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Community College League of California‐2010 Conference

4CDLI: Grow Your Own Leaders


PRESENTERS:Dr. Helen Benjamin, Chancellor Tim Leong, Director of Communications & Community RelationsAndrea Gonzalez‐Lewis, Human Resources Support Services Manager

Contra Costa Community College District


Celebrated our 60th anniversary as a district last year

County population: 1949 - 249, 3222008 - 1,051,677

Student headcount: 42,087 (F2009)

Employees: 3,607 (includes PT faculty and students)

1,812 FT (2009)

Average age of Management & Supervisory Employees: 52

Top transfer institution to UC Berkeley

Contra Costa Community College District Selected Facts


First Steps: The Formation of 4CDLI


May 2009

Conducted Districtwide employee survey to assess their interest in a leadership program;

Received affirmative responses from 633 employees out of approximately 2000 employees (244 Faculty, 240 Classified and 149 Managers); Collaborated with the Chancellor, the Chancellor’s Cabinet, the Human Resources

and Communications and Community Relations Departments in providing participants with the tools necessary to enhance and obtain new skills in preparation for upward mobility; andBenchmarked other community college leadership programs offered nationally to

evaluate which program elements should be included.

First Steps: The Formation of 4CDLI (continued)


Why we offered the 4CDLI:

A goal established by the Chancellor and supported by the District’s Governing BoardPart of the District’s strategic plan goal of organizational effectiveness.

Objective: Increase the creation and implementation of professional development programs to prepare employees for internal promotional opportunities and also enhance their knowledge, skills and abilities.

A mechanism for succession planningProvides all employee groups an opportunity to participate in a professional and career development program

Make investments in our most important asset – our employees; andDemonstrate we could offer a quality, cost‐effective professional development program despite the economic challenges we face.

The Journey Begins

Who Wants to Come?

Communicating the leadership institute included program objectives, length of time, scheduled workshops, job expectations while attending the training series, application process, selection criteria and application deadlines. Targeted communication to a broad range of individuals internal and external to the District including:

Members of the District’s Governing BoardMembers of the Chancellor’s Cabinet which includes the Chancellor, Presidents representing each of the colleges, Vice Chancellors and Associate Vice ChancellorsMembers of the District’s Governing Council (DGC) which represents all of the employee groups (i.e. faculty, classified and managers) within the District Employees at large were communicated via email and District newsletter


AACC Leadership Competencies


Program Overview


Eligibility

To be eligible, applicants were required to meet all of the following requirements:Have worked with the District for at least 3 years; Have an interest in pursuing a community college career in areas such as Management, Administration or Academic Leadership;Have demonstrated leadership skills on the job or in the community; andHave demonstrated strong oral and written communication skills.

Goals

The following goals were communicated to all participants:Provide exposure to leadership concepts and experiences.Prepare participants for successful completion of the interview process.Develop a network of supportive colleagues with similar aspirations throughout the District.Facilitate a dialogue between and among District employees.Identify and recommend a solution to a problem that exists either at their campus or Districtwide.

Program Overview (continued)


Outcomes:Participants were communicated that the following outcomes would be met by completing the program:

Program Learning Outcomes (PLOs). Critical for program to simulate a faculty lead course with pre‐established learning outcomes;Understanding leadership concepts and experiences;Ability to prepare paperwork and interview successfully for leadership positions;Become members of a supportive network of district‐wide colleagues who have similar aspirations for leadership roles;Exhibit leadership skills as they identify a District problem and provide strategies/actions for a solution; andDemonstrate understanding and application of the AACC competencies for leaders.

Participants:Twenty‐six employees from all District locations were selected into the program;

8 managers6 faculty12 classified

Program Components


The Governing Board was involved in the kick‐off and graduation ceremony of all 4CDLI participants. Strong leadership, involvement and participation at almost every session from the Chancellor.Cabinet members made many of the presentations in the program.Conducted over a 5‐month period consisting of an all‐day orientation in January 2010 and six additional Fridays throughout the Spring 2010 semester ending in May 2010.Provide pre‐workshop assignments to be completed outside of the classroom , anda final group project presented to the Chancellor’s Cabinet about a District challenge or problem and a recommended solution.Created an Intranet site to post all 4CDLI documents and assignments related to the program.Overall program cost under $7,000 by using internal resources such as presenters and program coordinators. Costs incurred were primarily on food, supplies and materials.

Presentations


Presentation outlines were reviewed and critiqued to ensure the proposed workshop met program standards.Presenters were all expected to conduct a 2.5 hour interactive course

including PowerPoint presentation. Participants were assigned pre‐reading and exercises to be completed

prior to the assigned presentation.Presenters identified key learning outcomes of their presentation, what

AACC core competencies would be addressed in their presentation, and explain what activities would be incorporated to enhance adult learning.Evaluations were completed by participants and summarized for all

workshops with results shared with the presenters.Presenters were requested to provide feedback/input regarding 4CDLI.

Presentation Topics and Presenters


The following are presentation topics and presenters for each of the workshops offered in the program:

The Myth and Reality of Shared GovernancePresenter: Richard Livingston, Senior Dean of Instruction

Cover Letter, Resume Writing and Application GuidelinesPresenter: Dr. Thelma Scott‐Skillman, President, Folsom Lake College

Community College Funding in California: From the State to the District, to the College to YouPresenter: Kindred Murillo, Vice Chancellor of Administrative Services

What Managers Should Know about Collective BargainingPresenter: Eugene Huff, Associate Vice Chancellor of Human Resources

Embracing ChangePresenter: Dr. Joseph Ovick, County Superintendent of Schools

Thinking Outside of the Box as a LeaderPresenter: McKinley Williams, President, Contra Costa College

Presentation Topics and Presenters (continued)


Technology Toolbox for LeadersPresenter: Mojdeh Mehdizadeh, Associate Vice Chancellor of Information Technology and CIO

The Ethical Dimensions of LeadershipPresenter: Peter Garcia, President, Los Medanos College

Leadership Communication and Professionalism Presenter: Dr. Deborah Blue, Vice Chancellor of Districtwide Planning and Educational Services

Critique of Interview ProcessPresenter: Dr. Thelma Scott‐Skillman, President, Folsom Lake College

The Case for Cultural Competence: What Does It Have To Do With Leadership? Being the Leader You Wish to See in the World

Presenter: Dr. DeRionne Pollard, President, Las Positas CollegeAppreciative Inquiry Leadership: Change at the Speed of Imagination

Presenter: Dr. Judy E. Walters, President, Diablo Valley College

Group Project Presentations


Projects submitted to the Chancellor’s Cabinet:

Proposal for Districtwide Electronic TimecardsStrategic Outreach in the CCCCDHow Do I Do My Job? Improving Job Efficiency During Times of Transition and ChangePsychological Services for Student Success4CD Leadership Exploration and Awareness Program (LEAP)Job Shadowing: An Opportunity for Professional DevelopmentCost Reduction Through Innovative Sustainability at 4CD

Members of the Chancellor’s Cabinet were provided with a project rating form that included leadership skills/traits displayed and how the presentation met the AACC core competencies, and rated each of the projects noted above.

Once the ratings were completed for each of the projects, the Chancellor’s Cabinet reviewed all group proposals in August 2010 and decided which ones would be implemented.

Resumes, Cover Letters and Interviews


Participants researched and identified a promotional classification in the District they aspired to apply for in the future.Participants drafted a cover letter and resume for that position.Participants received critique and recommended revisions by a workshop facilitator.Interviewing tips were shared with participants.Mock interviews were held and videotaped in front of three hiring managers.Critiques by mock hiring panels were provided to interviewees.Mock interviews were reviewed and critiqued by the workshop facilitator. Several

taped interviews were also reviewed in the classroom to provide an opportunity for peer critique experience.

Expressions of Appreciation


All 4CDLI presenters received an appreciation from the 4CDLI participants. The participants were pre‐assigned to a group to collaborate on an “expression of appreciation” to be presented to a designated presenter at the end of the workshop session. An example of an “expression of appreciation” may have included a certificate of appreciation signed and framed by all 4CDLI participants. Participants were encouraged to be creative in the development of their “expression of appreciation.” The purpose of this exercise was to strengthen the presentation skills of all 4CDLI participants.This assignment allowed participants to learn more about the presenter(s).

Program Measurement Tools


Participants:

Evaluation of individual workshopsSelf‐assessment of post interview process Pre and post assessment of learned AACC core competencies and leadership skillsOverall program evaluation

Presenters:Post evaluation of program experience

Chancellor’s Cabinet Evaluation of group presentations based on a District challenge/problem and proposed solution

Next Steps


Job Shadowing:Continued leadership development work with 4CDLI graduates will occur by providing interested graduates with job shadowing opportunities. Participants will complete a semester‐long job shadowing program for the position they have identified as their next step in their career. The shadowing will occur at a location other than their own in the Spring 2011 semester.

Lessons Learned:Offer the program to employees Districtwide every 2 years versus annuallyDesign a program for a maximum of 20 participants versus 30Adjust the number of workshops offered within the timeframe allowed

Success Stories:Several 4CDLI participants formed their own committee to implement a Districtwide job shadowing programOne classified employee promoted to a management positionOne faculty promoted to interim level management position One management employee promoted to a higher interim level management position


C i C ll f C lif i C f

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