May-June Training Guide 2014

MSECTraining Guide | May-June 2014

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A Beehive of Training for your Workplace

303.894.6732 | [email protected] | MSEC.org1 May-June 2014

CONTENTS

MAY-JUNE 20143-6 LEGAL COMPLIANCE Employment Law & Labor Relations Issues

7 COMPENSATION & BENEFITS

8-9 DEVELOPMENT Support & Administrative Staff

11-12 DEVELOPMENT Communication

13-14 DEVELOPMENT Training & Personal Development

15-18 DEVELOPMENT Supervision

19 STAFFING Core & Strategic Human Resource Training

21-22 MISSION CRITICAL Technical Training

MSEC MEMBERSHIP MEETINGSDo you know that you can get a free review of your employee handbook every year? Are you taking advantage of all that membership has to offer? Join us each month for a free lunch or webinar and learn how to maximize your membership.

Most classes listed are also available as an on-site.See MSEC 2014 Training Catalog for full class descriptions.

THREE EASY WAYS TO REGISTER FOR MSEC CLASSES!

1. Call 303.894.6732

2. Email [email protected]

3. Go Online MSEC.org

Follow MSEC

In honor of our 75th Anniversary our Training Guide cover will feature one of the core states where MSEC currently provides membership services.

Lunch - May 8, 12:00pm-1:00pm

Webinar - June 12, 10:00am-11:00am (MST)

(DN) Denver, CO | (AZ) Scottsdale, AZ | (CS) Colorado Springs, CO | (FC) Fort Collins, CO | (GR) Greeley, CO(GJ) Grand Junction, CO | (CP) Casper, WY

May-June 2014 2

TRAINING IN FOCUS MSEC remains committed to providing quality, innovative and conve-nient training for our membership. Our May-June training schedule is full of exciting sessions that will further increase your knowledge and skill development. Each month in the “Training in Focus” section we will highlight a variety of classes. Be sure to peruse the whole guide so you don’t miss any of our great offerings!

NEW TO HUMAN RESOURCES OR MANAGEMENT? CHECK OUT THESE CLASSES!

FMLA: A Guide for Human Resources p3

Investigations in the Workplace p4

Legal Issues in Managing Employees for Supervisors and Managers p5

Benefit Administration: The Basics from A to Z p7

Generations: Working Together p11

Accounting for Non-Accountants p13

Business Basics p15

Supervision: Core Competencies p18

Fundamentals of Human Resource Management: Key Steps in Getting Started p19

SAVE THE DATE 2014 MSEC BENEFIT UPDATE CONFERENCE

Colorado Springs July 10 Ft Collins/Loveland July 15

Denver July 17 Grand Junction July 22

COSTMSEC Member $199 per person (includes lunch)

MSEC Member $179 per person for groups of 3 or more from the same company (includes lunch)

TIMERegistration & Continental Breakfast 8:00am – 8:30am

Program 8:30am – 3:30pm

To register, call 800.884.1328, email [email protected], or go to MSEC.org


LEGAL COMPLIANCE

* Part of certificate program, see description at section end | HRCI recertification credits applied | See 2014 Training Catalog for full class descriptions

EMPLOYMENT LAW & LABOR RELATIONS ISSUES

Americans with Disabilities Act: Managing Disabilities in the Workplace * HRCI

Many employers are wondering if there is anyone who is not disabled under the new law, and this course provides that answer along with other important aspects. These include why it is important to prop-erly identify the essential functions of a job, how to engage in the interactive process and identify potential accommodations, when an accommodation is “reasonable,” and what to do if there is no reason-able accommodation.Outcomes: Effectively respond to employees with disabilities and maintain a productive workplace.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsMay 22 (DN), Jun 24 (FC) 8:30-12:00 $125Upcoming Dates Jul 30 (DN), Oct 2 (DN)

COBRA Workshop * HRCI

This class will provide a strong working knowledge of the Consolidated Omnibus Budget Reconciliation Act (COBRA) to satisfy your compliance obligations. Know which plans are subject to COBRA, when COBRA must be offered, and what coverage is offered to whom and for how long. Also reviewed are the COBRA election process, premiums and payment, and required notices.Outcomes: Develop and follow a COBRA-compliant process.Who Should Attend: HR Professionals, Benefit and Risk Managers May 8 (DN) 8:30-11:30 $125Upcoming Dates Jul 8 (DN), Sep 23 (DN), Dec 4 (DN)

Discrimination in the Workplace: The Law of EEO * HRCI

This is an overview of federal and state civil rights laws, along with prac-tical tips employers can implement to reduce exposure for discrimina-tion charges. Participants apply a knowledge of EEO law to real-life scenarios, after learning what constitutes employment discrimination. Preventing claims and responding to employee complaints are also discussed, along with how to protect against retaliation complaints and recent legal developments in discrimination law.Outcomes: Understand EEOC processes and theories of discrimination to prevent claims.Who Should Attend: HR Professionals, Managers, and Supervisors May 5 (DN) 8:30-3:30 $175Upcoming Dates Jul 29 (DN), Sep 9 (FC), Oct 8 (DN)

Drug and Alcohol: Substance Abuse—Detection, Drug Testing, and Policy Development HRCI

Participants learn important considerations, the type of testing best for the workforce, how to draft and communicate an effective policy, FMLA and ADA testing policy issues, and how to deal with abuse at work, in-cluding documenting changes in performance and behavior, coaching, counseling, and correcting behavior. Outcomes: Detect and prevent the signs of substance abuse and handle it when it happens at your workplace. Who Should Attend: Managers, Supervisors, and Driver Supervisors Jun 9 (DN) 8:30-12:15 $125Upcoming Date Oct 15 (DN)

Employment Law Update ConferenceThe ELU is the one conference that covers the most significant employ-ment law developments of the year, simplifying the legalese and providing participants with practical, timely, and critical advice that can minimize employment law liability.Outcomes: Have a firm grasp on employment law important to you.Who Should Attend: HR Professionals interested in Employment LawMay 6 (FC), May 13 (DN) 8:30-3:30 $199 May 15 (CS), May 20 (GJ), Jun 3 (AZ)

FMLA: A Guide for Human Resources * HRCI

Participants gain needed information to comply with this law including “serious health condition,” employee notice requirements, and manag-ing intermittent leave. Also discussed are administering attendance policies, military situations, and a review of policy requirements and FMLA forms.Outcomes: Successfully administer FMLA leaves at the workplace.Who Should Attend: HR Professionals and Legal Staff Jun 12 (DN) 8:30-3:00 $175Upcoming Dates Jul 22 (DN), Jul 24 (AZ), Aug 12 (DN), Sep 17 (FC), Oct 17 (DN), Nov 13 (AZ)


May-June 2014 4

LEGAL COMPLIANCE




Revised! Garnishments and Income Withholding Orders * HRCI

Garnishments and other orders are complicated. This class teaches what a valid garnishment is and what types of garnishments attach to employee wages. It also covers how forms of garnishments differ from one another, discusses tax levies and student loan garnishments, and reviews employer obligations for health insurance and national medi-cal support orders.Outcomes: Respond to garnishments and income assignments properly.Who Should Attend: HR Professionals and Payroll StaffJun 5 (DN) 8:30-3:00 $175Upcoming Dates Jul 15 (CS), Oct 21 (DN)

Harassment Prevention for Managers and Supervisors * HRCI Participants learn about the meaning of the term “hostile work environ-ment,” and the difference between inappropriate conduct and illegal harassment, along with how to respond properly and prevent retalia-tion claims. Especially helpful are strategies to reduce employer liability, what behavior may lead to illegal harassment, and how to prevent retaliation claims. Outcomes: Understand how to respond to and stop harassment at your workplace. Who Should Attend: HR Professionals, Managers, and SupervisorsMay 13 (DN) 8:30-11:30 $125 May 21 (GJ) 1:00-4:00Upcoming Dates Jul 10 (DN), Sep 4 (DN), Sep 16 (AZ), Nov 18 (DN)

HIPAA: Health Insurance Portability and Accountability Act * HRCI

This is an overview of the privacy rules and portability requirements of the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the HITECH Act from a Human Resource perspective. The session will review key terms under the rules, including Protected Health Infor-mation (PHI), covered entities, and business associates. Also discussed are special enrollment rights, certificates of creditable coverage, and security requirements including reporting requirements for security breaches. Anticipated Outcomes: Apply a clear understanding of legal requirements to workplace circumstances. Who Should Attend: HR Professionals, Benefit and Risk Managers Jun 17 (CS) 8:30-12:15 $125Upcoming Date Oct 6 (DN)

I-9 Compliance HRCI

New forms have new requirements! Fines are increasing and so is enforcement. This seminar covers the I-9 process including initial veri-fication of work authorization, re-verification, correcting errors on I-9s, and conducting internal audits. Participants will also receive up-to-date information regarding worksite enforcement activities by Immigration and Customs Enforcement (ICE), E-Verify, and best practices for employ-ment eligibility verification. Anticipated Outcomes: Know everything you need to about I-9 compliance and filling out the new forms.Who Should Attend: HR and Recordkeeping ProfessionalsJun 25 (AZ) 8:30-12:30 $125Upcoming Dates Aug 7 (DN), Nov 17 (DN)

Investigations in the Workplace * HRCI

This class guides participants through the entire investigation process beginning with the notice of an issue, how to define it, and how to determine the employer’s responsibilities. Next is a discussion on planning the investigation, interviewing those with knowledge, and evaluating the evidence, including assessing credibility, communicat-ing findings, and taking action.Outcomes: Recognize when an investigation is needed and how to proceed.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsJun 17 (DN) 8:30-4:00 $175Upcoming Dates Aug 5 (FC), Aug 19 (CS), Aug 26 (GJ), Oct 7 (DN)

Investigations in the Workplace: Two-Day Workshop ** HRCI This two-day workshop is a combination of interactive role playing, mock investigation practice, lecture, and group discussion. Participants practice issue-spotting, interview documentation, and strategies for handling all investigation issues. When, what, how, and why to investi-gate is covered, along with the structure and content of investigation reports.Outcomes: Follow clear practices to successfully conduct investiga-tions.Who Should Attend: HR Professionals, Legal Staff, and those responsible for investigationsMay 20-21 (DN) 8:30-4:00 $295Upcoming Dates Jul 29-30 (DN), Sep 10-11 (DN), Nov 17-18 (DN)

Employment Law classes continued on page 5


LEGAL COMPLIANCE



Legal Issues in Managing Employees for State and Local Governments * HRCI

This seminar reviews key federal and state laws affecting employment decisions of local government, special districts, and quasi-governmen-tal agencies. It covers constitutional and due process concerns, along with the Open Records Act, that apply to public sector employers. Also covered are legal topics relating to interviewing and selection, civil rights, medical and safety Issues, pay practices, and separation and discharge.Outcomes: Make legally informed management decisions in a govern-ment and quasi-government environment. Who Should Attend: Public Sector or Governmental HR Professionals, Managers, and SupervisorsMay 20 (FC) 8:30 - 4:00 $235(Includes a copy of the MSEC Blue Book: Employment Law Resource for the Public Sector)Upcoming Date Oct 23 (DN)

Legal Issues in Managing Employees for Supervisors and Managers * HRCI

This seminar reviews key federal and state laws affecting the employ-ment decisions that managers and supervisors make. It walks partici-pants through issues such as employment-at-will, and the importance of understanding employee handbooks. Also covered are legal topics relating to interviewing and selection, civil rights, safety issues, pay practices, and termination.Outcomes: Make legally informed management decisions in manage-rial and supervisory roles. (Includes a copy of the MSEC Blue Book: Employment Law Resource)

Who Should Attend: Managers and SupervisorsJun 26 (DN) 8:30-4:00 $235Upcoming Dates Jul 22 (FC), Sept 30 (DN), Oct 7 (AZ), Dec 3 (DN)

Managing the Ill or Injured Worker Under the ADA, FMLA, and Workers’ Compensation * HRCI

This advanced seminar requires a knowledge of the Americans with Disabilities Act, Family and Medical Leave Act, and Workers’ Compensa-tion Basics. Participants learn when a law is triggered, and what to do if more than one law applies. Additionally, the class will cover attendance, termination, compensation, benefit coverage, return-to-work, and light duty issues.Outcomes: Understand how the complex requirements of each law interact, and develop practical ways to address concerns.Who Should Attend: HR Professionals, Managers, and SupervisorsJun 17 (GJ), Jun 25 (DN) 8:30-3:00 $175Upcoming Dates Jul 10 (FC), Aug 7 (DN), Oct 27 (DN), Nov 13 (CS), Dec 11 (AZ)

Negotiation for Win/Win Results ** HRCI

Do you have professional conversations involving conflicting needs and wants? Then, like it or not, you are engaging in negotiations. Participants experience all phases of the negotiation process includ-ing analysis, preparation, and discussion, through practical exercises and negotiating problems of varying degrees of difficulty. Mediation will also be analyzed and discussed. The approach of this seminar is to improve skills so that one’s interests are achieved while preserving the relationship between the parties. Outcomes: Gain a strong foundation in negotiation practices for effective results.Who Should Attend: Anyone negotiating on behalf of an employerMay 2 (DN) 8:30-3:00 $175Upcoming Dates Aug 5 (DN), Sep 30(DN), Dec 2 (DN)

Unemployment Insurance: Appeal Hearing Workshop * This fast-paced class will provide strategies for success at the appeal level and focus on hearing preparation. The initial claim response sets the stage for learning how to be prepared and organized for the hearing, and participants will learn the art of asking questions on direct and cross-examination, what is hearsay evidence, how to offer written evidence into the record, and how and when to object.Outcomes: Successfully represent the employer in an unemployment hearing.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsMay 21 (GJ), Jun 19 (DN) 8:30-12:00 $125Upcoming Date Nov 12 (DN)

Unemployment Insurance: Challenging Claims and Controlling Costs * HRCI In this session participants will learn who is covered by unemployment insurance, when benefits are awarded, and strategies for lowering unemployment costs. The administrative procedures, including how to respond to the claim, are reviewed and participants engage in a mock appeal hearing where they learn the hearing officer’s decision and rationale.Outcomes: Effectively protest unemployment claims and ultimately minimize costs.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsJun 4 (DN) 8:30-4:00 $175Upcoming Dates Jul 23 (CS), Aug 28 (DN)


May-June 2014 6

LEGAL COMPLIANCE



Unions: Managing in a Union Environment— How To Manage, Discipline, and Terminate Union Employees ** HRCI

For those managing in a union environment, this course helps to contend with conflicts between management rights and collective bargaining provisions, as well as establishing the seven elements of just cause. This course will teach effective grievance and arbitration administration, the dangers of inconsistent enforcement and “past practice,” Weingarten rights, and union representation, along with state and federal labor laws.Outcomes: Manage issues in a union setting with a focus on discipline and employee performance.Who Should Attend: HR Professionals, Managers, and Supervisors in a union environmentJun 5 (DN) 8:30-12:00 $175Upcoming Date Dec 9 (DN)

Wage and Hour Workshop * HRCI

Learn what the laws cover and which industries are exempt, along with recordkeeping requirements, exemptions from overtime, and how to change status for those improperly classified as exempt. Also discussed are compensable hours of work-travel time, on-call, and training, alternative work weeks, compensation included in straight time and overtime calculation, and other topics covered by these laws.Outcomes: Understand wage laws and their numerous, counter-intui-tive regulations.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsJun 3 (DN), Jun 19 (AZ) 8:30-3:30 $209Upcoming Dates Aug 5 (DN), Nov 5 (DN)

* The Employment Law Certificate ProgramThese classes can also be taken as part of the Employment Law certificate program. This certificate is designed to help you with a clear framework of laws impacting the workplace.

**The Labor Relations Certificate Program These classes can also be taken as part of the Labor Relations certificate program. This program is for those who want a deeper understanding of labor law and union issues.

ICE HAS INCREASED AUDITS BY 45%.Take advantage of MSECS comprehensive

I-9 Compliance Services and avoid the potential of thousands of dollars in fines and legal fees.

I-9 Audit Service

Our audit includes reviewing I-9 forms, identifying paperwork errors and providing

improvements for your I-9 process.

I-9 Training

Our comprehensive training will provide you with a solid understanding of the

I-9 process. We can customize the training to meet your specific needs.

I-9 Advice

Your MSEC membership includes information and advice to ensure your

compliance with I-9 and E-verify requirements. Call as often as you need.

For information call 800.884.1328 or email us at [email protected]

COMPENSATION & BENEFITS


Benefit Administration: The Basics from A to Z HRCI

Participants learn the basic concepts of employer-sponsored benefits including health and welfare, retirement, and medical reimbursement plans. The course includes up-to-date and relevant basic design, legal, and administrative considerations. Individuals participate in skill-build-ing exercises to enhance their understanding of the material, including the role of benefits in a total rewards strategy, design concepts, fund-ing, mandated benefits, and compliance with federal laws, including health care reform.Outcomes: Understand basic design concepts regarding benefit administration, from retirement to health, and medical spending programs.Who Should Attend: HR Generalists, new Benefit Specialists, and anyone wanting an updateMay 1-2 (DN), Jun 10-11 (FC) 8:30-4:00 $295Upcoming Dates Aug 6-7 (DN), Aug 26-27 (CS), Oct 23-24 (DN)

New! Benefit Administration: Retirement Plans – A Comprehensive OverviewThis session provides participants with a comprehensive overview of the “best practices” in managing and improving employer sponsored retirement plans. The information includes key elements of recent regulations and legislation that impacts retirement plans, and what is required to be a good “steward” when caring for employees’ retirement savings is covered. Also discussed is how to “engage” and not merely

“educate” employees in your retirement plan; regulatory and legislative updates from the IRS and Department of Labor; and, best practices in investment menu design and monitoringOutcomes: Have clear information for both ERISA governed [401(k), Pension, 403(b), etc.] and non-ERISA governmental retirement plans.(Includes PLANSPONSOR Benchmarking Report by Industry a $495 value and retirement plan self audit checklists)

Who Should Attend: HR ProfessionalsJun 4 (DN), 8:30-4:00 $195Upcoming Date Nov 6 (DN)

FREE! Colorado Compensation Survey BriefingCome to our free briefing to learn how to use our survey data in your compensation plans. We will cover: • Salary comparisons by industry

and employment size • Historical trends

• Current compensation practices • 2014 Pay increase projections • Colorado economic overview

Outcomes: Use MSEC salary and benefit compensation data to make important strategic compensation decisions.Who Should Attend: HR ProfessionalsJun 10 (DN), Jun 23 (DN) 9:00-11:00 FREEUpcoming Dates Jul 17 (FC), Sep 25 (GS)

Compensation Administration I—Base Pay Design and Development HRCI

This class will teach how to develop a Total Rewards philosophy and work with a compensation model that begins with job analysis and introduces internal job evaluation and external market pricing. In addi-tion, elements including pay ranges and building a pay structure that focuses on business alignment will be covered. Hands-on exercises and group discussions assist participants in developing skills for creating, revising or maintaining base pay compensation plans. Outcomes: Understand compensation fundamentals and principles to apply in your workplace.Who Should Attend: HR Professionals, Compensation and Benefit ManagersJun 19-20 (DN) 8:30-3:30 $295Upcoming Dates Aug 13-14 (DN), Sep 23-24 (CS), Oct 16-17 (DN), Dec 2-3 (DN)

New! HR Guide to Employee Financial Wellness: The Basics of Employee Financial Wellness for the Human Resource Manager HRCI

Particpants will learn a “three-legged stool” approach to assist employ-ees in obtaining financial wellness. First is a HR guide to understand what employees worry about most, common blind spots, and em-ployee financial education. Second is helping employees understand the state of their finances, with information about the keys to a finan-cially healthy life, and how to measure and motivate good financial habits. Third is company sponsored retirement plans and the basics of investing, discussing the economic roller coaster, social security, and common misconceptions about employer provided retirement. Outcomes: Decrease stress in the workplace and increase productiv-ity by providing employees with a solid track for improved financial knowledge.Who Should Attend: HR Managers and Benefit Administrators responsible for providing information to employeesJune 11 (DN) 8:30-11:30 $39

FREE! Salary Survey Data–Making Sense of the Numbers HRCI

This session walks participants through questionnaire mechanics, sur-vey methodology, what to look for when using surveys, and a specific look at MSEC surveys. The data presented is from Colorado companies and has been compiled and analyzed by MSEC survey department to meet the needs of our members.Outcomes: Understand the basics of collecting and interpreting wage and salary survey data.Who Should Attend: Personnel responsible for completion of MSEC questionnaires or using survey data. This session is especially useful to those new to this job responsibility. June 27 (DN) 8:30-11:30 FREEUpcoming Date Sept 9 (DN)

DEVELOPMENTSUPPORT & ADMINISTRATIVE STAFF


May-June 2014 8


DEVELOPMENT

Brush-Up English * Participants will have an overview of grammar, including the problems and pitfalls of modern language usage. These basics to be reviewed including parts of speech, subject–verb agreement, proper pronouns, and plurals and possessives. Participants will learn to punctuate with confidence by studying the proper use of commas, semicolon, colon, apostrophes, and question marks.Outcomes: Write and edit for clarity, emphasis, and grammatical correctness.Who Should Attend: Employees responsible for preparing, editing, or reviewing written communications

Jun 3-4 (DN) 8:30-3:30 $395 (Includes lunch)

Upcomng Dates Sep 17-18 (DN), Nov 12-13 (DN)

Business Writing for Support Staff * Participants will develop writing skills from preparation to proofread-ing, including getting started, writing a document or composing an email, organizing for results, emphasizing main ideas, editing for clarity, and checking for errors. The seminar format includes exercises, indi-vidual guidance, and group discussion working with typical business documents: letters, reports, email, and procedures. Outcomes: Streamline the process from preparation to proofreading letters, memos, email, and other important business documents.Who Should Attend: Administrative Assistants and Executive-Level Support Staff

Jun 24 (DN) 8:30-3:30 $205Upcoming Date Oct 28 (DN)

Communicating In Difficult Situations for Non- Management Personnel *In this workshop, non-management personnel are encouraged to use their own tough on-the-job situations to practice and apply the skills they will be taught. Participants learn the principles and choices for handling difficult situations and how people signal issues and resolve conflicts. The Information Wheel tool is used to resolve conflicts, build relationships and teach how to listen to gain critical information to manage the situation. Outcomes: Learn practical talking and listening tools and strategies that can be put to immediate use.Who Should Attend: Non-Management and Support Staff personnel faced with difficult people and situations.

May 8-9 (DN) 8:30-4:00 $345Upcoming Dates Oct 8-9 (DN), Dec 16-17 (DN)

Customer Relations: Making the Connection *Participants discover practical, ready-to-use ideas for various phases of customer interaction. Connecting with customers and anticipating their needs by adapting to varying communication styles and practic-ing positive language skills is explored, along with employing a 3-step method for handling difficult customer situations. Action steps to ensure a customer experience is positive, and critical follow-up steps are reviewed.Outcomes: Acknowledge customer needs and take the correct action in a variety of difficult situations. Who Should Attend: Anyone having direct or indirect customer contactMay 1 (DN) 8:30-12:30 $125Upcoming Dates Jul 15 (DN), Nov 18 (DN)

Lead Worker TrainingThis seminar focuses on changing relationships for leads and group or team leaders, discussing the expectations and limitations of the posi-tion, and communication demands from employees and management. Participants learn the role of the lead worker and how to maximize the authority granted to lead workers. Communication skills are practiced, and instruction is offered to help engage employees and effectively train employees to complete necessary tasks.Outcomes: Understand the unique demands of a lead worker and perform more effectively.Who Should Attend: Leads, Group Leaders, Work Coordinators, and Assistant SupervisorsMay 8 (CS), Jun 12 (DN) 8:30-4:00 $175Upcoming Dates Jul 9 (AZ), Jul 29 (DN), Sept 25 (DN), Oct 17 (FC), Oct 29 (CS), Nov 25 (DN)

Practical Problem Solving for Support Staff *Participants assess their problem-solving style and choose the mode most appropriate to the problem. Participants will learn to identify the real problems and avoid wasting time, money, and energy on curing the symptoms. The class will cover generating a number of effective options to assure that the solutions are sound, get past assumptions, mental blocks, and habitual types of thinking that limit creativity.Outcomes: Go back to work ready to resolve thorny matters that arise each day.Who Should Attend: Administrative and Support StaffMay 2 (DN) 8:30-4:30 $195Upcoming Date Oct 3 (DN)

Support & Admin classes continued on page 9

DEVELOPMENT SUPPORT & ADMINISTRATIVE STAFF DEVELOPMENT

303.894.6732 | [email protected] | MSEC.org9 May-June 2014* Part of certificate program, see description at section end | HRCI recertification credits applied | See 2014 Training Catalog for full class descriptions

Telephone Imagery: Improving Customer Service Through Excellent Telephone Communication Skills *Participants learn the “how-to’s” of establishing a rapport using tips, tricks and techniques to develop a “can do” attitude, create a memora-ble image, conquer telephone etiquette basics, understand communi-cation styles, and enhance listening skills. Understanding a customer’s preferred communication style (auditory, visual, or kinesthetic) to increase customer satisfaction and reinforce customer loyalty is also explored.Outcomes: Make a positive impression on your customers through understanding communication styles and enhancing listening skills.Who Should Attend: Anyone who works with customers over the phoneMay 16 (DN) 8:30-4:00 $200Upcoming Dates Jul 15 (DN), Oct 10 (DN)

Time Management for Support Staff: Creating Balance in Today’s Workplace *Participants learn effective tools for helping them manage their activi-ties and priorities in a busy office. Time is spent clarifying values in order to spend more time on what matters most, defining what is likely to overwhelm the day, identifying personal and professional short- and long-term goals, establishing daily goals, prioritizing work to get the most important jobs done first, managing telephone interruptions, unraveling miscommunication and unclear directions, and creating an action plan to manage all the important roles and tasks.Outcomes: Identify short- and long-term priorities and spend less energy on time wasters and more time on important tasks.Who Should Attend: Support StaffMay 9 (DN) 8:30-4:00 $195Upcoming Dates Aug 12 (DN), Oct 21 (DN), Dec 9 (DN)

Workplace RespectThis valuable course offers an opportunity to investigate some root causes of disrespect and unclear personal boundaries. Participants gain awareness and communication tools to create a better under-standing of each person’s version of respect so that it can be mutually exchanged. Clarity about what it means to interact with co-workers in a respectful manner and how to more graciously ask for respect from them is covered.Outcomes: Use communication tools to create mutual understanding between co-workers.Who Should Attend: Any employee who would like to learn the behaviors to foster workplace respectJun 18 (DN) 8:30-12:30 $125Upcoming Dates Oct 9 (DN), Nov 10 (FC), Dec 5 (DN)

* The Support Staff/Administrative Assistant Certificate Program These classes can also be taken as part of the Support Staff certificate program. This program offers training to help support and administra-tive staff work effectively with supervisors and customers while meet-ing organizational goals and personal development needs.

Transitioning employees out of a workplace can be one of the most stressful, chaotic, and vulnerable times for an organization. Let MSEC take the lead.

Three Reasons To Offer Career Transition Services To Your Employees

1 Affect Your Organization’s Bottom Line The more quickly employees have new opportunities, the less risk you have of unemployment and other claims. The key is to provide the tools individuals will need to be successful in moving their career forward.

2 Maintain Your Organization’s ProductivityEmployees not transitioned can be as affected as those who are. By providing services to those employees leaving the company you are can maintain staff morale. Employees feel less guilty and less angry when co-workers are getting the services they need.

3 Protect Your Organization’s ReputationBy providing services to affected employees, your organization is viewed positively in the business com-munity. You will continue to be viewed as an employer of choice, and your ability to attract new talent will remain intact.

Individual Career Transition ServicesOur most requested Career Transition Service is geared to the individual. We provide:

• Resume and cover letter preparation

• Interviewing techniques

• Job search coaching

• Networking opportunities

• Social media marketing expertise

• Online resources for job hunting

For more information contact 800.884.1328 or [email protected].

Career Transition Services

DEVELOPMENT COMMUNICATION DEVELOPMENT


Communication Feedback: Know Thyself *Each participant receives an individual personal style report based on surveys from five individuals they select plus themselves. This “self plus others” report format provides a comprehensive description including individualized concrete suggestions. This is the foundation for the class, allowing participants to learn how to recognize others’ communication preferences and build the skills to work effectively with all. (Pre-work is required—2 weeks advance registration required.)

Outcomes: Understand how others perceive you and learn how to effectively adapt your communication.Who Should Attend: Managers, Supervisors, and EmployeesJun 24-25 (DN) 8:30-4:00 $445 (Includes personal style report)(A $140 charge is added to the standard 25% for cancellations less than 7 days)Upcoming Dates Sept 8-9 (DN), Nov 13-14 (DN)

Conflict: Self-Management *This session begins by defining the nature of conflict and then ad-dressing how to build skills for constructive resolution by creating an effective environment and developing compromises for mutual benefit. Participants learn about their personal response to conflict through the assessment of conflict styles, identifying alternative strategies, and conveying understanding. Outcomes: Understand conflict patterns and acquire skills for re-sponding constructively to conflict. (Includes conflict style assessment)

Who Should Attend: Managers, Supervisors, and EmployeesMay 13 (AZ) 1/2 day, 1:00-4:30 $125 May 19 (DN), Jun 26 (DN) full day, 8:30-4:30 $175Upcoming Dates Aug 13 (DN), Sep 29 (DN), Oct 23 (DN), Nov 19 (DN)

Developing and Maintaining Trust in the Workplace *This class is designed to help understand how to build trust and how that impacts relationships with your co-workers, managers, and customers. Participants explore the meaning of trust and measure individual skill levels in building trust. Participants develop strategic skills to build trust in the workplace, identify what trust is and its impact on the work environment, and use skills to rebuild trust and re-frame difficult messages.Outcomes: Increase skill levels in building trust through instruction, reflection, and class exercises.Who Should Attend: Employees wanting to develop more effective relationships with othersMay 19 (DN) 8:30-4:00 $175Upcoming Dates Jul 21 (DN), Sep 12 (DN), Oct 8 (FC), Nov 18 (DN)

Developing Interpersonal Communication Skills *This three-day class examines the essentials of the communication process. It explores how life experiences, beliefs, perceptions, and choices affect communication, and how to flex communication styles to enhance effectiveness. How to communicate while under stress is highlighted, along with taking responsibility in communication, and how best to deliver and receive peer feedback. Outcomes: Develop an action plan to implement changes to communicate more effectively.Who Should Attend: Employees, Managers, and SupervisorsMay 5-7 (DN), Jun 3-5 (DN) 8:30-3:30 $420 Jun 25-27 (FC) Upcoming Dates Jul 9-11 (DN), Aug 19-21 (DN), Sep 23-25 (DN), Oct 28-30 (DN), Dec 9-11 (CS)

Email: What to Do Before You Hit SendParticipants learn what to consider before writing an email, determine and if email is the best way to deliver the message. Email composition will be covered, including useful subject lines, what is unimportant, and organizing for readability. The class will cover avoiding the pitfalls of vague information, insults to the reader, and emoticons, sarcasm, and inappropriate tone, along with legal and privacy issues.Outcomes: Ensure that email messages are effective and receive attention.Who Should Attend: Managers, Supervisors, and EmployeesJun 10 (DN) 8:30-3:30 $205Upcoming Dates Sep 10 (CS), Oct 9 (DN)

Generations: Working Together * HRCI

Participants will learn to recognize the unique needs of different generations in the workforce. The course will examine the impact of historical and cultural factors on generational outlook. Participants will be taught how to identify each generation’s preferences for com-munication, development, and work culture and practice adapting communication styles to interact more effectively with members of different generations.Outcomes: Build stronger teams by working more effectively with members of all generations.Who Should Attend: Managers, Supervisors, Support Staff, and HR ProfessionalsMay 13 (AZ) 1/2 day, 8:30-12:00 $125 Jun 5 (DN) full day, 8:30-4:30 $175Upcoming Dates Jul 18 (FC), Oct 10 (DN), Dec 10 (DN)

DEVELOPMENTCOMMUNICATION DEVELOPMENT


May-June 2014 12


Grant Writing EssentialsParticipants who write grants learn the critical tools needed to identify potential funders and write successful grant proposals or applications. Outcomes: Get help with identifying the right funder, determining the funders needs, and learn how to structure a grant application. Who Should Attend: Organizations seeking grant proposal/ application writing informationand approachesMay 9 (DN) 8:30-12:00 $150

Group Facilitation Skills HRCI

This session begins by defining facilitation and distinguishing facilita-tion skills from the role of the facilitator. Participants learn the balance between leading and facilitating by practicing key facilitation skills and identifying and establishing group norms during facilitations. Skills including, observing group dynamics and learning intervention techniques in response are discussed, to help maintain an environ-ment conducive to maximum interaction and productivity.Outcomes: Develop the observation and intervention techniques that make an effective facilitator.Who Should Attend: Trainers, Supervisors, and ManagersJun 18-19 (DN) 8:30-4:30 $295Upcoming Dates Aug 7-8 (FC), Sept 4-5 (DN), Nov 6-7 (DN)

Self-Accountability: What I Think Is Why It IsParticipants learn how to take charge of their thinking and initiate sat-isfying experiences by understanding the thinking process and how thoughts lead to feelings and behavior, how state of mind determines quality of life, and how thinking differently can create the freedom to choose one’s attitude in any situation. Also discussed are disput-ing and changing self-defeating thought patterns, and begin using healthy perceptions to support success and empower Outcomes: Fulfill your desires and create a rewarding life.Who Should Attend: Those wanting to transform by exchanging negative attitudes for limitless possibilitiesMay 9 (DN) 8:30-4:00 $195Upcoming Date Nov 14 (DN)

Write It RightParticipants learn how to deliver error-free documents by avoiding common mistakes. Classic punctuation pitfalls and error hot spots are identified. Proofreading and working with speed and accuracy are stressed. Techniques for spotting typos are practiced. Formal and in-formal rules and advantages of each kind are discussed, as is the need to maintain a consistent level of formality. The possibility of writing in partnership with a colleague is explored.Outcomes: Develop specific skills necessary for proofreading and editing your own work as well as the work of others.Who Should Attend: Employees who have taken Brush-Up English, or employees who want to improve editing and reviewing skillsJun 19 (DN) 8:30-3:30 $220 (Includes lunch)

Upcoming Dates Aug 26 (DN), Nov 18 (DN)

* The Communication Mastery Certificate Program These classes can be taken as a part of the Communication Mastery certificate program. Our Communication Mastery Certificate explores all aspects of workplace interactions and helps develop a process for building loyalty through effective communication.

Finding the truth in a workplace allegation can be like finding a needle in a haystack.

Let MSEC do it for you. We will conduct a

thorough investigation and provide the findings

in a comprehensive investigation report that

becomes your legally defensible basis for

informed decision making. MSEC investigators,

are experienced employment law attorneys, and

practiced interviewers. For more information call

800.884.1328.

DEVELOPMENT TRAINING & PERSONAL DEVELOPMENT DEVELOPMENT


Accounting for Non-AccountantsThis course is for those who must understand fiscal information. Participants will gain skills to know what data are important to collect and monitor, how to analyze and report the data to justify arguments, and how to strengthen your reputation as someone who can appreci-ate the larger financial picture. This is accomplished through group discussion, problem-solving exercises, real business examples, and hands-on practice.Anticipated Outcomes: Strengthen your reputation as someone who can appreciate and address the larger financial picture.Who Should Attend: Business owners, HR Professionals, Managers, and others who are involved in financial decision-making in their organizationsMay 14-15 (DN) 8:30-3:00 $295Upcoming Date Oct 21-22 (DN)

Advanced Practicum for Experienced Trainers * HRCI

This session provides experienced trainers with an opportunity to prepare and deliver a practice-training module and receive feedback from peers. Using their own materials, participants will deliver a 20-25 minute module of training. The class discusses elements related to the development of the training, including their needs assessment, design, and evaluation process. Those attending can pose problems or concerns for their peers to address. (Participants must register at least one week in advance to allow enough time for preparation. Guidelines for the module will be sent one week prior to class.)

Outcomes: Learn training methods from peers and continue to develop your skills.Who Should Attend: Trainers with at least two years of experience, who have been involved in all aspects of training from assessment through evaluationJun 17 (DN) 8:30-4:30 $195Upcoming Date Oct 14 (DN)

Designing Training Materials *The seminar focuses on creating the supporting written materials such as notebooks, handouts, and visual aids, as well as other learn-ing aids. The class reviews a needs assessment and then helps to calculate development time and costs, identify design resources and constraints, and clarifies learning objectives. Developing training ma-terials is discussed by tying training objectives to material design, con-sidering sequencing options selecting the instructional method and delivery medium, developing a lesson plan, and writing the content. Outcomes: Create written materials such as notebooks, handouts, and visual aids to support good training.Who Should Attend: Individuals who prepare in-house training, deliver group training, or revise existing trainingMay 21-22 (DN) 8:30-4:30 $295Upcoming Dates Aug 20-21 (DN)

Developing Presentation Skills *Participants will focus on skill-building by designing and delivering two presentations and receiving both class and instructor feedback. Presentations will be recorded. The principles of public speaking are explored including presentation design, style, and delivery techniques, and visual aids. There is time allotted for practice and feedback, impromptu presentations, informational presentations, persuasive presentations, and instructional presentations.Outcomes: Deliver an effective presentation to audiences ranging from peers to the executive management team. (*This three-day course provides practice and feedback, and all three days must be attended.)

Who Should Attend: Individuals with limited experience or those who wish to improve their confidence level in front of groups (Class size is limited to 10)

Jun 10-12 (CS) 8:30-4:30 $490 (Includes lunch)

Upcoming Dates Jul 15-17 (DN), Sep 22-24 (DN)

Emotional Intelligence at WorkEmotional Quotient (EQ) is learning how to consciously utilize your emotions to create optimal results in your relationships with yourself and others. Time is spent building emotional literacy, recognizing pat-terns, applying consequential thinking, and expanding key relation-ship skills. Participants learn to develop the five EQ Competencies, including self-awareness, self-regulation, self-motivation, empathy, and relationship skills, and assess their own emotional intelligence through use of a comprehensive assessment.Outcomes: Raise your Emotional Quotient at work. (Includes assessment)

Who Should Attend: Formal and informal leaders in organizations desiring greater effectivenessMay 6-7 (GJ) 8:30-4:30 $345Upcoming Date Oct 15-16 (DN), Nov 18 (AZ)

DEVELOPMENTTRAINING & PERSONAL DEVELOPMENT DEVELOPMENT


May-June 2014 14


Ethics for Business: People, Performance, and PrinciplesThis session discusses the importance of developing ethics aware-ness programs to create and reinforce a culture that encourages and rewards responsible and ethical decision making and behavior at all levels in the organization. Participants assess their organization in terms of ethical strengths and potential vulnerabilities to ethical breaches. A decision-making model will be introduced and applied to case studies by class participants. Outcomes: Reinforce a culture that encourages and rewards responsible, ethical decision-making.Who Should Attend: HR Professionals, Managers, and Supervisors responsible for ethicsMay 7 (AZ), Jun 12 (DN) 8:30-12:00 $125Upcoming Dates Oct 7 (CS), Nov 6 (DN)

Total RecallIn this lively session, participants learn how to remember what they hear, recall foreign languages, technical data, scripts, and presenta-tions, improve long-term and short-term name recall. Also discussed are different learning styles, roadblocks in study and how to head them off at the curve, and how to create an action plan to implement the new techniques and strategies covered.Outcomes: Improve memory in order to recall information and iden-tify the roadblocks in retaining what has been learned.Who Should Attend: Anyone wanting to use their mind and memory more productivelyMay 7 (DN) 8:30-4:00 $195Upcoming Date Sep 25 (DN)

Train the Trainer * HRCI

This course begins by teaching the principles of adult learning and the training cycle. Participants then develop and deliver part of a training program. Videotaping is included in order to help partici-pants understand how their style can be most effective. Note: Participants will give a 15-minute training module on the third day and may wish to bring a training program under development to class.

Outcomes: Deliver training to groups of three or more effectively and efficiently, with confidence that comes from practice in a training environment. Who Should Attend: Those who prepare in-house training, deliver group training, or revise existing training packagesMay 13-15 (DN), Jun 11-13 (DN) $495 (Includes lunch on days 2&3) 8:30-4:30Upcoming Dates Aug 6-8 (DN), Oct 1-3 (DN), Dec 2-4 (DN)

Training Needs Assessment and Evaluation * HRCI

In this seminar, participants will explore various methods for creating appropriate needs assessments and evaluation strategies. Needs as-sessments are reviewed, including the importance of conducting one, the different types of needs, five different approaches, and what to do with the results. In addition, evaluating trainings will be covered and will include the four levels of evaluation, gathering and evaluating data, asking the right questions, and estimating training costs and the Return on Investment (ROI).Outcomes: Use selected needs assessment and evaluation tools as part of the design and delivery of training.Who Should Attend: Trainers, HR Professionals, Training Directors, and Managers responsible for measuring training effectivenessMay 8-9 (DN) 8:30-4:00 $295Upcoming Dates October 6-7 (DN)

Training Skills for On-The-Job Trainers * HRCI

This session provides a comprehensive approach to the creation of procedural manuals used in training one-on-one. Participants learn quick ways to update materials, uniformly train people to indepen-dently do a job, and how to certify and track learning progress that meets ISO requirements. Participants will deliver a 15-minute training module, requiring evening preparation to incorporate class infor-mation. Participants may adapt their own training materials for the course. (Participants receive a DVD copy of their presentation and a CD with templates to use in creating the training documentation.)

Outcomes: Use a systematic, comprehensive approach in the creation of procedural manuals to deliver high-impact training.Who Should Attend: Those responsible for technical or one-on-one training. (Class size is limited to 10, and participants must be able to attend all three days.)

Jun 25-27 (DN) 8:30-4:00 Days 1-2 $495 8:30-3:30 Day 3Upcoming Dates Sep 17-19 (DN)

* The Trainer Certificate ProgramThese classes can be taken as part of the Trainer certificate program. This certificate program increases trainers’ skills so they can contribute to on-going success.

DEVELOPMENT SUPERVISION

15 May-June 2014

DEVELOPMENT

303.894.6732 | [email protected] | MSEC.org* ** Part of certificate program, see description at section end | HRCI recertification credits applied | See 2014 Training Catalog for full class descriptions

Assertiveness Training for Managers This powerful two-day program will focus on examining three differ-ent styles of communication and the costs, benefits, and appropriate applications of those styles. Participants leave with concrete tools to use when leading others. The tools include three assessments to determine an individual’s degree of assertiveness and identify road-blocks. Also included are skill building exercises to boost self-confi-dence, achieve cooperation, provide effective feedback, and manage highly-charged situations. Participants also generate concrete asser-tive strategies to address a specific, real-life situations.Outcomes: Increase your professional effectiveness and cooperation within your team.Who Should Attend: Any leader who needs to be more effective when communicating with others May 20-21 (DN) 8:30-4:00 $295Upcoming Dates Nov 13-14 (DN), Oct 16-17 (CS)

Business Basics * HRCI

This seminar will provide an overview of the strategic planning, operations management, and quality tools used in today’s businesses. Instruction, exercises, and case studies are used to illustrate the fundamental concepts used by managers to make informed decisions. Understanding the role of strategic planning, scanning the business environment, analyzing internal vs. external environments, and con-ducting a S.W.O.T. analysis are all reviewed, along with other topics related to the fundamentals of business.Outcomes: Understand the building blocks of successful business practices.Who Should Attend: Entry-Level Supervisors and those wanting an understanding of business fundamentalsMay 13 (DN) 8:30-4:30 $245Upcoming Dates Aug19 (DN), Oct 22 (DN)

Business Writing for ManagersParticipants develop skills in planning, writing, and reviewing a variety of writing projects from email to short reports. This “hands-on” workshop includes class exercises, group discussion, and individual guidance, and reviews planning through recognizing the purpose, appraising the reader, and organizing ideas. Writing for the reader is discussed along with choosing the format, creating transitions, and emphasizing main ideas. Outcomes: Produce business documents that get positive results.Who Should Attend: Managers and professionals who must use written communicationMay 15 (DN) 8:30-3:30 $205Upcoming Dates Aug 19 (DN), Sep 9 (CS), Oct 16 (DN)

Change Management: Building Resiliency ** HRCI

Change in the workplace is inevitable and a manager must lead their staff through changes. In this course, participants learn to differenti-ate between change and transition, use a three-phase transition model, and learn the action steps accompanying each phase of the model. Also discussed are the primary emotions and behaviors of people experiencing change, along with the information and support needed as people move through the change process. Outcomes: Build resiliency to manage yourself and others through necessary workplace changes. Who Should Attend: Managers, Supervisors, Leaders, or anyone managing change and transitionsMay 8 (DN), Jun 17 (AZ), Jun 17 (DN) 8:30-12:30 $125Upcoming Dates Aug 13 (FC) (1:00-4:30), Sep 5 (DN), Nov 25 (DN)

Coaching: Partnering for Performance **This course explores supervision from the mind-set of a coach, where employee development is the focus, and where a partnership sup-portive of employee development is desired. Also covered are critical coaching skills necessary to enhance that partnership, and the tools and confidence needed to embrace the coaching role successfully. The presented coaching gives a solid framework for holding various types of coaching conversations.Outcomes: Prepare, implement, and know when to follow-up, in order to support the coaching partnership. Who Should Attend: Managers, Supervisors, and Team Leads May 15-16 (DN), Jun 4-5 (CS) 8:30-4:00 $355 (Includes Coaching Process Questionnaire assessment)

Upcoming Dates Sep 25 (AZ) 8:30-12:00, Sep 29-30 (DN), Nov 12-13 (FC)

Collaboration Skills: A Radical Approach to Problem Solving and Conflict Resolution **Radical Collaboration® is a powerful interactive experience that guides participants in building effective partnerships, alliances, and relationships that work. Participants, through practice problem-solving in simulated and real-time situations, learn the dynamics of interpersonal relationships, build collaborative skills, understand the elements of building and maintaining long-term trusting climates, and develop skills establishing and solidifying partnerships and alli-ances key to professional success. Outcomes: Use five essential skills to build strong alignments and greatly increase productivity and success in the workplace.Who Should Attend: Executives, Managers, Team Leaders and Members, OD and HR Professionals Jun 24-25 (DN) 8:30-4:30 $380(Includes lunch and cost of book Radical Collaboration)

Upcoming Dates Sep 18-19 (DN)

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DEVELOPMENT


* ** Part of certificate program, see description at section end | HRCI recertification credits applied | See 2014 Training Catalog for full class descriptions

Conflict Coaching: Learning to be an Effective Conflict CoachParticipants learn a set of skills and strategies used to support peoples’ ability to engage in, manage, or productively resolve conflict. This class first defines conflict coaching and distinguishes it from other processes. Participants then review and practices conflict coaching process (with trained coaches), where they learn to refine listening and questioning skills and manage psychological dynamics, while understanding the ethics of a conflict coach.Outcomes: Develop insights and formulate strategies to manage the conflict and improve working relationshipsWho Should Attend: Anyone in a position to coach others in conflictJun 9-11(DN) $475

Conflict Strategies: Navigating Others Through Workplace Difficulties **Participants identify appropriate intervention strategies, assess per-sonal responses to conflict using a questionnaire, examine construc-tive and destructive responses to conflict, coach others in developing conflict management skills, and practice implementing a conflict facilitation model. Outcomes: Use critical conflict management tools to successfully navigate through conflict. (Includes Conflict Dynamics Profile assessment)

Who Should Attend: HR Professionals, Managers, Supervisors, and LeadersJun 13 (DN) 8:30-4:30 $205Upcoming Dates Oct 2 (DN), Dec 9 (AZ)

Delegation: A Strategy for Empowerment *This one-day course helps managers become master delegators — and avoid being perceived as micro-managers-- through exercises, discussions, and a case study. This program follows a clear and simple process for delegation by first identifying barriers to effective delega-tion, then setting delegation guidelines that will help your team get things get done, creating a management system that really works, and determining which delegation tools to apply to specific tasks.Outcomes: Delegate to empower team members to make their own decisions and help the entire group work more effectively.Who Should Attend: Managers and SupervisorsMay 5 (DN) 8:30-4:30 $175Upcoming Date Sept 30 (DN)

Great Leader Series May Session: How Great Leaders Think and Act Strategically June Session: How Great Leaders Manage Change and Influence Behavior Challenge your assumptions about what motivates employees and learn vibrant and practical solutions for enhancing employee engage-ment and stimulating peak performance. Outcomes: Become a strategic and influencial leader.Who Should Attend: Supervisors, Managers, and LeadersMay 30 (DN), Jun 20 (DN), 8:30-4:30 $230/course

Harvard Business Series: The Power of Culture in an Experience Economyjcpenney’s “Fair and Square” Pricing Strategy is reviewed. How does a business react when a new CEO institutes a dramatic change in the pricing structure, when that change does not bring the expected results? This class reviews the circumstances leading the broad changes made, and reviews the changes from a strategic standpoint.Outcomes: Gain strategic knowledge on a novel business plan while gaining SPHR credit.Who Should Attend: HR Professionals intereseted in Strategic HRCI CreditsMay 16 (DN) 8:30-11:30 $99/courseUpcoming Dates Aug 12 (DN), Nov 14 (DN)

Interpersonal Mastery: The Human ElementThe Human Element® Approach is supported by research-based analyses and built upon the belief that the success of an organization is determined by the quality of the relationships among its customers, managers, and employees. Leaders and teams succeed when they have the emotional and social intelligence, along with tools from this workshop, to be creative and focused. Tools from this workshop show them how. Outcomes: Advance your knowledge of human behavior in organiza-tions to increase the success of your workplace.Who Should Attend: Executives, Managers, Team Leaders, Team Members, OD and HR ProfessionalsMay 20-22 (DN) 8:30-4:30 $485 Upcoming Dates Aug 27-28 (DN), Nov 18-20 (DN)

Supervision classes continued on page 17

DEVELOPMENT SUPERVISION

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DEVELOPMENT

303.894.6732 | [email protected] | MSEC.org* ** Part of certificate program, see description at section end | HRCI recertification credits applied | See 2014 Training Catalog for full class descriptions

Leading Teams *This class outlines how to set a direction for a team by assessing indi-vidual needs, recognizing stages of team development, and applying facilitative and directive leadership practices to support teams. Partici-pants discuss and apply four different leader decision-making styles, practice moving teams toward group decision-making, and discuss a continuous improvement model to apply at your workplace. Outcomes: Develop skills to provide strategic direction and effective decision-making as the leader of a team.Who Should Attend: Managers, Supervisors, Team Leads, and Lead WorkersJun 20 (DN) 8:30-4:30 $175Upcoming Dates Aug 7 (CS), Oct 23 (DN)

Managing Effective Meetings *Participants learn to structure, design, and hold effective meetings, by understanding meeting norms, positive meeting roles, and different types of meetings. Designing meetings, including setting objectives, building agendas, and meeting techniques will be discussed. Also reviewed is managing meetings and the role of the meeting manager, how to manage behaviors and difficult situations, and how to evalu-ate meetings.Outcomes: Get the most value from your meetings.Who Should Attend: Anyone who runs or participates in meetingsMay 29 (DN) 8:30-12:30 $125Upcoming Date Dec 9 (DN)

Managing Multiple Priorities *This practical seminar helps participants prepare for change in man-aging tasks, beginning with analyzing multiple assignments, identify-ing major priorities, determining what is important, and understand-ing payoffs versus priorities. Breaking out of “crisis management” is a goal of the class, providing tactics for handling a multiple workload and organizational tools to help keep focused. Also discussed are avoiding major time wasters and managing conflicting priorities or colleagues. Outcomes: Become more organized, make choices, gain cooperation from others, and prioritize to achieve results.Who Should Attend: Managers, Supervisors and others juggling multiple tasksJun 5-6 (DN) 8:30-4:00 $355Upcoming Dates Sep 25-26 (DN), Nov 20-21 (DN)

Performance Documentation Skills for Supervisors * HRCI

Participants will learn a simple performance documentation process and understand its importance in preventing legal claims. Using proven techniques, participants will practice writing and maintaining job-related performance documentation. The seminar will focus on how the current legal climate affects supervision, as well as the “how-to’s” of documenting employee actions. Outcomes: Develop strong practices, follow a clear process, and avoid potential pitfalls when documenting discipline.Who Should Attend: Managers, Supervisors, and HR ProfessionalsMay 15 (FC) 1:00-4:30, Jun 17 (DN) 8:30-Noon $125 Upcoming Dates Aug 13 (DN), Oct 14 (DN), Oct 30 (AZ)

New! Performance Management: Managing Employee Development HRCI

Participants learn their role in supporting employees in the career management process and the tools to conduct a successful develop-ment discussion. How employee development fits into performance management is explained, along with the organization’s, manager’s, and employee’s role in the process, while exploring successful av-enues to employee development. Also outlined are steps in the career management process and how to prepare and conduct a develop-mental discussion.Outcomes: Prepare and conduct employee development discussions as part of the performance management process.Who Should Attend: HR Professionals, Managers, and SupervisorsJun 12 (DN) 8:30-4:00 $175Upcoming Date Oct 16 (DN)

Performance Management: Setting the Stage for Success HRCI

This class provides the skills to manage employee performance as an ongoing process and ties the supervisory role to employee and organizational success. Participants learn the essential skills needed to set clear expectations and document key performance behaviors and results, as well as provide ongoing coaching and feedback to employees. Preparing and conducting the appraisal discussion for optimal results is also a part of this class. Outcomes: Manage employee performance as an ongoing process and tie it to employee and organizational success.Who Should Attend: Supervisors and ManagersMay 14 (DN) 8:30-4:00 $175Upcoming Dates Jul 31 (CS), Sep 24 (DN), Oct 14 (FC), Oct 30 (AZ) (8:30-12:00), Nov 19 (DN)

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DEVELOPMENT


* ** Part of certificate program, see description at section end | HRCI recertification credits applied | See 2014 Training Catalog for full class descriptions

Problem Solving Skills *Participants experience a four-part problem-solving model. Each phase of the model is explored and integrated with opportunities for specific skill development and exposure to tools that support the problem solving process. The process begins with selecting the correct problem to work on, moves into defining causes and eff ects, then generating alternatives, and, finally, how to implement the solution(s). Throughout the session identifying barriers and roadblocks to effective problem solving, and assessing participants’ current problem-solving style and approach are explored. Outcomes: Generate alternatives and implement the best solution.Who Should Attend: Managers, Supervisors, and HR ProfessionalsMay 22 (AZ), May 29 (FC) 8:30-4:30 $175 Upcoming Date Oct 24 (DN)

SKILLSCOPE: A Multi-Rater Assessment Tool for Supervisors and Managers *This session includes the comprehensive instrument, called SKILL-SCOPE, which assesses participants’ strengths and developmental needs. It provides feedback from peers, direct reports, and superiors, and a clear method for interpreting that feedback. The SKILLSCOPE re-port is confidential and anonymous. The results of this developmental tool are given only to the participant. (Note: Registration is due six weeks prior to the seminar, and questionnaires no less than three weeks. Cancellation must be received within fourteen (14) days prior to the seminar.)

Outcomes: Identify key competencies and behaviors that lead to supervisory and management success. Who Should Attend: Managers and Supervisors(If the pre-work is accessed, a $160 assessment fee will be charged)

Jun 13 (DN) 8:30-12:00 $320Upcoming Date Sep 26 (DN)

Supervision: Core Competencies *Thousands have enjoyed this MSEC program. The course begins with analyzing employee performance using the Mager-Pipe system, then explores leadership styles to better work with subordinates, teams, and peers. Participants learn to capitalize on employee engagement, set and communicate expectations, enhance listening, and practice delivering effective feedback. Outcomes: Put into action the tasks and interpersonal skills to motivate employees and achieve results.Who Should Attend: Managers and SupervisorsMay 15-16 (DN), Jun 2-3 (DN) 8:30-4:30 $295 Jun 17-18 (DN), Jun 25-26 (CS)Upcoming Dates Jul 8-9 (DN), Jul 30-31 (FC), Aug 4-5 (DN), Aug 21-22 (DN), Sep 4-5 (DN), Sep 10-11 (AZ), Sep 22-23 (DN), Oct 7-8 (DN), Oct 15-16 (GJ), Oct 23-24 (DN), Nov 20-21 (DN), Dec 3-4 (CS), Dec 10-11 (DN)

Supervision: Is it For Me? *The class highlights changes in types of responsibility, relationships with peers, friends, and management, along with personal chal-lenges that often go along with a promotion to supervision. This is a discussion seminar in which participants focus primarily on the critical differences between non-supervisory and supervisory roles, and con-sider the role and duties of a supervisor, how to make the transition to supervision while planning for success in the transition.Outcomes: Learn whether a supervisory role would be a good fit, and how to approach such a role.Who Should Attend: Anyone contemplating a supervisory role May 7 (DN) 8:30-4:00 $175Upcoming Date Sep 16 (DN)

Supervision: Your First 90 Days—How to SurviveThis is a great course for those new to supervision. In this hands-on course, participants explore the differences between managing and leading. A Supervisory Skills assessment is used to find gaps in select leadership skills, including guiding and organizing the work, develop-ing staff, and managing performance and relationships.Anticipated Outcomes: Leave the class with an action plan to imple-ment when returning to the workplace. (Participants use a “Supervisory Skills Assessment”)

Who Should Attend: New Managers and SupervisorsMay 13 (DN), Jun 19 (FC) 8:30-4:30 $175Upcoming Dates Oct 20 (DN)

* The Supervision Certificate ProgramThese classes can be taken as a part of the Supervisor certificate program. This program builds skills and knowledge on the following topics: motivation, communication, and employee development.

** The Advanced Supervision Certificate ProgramThese classes can be taken as a part of the Advanced Supervision certificate program. As you continue to develop your management skills, this program offers the next step of advancement and expands your capacity to lead.



STAFFING CORE & STRATEGIC HUMAN RESOURCE TRAINING

Revised! Fundamentals of Human Resource Management: Key Steps in Getting Started HRCI

This seminar is for those solely responsible for the operations of Hu-man Resources, or as a refresher for professionals wanting to expand their knowledge. The role of linking human resources to business success is explored by examining recruiting and retention, orienta-tion, recordkeeping, HR measurement, performance management, employment law, compensation, and benefits.Outcomes: Learn practical ways the Human Resource practitioner can contribute to the organization’s success. Who Should Attend: HR Professionals who are newer to the roleMay 6-7 (DN) 8:30-4:00 $355(Includes a copy of the MSEC Blue Book: Employment Law Resource)

Upcoming Dates Jul 10-11 (DN), Sep 23-24 (DN), Nov 4-5 (AZ), Dec 10-11 (DN)

Interviewing and Hiring I * HRCI

This session is a step-by-step approach for planning, conducting, and evaluating a structured, behavioral interview. This interactive format combines lecture, video, exercises, and discussion. Participants follow an interview plan, analyze applications, conduct behavioral interviews, and select the best candidate.Outcomes: Ask effective, legally-compliant questions to successfully interview your next applicant.Who Should Attend: HR Professionals, Managers, and SupervisorsJun 4 (DN) 8:30-4:00 $175Upcoming Dates Jul 16 (DN), Jul 16 (AZ) (8:30-12:00), Aug 19 (FC), Sept 18 (DN), Oct 7 (DN), Nov 20 (DN), Nov 20 (Tucson) (8:30-12:00)

Recordkeeping for Human Resources * HRCI

Participants learn why records are kept, what is kept, and for how long. The practical management of records is covered, along with regula-tory and administrative concerns. Also included are whether to go paperless, and what should be kept or discarded.Outcomes: Simplify the recordkeeping process at your workplace. Who Should Attend: HR Professionals who work with records on a daily basisMay 1 (AZ), Jun 3(DN) 8:30-12:00 $125Upcoming Dates Sep 5(DN), Oct 28 (FC) (1:00-4:30), Nov 13(DN)

Recruiting: The Strategy and the Tactics * HRCI

Participants develop of a strategy, learn how to target and evaluate effective internal and external sources, and create an employee refer-ral program. Also discussed are tactics every recruiter needs, using metrics, and a recruiting scorecard. Creative sourcing ideas including using social media are explored.Outcomes: Leverage employer branding to attract and engage candidates. Who Should Attend: HR Professionals responsible for recruitingMay 2 (DN) 8:30-4:00 $175Upcoming Dates Sep 17 (DN), Dec 3 (DN)

Retaining and Engaging Employees: What Employees Really Care About * HRCI

Participants learn to build effective programs and create an environ-ment that values employees by exploring the many factors involved in an employee’s decision to stay or leave. Factors considered include key engagement issues, organizational culture, hiring practices, em-ployee development, management practices, and total rewards.Outcomes: Develop effective engagement practices.Who Should Attend: HR Professionals, Managers, and SupervisorsMay 15 (FC), May 22 (CS) 8:30-12:00 $125Upcoming Dates Aug 7 (DN), Nov 4 (DN)

* The Human Resource Certificate ProgramThese classes can be taken as part of the Human Resource certificate program. It provides you with a foundation of practical information on key topics and expands your skills in the Human Resources field.

What’s the bottom line?We recognize that your organization is unique. And we understand that your input and participation is crucial to the process. That coupled with our collective and diverse expertise helps to ensure that we deliver tailored

compensation solutions that are competitive and support your organizational objectives.

For more information, contact [email protected] or 800.884.1328.

MSEC provides a full range of services to help members implement and manage a flexible yet comprehensive compensation system. We collaborate with you to align your organizational

objectives and human resources strategy with your reward systems.

What is the goal?Our concentration on quality and long-term service focuses on providing an efficient, competitive, and cost-effective

compensation program that supports the culture, vision, and environment of your organization.

What are the benefits of a good plan?Attracting and retaining quality and key talent is always a top priority. A well-designed program linked to organiza-

tional goals ensures that you are able to keep quality employees and have a competitive edge in attracting new ones.

What is involved?MSEC consultants utilize industry best practices, a standard methodology, and wide-ranging resources including

MSEC salary and benefit surveys. We take a strategic approach to provide you with a variety of solutions. Every phase of the project is documented, and we also assist with communication and implementation to ensure ongoing success.

What are my organization’s needs?Together we will assess your organizational culture and business philosophy in order to identify the best approach whether it means developing a new plan, revising the current plan, or just looking at certain aspects. Our areas of

expertise include:

Base Compensation Design

Job Analysis

Job Description Review

Job Evaluation

Market Pricing

Communication Strategies

Plan Implementation

Benefits Analysis

Executive Market Analysis

Audits

MSEC Designed Total Compensation Solutions

MISSION CRITICAL TECHNICAL TRAINING

303.894.6732 | [email protected] | MSEC.org

**Virtual class *Class will be held at the DTC Critical Systems Training Center location. All other classes will be held at Downtown Denver Mission Critical Systems Training Center. See 2014 Training Catalog for addresses.

21 May-June 2014

Our partner, Mission Critical, has a variety of technical courses for all skill levels. Register at MSEC.org

MAYMay 5-9 Access Boot Camp $1,450 8:00am - 4:00pm

May 7 Excel 2007/2010 Basic* $179 8:00am - Noon

May 7 Excel 2007/2010 Intermediate* $179 1:00am - 5:00pm

May 8 Excel 2013 Basic* $179 8:00am - Noon

May 8 Office 2013 Transition* $179 1:00pm - 5:00pm

May 9 Excel 2013 Intermediate $179 8:00am - Noon

May 12 SharePoint 2010 Level 1* $350 8:00am - 4:00pm




May 16 Excel 2007/2010 Basic $179 8:00am - Noon

May 16 Excel 2013 Advanced $179 8:00am - 4:00pm

May 19 Excel 2007/2010 Intermediate $179 1:00am - 5:00pm

May 19 Excel 2013 Charts and Pivot Tables $179 8:00am - Noon

May 20 Excel 2007/2010 Advanced $179 8:00am - Noon

May 23 Project 2010 Basic* $350 8:00am - 4:00pm

May 28 Access 2007/2010 Basic* $350 8:00am - 4:00pm

May 29 Access 2013 Intermediate $350 8:00am - 4:00pm

May 30 SharePoint IT Admin 2013 Workshop $450 8:00am - 4:00pm

MISSION CRITICALTECHNICAL TRAINING


May-June 2014 22

JUNEJune 2 Excel 2007/2010 Basic $179 8:00 - Noon

June 2 Excel 2007/2010 Charts & Pivot Tables $179 1:00pm - 5:00pm

June 3 Excel 2007/2010 Intermediate $179 8:00am - Noon

June 3 PowerPoint 2007/2010 Basic $179 1:00pm - 5:00pm

June 4 Excel 2013 Advanced $179 8:00am - Noon

June 4 PowerPoint 2007/2010 Intermediate $179 1:00pm - 5:00pm

June 5SharePoint IT Admin 2013 Workshop - Configuring Business Intelligence **

$450 8:00am - 4:00pm

June 5 Excel Pros 2013 - Managing Databases $350 8:00am - 4:00pm

June 6 Excel Formulas & Functions $179 8:00am - Noon

June 9 Outlook 2013* $179 8:00am - Noon

June 9 Visio 2013 Basic* $179 1:00pm - 5:00pm

June 9 SharePoint 2013 Level 1 $350 8:00am - 4:00pm

June 10 SharePoint 2013 Level 2 $350 8:00am - 4:00pm

June 11 Word 2007/2010 Basic $179 8:00am - Noon

June 12 Excel Pros Managing Databases 2007-2010* $350 8:00am - 4:00pm

June 13 PowerPoint 2007/2010 Advanced $179 8:00am - Noon

June 16-18 Excel 2013 Boot Camp* $990 8:00am - 4:00pm

June 16SharePoint IT Admin 2013 Workshop - Additional Components**

$450 8:00am - 4:00pm

June 19 Excel 2007/2010 Basic $179 1:00pm - 5:00pm

June 19 Word 2007/2010 Intermediate $179 8:00am - Noon

June 20 Excel 2013 Intermediate* $179 1:00pm - 5:00pm

June 20 Word 2007/2010 Advanced $179 1:00pm - 5:00pm

June 23-24 Access 2007/2010 Advanced* $450Day 1, 8:00am - 4:00pm Day 2, 8:00am - Noon

June 24 SharePoint 2013 Designer** $350 8:00am - 4:00pm

June 25 SharePoint 2013 Workflows in Designer** $350 8:00am - 4:00pm

June 26 Access 2007/2010 Basic $350 8:00am - 4:00pm

June 27 Excel 2007/2010 Advanced $179 8:00am - Noon

June 30 Project 2010 Basic* $350 8:00am - 4:00pm

Our partner, Mission Critical, has a variety of technical courses for all skill levels. Register at MSEC.org

800.884.1328 • MSEC.org

Optimize your training dollars with MSEC’s custom on-site classes. We will work with you in ad-vance to tailor a program that specifically meets your business goal and training needs. And, deliver it right at your workplace.

Key BenefitsIt is effective and efficient. On-site trainings ensure that employees are exposed to the same content at the same time.

It is customized. The material is specific to your organization so information is pertinent to your business goals and practices.

It is economical. If you have a number of employees that need training, an on-site can save you time and money.

The most requested topics for on-site training are:Performance Management SkillsEthicsManagement Back–to–BasicsPerformance Documentation SkillsSupervisor SkillsHarassment in the Workplace

Train Your Sights on an On-Site!

PRSRT STDU S POSTAGE

PAID DENVER, CO

PERMIT NO. 5521799 Pennsylvania StreetDenver, CO 80203MSEC.org

May-June Training Guide 2014

Documents

Transcript of May-June Training Guide 2014