UC Berkeley is trying to address long-standing issues that have limited the success, mobility and representation in leadership for our underrepresented staff and managers. To that end, we are working through a project aimed at developing a more equitable and inclusive environment for staff to support their professional development. The project includes organizational efforts that address the stated goals and a leadership program to enhance opportunities for staff of color. Executive sponsors are Vice Chancellor for Equity & Inclusion Oscar Dubon and Vice Chancellor for Administration Marc Fisher.
The broad goal of the board is to help remove institutional barriers that have been found to impede the success of staff of color at UC Berkeley. Specifically, this includes:
Offering a leadership program (LCEP) and other development opportunities for campus staff/managers who are in URM categories
Helping LCEP graduates leverage their experience in the program, and their talent, to contribute in new and additional ways to the campus
Addressing structural barriers and institutional practices that are limiting inclusiveness and equity
Increasing representation of campus staff/managers who are in URM categories in all levels of organizational leadership
The target audience is staff members who meet the following criteria:
In target title codes (S2, M1, P3, P4, P5)
In a URM category (African American/Black, Native American, Asian/Pacific Islander, Hispanic/Chicanx/Latinx )
Been at UCB at least 3 year(s)
Must “Meet Expectations” in PE; preferred Exceeds or Exceptional
Match at least some indicators of high potential:
Highly motivated, resourceful, thoughtful, and proactively seeks to pursue their own professional development
Have potential as successors for key roles in your organization or the organization as a whole; adaptability to a variety of situations, aspiring leader, has influence without the positional power
Have demonstrated success in achieving results with a team; demonstrates contributions to the whole, not for self-gain
Open to feedback and coaching
Show leadership qualities (examples include, but are not limited to: the staff member is someone others go to for mentorship or guidance; they make recommendations and provide ideas beyond their job scope; they are proactive in addressing challenges; they take part in committees, participate on work groups, or engage in work projects outside of their direct role; act as a leader for a CSO)
Learner mindset (examples include, but are not limited to: the employee learns new tools and processes without prompting; perseveres through frustration; challenges themselves by taking on new tasks where they aren't an expert; learns from failure; volunteers to pilot new ideas / processes; asks questions like: What am I missing? Am I on the right track?; Is willing to put time and effort into exploring new ways to do things)
Emotional intelligence (examples include, but are not limited to: is adaptable when things don't go as planned; shows empathy to co-workers, students, clients; is aware of the goals and challenges of the University; is good at managing and resolving conflict in meetings; works well as a team member as well as a team leader; meets others where they are vs. demanding others bend to their own emotional needs; good at finding common ground and building rapport with others with divergent opinions; thinks before acting; good self-awareness)
Morris & Associates, LLC - Principles: Linda Morris Williams; Karen Beasley Young
This program will next be offered in Spring 2019 (Session dates - 4/11, 4/25, 5/9, 5/23, 6/6 & 6/20) and in Fall 2019 (Session dates - 10/3, 10/17, 10/31, 11/14, 11/28, 12/12).
Participants are required to attend all 6 sessions and 1 Executive Coaching session and to complete any assigned work.
Nomination and Selection Process
Potential program participants must be nominated by their Dean, Vice Chancellor or Vice Provost. Individuals who are interested in the program can let their leader know that they would like to be nominated. Each senior leader can nominate up to 2 qualified individuals per nomination cycle.
The current nomination period will run from 1/31/19-2/21/19. Participants will be selected from this pool for both the Spring 2019 and Fall 2019 cohorts.
All nominees from the Fall 2018 program will be automatically added to the nomination pool for 2019; so you do not need to re-nominate them.
The deadline to submit nominations for the Spring 2019 and Fall 2019 program is 5pm on Feb. 21, 2019.
There will be 10 participants per cohort. Participants will be chosen by a selection committee comprised of steering committee members and program graduates. Selected individuals will be notified by March 14, 2019.
Please read our Frequently Asked Question section for more detail.