Item Q02
BOARD OF COUNTY COMMISSIONERS
AGENDA ITEM SUMMARY
Meeting Date: June 18, 2003
Division:
District I
Bulk Item: Yes
No
Department: Mayor Dixie M. Spehar
AGENDA ITEM WORDING:
Discussion and discontinuation of enrollment in the Certificate of Public Management (CPM) course
for 2003-2004.
ITEM BACKGROUND:
In an attempt to protect the employee's insurance package, and based on the information regarding the
high cost of the CPM program for this past year, the recommendation is to divert the funding to offset
the rising costs of insurance benefits for the employees.
PREVIOUS RELEVANT BOCC ACTION:
CONTRACT/AGREEMENT CHANGES:
STAFF RECOMMENDATIONS:
TOTAL COST:
BUDGETED: Yes
No
COST TO COUNTY:
SOURCE OF FUNDS:
REVENUE PRODUCING: Yes
No
AMOUNT PER MONTH
Year
APPROVED BY: County Atty _ OMB/Purchasing _ Risk Management_
DIVISION DIRECTOR APPROVAL:
'-#;, 717. ..~
Mayor ixie M. Spehar
DOCUMENTATION:
Included X
To Follow
Not Required_
DISPOSITION:
AGENDA ITEM # tp02-
Revised 1/03
OK'!~Y ~2!:l~E
(305) 294-4641
Management Services Division
1100 Simonton
Key West, FL 33040
(305) 292-4537
Date:
Monday, June 02, 2003
To:
Dixie Spehar
From:
BOARD OF COUNTY COMMISSIONERS
Mayor Dixie M. Spehar, District 1
Mayor Pro Tern MWTllY E. Nelson, District 5
Charles "Sonny" McCoy, District 3
George Neugent, District 2
David Rice, District 4
MEMORANDUM
Sheila A. Barker
Division Director - Management Services
Subject:
CPM Program
CC: County Commissioners
James L. Roberts
..................................................................................
In response to your email of yesterday, I will attempt to clarify what has been happening and is
currently happening in the CPM Program.
We currently have one CPM on staff and that is Jim Malloch. He did his program independently
and traveled to the various sessions. He earned his certification approximately a year ago (June
24,2002). As part of the Recruitment & Retention program, his salary was increased by $1,500
annually upon completion of the CPM. I do not have the cost of his program. I am certain he
would be glad to answer any course content questions for you.
We are nearing completion of the first CPM program handled within the county. We had 25
employees enrolled. Currently we believe 24 will receive their certification and the 25th
employee transferred to the Sheriff's office during the session; has terminated from the Sheriff's
office and I do not know whether or not he is continuing independently with the 8th session.
There were 4 individuals from other Key West entities that have participated in the first series of
classes.
The 2nd program within the county started during March 2003. We had 19 employees enroll
and at this time there are 16 continuing with the program. The other 3 are no longer employed
with the county. The balance of the class are from other Key West entities.
The cost of the program is $5,050 per session for 25 or less participants. Each additional
participant up to a maximum of 30 participants is an additional $202 per session. We pay
travel expenses of the instructor to come to Key West or Marathon for the courses. Each
participant's department is billed $250 per session to cover the course fee and the instructor's
expenses and travel. We also separately bill each participant's department $60 for the books.
All participants from other entities are also invoiced the same amount.
1
You asked about costs. The first series cost us approximately $50,000 for 8 sessions, travel
expenses for instructor, and books. The second series will cost us less due to having fewer
employees enrolled in the series. It will (upon completion) cost us approximately $32,000 for
the 16 participants.
You asked about the amount paid in salaries for the participants. Attached you will find a
spreadsheet showing participants in each session, their annual salary, their salary for a 4-day
session and what we will have spent in salaries if participant attends all eight sessions. Also on
this sheet is the title, Fair Labor Standard Act designation as exempt (not eligible for overtime)
or non-exempt (eligible for overtime). The NB designation indicates employee covered by a
bargaining group and they are non-exempt. For the first program, each 4-day session cost us
$17,000 in salaries; the second program will cost us approximately $11,000.
Although we have only made one salary adjustment of $1,500; when the 24 participants in
Series I receive their certification in June, I expect to make adjustments for each of those
participants. They must complete and pass all 8 sessions to receive a salary adjustment.
Travel reimbursement would be based on Florida Statutes. Employees traveling outside their
normal working area would be entitled to 29 cents per mile, meals, etc. I have not requested
copies of travel vouchers on all employees at this point. I do know several participants would
share rides to keep expenses as low as possible. I expect those expenses to be nominal. I do
not know of any substitute employees that were engaged to cover duties of participants in the
class. I also do not know of any overtime that was incurred due to participants being out of the
office. I would need to contact each supervisor to determine this.
Graduation is scheduled in June in Tallahassee. There was an attempt to bring the graduation to
Key West or south Florida to reduce costs but I do not know the particulars of that attempt.
Each participant has made their own travel arrangements for the trip to Tallahassee. An
estimate would be approximately $1,000 per participant for air fare, hotels and meals.
Before we started the first program in 2001, I sent a letter to all Division Directors and
Department Heads detailing the program and criteria for employees selected. I was not
requested to make recommendations on the actual selection process.
To recap the first program:
$ 50,000
$139,000
$ 24,000
$ 36.000
Course Fees & Instructor's travel expenses
Salaries at straight time for participants
Estimate Travel, Hotel & Meals for Graduation
Salary Adjustment for Certification
$249,000
The 2nd program would be less due to fewer participants.
2
Basically for your information, the Course Descriptions for the 8 levels are as follows
Levell - Management of Individual Performance
Level 2 - Management of Group Performance
Level 3 - Management of Organizational Performance
Level 4 - Managing Organizational Effectiveness
Level 5 - Social Change and Its Impact on Public Management
Level 6 - A Systems Focus
Level 7 - Policy Perspectives
Level 8 - Contemporary Issues in Public Management
If you need additional information, please contact me. I am certain Jim Malloch could give you
additional information as he has coordinated this program.
3
Q,rv
. May 16, 2001 - BOCC approved for the County Administrator to execute Letters
of Agreement prior to each CPM Course Level. Costs were identified on the agenda.
. March 21, 2001 - BOCC approved a Letter of Agreement between Monroe County
and Florida State University for the first level of the Certified Public Manager
Program. Costs were identified and it was shown that there would be travel
expenses.
. February 21, 2001 - BOCC conceptually approved the CPM Program with costs
identified on the agenda item.
As I stated before there is a history of which you should be aware:
First, the Certified Public Manager Program in Florida is not the first attempt nationally to
provide opportunities for growth and development for public employees. Many other states do the
same and have done so for years. The issues covered in the Florida program are issues that are
faced by County employees and certainly are a benefit to the County in performing their current and
future duties. The two years that each participant commits to the program is a commitment that
that employee is making to Monroe County through the individual's personal growth and ability to
function more productively. I am enclosing a copy of the Certified Public Manager Program for your
review.
On May 27, 2003, you requested of the Director of Management Services information
pertaining to the Certified Public Manager Program, especially in reference to the overall costs. On
May 28, 2003, Ms. Barker responded directly to your questions but unfortunately did not put some
of the issues in context, especially the history of the Board of County Commissioner's actions with
the Certified Public Manager Program. I appreciated the discussion you and I had on Monday, June
2 and feel that I should provide an outline of the history. I know that you continue to be concerned.
Certified Public Manager Program
RE:
June 6,2003
Date:
James L. Roberts, County Administrator
From:
Mayor Spehar
To:
1M E M 0 RAN DUM
I
\.'- . -':--'>':~:-"Ql4':' '~.l"-;-...'-~~':; ~....,. --- ....', -- ~~'. '~--::~"'!lFt-~~~~tJ~~,,!':;,-,
Therefore, the Board of County Commissioners has approved various actions leading to
County employees undertaking this program. The County employees who signed up have committed
two years.
The costs identified in Ms. Barker's memorandum are gross costs and cover a full eight
sessions over a two year period. In essence each session costs the County. per employee. only about
$250. That comes out to be about $1.000 per year for four sessions and about $2.000 for the
entire two year prOQram. This is commensurate with or sometimes less expensive than other
educational opportunities employees have through County policy. Salary ad iustments as identified in
the memorandum for successful completion of the proaram and attainment of the CPM designation
fall under the Recruitment and Retention Proaram reQuested by and approved by the Board of
County Commissioners.
The inclusion of numbers in Ms. Barker's account for salaries really skews the costs of the
program. Those are funds that would have been paid to the employees no matter what activities
they were undertaking. Every time we send an employee to a training session, a certification
program, a national conference, a state conference, or any other activity that is not part of the
employee's daily job responsibilities, the County continues to pay the salary. I believe the question
is not whether the salaries were paid at the rate identified; the question is what is the value that
the employees have received from the program and what is the potential for more effective
employees working in the County. If we remove the amount indicated for salaries at straiaht time
for participants. we will have removed approximately 56% of the identified costs of the proaram.
Whether the proaram existed or not. the County would have paid that amount to the employees.
Therefore. rather than a cost of $249.000. the proaram costs the County over two years $110.000.
The issue of the graduation is an issue with which we have wrestled. Mr. Malloch and I
attempted to have the graduation held in Monroe County or at least in South Florida in conjunction
with other agencies whose employees participated in the CPM Program. We were unsuccessful. In
fact Mr. Malloch reported that his analysis indicated that the cost for bringing the full graduation
program with teachers to Monroe County would have been approximately the same as the cost that
will be incurred for the graduation in Tallahassee. In the future other options will be pursued.
As more of a personal note, having spoken to a few of the CPM sessions and having spoken to
many of our participants near the end of their two year program, our employees who participated
are very excited about their graduation. There is a real sense of accomplishment and a sense that
the County has supported their personal and professional growth and that they are extremely proud
to have the opportunity to participate in the formal graduation.
Many of our employees, plus those from other agencies who sent participants to the classes,
are taking personal expense to bring their families to the graduation in order to share the
accomplishment and the recognition of a job well done. I am told there are about 230 graduates
state-wide and our program will send thirty (not all of them Monroe County employees). The
distinction we have is that all of our participants from the County and the other agencies
successfully completed the two year program. This is unheard of in the history of the program.
In terms of the future the second two year session for Certified Public Manager has already
begun. The first of eight segments has been completed. In total there are twenty-six participants,
with sixteen being County employees. You should know that even the Key West City Manager is
enrolled in this second class and is scheduled to complete the full two years. The cost to the County
for the second set of employees will be substantially less.
The Board of County Commissioners has continually maintained an educational opportunity
program for County employees. This has been in recognition of limited academic opportunities in the
area as opposed to mainland jurisdictions. We have supported employees studying at Florida Keys
Community College, the extension branches of four year colleges, distance learning at major
universities, and a wide variety of certification and training programs. This is one of the ways to
improve upon the ability of County employees to do their jobs rather than just relying on on-the-job
training to help them advance over the years.
Both the CPM Program and the other educational opportunities serve the County well. In
addition, at the direction of the Board of County Commissioners in November of 2001. the
Administration was instructed to proceed with the prOQram for Recruitment and Retention purposes
throuQhout the County Qovernment. This was after discussion concerning the turnover of County
employees, especially in the Growth Management Division, and its immediate and long range costs to
the County and to the ability of the County to complete its obligations in a timely and effective
manner.
In December of 2001, the AdministratiolJ prepared an Employee Recruitment and Retention
process directly reflective of the BOCC approv~1 in November. The Recruitment and Retention
Program was implemented and has been a success. In reference to those who graduate from the
CPM Program, they will be eligible for adjustments in salary reflecting their accomplishment and
encouraging retention in County employment. It is also valuable to discuss with potential new
employees not only the CPM possibilities but also the Recruitment and Retention Program, both of
which are designed to assist with professional growth.
You raised an issue concerning employees who might leave shortly after the completion of
the CPM Program. Your points are very well taken and we have in the educational assistance policies
a requirement for payback to the County of any educational assistance costs incurred within a
certain period. I agree that that should be also for the CPM Program and we'll see that that is
identified in the County policies and have those amended.
I certainly understand the difficult budget year we are facing. I certainly understand that
the Commission is going to be wrestling with some very serious issues. When all is resolved and the
budget is adopted in September, the County Commission will still expect the Administration to
complete its responsibilities to the citizens of the County. To do so we need well trained and
dedicated employees. The education assistance policy. the CPM ProQram. and the Recruitment and
Retention ProQram are ways of supporting our employees and maintaininQ and improvinQ our ability to
provide services to the public even in difficult budQet and downsizin9 times.
.'" ,..,: ._.v......~. "Y_" __" .", .- U'O ~""~-,,,,,,,,-,__,""-,,"""""-. -~',!~''''''-:-. ','- _~ -.;;-.- ,--t-.~ "-."":'~~'''''''''''-;;';' ~~~~"~"
I shall be pleased to discuss this further with you or any member of the Board of County
Commissioners. Thank you for the opportunity to expand upon the information provided to you and
to discuss what I believe are some of the important characteristics of the Certified Public Manager
Program.
:..J~n~
James L. Roberts
County Administrator
cc: Board of County Commissioners
Sheila Barker, Division Director Management Services
John R. Collins, County Attorney
Division Directors
Roberts-Jim
From:
Sent:
To:
Cc:
Subject:
Barker-Sheila
Wednesday, May 28,20031 :38 PM
Spehar-Dixie
zz-County Commissioners and Aides; Roberts-Jim; Malloch-Jim
RE: CPM Program
I am attaching 3 items. Letter detailing our involvement & costs for the CPM Course
Listing of Participants and their salaries
Original letter detailing criteria for participation.
Please advise if you need additional information.
~
~
~
CPM detaIls for Dixie
Spehar.d...
SHEILA'S WORK
SHEET CPM.xls 12...
Lener to DO re CPM
Program.do...
-----Original Message-----
From: Spehar-Dixie
Sent: Tuesday, May 27,200312:28 PM
To: Barker-Sheila
Cc: zz-County Commissioners and Aides
Subject: CPM Program
It has come to my attention that we have approx. 26 of 30 employees that are about to graduate the current CPM
Program. It is also my understanding that we are currently enrolling for the new class.
I request a full accounting of the costs of the program; enrollment, total anticipated salary increases upon
completion, travel reimbursements for current program members, salary while attending, cost of any substitute
for personnel who is attending the course.
The second request is the criteria for selection, county policy once the course is completed, return on investment.
or is this a retention tool.
Thank you/Dixie
OK~~rv ~o~~~E
(305) 294-4641
Management Services Division
1100 Simonton
Key West, FL 33040
(305) 292-4537
Date:
BOARD OF COUNTY COMMISSIONERS
Mayor Dixie M. Spehar, District I
Mayor Pro Tern Murray E. Nelson, District 5
Charles "Sonny" McCoy, District 3
George Neugent, District 2
David Rice, District 4
MEMORANDUM
Wednesday, May 28, 2003
To:
Dixie Spehar
From:
Sheila A. Barker
Division Director - Management Services
Subject:
CPM Program
CC: County Commissioners
James L. Roberts
..................................................................................
In response to your email of yesterday, I will attempt to clarify what has been happening and is
currently happening in the CPM Program.
We currently have one CPM on staff and that is Jim Malloch. He did his program independently
and traveled to the various sessions. He earned his certification approximately a year ago (June
24,2002). As part of the Recruitment & Retention program, his salary was increased by $1,500
annually upon completion of the CPM. I do not have the cost of his program. I am certain he
would be glad to answer any course content questions for you.
We are nearing completion of the first CPM program handled within the county. We had 25
employees enrolled. Currently we believe 24 will receive their certification and the 25lh
employee transferred to the Sheriff's office during the session; has terminated from the Sheriff's
office and I do not know whether or not he is continuing independently with the 8th session.
There were 4 individuals from other Key West entities that have participated in the first series of
classes.
The 2nd program within the county started during March 2003. We had 19 employees enroll
and at this time there are 16 continuing with the program. The other 3 are no longer employed
with the county. The balance of the class are from other Key West entities.
The cost of the program is $5,050 per session for 25 or less participants. Each additional
participant up to a maximum of 30 participants is an additional $202 per session. We pay
travel expenses of the' instructor to come to Key West or Marathon for the courses. Each
participant's department is billed $250 per session to cover the course fee and the instructor's
expenses and travel. We also separately bill each participant's department $60 for the books.
All participants from other entities are also invoiced the same amount.
1
You asked about costs. The first series cost us approximately $50,000 for 8 sessions, travel
expenses for instructor, and books. The second series will cost us less due to having fewer
employees enrolled in the series. It will (upon completion) cost us approximately $32,000 for
the 16 participants.
You asked about the amount paid in salaries for the participants. Attached you will find a
spreadsheet showing participants in each session, their annual salary, their salary for a 4-day
session and what we will have spent in salaries if participant attends all eight sessions. Also on
this sheet is the title, Fair Labor Standard Act designation as exempt (not eligible for overtime)
or non-exempt (eligible for overtime). The NB designation indicates employee covered by a
bargaining group and they are non-exempt. For the first program, each 4-day session cost us
$17,000 in salaries; the second program will cost us approximately $11,000.
Although we have only made one salary adjustment of $1,500; when the 24 participants in
Series I receive their certification in June, I expect to make adjustments for each of those
participants. They must complete and pass all 8 sessions to receive a salary adjustment.
Travel reimbursement would be based on Florida Statutes. Employees traveling outside their
normal working area would be entitled to 29 cents per mile, meals, etc. I have not requested
copies of travel vouchers on all employees at this point. I do know several participants would
share rides to keep expenses as low as possible. I expect those expenses to be nominal. I do
not know of any substitute employees that were engaged to cover duties of participants in the
class. I also do not know of any overtime that. was incurred due to partici pants being out of the
office I would need to contact each supervisor to determine this.
Graduation is scheduled in June in Tallahassee. There was an attempt to bring the graduation to
Key West or south Florida to reduce costs but I do not know the particulars of that attempt.
Each participant has made their own travel arrangements for the trip to Tallahassee. An
estimate would be approximately $1,000 per participant for air fare, hotels and meals.
Before we started the first program in 2001, I sent a letter to all Division Directors and
Department Heads detailing the program and criteria for employees selected. I was not
requested to make recommendations on the actual selection process.
To recap the first program:
$ 50,000
$139,000
$ 24,000
$ 36.000
Course Fees & Instructor's travel expenses
Salaries at straight time for participants
Estimate Travel, Hotel & Meals for Graduation
Salary Adjustment for Certification
$249,000
The 2nd program would be less due to fewer participants.
2
Basically for your information, the Course Descriptions for the 8 levels are as follows
Level 1 - Management of Individual Performance
Level 2 - Management of Group Performance
Level 3 - Management of Organizational Performance
Level 4 - Managing Organizational Effectiveness
Level 5 - Social Change and Its Impact on Public Management
Level 6 - A Systems Focus
Level 7 - Policy Perspectives
Level 8 - Contemporary Issues in Public Management
If you need additional information, please contact me. I am certain Jim Malloch could give you
additional information as he has coordinated this program.
3
The Florida
Certified Public
Manager Program
"Designated by the Florida Governor and Cabinet as a preferred management
development program for the State of Florida. "
-.;-...... .
iiidaState
1] JUY ERS I Tl'
The Florida Center for Public Management
An accredited member of the National Certified Public Manager Consortium
January, 2000
The Florida Certified Public Manager Program
Table of Contents
STATE OF FLORIDA RESOLUTION
What People Are Saying About CPM
Florida Certified Public Manager Program
Purpose
Goals
Background
Administration
Curriculum
Course Descriptions
Readings
Projects
Examinations
Certification
Phase One: The Certificate In Supervisory Management
Phase Two: The Certified Public Manager Designation
Benefits
CPM: What are ideal outcomes for the organization?
CPM: What are ideal outcomes for the individual?
Financial Arrangements
Contracting Organization Option
Open Enrollment Option
Organizational Training Strategies For CPM Success
Professional Affiliation
Florida Certified Public Manager Of The Year Award
Continuing Education Units
Continuing Professional Education
College Credit
Contact Information
3
4
5
5
5
6
6
8
9
10
10
10
13
14
14
15
15
16
17
17
17
18
19
20
20
20
20
21
.'
--~-~ . . ..
2
STATE OF FLORIDA RESOLUTION
WHEREAS, Florida government agencies have identified critical needs for management
development initiatives and leadership direction; and,
WHEREAS, in an era of constrained revenues, management development based on instruction.
examinations, and applied projects should be viewed as an integral tool to improve service
delivery and productivity to the citizens of Florida; and,
WHEREAS, Florida government agencies would benefit more from a valued set of management
principles and best practices for the senior management service, select exempt service and
supervisor management personnel; and,
WHEREAS, the State of Florida's executive, judicial and legislative leadership has placed a
priority on the use of management knowledge and skills; and,
WHEREAS, the Florida Center for Public Management at The Florida State University has
developed and uses a nationally recognized management development curriculum: and,
WHEREAS, the Florida Center for Public Management at The Florida State University has a
twelve year history with the Certified Public Manager Program with over five hundred graduates
and over three thousand seeking graduation.
NOW, THEREFORE, BE IT RESOLVED that the Governor and Cabinet of the State of
Florida do hereby designate the
Certified Public Manager Program
as a preferred management development program for the State of Florida and thereby actively
- . 'encoUrage the participation of state agencies in the development of government managers in
order to enhance the quality and productivity of services delivered to the citizens of Florida.
IN TESTIMONY WHEREOF, the Governor and Cabinet of the State of Florida have hereunto
subscribed their names and have caused the Official Seal of the State of Florida to be hereunto
affixed in the City of Tallahassee on this 26th day of July, 1994.
3
What People Are Saying About CPM
"Certified Public Manager's skills can be transferred from the classroom to the work place; when
these skills are applied effectively, they can help transform government into a work place where
employees will be proud of public service."
Governor Lawton Chiles
"Excellent opportunity, excellent infonnation, excellent presentation!"
City of Melbourne
"My Master's Degree in Administration provided me with the opportunity to be employed in my current
position, but it didn't teach me how to be an effective manager. My CPM training gave me the practical,
everyday skills to help the members of my staffbe of better service to the State of Florida."
Department of Education
"As a manager I appreciate the concept of having all Florida government managers on the same page
through CPM training."
City of Palm Bay
"I have found that many of the concepts and techniques that I learned have assisted me not only in my
role as a manager in the public sector, but also in dealing with people and situations in my personal life."
Department of Revenue
"All of our county supervisors could benefit greatly from this training."
Sarasota County
"Gave me insight into the concepts of managing and helped me bring together things 1 know but had not
put in perspective."
"I only wish I'd taken this course ten years ago."
Palm Bay Police Department
Department of Insurance
"The program was challenging and rewarding. Each level provided me with new insight and new ideas."
State Attorney's Office
"The CPM program is an excellent cost effective approach to training supervisors and managers in
Florida government and I have personally found it to be very rewarding."
Department of Business Regulation
"Kept us involved at all times...GOOD JOB!"
"The more I participate in the CPM program the more enthusiastic I feel about it!"
Department of Transportation
Marion County
"A.great-program for all supervisory people!"
- _:-""" - ~ ....
"I found this to be the most interesting class I've had in my 20 years of state employment."
Department of Labor and Employment Security
City ofOcala
4
Florida Certified Public Manager Program
Purpose
To provide a comprehensive, systematic management development program that emphasizes
knowledge acquisition and skill development for public sector managers at all organizational
levels of state and local government in Florida.
Goals
The study of management indicates that certain skills, attitudes, and behaviors characterize
successful managers at all government levels. Modem management, in theory and practice.
reflects a relatively new belief that long-term productivity and effectiveness require careful
attention to human, fiscal, and technical resources.
The Certified Public Manager (CPM) Program, a widely recognized training and development
program for governmental managers and supervisors, guides public managers to incorporate
state-of-the-art theory (the academic side) into their management behaviors through practical
training (the applied side). The Florida Center For Public Management (FCPM), the National
CPM Consortium, and the Florida Society of Certified Public Managers work to professionalize
the practice of public management, in much the same way that other associations organize to
professionalize their occupations.
The goals of the Florida CPM program are to:
· strengthen organizational performance through improving the performance of Florida's
public managers;
· encourage the recognition of public management as a profession established upon an
underlying body of knowledge;
· set out a course of study by which such knowledge about self, groups, and organizations
can be acquired;
· foster and maintain high educational and ethical standards in the practice of public
management;
· assist state and local governments by establishing a more objective assessment for a public
. - -manager's professional knowledge and performance; and
- ~;.~
· provide enhanced professional recognition of management development attainment by
public managers.
5
Background
The CPM program began in Georgia and other states endorsed it as a model for training and
developing professional public managers. The format and curriculum developed by the
University of Georgia and Georgia state government became the prototype as interest in the
program expanded to other states. To maintain the original high standards and to monitor and
accredit CPM programs, state governments and universities adopted the curriculum and formed
the National CPM Consortium.
The Consortium has grown to include over 20 states and the federal government. Other nations
such as Canada, South Africa, and The U.S. Virgin Islands have also made inquiries. Of the 20+
states involved in the program, the majority (including Florida) are fully accredited. As the
Consortium has increased in size, the accreditation process has evolved to allow considerable
diversity in curriculum and program format.
The Florida State University created the Florida CPM Program in 1979. FCPM administers the
program and enrolls public managers from state, county, and municipal governments as well as
special districts and quasi-public organizations throughout Florida. Over 5,000 individuals have
participated in the Florida CPM program since its creation and over 4,000 individuals are
currently active. More than 700 participants have received their CPM designation, and over 750
individuals have received their Certificate in Supervisory Management (CSM), an intermediate
designation marking the halfway point in the CPM program.
Administration
The FCPM of The Florida State University sponsors the CPM program in Florida. FCPM offers
Government agencies the program through contract and open enrollment options. The open
enrollment option is available from FCPM and cooperatively through various Florida community
colleges. FCPM manages all record keeping,' examinations, project reviews, and training
deliveries.
Importance of Top-Level Organization Support. Support from an organization's top
management is critical to a participant's success in the CPM program. FCPM recommends that
participating agencies provide formal support and recognition for their managers enrolled in the
program. Such recognition reinforces each manager's commitment to completion and provides
encouragement for the application of program principles to management responsibilities. An
example of formal recognition might be "making completion of the CPM program a requirement
_ _,.lo.p .p.fomotion and to justify salary differentiation."
Make Program Expectations Known. FCPM encourages each organization to make and
distribute an explicit statement of what it expects of its participants. Clearly defined
organizational expectations maximize the mutual benefits of both the organization and the
individual. Clarification also enables FCPM to be more effective in meeting the needs of both the
organization and the organization's participants.
6
Time Requirements for Completion. The majority of participants complete the program in 24-
30 months. More suggestions to ensure successful completion of this program are provided in
the section entitled Orszanizational Traininsz Strateszies For CPM Success.
Eligibility Requirements. The Florida Center for Public Management does not have an entrance
examination requirement or specific eligibility requirements for participation in the CPM
Program. When considering an individual for the program, one should be aware of the
participant's abilities and aptitudes. Successful completion of the CPM courses and coursework
requires a high degree of conceptual ability, reading comprehension skills, and written and oral
communication skills.
Candidates for the CPM certificate typically hold a management or management staff position in
a Florida governmental organization. FCPM considers a management position one that requires
direction and supervision of more than one other employee. FCPM considers a management
staff position one that while not requiring direction and supervision of others, directly serves
management by providing high-level technical or professional expertise.
Attendance Requirements. FCPM trainers record attendance each day in all CPM training
classes. Participants who have or develop a scheduling conflict should consider registering for
the level at another time. A participant may miss one half day without being required to make up
the time in class. If a participant misses more than one half day, he or she must make up that in-
class portion. The participant is responsible for scheduling these makeups. To avoid additional
fees, the participant must schedule makeups within six months of the initial level. Participants
who do not complete their scheduled makeups must retake the entire level at their or their
organization's expense. Available registration-spaces in regularly scheduled levels limits makeup
opportunities. Regardless of time missed, the participant is responsible for completing all
homework assigned in class.
Course Substitution. It is difficult to meaningfully assess the quality and substance of training
or course work completed in other settings. More importantly, the CPM program is highly
interactive and explores management problems and solutions with one's colleagues; a critical
component of the CPM program not available in individual growth activities or programs.
Therefore, FCPM offers no course substitution or exemption through testing.
Outside Requirements. FCPM is responsible for providing instructional guidelines for
completing the three reading applications and the three applied projects. FCPM is also
responsible for providing all test instruments covering the in-class portion of the program. The
organization or participant is responsible for purchasing the books for the 3 required readings and
all supplies or materials required to complete the applied projects, reading applications, and
applied tests.
. - ~ .-. -.-
- -'For further discussion of promoting successful completion of this program, see Organizational
Trainine Strategies For CPM Success.
7
Curriculum
Overview
Within a framework established by the National CPM Consortium. each state in the Consortium
offers a version of the program tailored to meet the special needs of its public managers. The
Florida program consists of classroom instruction, required readings, examinations. and work
related projects. The classroom instruction series, known as The Florida Certified Public
Manager Program consists of eight four-day training sessions. Each course is a Level; thus, the
series consists of Levels I through Vill. The readings supplement the course content; the
examinations assess the individual's understanding of the course content; and the projects
demonstrate application of course content in the work setting.
Levels I through IV, required for CSM, focus on the management of human resources and
potentially increase a public manager's individual, group, and organizational supervisory skills.
Levels V through vm, required for CPM, improve a manager's understanding of complex
organizations, large systems, and policy formation.
Direction For CPM Curriculum
Staff and trainers of FCPM periodically revise the program content in an effort to deliver a state-
of-the-art managerial training and development program. FCPM strives to incorporate the most
updated information and theory into the CPM curriculum while maintaining the fundamentals on
which our participants will build a strong foundation of theory and application. FCPM solicits
information from our participants, trainers, 'consultants, and staff concerning new trends and
developments in management practice from a wide range of sources. The assumptions currently
guiding revision are defmed in these five areas;
Driving Forces ........... The changes that we see taking place in society and impacts these
changes are having on organizational form and leadership practices.
Vision......................... Our vision of the ideal outcomes of a management curriculum on
both individuals and their organization.
Values ........................ The values, principles, or virtues of leadership that a modem
curriculum is organized to fulfill. These values are central to the
curriculum structure and topics.
Methods ..................... The methods used in developing curriculum values and topics.
Goals and Topics ....... The explicit goals and topics of the curriculum.
If Y9ubave any suggestions or concerns about the program and wish to share them with us.
- -'l'lease call the program office at (850) 644-6460 or SUNCOM: 284-6460.
Participants must be aware that course requirements are subject to change and FCPM makes a
good faith effort to infonn participants of changes in program policy and content as these
changes go into effect. Participants are responsible for keeping up with these changes. Setting up
an individual completion plan for CPM program requirements, practicing good study habits. and
completing program requirements timely are the best ways to avoid being caught between
curriculum changes.
8
Course Descriptions
The following is a brief description of each CPM level. The specific content of each may vary
with the needs of the participants.
LEVEL I: Management of Individual Performance
This four-day management development course introduces concepts and techniques of
modem management as they apply in the governmental setting. Level I emphasizes
goal-setting as essential in developing and maintaining a motivated and productive
work climate. The Level I course describes and illustrates modern management
attitudes, practices, and techniques and focuses on manager employee relationships.
Topics: Managers as Learners, Personal Styles, Leadership, Delegation, Motivation,
Goal-Setting, Performance Feedback, and Coaching and Counseling.
LEVEL II: Management of Group Performance
Level II is a four-day management development course designed to introduce
concepts and techniques involving the development and maintenance of cohesive and
productive work groups. It emphasizes the dynamics of manager -- work group
interaction.
Topics: Personal Styles In Groups, Problem-Solving and Decision-Making,
Managing of Organizational Conflict, False Consensus, Group Leadership, Group
Dynamics, Teams, and Work Process Improvement.
LEVEL III: Management of Organizational Performance
Level III is a four-day management development course designed to introduce
fundamental issues in the relationship between individuals and the organization. It
reviews individual and organizational productivity, covers some measurements for
productivity, and suggests ways for productivity evaluation.
Topics: Productivity and Public Management, Program Evaluation and Management
Review, Organizational Communication, Sterling, and Project Management.
LEVEL IV: Managing Organizational Effectiveness
The Level IV four-day management development course provides managers the
opportunity to study the management functions of planning, implementing, and
evaluating.
Topics: Power and Influence in Organizations, Ethics and the Responsible use of
Power in the Organization, Integrating the Individual and the Organization. and
Organizational Change.
-_:-.,...
LEVEL V: Social Change And Its Impact On Public Management
The Level V four-day management development course examines changes in society-
at-large and their probable impact on public organizations and managers. It reviews
the most successful contemporary management practices, analyzes significant
administrative theory, and reviews contemporary research.
9
Topics: Social Change and Impacts on Public Management. Planning and Budgeting
in Public Organizations, Organizational Design, and Organizational Dynamics.
LEVEL VI: A Systems Focus
This four-day management development course focuses on the systems approach to
management. The trainer introduces basic systems theory and exposes the manager to
hands-on experience with familiar and unfamiliar systems. The manager will
examine two applications of the systems approach: behavior modification as a way of
looking at individual change and organizational development as a way of looking at
organizational change.
Topics: The Systems Approach, Systems Analysis and Modeling, and Systems
Applications: Behavior Modification and Organizational Development.
LEVEL VII: Policy Perspectives
Level VII is a four-day management development course presented in seminar format.
It examines how public organizations make policy, giving special attention to
presenting policy arguments and developing the skills of reasoned argument.
Managers will have an opportunity to present a policy argument with critique.
LEVEL VIII: Contemporary Issues In Public Management
Level vm is a three to four-day management development seminar. Guest speakers
present seminars on contemporary issues affecting public management and
government in general. Level VIII is presented for participants who have completed
all other program requirements. It is also open to all current participants. regardless
of stage of completion of program, and past graduates of our program. Registration
for Level vm includes the closing banquet and public graduation ceremony.
Readings
The CPM candidate is responsible for reading three books identified in Phase Two: The Certified
Public Manaf!er Desirmation listed under Certification. Participants discuss each of the readings
during the appropriate sessions ofCPM course work, and complete required reading applications.
The outside reading requirements have four purposes: (1) to complement and enrich the
concepts of the CPM course work; (2) to introduce the candidate to some of the best management
literature; (3) to encourage the candidate in a habit of independent management development
extending beyond the CPM program; and (4) to provide a format for participants to apply the
skills and knowledge acquired from the readings to an actual workplace environment.
_.-. ....-
- "'Proj ects
A common concern of program participants, sponsoring organizations, and the CPM program
staff is the relevance of instruction to the workplace. The CPM program responds to this concern
in a systematic way by incorporating into the program requirements three projects which extend
concepts learned in the classroom into the participant's work environment. Completion of these
projects demonstrates a candidate's ability to apply new knowledge and techniques in his or her
own organization. Descriptions of the three required projects are as follows:
10
Project 1: "Is Productivity More Than a Slogan in Your Organization?"
Project 1 is an individual or a small group (from one organization) project.
Candidates identify key areas of management in their own organizations and how
those key areas impact upon productivity.
Project 2: "Is Your Unit Ready for a Performance Audit?"
Project 2 deals with those aspects of unit management normally examined in a typical
performance audit or management review. This individual participant project assists
in determining if your unit is ready for a management review.
Project 3: "Shaping Your Executive Growth: Past, Present, and Future"
Project 3 provides an opportunity for each candidate to assess and plan herlhis growth
as an executive. It also is an opportunity to assess the CPM program as a part of that
assessment and planning. Because this project is personal and philosophical in
nature, the guidelines are more general than those for the fIrst two projects.
At the appropriate points in the program, candidates will receive written Project Guidelines
setting out the specific requirements of each project. Each project should be typewritten, with
illustrations and charts (if used) neatly drawn and additional exhibits neat and legible. Any
standard style manual or reference manual for report formats will be acceptable. Submit one
original copy of each completed project to the Registrar of the FCPM program. FCPM
recommends that participants send projects via U.S. mail "Certified -- Return Receipt Requested"
to confirm receipt by the CPM program office and to establish an audit trail should they become
lost in the mail.
CPM program staff evaluate all Projects. Program staff evaluate projects on the quality and
completeness of the work, relevance to the candidate's job, and conformity to the project
guidelines. FCPM notifies all candidates, by mail, of the acceptability of a project within sixty
days of its receipt. Formal notification will include a description of project deficiencies if a
project is unacceptable.
All projects become the property of the CPM program office and are not returned to the
candidate; therefore, candidates should keep a copy of their projects. A project is confidential
and FCPM only discusses it with the candidate who submits it. FCPM recommends not
including actual names of individuals in the work environment, other than that of the candidate.
Examinations
FCPM administers examinations to evaluate the candidate's level of understanding of the content
of the CPM courses. The exams covering Levels I-IV and Levels v-vn are comprehensive
- _,_2pen~b()Ok exams. FCPM requires no test for Level vm, as it follows a seminar format.
FCPM allows a candidate three attempts to pass course examinations. If unsuccessful on the
third attempt, the candidate must repeat the appropriate course work before re-taking the exam.
FCPM program staff, or approved staff members of a sponsoring organization, administer and
distribute examinations. Examination papers are the property of the CPM program and will not
be returned to the candidate. FCPM recommends that completed examinations be returned to
FCPM via U. S. Mail, "Certified -- Return Receipt Requested."
11
FCPM assesses and mails a printed report of exam results to candidates within sixty days of
receipt. FCPM records and reports test to the candidate only as "pass" or "requires additional
work." Exam results, sent to participants who do not meet the requirements, will contain
information as to the number of questions missed and/or modules needing review before
attempting to retake the exam. If the examination is deficient, those portions identified by the
grader as inadequate on the previous attempt must be retaken.
Results of examinations, reading applications, and project evaluations are privileged infonnation.
FCPM will not report exam results to the candidate's sponsoring organization unless the
candidate has given prior written consent to such notification. On a quarterly basis, FCPM
provides sponsoring agencies with printouts reporting completed coursework, but will not reflect
unsuccessful attempts. Community colleges may ask participants to sign a waiver permitting
reporting of exam scores to the CPM training coordinator at the college, in addition to sending
reports directly to the participants.
Exam Reviews. Trainers incorporate reviews into training sessions each day, with an overall
review on the last day. Thus, additional review sessions should not be necessary subsequent to
taking an exam. We regret that schedules do not permit us to conduct special exam reviews.
FCPM encourages participants to form study groups to prepare for exams if they so desire. Local
chapters of the Florida Society of Certified Public Managers also provide mentors for program
participants who wish to get advice from individuals who have completed the CPM program.
.'
- -;...- ~ ~ ....
12
Certification
The Florida Center for Public Management recommends that participants follow the curriculum
in the recommended sequence if they intend to complete the CPM program. Each subsequent
level of the program builds upon the theories and learning experiences of preceding levels and
assignments.
The following table provides the requirements and recommended sequence for the Certificate in
Supervisory Management (CSM) and Certificate in Public Management (CPM) designations.
This Certified Public Managers Program consists of eight levels of training (each level is four
training days each) with accompanying reading, project, and exam requirements.
Level I
Reading 1
Level II
Readin 2
Level III
Pro.ect 1
Level IV
Exam
Level V
Pro "ect 2
Level VI
Readin 3
Pr()"ec~
Level VII
Exam
Level VIII
Certified Public Manager Program
Certified Public Manager Pro : Mana ement Of Individual Perfonnance
Carr, Littman, and Condon, Improvement Driven Government: Public Service for
the 21st Centu or Encoura in the Heart - A lication
Certified Public Manager Pro : Mana ement Of Grou Perfonnance
Scholtes. The Team Handbook - A lication
Certified Public Manager Pro : Mana ement Of Or anizational Performance
"Is Productivi More Than a Slo an In Your Or anization?"
Certified Public Manager Pro : Mana in Or anizational Effectiveness
Com rehensive 0 en-Book Exam on Levels I - IV
Certificate in SUfJerv;sorv Manaeement Awarded
Certified Public Manager Program: Social Change And Its Impact On Public
Mana ement
"Is Your Unit Readv for a Perfonnance Audit?"
Certified Public Manager Pro
Osborne and Gaebler, Reinventin Government - A lication
"Sha in Your Executive Growth: Past. Present, Future"
Certified Public Manager Pro : Polic Pers ectives
Com rehensive 0 en-Book Exam on Levels V-VII
Certified Public Manager Proeram: Contem 0 Issues In Public Management
Certified Public Manaeer Desienation Awarded
13
....,...,.~,.,'~~
Additionally, the certification track may be viewed as two separate phases as follows:
Phase One: The Certificate In Supervisory Management
The Florida CPM program awards a Certificate in Supervisory Management (CSM). an
interim designation which recognizes partial completion of the CPM program and
mastery offundamental management concepts and techniques. FCPM awards the CSM
to candidates who:
1. Course work. Attend Levels I, II, III and IV of the Certified Public Manager
course series.
2. Readings. Read the first two required readings and pass the applications on those
readings.
3. Exams. Pass the comprehensive open-book exam on those levels.
4. Projects. Successfully complete the first work related project.
.'
- -:..... ~ . ....
Phase Two: The Certified Public Manager Designation
FCPM awards the CPM certificate to candidates upon the completion of the following
requirements:
1. Course work. Attend CPM Levels I through VIII.
2. Readings. The completion of three required readings complement and enrich the
concepts introduced in the classroom. The program fees do not cover the cost of
these books. It is the responsibility of the participant to obtain these books which
are available in many bookstores;'
· Reading 1: Carr, Littman, and Condon, Improvement Driven Government:
Public Servicefor the 21st Century or Encouraging the Heart
· Reading 2: Scholtes, The Team Handbook
· Reading 3: Osborne and Gaebler, Reinventing Government
3. Exams. Written exams over the levels (except Level VIII) and application
assignments follow the readings to evaluate and strengthen the candidate's
understanding of the content of the classroom and the outside reading materials.
FCPM records and reports scores only as "pass" or "resubmit" and pass represents
the ability to correctly answer 70% of questions asked on an exam. The reading
applications require a participant to report in writing the results of a completed
application of the concepts presented in the readings within their workplace.
4. Projects. FCPM requires the participant to complete three work related projects
to demonstrate the transfer of public management concepts to their workplace.
.Project 1: "Is Productivity More Than a Slogan in Your Organization?"
.Project 2: "Is Your Unit Ready for a Performance Audit?"
.Project 3: "Shaping Your Executive Growth: Past, Present and Future"
14
Benefits
CPM: What are ideal outcomes for the organization?
A Learning Organization Is One
that through clear vision, values, and mission fosters a sense of ownership and purpose,
that selects the best possible people and through trust and training helps these people
realize their full potential,
that encourages growth and development,
of interlocking teams which encourage responsible power sharing and participation by all
members of the organization,
that fosters teamwork by encouraging cooperation and awareness of individual strengths.
that encourages reasonable risk taking within a context of clear organizational goals.
that maintains a climate of infonnality, openness, and trust rooted in a respect for the
uniqueness of the individual.
that delegates decision making to the lowest possible level giving its people reasonable
autonomy and expecting accountability in return,
that through enthusiastic leadership and high standards challenges people to be excellent.
that provides opportunities for intrinsic motivation: involvement with others, control over
one's own work, and the ability to affect the direction of the organization,
that develops pride in perfonnance by expressing clear expectations and then recognizing
and reinforcing achievements by "catching people doing something right", and
that creates a sense of involvement and commitment through intense communications.
_telling people what they want to know as well as what they need to know
- ~:...... .
15
.c"",~",_,",
CPM: What are ideal outcomes for the individual?
A Reflective Practitioner Is A Person
able to put knowledge into action: a flexible thinker capable of inductive and deductive
reasoning; critical and creative thinking,
able to engage in and facilitate organizationalleaming; willing to take the initiative and
find new ways of doing things,
committed to the development of the work group, teamwork, and team building,
able to question the assumptions of the larger organization and suggest alternatives for
organizational action in a data driven, fact based manner: e.g., leadership styles,
organizational designs,
centered in self: aware of personal style and at the same time aware of the strengths and
styles of others and willing to work to integrate their interests and abilities with
organizational purposes,
committed to their own and to helping with other's personal growth and development.
committed to improve organizational quality of work life and ensure the organization's
impact on the quality of life in our society,
tolerant of ambiguity, complexity, and uncertainty and as a result capable of anticipating
and shaping change in organization,
who encourages the involvement of others and continually tries to improve his or her
interpersonal communication skills,
who is primarily motivated by intrinsic rewards; whether they are the nature of the job,
achievement, opportunities to show initiative or affiliation with a productive team,
continuing their lifelong learning, able to anticipate and plan for multiple career paths.
and
- .;-..... - '. .-
aware of societal trends and willing to examine the resulting organizational issues: the
role of technology in organizations, the increasing diversity of the workforce, the
development of professional public management.
16
Financial Arrangements
Contracting Organization Option
FCPM offers a contracting organization option that includes the arrangement of the meeting site.
the scheduling of the trainer, and the provision of all in-class program materials for each level of
the program. The contracting organization option price for each level is $5,050. This represents
$202 per person for four days of training. This cost breaks down to $50.50 per participant per
day.
Note: The FCPM contract cost fonnula (billed at a fixed price of $5,050 per level) covers costs
for up to 25 participants and lliU $50.50 per participant per day. For more than 25 participants,
we charge $202 per person. Additional note: to enhance participant learning and curriculum
design, we do not enroll more than 30 participants in any level.
Note: The organization pays for the travel expenses of a trainer when a program delivery is
outside Tallahassee. These expenses include, but are not limited to the following:
transportation, parking, lodging, and daily meal per diem. Also, the participant or organization
pays for his or her travel expenses related to out of Tallahassee programs and for books
associated with outside readings.
Open Enrollment Option
The Florida Center for Public Management offers open enrollment courses around the state. The
open enrollment option is not a substitute for c'~.ntracting a systematic management development
program. Its purpose is two-fold:
I. To help individuals obtain the CPM certification by offering levels of training not
currently offered by their contracting organization.
2. To help individuals obtain the CPM designation who work for an organization that has
not contracted for the CPM program.
The open enrollment charge per participant is $85 per day or $340 per level. Note: The price of
open enrollment is nearly 32% more than the price of contracting. Again, we encourage
contracting CPM training as a management development program and not just a means for
certification.
Frequently, an organization will contract for one of our programs and will release a few seats for
us to offer as open enrollment seats. Seats released from contracted programs are available to
individuals on a fust-come first-served basis for a cost of $340 per person. Individuals interested
in Qpeo.enrollment opportunities should contact the CPM Programs Coordinator, at (850) 644-
- "0460'- or SUNCOM 284-6460 to add their name to the waiting list for these programs. FCPM
contacts individuals on the waiting after the release of these seats approximately 10 working days
prior to course delivery~
CPM open enrollment classes are also currently offered at Edison Community College (941)
489-9226, Manatee Community College (941) 755-1511 extension 4246, and Valencia
Community College (407) 299-5000 Extension 3112. Please contact these institutions directly
for scheduling and program cost information.
17
--'....~T"':"
Organizational Training Strategies For CPM Success
Choose the Right Participants:
· Identify those employees currently holding a management staff position in the
Organization.
· Identify those non-managerial employees with management potential. who are seeking
future management positions and the opportunity for management development.
· Identify those employees with a high degree of conceptual ability, reading
comprehension, and written and oral communication capabilities.
Helpful Organizational Initiatives:
· Schedule and notify employees in advance so that they may adequately prepare for the
program.
· Provide an orientation program or written information prior to Level I to inform the
participants of organizational expectations and program requirements.
· Promotional Opportunities: Use an applicant bank of CPM candidates as a resource in
promotional appointments.
· Performance Appraisals: Recognize"CPM training, development, and the
implementation of management skills and knowledge in employee performance
appraisals.
· Work to enroll two companion groups of25-30 participants to help leverage
organization performance improvements.
· Formal Recognition: Formally recognize Certified Public Managers through avenues
such as appointments to special projects, appointments to leadership conferences.
award ceremonies, and other forums.
· Application to Organizational Issues: Utilize CPM projects to address management
issues and improve organizational operations, thus encouraging participants to
enhance their management skills through the completion of CPM projects applied to
organizational performance.
..-
- _:~"'" - . .-
· Team LeaderlFaciIitator Role: Chose CPM participants to serve as team leaders or
facilitators on TQM work process improvement teams, cross-functional teams. and/or
self-managed teams.
· Lump-Sum Bonus Payments: Pay one-time, lump-sum bonus payments to permanent
employees receiving the professional designation of Certified Public Managers for
achievement and self-development.
18
Support the Participant:
· Formally support and recognize managers enrolled in the program.
· Provide enhanced professional recognition of management development attainment by
Organization managers.
· Encourage the recognition of public management as an established profession.
· Support the participation of Certified Public Managers in the Florida Society of
Certified Public Management.
· Assess the commitment of the identified managers to the role, responsibilities, and
development requirements of a management position.
· Understand that managers will have to balance their workload during training.
· Experiential Leaming: True learning occurs when candidates put into practice what
they have learned in class. Encourage the transfer of skills and knowledge to the
workplace.
· Mentoring Program: Develop a mentoring program of past CPM graduates to provide
leadership and guidance to current participants (Ex. study groups).
Professional Affiliation
Individuals who have earned the CPM designation are eligible for membership in the Florida
Society of Certified Public Managers, as well as the American Academy of Certified Public
Managers, which are, respectively, statewide and nationwide professional associations of public
sector managers. The objectives of these organizations are to
· Link Certified Public Managers;
· Encourage the acceptance of management in government as a profession established
upon an underlying body of knowledge;
· Promote high professional, educational, and ethical standards in public management;
· Improve communication, cooperation, and coordination among public entities;
· Foster leadership through example and innovation; and
· Facilitate positive changes which enhance the delivery of public services.
The Florida Society provides opportunities for members to become involved in additional
- .,ebntinwng education and leadership activities of the Florida CPM program. The American
Academy offers an annual Professional Development Symposium which is also an excellent
opportunity for members to interact with members and CPM program administrators from other
states.
19
'''..,......"",....
Florida Certified Public Manager Of The Year Award
The Florida Society for Certified Public Managers annually presents "The Florida Certified
Public Manager Of The Year Award" to an outstanding Certified Public Manager. The Society
accepts nominations from its members and in turn circulates ballots reflecting the qualified
individuals nominated. The Society awards the individual receiving a majority vote at an annual
Society award banquet. The winner becomes the State of Florida's nominee for the prestigious
"Henning Award," awarded annually by the American Academy of Certified Public Managers.
Continuing Professional Education
The Florida State Board of Accountancy authorizes the issuance of Continuing Professional
Education (CPE) credits. Pending the board's approval, the courses in our program qualify for
behavioral category CPE credit for Florida CP As. Written proof of attendance will be supplied
upon request.
College Credit
The Askew School of Public Administration and Policy at The Florida State University will
award undergraduate or graduate credit to eligible participants for completion of the CSM and
CPM requirements. Three credit hours are available for completing the CSM and an additional
three credit hours for the CPM. .'
Participants who wish to receive credit must contact the Florida State Center for Professional
Development and Public Service at (850) 644-7571. Please note that the participant must request
College Credit within the academic semester of completion of the CSM and/or CPM. The
participant pays all fees related to obtaining these credits.
. . .... .
Contact Information
For additional information about the Florida CPM program please contact:
-_.-. ..-
CPM Program Administrator
Florida Center for Public Management
Florida State University
102 HMB
Tallahassee, FL 32306-2821
'.-
--~;.... - . .-
Telephone: (850) 644-6460 SUNCOM: 284-6460
20
Page I of I
From: Theresa Harrell <tharrell@mailer.fsu.edu>
To: 'mcspc@mail.state.fl.us' <mcspc@mail.state.fJ.us>
Cc: 'malltura@fJakeysol.com' <malltura@fJakeysol.com>
Date: Monday, January 29, 2001 4:57 PM
Subject: Certified Public Manager Program
Hey Jim,
It was good talking with you today about bringing the CPM program down to Monroe
County. I have attached a sample contract and some information on the program. Let me
know if you need anything further.
Theresa Harrell
Program Coordinator
.-. ..-
.,
- -~.~ ~ . ...
1/29/200 I
.-.,.......-~.--
SAMPLE CONTRACT
LETTEROFAGREE~NT
January 29, 2001
This Letter of Agreement between Monroe County (hereinafter referred to as "MC"), and Florida
State University, for and on behalf of the Florida Board of Regents, a public corporation of the
State of Florida through the Florida Center for Public Management (hereinafter referred to as
CONTRACTOR), a unit of Florida State University, defines the professional services to be
provided by CONTRACTOR to MC and the conditions under which services will be provided.
This agreement covers the period beginning date, and ending date, unless amended in writing by
both CONTRACTOR and MC.
I. SCOPE OF WORK
A. CONTRACTOR Agrees:
1. To provide one four-day presentation of Level I of the Certified Public
Mamuzer course series in Monroe County on date of program.
2. To provide one four-day presentation of Level II of the Certified Public
Manaller course series in Monroe County on date of program.
3. To provide all participant materials including films, notebooks,
copyrighted test instruments, and handouts for a maximum of thirty (30)
participants for each course presentation.
B. MC Agrees:
1.
To pay Contractor $5050 plus travel expenses for the delivered course in
the Scope of Work Statement I.A.! and LA.2. The $5050 fee is for up to
twenty-five (25) participants. MC will pay an additional $202 per person
over twenty-five (25), but not to exceed thirty (30) for the delivered
course.
-'~' ..-
- _:~..... _... .-
2. To be invoiced for $5050 plus travel expenses, plus $202 for any
participants over twenty-five (25) at the conclusion of the delivered course
in the Scope of Work Statement LA.I and LA.2.
,..".~~...
3. To select participants and provide CONTRACTOR with a roster ten (10)
working days prior to the course presentation.
4. To provide facility space agreeable to both FCPM and Me on the days of
the course presentation.
5. To provide all audio-visual equipment necessary for the delivery of the
course presentation.
6. To provide for coffee breaks on the days of the course presentation.
II. ADDITIONAL CONDITIONS
A. This agreement can be terminated by either party upon 30 day written notice to the
other party. In the event of termination the contractor shall be reimbursed for all
cost incurred and irrevocable commitments made.
B. If the signed Letter of Agreement is not returned at least twenty (20) working days
prior to the first delivery date, the presentationes) is subject to rescheduling.
If you are in agreement with the nature and extent of the services outlined in this Letter of
Agreement, please sign below, indicate to whoIll the invoice should be sent.
FLORIDA STATE UNIVERSITY
MONROE COUNTY
By:
By:
Name:
Name:
Title:
Title:
Date:
Date:
FEll # 59-1961248
n.-' ..,._
."
- _:~..... - , ....
Page 2 of 2
INVOICE
Please make payment to:
THE FLORIDA STATE UNIVERSITY
Sponsored Research Accounting Services ~ECfJ
225 University Center, Bldg. C, Suite 4400 u r:.J~JlJ 9[(11""('1
Tallahassee, Florida 32306-2662 ...iJJ u
(850) 645-7283
Payment Reference No.
3450-787-40 (011010)
Invoice No. 1
AGENCY NAME AND ADDRESS:
Monroe County Board of County Commisioners
Atm: Sheila Barker
5100 College Road
Key West. Florida 33040
PROJECT TITLE AND NUMBER:
Certified Public Manager
PERIOD
PROJECT PERIOD:
5/1101-5/31/01
DESCRIPTION
Payment request is in accordance with the above
referenced contract between the Florida State
University and the Monroe County Board of County
Commisioners, under the direction of J. R. Anderson
principal investigator.
PROJEcr AMOUNT:
$ 5,050.00
AMOUNT
May 22-25, 2001
Cer1lfted Public Manager Program Levell
Program No. 208801
No. of Partldpants .. 26
Boward Rasmussen (trainer) Travel Expenses
$
5,050.00
$
$
202.00
1,194.58
. REMARKS:
o an Interim BUling
This is
Invoiced to Date:
Less Payments Received:
Less Invoices Unpaid:
This Invoice:
$
6,446.58
(i) a Fmal Billing
Please address all questions to:
Christina Espinosa (850) 644-9674
__~ es -lriofa<iPadmin.fsu.edu
CERTIFICATION: "I certify, to the best of my knowledge. that payment requested is for
appropriate purposes and in accordance with the agreements set forth
in the Iication and award documents."
SIGNATURE:
StS,446.5S
TYPED NAME & TI1l..E: .
Jim Bookout
Director, SRAS
DATE:
6
PLEASE RETURN COPY OF INVOICE WITH PAYMENT.
FOR OFFICE USE ONLY:
DOC. # LINE #
DEBTOR
BY DATE
fPINV (4196)