The method of funding community leadership development (CLD) has potential for mounting thriving neighborhoods. Although many CLD programs for the underprivileged teach effective leadership techniques, they often go unused since there are not enough opportunities for learners to use them. The Leaders for Change Program (LCP) will be the name of the initiative. At the beginning of a five-year employment agreement with this agency, there is a two-year leadership development program. In order to recognize prospects for joint impact, 30 Young Professionals (YPs) staff members will begin the program in New York, NY, where they will undergo intensive training both in the classroom and on the job. They will be taught the underlying principles of leadership and development tasks across entities to serve the African Americans community in New York, who are the minority ethnic group that has been underserved for many years.
Key Program Features/Branding: Professional Experience
The 30 YPs will operate as full-time employees, contributing significantly to the work programs of their respective units while creating networks and gaining information about the purpose and strategic goals of the agency via the LCP. The 30 employees will participate in field missions where they will assist with agency operations firsthand while also learning important facets of the job and interacting with customers.
Leadership Development
The 30 YPs will acquire the fundamental skills necessary to contribute to the operations of the company via the LCP program. Seminars on leadership and professional progress, networking, mentoring, and discussions with the Senior Executive Committee’s leadership are just a few of the events planned.
Training on the Agency’s Policies, Products and Operations
The 30 YPs will get extensive training on the agency’s policies, goods, and processes. The LCP curriculum includes this component to make sure the 30 YPs understand how to operationalize collaborative agency solutions to development concerns and how to maintain and utilize this knowledge moving forward.
Coaching and Mentoring
A seasoned program administrator will be assigned to the 30 YPs at the peer and departmental levels. The skilled program administrator will provide guidance on a variety of subjects, including adjusting to New York, NY, finding employment prospects throughout the YP experience, and beyond.
Marketing the New Program
To attract the best staff possible for the program, the agency will run Facebook ads. According to McCormick (2022), with more than 1 billion daily users, Facebook is a window to a large base of people who will be interested in the program. Facebook ads are particularly useful because the personalized data voluntarily provided through users’ profiles makes for unbelievably specific audience targeting. In this case, the ad will be not be made anonymous but will employ the use of a public figure’s Facebook account. This will drive traffic and at the same time, will attract top-notch staffs who are affiliated to the public figure account.
Structure of the Hiring Process: Employment Policy
The LCP’s hiring philosophy aims to choose employees of the best level from as many different geographic locations as is feasible, giving New Yorkers first preference. Usually, the employees are given positions with renewable terms. A “term appointment” is a contract with a set duration, ranging from one year to a maximum of five years. In this particular scenario, open-ended appointments will be made available less often. Local candidates will be sought after for positions in the experienced program administrator field.
State-to-State Staff Mobility
As workers and their families relocate to new assignment sites, the LCP will provide assistance. The agency is dedicated to providing the tools and assistance required for personnel to be content, satisfied, and effective. The achievement of the LC’s goal to reduce extreme poverty and promote shared prosperity depends on the smooth movement of personnel and their families to new postings. Staff and families will be assisted in relocating to member state offices and New York, NY, by the State-to-State Staff Mobility team. They will provide direction on all aspects of migration, including housing, education, child care, career assistance for the spouse and partner, and country-specific contacts and advice. Staff moving to unstable and conflict-affected regions will get specialized assistance.
New York Labor Laws
The agency will follow all hiring regulations outlined in the New York Labor Laws. The program administrator, who has years of experience, as well as the 30 YPs employees, will be paid for safe and sick leave. Additionally, employees will be permitted to submit applications under the Temporary Schedule Change Law as necessary. Furthermore, the agency will make sure that no one is subjected to discrimination; as a result, the business will uphold the Fair Chance Act, Pay Transparency Act, and Cooperative Dialogue. In addition, the Agency will provide sexual harassment training to ensure that every employee is fully aware of all of their human rights for security’s sake. To protect the rest of the team, all successful applicants will have to pass a drug test, except for those who live in states where marijuana use is legal.
Diversity and Inclusion
The Agency is dedicated to developing and enhancing diversity and inclusion in the workplace as it embraces the dual aims of eradicating extreme poverty and building shared prosperity. The organization is devoted to creating a work environment where everyone is appreciated, where differences are accepted and embraced, and where each employee has access to opportunities and equal treatment. The ethical guidelines of the NASW Code of Ethics Standard 1.05: Cultural Competence and Social Diversity serve as the foundation for the diversity and inclusion practices used in this program (NASW Code of Ethics, n.d.). As a result, the employees that will be hired will reflect the many ethnic groups that make up the U.S. member states. Factors to be incorporated in the diversity include nationality, gender, and gender identity, race, religion, and ethnicity, as well as age, sexual orientation, handicap, and educational background. The Agency is ardent to enforcing a policy of “zero tolerance” for any type of prejudice. The staff must make sure that diversity and inclusion are ingrained in everything that the institution does if it wants to be the employer of choice in growth and to provide employees with a work environment that is marked by openness, trustworthiness, tolerance, innovation, enthusiasm, and invention.
Compensation and Benefit Structure
The LCP will provide excellent pay and benefits to go along with an exciting career option. Salaries are internationally competitive and are determined by educational background and professional experience.
Compensation Plan
Table 1: Compensation Program Plan
References
McCormick, K. (2022). 12 ways to effectively promote a new product or service. Web.
NASW Code of Ethics (n.d.). NASW Code of Ethics: Ethical standards. Web.