Supervisory Training
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Transcript of Supervisory Training
Supervisory Training
Welcome to
Supervisory Training
Presented by Human Resources
To Do Today
•Interviewing
Techniques
•Job Posting Policy
•Performance
Evaluation
•Coaching &
Communication
•Progressive
Disciplinary Process
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
Interviewing Techniques
for Managers
Laws that affect the Interview Process
»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
Placeholder for Learning GameReview 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 newPerformance Evaluation form!
Coaching and Communication
Coachingand
Communication
Supervisory Training
Coachingand
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
Coaching and
Communication
In the beginning…
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
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 GameKey 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
Discharge for Cause
Final Written Warning
Formal Written Warning
Verbal Warning
Verbal Counseling
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 GamePlace 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
• Phone number• Website• User ID & Password
Employee Assistance Program
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
»Be proactive and don’t procrastinate
»Work closely with HR
It’s really not so bad…
Don’t Worry
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