Opportunity Information: Apply for 19AC02
The Correctional Leadership Development (CLD) Series - Facilitation, Coaching and Training with Two Agencies (Funding Opportunity Number 19AC02) is a National Institute of Corrections (NIC), U.S. Department of Justice, discretionary cooperative agreement opportunity intended to deliver a structured, evidence-based leadership development program for correctional agencies. The award is designed to support one selected provider in facilitating a blended learning leadership series that strengthens leadership capacity across multiple layers of a participating agency, with an emphasis on practical application, organizational change, and measurable leadership behavior development.
At the core of the program is a two-phase format built around two in-person classroom sessions, each totaling 32 hours and delivered over four on-site days. These two classroom sessions are scheduled approximately 3 to 5 months apart, creating a deliberate gap that allows participants to apply what they learn in real agency settings rather than treating the training as a one-time event. Between the two phases, participants are expected to remain actively engaged through structured intercession work that connects leadership concepts to operational realities in corrections.
The CLD curriculum is grounded in the Leadership Challenge Model developed by James Kouzes and Barry Posner, an established leadership framework that focuses on five practices: challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart. The training is built to translate these five practices into observable behaviors relevant to correctional environments, where leaders often need to balance safety, accountability, staff engagement, and organizational reform under high-stress conditions. A central feature of the approach is behavior-based assessment and development, rather than purely conceptual instruction.
Before participants arrive for the classroom sessions, the program requires pre-session preparation that includes reading assignments and completion of several online instruments. One major tool is an online 360-degree feedback assessment that evaluates a participant's leadership behaviors against the five practices in the Leadership Challenge Model. This multi-rater perspective is meant to provide a clearer picture of how an individual is experienced by supervisors, peers, and direct reports, and it becomes a foundation for personalized development goals. Additional assessment instruments may include tools such as the Myers-Briggs Type Indicator (MBTI) and DiSC Productive Conflict, along with other measures that examine psychological type, interpersonal tendencies, approaches to power and influence, and team strategies. Collectively, these instruments are used to deepen self-awareness, improve communication, and support better decision-making and conflict navigation within correctional leadership teams.
A key deliverable for participants is a dynamic leadership development plan. Rather than a static worksheet, this plan is intended to evolve as participants receive feedback, test new strategies in the workplace, and refine their goals over time. The opportunity also emphasizes individualized developmental coaching, meaning participants receive direct coaching support to interpret their assessment results, identify strengths and gaps, and build concrete behavioral commitments tied to their roles and agency priorities. This coaching component is meant to increase follow-through and ensure the training translates into real leadership practice rather than ending when the classroom portion concludes.
Between session one and session two, participants undertake action-based learning projects that focus on issues relevant to their agencies. These projects are meant to be more than academic exercises; they are designed to address real operational or organizational challenges and to serve as a vehicle for applying leadership practices in context. The intent is to build organizational capacity and support the management of organizational change during the intercession period. This structure reflects the program's emphasis on learning-by-doing, where leadership development is demonstrated through implementation, collaboration, and results that matter to the agency.
Another defining feature of the CLD series is its aim to engage all levels of agency leadership simultaneously. The program uses internal action-based learning strategies at individual, team, and agency levels, indicating that the effort is not limited to isolated participant growth. Instead, the model is intended to strengthen leadership culture and alignment across the organization, supporting shared language, consistent leadership expectations, and coordinated change efforts that can outlast the training cycle.
From an administrative standpoint, the opportunity is offered as a cooperative agreement, which typically implies substantial involvement or partnership with the federal agency during project execution compared to a standard grant. The CFDA number associated with the opportunity is 16.601. The award ceiling is listed as $100,000, with an expectation of a single award. Eligibility is listed broadly as "Others," with additional eligibility details referenced outside the text provided. The opportunity was created on February 14, 2019, and originally closed on April 15, 2019.Apply for 19AC02
- The Department of Justice, National Institute of Corrections in the other (see text field entitled explanation of other category of funding activity for clarification) sector is offering a public funding opportunity titled "Correctional Leadership Development (CLD) Series - Facilitation, Coaching and Training with Two Agencies" and is now available to receive applicants.
- Interested and eligible applicants and submit their applications by referencing the CFDA number(s): 16.601.
- This funding opportunity was created on Feb 14, 2019.
- Applicants must submit their applications by Apr 15, 2019. (Agency may still review applications by suitable applicants for the remaining/unused allocated funding in 2026.)
- Each selected applicant is eligible to receive up to $100,000.00 in funding.
- The number of recipients for this funding is limited to 1 candidate(s).
- Eligible applicants include: Others (see text field entitled Additional Information on Eligibility for clarification).
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Frequently Asked Questions (FAQs)
What is the Correctional Leadership Development (CLD) Series opportunity (Funding Opportunity Number 19AC02)?
The Correctional Leadership Development (CLD) Series - Facilitation, Coaching and Training with Two Agencies is a National Institute of Corrections (NIC), U.S. Department of Justice, discretionary cooperative agreement. It is designed to support one selected provider to deliver a structured, evidence-based leadership development program for correctional agencies through facilitation, training, and coaching.
Which federal agency is offering this opportunity?
The opportunity is offered by the National Institute of Corrections (NIC), within the U.S. Department of Justice.
What type of funding instrument is this (grant vs. cooperative agreement)?
This opportunity is a cooperative agreement. The description indicates this typically involves substantial involvement or partnership with the federal agency during project execution compared to a standard grant.
What is the CFDA number for this opportunity?
The CFDA number associated with this opportunity is 16.601.
What is the main purpose of the CLD Series?
The purpose is to deliver a structured leadership development series that strengthens leadership capacity across multiple layers of a participating correctional agency. The emphasis is on practical application, organizational change, measurable leadership behavior development, and sustained engagement beyond a one-time training event.
How many awards are expected, and what is the maximum award amount?
The opportunity lists an award ceiling of $100,000 and indicates an expectation of a single award.
Who is expected to carry out the work funded by this award?
The award is designed to support one selected provider to facilitate and deliver the CLD series, including blended learning delivery, assessments, coaching, and support for action-based learning projects with two agencies.
What does the program mean by a "blended learning" leadership series?
Based on the description, the series blends in-person classroom sessions with structured work between sessions (intercession work), including applied assignments, assessment-driven development, coaching, and action-based learning projects carried out in real agency settings.
What is the overall structure of the CLD Series?
The CLD Series uses a two-phase format built around two in-person classroom sessions. Each classroom session totals 32 hours and is delivered over four on-site days. The two sessions are scheduled about 3 to 5 months apart, with structured intercession work required between them.
How long is each in-person classroom session?
Each in-person classroom session totals 32 hours and is delivered over four on-site days.
How far apart are the two classroom sessions scheduled?
The two classroom sessions are scheduled approximately 3 to 5 months apart.
Why is there a 3 to 5 month gap between the two classroom sessions?
The gap is intentionally designed to allow participants to apply what they learn in real agency settings, supported by structured intercession work, rather than treating the training as a one-time event.
What is expected of participants between session one and session two?
Participants are expected to stay actively engaged through structured intercession work and to complete action-based learning projects focused on issues relevant to their agencies. The goal is to connect leadership concepts to operational realities and to demonstrate learning through implementation and results.
What leadership framework is the CLD curriculum based on?
The curriculum is grounded in the Leadership Challenge Model developed by James Kouzes and Barry Posner.
What are the five practices in the Leadership Challenge Model used by this program?
The five practices are: challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart.
How does the CLD Series apply the Leadership Challenge Model to corrections?
The program is designed to translate the five practices into observable behaviors relevant to correctional environments, where leaders balance safety, accountability, staff engagement, and organizational reform under high-stress conditions. The emphasis is on behavior-based assessment and development, not just conceptual instruction.
Does the program include participant assessments before the classroom sessions?
Yes. Before participants arrive, the program requires pre-session preparation that includes reading assignments and completion of several online instruments.
What is the 360-degree feedback assessment mentioned in the opportunity?
The program includes an online 360-degree feedback assessment that evaluates a participant's leadership behaviors against the five practices in the Leadership Challenge Model. It uses multi-rater input (such as supervisors, peers, and direct reports) to help participants understand how their leadership behaviors are experienced by others and to inform development goals.
Are other assessment tools besides the 360-degree assessment mentioned?
Yes. The opportunity notes that additional instruments may include tools such as the Myers-Briggs Type Indicator (MBTI) and DiSC Productive Conflict, along with other measures related to psychological type, interpersonal tendencies, approaches to power and influence, and team strategies.
What is the role of these assessments in the CLD Series?
Collectively, the instruments are described as a way to deepen self-awareness, improve communication, and support better decision-making and conflict navigation within correctional leadership teams. They also help participants identify strengths and gaps to guide behavioral commitments and development goals.
What is the leadership development plan deliverable?
Participants are expected to develop a dynamic leadership development plan. The plan is intended to evolve over time as participants receive feedback, test strategies at work, and refine goals, rather than functioning as a static worksheet.
Does the opportunity include coaching for participants?
Yes. The opportunity emphasizes individualized developmental coaching to help participants interpret assessment results, identify strengths and gaps, and build concrete behavioral commitments tied to their roles and agency priorities.
What is the purpose of the coaching component?
The coaching is intended to increase follow-through and help ensure the training translates into real leadership practice, rather than ending when the classroom portion concludes.
What are action-based learning projects in this program?
Between the two classroom sessions, participants undertake action-based learning projects that focus on issues relevant to their agencies. These projects are designed to address real operational or organizational challenges and serve as a vehicle for applying leadership practices in context.
How do the action-based learning projects support organizational change?
The projects are intended to build organizational capacity and support management of organizational change during the intercession period, reflecting a learning-by-doing approach where leadership development is shown through implementation, collaboration, and results.
Is the CLD Series intended for only a small set of individuals, or broader agency leadership?
The program is described as aiming to engage all levels of agency leadership simultaneously. It uses internal action-based learning strategies at individual, team, and agency levels to strengthen leadership culture and alignment across the organization.
What kind of organizational outcomes does the program aim to support?
The opportunity highlights outcomes such as stronger leadership culture and alignment across the organization, shared leadership language, consistent leadership expectations, coordinated change efforts, practical application in real settings, and measurable leadership behavior development.
What is the stated eligibility category for applicants?
Eligibility is listed broadly as "Others," with additional eligibility details referenced outside the provided text.
When was this funding opportunity created and when did it close?
The opportunity was created on February 14, 2019, and it originally closed on April 15, 2019.
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