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FD NY STRATEGIC PLAN Fiscal Year 2003-2004 GOAL 3.0 STRENGTHEN MANAGEMENT AND ORGANIZATIONAL DEVELOPMENT Promote organizational effectiveness and develop leadership capabilities. Overview The Department

The goal of the Leadership Academy is to train and certify leaders on leadership and management principles. The Academy was designed to increase the awareness of how to perform as a manager and to assist FD NY employees and their supervisors with identifying strengths and improving performance. The Director of FD NY's Human Resources (HR) Department is responsible for the continued development of the Leadership Academy and the HR professional development of FD NY employees. This report summarizes key findings and recommendations from the FD NY Director's Office as an effort to provide guidance and direction to the field. While the Director of HR has taken steps to provide resources to support the development of the Leadership Academy, additional programmatic development is warranted to help improve the effectiveness of the Leadership Academy. In the past, the Academy is a one-year program, as defined as the amount of time it takes an individual to complete both the curriculum and a series of assessment questions which measure competencies specific to management. However, as demonstrated by past programs, when the Academy is expanded to a two-year program, it continues to demonstrate benefits and is an effective organizational development program for FD NY officers. Moreover, the Academy is also effective for career advancement, as demonstrated by both officers seeking promotion and increasing salaries by 15%-25% after completing the course. The current two-year program is already demonstrating a significant impact on FD NY officers both in terms of training and performance. Management and Organizational Development in Fire and EMS The Leadership Academy supports the process in which FD NY leaders assess organizational assets—those assets that provide services and products to the department—in order to develop key leadership and management skills. These skills are a key consideration for all FD NY officials and provide a foundation for the development of the department, its services, and its leadership. A thorough examination of these organizational capital assets provides a framework for the development and implementation of policies, programs, and services at all levels of an organization, a system-wide, and an individual department-wide level. Key Findings There are seven elements (i.e., “pillars”) that are necessary for successful organizational development and leadership development: 1) Organizational capital (i.e., equipment, technology, personnel, and other resources) 2) Process for assessing the health and capabilities of organizational assets (i.e., processes, tools, and strategies) 3) Strategies that support the process of organizational development (i.e.

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Goal 30 Strengformn Management is a strategic initiative aimed at optimizing the strength and effectiveness of an organization's management processes.

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The information that must be reported on Goal 30 Strengformn Management includes details about the organization's management structure, key processes, objectives, performance indicators, and any plans for improvement or development of management systems.

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