Leadership Development Program
Roles and Responsibilities of the Program Coordinator
Roles and Responsibilities of Program Mentors
Seminar Series:
College-Wide Leadership Development Program
Introduction
The Collegewide Leadership Development Program (LDP) was established based on recommendations from a Board of Trustees’ Workshop on this subject in September, 1996. The Board and the President’s Council agreed that it is important to the future of Delaware Tech to provide such 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 mentor. Participation in the LDP does not qualify for Professional Development Credit.
Program Plan
Goal
The Program will facilitate development of leadership qualities, characteristics and skills in program participants, as well as increase knowledge about Delaware Technical & Community College.
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
A class of no more than 20 employees will participate in the 20-month program at a given time. The Vice Presidents will nominate program participants for the President’s approval. Participants will be selected in order to maintain a balanced enrollment among the campuses.
Employees who have been in a regular full-time status for one year are eligible to apply and shall submit a letter of interest and résuméx to the appropriate Dean/Director for comment who shall submit the request to the appropriate Vice President (Campus or President’s Office). The letter should be no more than two pages and should address the following questions:
- What is your current leadership philosophy?
- What are your short- and long-term professional goals?
- Why does the Collegewide Leadership Development Program make professional sense at this stage of your career?
- What do you hope to learn from the Collegewide Leadership Development Program?
The Vice Presidents and Leadership Development Program graduates will serve as mentors to the participants. No Vice President or Leadership Development graduate will mentor participants from his/her own campus. Each participant will develop his/her own Individual Development Plan within two months of the start of the program for review and approval by the mentor. The mentor will communicate with the participant’s supervisor and/or Vice President in regard to the Individual Development Plan. (back)
Leadership Characteristics
Upon completion of the program, it is expected that participants will exhibit the following qualities, characteristics and skills:
- Is open, honest and exhibits the highest standards of integrity.
- Is aware of self and behavior.
- Has excellent interpersonal and communication skills.
- Is a visionary.
- Has excellent management skills.
- Exhibits a strong sense of team spirit.
- Is a decision-maker.
- Is able to see the “Big Picture.”
- Has teaching experience at the College (excludes teaching experience at other colleges).
- Has an excellent understanding of College history, mission, goals and academic philosophy.
- Is comfortable with technology.
- Is involved with the community.
- Is sensitive to stakeholder needs, flexible and pro-active.
- Is a creator and supporter of a high quality-learning environment.
- Treats people with respect, dignity and fairness.
- Strives to “get it right.”
- Follows through.
- Always looks for ways to be more effective.
- Empowers others.
- Has the ability to change.
- Is knowledgeable of fundraising strategies, strategic planning and legal issues in education.
Evaluation
At the end of the first year, the mentor and program coordinator will certify the participant’s status as:
- Satisfactory, continue in the program.
- Unsatisfactory, not recommended to continue in the program. (back)
Certification
Upon successful completion of the program, participants will receive a certificate. Successful completion in the program requires:
- Attendance at a minimum of 11 of the 13 seminars.
- Completion of all required seminar case studies and coursework materials.
- Completion of individual development activities as indicated in the individual development plan.
- A portfolio to demonstrate completion of prescribed activities.
Any exceptions to the program curriculum will require the approval of the program coordinator and the mentor. (back)
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 forms.
- Completed Activity Completion Summary form.
- Completed Activity Series Reflective Summary forms.
- 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.
Roles and Responsibilities of the Program Coordinator
A 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 the Vice Presidents and Leadership Development graduates serving as mentors.
Roles and Responsibilities of Program Mentors
- Provide a developmental, caring, sharing and helping 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 Individual Evaluation Plan.
- Introduce the participant to 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 participant on Delaware Tech policies.
SEMINAR SERIES 2008-2010
September 24, 2008, 8:00 a.m. – 1:00 p.m.,
Terry Campus, CTC 400 A&B
TOPIC: PROGRAM AND LEADERSHIP QUALITIES OVERVIEW
Items to be presented:
- "Meet and greet" session with participants
- Expectations of participants, mentors, and coordinator
- Overview of leadership qualities
- Announcement of each participant’s mentor
- Review
- Welcome remarks
- Goals and objectives of the program
- Responsibilities of plan
- Calendar of Events
- Emotional Intelligence Survey
Presenters: Dr. Orlando J. George, Jr., President
Dr. Hope W. Murray, Vice President for HR & College Relations
Ms. Patti DePlasco, SPHR, Assistant Vice President for Human Resources
OCTOBER 24, 2008, 9:30 a.m. – 3:30 p.m., Terry Campus CTC
TOPIC: STATE BUDGET PROCESS
Items to be covered:
- Overview of the State budget process including how a budget is developed
- Overview of the development of programs
- Discussion on how difficult financial recommendations and decisions are made by the Governor and the members of the General Assembly
Presenter: Mr. Peter M. Ross, Retired State Budget Director
NOVEMBER 21, 2008, 9:30 a.m. – 12:00 p.m., Terry Campus CTC
TOPIC: EMOTIONAL INTELLIGENCE
Items to be covered:
- Overview of Emotional Intelligence (EQ)
- Discussion of the parts of personal emotional intelligence and how it affects performance, creativity, and success.
- Discussion of performance strengths, performance vulnerabilities, and creating a plan for enhancing EQ.
Presenter: Dr. Hope W. Murray, Vice President for Human Resources and College Relations
JANUARY, 2009, 9:30 a.m. – 12:00 p.m., Terry Campus CTC
TOPIC: LEADERSHIP PHILOSOPHY
Items to be covered:
- Review various leadership philosophies
- Developing your own leadership style
Presenter: Ms. Maribeth Dockety, PHR, Human Resources Director - Owens Campus
FEBRUARY, 2009, 9:30 a.m. – 12:00 p.m., Terry Campus CTC
TOPIC: CREATIVE PROBLEM SOLVING
Items to be covered:
- Defining creativity
- Importance of creativity in the workplace
- Determining if you are creative
- Learning how to become more creative
Presenter: Dr. Ann Del Negro, Director of Corporate and Community Programs – Owens Campus
MARCH, 2009, 9:00 a.m. – 12:30 p.m., Terry Campus CTC
TOPIC: LEGAL ISSUES IN HIGHER EDUCATION
Presenters: Mr. Brian Shirey, Esq., Legal Affairs -- Office of the President
Ms. Barbara Weatherly, Esq., Legal Affairs -- Office of the President
APRIL, 2009, 9:30 a.m. – 3:30 p.m., Terry Campus
TOPIC: DTCC: PAST, PRESENT AND FUTURE I
Items to be covered:
PAST—
- History of community colleges
- iHistory of Delaware Technical & Community College
PRESENT—
- Delaware Tech today
- Reference Materials
- Available Technology Resources
FUTURE—
- Technology Innovations
Presenters: Dr. Hope W. Murray, Vice President for HR and College Relations
Ms. Patti DePlasco, SPHR, Assistant Vice President for Human Resources
Mr. Robert Messner, Chief Technology Officer
JUNE, 2009, 9:30 a.m. – 1:30, Terry Campus CTC
TOPIC: DTCC: PAST, PRESENT AND FUTURE II
Items to be covered:
FUTURE –
Overview of Divisions/Programs within the College
(Background – 25%; Goals/Trends, Etc. – 75%)
Facilitator: Ms. Patti DePlasco, SPHR, Assistant Vice President for Human Resources Presenters: Program Participants – those who are not members of the Administrative Retreat Committee for 2007.
OCTOBER, 2009 9:30 a.m. – 12:00 p.m., Terry Campus
TOPIC: GOVERNANCE AND DECISION-MAKING
Concept: Workshop presented by various College Administrators in which real-life case studies/problems are presented. The participants have an opportunity to “solve” the case studies/problems. The President’s Council reviews and comments on the solutions provided.
Items to be presented:
- Case studies/problems
- Vice Presidents and Campus Directors review/comment on the participants’ recommendations/solutions
Presenters: Dr. Ileana M. Smith, VP & Campus Director, Owens Campus
Mr. Lawrence H. Miller, VP & Campus Director, Stanton/Wilmington Campus
Mr. Daniel L. Simpson, VP & Campus Director, Terry Campus
NOVEMBER 19, 2007 8:30 a.m. – 2:00 p.m., Terry Campus
TOPIC: MOCK PRESIDENT'S COUNCIL MEETING
Facilitator: Dr. Orlando J. George, Jr., President
JANUARY, 2010 9:30 a.m. – 1:30 p.m., Terry Campus
TOPIC:HUMAN RESOURCES MANAGEMENT SKILLS
Items to be covered:
- Communicating
- Listening
- Team Building
- Supervising
- Motivating
- Disciplining
Presenters: Ms. Patti DePlasco, SPHR, Assistant Vice President for Human Resources
Ms. Maribeth Dockety, PHR, Human Resources Director - Owens Campus
MARCH, 2010 9:30 a.m. – 1:30 p.m., Terry Campus
TOPIC: DTCC: PAST, PRESENT AND FUTURE II
Items to be covered:
- Overview of Divisions/Programs within the College (Background – 25%; Goals/Trends, Etc. – 75%)
Facilitator: Ms. Patti DePlasco, SPHR, Assistant Vice President for Human Resources
Presenters: Program Participants – those who are not members of the Administrative Retreat Committee for 2008.
MAY, 2010, 9:00 a.m. – 2:00 p.m., Terry Campus
TOPIC: PRESIDENT'S COUNCIL MEETING and PROGRAM ASSESSMENT
JUNE, 2010
CELEBRATION OF ACCOMPLISHMENTS
Recognition at the June Board of Trustees meeting followed by dinner with mentors, President’s Council, and Board members.
Individual Development Plan
The mentor and the individual participant shall determine the activities required to be completed. Individual activities without an asterisk (*) below that were completed up to five years prior to participation in the LDP may be accepted as a completed LDP activity. Activities with an asterisk (*) have no time limitation.
LDP participants who have previously taught a Delaware Tech three or more hour credit course or equivalent number of non-credit course hours: Spend 28 hours (2-3 hours in each area) observing different areas of the college to include Administrative Services, Admissions/Counseling, Business Office, Career Services, Corporate & Community Programs, Financial Aid Office, Human Resources/Payroll, Marketing & Public Relations, Institutional Advancement, Registrar's Office, Student Support Services.