Organizational Excellence 2.0

Report
Organizational Excellence 2.0
 Executive Summary
 Easier for members to apply
 Focus on demonstrating abilities rather than taking
training
 Reduced from four levels to three designations
 Moves out of the specialty track category and renames
the designations to more accurately reflect intent
 CAPP 50-9 Takes effect 1 Aug 2011
Is too!
Is not!
 What OE is:
 Training to better prepare members to enable
themselves and enable others to be more successful
 What OE is not:
 The pathway to command
 A requirement for command
 A specialty track
 Part of the normal PD track
 A requirement for promotion/appointment
OE Administrative Changes
 229 specialty track will go inactive on 1 August.
Ratings will stay in member’s record for one year (until
31 July 2012)
 OE 2.0 designations will now appear under the general
senior training tab (where schools and other non-ES
training is located)
 CAPP 229 will go away 1 August 2011
 CAPP 50-8 (OE Mentoring Guide is still current)
 See CAPP 50-9 for complete slate of changes
OE 2.0 – Designations
 Management – tactical perspective, squadron/group
level
 Corporate – operational perspective, group/wing staff
and commanders
 Executive – strategic perspective, region
staff/commanders & national staff
OE 2.0 – Designations
 Management
 Target audience is squadron/group leadership
 Requirements (see handout 1)
OE 2.0 – Designations
 Corporate
 Target audience is group/wing commanders, people
considering being a wing commander and wing staff
 Requirements (see handout 2)
OE 2.0 – Designations
 Executive
 Target audience is region commanders, possible
candidates for region commander, region/national staff.
 Requirements (see handout 3)
OE 2.0 Organizational Excellence Program
Manager
 Not the PD
 Who makes a good OEPM
 Desire
 Availability
 Breadth and depth of experience in CAP
 Successful leadership experience
 Knows a lot of people in the program (can network)
OE 2.0 Committee
 Objective: Assist the OEPM (OE Program Manager)
administer the program
 Membership
 Region Committee: Region OEPM (tie breaking chair)
and each wing OEPM in the region
 Wing Committee: Wing OEPM (tie breaking chair) and
four others.

PD may be a member but not required
OE 2.0 Committee
 Help set and monitor progress for the programs goals
 Possible REGION committee goal – a OEPM and committee
in each wing by 30 Sept
 Possible WING committee goals – at least 5 mentors by 30
Sept and 5% of seniors in the program by 1 Dec.
 Confirms qualifications and recommends designations
to commanders (NOTE: all designation award are sent
to NHQ for validation and processing after appropriate
CC approval)
 Executive – National Commander
 Corporate – Region Commander
 Management – Wing Commander
OE 2.0 OEPM and Mentors
 The job
 Provide opportunities and materials candidates need
 Chair the committee
 Meets in person at least twice a year but overall likely 4 to 6 times a
year
 Meets in person or by phone
 Spin people up about being a mentor
 Why people want to be a mentor
 To continue their own growth as an individual and CAP member
 Wants to better prepare next generation and see them grow
 Recognizes that mentoring is part of being a good CAP field-grade
officer
 Enjoys the challenge
OE 2.0 OEPM and Mentors
 Where to find mentors
 Commander’s Call
 Conferences
 Awards Ceremonies
 CLC
 STRATOPS meetings
 Anywhere senior leadership meets
 Friends and neighbors (mentors don’t have to be CAP members, just
have the appropriate leadership/ management experience)
 Manage mentors
 Provides mentors with materials
 Makes mentors aware of opportunities
 Reminds mentors to be in touch with candidates regularly and get
them to take advantage of opportunities
 Help mentors with paperwork (being assigned as mentor and
candidates apply for ratings)
 Mentors the mentors
OE Mentor
 Be appointed in writing by the OEPM
 Be matched up to a candidate
 Make them aware of opportunities to meet
requirements
 Provide candidates with needed material
 Regular and consistent contact
 Check in with candidate at least every month
 Accomplish a task a month (recommended)
 Track candidate progress using assignment worksheets
and Form 40s
 Forward completed applications for ratings (and make
sure action is taken in a timely action)
OEPM and Candidates
 Get people excited about being in the program
Process candidate applications and match them up
with a mentor
 Process applications for ratings when received from
mentor
OE 2.0 and Candidates
 Why would they want to be a candidate
 Self-actualization
 Better prepared for leadership positions
 Better understanding where they fit into CAP
 Better leadership means a better CAP
 Success is fun and rewarding
OEPM and Candidates
 Where to find candidates
 Many will self-identify
 Squadron Commanders
 Wing (and Region) staff
 Wherever people are doing more than just squadron meetings
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ES activities – people participating in missions
Cadet activities – Encampments, trips, etc
AE activities – trips, school visits
Conferences
Commanders calls
Staffing activities
Awards ceremonies
Participant suggestions
OE Transition for existing
candidates
 Members currently enrolled in OE:
 Those with a “None” code for Track 229 will simply move
to the new program (initial candidates will not be
reflected in e-Services)
 Those with existing ratings (Tech, Senior, Master,
Executive) will be ported over to the new rating with an
equivalent designation. They will be notified by e-mail
what their designation is and will begin working on the
next designation automatically.
OE 2.0 Conclusions
 Easier to navigate
 Better structure
 Focus on demonstrating abilities rather than taking
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training
Three OE designations
OEPMs and Mentors are the key players
OEPM assignment should be their primary one
CAPP 50-9, the OE Curriculum Guide, and CAPP 50-8
are the key resources
Current candidates will be accommodated
Get started
Have fun
OE 2.0 Conclusion
 Where can I sign up to be a mentor or candidate?

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