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Franklin County expands Leadership Development Program to bolster supervisory pipeline
Summary
Human Resources presented the five-year Leadership Development Program (LDP) designed to prepare county employees for supervisory roles, noting 57 graduates, 13 current enrollees and 11 promotions tied to the program; participants complete assessments, cost‑savings projects and community engagement work.
Human Resources Director Tiffany Blair told Franklin County commissioners that the county'9s Leadership Development Program (LDP) is now in its fifth year and is aimed at building a pipeline of qualified supervisors and managers.
"It was a vision of mine from many years ago," Tiffany Blair said, describing the program'9s mission to provide a safe space for candid discussion and hands‑on experience. The county runs a formal application in the fall, accepts participants via an interview and selection committee that includes the county administrator and training staff, and runs monthly sessions from January through December.
Blair said the program combines a 60‑page personality assessment provided by Mazetti & Sullivan, cohort projects that focus on potential cost savings, and community engagement days such as a United Way volunteer event. Managers and department leaders serve as presenters; participants are grouped into four cohorts that research projects over the year and present recommendations to the commissioners.
Janelle Freeze and other commissioners praised the program'9s emphasis on cross‑department collaboration. Blair reported program outcomes: 57 employees have graduated to date, 13 are currently enrolled and 11 have been promoted during or after participation.
Commissioners and staff framed the LDP as part of a broader succession plan: Blair told the board the county saw roughly 100 supervisor resignations since 2020, about one-third tied to retirement, and the LDP is a proactive step to reduce turnover and prepare internal candidates.
The presentation concluded with commissioners noting the program'9s role in staff retention and cost avoidance; no formal vote was required. The county will continue annual recruitment for the program and provide feedback‑driven adjustments to curriculum and project selection.
