it a manageable size for coordination purposes

Page 13 Mentorship Participants in the program will have a SWE mentor: Ideally a region or society level past or current leader who resides in the same region as the participant (to enable a face-to-face meeting at region conference) Will need to agree to a minimum of 2 face-to-face meeting (at conferences) and 2 meetings via telephone Will need to fill out participant evaluation with recommendations for future SWE positions at end of program (deliverable) Suggestions for discussion for each quarterly meeting with mentor will be provided (deliverable)

Page 14 Program Completion Participants will be considered graduates of the program once they have completed 75% (TBD) of agreed upon activities in their action plan Upon completion of the program, participants will develop a new “where do I go from here?” action plan (deliverable) with input from mentors and program coordinator

Page 15 Recognition There will be a graduation event at each annual conference, attended by SWE graduates, SWE mentors, technical mentors (if available), current SWE leaders, and incoming class of program participants Graduates will be listed in the conference issue of SWE Magazine, in a post-conference issue of the “All Together” , and on the SWE website Letters of recognition of program completion will be sent to work supervisors (deliverable) Pay it Forward: Ideally graduates of the program will make great mentors for collegiate leaders, including SWEFLs, hopefully taking some of the pressure off of current SWE leaders

Page 16 Budget The budget for the program should be fairly small, as participants will mostly be self-supporting. Budget items for consideration: Kick-off/Graduation event at Annual Conference (one day before or after typical conference program?) Partial travel stipends towards conferences for those unable to afford (free registration?) Certificates or plaques for program completion? Development of any needed custom webinars or training modules? Past participants asked annually to donate $20 (?) towards these items through regular SWE annual giving call? (deliverable including instructions on how)

Page 17 Inclusion Participant diversity factors for tracking will include: Region Age range Career level Primary leadership goal Past leadership positions Membership in other organizations Ethnicity (?) Etc. (deliverable) A yearly diversity goal will be established, similar to plan for collegiate SWEFLs, and will be used to aide in the selection process (deliverable)

Page 18 Tracking/Metrics Diversity metrics will be captured and complied for each class of participants A survey (deliverable) will be sent to past participants annually to see how their leadership skills are being put into practice This survey will include the opportunity to express interest in being a mentor to a collegiate SWEFL

Page 19 Potential Program Names SWE Superstars SWE Advocates SWE Ambassadors SWE SMEs

Page 20 List of groups to coordinate with BOD LCC HQ (logistics and educational training) PD & Curriculum committee Mentoring RGs Competency model (PD)/ succession planning (TF)/pipeline Others?

Page 21 SWE Topic Example: Academia / Collegiate Participate fully in one of the Academia / Collegiate topic committees / groups and specifically represent collegiate / academia interests Shadow/become a SWE Counselor or Faculty Advisor Participate on the Region Collegiate Team Attend and/or plan a session at the annual conference and/or region conference specifically for collegiate members and/or academic professionals Contact and become a professional liaison to a student advisory board or graduate student association Develop a partnership (corporate, research, etc.) with a local university

Page 22 For Public Policy / External Affairs: Visit your congress person Participate in a SWE Congressional Visit Day Write a letter to your congress person Research other STEM organizations for information supporting public policy Go to a local government activity to observe process and potentially advocate on STEM issues SWE Topic Example: Public Policy