Central Washington University - Training & Development : Supervisor Enrichment Program Workshops

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Ethics: Making the Right Decisions! (2 hours)

The state ethics law applies to staff, supervisors, and family members depending on the situation and circumstance. The law has set ethical standards of behavior for state employees with the expectation that employees will adhere to these standards. This law requires continued ethics training and reminders to assist everyone in applying ethical principles and guidelines.
Facilitator: Margaret Smith, Auditor's Department

Course Objectives:

Understand the State Ethics Law and its application
Identify and discuss the ethical principles and values inspiring the rules
Clarify roles and responsibility regarding ethical behavior
Provide guidance in applying ethical standards to work place situations

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Performance Development: PDP (4 hours)

Performance management reminds us that being busy is not the same as producing results. It reminds us that training, strong commitment and lots of hard work alone is not results. The major contribution of performance management is its focus on achieving results - useful products and services for customers inside and outside the organization. One of your most important roles as a supervisor is to assess the performance of your staff and to support their professional growth and development.

In today's fast-changing organization, the need for an effective and meaningful performance management system is mandatory. The increasing legal and human implications of such a system are becoming quite evident. A good performance management system is one of the most powerful managerial tools available. A well-designed and implemented system will assist in preparing job descriptions, succession planning, as well as individual identification of employee skills and talents.

Facilitator: Michael Horne, Human Resources

By the end of this session you will be able to:

Implement the performance management cycle with your staff.
Develop job performance expectations which include duties, goals, and standards.
Maintain positive communication about work performance through dialogue, documentation, and feedback
Understand the Performance and Development Plan process
Prepare a formal PDP meeting that encourages an exchange of ideas and produces positive results

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Just Cause: Providing Corrective Feedback (4 hours)

woman talking Often the most important work a supervisor or manager performs is in one-to-one discussions with "problem" employees. These sessions are often concerned with resolving performance problems and/or conflict. Successful resolution of these situations can increase productivity, improve morale, reduce employee turnover and avoid grievances. Giving feedback to employees about their performance and behavior is one of a supervisor's basic tasks. Feedback is necessary for motivating and coaching employees, conducting performance appraisals, administering discipline, and being an effective mentor. Feedback also helps employees grow, develop, and correct mistakes. This class will help the new or inexperienced supervisor conduct effective corrective feedback by focusing on behavior relevant to clearly defined performance expectations.

two men talking Facilitator: Michael Horne, Human Resources

By the end of this class you will have learned:

The necessary components of a disciplinary system
The definition and application of "due process"
How to apply appropriate corrective action
What can go wrong and how to prevent it from happening
How to use discipline and corrective action as supervisory tools to enhance staff performance
The importance of documentation

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Recruitment and Selection Process (2 hours)

handshake As a supervisor, you are responsible for the "staffing" function of your organization. The Human Resources Department understands the value of the investment put into the selection and hiring process. To ease the recruitment experience, the entire recruitment cycle has been reorganized into six phases. Each of the phases defines the role of the recruitment specialist, the search committee and the hiring department. In addition to defining roles, applicable policies, forms, and guidelines to each step will be discussed to ensure efficiency and quality throughout the process.

Facilitator: Human Resources

By the end of this session you will be able to:

Know key actions when a vacancy occurs or when a new position is created
Know how to evaluate and define the position
Understand and effectively use the PeopleAdmin system
Understand the role of the HR Recruitment Specialist in assisting you with your recruitment marketing plan
Effectively use various resources during the selection process
Effectively use the hiring process and orientation

Contact Information

Human Resources
400 E. University Way
Ellensburg, WA 98926
963-1202
email: hrtraining@cwu.edu

Central Washington University

400 E. University Way, Ellensburg WA 98926

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