Leadership and Career Enhancement Program for Staff of Color

August 21, 2018

Project Overview

UC Berkeley is trying to address long-standing issues that have limited the success, mobility and representation in leadership for our underrepresented staff and managers. To that end, we are working through a project aimed at developing a more equitable and inclusive environment for staff to support their professional development. The project includes organizational efforts that address the stated goals and a leadership program to enhance opportunities for staff of color. Executive sponsors are Vice Chancellor for Equity & Inclusion Oscar Dubon and Vice Chancellor for Administration Marc Fisher.

Initiative Goals

  • To provide a development opportunity for campus staff/managers who are in URM categories (African American/Black, Native American, Asian/Pacific Islander, Hispanic/Chicanx/Latinx  )

  • To build a pipeline of talent among campus staff/managers who are in URM categories

  • To increase career mobility for campus staff/managers who are in URM categories

  • To increase representation of campus staff/managers who are in URM categories in leadership ranks

  • To increase hiring of people of color

Target Audience

The target audience is staff members who meet the following criteria:

  • In target title codes (S2, M1, P3, P4, P5)

  • In a URM category (African American/Black, Native American, Asian/Pacific Islander, Hispanic/Chicanx/Latinx  )

  • Been at UCB at least 3 year(s)

  • Must “Meet Expectations” in PE; preferred Exceeds or Exceptional

  • Match at least some indicators of high potential:

    • Highly motivated, resourceful, thoughtful, and proactively seeks to pursue their own professional development

    • Have potential as successors for key roles in your organization or the organization as a whole; adaptability to a variety of situations, aspiring leader, has influence without the positional power

    • Have demonstrated success in achieving results with a team; demonstrates contributions to the whole, not for self-gain

    • Open to feedback and coaching

    • Show leadership qualities (examples include, but are not limited to: the staff member is someone others go to for mentorship or guidance; they  make recommendations and provide ideas beyond their job scope; they are proactive in addressing challenges; they take part in committees, participate on work groups, or engage in work projects outside of their direct role; act as a leader for a CSO)

    • Learner mindset (examples include, but are not limited to: the employee learns new tools and processes without prompting; perseveres through frustration; challenges themselves by taking on new tasks where they aren't an expert; learns from failure; volunteers to pilot new ideas / processes; asks questions like: What am I missing? Am I on the right track?; Is willing to put time and effort into exploring new ways to do things)

    • Emotional intelligence (examples include, but are not limited to: is adaptable when things don't go as planned; shows empathy to co-workers, students, clients; is aware of the goals and challenges of the University; is good at managing and resolving conflict in meetings; works well as a team member as well as a team leader; meets others where they are vs. demanding others bend to their own emotional needs; good at finding common ground and building rapport with others with divergent opinions; thinks before acting; good self-awareness)

Information on Nomination and Selection Process

UC Berkeley Human Resources