# Presentation: 263341

## Southeast Regional Office

**United States Department of Agriculture****Food and Nutrition Service**
**Southeast Regional Office**

##  1 of 7 Regions of USDA/FNS

** ****150 employees**
**	****100 in Atlanta**
**	****50 in 8 Field Offices**
** ****Regional Administrator is a **
**  ****Senior Executive Service **
**  ****Member **
**	****Came to Atlanta in 1986**

## Agency was established in 1969

**	****Grew to 2,800 employees in 1980****Steady decline to 1,500 today**
**FNS works in partnership with State and local agencies.**
**FNS administrative budget is approximately $100 million.**
**Program cost is almost $40 billion.**

## Nature of work is regulatory oversight and technical assistance.

**A total of 14 feeding programs, including food stamps, school lunch, school breakfast, Women, Infants and Children (WIC), and summer food service programs. **

## Vision

- FNS will Lead America in Ending Hunger and Improving Nutrition and Health

## FNS’s Work Is Important

- Babies and children who don’t get enough to eat don’t develop the way human beings are supposed to.
- Even before “hunger” becomes severe, inadequate food intake inhibits the ability of children to learn.

## Limited calories go first to organ development, then to growth, and last to social activity and learning.

- Pregnant women who don’t get enough nutritious food to eat have underdeveloped babies.

## Low birth weight is the number one correlation with infant mortality.

- Underdeveloped babies can have diminished brain cell development.

## Listless and irritable hungry children find it difficult to concentrate in school.

- Hungry children are more susceptible to illness and more likely to miss school.

## Statistically, hungry children suffer higher levels of depression, score lower on standardized tests, and often require special education.

- Hunger in adults is known to cause fatigue and lowered resistance to illness.

## The psychological strain of not being able to provide enough food for yourself or your family can be devastating.  

- Despite $40 billion in food assistance annually, a 1999 USDA study showed 2.6 million children suffer from hunger at least some of the time.

## FNS Mission

**Increase Food Security and Reduce Hunger in**** ****Partnership with cooperating Organizations by Providing Children and Low-Income People Access to Food, A Healthful Diet, and Nutrition Education In A Manner That Supports American Agriculture and Inspires Public Confidence.**

**Objective 1.2:  ****FNS program participants make healthy food choices**

**Objective 1.3:**
**Improved nutritional quality of meals, commodities and other program benefits **

**Goal 1:****Improved nutrition of children and low income people **

**Objective 2.1:  ****Improved benefit accuracy and reduced fraud**

**Objective 2.2: **
**Improved efficiency of program administration**

**Goal 2:**
**Improved stewardship of federal funds**

## Strategies/Tasks

**Strategies/Tasks**

**SERO’s**
**Total Quality**
***CUSTOMER***
**Alignment**
**Model**

**9. ****FNCS Vision**** FNS Mission**

**16****. State Partner **
**Strategic Plans to**
** ****end hunger, ****improve nutrition and**
**accountability**

**Customer**
**Results**

**MANAGERS**

**MANAGERS**

**1.  Leader-Culture-Human Resource**

**6.****  Customer **
**Service**
**Standards**

**7.**** Rewards  **

**5****. Diversity**
**Vision and **
**Objectives**

**3****. Values**

**4.**** Behaviors**
**Habits**

**2.**** Knowledge**

**8.**** Quality**** of worklife**

**LEADERS**

**LEADERS**

**FNS  Strategic Plan**
**10.**** Goal/Objectives/Strategies**
**11.****  Annual Performance Plan**
** ****12.****  Compass**
**    ****www.fns.USDA.gov/fns**

**13****.  Alignment**
**14****. Regional Workplans**
**15.****  Performance**

**Start Here**

## Leadership:  The skill of influencing people to work enthusiastically toward goals identified as being for the common good.

- “The Servant” by James C . Hunter

## Alignment

- “A River Without Banks is a Large Puddle.”
- Ken Blanchard

## How to Align Performance with Agency Goals:

- 1. Communicate, Communicate, Communicate
- 2. Encourage Learning about Leadership:
- Covey’s 7 Habits of Highly Effective People
- Covey’s 4 Roles of Leadership
- Masters in Leadership

## 2.a. Covey’s 7 Habits of Highly Successful People

- Habit 1:  Be Proactive - Respond According to Values, Accepting Responsibility, Focusing on the Circle of Influence, and Become Transition Figure.
- Habit 2: Begin With The End In Mind – Mental Creation Precedes Physical Creation, Choosing a Life Center, and Personal Mission Statement.
- Habit 3:  Put First Things First – Your First Things, Living and Effective Life in Quadrant II, and the Six-Step Process.

## Habit 4:  Think Win-Win – Six Paradigms of Human Interaction, Win-Win Rescripting, and Four Dimensions of Win-Win.

- Habit 5: Seek First to Understand, Then to be Understood – The Challenges of Communication, ant the Attitude and Skill of Empathy.
- Habit 6:  Synergize – The Process of Synergizing, Valuing the Differences, Creating the Third Alternative, and the Perspective of Humility.
- Habit 7:  Sharpen the Saw – Four Dimensions of Renewal, Personal Production Capability, The Upward Spiral, and Principle-Centered Living.

## 2.b. Covey’s 4 Roles of Leadership

**PATHFINDING** ANSWERS THREE QUESTIONS:
- WHO’S IMPORTANT TO US, WHAT MATTERS MOST TO THEM (PARTNER’S NEEDS)?
- WHAT IS OUR PURPOSE, WHAT MATTERS MOST TO US, AND HOW WILL WE ACT TOWARD ONE ANOTHER (MISSION AND VALUES)?
- WHERE ARE GOING, AND HOW WILL WE GET THERE (VISION AND STRATEGY)?
**ALIGNING **ANSWERS THESE THREE QUESTIONS:
- HOW DOES THE WHOLE SYSTEM WORK TOGETHER**?**
- WHAT ARE THE PARTS OF THE SYSTEM?
- HOW DO WE ALIGN THE PARTS TO ACHIEVE VISION MISSION, GOALS AND OBJECTIVES?

## EMPOWERING ANSWERS THESE FOUR QUESTIONS:

**EMPOWERING** ANSWERS THESE FOUR QUESTIONS:
- HOW DO WE CULTIVATE AN ENVIRONMENT WHERE PEOPLE CAN DO THEIR BEST AND ARE COMMITTED**?**
- WHAT IS THE NATURE OF THE WORK BEING DONE**?**
- HOW MUCH RESPONSIBILITY AND AUTHORITY SHOULD PEOPLE HAVE**?**
- WHO DOES WHAT? HOW? WITH WHAT RESOURCES AND ACCOUNTABILITY?  FOR WHAT REASONS**?**
**MODELING** ANSWERS THESE FOUR QUESTIONS:
- WHO WOULD FOLLOW ME**?**
- DO I TAKE RESPONSIBILITY**?**
- DO I “WALK MY TALK”**?**
- AM I TRUSTWORTHY**?**

## Masters in Leadership 2000

***Masters in Leadership 2000***

**Awarded to**

- Date

- Virgil L. Conrad
- Regional Administrator

- SOUTHEAST REGIONAL OFFICE

- 2.c.  Masters in Leadership

## How to Align Performance with Agency Goals:

- Alignment workday – What is the _Main Thing?_
- Leadership Alignment Retreat
- Stakeholder Meetings. Examples:
- Food Security
- Payment Accuracy
- Individual Work Plans

## Performance Management

- 1.  Program workplans, based on:
- Vision, mission, goals and objectives in Agency’s GPRA Strategic Plan
- Agency’s annual Performance Plan (APP)
- COMPASS – National Priority Setting
- Management Control Vulnerabilities
- Regional Priorities

## Example of a Completed Workplan:

**Example of a Completed Workplan:**

## Slide 25

## Slide 26

## Slide 27

## Slide 28

## Results:

## Results:

## 2.  Specific Written, Annual Expectations

## Leadership Action Plans with Win-Win Agreements, example:

**Leadership Action Plans with Win-Win Agreements, example:**

## Slide 33

## Slide 34

## SERO Performance Management System

## Leadership Performance Standards

- Based on Framework of SES Core Competencies
- _Leading Change_Leads and motivates employees to incorporate the agency’s vision, mission, strategic planning, values, and quality management initiative into the fabric of the organization.  Demonstrates and encourages creative thinking and innovation.  Designs and implements continuous process improvements.  Pursues self-development, seeking feedback from others and opportunities to master new knowledge.

## Leading PeopleDesigns and implements strategies which maximize employee potential and foster high standards for accomplishment of the work.  Provides leadership in setting the workforce’s expected performance levels to achieve the organization’s objectives.  Empowers people by sharing power and authority.  Fosters an environment where cultural diversity thrives and enhances the accomplishment of the mission.  Fosters commitment, team spirit, pride, trust, and group identity.  Resolves conflicts in a positive and constructive manner.  Deals effectively with labor/management and quality of worklife issues.  Develops leadership in others, through coaching and mentoring.  Takes disciplinary actions when other means have not been successful.

## Achieving Results – CRITICALAchieves results by formulating regional work plans in accordance with the agency strategic plan.  In consultation with cooperating organizations and consistent with the strategic plan, sets specific goals and objectives for program performance.  Develops strategies to accomplish the goals and objectives.  Monitors results and takes timely and appropriate action when expected results are not being achieved.  Maintains focus, intensity, and persistence even under adversity.  Ensures customer service standards are developed and met. 

## Business AcumenAdministers human, financial, material, and information resources in a manner which instills public trust and accomplishes the agency’s mission.  Uses new technology to enhance decision making and improve efficiency and effectiveness.  Assesses current and future staffing needs based on organization goals and budget realities.  Finds ways to maintain excellence despite reduced numbers of staff.  Proactively plans for reduced staff levels to minimize the impact on the quality of work when staffing levels decline.  Establishes and assures the use of internal controls for financial systems.  Effectively manages budget allocations.

## Building Coalitions/CommunicationRepresents and speaks for the organizational unit and its work (e.g. presenting, explaining, selling, defining and negotiating) to those within and outside the office.  Makes clear and convincing oral presentations to individuals and groups.  Establishes and maintains effective working relationships with internal organizational units.  Develops and enhances alliances with external groups (e.g. other agencies, State and local governments, grassroots organizations, and member of Congress, as appropriate).  Works in groups and teams, gaining cooperation from others to obtain information and accomplish goals.

## EEO/Civil Rights – CRITICAL Develops plans and implements initiatives to achieve and continue progress toward workforce diversity.  Communicates to and sets a positive example for staff in support of the Agency commitment to workforce diversity.  Ensures timely submission, implementation, and effective monitoring of EO plans; and where necessary, initiates timely action to correct problems.  Provides appropriate training and other developmental opportunities in EO, workforce diversity, and nondiscriminatory service to USDA customers.  Assures equal treatment and EO in all aspects of Federal employment.  Responds promptly to employee allegations of discrimination, with the goal of resolving appropriate cases at the lowest possible level. In delivery of programs and/or functions, makes positive efforts to serve all populations equally, including groups traditionally undeserved. 

## EEO/Civil Rights (Cont)Establishes and substantially achieves contracting goals for small, 8(a), minority, and women contractors.  Provides evidence of outreach efforts to serve underrepresented populations.  Establishes EEO performance expectations for employees in assigned organization and articulates measures for successfully meeting and exceeding performance requirements.  Implements and enforces all applicable policies, regulations, rules, memorandums, etc. developed as a result of the Civil Rights Action Team Report.  Incorporates FNS CR Performance Plan into Agency or staff office strategic plan and annual operating plan developed in compliance with Government Performance and Results Act.  Factors related to quality, quantity and timeliness will be met as described in FNS CR Performance Plan.

## Performance Management for Non-Supervisors

- Individual Work Plans
- Clear expectations set at beginning of year – reviewed at mid-year
- Future Plans
- Individual action plans with win-win agreements