Bobs LOGIC MODEL Emerging Leaders Program

Program Intentions Program Activities and Program Outputs Short-term Outcomes: Longer-term Outcomes: If
Resources (Inputs): In If completed, or ongoing, the completed, the program activities
order to accomplish our program activities will lead to will lead to the following changes
set of activities we will the following changes in 1-2 in 3 (+) years:*
need the following:* years:*
1) To increase - Endorsement by the - The ELP program teaches 1) Increased awareness of 1) ELP program is recognized as
awareness of the Senior Management HPs leadership skills in the the program at all levels as an aspirational program for
Emerging Leaders Group four areas demonstrated by the number internal leadership development
Program (ELP) among of nominations of HPs >= 10 as demonstrated by demand by
various levels in the - staff readiness to - 8-10 HPs are selected per year both employees and nominating
Organization participate in the ELP and from nominations to (as measured by the volume supervisors >= 20 per year (as
have motivation for participate in ELP annually of nominations received per measured by the volume of
2) To expedite the behavioural change session and in employee nominations received per session
ready time of high- related to leadership/ - One ELP cohort is hosted survey results related to and in employee survey results
potential (HPs) professional development annually awareness) related to awareness)
employees for
leadership roles - Yearly funding of $20K - 5 to 10 graduates per 1 & 2 At least 5 ELP
(not including salaries of cohort graduates per year 1 & 2 At least 8 ELP graduates
3) To develop leadership ELP administration) (as measured by the total per year (as measured by the
skills in competencies in - Comprehensive resource number of graduates invited total number of graduates invited
four areas: - Orientation of coaches kit: to the grad ceremony) to the grad ceremony)
Instructional design
1. Courage, - Orientation of mentors of training 2) Ready time of HPs has
2. Decision quality materials, tools and been reduced from 3 years 1 & 5) The ELP program is used
3. Dealing with - Orientation of HP templates on the (as measured by at least in recruitment and selection to
ambiguity employees topics of: one ELP participant being attract external employees (as
4. Strategic skills 1. (Leadership) placed in a leadership role illustrated by inclusion in
- Dedicated classroom Courage; as illustrated in performance recruitment and selection
4) To reduce employee space with equipment 2. Decision Quality; reviews and succession materials and process)
turnover and loss of HP 3. Dealing with plans)
employees - Definition of eligible staff Ambiguity 2) Ready time of HPs has been
4. Strategic Skills 2) HPs are regularly reduced from 3 years to 18
5) To establish a - HP nomination process Internal marketing selected to participate in months as illustrated by ELP
learning culture that materials cross functional work participants being placed in
fosters ongoing Brochures projects (as measured by at leadership roles on a consistent
professional/ leadership Articles least one ELP participant basis (as measured by more than
development Case studies being selected for projects one ELP participant being placed
Learning Journal as illustrated in performance in a leadership role as illustrated
reviews and succession in performance reviews and
Continued plans succession plans)

1 of 2

Monitoring tools 3) ELP graduates are Leadership at all levels, as
and templates beginning to apply the
Other materials as knowledge, skills and application of skills in the four
needed abilities in the four
competency areas( as
- one online course vendor demonstrated by:
selected
Peer mentoring
- one behavior assessment performance
(MBTI) vendor selected reviews
post-grad turnover is below industry
- Published schedule of questionnaires)
coaching and mentoring
sessions
4) A reduction in staff
- Published schedule of turnover and loss of HPs by
courses 10% of pre-program
benchmark (as measured by
HR metrics)
5) A supportive learning
culture is developing where
HPs are encouraged and
sponsored to pursue
professional/ leadership
development in the ELP (as
demonstrated by their
performance reviews and
questionnaires)
*Sources:
https://azprc.arizona.edu/sites/default/files/CHWtoolkit/PDFs/LOGICMOD/CHAPTER2.PDF
Enhancing Program Performance with Logic Models, University of Wisconsin-Extension, Feb. 2003:
https://fyi.uwex.edu/programdevelopment/files/2016/03/lmcourseall.pdf
Program theory and logic models: http://www.evaluatod.org/assets/resources/evaluation-guides/logicmodel-8-09.pdf
2 of 2
3) Behavioural change in
demonstrated by the consistent
areas (as demonstrated by:
Peer mentoring
performance reviews
questionnaires)
4) Overall employee and HP
average (as measured by internal
and external HR metrics)
5) A supportive learning culture
exists where all employees are
encouraged and sponsored to
pursue professional/ leadership
development both within and
outside the organization (as
demonstrated by their
performance reviews and
questionnaires)
5) The ELP leadership
competencies are integrated into
employee performance reviews at
all levels and used to identify
training needs (as demonstrated
by inclusion of performance
measures related to the four
leadership competencies in
performance management)