LD21
Frequently Asked
Questions
- What advantage does participating in this program give me
since it guarantees no promotions?
This program is designed to develop and retain employees. There are two
tracks in the program: the supervisory/managerial track for employees at
grade 12 and up and the occupational discipline track for all other
employees. The expected outcome of the program will be better qualified
employees.
- Who developed and designed this program?
The program was developed by a team of employees from the Training and Development Group
and the Personnel and Management Analysis Branch with a great deal of input from the
Senior Board who provided feedback individually.
- What is the special project referred to on p.11 for the supervisory-managerial
track?
This was suggested by the Senior Board as a tool to measure the growth and development of
employees in this track. It is an opportunity to show what you have learned through this
program. Employees are to select a project, with the concurrence of their supervisor, that
will demonstrate some of the skills and abilities they've gained through the LD-21
program. They are to design it, complete it, and present a briefing on it to senior and/or
line managers who will provide feedback to the employees.
- Who is going to support us in accomplishing the professional development
activities on p. 11 of the supervisory-managerial track?
The LD 21 program requires a lot of initiative on the part of employees. You will be
expected to work with your supervisor and the Personnel and Management Analysis Branch to
complete many of these activities. Contact your personnel specialist for assistance.
- What if my supervisor is not supportive (for whatever reason) of my
participation in this program? Disagreements concerning the approval of training
will continue to be handled as they have always been handled. The LD 21 program does not
change any aspect of existing policy.
- How will the assessment center work for employees in the supervisory/managerial
track?
Employees in this track will be assessed against the competencies outlined in the LD 21
program manual (pp. 8, 9). These competencies were taken from general
supervisory/managerial competencies, competencies suggested by the ORO Senior Board, and
Senior Executive Service competencies. An outside consultant will run the assessment
centers several times per year, as funding allows.
- How will I be able to access my program documentation so I can periodically
check where I am?
You should always keep your own copies of all training documentation in addition to filing
it in your official training file. In addition, TDG will maintain a database or
spreadsheet to assist you in tracking your competencies.
- How will I complete the ORO -specific competencies?
TDG will work with ORO organizations to develop modules or briefings that fulfill the
ORO-specific competencies (p. 9).
- Should I complete both the occupational discipline and the managerial track?
No, the occupational discipline track (p. 13) is aimed at employees below the GS 12 level
who wish to maintain and improve their skills and knowledge. The supervisory-managerial
track is specifically aimed at those who want to develop supervisory-managerial
competencies to make them better candidates for those types of positions
- I am in a job series where the career track is below the GS-12 level. How will I
ever be able to qualify for the supervisory/managerial track of this program if I never
reach the GS-12 level?
From time to time, ORO offers crossover positions such as 'bridge' positions or upward
mobility positions with higher promotion potential. Employees can also work with
supervisors through the Individual Development Plan process to identify details, special
assignments, etc., that could provide the experience to meet qualifications for jobs with
more promotion potential. Also, you might consider pursuing a degree that will give you
the background and credentials to bid on a GS-12 position. Although ORO does not pay for
college degrees, we fund college classes on a course by course basis.
- If I want a mentor to assist me with parts of this program, who will arrange
that?
The LD 21 Program emphasizes employee initiative and involvement. Employees are expected
to seek and arrange for their own mentors, as appropriate. Mentors do not necessarily have
to be supervisory-managerial employees. Although your supervisor may assist you with
identifying a mentor, it is expected that employees will assume the major responsibility
for this.
- How long will it take me to complete this program?
There is no specific time line for this program, but due to the many developmental
activities recommended it may take two to three years to complete the
supervisory-managerial track of the program. The program is meant to be flexible so
employees can work at their own pace. There are no deadlines or time restrictions on the
program.
- I know employees at Grade 12 and above can enter the supervisory-managerial
track of the program, but is the program meant for Grade 14/15 level employees?
The program can benefit any ORO employee, no matter what level. The assessment center will
evaluate supervisory-managerial competencies and provide valuable feedback. Completing the
professional development activities and the special project will also be beneficial to all
employees. Improving one's skills and knowledge through completion of this program is a
worthwhile goal.
- You mention an oral board on p. 12 of the LD 21 Manual. What's the purpose of
this?
This is not an oral board such as is convened for the Facility Representatives. This will
be an informal board of senior/line managers who will provide feedback to the employee on
their special project presentation. Once employees complete their special project, they
will make a 15 minute presentation of it to demonstrate the skills and knowledge they
learned through the LD 21 program.
