The NAVFAC Executive Coaching program provides NAVFAC employees with an opportunity to receive personalized guidance and feedback on maximizing their career potential. Executive Coaching is an inquiry-based approach to personal and professional development that creates awareness, facilitates learning, and provides actionable challenges for the participant. The coaching experience focuses on improving performance by helping participants develop and sustain new perspectives, attitudes, skills, and behaviors. 

This is a NAVFAC program intended for GS-13 supervisors or GS-14 – GS-15 employees (or equivalent) in leadership positions that want to develop their professional skills through personalized guidance and feedback. Current or aspiring leaders that have not received professional coaching within the last 3 years without a significant increase in scope or complexity of responsibility are encouraged to apply. Applicants must have an endorsement from a designated senior leader to participate in this program.

• GS-13 supervisors

• GS-14 or GS-15s (or equivalent) in leadership positions

This one year NAVFAC program build upon leadership competencies in the NAVFAC Workforce Development Continuum. The program focuses on developing knowledge of NAVFAC business operations and supervisor skills through rotational assignments, training, and other developmental activities.

This is a NAVFAC program designed for non-supervisory GS-12 and GS-13s.The ideal candidate for this program has completed a formal entry-level leadership development program, such as locally sponsored Aspiring Leader Development Program or Emerging Leader Program, or the Defense Civilian Leader Development Program (DCELP), NEI courses, other leadership development  training, programs, and/or experience that is considered preparatory for the LDP Level 1 program.

This is a NAVFAC program and applicants compete at the local Command level for allocations. NAVFAC has recently expanded the LDP Level 1 cadre size and has flexibility with the number of quotas per year.

GS-12 or GS-13 Non-Supervisor

Consistent with the NAVFAC Strategic Plan, "Strengthen our SYSCOM Team," the ALDP is a corporate-wide initiative to provide developmental training for current and future leaders. Employees selected for the ALDP will participate in a six-month structured cohort program consisting of 3 weeks of formal training and other developmental activities. Please visit our ALDP page for more information.

This NAVFAC program is designed for GS-07 through GS-12 employees and equivalent. Participants will gain the knowledge, skills, ability and confidence to determine if they are interested in pursuing a leadership role at NAVFAC. The ALDP provides a baseline for competitive entry into subsequent leadership programs, such as the NAVFAC Leadership Development Program (LDP).

Applicants for the NAVFAC ALDP will compete at the local Command level and then compete with nominees from other NAVFAC Commands for quotas. Cohorts and dates for courses will be established at the beginning of the upcoming fiscal year.

GS-7 through GS-12

The DDPL program is a competency-based strategic leadership development program designed to develop senior-level civilians with the knowledge, skills, and abilities for effective managerial and executive-level leadership performance.

The purpose of the DCAA DDPL program is to provide senior-level employees with leadership knowledge, skills, and abilities for effective managerial and executive-level performance. Seven-educational institutions and selected senior service colleges have been identified to provide the competency-based leadership curriculum.

NAVFAC has been allocated approximately five quotas each fiscal year for the DDPL.

GS-13 through GS-15

ELDP provides deliberate experiential leadership development opportunities by providing participants with an extensive and immersive exposure to the roles and missions of the DoD warfighter.

This program is focused on developing leaders who have an understanding and appreciation of the global mission of DoD and the complexities and challenges faced by them. The program description contains specific information describing ideal candidates for ELDP, including those that have demonstrated strong potential for higher level leadership positions, and those that have  completed component-sponsored leadership programs and other developmental activities.

This is a DoD program and Navy is allocated ~10 quotas per year. NAVFAC nominees compete for selection at the Navy level. NAVFAC had 1 to 3 nominees selected in previous years.

GS-12 through GS-14; O-3 or O-4

The Federal Internal Coach Training Program is a rigorous 8-month program that will prepare participants to educate, promote, and foster a coaching culture within the Federal Government by encouraging candid and respectful conversations between managers and employees, encouraging self-reflection and promoting creativity in problem solving and performance improvement.  The goal of the program is to cultivate an environment of continuous learning and individual and organizational performance excellence by promoting positive leadership practices. Through this program, students will acquire a thorough understanding of the philosophical, historical, and ethical foundations of professional coaching and how they are applied within the Federal context.

The Federal Internal Coach Training Program fosters a coaching culture within Government by empowering leaders at all levels to practice self-reflection, creativity in problem solving, accountability, and candid and respectful communication. Students will explore the similarities and differences between coaching and related helping disciplines (e.g., mentoring, counseling) and the consideration of the scope of coaching's potential. In addition, they will learn and practice coaching skills in real-time conversations and observe and experience the effect of these skills.  Additional models, practices, actions, and techniques that you can use in the areas of human and organization development will also be discussed.
 
This program is extremely competitive.  DON generally receives only 1 quota per year.

GS-12 and above; Military 0-3 and above

The DCELP provides training to the next generation of the DoD leaders for the civilian workforce. The program establishes a baseline for further growth and development for the participant as leadership responsibilities increase.

This program is intended to prepare entry and journey-level employees for  leadership roles and positions. Participants who have mastered the technical competencies required for their current position and aspire to lead people and programs should apply for this program.

This is a DoD program and Navy is allocated ~60 quotas per year. NAVFAC nominees compete for selection at the Navy level. There are usually 1 to 4 NAVFAC nominees selected each year.

GS-7 through GS-12

ES is designed to prepare highly experienced and well credentialed military officers and civilians for senior leadership and staff positions throughout the acquisition community. The education the ES provides, as mandated by the DAWIA, is comprised of a core curriculum, acquisition advanced policy studies, research and elective courses.

The Eisenhower School is part of the Senior Joint Professional Military Education (JPME) system and is designed to prepare senior civilians who have the potential for advancement to Senior Executive Service (SES) for positions at the strategic policy level. Applicants should be high performing senior leaders with a variety of education, leadership training, and experiences that make them competitive for senior executive positions.

This is a DoD program and NAVFAC nominees compete at the Navy level. Nomination packages are reviewed and rated by a Department of the Navy panel. Those with the highest ratings are selected into the program. Over the course of two years, NAVFAC has submitted three nominations; one was selected, one was not selected, and one is in process of panel review.

GS-14 or GS-15

The Sigma Program is a 13 work day rotation where mid-level military and civil service professionals have an opportunity to develop an understanding, and establish a set of working relationships within ASN RD&A. Participants will work with senior acquisition professionals within his/her field at the Deputy Assistant Secretary of the Navy (DASN) level, gain exposure by working with two other DASN's, and spend time with the ASN (RD&A).

The intent of the SIGMA Rotation is for Acquisition Workforce military and civilians to gain insight into the decision making process of senior leaders, gain exposure to the DC environment, foster innovation and creativity in the acquisition workforce, and to return back with a better overall understanding of ASN. Candidates must be  knowledgeable of NAVFAC acquisition programs, be able to provide insight to  ASN RD&A on processes, and be motivated self-starters who "think  outside the box." Selected candidates are required to interview previous Sigma participants on their SIGMA experience. Upon completion of the program, participants will provide a 1-page summary of their experience to their Command and a copy to the Naval Facilities Institute (NFI).

The number of quotas each year for the SIGMA program. There have been up to five quotas in recent years.

Acquisition  Workforce Members GS-13 or GS-14; Military O-4 or O-5

The OSD Sustainment Fellowship Program is a year-long, on-site, hands-on leadership and management development program. The purpose of the program is to enhance career development of mid-level management personnel engaged in logistics, sustainment, and engineering fields; provide an opportunity for OSD-level experience to enable more effective sustainment managers and improve warfighter support; and provide a cross training opportunity through the interagency work experience.

This is a DoD program and applicants must be logistics, sustainment, or engineering professionals in the Logistics Community. Additionally, applicants must demonstrate significant potential for advancement and greater responsibility in their career field.

This is a new program and no information has been provided regarding the number of quotas or selection process.

GS-13 or GS-14; Military O-4 or O-5 

Our Rotational Excellence Program (REP) provides a dynamic developmental opportunity for leadership-minded individuals in the Small Business Professional and defense-acquisition career fields.
 

The REP provides opportunities to compete for short-term rotational assignments (duration of 90-120 days) supporting various programs and outreach events that fall under DoD OSBP’s purview.

Acquisition and non-acquisition professionals.  Quotas vary each year. 

GS-11 level (equivalent) or above