Training and Development 329Council Selection Panel, responsible for confi rming that the MDP candidates
meet the program eligibility criteria; assesses applications against the
program criteria; and selects the MDP fi nalists. The Leadership Council
Selection Panel conducts a brief interview of each MDP fi nalist. Candidates
are selected based on their demonstrated leadership potential.
Once candidates are selected, individual leadership development
plans are created that outline each participant ’ s specifi c developmental
activities. The plans are to be completed within eighteen months of selec-
tion. The candidates participate in formal training consisting of courses
in the county ’ s supervisory development training track and also attend
the Leadership Institute. Each participant and his or her mentor design
an experiential learning component — an assignment organized outside
the participant ’ s department. The participants are also responsible for
self - directed development opportunities that may include participating
in additional workshops or training, professional readings, conferences,
participating in Toastmasters, getting involved in community volunteer
activities, and becoming involved in projects beyond the scope of their
immediate jobs (Montgomery County, Maryland, http://www.hca.
montgomerycountymd.gov/content/ohr/ResourceLibrary/files/
MDP%20Summary.doc ).
The Senior Executive Service (SES), established by the Civil Service
Reform Act of 1978 and effective as of July 1979, is designed to improve
the executive management of the government and to select and develop a
cadre of highly competent senior executives with leadership and mana-
gerial expertise. Critical leadership competencies expected of SES exec-
utives include expertise in leading change, leading people, being results
driven, possessing business acumen, and the ability to build coalitions
(see Exhibit 11.2 ).Teamwork, Cooperation, and Collaboration : requires actively contributing to the
maintenance of cooperative and productive working relationships with subordinates,
peers, and managers both in and outside your own department/offi ce, including
external customers and partners. It is being part of a team, working to accomplish
group or project goals and, ultimately, the County mission... as opposed to work-
ing separately and/or competitively.
Source: Montgomery County, Maryland, 2008. Used by permission of Montgomery
County, Maryland.