Â鶹ÊÓƵ

Link to Â鶹ÊÓƵ Homepage. Link to Â鶹ÊÓƵ Homepage.

Leadership Development Program Plan

Introduction

The Collegewide Leadership Development Program (LDP) was established based on recommendations from a Board of Trustees' Workshop on the subject in September, 1996. The Board and the President’s Council agreed that it was important to the future of Delaware Tech to provide 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 mentors. Participation in 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.

President's Council conducted another review in 2017. Modifications were made to the seminars, activities, and leadership characteristics; the changes are reflected in this document.

The Program will facilitate development of leadership qualities, characteristics and skills in program participants, as well as increase knowledge about Â鶹ÊÓƵ.

Program Plan

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 vice president for human resources.

A Leadership Nominee Review Committee will screen the applications to select individuals for interviews with the Committee. The vice presidents and campus directors will nominate three graduates from their locations to serve on 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 vice president for human resources will serve as chair. The Committee will screen the applications and create a list of those applicants recommended for interviews and a list of those not recommended for interviews. Both lists will describe the reasons for each applicant's status. The lists will be sent to Ad Hoc President's Council for review. Ad Hoc President's Council approves or disapproves the selections for interview or no interview and sends it back to the Committee. Interviews are then conducted by the Committee for those approved by Ad Hoc President’s Council. After the interview process is completed, the Committee will submit a list of recommended candidates for the next class with the rationale for recommendation and a list of those interviewed and not recommended with the rationale to Ad Hoc President's Council for review, and then to the president of the College for final approval.

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 and where meetings will take place.

At the end of the first year of the program, a group meeting will be held for participants and mentors to review 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:

  1. A clear understanding of the College's history, mission, goals, and academic philosophy
  2. Honesty and integrity
  3. Excellent interpersonal and communication skills
  4. Innovative thinking
  5. Management skills
  6. A strong sense of team spirit
  7. An enhanced ability to make decisions
  8. The ability to effectively use technology
  9. Involvement in the community
  10. Sensitivity to stakeholder needs
  11. Dedication to providing a high-quality learning environment
  12. The ability to empower others
  13. Knowledge of development initiatives and strategic planning
  14. Awareness of human resources and legal issues in higher education

Certification

Upon successful completion of the program, participants will receive a certificate. Successful completion in the program requires:

  1. Attendance at a minimum of 11 of the 13 seminars (Program Overview and Celebration of Accomplishments do not count as seminars for this purpose.)
  2. Completion of all required seminar case studies and coursework materials
  3. Completion of individual development activities as indicated in the individual development plan
  4. Completion of an electronic portfolio or other portfolio document to demonstrate completion of prescribed activities
  • Any exceptions to the program curriculum will require the approval of the program coordinator and the mentor

Portfolio

The 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 form
  • Completed Activity Completion Summary form with mentor initials
  • Completed Activity Series Reflective Summary form
  • 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

Roles and Responsibilities of the Program Coordinator

The 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 helpful 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 the Individual Development Plan.
  • Introduce the participant to the 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 the participant on Delaware Tech policies.
  • Discuss with the Coordinator any concerns regarding the participant’s progress in the Program.