Assess and customize
CAPTAIN baseline assessment, executive interviews, policy review, and municipal case customization.
SUPERVISOR READINESS BOOTCAMP
Install a shared standard across your whole bench.
A six-week, organization-specific engagement that connects leadership character to the policies, pressure points, and decisions your supervisors face.
ONE ORGANIZATION · ONE LANGUAGE · ONE STANDARDJOHNSON CIVIC IMPACT GROUP
6WEEKS
8–24SUPERVISORS
ON-SITEOR HYBRID
$25K–$50KENGAGEMENT RANGE
WHY AN IN-HOUSE COHORT
The Academy develops leaders. The Bootcamp aligns the organization.
Participants work from the same municipal expectations, the same documentation standards, and the same operational reality.
- Real policies, forms, procedures, and org structure
- Leadership discovery and pre-engagement assessment
- Municipal scenarios shaped around local pressure points
- Executive sponsorship from kickoff through graduation
ENGAGEMENT RANGE
Proposal-based investment
$25K–$35K small organization, under 250 FTE
$35K–$45K mid-size organization, 250–750 FTE
$45K+ large or expanded-scope engagement
Final scope depends on cohort size, customization, delivery, and travel.THE ENGAGEMENT TIMELINE
Preparation before. Application during. Follow-through after.
Develop and apply
Six weekly sessions, applied assignments, manager involvement, and portfolio development.
Read out and reinforce
Growth reassessment, aggregate executive readout, 30-day huddle, and a 90-day implementation review.
THE SIX-WEEK ARC
Character standards paired with hard supervisory skills.
PHASE 1 · SELF-MASTERY — THE FOUNDATION
Compassion + Role Transition
Buddy-to-boss transition and first-90-day expectations.
PHASE 1 · SELF-MASTERY — THE FOUNDATION
Adaptability + Perseverance
Decision-making under pressure and documented escalation.
PHASE 2 · SYSTEM & CULTURE — THE DECK
Teamwork
Delegation and cross-department collaboration.
PHASE 2 · SYSTEM & CULTURE — THE DECK
Accountability
Policy application, documentation practice, and performance conversations.
PHASE 3 · TRUST & LEGACY — THE HORIZON
Integrity
Conflict resolution, difficult conversations, and the Say-Do Audit.
PHASE 3 · TRUST & LEGACY — THE HORIZON
Nurture
Succession, facilitated capstones, and certificate completion.
MEASUREMENT STANDARD
One development assessment. Aggregate reporting.
The CAPTAIN Leadership Baseline and Growth Assessment is used before and after the engagement. Executives receive cohort-level themes and implementation observations—not a JCIG recommendation about who should be promoted.
PERSONNEL-INFORMATION SAFEGUARD
Practice without uploading confidential records.
JCIG uses instructor-created cases or city-approved anonymized scenarios. Participants may not upload personnel records, disciplinary documents, medical information, or identifying employee information into the learning platform.
ENGAGEMENT DELIVERABLES
Built to continue after JCIG exits.
Peer accountability cohort
A standing monthly supervisor huddle with a reusable agenda.
Case-study portfolio
Five applied entries plus facilitated five-minute capstones or department-level showcases.
Certificate of completion
CAPTAIN Supervisor Readiness Certificate of Completion based on attendance and portfolio standards.
Executive readout
Aggregate cohort themes, implementation evidence, and focused 90-day next steps.
REQUEST A BOOTCAMP PROPOSAL
Help us understand the organization before we scope the engagement.
Provide the best available information. JCIG will use it to prepare the discovery conversation—not to issue a one-size-fits-all quote.
Review municipal buyer resources →START THE CONVERSATION
Bring the Supervisor Readiness Bootcamp to your municipality.
JCIG serves cities, counties, and public-sector organizations across the Southeast. Start with a focused conversation about your supervisory bench, HR priorities, cohort size, and delivery needs.