Interpersonal Skills

Cooperative Problem Solving Workshop

This is a 5-week, 15-hour experiential class designed to help faculty and staff understand and practice the Cooperative Problem Solving model for managing conflict. The Cooperative Problem Solving process focuses on encouraging mutual agreements and developing positive relationships. Each workshop session is co-facilitated by a member of the Dispute Resolution Consultation and Training team of CWU.

The workshop is highly interactive and addresses:

Creative Conflict Communication

Understanding and responding constructively to interpersonal and organizational conflict is essential. Many people in organizations respond to conflict by trying to avoid it, or by being frustrated because they do not know what to do with either the emotions or content driving the conflict. Ineffective conflict management is time-consuming, costing organizations money and productivity.

Ethics: Making the Right Decisions

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.

Finding the Do Behind the Don't

Most of us know what we don't want to be happening - this class helps us discover what we Do want - and need - and provides tools for requesting that from another.

Identity and Unconscious Bias

Why do you feel close to some people almost immediately upon meeting them? Why do you work harder for some bosses or co-workers than others? We hear the word “diversity” all the time! It encompasses all of the ways that people are similar and different. And yet, the answer to these questions begins with the individual, with personal characteristics, style, and other internal dimensions. Each of us is unique. Yet, we also don’t live and work in a closed environment. Our context or environment also has an affect on the ways we interact. This class will encourage discussion about differences and similarities within our communities. We’ll explore a couple of different models toward understanding identity and diversity and we’ll do some exercises aimed at understanding unconscious bias.

Informal Mediation Skills for Staff and Faculty

Would you like to learn more about being a peacemaker? Would you like to learn how to assist others through a conflict? A new workshop from the Ombuds Office, this training for CWU staff and faculty presents a direct, concise method for assisting others through disputes. Less structured than formal mediations, this technique gives you a way to help people understand and hear what's important to each of them, and strategize ways to move forward. Develop your peacekeeping skills through the theory and practice sessions in this class. If you'd like more information, please call Donna Kramer at x1466.

Name the Blame

Ever find yourself thinking, 'If only he/she wouldn't be that way - - my life would be better?' Using blame statements as a starting point, this class helps you discover why you're being triggered, what's important to you, and how to break the cycle of blame.

Speaking to be Heard, Listening to Understand (Series of 3)

This class focuses on the concepts and skills of self-accountable language. Learn to recognize when and where in your life you blame, both self and others and discover a model for reclaiming the experience of choice. Based on the principles of Nonviolent Communication, this is a 6 hour class, presented in three parts. The class is open, at no charge, to all CWU staff & faculty.

This class focuses on the concepts and skills of self-accountable language. Learn to recognize when and where in your life you blame, both self and others and discover a model for reclaiming the experience of choice. Explore skills to speak in a way so others are less likely to respond with defensiveness, and skills for listening for meaning behind what appear to be intimidating messages from others. Based on the principles of Nonviolent Communication, this is a 6 hour class, presented in three parts. The class is open, at no charge, to all CWU staff & faculty.

Management Skills

Foundations of Effective Supervision

Each day, as our workforce becomes more diverse and the rush for quality continues, supervisory training becomes more critical. Today's supervisors must understand and accept the new expectations of the workplace. Day in and day out, no one has more direct control over those who do the work of the organization than the "front-line" supervisor. No one has more immediate impact on production levels or quality of performance, yet too often supervisors fail to receive all the training they need to carry out their important work.

Supervising in an Academic Environment

As a department chair you wear many hats when running your department. In an ongoing effort to provide relevant information to help you with these responsibilities Human Resources has put together a training session that will address various areas.

Organizational Knowledge

Accommodating Disabilities in the Workplace: Advanced

This workshop is recommended for supervisors/managers who have experienced difficulty accommodating employees with disabilities and/or who are currently struggling with employment-related disability issues. Presenters will use case studies to illustrate, 1) common errors made by supervisors, 2) how some problems can be avoided, 3) why accommodating disabilities is a process not an event and 4) what is a “reasonable” accommodation.

Accommodating Disabilities in the Workplace: An Introduction

This training session addresses the legal rights and responsibilities of CWU employees with disabilities and their supervisors/managers. Presenters will provide participants with advice on appropriate disability-related language and recommendations for best practices. In addition, participants will learn about established procedures and requisite paperwork for CWU employees with disabilities who wish to initiate the accommodation process.

Compensation Policy and Classification Process

Are you in a position to hire or recommend the hire of civil service or exempt employees? Do you ever wonder what salary to offer to a new hire or following a promotion? Attend the new compensation training offered by HR to find out the answers to these and other compensation-related questions.

Emergency Preparedness Planning and Responding to a Hostile Intruder

Have you ever thought about how you would react if a hostile intruder were to enter your office or classroom? Although the potential for such an event at CWU has been mitigated through a multitude of proactive preventative security measures, no University in the country is 100% secure. The Emergency Preparedness Planning and Responding to a Hostile Intruder two- hour workshop is designed to provide all faculty and staff more awareness of CWU's response capabilities and answer questions about what you should do in an emergency.

The workshop incorporates CWU's Emergency Plan, and the police and community response to a hostile intruder. This workshop will also give you a wealth of information about safety on campus, personal safety techniques, and other important information. Per the President's Advisory Council - approved Training and Development Policy 2-2.75 (9) 3, all faculty and staff must attend this workshop.

Handling Conflict and Difficult Situations

A class specific to understanding and interpreting the CWU Domestic Violence Policy, domestic violence in the workplace and handling difficult situations. An excellent class for supervisors.

Labor Relations Practices and Process

As a supervisor or manager, you will interact with represented and non-represented employees. This program provides an overview of Labor Relations, identifies typical union activities you may be involved in, and shares best practices to maintain a positive working environment.

During this class you will gain knowledge of:

• the role of Unions.
• collective bargaining rights and employee rights.
• the do's and don'ts of supervising in a Union environment.
• the common processes: certifications, bargaining, grievances.
• Unfair Labor Practices (ULP).

New Employee Orientation

The CWU New Employee Orientation is designed to welcome new staff, share information on services, benefits, and programs, and assist with your transition within the CWU community. This 2-hour program is mandatory for all new staff and is held the first Thursday of each month.

Preventing Employment Discrimination

Supervisors play a major role in establishing and maintaining a work environment that is free from illegal discrimination. During this interactive workshop participants will review the university's nondiscrimination policies and learn how to translate policy into practice by examining and discussing a series of real-world scenarios. The supervisor's responsibilities regarding employee rights and the complaint process will be emphasized.

• Which groups are protected from employment discrimination at CWU
• How discrimination can impact supervisory decision-making and how to avoid bias
• How to identify and address discriminatory or harassing behaviors among co-workers
• How to counsel employees who wish to file a complaint

Preventing Sexual Harassment

While sexual harassment has commanded much of the media's attention, inappropriate behavior at work goes far beyond gender issues. Everyone has the right to be treated fairly at work and not to be made to feel uncomfortable there. Managing the workplace to either minimize or eliminate inappropriate workplace behaviors is not an easy chore. But it is a chore we should all take seriously and practice reverently. Consequently, the first step begins with each of us.

What distinguishes this class from others is its positive message. It is not about pointing fingers and assigning blame-we all share responsibility for preventing and stopping inappropriate workplace behavior. It isn't an easy task. Working together, however, we can make great progress towards creating workplaces where all staff and faculty feel safe, valued, and free to do their best work. In addition to the objectives learned from the one-hour Preventing Inappropriate Workplace Behavior class, this program will help employees:

• develop a clear understanding of what inappropriate workplace behavior is and how it affects others, regardless of the intent.
• identify types of harassment including sexual harassment.
• understand the costs associated with harassing or inappropriate workplace behavior.
• explore the responsibility to help maintain a work environment free of harassment.
• learn how to correct inappropriate workplace behavior.

Recruitment and Selection Process

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.

Timekeeping Rules and Procedures

Twice a month, timekeepers and supervisors deal with employee work hours and/or leave issues and must have the ability to determine what is the correct policy or procedure and where to find the correct information regarding a certain question. The CWU timekeeper training is designed to provide resources to timekeepers and supervisors on issues pertaining to reporting time, positive time reporting process, employee leave information, payroll processes, student employment and internal controls. This 2-hour program hosts a panel of staff to answer specific questions relating to timekeeping procedures; all timekeepers and supervisors are encouraged to attend.

Performance Management

Developing an Effective Position Description

Performance Management Begins With Current Position Descriptions. A position description is a statement of the principal duties and functions of the position and scope of the authority and responsibility related to that position.

During this program you will discuss:

• how to write an effective position description
• components of a position description
• the position description worksheet
• how to define duties, essential functions and competencies

Just Cause: Providing Corrective Feedback

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.

Performance Management: PDP

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.

Retirement Planning

Deciding Between Public Employees' Retirement Systems (PERS) 2 and 3 - Classified Staff

For new PERS members within the 90-day choice period (Also useful for longer-term employees considering changing plans during the annual open transfer period in January.).

DRS Retirement Planning Saturday Workshop - Classified Staff

NOTE: These sessions are held on Saturdays at various locations around the state and typically come to Ellensburg once annually.

Seminars: Saturdays

These seminars provide a very detailed view of your retirement plan including topics such as financial and estate planning, health insurance, Voluntary Employees' Benefits Association (VEBA), and Social Security. NOTE: The Seminars also include the Workshop information.

Workshops: Saturdays

These workshops explain your rights and benefits. The workshops cover such topics as service credit, retirement eligibility, benefit calculations, payment options, and other plan specific information.

Financial Planning for Retirement - Classified Staff

For all PERS, TRS and LEOFF members (It is never too early to start planning for a financially secure retirement.)

• Understand your retirement plan rules and features, including retirement eligibility, payment options and spousal benefits, cost of living adjustment, and disability benefits
• Learn how to estimate your future retirement income from both Social Security and your PERS, TRS or LEOFF plan
• Determine whether your estimated retirement income is likely to meet to your financial needs in retirement
• If there is likely a shortfall, calculate how much you will need to either delay retirement, or contribute to an optional retirement savings plan
• Develop an action plan

Financial Planning for Retirement - Faculty/Exempt Staff

For all members of the CWU Retirement Plan (CWURP) for Faculty and Administrators (It is never too early to start planning for a financially secure retirement.)

Investment Choices for Retirement Savings - Faculty/Exempt Staff

For all URP members of the CWU Retirement Plan (CWURP) for Faculty and Administrators (It is never too early to start planning for a financially secure retirement.)

Receiving Retirement Income from Your Retirement Savings - Faculty/Exempt Staff

For URP members within five years of retirement. As you move from saving for retirement to receiving income during retirement, there are a number of important considerations.

• Income options during retirement
• Post retirement asset allocation
• Social Security
• Medicare
• Keeping pace with inflation during retirement
• Providing for future flexibility
• Insuring retirement income will last as long as you do
• Providing income for a surviving spouse or beneficiary

Supplemental Retirement Savings Options - Classified Staff

For all PERS, TRS and LEOFF members