The four CLM programs
One continuum from an employee’s first federal job to the executive bench. Every program is cohort-based, built on OPM’s competency framework, and taught by people who have done the work inside government.
Pick by where the person is now
New Leader ProgramPrepares employees for management and leadership roles: the shift from doing the work to getting work done through other people.Program details
Executive Leadership ProgramCompetency-based, combining training with developmental experiences for mid-level employees moving toward senior roles.Program details
Executive Potential ProgramFor high-potential candidates targeting the senior executive bench, structured around OPM's Executive Core Qualifications.Program details
Aspiring Leader ProgramFor employees building a foundational understanding of leadership competencies, before they supervise anyone.Program detailsAll four, side by side
Tuition covers all materials. The GSA rate is the per-participant price on Multiple Award Schedule contract 47QRAA24D004K, which a contracting office can order against without an open-market procurement.
| Program | Grades | Length | Weeks in session | Credits | Tuition | GSA rate | Next start |
|---|---|---|---|---|---|---|---|
| New Leader Program | GS 7-11 | Six months | 3 | 9.6 CEU | $4,175 | $3,040 | Aug 10, 2026 |
| Executive Leadership Program | GS 11-13 | Nine months | 4 | 13.6 CEU | $5,975 | $4,694 | Sep 14, 2026 |
| Executive Potential Program | GS 13-15 | Twelve months | 4 | 13.6 CEU | $8,350 | $6,569 | Sep 28, 2026 |
| Aspiring Leader Program | Up to GS 7 | Six weeks | 2 | 6.0 CEU | $2,995 | $2,475 | Oct 19, 2026 |
Which one fits
The grade range is guidance. What actually decides it is where someone sits relative to their first team.
They have never supervised anyone
The ALP is six weeks and assumes nothing. It is about the person before it is about the team.
They are about to get their first team
The NLP is built entirely around the hardest transition in a federal career: from doing the work to getting it done through other people.
They are running a team and being watched for more
The ELP is nine months and raises visibility deliberately: a mentor, a six-week developmental assignment, three executive interviews.
They are on, or near, the SES bench
The EPP is twelve months and produces a documented ECQ portfolio. It is not an SES candidate development program, but its components are equivalent to one.
Still not sure? Describe the person and we will tell you which one fits, including when the honest answer is a short course rather than a program.
What it costs, and the cheaper route
Every program is on the GSA Schedule, and on all four the scheduled per-participant rate is below the open-enrollment tuition. A contracting office ordering under FAR Subpart 8.4 pays less than someone registering individually, which is the opposite of what most people assume.
| Program | Open enrollment | GSA per participant | Difference | 10 participants |
|---|---|---|---|---|
| New Leader Program | $4,175 | $3,039.67 | $1,135 less | $30,397 |
| Executive Leadership Program | $5,975 | $4,694.38 | $1,281 less | $46,944 |
| Executive Potential Program | $8,350 | $6,569.06 | $1,781 less | $65,691 |
| Aspiring Leader Program | $2,995 | $2,474.76 | $520 less | $24,748 |
Most participants are funded by their agency on an SF-182. Withdrawals and substitutions more than 14 days before the start are free; inside 14 days a $1,000 processing fee applies. Full enrollment and refund policy.
Building a leadership pipeline?
Tell us the grades you are developing and how many people, and we will map them to the right programs, or tell you honestly if a short course would do it.