CERTIFYING CAUSE-DRIVEN LEADERS LEADERSHIP CERTIFICATION HANDBOOK

Transcription

1 CERTIFYING CAUSE-DRIVEN LEADERS LEADERSHIP CERTIFICATION HANDBOOK

2 CONTENTS INTRODUCTION... 2 OVERVIEW... 3 LEADERSHIP COMPETENCY MODEL... 5 LEADERSHIP CERTIFICATION REQUIREMENTS... 9 TRANSITION FROM THE DIRECTOR CERTIFICATION TO THE NEW LEADERSHIP CERTIFICATION BRIDGE PROGRAM CERTIFICATION TESTS & ASSESSMENTS RECERTIFICATION ADDITIONAL INFORMATION APPENDIX A: ESTIMATED COSTS APPENDIX B: ONLINE DEGREE COLLABORATIONS Vice President of Training and Leadership Development: Terri Radcliff Director of Career Development: Kathy Kuras Project leader: Suzanne Mackey Designer: Francine Ziev Copyright 2010, YMCA of the USA. All rights reserved.

3 With the pace of change facing our communities and the dramatic strategic and operational challenges we will face in the future, the Y profession demands highly trained staff to lead the Y of the future. A robust philosophy of leadership development based on competencies and proficiencies is essential to attract and train the best and the brightest new professionals in the movement and also to maintain our current leaders on the cutting edge of leadership and management practices. Gordon Echtenkamp, President and CEO, YMCA of Metropolitan Dallas and Chair of the Training & Leadership Development Advisory Board

4 INTRODUCTION The Y s cause is to strengthen community. Every day, we work side-by-side with our neighbors to make sure everyone, regardless of age, income or background, has the opportunity to learn, grow and thrive. To fulfill this promise, Y s require strong cause-driven leadership to effect lasting personal and social change in our organization s three areas of focus: youth development, healthy living and social responsibility. This means leaders are strong in nurturing the potential of kids, promoting healthy living and fostering a sense of social responsibility. We must prepare the next generation of Y leaders by encouraging and rewarding a commitment to professional development and lifelong learning. The Leadership Competency Model and Leadership Certification provide our staff with a strategic and intentional approach to do just that they are designed to help individuals build the skills, abilities and knowledge needed to succeed and shine in our organization. The Leadership Certification is a credentialing process specific to the Y. Based on the Leadership Competency Model (LCM), the process includes three certifications that correspond to the progressive levels of leadership responsibility defined by the LCM. Each certification has distinct requirements, which may include formal training courses, electives, prerequisites and a certification test. Obtaining your Leadership Certification reflects your personal and professional achievements and enriches self-esteem. It increases your confidence because you have validated that you know and can apply core leadership competencies. Obtaining Leadership Certification also demonstrates that you are committed to your development at the Y, and can set you apart from your peers when applying for new professional opportunities. Thank you for taking the time to understand the Leadership Certification process and for your dedication to your own learning and professional advancement. Your passion and leadership will help ensure that the Y preserves our position as a world-class human development organization that strengthens community. Terri Radcliff Vice President Training and Leadership Development YMCA of the USA LEADERSHIP CERTIFCATION HANDBOOK page 2

5 OVERVIEW To support leadership development, the Leadership Certification went into effect January 2010 and replaced the Director Certification (Director, Professional Director, and Senior Director). This handbook provides information on the major components of the Leadership Certification and is organized by the following sections. 1. Leadership Competency Model The Leadership Certification is based on the Leadership Competency Model. This section provides a snapshot of the key components of the Leadership Competency Model. A variety of resources that provide detailed information on the Leadership Competency Model are located in the Training & Leadership Development section on YMCAexchange. 2. Leadership Certification Requirements This section provides a detailed description of the requirements for each of the Leadership Certifications including courses, testing and recertification requirements. 3. Transition from Director Certification to the Leadership Certification This section describes the transition to the Leadership Certification for those who are currently certified or who were in the process of becoming certified in the Director, Professional Director or Senior Director certifications prior to the new Leadership Certification going into effect. This section gives details on the grace period for those who qualify and the recertification requirements. 4. Bridge Program The Bridge Program is designed to acclimate new Y professionals who begin their careers in the Y as Multi-Team or Branch Leaders and Organizational Leaders. The Bridge Program is designed to prepare them for cause-driven leadership through training, experience, and a network of support. Additionally, the program provides an alternative certification pathway for those who start their Y careers as Multi-Team or Branch Leaders, Organizational Leaders and CEOs. This section provides the entry requirements and the certification requirements for the Bridge Program. 5. Certification Tests & Assessment A test or assessment is required to complete each certification. The tests and assessment will continue to be developed throughout 2011 with the Team Leader Test being available in Recertification Recertification is required to maintain the Multi-Team or Branch Leader Certification and the Organizational Leader Certification. The Recertification requirement applies to those who obtain the new Leadership Certification and those who previously earned the Professional Director and Senior Director Certifications. This section describes the requirements for recertification. In addition, appendices outlining the estimated costs of the Leadership Certification and information on online degree collaborations are included at the end of the handbook. LEADERSHIP CERTIFCATION HANDBOOK page 3

6 A couple of things that will be helpful to have on hand as you review this handbook: A computer logged on to (login: YMCA; password: 9622) From the home page, select Staff and Volunteer Development Then, select Training and Leadership Development Leadership Competency Development Guide available for download or printing on YMCAexchange Select Leadership Competency Model Scroll down to the Leadership Competency Development Guide under Tools Either print or download the Guide for reference LEADERSHIP CERTIFCATION HANDBOOK page 4

7 LEADERSHIP COMPETENCY MODEL The Leadership Certification is based on the Leadership Competency Model. The Leadership Competency Model is the foundation for designing all leadership development strategies and tactics. The Leadership Competency Model is: Comprised of 18 Leadership Competencies Organized by the four disciplines of cause-driven leadership: Mission Advancement Collaboration Operational Effectiveness Personal Growth Organized into four levels of leadership: Leader Team Leader Multi-Team or Branch Leader Organizational Leader The following pages provide a brief overview of the Leadership Competency Model and details on the four levels of leadership. The complete Leadership Competency Model as well as multiple resources including an Assessment, Development Guide, Development Plan, and Interview Guide among other resources may be found in the Training and Leadership Development section of YMCAexchange. LEADERSHIP CERTIFCATION HANDBOOK page 5

8 LEADERSHIP LEVELS AND LEADERSHIP CERTIFICATION The four leadership levels within the Leadership Competency Model represent the progressive leadership responsibilities across all staff positions. The Leadership Certification aligns with these levels, and is achieved when staff completes the certification requirements. Staff should focus on achieving the certification level that aligns with their current leadership level. For staff who have achieved that certification level, and are successful in their current role, and anticipate continuing to grow their career at the Y in the near future, it may be appropriate to begin pursuing the next certification level. Consider this example: As a program director, Joel s job falls into the Team Leader category. Joel has been a program director for four years and has achieved the Team Leader Certification by fulfilling the requirements. Joel aspires to be an associate branch executive and will begin working to achieve the Multi-Team or Branch Leader Certification during the next year. During this time, Joel may or may not advance into a Multi-Team or Branch Leader role, but he is preparing himself to meet his career goals by working toward the certification now. This will give him the enhanced skills, abilities, and knowledge he needs to be successful when opportunities arise. 70/20/10 LEARNING MODEL The central theme behind developing Leadership Competencies focuses on identifying areas for change and creating opportunities to practice new skills. Foundational to this process is the 70/20/10 Learning Model. Seventy percent of learning and development takes place from real-life, challenging on-the-job experiences, tasks and problem solving. Twenty percent of learning and development comes from coaching, feedback, and observing and working with role models. Ten percent of learning and development comes from formal training. The 70/20/10 Leaning Model is embedded into the course work and recertification process of the Leadership Certification. LEADERSHIP CERTIFCATION HANDBOOK page 6

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10 LEADERSHIP LEVELS WITHIN THE LEADERSHIP COMPETENCY MODEL To more fully understand the levels of leadership in the Leadership Competency Model, refer to the chart below. Job titles vary from Y to Y, and similar titles may have very different responsibilities among Ys across the country. Therefore, the table below is only a place to start in determining which level is the most relevant for you and your position. When reading the descriptions, think about which best describes your responsibilities on a day-to-day basis. LEADER LEVEL DESCRIPTION POTENTIAL POSITION TITLES LEADER TEAM LEADER Any staff member without supervisory responsibilities performing a direct service to members; an individual contributor. Any staff member performing supervisory duties with direct reports. Any staff member who regularly leads a team of staff or volunteers without direct supervisory responsibility. Any staff member, with or without staff supervisory responsibility, who regularly leads a process, project or function with significant scope and potential impact. membership service staff; program staff, including child care center and site staff, lifeguard, swim instructor, day camp counselor, fitness instructor, child watch staff, and teen staff; weight room attendant; facility or maintenance staff; administrative assistant; association staff in payroll, accounting, human resources and marketing; any volunteer program staff child care site supervisors; day camp directors; fitness coordinators; aquatics directors; health and wellness directors; front desk supervisors; lifeguard shift managers; facility staff supervising hourly staff; program coordinators of single departments; community development directors; human resources managers; financial development managers; grant writers; accountants; association department leaders who directly supervise others or who regularly lead a team made up of staff from across the association without direct supervisory responsibility; association cabinet team leaders serving cross-functional teams from across the association; program volunteers supervising or leading other volunteers. MULTI-TEAM or BRANCH LEADER Any staff member managing multiple team leaders/supervisors representing multiple departments. Any staff member who regularly leads multiple teams of staff or volunteers without direct supervisory responsibility. Any staff member who provides tactical and operational leadership to multiple departments within a Y branch or association corporate office. Any staff member, with or without staff supervisory responsibilities, who regularly leads multiple processes, projects or functions with significant scope and potential impact. branch executive directors; branch associate executives; branch operations directors; specialists or departmental directors at the association level providing consultation or guidance to a specific program area or service (example: marketing director, communications director, program development director, product line manager, association teen specialist, relationship manager for Activate America, etc.); program/membership coordinator; director; and senior program director (with multiple department or team responsibilities). Note: This level has been identified as critical for branch executive directors. ORGANIZATIONAL LEADER Staff members who provide strategic and visionary leadership to the organization. C-Level positions (i.e. chief executive officers, chief operating officers, chief financial officers, chief development officers); senior vice presidents; vice presidents of operations and/or association departments; and some specialists to support specific strategies. LEADERSHIP CERTIFCATION HANDBOOK page 8

11 LEADERSHIP CERTIFICATION REQUIREMENTS The Leadership Certification is based on the progressive levels of leadership responsibility outlined in the Leadership Competency Model. The table below shows how the Leadership Competency Model and the Leadership Certification are aligned. There are four leadership levels in the Leadership Competency Model (top row) Leadership Certifications are offered in three of the four leadership levels (bottom row) LEADERSHIP LEVELS AND LEADERSHIP CERTIFICATION LEADERSHIP LEVELS Leader Team Leader Multi-Team or Branch Leader Organizational Leader LEADERSHIP CERTIFICATION None Program and Membership trainings are offered to support development at this level Team Leader Certification Multi-Team or Branch Leader Certification Organizational Leader Certification Each leadership certification is designed for the corresponding level of leadership. The Team Leader Certification is designed for those in Team Leader positions, the Multi-Team or Branch Leader Certification is designed for those in Multi-Team or Branch Leader Level positions, and the Organizational Leader Certification is designed for those in the Organizational Leader positions. It is recommended that staff begin a Leadership Certification as they transition or are about to transition into the corresponding leadership level position. For example, the Organizational Leader Certification is designed for those who are in Organizational Leader roles or are about to be in Organizational Leader positions. The Certification levels must be completed in order and it is recommended that you take the courses within each certification level before taking courses in the next level. For instance, the Team Leader Certification must be obtained before you are certified in the Multi-Team or Branch Leader Certification, which must be obtained before you are certified in the Organizational Leader Certification. However, if an individual course is critical to your current work, you may decide to take an individual course from another certification level before completing the certification you are working on you can apply credits when you begin working towards the applicable certification. For example, you may be ready to begin the Team Leader Certification and decide to first take the Project Management course (from the Multi-Team or Branch Leader Certification) because the project management skills are critical to your current work. Keep in mind, individual courses may also have prerequisites which are identified in the course descriptions in Course Quest found on YMCAexchange. The following pages outline the requirements for each of the certifications. All three certifications require a test or assessment to complete the certification and the Multi-Team or Branch Leader and Organizational Leader Certifications require recertification every 5 years to maintain the certifications. LEADERSHIP CERTIFCATION HANDBOOK page 9

12 TEAM LEADER CERTIFICATION The Team Leader Certification is designed to help prepare staff members as they transition into team leader responsibilities. The primary focus of the Team Leader Certification is to inspire and motivate staff toward a career in the Y; provide knowledge of Y history and mission imperatives; and provide foundational knowledge of the leadership competencies. TEAM LEADER CERTIFICATION COURSE REQURIMENTS Principles and Practices (3 days) Introduction to Volunteerism (1 day/1 credit) Introduction to Leading Others (2 days/2 credits) Introduction to Fiscal Management (1.5 days/1.5 credits) Additional Requirements: Complete the online Leadership Competency Assessment Successfully complete the Team Leader Certification Test Supervisor approval Course Substitution: If you ve already completed the following courses, you may substitute them for the required courses: Volunteerism Living the Legacy may be substituted for Introduction to Volunteerism Supervision may be substituted for Introduction to Leading Others Fiscal Management and Budgeting may be substituted for Introduction to Fiscal Management These are the only courses that may be substituted. Recertification: There is no recertification requirement for the Team Leader Certification. LEADERSHIP CERTIFCATION HANDBOOK page 10

13 MULTI-TEAM OR BRANCH LEADER CERTIFICATION The Multi-Team or Branch Leader Certification is designed to prepare staff as they transition or as they are about to transition into multi-team or branch leadership roles and offers 3 Tracks to choose from: General Track provides foundational knowledge of select leadership competencies at the Multi-Team or Branch Leader level. Executive Preparatory Track provides knowledge of select leadership competencies at the Multi-Team or Branch Leader level specific to those who aspire to become Executive Directors or similar positions and who are selected through an application process. New Branch Executive Track provides knowledge of select leadership competencies at the Multi-Team or Branch Leader level specific to those who are in their first 1-2 years as a Branch Executive Director (or equivalent positions such as Center Directors and Branch Directors) in a multi-unit YMCA. MULTI-TEAM OR BRANCH LEADER CERTIFICATION COURSE REQUIREMENTS GENERAL TRACK COURSES OR EXECUTIVE PREPARATORY TRACK COURSES OR NEW BRANCH EXECUTIVE TRACK COURSES Project Management (1 day / 1 credit) Executive Preparatory Institute (Five month program including one 4 day session with assignments & web-based learning) New Branch Executive Institute (8 month program including two 4 day sessions with assignments & web-based learning) Evaluating & Communicating Impact ** (Approx. 1 day / 1 credit) Annual Community Support Campaign (3 days / 3 credits) Executive Fundraising (3days / 3 credits) Leading & Coaching Others (Approx. 2 days / 2 credits) Advanced Fiscal Management (2 days / 2 credits) Advanced Fiscal Management (2 days / 2 credits) 2 elective credits * 5 elective credits * * Courses eligible for elective credits are listed on the Elective Credit List and Course Quest on YMCAexchange. ** Available in 2011 (Please note: course names, days and credits may change) See Course Quest for prerequisite requirements. Additional Requirements: Team Leader Certification Successfully complete the Multi-Team or Branch Leader Certification Test (Available 3 rd Quarter 2011) Supervisor approval Recertification: The Multi-Team or Branch Leader Certification must be recertified every 5 years through completing 20 Leadership Competency Credits (LCC s) and completing the online Leadership Competency Assessment (available via YMCAexchange). You may also begin pursuing the Organizational Leader Certification. LEADERSHIP CERTIFCATION HANDBOOK page 11

14 ORGANIZATIONAL LEADER CERTIFICATION The Organizational Leader Certification is designed to prepare staff as they transition or as they are about to transition into organizational leadership roles and offers 2 Tracks to choose from: General Track provides foundational knowledge of select leadership competencies at the Organizational Leader level. Organizational Leadership Forum Track provides knowledge of select leadership competencies at the Organizational Leader level specific to individuals at the Vice President level, including VP, District Executive, Group VP and VP of Operations. Those who complete the program will receive a Certificate in Non-Profit Management from The University of Notre Dame. ORGANIZATIONAL LEADER CERTIFICATION COURSE REQUIREMENTS GENERAL TRACK COURSES Leading Change (3 days/3 credits) And choose two courses/events from: NAYDO Conference (2 credits) Executing Your Strategic Plan (Approx. 2 days/ 2 credits) Board Leadership (Approx. 2 days/ 2 credits) Governance (Approx. 1 day/ 1 credit) Fiscal Stewardship (2 days / 2 credits) OR ORGANIZATIONAL LEADERSHIP FORUM TRACK COURSES Organizational Leadership Forum (4 month cohort program in collaboration with University of Notre Dame s Mendoza School of Business) See Course Quest for prerequisite requirements. Additional Requirements: Multi-Team or Branch Leader Certification Successfully complete the Organizational Leader Certification Assessment which includes a presentation based on a project that demonstrates competencies (Available 4 th Quarter 2011) Bachelor s degree (A CEO hired on or after July 1, 2008 must hold a bachelor s degree at time of hire) Supervisor approval Recertification: The Organizational Leader Certification must be recertified every 5 years through completing 20 Leadership Competency Credits (LCC s) and completing the online Leadership Competency Assessment (available via YMCAexchange). LEADERSHIP CERTIFCATION HANDBOOK page 12

15 TRANSITION From the Director Certification to the Leadership Certification AUTOMATIC CONVERSION TO THE NEW LEADERSHIP CERTIFICATION If you were previously certified as Director, Professional Director or Senior Director, your certification has been automatically converted to the Leadership Certification and your Y-USA Training Transcript has been updated. Director to Team Leader Certification Professional Director to Multi-Team or Branch Leader Certification Senior Director to Organizational Leader Certification RECERTIFICATION Once you receive the Multi-Team or Branch Leader Certification or the Organizational Leader Certification, you will need to complete recertification requirements every 5 years to maintain the certification. The Recertification expiration date will be your birth date and month and 5 years from the year you received the Multi-Team or Branch Leader Certification or Organizational Leader Certification. Recertification requirements are found on in the Recertification section of this handbook. OPTIONS For those who started taking Y-USA courses before January 1, 2009 and are in the process of completing the Director, Professional Director or Senior Director Certifications, there is a grace period for you to complete this certification. The other option is to choose to apply the courses you have taken so far to the new Leadership Certification. The two options are outlined below. 1. Utilize the Grace Period to complete the Director, Professional Director or Senior Director Certification A grace period is in place through December 31, 2011 for anyone who began taking Y-USA courses toward the Director, Professional Director or Senior Director Certification before January 1, During the grace period, you may complete the Director, Professional Director or Senior Director Certification under the previous requirements along with completing the online YMCA Leadership Competency Assessment. Once you complete the Director, Professional Director or Senior Director Certification and complete the online Leadership Competency Assessment, your certification will be converted to the appropriate new Leadership Certification and you will need to recertify every 5 years if you earn the Multi-Team or Branch Leader or Organizational Leader Certification. OR 7. Go directly to the new Leadership Certification Rather than utilize the grace period to complete your Director, Professional Director or Senior Director under the old system, you may choose instead to go directly to the Leadership Certification. You may simply use the courses you have completed as Elective Credits or as Required Courses (where applicable) and follow the requirements for the new Leadership Certification. Any Management Module that you completed under the old system may be utilized toward Elective Credits at the Multi-Team or Branch Leader Certification. LEADERSHIP CERTIFCATION HANDBOOK page 13

16 COURSE SUBSTITUTION If you ve already completed the following courses, you may substitute them for the required courses: Volunteerism Living the Legacy may be substituted for Introduction to Volunteerism Supervision may be substituted for Introduction to Leading Others Fiscal Management and Budgeting may be substituted for Introduction to Fiscal Management These are the only courses that may be substituted. LEADERSHIP LEVEL AND TRANSITION Based on the changes to the Leadership Certification, many staff will transition to a Leadership Certification that is different than the Leadership Level of their current position. For example, an Aquatics Director may have earned their Senior Director Certification and have now transitioned to the Organizational Leader Certification. However; when they review the Leadership Levels in the Leadership Competency Model they discover that their position fits into the Team Leader Level. As staff plan how they will earn their 20 Leadership Competency Credits for recertification consider beginning by reviewing what courses, experienced-based learning, and other types of experiences are suggested for the Leadership Level of their current position. Staff might also consider completing the requirements for a Leadership Certification at the Leadership Level that corresponds with their positions current level of leadership. The basis of the Leadership Certification is to allow staff to continue to develop the necessary leadership competencies required for their current position, to develop the knowledge, skills and abilities for their next positions and to continually enhance their leadership competencies. LEADERSHIP CERTIFCATION HANDBOOK page 14

17 BRIDGE PROGRAM Realizing that professionals enter the movement from diverse backgrounds and with significant leadership experience, it s important to offer an accelerated pathway to obtaining Leadership Certification. The Bridge Program is designed to meet the needs for new Y professionals who begin careers in the Y as Multi-Team or Branch Leaders and Organizational Leaders. The Bridge Program prepares them for cause-driven leadership through training, experiences, and a network of support. The Bridge Program will provide: Support and access to a network of colleagues and peers. Foundational knowledge about the Y and its mission and values. Access to Y resources, tools and best practices. Guidance on how to leverage previous experience to the knowledge, skills, and behaviors required for success in a cause-focused organization. An alternative pathway to Leadership Certification. There are three Bridge Programs for those who started their Y career as Multi-Team or Branch Leaders, Organizational Leaders, and CEOs: Multi-Team or Branch Leader Bridge Program to complete the Multi-Team or Branch Leader Certification Organizational Leader Bridge Program to complete the Organizational Leader Certification CEO Bridge Program to complete the Organizational Leader Certification All of the Bridge Programs require an application process. The Bridge Program Application may be found on YMCAexchange. The following pages outline the qualifications and requirements for the three Bridge Programs. LEADERSHIP CERTIFCATION HANDBOOK page 15

18 MULTI-TEAM OR BRANCH LEADER BRIDGE PROGRAM To complete the Multi-Team or Branch Leader Certification This program is designed for those who begin their Y career as a Multi-Team or Branch Leader (examples of positions include branch executive directors, branch associate executive directors, and senior program director positions with multi-team responsibilities: association level directors who regularly lead multiple teams including marketing directors, program development directors, financial development directors, finance directors, and human resource directors) To qualify for the Multi-Team or Branch Leader Bridge Program, participants must submit an application showing the following qualifications: Have begun your Y career as a Multi-Team or Branch Leader Have 5 or more years of Leadership and Management Experience Apply to the Bridge Program and receive confirmation of acceptance from Y-USA within 1 year of beginning the Multi-Team or Branch Leader position Have permission from your supervisor The Multi-Team or Branch Leader Bridge Program offers staff 3 Tracks to choose from: General Track provides foundational knowledge of select leadership competencies at the Multi-Team or Branch Leader level. Executive Preparatory Track provides knowledge of select leadership competencies at the Multi-Team or Branch Leader level specific to those who aspire to become Executive Directors or similar positions and who are selected through an application process. New Branch Executive Track provides knowledge of select leadership competencies at the Multi-Team or Branch Leader level specific to those who are in their first 1-2 years as a Branch Executive Director (or equivalent positions such as Center Directors and Branch Directors) in a multi-unit YMCA. LEADERSHIP CERTIFCATION HANDBOOK page 16

19 MULTI-TEAM OR BRANCH LEADER BRIDGE PROGRAM REQUIREMENTS Participants of the Multi-Team or Branch Leader Bridge Program are encouraged to complete Principles and Practices first before completing the other requirements. The Bridge Program must be completed within 3 years of receiving confirmation of acceptance into the Bridge Program from Y-USA. MULTI-TEAM OR BRANCH LEADER BRIDGE PROGRAM COURSE REQUIREMENTS GENERAL TRACK COURSES OR EXECUTIVE PREPARATORY TRACK COURSES OR NEW BRANCH EXECUTIVE TRACK COURSES Principles and Practices (3 days / 3 credits) Principles and Practices (3 days / 3 credits) Principles and Practices (3 days / 3 credits) Introduction to Volunteerism (1 day / 1 credit) Executive Preparatory Institute (Five month program including one 4 day session with assignments & web-based learning) New Branch Executive Institute (8 month program including two 4 day sessions with assignments & web-based learning) Project Management (1 day / 1 credit) Annual Community Support Campaign (3 days / 3 credits) YMCA Executive Fundraising (3days / 3 credits) Evaluating & Communicating Impact ** (Approx. 1 day / 1 credit) Advanced Fiscal Management (2 days / 2 credits) Leading & Coaching Others** (Approx. 2 days / 2 credits) 2 elective credits * Advanced Fiscal Management (2 days / 2 credits) 4 elective credits * * Courses eligible for elective credits are listed on the Elective Credit List and Course Quest on YMCAexchange. ** Available Early 2011 (Please note: course names, days and credits may change) See Course Quest for prerequisite requirements. Additional Requirements: Complete the online Leadership Competency Assessment (available via YMCAexchange) Successfully complete the Multi-Team or Branch Leader Certification Test (available 3 rd Quarter 2011) Complete the entire program within 3 years of being accepted into the Bridge Program (date on the Bridge Program confirmation from Y-USA) Supervisor Endorsement Recertification: The Multi-Team or Branch Leader Certification must be recertified every 5 years through completing 20 Leadership Competency Credits (LCC s) and completing the online Leadership Competency Assessment (available via YMCAexchange). You may also begin pursuing the Organizational Leader Certification. LEADERSHIP CERTIFCATION HANDBOOK page 17

20 ORGANIZATIONAL LEADER BRIDGE PROGRAM To complete the Organizational Leader Certification This program is designed for those who begin their Y career as Organizational Leaders. Positions that qualify for this program include: C-Level positions (i.e., Chief Operating Officers, Chief Financial Officers, Chief Development Officers); Senior Vice Presidents, Vice Presidents of operations and/or association departments; and some specialists to support specific strategies. Note: There is another program created specifically for CEOs with details found on page 20. To qualify for the Organizational Leader Bridge Program, participants must submit an application showing the following qualifications: Have begun your YMCA career as an Organizational Leader Have a Bachelors Degree Have 8 or more years of Leadership and Management Experience Apply to the Bridge Program and receive confirmation of acceptance from Y-USA within 1 year of beginning the Organizational Leader position Have permission from your supervisor LEADERSHIP CERTIFCATION HANDBOOK page 18