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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:
Interviewing, Performance Evaluations,
Coaching & Communication, and Progressive Discipline. NOTE: handwritten fonts don't convert in SlideShare and were replaced with ComicSans.

Published in: Education, Business, Technology

Supervisory Training

  1. 1. Supervisory Training<br />To Do Today<br /><ul><li>Interviewing Techniques
  2. 2. Job Posting Policy
  3. 3. Performance Evaluation
  4. 4. Coaching & Communication
  5. 5. Progressive Disciplinary Process</li></ul>Welcome to <br />Supervisory Training<br />Presented by Human Resources<br />
  6. 6. Interviewing Techniques for Managers<br />Interviewing Techniques for Managers<br />
  7. 7. Supervisory Training<br />Interviewing Techniques for Managers<br />At the end of this lesson you will be able to:<br /><ul><li>Recognize laws that affect what questions you ask in interviews and how you phrase questions
  8. 8. Avoid questions that could put our bank at risk of discrimination claims
  9. 9. Ask questions that obtain the information you need </li></li></ul><li>Interviewing Techniques for Managers<br />The interview has a very important role in the candidate selection process.<br /><ul><li>It should provide as much reliable and valid information as possible about applicant so that their qualifications can be matched to job specifications.
  10. 10. Interviews can be structured or unstructured.
  11. 11. For the purpose of this material, we will focus on the structured interview, wherein each applicant receives the same set of questions.
  12. 12. Answers from all the candidates can be objectively compared and analyzed.</li></li></ul><li>Supervisory Training<br /><ul><li>Title VII of the Civil Rights Act of 1964
  13. 13. Race
  14. 14. Sex
  15. 15. Color
  16. 16. National Origin
  17. 17. Religion
  18. 18. Age Discrimination in Employment Ace (ADEA)
  19. 19. Americans with Disabilities Act
  20. 20. Immigration Reform & Control Act (IRCA)
  21. 21. Citizenship
  22. 22. Nation of Origin
  23. 23. National Labor Relations Act (NLRA)
  24. 24. Union Membership
  25. 25. Uniformed Services Employment and Reemployment Rights Act (USERRA)
  26. 26. Membership or service in the uniformed services</li></ul>Interviewing Techniques for Managers<br />Laws that affect the Interview Process<br />
  27. 27. Interviewing Techniques for Managers<br />Placeholder for Learning Game<br />Review Interview Questions that cannot / should not be asked.<br />
  28. 28. Job Posting Policy and Procedures<br />Job Posting Policy and Procedures<br />
  29. 29. Supervisory Training<br />Job Posting Policy and Procedures<br />At the end of this lesson you will be able to:<br /><ul><li>Understand the new Job Posting Policy and Procedures
  30. 30. Direct employees on where to find and respond to current job openings</li></ul>Let’s take a look at the policy and forms!<br />
  31. 31. Performance Evaluation<br />Performance Evaluation<br />
  32. 32. Supervisory Training<br />Performance Evaluation<br />At the end of this lesson you will be able to:<br /><ul><li>Understand how to complete the new Performance Evaluation form.
  33. 33. Create SMART goals for your employees performance evaluation</li></ul>Let’s take a look at the new<br />Performance Evaluation form!<br />
  34. 34. Coaching and Communication<br />Coaching<br />and Communication<br />
  35. 35. Supervisory Training<br />Coaching<br />and Communication<br />At the end of this lesson you will be able to:<br /><ul><li>Gain a clear understanding of supervisory responsibility related to coaching and communication
  36. 36. Utilize basic coaching techniques and best practices</li></li></ul><li>Supervisory Training<br />Setting the tone and expectation for ongoing coaching should be done at the beginning of the employment relationship.<br /><ul><li>Your newly hired employee should have a clear understanding of their job description
  37. 37. Explain essential duties and responsibilities
  38. 38. Review policy and procedures
  39. 39. Establish good communications
  40. 40. Open door policy
  41. 41. Setting regular coaching meetings is suggested</li></ul>Coaching and Communication<br />In the beginning…<br />
  42. 42. Coaching and Communication<br />Coaching: Tips for Success<br /><ul><li>Coaching is developmental in nature and not considered a corrective action
  43. 43. Keep the discussion focused on actions and expectations
  44. 44. Be flexible and recognize that different approaches may be needed for each employee
  45. 45. Ask questions to facilitate self-discovery
  46. 46. Document coaching sessions to track goals, successes and opportunities
  47. 47. Coaching should be more frequent during the introductory period (first 90 days); supervisors should closely monitor progress and evaluate employees
  48. 48. Proactive supervisors utilize coaching skills during regular meetings to develop employees</li></li></ul><li>Coaching and Communication<br />Placeholder for Learning Game<br />Key Coaching Terms Word Quiz<br />
  49. 49. Progressive Disciplinary Process<br />Progressive Disciplinary Process<br />
  50. 50. Supervisory Training<br />Progressive Disciplinary Process<br />At the end of this lesson you will be able to:<br /><ul><li>Gain a clear understanding of the progressive disciplinary process
  51. 51. Understand the meaning and purpose of this important process
  52. 52. Provide the proper documentation to HR at appropriate time in the process</li></li></ul><li>Supervisory Training<br />Progressive Disciplinary Process (Counseling)<br /><ul><li>A multi-step process which an employer undertakes to provide an employee an opportunity to remedy their performance, attendance, or conduct.
  53. 53. Best practice typically utilizes three to four steps
  54. 54. Documentation is a vital part of the process
  55. 55. Consistency is vital</li></ul>The Steps in the Process<br />
  56. 56. Progressive Disciplinary Process<br /><ul><li>Reduces significant exposure and liability
  57. 57. Indicates that the employer is exercising fair and equitable employment practices
  58. 58. Builds an employer’s position in the event of discharge for cause
  59. 59. Unemployment claims: It’s your word against the former employee and they usually win when the employer is not prepared.
  60. 60. Could produce a remedy and salvage the employee</li></ul>Why is Progressive Discipline so important?<br />
  61. 61. Progressive Disciplinary Process<br />Documentation<br /><ul><li>Poorly written documentation is as good as not having any at all
  62. 62. Must be reviewed and proofed by HR
  63. 63. Must be written accurately, objectively and free of opinion or expressions that could be deemed subjective
  64. 64. Key items to include:
  65. 65. Description of infraction
  66. 66. State policy or procedure that was not followed
  67. 67. What is expected and by when
  68. 68. What are the consequences if things do not improve?
  69. 69. Set up a plan of correction between supervisor & employee
  70. 70. Set date to follow-up with employee</li></ul>If it’s not in writing, it did not happen!<br />
  71. 71. Progressive Disciplinary Process<br />Effective Counseling Practices<br /><ul><li>Determine the appropriate time & place for the meeting
  72. 72. Investigate thoroughly regardless of how the situation appears at first glance
  73. 73. Allow the employee the chance to respond and explain the discrepancy
  74. 74. Address the issue; not the person
  75. 75. Maintain professionalism
  76. 76. Keep your emotions in check; step back if you sense anger or escalation
  77. 77. Do not embarrass in front of co-workers
  78. 78. Do not discuss the issue with those that do not have a need to know
  79. 79. Always end the discussion on a positive note</li></li></ul><li>Progressive Disciplinary Process<br />Placeholder for Learning Game<br />Place the steps of the Progressive Disciplinary Process in the correct order.<br />
  80. 80. Progressive Disciplinary Process<br />Courts love to see good records that support employer discipline; records created at or very near the time events occurred. <br />That’s why every manager needs to know how to document discipline and who gets a copy for later use.<br />Did you know?<br />
  81. 81. Progressive Disciplinary Process<br />“At Will” Employment<br />“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<br />Wrongful Discharge<br />“Wrongful discharge”<br />is a generic term encompassing more than 20 legal theories under which employees who have been terminated can sue their employers<br />Discharge & Separation<br /><ul><li>Please review every discharge with HR to ensure best practices have been followed.
  82. 82. Review documentation and prepare discharge form
  83. 83. Keep the separation meeting short and focused
  84. 84. Be brief and honest – avoid giving your personal opinion
  85. 85. The meeting should be co-facilitated with another member of management or HR
  86. 86. If the employee has been properly counseled this step should not come a shock to the employee
  87. 87. Collect company property</li></li></ul><li>Progressive Disciplinary Process<br />Employee Assistance Program (EAP)<br /><ul><li>An employee may be having performance issues due to personal problems outside the workplace.
  88. 88. You may refer the employee to our Employee Assistance Program.
  89. 89. The EAP program is completely confidential.</li></li></ul><li>Supervisory Training<br />It’s really not so bad…<br /><ul><li>Be proactive and don’t procrastinate
  90. 90. Work closely with HR</li></ul>Don’tWorry<br />Be Happy<br /><ul><li>Keep good lines of communication with your direct reports
  91. 91. Don’t be afraid to have the uncomfortable conversations
  92. 92. Set the tone and be the example
  93. 93. Your employees will respect you for it</li>