Administrative Officers for the Future Program

This program cultivates a diverse pool of highly talented and motivated staff interested in pursuing administrative officer positions.

The UC Davis Administrative Officers for the Future program supports the university’s commitment to develop and retain a distinguished and diverse staff and is intended to increase participants’ sense of community and commitment to UC Davis. 

Highest priority is given to employees from the UC Davis campus or health system who meet the following criteria:

  • At least one year at UC Davis, past probation, career status.
  • Currently employed in a PSS Grade 2-8 position (e.g., Analyst 2 – Analyst 8) .

The program incorporates a variety of activities including assessments, classroom instruction, panel presentations, individual development planning, group projects and reflective writing. Based on a competency model developed specifically for chief administrative officers at UC Davis, the seven-month program is intended to prepare aspiring administrative officers to be competitive for future openings at UC Davis.


Program Components

  • 360-Degree Competency-Based Assessment
  • Function-Based Self-Assessment
  • Development Planning
  • Competency-Based Workshops
    • 1-2 days per month of classroom activities
  • Individual Work
    • Analytical Writing Project
    • Informational Interviews
    • Individual Development
  • Group Project
    • 40-hour project
  • 2017-2018 Cohort Timeline
  • August 1 - September 15, 2017
    Application period open

    September - October 2017
    Applications due 9/15/2017
    Participants selected and notified 9/29/2017

    November 2017 - April 2018:
    Program orientation
    Assessments
    Workshops
    Individual work

    January - April 2018:
    Group projects

    May 2018:
    Project presentations
    Program graduation

Competencies

A competency model is a description of key competencies required for outstanding performance in a given job or category of jobs. It consists of a set of competencies that have been selected through a detailed research process that demonstrates their importance for success on the job.

The UC Davis Administrative Officers for the Future program provides assessment and development in the following six competencies:

Building Strategic Relationships

  • Initiates, cultivates and maintains strategic alliances with key senior managers and other stakeholders within and outside the organization.
  • Identifies and addresses obstacles to partnering across the organization to achieve objectives.
  • Collaborates with colleagues to achieve results in alignment with the mission and operations of the organization.

Communication

  • Models communications that invite participation and dialogue.
  • Establishes communication processes to keep others informed and to seek input.
  • Considers audience, message, timing, objective and mode of communication.
  • Produces written communications using appropriate grammar, tense and language.
  • Delivers oral presentations that are clear, logically organized and persuasive.

Results Orientation

  • Analyzes situations, makes timely and sound decisions and constructs implementation plans.
  • Understands and navigates organizational systems and procedures to accomplish work independently and through others.
  • Anticipates change, capitalizes on opportunities and drives results.

Strategic Problem Analysis

  • Analyzes and evaluates information and situations.
  • Asks questions to get to the root cause of issues.
  • Examines and defines issues from multiple perspectives.
  • Integrates information into a sound decision-making process.
  • Considers consequences of decisions before taking action prior to implementation.

Talent Management

  • Attracts, recruits and hires talented people into the organization.
  • Leads, engages and coaches people to maximize individual performance.
  • Establishes expectations and provides timely, clear, constructive feedback.
  • Takes corrective action to improve unacceptable performance or behavior.
  • Recognizes and rewards people for high-level performance and contributions.

Team Effectiveness

  • Participates in team activities that promote effective peer and other work relationships.
  • Keeps commitments to the team and demonstrates a shared responsibility and focus to ensure objectives and goals are met.
  • Fosters team communications and dialogue.
  • Identifies opportunities to gain consensus for team options, decisions and outcomes.