The Naval Supply Systems Command (NAVSUP) promotes continuous learning to develop current and future leaders through training that enhances key leadership skills. NAVSUP follows the Department of Defense’s Civilian Leader Development Continuum (currently being revised), which outlines five leadership tiers: Lead Self, Lead Teams/Projects, Lead People, Lead Organizations/Programs, and Lead the Institution. To help employees navigate their leadership journey, NAVSUP’s Workforce Development branch has created a Leadership Career Progression Model that aligns competencies and recommended development opportunities with each tier. This approach ensures that NAVSUP employees have the necessary tools and support to succeed at every stage of leadership.
Tier 1: Lead Self – GS-05 to GS-11
Lead self forms the cornerstone of the leadership continuum, providing the essential foundation of skills needed across all leadership levels within the civilian workforce. This approach emphasizes the importance of fostering an agile and resilient workforce, one that can adapt to change and navigate challenging situations with confidence. It also encourages a lifelong commitment to learning and dedication to public service. While many individuals may already possess these core skills, there are numerous developmental opportunities available to further enhance and refine them. Three of our most popular leadership development training opportunities are detailed in the following paragraphs.
The Everyone’s a Leader Seminars is a virtual course held 4 hours daily for 3 days. The seminars develop the entry level to early journey level employees in developing the “Lead Self” competencies such as resiliency, life-long learning, interpersonal skills, communication skills, communication skills, and problem solving. Each day covers a different topic.
The Defense Civilian Emerging Leader Program (DCELP) is targeted for entry-level and emerging leaders in the federal government to develop essential leadership skills. Aimed at employees at the GS 7-12 or equivalent level, the program features four one-week seminars that focus on enhancing self-awareness, communication skills (both oral and written), team-building strategies, and overall leadership capabilities. The program is managed by the Defense Civilian Personnel Advisory Service (DCPAS), which plans and executes the seminars. Upon completion, participants gain valuable tools and insights to excel and succeed in their government careers.
NAVSUP Leadership Development Program (NLDP) Tier 1 is a competency-based initiative designed to provide entry-level training and developmental experiences for NAVSUP personnel. The program aims to prepare participants for future leadership roles within the organization. NLDP Tier 1 takes a holistic approach to developing aspiring leaders, focusing on an integrated strategy that includes assessment, individualized development plans, and hands-on experiential learning. A core principle of the program is self-development, allowing participants to enhance key leadership competencies such as accountability, communication, conflict management, decisiveness, influencing/negotiating, and team building. Through this comprehensive framework, NLDP Tier 1 supports the growth of well-rounded leaders, equipping them with the skills necessary to succeed and advance within NAVSUP.
Tier 2: Leading Teams/Projects – GS-12 & GS-13
The next tier in the leadership continuum is 'Leading Teams/Projects.' This stage focuses on fostering cohesive teams and leveraging influence—through both communication and actions to drive the achievement of organizational goals. Key components of this level include developing the tools necessary for making informed decisions and promoting accountability among team members. This stage is designed for employees in GS-12 or GS-13 positions, which encompasses most NAVSUP employees. This stage is crucial for leadership development, and NAVSUP offers several opportunities to support employees in honing these essential skills. The leadership development opportunities address the competencies detailed in the leading teams/projects tier.
The Advanced Management Program (AMP) is a professional development opportunity aimed at Navy officers in the ranks of O4/O5, civilian GS-12 to GS-14, CWO 4/5s, and select E-9s and GS-11s. This 2-week executive management course is designed to prepare middle and upper-middle level managers for the leadership challenges they face both now and in the future. AMP is a contractor-facilitated program where students benefit from various perspectives brought by civilian instructors. These instructors bring a wealth of real-world experience and innovative problem-solving approaches, enriching the learning environment and offering a well-rounded perspective on leadership.
The NAVSUP Leadership Development Program (NLDP) Tier 2 is a key initiative in the Navy’s effort to cultivate Great People, Great Leaders, and Great Teams. This program transforms leadership potential into a strategic advantage for both NAVSUP and the broader Navy. Through NLDP Tier 2, leaders are developed to exemplify the Navy’s core values and contribute to a culture that champions excellence. By emphasizing the importance of cohesive teams, innovation, and trust, NLDP Tier 2 empowers leaders to identify gaps, drive results, and encourage collaboration. Participants gain the skills necessary to balance mission-critical decision-making with a mindset of adaptability and innovation, ensuring they are equipped to solve NAVSUP’s most complex challenges in partnership with their trusted teammates.
Tier 3: Leading People – GS-13 & GS-14
Leading people represents the next step in the continuum of growth. This phase centers on crafting effective human capital management strategies, emphasizing the recruitment, development, and retention of a flexible and agile workforce. Additionally, it highlights the importance of refining conflict management skills by assessing stakeholder perspectives and fostering constructive dialogue to address and resolve challenges. The NLDP Tier 3 program, a collaborative initiative between Naval Air Systems Command (NAVAIR) and NAVSUP, plays a pivotal role in facilitating the development of these essential skills.
NLDP Tier 3 offers mid-to-senior grade employees (GS-14) the opportunity to expand their leadership, management, and organizational knowledge, while broadening their global perspective. The program, which spans two to three years, is designed to foster valuable connections with peers and senior leadership. Participants engage in a blend of classroom-based leadership training, mentoring, job shadowing, networking, and developmental assignments. This comprehensive program includes four core leadership courses that aim to deepen participants' understanding of the competencies essential to the "lead people" leadership phase.
Tier 4 & 5: Lead Organizations/Programs & Lead Institutions – GS-15 & Senior Executive Service
The final two stages within the continuum are “lead organization/programs” and “lead the institution.”
Lead Organizations/Programs focuses on fostering expertise in the various laws, regulations, and policies governing financial management within the federal government, while ensuring robust audit practices to promote the efficient use of resources in achieving organizational objectives. This stage emphasizes the federal government’s fiduciary responsibility to the nation. It also encourages innovation by motivating employees to generate new ideas, create novel programs, and develop creative processes to incorporate innovation. Additionally, building strong internal and external relationships through partnerships to accomplish shared goals is a key focus at this level.
Lead Institutions centers on senior leadership who sets a long-term vision aligned with national objectives and drives the organization toward achieving them. They inspire commitment, establish priorities, and make decisions based on global and organizational factors, including resources, constraints, and goals. The leader manages risks, capitalizes on opportunities, and navigates internal and external politics, using diplomacy to foster trust and collaboration. They are aware of cultural, political, and religious dynamics, integrating national and international considerations into strategic plans. By staying informed on policies and trends, they evaluate their impact on stakeholders and the nation. The leader understands the interconnectedness of various elements within the organization, applies critical thinking, and drives integration to address complex challenges.
The Navy Senior Leader Seminar (NSLS) is a five-day program designed for senior Navy Captains, Commanders, Civilians (GS-15 or equivalent), and Command Master Chiefs. The program focuses on enhancing leadership skills in various areas like strategic thinking, financial management, and organizational change. Through case studies, expert lectures, and peer learning, participants gain practical tools and knowledge to tackle complex challenges within the Navy and DoD. The ultimate goal is to prepare these leaders for future roles, empowering them to become effective change agents and responsible stewards of Navy resources.
The development of members of the Senior Executive Service (SES) falls under the purview of the Executive Management Program Office (EMPO). The NAVSUP Workforce Development branch does not have oversight responsibilities for the training and development of SES members.
In conclusion, NAVSUP's commitment to leadership development ensures that its workforce is well-equipped to thrive at every stage of their careers, aligning with the Department of Defense's Civilian Leader Development Continuum. By offering a range of training programs and developmental opportunities, NAVSUP fosters a culture of continuous learning, allowing individuals to grow from self-leaders to strategic leaders of organizations and institutions. Through initiatives like the NAVSUP Leadership Development Program and the Defense Civilian Emerging Leader Program, employees gain the essential skills needed to lead teams, manage people, and drive organizational success. With a focus on competency-based growth, NAVSUP not only prepares its workforce for present leadership challenges but also ensures that they are ready to meet the complex demands of the future.
