Supervisory Training Needs SEPTEMBER/OCTOBER 2018

Transcription

1 Supervisory Training Needs SEPTEMBER/OCTOBER 2018

2 Why focus on training? Strategic Plan Staff Leadership Development Total Rewards Provide the opportunity and tools for employees to advance their skills and competencies in both their short- and long-term careers. Workforce Planning Labor Market Challenges 2018 MRA Pay Trends Survey

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5 Last but not least..why focus on training? OUR CURRENT LEADERSHIP TEAM Of our current leadership team was promoted from within. That s Great!

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7 Last but not least..why focus on training? OUR CURRENT LEADERSHIP TEAM Individual Performers Past Efforts Of our current leadership team was promoted from within. We can t go back

8 Where do we start?

9 Training Needs Survey 10 Questions 15 Departments 33 Responses 3 60 Direct Reports

10 Training Needs Survey Work Skills Setting/Maintaining Priorities Collaboration Connecting to a Unifying Mission Change Management Dealing with Barriers Communication Skills Establishing Rapport and Credibility Meaningful Meetings Effective Listening People Skills Performance Planning Teamwork Recognition Leadership Skills Onboarding Performance Evaluation Managing and aligning people/outcomes Motivation/Accountability

11 Training Needs Survey Not Very Important Somewhat Important Important Very Important N/A Other Additional areas of interest Preferences Day/time of development opportunities

12 Work Skills Setting/Maintaining Priorities Establishing and monitoring goals and objectives Setting up and monitoring timeframes and plans Collaboration Encouraging collaboration among fellow employees and departments to achieve results Expressing loyalty and dedication to Eau Claire County in interactions with others Connecting to a Unifying mission/values Understanding and seeking to achieve Eau Claire County s Mission and Values Change Management Seeking and utilizing opportunities for continuous learning and self-development Responding to a changing organization Dealing with Barriers Taking appropriate and timely action to overcome unexpected hurdles or obstacles to a plan or project

13 Work Skills

14 Communication Skills Establishing Rapport and Credibility Understanding clear and assertive communication skills and how they create rapport and trust Effective Meetings Conducting effective and efficient meetings Effective Listening Listening carefully

15 Communication Skills

16 People Skills Performance Planning Conducting regular meetings with direct reports to discuss performance and meeting objectives. Teamwork Encouraging teamwork and collaboration as a method to accomplish tasks and achieve goals. Constructively receiving criticism and suggestions from others. Recognition Recognizing and rewarding people for doing their best.

17 People Skills

18 Leadership Skills Onboarding Onboarding new employees to the department and setting them up for success. Performance Evaluation Giving others direct, constructive feedback to achieve goals. Managing and Aligning people/outcomes Aligning employees and re-designing work process to achieve goals. Motivation/Accountability Motivating others to reach organizational goals. Empowering others to achieve results and hold them accountable for results. Influencing others in a way that results in acceptance, agreement, or behavior change.

19 Leadership Skills

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21 Separations by length of service /1/17 8/31/ Separations

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23 To clarify What s the Difference Onboarding Orientation Time Frame Ongoing several months to a year(s) Single Event Process Process of Integration Process of Introduction Training Customized Necessary the basics Focus Culture, environment, learning Actionable items to productivity Driven By Department Human Resources

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25 Separations by length of service /1/17 8/31/ Separations

26 Additional Interest Areas

27 Looking back Work Skills

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29 Great. What are we doing about it?

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32 Human Resources Increase to Countywide Training in last three years Individual Performers Past Efforts

33 Increased Training Opportunities Change Management Christine Geissler Emotional Intelligence - CVTC Leadership YOUniversity - REALiving Fundamentals of Supervision (2 groups)- MRA Servant Leadership - CVTC

34 Human Resources What next? Leadership YOUniversity (2 nd Group) Change Management (2 nd Group) New Employee Orientation New Supervisor Orientation Internal Supervisory Training

35 We need your help! Increase to Countywide Training $3.67 /person 755% increase $31.38 /person Prior to 2017

36 What can you do? Start thinking about Onboarding Internal Supervisory Training Talk to your leadership staff about their training needs! Departmental Training Budget Option: HR organized onsite training Department paid per employee

37 External Training Resources UW Madison Continuing Education

38 REALiving Training Credit

39 MRA Supervisory Training Will be hosted at Eau Claire County in 2019 Can purchase modules individually or the whole program. March November 2019 More information to come

40 External Training Resources CVTC Leadership Training

41 External Training Resources Fred Prior Leadership Training

42 Questions? Supervisory staff update?