Federal leadership development programs — by GS level, for 2026.

Federal leadership development is funded primarily through agency training authorities under the Government Employees Training Act (5 U.S.C. Chapter 41), covered in Training Rights & GETA. Most of the programs in this article are agency-funded for qualifying participants — some require the employee to secure agency sponsorship, some are centrally funded through OPM or other governmentwide sources, and some are fee-based programs that participants must arrange agency funding for. Program availability, selection processes, and costs vary by program and year.

This article is organized by the typical GS level range where each program fits, from entry-level through pre-executive. For the specific pathway into the Senior Executive Service through SESCDP, see SES Candidate Development Programs. For the broader SES framework, see The SES Track. For preparation for the QRB specifically, see Writing ECQs That Pass the QRB.

Section I The federal leadership development map

The FedLDP catalog

OPM maintains a searchable catalog of federal leadership development programs at opm.gov/policy-data-oversight/training-and-development/federal-leadership-development-programs. Federal employees can search by agency, pay level (GS grade or equivalent), keywords, and target audience scope. The catalog is populated by agencies that voluntarily list their programs — it is not exhaustive, but provides a strong starting point for agency-specific options. New users should start with their own agency's offerings filtered by their current pay level.

Types of programs

Federal leadership development programs fall into several categories:

• Pathways-based programs — structured entry-level programs under the Pathways umbrella (Internship, Recent Graduates)
• Agency internal programs — leadership programs operated by individual agencies for their own employees
• Governmentwide OPM programs — FEI programs, OPM Center for Leadership Development offerings, governmentwide certificate programs
• University-based programs — Harvard Kennedy School Executive Education, Brookings Executive Education, Georgetown, UVA, and others designated as part of OPM's Executive Development Community
• Interagency fellowships — White House Leadership Development Program, White House Fellows, specific interagency programs
• Military professional military education — war colleges and senior service schools open to civilian participants (typically DoD-funded)
• Formal degree programs — Executive MBA, MPA, and similar graduate programs that can be funded under training authority when tied to position

Funding pathways

Most federal leadership development is agency-funded through training appropriations. Fee-based programs (Harvard, Brookings, some FEI offerings) typically require explicit agency sponsorship and approval. Some programs (WHLDP, SES CDPs) are centrally funded or require agency cost-sharing. Programs above specific cost thresholds ($5,000+ is common, 80+ training hours is the regulatory trigger under 5 CFR 410) typically require a Continued Service Agreement obligating the employee to remain in federal service for a defined period after training. See CSA mechanics for the framework.

Section II Entry level (GS-5 to GS-11)

Pathways Internship Program

• Eligibility: Current students in qualifying educational programs (high school through graduate)
• Structure: Paid internship during or adjacent to enrollment; can be temporary or indefinite appointment
• Typical pay: GS-1 through GS-7 depending on education level
• Conversion: 180-day conversion window (updated 2025; previously 120 days) to convert to permanent employment upon graduation and satisfactory completion
• Recent updates: Individuals without traditional degrees may qualify if they completed approved career/technical education programs (Registered Apprenticeships, AmeriCorps, Peace Corps)

Pathways Recent Graduates Program

• Eligibility: Recent graduates who have completed a qualifying associates, bachelors, masters, professional, doctorate, vocational, or technical degree/certificate within the previous two years (six years for veterans with military service obligations)
• Structure: One-year developmental program with the potential to lead to permanent employment
• Typical pay: GS-7 through GS-11 (2025 update increased the maximum from GS-9 to GS-11, an increase of approximately $10,000 annually)
• Requirements: Individual Development Plan; mentor; at least 40 hours of formal interactive training; signed Pathways Participant Agreement
• Conversion: 180-day conversion window to permanent employment upon satisfactory completion

Presidential Management Fellows Program — DISCONTINUED

The Presidential Management Fellows (PMF) Program was discontinued by Executive Order 14217 in February 2025 as part of the "Commencing the Reduction of the Federal Bureaucracy" order. The final PMF cohort concluded in 2025, and no new applications are being accepted. For nearly 45 years, PMF had served as the flagship federal leadership program for advanced degree holders, appointing fellows at GS-9 through GS-12. Federal graduate-degree holders seeking leadership entry to federal service now primarily pursue direct competitive hire, Pathways Recent Graduates, or agency-specific fellowship programs.

Agency-specific early-career programs

Many federal agencies operate their own entry-level leadership programs under various names. These typically involve structured rotations, formal training, and mentoring. Examples include (subject to change based on agency policies):

• Department of Defense Civilian Leadership Development programs (various across DoD components)
• State Department Junior Officer and Civil Service programs
• Treasury Entry-Level Management Development Program
• Intelligence community career training programs
• NASA Pathways and early-career leadership
• Federal Reserve Bank leadership development programs

Search OPM's FedLDP catalog filtered by your agency and pay level for current offerings.

Section III Early career (GS-9 to GS-12)

Early-career federal leadership development focuses on transition from individual contributor to first-level supervisor, and building foundational management competencies. Programs at this stage are primarily agency-specific — most major departments operate early supervisor training.

Supervisor development under 5 CFR 412.202

Under 5 CFR 412.202 (covered in Training Rights & GETA), agencies must provide supervisory training to new supervisors within one year of appointment, refresh every three years, and ensure supervisors continually develop. This is a floor requirement — agencies can and often do provide substantially more. For GS-11/12 employees newly promoted to supervisory roles, the initial supervisor development course is generally funded and mandatory.

Common early-career programs

• First-Line Supervisor Programs — offered by every major agency; typically 40-80 hours of training over several months; mandatory under 5 CFR 412.202
• Aspiring Leaders Programs — agency-specific programs for GS-11/12 employees identifying as potential future supervisors
• OPM CLD Leadership Essentials — foundational leadership skills offerings through OPM's Center for Leadership Development
• Graduate School USA (formerly USDA Graduate School) — independent educational institution offering federal training courses in management, communication, and leadership
• Commercial leadership programs — Dale Carnegie, Franklin Covey, and similar providers; typically shorter-format skills training funded under agency training authority

Section IV Mid-career (GS-11 to GS-13)

Mid-career leadership development focuses on moving from first-level to mid-level management, building cross-functional and cross-organizational leadership, and positioning for senior staff roles.

Agency Emerging Leaders Programs

Most major federal departments operate Emerging Leaders or Management Excellence programs for GS-11 through GS-13 employees. Typical structure: 9-12 months; includes formal training, cross-component details or rotations, mentoring from senior managers, cohort-based peer learning, and capstone projects. Examples include (subject to agency policy):

• Department of Treasury Emerging Leaders Program
• Department of Homeland Security Emerging Leaders Program
• VA Leadership Development Program
• DoD Civilian Leadership Development Program
• NASA Mid-Career Leadership Program
• Department of Justice Leadership Excellence Award Program

OPM Management Development Seminars

OPM's Center for Leadership Development offers Management Development Seminars — shorter-format programs targeting specific management competencies. These are fee-based and open to federal managers across agencies. Topics typically include performance management, strategic thinking, financial management for managers, and cross-organizational leadership.

Brookings Institution executive education

The Brookings Institution offers fee-based executive education programs including federal-focused courses on public management, policy analysis, and federal leadership. Brookings programs are generally open to federal employees at various levels with agency funding.

Center for Creative Leadership

CCL is a non-profit educational institution providing leadership development programs. CCL's Leadership Development Program (LDP) is a week-long residential program commonly funded for federal managers at the GS-13/14 level transitioning to more senior roles. It is fee-based and agency-funded.

Section V Senior staff (GS-13 to GS-14)

Senior staff leadership development focuses on strategic thinking, enterprise-level perspective, and preparation for pre-executive and executive roles. Programs at this stage begin to emphasize the Executive Core Qualifications.

Harvard Kennedy School Senior Executive Fellows (SEF)

• Target audience: GS-14 and GS-15 federal employees and military counterparts
• Format: Four-week immersive program on Harvard's Cambridge campus
• Cohort composition: Typically 70-80% U.S. federal government and military; remaining participants from corporate sector, international, nonprofit, multilateral, and state/local government
• Curriculum: Cooperative vs. competitive interactions with government agencies, political appointees, and media; strategic problem-solving; coalition-building; incorporates OPM's ECQs
• Fee: Tuition includes housing, curricular materials, and most meals (fee-based; agency-funded)
• Designation: Part of OPM's Executive Development Community; aligns with ECQs (does not constitute OPM certification)

Harvard Kennedy School Executive Leaders and Government (formerly Senior Managers in Government)

• Target audience: Senior executives from around the world — federal, state, local, corporate, nonprofit
• Format: Two-week on-campus program
• Curriculum: Practical leadership tools and cross-sector strategies; public policy; economics; technology; law
• Fee: Fee-based; agency-funded
• Name change: Formerly known as Senior Managers in Government

Senior Executive Fellows at other universities

Several other universities operate federal executive fellowship programs, including Maxwell School at Syracuse University, Princeton Woodrow Wilson School, George Washington University's Center for Excellence in Public Leadership, and programs at the University of Virginia. These are typically fee-based and vary in structure from weekend intensives to month-long residential programs.

Federal Executive Fellowship Programs

Brookings Federal Executive Fellowship and similar one-year fellowship programs provide senior federal employees with year-long detail assignments at research institutions or think tanks. Highly selective; typically for GS-14/15 employees seeking broader policy perspective.

Section VI Pre-executive (GS-14 to GS-15)

Pre-executive development directly prepares candidates for the Senior Executive Service. Programs at this stage are explicitly tied to ECQ development and often serve as preparation for QRB certification — either through SESCDP participation or through direct competitive SES application.

FEI Leadership for a Democratic Society (LDS)

• Operator: Federal Executive Institute, OPM's Center for Leadership Development, Charlottesville, VA
• History: Founded 1968; celebrated 50th anniversary in 2018
• Target audience: Senior career federal executives — primarily GS-15 and SES members; expanded to include state/local/international counterparts in some offerings
• Format: Four-week residential program (with online and blended variants when available)
• Cohort size: Approximately 70 executives per session; FEI runs multiple sessions annually
• Curriculum: Anchored in contemporary leadership theory; aligned with OPM's ECQs; Constitutional values framework; strategic leadership, teambuilding, strategic thinking, influencing/negotiating, political savvy, external awareness
• Methodology: 360-degree assessments; Leadership Development Teams (small peer consultation groups with professional facilitators); interagency networking; wellness track
• Fee: Fee-based; agency-funded

FEI SES Leading EDGE

• Target audience: Career SES, Senior Level (SL), Scientific and Professional (ST), and SES Equivalent members
• Format: Portfolio of development programs across the senior executive lifecycle — New SES Orientation Briefings, Senior Executive Forums, Senior Executive Leadership Labs
• Focus: Enterprise leadership, specific ECQ competencies, executive network building

White House Leadership Development Program (WHLDP)

• Sponsor: Executive Office of the President; supported by the President's Management Council and the Performance Improvement Council
• Target audience: Career GS-15 employees poised to enter the next generation of career senior executives
• Format: One-year fellowship based in Washington DC; approximately 80% rotational assignment, 20% leadership development programming
• Rotational focus: Cross-agency, mission-critical work aligned with Administration priorities
• Selection: Agencies may nominate up to three GS-15 employees agency-wide; up to 14-20 Fellows selected per cohort
• Relationship to SES: Not a Senior Executive Service Candidate Development Program; no guarantee of SES placement; but provides experience valuable for ECQ development

Presidential Commission on White House Fellowships

The White House Fellows Program is a one-year fellowship for exceptional professionals (federal and non-federal) to work directly with Cabinet Secretaries and senior White House staff. Extremely competitive, with approximately 12-20 fellows per class. Cohort returns to federal or private sector service after the fellowship year.

SES Candidate Development Programs

Covered in detail in Topic 15 — SES Candidate Development Programs. The formal OPM-approved pathway to QRB certification for initial career SES appointment. 12-18 month programs typically include 80+ hours of interagency training, 120+ days rotational assignments, senior mentor, Executive Development Plan, and capstone.

Section VII War colleges and DoD programs

The military services operate senior service schools — commonly known as "war colleges" — that admit federal civilian employees alongside military officers. These are one-year residential programs equivalent in rigor to a master's degree in strategic studies, national security, or similar fields. For DoD civilians and federal civilians working in national security roles, war colleges are among the most respected pre-executive development options.

Major war colleges

War College	Service	Location	Civilian Eligibility
U.S. Army War College	Army	Carlisle Barracks, PA	Senior federal civilians in DoD and national security
Naval War College	Navy	Newport, RI	Senior federal civilians in DoD and national security
Air War College	Air Force	Maxwell AFB, AL	Senior federal civilians in DoD and national security
Marine Corps War College	Marine Corps	Quantico, VA	Limited civilian seats
National War College	Joint / National Defense University	Fort McNair, DC	Senior federal civilians across national security
Eisenhower School (NDU)	Joint / National Defense University	Fort McNair, DC	Senior federal civilians, particularly those working on resource management and industrial base

Typical structure

• Duration: One academic year (approximately 10 months)
• Location: Residential; relocation typically required
• Curriculum: Strategic studies, national security policy, joint operations, international relations, defense economics
• Degree: Most war colleges offer an accredited master's degree (e.g., Master of Strategic Studies)
• Cost to student: Typically funded entirely by sending agency; no tuition cost to participant
• Continued Service Agreement: Typically 2-3 years of continued federal service required post-completion

Defense Senior Leader Development Program (DSLDP)

• Target: DoD senior civilians (typically GS-14/15) preparing for SES
• Structure: Multi-year program with rotational assignments, senior mentoring, and residential training components
• Operated by: DoD Civilian Personnel Advisory Service and service-specific components
• Specific relationship to SES: Some DSLDP pathways are OPM-approved SESCDPs; some are separate development programs

Section VIII Strategy — sequencing development

Three common sequencing errors

• Error 1: Over-investing in credentials without leadership scope. Taking five leadership programs while still supervising only a few people creates a credentialed employee without executive experience. Programs add value to leadership practice; they don't substitute for it.
• Error 2: Under-investing in development until pursuing SES. Waiting until GS-15 to start serious leadership development compresses preparation timelines. ECQ development takes years — distribute development investment across your career.
• Error 3: Chasing every available program. Federal agencies vary in how much they fund development. Some employees try to attend every offered program and overload their performance responsibilities. Leadership programs should support execution, not substitute for it.

Section IX Frequently asked questions