1. Defense Logistics Agency
Enterprise Leader Development Program
DLA Supervisor Certificate Program (Level 3) Orientation Teleconference

2. Points of Contact Sheryl Linzell, Jackie Nelson, and Janeisha Mitchell
Program Managers, DLA Training
(614) /4063/9797, DSN 850
Our Fax: (614) , DSN 850
Training Offices:
Carolyn Smith– DLA organizations located at Ft. Belvoir/Washington DC including DLA Information Operations, DLA Document Services, DLA Logistics Information Services, and all DLA J Codes except DLA J-1, all DLA D codes, DLA Strategic Materials, DLA Energy, and DCSO
Jef Cramer– DLA Troop Support
Marvin Edwards – DLA Aviation and all DLA J-8 offices, DORRA
David L. Brown – DLA Distribution CONUS and OCONUS (including DLA Central, Europe, and Pacific)
Carollyn Harvey – DLA Land & Maritime and all DLA J-1 offices
Sue Anderson - DLA Installation Support including Europe/Pacific OCONUS, DLA Disposition Services, LESO

3. Introduction PURPOSE – Overview of BACKGROUND
Supervisor Probationary Period
Probationary Period Action Items
Supervisor Performance Management
Available Resources
Components of the Certificate Program
BACKGROUND
Implemented April 2004
ELDP Refresh August 2011 (changed from Tier II to ELDP Level 3, DLA Supervisor Certificate Program)
Eligibility/Coverage (“Transitioning” Leaders)
Appointments to Date
Graduates

4. Supervisor Probationary Period
DLA Issuances(located at eWorkplace, Resources):
Probationary Period for New Supervisors/Managers, DLAI 7515
Training for Newly Appointed Probationary Supervisors, DLAI 7519
Performance Management System for Supervisors, DLAI
1-year supervisor probation for all newly appointed civilian federal supervisors
Extension of the selection process
Formal assessment for retention in supervisor position
To be retained in supervisor position
Satisfactory supervisory performance
Completion of Phase 1 & 2 certification requirements
No grievance, appeal, or reconsideration rights
Quarterly progress reviews required

5. DLA Managerial/Leadership Competencies
Foundation of DLA’s Leadership Strategy
Leadership
Teamwork
Oral and Written Communication
Strategy and Focus
Responsibility/Accountability
Customer Service
Professionalism
Resource Stewardship
Innovation and Initiative
These DLA competencies are aligned with DoD’s Civilian Leader
Development Framework (next slide), located at

7. Where it all Starts – Supervisor Probationary Appointment
Supervisor Appointment
Doc 1, Appointment Letter
Doc 2, Acknowledgement Memo
Doc 3, Cert Program Components
Doc 4, Initial Action Items (first 30 days)
Doc 5, Training Calendar
Doc 6, Certificate Completion Checklist
Level 3 Program Beginning Date
Effective date of perm supv appt; or
Date temp supv appt converted to perm; or,
Different date set by DLA Training
See Appointment Letter and Acknowledgement Memo for effective dates
DEFENSE LOGISTICS AGENCY
DLA TRAINING
PO BOX 3990
COLUMBUS, OHIO
April 5, 2015
MEMORANDUM FOR NEW PROBATIONARY SUPERVISOR
SUBJECT: Probationary Period for Newly Appointed Supervisors
Congratulations on your appointment to a Civil Service supervisory position, effective April 4, We welcome you as a new and valued member of the DLA Leadership Team. The role you now assume is in many ways more crucial to the success of our organization than any other position you have held.

8. DEFENSE LOGISTICS AGENCY
Acknowledgement Memo
Found at Doc 2 of your appointment
Defines terms of the supervisor
probationary period
Fax signed copy back to DLA Training
Let DLA Training know of changes that involve:
Reassignment to a new DLA field activity
You leave supervision or DLA
DEFENSE LOGISTICS AGENCY
DLA TRAINING
PO BOX 3990
COLUMBUS, OHIO
DLA Training April 5, 2015
MEMORANDUM FOR CHIEF, DTW WORKFORCE DEVELOPMENT DIVISION
SUBJECT: Receipt acknowledgement, supervisory probation appointment
My signature below acknowledges that I have received and read the supervisory probationary appointment letter, subject: Probationary Period for Newly Appointed Supervisors. I understand that according to provisions of The DLA One Book Chapter on Probationary Periods for New Supervisors/Managers, my performance will be assessed during this probationary period for satisfactory accomplishment of duties/ responsibilities. If my performance is not maintained at a fully successful level, I realize that I

9. Probationary Period Appointment Action Items
Position Description, Performance Standards, Individual Development Plan/ LMS Learning Plan
Probationary Supervisor & Manager Partnering Agreement
Quarterly Progress Reviews
Probationary Period Assessment
Internal DLA Form sent from DLA Training
Returned with signed Partnering Agreement & Quarterly Progress Review documentation

10. Performance Management for DLA Supervisors
DLA Performance Management System for Supervisors
Implemented February 2003
Nine DLA Managerial/Leadership Competencies
Cycle runs January - December
Rated at 1 of 5 levels
Ratings linked with performance awards
At least three discussions during the cycle:
Initial
Interim
End of cycle

11. eWorkplace Level 3 Collaboration Site
One-stop-shop for Level 3 resources - Forms - Reference Items - Regulations - Training Calendars - Guidelines - Course Descriptions - Web Links - Program Guidebook

12. DLA Supervisor Certificate Program (Tier II/Level 3)
Why Level 3 program?
Benefits of Program
Key Program Policies
Key Roles/Responsibilities
Components
Program Results
Program Challenges
Record Keeping

13. Why Supervisor Certification?
DLA Senior Leaders’ Interest, Concern, and Commitment
Investment in DLA’s Future
World class organization with world class leaders
Transitional Program to Smooth the Way
No more “sink or swim” approach, accelerate transition
Sharpen key leadership skills and competencies
Foundation of the Enterprise Leader Development Strategy
Increased Federal/DoD Focus on Supervisor/Leadership Training
5 CFR Part 412, Supervisory, Management and Executive Development,
Final December 10, 2009
Federal Supervisory Training Act of 2009 (introduced in Senate 3/24/2009)
2010 National Defense Authorization Action, Section 1112
DoD Instruction , “Growing Civilian Leaders,” November 19, 2009
DoD CPM 412, Civilian Leader Development (final out for comment)

14. Benefits of Program
Support/development of transitioning leaders identified as mission essential priority
Return on investment as measure by MSF
Strategically-focused
Extends across enterprise
Multiple forms of transition support
Systematic and planned progression
Opportunities for feedback, networking,
and coaching

15. Key Certification Policies
Reinforce the supervisor probationary period
Mission priority development
Sufficient duty time
Includes temporary appointments 1 year or more
Requirements completed within 2 years
Opportunity to telework

16. Key Roles/Responsibilities
Agency
Centrally manages program (DLA Training)
Manager
Establishes expectations and goals
Monitors progress and provides feedback
Collaborates in planning/scheduling training activities
Approves funds for travel and per diem
Helps supervisor balance work and training requirements
Probationary Supervisor
Plans and schedules developmental activities
Partners with manager in making developmental goals
Timely completes all program requirements

17. Components of the Program
Phased Approach
Supervisor Probationary Period Appointment
1st Year of Supervisor Appointment
Phase 1, First 3 Months
Phase 2, Months
2nd Year of Supervisor Appointment
Phase 3, Months
Phase 4, 19 – 24 Months
2-Year Total – Between hours
(Note: Current total is 148 hours)

18. Your Roadmaps For Planning and Documenting
LMS Learning Plan and Learning History
Certificate Program Completion Checklist
* Found at Doc 6 of your appointment
Level 3 supervisors are responsible for signing up for formal courses
Don’t delay registration
Complete courses sooner rather than later
DLA Training will push-out all other activities

19. Phase 1: First 3 Months Certificate Orientation, 1.5 hrs
DLA On-Line HRM Supervisory Training , hrs
Prerequisite for Applied HRM for Supervisors course
18 modules, each ranging in time from 10 min – 1 hour
Launch from LMS Learning Assignments
Probationary Period Action Items
PD, Performance Standards, IDP/Learning Plan
Partnering Agreement
Quarterly Progress Review Discussion (end of each 3 months)
Phase 1: 90 DAYS Phase 2: 4-12 MO. Phase 3: MO. Phase 4: MO.

20. DLA Web Resources DLA J1 HR Web Page, www.hr.dla.mil Automated Tools
Position Description Library
My Biz (My Workplace, My Employee Information)
Learning Management System
Includes Job Aid for Supervisors
Labor Relations Web Page
DLA-AFGE Master Labor Agreement
Other Collective Bargaining Agreements
Locally Negotiated Operating Procedures
Performance Management Web Page
Local Human Resources Supplements

21. Other HR Web Resources Office of Personnel Management, at www.opm.gov
Department of Defense, Civilian Personnel Management Services, at

22. Phase 2: 4 to 12 Months Applied HRM for Supervisors, 40 hrs
Prerequisite: DLA Online HRM Supervisory Training
Leadership Education & Development (LEAD), 32 hrs
DLA Requirement: Applied HRM or LEAD completed within first 6 months, both completed within first year
Quarterly Progress Review Discussions,
(end of 6, 9, and 12 months)
Probationary Period Assessment (completed by manager at the end of 1st year)
Phase 1: 90 DAYS Phase 2: 4-12 MO. Phase 3: MO. Phase 4: MO.

23. Bridge from 1st to 2nd Year
Multi-Source Feedback (MSF)
360 Degree Assessment Tool
For Development, Not Evaluation
Participate in MSF twice during certification program
MSF Information Teleconference (pre-survey), 1 hr
MSF Survey Process (end of 1st and 2nd years)
MSF Results Teleconference (post-survey), 1.25 hrs
Resources at J-1 web site,
Phase 1: 90 DAYS Phase 2: 4-12 MO. Phase 3: MO. Phase 4: MO.

24. Phase 3: 13 to 18 months Begin Phase 3, Continue into Phase 4
One-on-One Executive Coaching
4 hrs coaching, Up to 4 hrs prep time
Optional 5th hr as program budget allows and supervisor’s particular circumstances support
Skillsoft Training Courses, approximately 25 hrs
Continued in Phase 4
Launched from LMS Learning Assignments
Can request courses to be loaded early
Phase 1: 90 DAYS Phase 2: 4-12 MO. Phase 3: MO. Phase 4: MO.

25. Phase 4 Completed by the end of Year 2
Self-Development Electives
24 hrs total, which includes BBI (9 hrs)
Must be leadership focused (DLA Managerial Competencies)
May be completed at any time over 2-year program
Guidelines for Crediting Continuous Learning Leadership Activities will be sent in orientation follow-up
Record on Certificate Completion Checklist (last section)
Must include BBI
Behavior Based Interviewing (total 9 hours, J1 mandated requirement for all DLA supervisors)
SkillSoft BBI Course, “Essentials of Interviewing and Hiring: Behavioral Interview Techniques,” 1 hr (HR-hr_06_a04_bs_enus)
BBI In-Class Session, 8 hrs (HR-BBIILT)
Attend local session or on Friday after LEAD
Phase 1: 90 DAYS Phase 2: 4-12 MO. Phase 3: MO. Phase 4: MO.

26. Phase 4 Continued Other Ideas for Self-Development Electives
Optional Courses:
Peer Coaching (1.5 days w/six follow-on teleconferences)
Managing Time for Supervisors (2.5 days)
Civil Treatment for Supervisors (1 day) and The Legal Record (1 day)
Additional Skillsoft Courses (beyond required courses)
Managers Internal Control Training (on-line, 1.5 hrs)
Skillsoft On-Line Courses (rolled out December 2009/January 2010)
Skillsoft Books 24/7
CPI/Lean/Six Sigma Training
Special Leadership Assignments or Projects
Local Activity-Provided Leadership Training
Other activities/training of your choosing (must be leadership-related)
Multi-Source Feedback Survey (2nd time, at end of Year Two)
Post-Certificate Individual Development Plan
Phase 1: 90 DAYS Phase 2: 4-12 MO. Phase 3: MO. Phase 4: MO.

27. DLA Supervisor Certificate Program Results
Certificate of Achievement, signed by DLA J1 Director
ELDP Memento
Presented by your organization

28. Program Challenges Deficient supervisory performance
Failure to complete developmental requirements
Extenuating circumstances
Uncontrollable, extended absences from workplace
Deployment
Special assignments, nonsupervisory details
Extension request in writing to Level 3 Program Manager
Quarterly report to J1 and commands on overdues

29. Record Keeping for Program Completion
Supervisor Certificate Program Completion Checklist
(Doc 6, Appointment )
All Requirements Listed
Space to Detail
Self-Development Electives
Peer Coaching
Initials & Dates Accomplished
Authenticated by Manager
Endorsed 2nd Level Manager
Verified by DLA Training
LMS Completions
1st year activities input as they are completed
2nd year activities input at end of certificate program
Level 3 Supervisor Certificate Program Completion Checklist
Level 3 Supervisor Name________________________
Org. Symbol______________Effective date__________
Phase I, Appointment to 90 Days Date Initials Initials
Comp
Requirement
Appointment Letter
Partnering Agreement
Position Description
Performance Standards
1st Yr IDP
Quarterly Progress Review
New Supervisor’s Toolkit
Certificate Orientation
DLA On-Line HRM Modules

30. Most Immediate Action Items
Review the documents in your supervisor appointment
Sign the Acknowledgement Memo and fax to DLA Training
Provide your manager with a backbrief on today’s orientation teleconference
Together with your manager, accomplish initial probationary period action items:
Probationary Supervisor and Manager Partnering Agreement
Receive performance plan and discuss performance expectations
Schedule first quarterly progress review
Review the training calendar and register for LEAD and Applied HRM courses
Begin work on the DLA On-Line HRM Supervisory Training (complete during first 3 months of appointment)

31. Questions? Orientation Follow-up Email
Information on Skillsoft and Books 24/7
Guidelines for Self-Development Electives
Excerpt from “The First 90 Days,” Books 24/7
Thank you for your time and attention
DLA Training stands ready to serve you; do not hesitate to call or us.

32. Congratulations New DLA Leader You Make A Difference
Warfighter First
People and Culture
Strategic Engagement
Financial Stewardship
Process Excellence