Installation Management Campaign Plan (Version 4) - U.S. Army

Installation Management Campaign Plan
LW6 – A Resilient, Sustainable and Healthy Workforce
LW1 Multi-Skilled and Adaptive Leaders
Goal: Create focused momentum to demonstrate “inspirational leadership” that ensures
we have the professional workforce and leaders needed to meet future challenges
through identifying the skill sets required; providing training and developmental
opportunities directed at those skill sets; and simultaneously executing performance
counseling to both promulgate and measure progress. Integral to this endeavor is the
goal of increased leadership competencies in stewardship of human, financial, and
environmental resources within the workforce at all echelons.
Metrics:
% of workforce that has completed required leader development education for
their position
% of supervisors that meet mandatory supervisory training course requirements
Sub-tasks:
LW1-1: Grow leaders – Fully utilize talent management principles to align skills to
mission requirements, inculcate succession planning in all levels of the IMC and
oversee an enterprise workforce development strategy.
LW1-2: Grow supervisors and workforce – Use the Installation Management
Community Academy to establish and execute a centrally managed curriculum, using
institutional, web-based, and mobile training teams, while leveraging established
Civilian Education System and leader development programs, as outlined In AR 350-1
and IMCOM Regulation 350-1.
LW1-3: Enhance development - Institutionalize periodic performance counseling
that is completed in synch with Individual Development Plans, thereby concurrently
documenting performance, training and educational progress, which embraces tenants
of self development, institutional development, and organizational development.
LW2 Constant Communication and Continuous Feedback
Goal: Instill superior communication for results-driven, competent leadership to
effectively supervise, rate, counsel, coach, and mentor individuals. We will
institutionalize effective, periodic performance counseling; leaders will model the
process and we will use Individual Development Plans to document objectives and
training requirements. Encourage an environment where others feel free to contribute
openly and candidly in order to create a unit that is poised to recognize and adapt to
change. Foster a diverse workforce and a culture of Equal Opportunity and Equal
Employment Opportunity with fair treatment for all employees. Develop leaders who are
Are We Doing The Right Things? Are We Doing Things Right? What Are We Missing?
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