Supervisory Training
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Supervisory Training

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Basic Supervisory Skills Training Presentation. Includes placeholders for customized company info and training games. Topics covered include: ...

Basic Supervisory Skills Training Presentation. Includes placeholders for customized company info and training games. Topics covered include:
Interviewing, Performance Evaluations,
Coaching & Communication, and Progressive Discipline. NOTE: handwritten fonts don't convert in SlideShare and were replaced with ComicSans.

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  • During original presentation the song Don’t WorryBe Happy by Bobby McFerrin plays during this slide.

Supervisory Training Supervisory Training Presentation Transcript

  • Supervisory Training
    To Do Today
    • Interviewing Techniques
    • Job Posting Policy
    • Performance Evaluation View slide
    • Coaching & Communication View slide
    • Progressive Disciplinary Process
    Welcome to
    Supervisory Training
    Presented by Human Resources
  • Interviewing Techniques for Managers
    Interviewing Techniques for Managers
  • Supervisory Training
    Interviewing Techniques for Managers
    At the end of this lesson you will be able to:
    • Recognize laws that affect what questions you ask in interviews and how you phrase questions
    • Avoid questions that could put our bank at risk of discrimination claims
    • Ask questions that obtain the information you need
  • Interviewing Techniques for Managers
    The interview has a very important role in the candidate selection process.
    • It should provide as much reliable and valid information as possible about applicant so that their qualifications can be matched to job specifications.
    • Interviews can be structured or unstructured.
    • For the purpose of this material, we will focus on the structured interview, wherein each applicant receives the same set of questions.
    • Answers from all the candidates can be objectively compared and analyzed.
  • Supervisory Training
    • Title VII of the Civil Rights Act of 1964
    • Race
    • Sex
    • Color
    • National Origin
    • Religion
    • Age Discrimination in Employment Ace (ADEA)
    • Americans with Disabilities Act
    • Immigration Reform & Control Act (IRCA)
    • Citizenship
    • Nation of Origin
    • National Labor Relations Act (NLRA)
    • Union Membership
    • Uniformed Services Employment and Reemployment Rights Act (USERRA)
    • Membership or service in the uniformed services
    Interviewing Techniques for Managers
    Laws that affect the Interview Process
  • Interviewing Techniques for Managers
    Placeholder for Learning Game
    Review Interview Questions that cannot / should not be asked.
  • Job Posting Policy and Procedures
    Job Posting Policy and Procedures
  • Supervisory Training
    Job Posting Policy and Procedures
    At the end of this lesson you will be able to:
    • Understand the new Job Posting Policy and Procedures
    • Direct employees on where to find and respond to current job openings
    Let’s take a look at the policy and forms!
  • Performance Evaluation
    Performance Evaluation
  • Supervisory Training
    Performance Evaluation
    At the end of this lesson you will be able to:
    • Understand how to complete the new Performance Evaluation form.
    • Create SMART goals for your employees performance evaluation
    Let’s take a look at the new
    Performance Evaluation form!
  • Coaching and Communication
    Coaching
    and Communication
  • Supervisory Training
    Coaching
    and Communication
    At the end of this lesson you will be able to:
    • Gain a clear understanding of supervisory responsibility related to coaching and communication
    • Utilize basic coaching techniques and best practices
  • Supervisory Training
    Setting the tone and expectation for ongoing coaching should be done at the beginning of the employment relationship.
    • Your newly hired employee should have a clear understanding of their job description
    • Explain essential duties and responsibilities
    • Review policy and procedures
    • Establish good communications
    • Open door policy
    • Setting regular coaching meetings is suggested
    Coaching and Communication
    In the beginning…
  • Coaching and Communication
    Coaching: Tips for Success
    • Coaching is developmental in nature and not considered a corrective action
    • Keep the discussion focused on actions and expectations
    • Be flexible and recognize that different approaches may be needed for each employee
    • Ask questions to facilitate self-discovery
    • Document coaching sessions to track goals, successes and opportunities
    • Coaching should be more frequent during the introductory period (first 90 days); supervisors should closely monitor progress and evaluate employees
    • Proactive supervisors utilize coaching skills during regular meetings to develop employees
  • Coaching and Communication
    Placeholder for Learning Game
    Key Coaching Terms Word Quiz
  • Progressive Disciplinary Process
    Progressive Disciplinary Process
  • Supervisory Training
    Progressive Disciplinary Process
    At the end of this lesson you will be able to:
    • Gain a clear understanding of the progressive disciplinary process
    • Understand the meaning and purpose of this important process
    • Provide the proper documentation to HR at appropriate time in the process
  • Supervisory Training
    Progressive Disciplinary Process (Counseling)
    • A multi-step process which an employer undertakes to provide an employee an opportunity to remedy their performance, attendance, or conduct.
    • Best practice typically utilizes three to four steps
    • Documentation is a vital part of the process
    • Consistency is vital
    The Steps in the Process
  • Progressive Disciplinary Process
    • Reduces significant exposure and liability
    • Indicates that the employer is exercising fair and equitable employment practices
    • Builds an employer’s position in the event of discharge for cause
    • Unemployment claims: It’s your word against the former employee and they usually win when the employer is not prepared.
    • Could produce a remedy and salvage the employee
    Why is Progressive Discipline so important?
  • Progressive Disciplinary Process
    Documentation
    • Poorly written documentation is as good as not having any at all
    • Must be reviewed and proofed by HR
    • Must be written accurately, objectively and free of opinion or expressions that could be deemed subjective
    • Key items to include:
    • Description of infraction
    • State policy or procedure that was not followed
    • What is expected and by when
    • What are the consequences if things do not improve?
    • Set up a plan of correction between supervisor & employee
    • Set date to follow-up with employee
    If it’s not in writing, it did not happen!
  • Progressive Disciplinary Process
    Effective Counseling Practices
    • Determine the appropriate time & place for the meeting
    • Investigate thoroughly regardless of how the situation appears at first glance
    • Allow the employee the chance to respond and explain the discrepancy
    • Address the issue; not the person
    • Maintain professionalism
    • Keep your emotions in check; step back if you sense anger or escalation
    • Do not embarrass in front of co-workers
    • Do not discuss the issue with those that do not have a need to know
    • Always end the discussion on a positive note
  • Progressive Disciplinary Process
    Placeholder for Learning Game
    Place the steps of the Progressive Disciplinary Process in the correct order.
  • Progressive Disciplinary Process
    Courts love to see good records that support employer discipline; records created at or very near the time events occurred.
    That’s why every manager needs to know how to document discipline and who gets a copy for later use.
    Did you know?
  • Progressive Disciplinary Process
    “At Will” Employment
    “At-Will” employment means you can hire and separate workers at any time, for any reason or no reason at all, and employees can quit for any reason or no reason
    Wrongful Discharge
    “Wrongful discharge”
    is a generic term encompassing more than 20 legal theories under which employees who have been terminated can sue their employers
    Discharge & Separation
    • Please review every discharge with HR to ensure best practices have been followed.
    • Review documentation and prepare discharge form
    • Keep the separation meeting short and focused
    • Be brief and honest – avoid giving your personal opinion
    • The meeting should be co-facilitated with another member of management or HR
    • If the employee has been properly counseled this step should not come a shock to the employee
    • Collect company property
  • Progressive Disciplinary Process
    Employee Assistance Program (EAP)
    • An employee may be having performance issues due to personal problems outside the workplace.
    • You may refer the employee to our Employee Assistance Program.
    • The EAP program is completely confidential.
  • Supervisory Training
    It’s really not so bad…
    • Be proactive and don’t procrastinate
    • Work closely with HR
    Don’tWorry
    Be Happy
    • Keep good lines of communication with your direct reports
    • Don’t be afraid to have the uncomfortable conversations
    • Set the tone and be the example
    • Your employees will respect you for it