DEIA365™ organizational bench builder

DEIA365™ is Focus & Find’s innovative, longer-term approach for staff development and advancement.

The program creates diverse development pools of promotion-eligible employees and provides customized training, development and learning experiences to prepare them for success in the next level of their career.

We’ve created the program to help organizations broaden the pool of employees with the skills and knowledge to advance into positions of greater responsibility. With the aging of the federal workforce, building your bench of diverse, promotable talent has never been more important. DEIA365 is ideal when you anticipate multiple vacancies in the same job classification across your organization.

DEIA365 begins with in-depth conversations about the positions to be filled and the skills and knowledge you expect promotion-eligible employees to bring to the job. Based on your priorities, we’ll create a three-, six- or 12-month curriculum and schedule for your review and approval.

We’ll develop communication materials, including emails, intranet articles and signage you can use to announce the availability of the development pool and criteria for participation. Employees in eligible positions can nominate themselves for participation or be nominated by their current managers.

Although one goal of pool creation is the inclusion of employees from traditionally underrepresented groups identified in E.O. 13985, participation is open to all employees in eligible positions. Focus & Find will help you review applicants and finalize the pool.

Once the development pool is formed, we‘ll help coordinate and evaluate all in-person events and educational offerings. Participating employees are known to one another, to you and to Focus & Find. 

As participants move through the program, Focus & Find keeps detailed records and scores of their performance and progress and provides regular reports to you. At the end of the curriculum, we prepare a final report that ranks all pool participants and provides pertinent notes about their individual strengths.

At the end of the development process, pool participants have strengthened their skills for their current position and readied themselves for future promotion.

The DEIA365 methodology includes:

  • Collaborative development of curriculum and schedule for DEIA365 engagement

    Consulting and planning— multiple sessions

    Meeting and interviewing key individual stake holders

    Identification of promotion goals, leadership and functional specifications for targeted positions

    Presentation of Initial Consultation Report with findings and action plan

  • Communication of development pool availability through all internal channels using materials created by Focus & Find

    Review of self- and manager-nominated pool candidates and selection of final cohort

    Creation of profiles for each selected pool member

  • Participant development—results-driven assessment, professional training and instructor-led executive coaching

    Monthly interaction between client and candidates

    Monthly Focus & Find and client interaction

  • Ongoing engagement management

    Customized portal for candidates and client that uses proprietary software, AI and machine learning to power development, tracking and interaction

  • Creation of final report on participant performance and results with explanatory notes

    Provision of profiles and final report to promoting managers

    Preparation and coordination of in-person meetings

    Consultation and review of program results

    Demonstrated growth of participating employees