Summer 2018 Program Course Catalog

Transcription

1 Summer 2018 Program Course Catalog An 8-month cohort program designed to develop the operational skills of managers and supervisors with direct reports. The Management Development program provides an opportunity to build and refine your understanding of the management role at the Health Science Center through a focus on transactional and functional knowledge, HR compliance, and core management competencies. Program Objectives: Gain a deeper understanding of the roles and responsibilities of a supervisor. Develop awareness of how to manage, engage and develop an effective team. Learn collaboratively with managers and supervisor from across the campus. UNT System Leadership Development Program

2 K EY P ROGRAM DATES June 2018 December 2018 June 28 July 2018 July 12 July 26 August 2018 Aug 9 Program Kick-Off Session 1 Foundations of Supervision Session 2 Supervisor Communication Skills Session 3 Employee Lifecycle Dec 6 Dec 13 January 2019 Jan 10 Jan 24 Session 11 Effective Documentation Session 12 Progressive Discipline Session 13 Managing Leave and Attendance Session 14 Navigating ADA, FMLA, and Workers Compensation Aug 23 September 2018 Session 4 Hiring Responsibilities February 2019 Feb 14 Session 15 Compensation and Benefits Sept 13 Session 5 Values Based Hiring February 2019 Sept 27 Session 6 Creating an Inclusive Work Environment Feb 28 Program Graduation October 2018 Oct 11 Oct 25 November 2018 Session 7 Performance Management Session 8 Facilitating Effective Performance Evaluations Attendance Requirements Arrive on-time for all sessions. Missing more than 10 minutes of any session will result in an incomplete. Sessions run 2 hours in length. Attendance is an important part of the program s success. Missing more than two development sessions will make the participant ineligible for program completion. Nov 8 Nov 15 Session 9 Art of Successful Coaching Session 10 Positive Approaches to Resolving Performance and Conduct Problems If a session is missed, participants will be required to participate in a learning session covering the missed topics. This will vary depending on the session missed. Participants missing more than two sessions may still participate in the learning sessions, but will not be eligible to receive a certificate of completion. 2

3 Fo u n d a t i o n s o f S u p e r v i s i o n A strong foundation of an effective supervisor is built by gaining the tools needed to successfully manage the many expectations of the supervisor role. In order to successfully lead a team you must have the right mindset, build relationships, and engage your team members. The Foundations of Supervision session will focus on the basic elements of supervision. The topics of how to empower your team, performance management, task management, problem solving, and personal management will be explored. Jul 12 Understand expectations and responsibilities of the supervisor role. Identify common pitfalls that derail new supervisors. Explore how to manage relationships with team members in order to drive desired outcomes of the organization. Understand how to manage task-related and interpersonal crises. S u p e r v i s o r Co m m u n i c a t i o n S k i l l s Effective communication skills are essential when working with others and even more important when leading a team. Understanding best practices around verbal and nonverbal communication will help you navigate conversations with your team members and clearly convey your intended message. The Supervisor Communications Skills session will involve developing techniques such as, the use of body language, assertive communication, and the art of giving and receiving constructive feedback. Jul 26 Understand impact of nonverbal cues when conveying a message. Identify and apply techniques to encourage critical thinking skills and promote discussion while leading a team. Identify and refine techniques to deliver assertive communication. Understand the importance of receiving feedback. E m p l oye e L i f e c yc l e Change in the workplace, such as hiring a new employee or a team member leaving, can present a certain level of stress for supervisors. When those transitions do not go smoothly stress levels can increase, negatively affecting the workplace morale. The Employee Lifecycle session explores key elements of the employee experience. This session will focus on a variety of topics, including identifying resources to use in orientating a new employee and also how to create a strategic plan for future employees. Aug 9 Identify tools to aid in the employee onboarding and orientation experience. Learn strategies to increase employee engagement and retention. Explore common mistakes made in the onboarding and exiting process. Learn to manage the exiting process and prepare for a smooth transition. 3

4 H i r i n g Re s p o n s i b i l i t i e s One of the most important things you will do as a supervisor is hire the best people. This not only ensures the success of your team, but also that of the institution. But how do you find these people, and how will you identify them in an interview? The Hiring Responsibility session will focus on these two questions by exploring best practices for hiring. We will cover a variety of topics, including: job descriptions, selection criteria, recruitment, hiring process, policies and laws. Aug 23 Understand the institution s hiring process. Learn how to develop a job description and selection criteria. Comply with the institution s hiring policies and state and federal laws. Identify resources to assist with hiring. Va l u e s - B a s e d H i r i n g Hiring the right people is the most important thing you can do to build your organizational culture. Values-based interviewing ensures we are hiring team members that match the competencies necessary for the position and mirror Our HSC Values. The Values-Based Hiring session focuses on learning and practicing key behavioral-based interviewing skills. You will learn how to dig deep to gain complete stories from candidates and ensure the best candidate is chosen. Understand and implement a values-based interview process. Select hires that match your company values. Dig for the whole truth in interviews. Fill your department with A players. Sept 13 C re a t i n g a n I n c l u s ive Wo rk E nv i ro n m e n t Inclusive work environments impact employee engagement, promote effective communication, increase collaboration, productivity and more. But what does an inclusive work environment look like? And how do you manage it? The Creating an Inclusive Work Environment session explores the difference between compliance and inclusion, introduces cultural humility as a tool for inclusion, and discusses the importance of modeling behavior that creates inclusive environments. Sept 27 Understand the difference between compliance and inclusion. Learn how to acknowledge and respect the perspectives of others. Develop and model inclusive behaviors. Hold team members accountable for their role in creating and maintaining an inclusive environment. 4

5 Pe r f o r m a n c e M a n a g e m e n t You could say that Performance Management is one of a supervisor s most important roles when it comes to contributing to the success of their team. In the Performance Management session we cover the basic concepts of the performance management cycle and the means needed for building and implementing a performance strategy within your organization. Oct 11 Understand components of the performance management cycle. Help team members set clear and measurable goals and connect goals to organizational initiatives. Offer ongoing feedback for positive guidance and improvement. Develop credible measurements that impact results. Fa c i l i t a t i n g E f f e c t ive Pe r f o r m a n c e Eva l u a t i o n s For many supervisors, performance evaluations are viewed with a certain amount of anxiety, particularly when it comes to feedback on performance growth and development opportunities. The Facilitating Effective Performance Evaluations session will outline an effective approach to deliver performance feedback that will help you use the annual evaluation as a tool to communicate performance expectations and goals, develop competencies, and evaluate performance. Recognize the impact formal evaluation has on performance. Learn strategies to help prepare for evaluation discussions. Identify effective methods for delivering evaluation feedback. Explore ways to improve communication during sensitive evaluation conversations. Oct 25 A r t o f S u c c e s s f u l C o a c h i n g Coaching is a powerful tool and an important part of performance development. But what is coaching and what can it do? And, more to the point, how do you make coaching work for you and your team? The Art of Successful Coaching session focuses on coaching skills and how to encourage individual performance, increase engagement and ultimately productivity. You will learn key elements to build a successful coaching relationship and begin implementing coaching with your team. Learn to discern the difference between coaching and other development strategies. Discover the key elements to successful coaching relationships. Identify common challenges to successful coaching. Establish and maintain successful coaching relationships. Nov 8 5

6 Positive Approaches to Resolving Performance & Conduct Problems Many organizations have some sort of goal-setting plan, and many supervisors support and coach their teams. However, when the situation gets sticky with employees not performing up to established goals, some supervisors may become uncertain how to handle the situation effectively. The Positive Approaches session will help managers recognize performance problems and give them skills to address problems effectively. Nov 15 Define and identify problem team members or nonperformers. Assess and confront problem behaviors before more drastic measures need to be taken. Conduct a positive performance discussion. Develop & communicate standards to ensure quality performance. E f f e c t ive D o c u m e n t a t i o n Good documentation practices give managers the resources needed to provide meaningful feedback to team members, provide specific examples when trying to correct unwanted performance or behaviors, and to provide a balanced evaluation of team members performance during review time. Effective documentation also serves as an aid to future managers and HR professionals for historical perspective, audits, and legal claims. The Effective Documentation session explores the importance of managing and developing sound documentation practices. Dec 6 Gain an understanding of when and what to document. Distinguish between subjective and objective documentation. Learn how to properly handle medical documentation. Implement best practices for investigating and data gathering. P ro g re s s ive D i s c i p l i n e One of your responsibilities as a supervisor is to inform employees when their performance does not meet expectations, or when they fail to comply with policies, procedures, work standards, and standards of conduct. Progressive discipline is the process put in place to help supervisors deal with performance and conduct issues when other developmental opportunities fail. The Progressive Discipline session will explain the disciplinary steps and help you consistently and fairly manage employee behavior and performance. At the end of the session, you will be able to identify laws and policy requirements affecting discipline. Understand your role in the progressive discipline process. Identify each step of progressive discipline. Understand policy requirements affecting discipline. Conduct an effective progressive discipline conversation. Dec 13 6

7 Managing Leave and Attendance The institution provides a comprehensive benefits package, that includes several types of leave to help team members create a good work-life balance. There are a number of factors to take into account when considering different types of leave and there are effective approaches to take in regards to managing attendance. The Managing Leave & Attendance session explores the practicalities of managing employee leave and attendance to increase employee satisfaction and engagement. Jan 10 Understand your role in managing leave and attendance. Identify attendance types and patterns. Understand the requirements of our attendance and leave policies. Gain awareness of leave considerations, determinations, & challenges. N av i g a t i n g A DA, F M L A & Wo r ke r s C o m p e n s a t i o n This session covers three major employment laws -- the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA) and Workers Compensation. As a supervisor, it is important that you understand the rules and obligations around these laws and how they sometimes intertwine. Your understanding of each of these laws is necessary in order to avoid potential liability. The Navigating ADA, FMLA & Workers Compensation session will focus on: what each law addresses, who is covered, what each law requires, and how these laws apply in a given situation. Jan 24 Understand your responsibilities under ADA, FMLA & Workers Compensation. Identify legal compliance needs around documentation. Comply and ensure protection under each law. C o m p e n s a t i o n a n d B e n e f i t s The institution offers a total rewards package that is designed to ensure we have satisfied, engaged and productive employees, who create desired business performance and results. Your responsibility as a supervisor is to understand, manage and communicate the Total Rewards package to team members. The Compensation and Benefits session provides a comprehensive overview of the compensation and benefits components of the Total Rewards package. We will cover a wide-range of topics: from pay range and compa-ratio, to insurance, retirement and work-life balance. Feb 14 Identify how Total Rewards helps drive performance and engagement. Understand the importance of talking about compensation and benefits. Conduct basic compensation and benefit discussions with your team. Define basic compensation terms. Gain awareness of employment law and policies and their relation to compensation and benefits. 7

8 Talent Management UNT System Human Resources 3500 Camp Bowie Blvd. Fort Worth, TX