National Leadership Development Program – Frequently Asked Questions

Question: How do I apply for the National Leadership Development Program (NLDP)?

Answer: The call for applications for the NLDP will be communicated via national bulletin at a future date.

Question: What is the grade level do employees need to be to apply to the NLDP?

Answer: The NLDP is designed for high performing, high potential employees at the GS-13 and GS-14 grade levels. Exceptional GS-12 employees will also be considered.

Question: What is the number of participants that will be chosen for the NLDP program?

Answer: 30 participants will be selected through a behavioral interview process and review of the program application.

Question: How long is the National Leadership Development Program?

Answer: The NLDP is a 15-month training program. The NLDP program consists of four residential sessions of one or two weeks each, individual coaching sessions during the program, and a three-month detail assignment, and an action learning team project to be completed during the four to five-month periods between the residential sessions.

Question: Does the participant need approval of their state conservationist, Center Director, or Division Director for the NLDP program?

Answer: Yes

Question: What are the participant travel costs during the program and who pays for these costs?

Answer: The participant's employing office will be responsible for travel, lodging, and per diem for the participant to attend the various residential sessions conducted during the NLDP 15 month program. Participant travel costs are estimated to be $10,000 during the 15 month program. In addition, a three-month detail assignment is estimated to cost $18,000, depending upon the exact length and location of the detail assignment.  Approximately two-thirds of the participant's travel expenses will occur in the first fiscal year, and one-third will occur in the program's second fiscal year. For future NLDP programs, the expenses will be closer to a 90-10 split because the program will start earlier in the fiscal year.

Question: My supervisor and I are concerned about the travel cost and time away from the office required for the required three-month detail. Are there alternatives?

Answer: There are a variety of alternatives. Please keep in mind, however, that research from the Center for Creative Leadership shows that challenging work assignments are one of the most effective ways to learn leadership. Here some guidelines:

• The detail should be a broad stretch for the learner.
• The three months need not be consecutive, but the learner should be engaged in the same experience for the three months.
• The detail need not be to an existing vacant position.
• We encourage job switching by participants in the program.
• A three-month detail may or may not require three months of travel.
• Details are only effective when the learner reflects on the experience with the supervisor, mentor, and coach.

Question: What types of detail experiences are effective for learning leadership?

Answer: Effective detail experiences are those that stretch the learner. Through extensive research, the Center for Creative Leadership has identified the types of detail experiences that are most likely to result in increased leadership capabilities:

• A change in the scope of an existing but vacant position.
• An experience that requires a "fix it" opportunity.
• A position or experience that needs to be started from scratch.
• Line to staff or staff to line switches (including from headquarters to field)
• Projects and task forces that require new skills or learning.

Question: What is action learning?

Answer: According to current research in adult learning, the action learning process is the single most effective way for adults to learn. As a model for learning, it is similar to the scientific method. It consists of a series of three phases, repeated over time. The basic model is "PREPARE-ACT-REFLECT." Repeating this process while learning and practicing team dynamics, group decision making, group problem solving, research skills and communication skills is an ideal environment for learning shared, transformational, and emergent leadership.

Two specific conditions must be met for a true action learning process: 1. The project must be a stretch for each group member and 2. The project must be a real agency issue. The method is so effective that the entire program is designed around this model. That is why there are four residential sessions over a 15-month period.

Question: Will participants in the NLDP be required to sign a Mobility Agreement and Service Agreement?

Answer: No. Mobility and Service Agreements are not required. The NLDP guarantees the participant a unique opportunity to develop leadership competencies; however, there is no guarantee of placement for promotion automatically; rather the program concept is "Leaders Growing Leaders," and it's expected that graduates will be well-qualified to apply for leadership positions within NRCS.

Question: What happens if I change positions while participating in the NLDP program?

Answer: If you change positions during the NLDP program, you should negotiate with your previous and new supervisor to determine how your continuing expenses will be paid.

Question: Will coaches, mentors, and behavioral interviewers who will be part of the NLDP program be responsible for their own travel costs?

Answer: Yes, their organizational unit will provide the funds.

Question: My supervisor and I are concerned about the travel cost and time away from the office required for the three-month

Question: How does the Deputy State Conservationist Program (DTSC) fit into this program?

Answer: It doesn't. The DTSC program is separate from the NLDP.  For more information on the DTSC program, see National Bulletin 360.8.39.

Question: Will there be a national framework for developing State Leadership Development Programs (SLDP) as some states already have these programs in place?

Answer: Yes. The SLDP framework is currently being developed.

< Back to ...