June 3, 2025 —
About the Program
Executives establish the strategic vision to implement the Department’s goals aligned with the Administration’s priorities, and drive accountability within organizations that secure the enterprise, the nation, and the globe.
Executives are institutional leaders—the manner in which they lead espouses the Coast Guard’s Leadership Competencies of Leading Self, Leading Others, Leading Performance and Change, and Leading the Coast Guard. They deliver the strategic vision that aligns to broader Coast Guard needs and goals, working with other DHS Executives and engaging Managers, Supervisors, Team Leads and Team Members at all levels.
Outlined below are the basic requirements for initial and annual Executive development.
Requirements
Executive Onboarding (First 90 Days)
Under Executive Order 13714, onboarding shall be provided for career and non-career SES, SL and ST employees, and SES-equivalent positions.
Therefore, ALL new Coast Guard Executives (including federal executive transfers) will complete an onboarding program within the first 90 days of appointment:
- Welcome Kit and Checklist
- Interactive Orientation (New Flag/SES Orientation)
- Eight (8) hours of mentoring (Executive Sponsor)
- Individual Development Plan
Initial Leadership Training (First Year)
Executives must complete an Executive Assessment (Multirater Assessment + Coaching) by the end of their first year of appointment.
All Executives new to DHS (regardless of previous appointments to other agencies) are required to attend DHS Capstone - to support all executives who are new to the Senior Executive Service or new to the Department - for a successful transition into their roles. This one-week program provides intensive development in the business acumen required to lead DHS organizations to results.
Annual Development (Annually)
Following the first year at a new level of leadership, annual development is key in helping leaders remain up to date and proficient in the competencies identified as essential to DHS leader effectiveness and to increase proficiency in the following critical skillsets (required by 5 CFR 412.202 (b)) to drive accountable, effective workforce performance:
This annual development can be completed through a wide variety of modalities including traditional instructional, virtual, independent, and experiential, as well as coaching and mentoring.
Other Development
Executives are required by Executive Order 13714 to complete an assessment that includes employee feedback at least every three years and add at least one development activity informed by their assessment results to their executive development plan annually.
Non-career SES and equivalent appointees should also have one leadership assessment during their first 2 years, and additional assessments every 3 years thereafter. (5 CFR 412.401)
Questions
Please contact the Executive Resources Office for specific details pertaining to onboarding and initial leadership training requirements and DHS Capstone enrollment dates.
Program Manager
Please contact CWO Caitlin Fleming or the Executive Resources Office.