Federal Supervisory Skills Training
November 4 - 8, 2019 - (5 days/40 Hours) 8:00 a.m. to 5:00 p.m. daily Bldg. 1100, Santa Rosa Conference Room (Rm. # 11111) NASA / John C. Stennis Space Center
The Federal Supervisory Skills course is designed to help supervisors and managers acquire the skills they need to make effective Human Resource Management (HRM) decisions and support the Human Capital Assessment and Accountability Framework (HCAAF). The course provides the knowledge and skills-base needed to establish a solid foundation for making HRM decisions and supports federal managers and supervisors in meeting critical HRM competencies. The design includes a wide variety of instructional techniques designed to maximize adult learning, including mini lectures, group discussions and activities, role-playing, simulations, case studies, and individual and team action planning.
Module 1: The Merit System
The Merit System module allows participants to explore the regulatory framework of the Merit System, the Merit System principles, prohibited personnel practices, and the Hatch Act. After completing this module, participants should be able to:
Recognize the documents that define the regulatory framework of the Merit System.
Recognize and uphold the Merit System Principles in workplace situations.
Recognize and prevent instances of prohibited personnel practices in the workplace.
Recognize the agencies that share the responsibilities for administration of the Merit System and their roles.
Module 2: Ethics
The Ethics module teaches participants to comply with ethical principles involving such topics as gifts, travel, promotional items, misuse of position, post-employment activities, supplementation of salary, and financial interests and disclosures. After completing this module, participants should be able to:
Recognize the general principles of ethical conduct for all federal employees.
Apply standards of ethical behavior to situations to determine proper conduct.
Module 3: EEO Responsibilities and Managing Diversity
The EEO Responsibilities and Managing Diversity module familiarizes participants with their responsibilities for fair and ethical treatment of personnel in the workplace. The participants will explore illegal discrimination, sexual harassment, individuals with disabilities, affirmative programs, diversity management, EEO complaints, and alternative dispute resolution. After completing this module, participants should be able to:
Recognize he components of an equitable workplace.
Identify discriminatory practices and follow procedures for handling allegations of discrimination.
Analyze situations to determine methods for providing reasonable accommodation for qualified disabled individuals.
Apply knowledge of the EEO complaint process to respond properly to EEO investigations and complaints.
Module 4: Position Management and Classification
The Position Management and Classification module explores methods for applying knowledge of proper position management and classification to ensure the efficient and effective use of the federal workforce and to ensure equal pay for equal work. After completing this module, participants should be able to:
Identify the impact of the organization's mission on position and organizational design.
Describe the factors that must be balanced when designing position structures.
Describe the role of the PD in classification and position management.
Identify position management practices and processes.
Identify factors that determine a position's classification.
Identify your responsibilities for developing and maintaining accurate position descriptions (PDs.)
Module 5: Pre-Recruitment
The Pre-Recruitment module helps participants build the skills necessary to prepare and initiate a recruitment action to recruit qualified personnel. Participants will explore the importance of using succession planning in the recruitment process, recruitment sources, hiring flexibilities, and key factors that affect the recruitment process. After completing this module, participants should be able to:
Recognize the importance of workforce and succession planning in the recruitment process.
Cite some key components of your agency’s workforce and succession plan.
Describe how the Area of Consideration affects recruitment.
Identify various recruitment sources and hiring flexibilities.
Identify and explain factors that affect the recruitment process.
Module 6: Recruiting
The Recruiting module allows participants to build a foundation that is necessary for recruiting a highly qualified, diverse workforce. Participants will explore the differences between competitive and non-competitive actions, job analysis, crediting plans, special recruitment incentives, and uniform guidelines for recruiting. After completing this module, participants should be able to:
Identify key differences between competitive and non-competitive actions.
Describe the job analysis process.
Differentiate between knowledge, skills, and abilities.
Identify the required knowledge, skills, abilities, and selective placement factors for positions.
Explain the purpose of a crediting plan and how it is used.
Identify and describe special recruitment incentives available for hard-to-fill positions.
State the basic purpose of the Uniform Guidelines and the importance of observing them in the recruitment process.
Module 7: Making Selections
The Making Selections module helps participants with the skills needed to interview and recommend the best candidates for selection and advancement. Participants will explore Merit Promotion and OPM/DEU certificates, the supervisor’s responsibilities in the interview process, legal and illegal interview questions, candidate selection, and reference checks. After completing this module, participants should be able to:
Explain how names are ordered on Merit Promotion and OPM/DEU certificates.
Specify who may be selected when candidates are referred from a variety of sources.
Describe your responsibilities in the interview process.
Classify interview questions as legal or illegal.
State the purposes and advantages of performance-based interviewing.
Properly document/justify a candidate’s selection.
Justify the need for reference checks and describe your role.
Module 8: Performance Management and Awards
The Performance Management and Awards module familiarizes participants with performance management. Participants will explore their responsibilities pertaining to performance management, performance plans, performance monitoring, and employee development; and methods for rating and rewarding performance. After completing this module, participants should be able to:
Develop effective employee performance plans that support organizational goals and meet GPRA requirements.
Develop methods for effectively monitoring and documenting performance.
Recognize and implement appropriate development opportunities to improve performance.
Rate employee performance using techniques for avoiding error.
Reward good performance through the proper use of awards and incentives.
Module 9: Conduct and Performance-Based Actions
The Conduct and Performance-Based Actions module teaches participants the skills and knowledge necessary to effectively respond to performance or conduct-based actions. Participants will explore the difference between conduct and performance, probationary periods, methods for correcting deficient performance, the performance-based action process, the performance improvement plan, methods for handling misconduct, disciplinary actions, documentation, and the Douglas Factors. After completing this module, participants should be able to:
Distinguish between conduct and performance to initiate and follow the proper corrective procedures.
List and discuss the steps for handling conduct and performance problems.
Describe the role of settlements in conduct-and performance-based actions.
Determine the appropriate disciplinary actions available to the supervisor in addressing problems and select and apply as appropriate.
Identify the roles and responsibilities of supervisors, management, Human Resources, and unions in addressing conduct and performance problems.
Module 10: Leave and Attendance
The Leave and Attendance module familiarizes participants with the key components of managing leave and attendance, including discussion on various leave types and entitlements, the Family and Medical Leave Act (FMLA), family-friendly leave benefits, the leave transfer program, and alternative work schedules. After completing this module, participants should be able to:
Summarize supervisor responsibilities regarding leave and attendance.
Describe the various types of leave including FMLA leave, administrative leave, and LWOP.
Distinguish between FMLA leave and sick leave for family care and bereavement.
Explain when and how to deal with leave and attendance abuse issues (including counseling, appropriate documentation, leave restriction, and discipline).
Module 11: Labor Relations
The Labor Relations module assists participants with building the skills needed to maintain good labor-management relations. Participants will learn to recognize and consider the rights of the labor union in all management activities, understand the supervisor’s role in the labor-management process, and understand the requirements for notifying the union before making changes that require collective bargaining. After completing this module, participants should be able to:
Identify employee, union, and management rights and responsibilities outlined in the Federal Service Labor-Management Relations Statute.
Determine if proposed changes require collective bargaining.
Identify the key factors of formal discussions.
Recognize the four requirements of investigative (Weingarten) meetings.
Recognize the stages in the unfair labor practice complaint process.
Recognize supervisor’s role in interpreting and using information from a labor agreement.
Module 12: Handling Grievances and Complaints
The Handling Grievances and Complaints module allows participants to recognize and communicate the rights of employees to grieve. The participants will explore the procedures for hearing and responding to grievances and complaints and the benefits and application of alternative dispute resolution. After completing this module, participants should be able to:
State the benefits and application of alternative dispute resolution.
Describe the supervisor's role in the grievance procedure.
Respond appropriately to grievances and complaints.
Module 13: Managing Safety and Health
The Managing Safety and Health module familiarizes participants with methods for maintaining a safe and healthy working environment and promoting agency and government-wide programs in this area. After completing this module, participants should be able to:
Recognize the benefits of an effective safety and health program.
Recognize employee health services availability.
Identify the responsibilities of the supervisor in a safety and health program.
Identify and apply the elements of an effective safety and health program.
Trainer: APPRIO, Inc. (formerly FPMI)
In 2016 Apprio, Inc. acquired the assets of FPMI Solutions (to include the Federal Management Institute), a leader in the fields of Human Capital and Learning Solutions for the Federal Government. Our acquisition of FPMI expands and solidifies existing Apprio capabilities in human capital and training, and allows us to offer new capabilities through an established and recognized platform to our client base. FPMI and the Federal Management Institute (FMI) provide seamless training and professional development capabilities across Apprio's Health, Civilian, Defense and Homeland Security business lines.
For over 30 years, FPMI and the Federal Management Institute have designed, developed, and delivered successful professional development programs to Federal agencies. Programs have included training in the areas of Human Resources, Labor and Employee Relations, EEO and Compliance, Management and Leadership, and Federal Retirement and Benefit Plans. In just the past ten years, we have successfully provided training solutions to over 130 different federal agencies, completed over 3000 training class deliveries and trained over 100,000 federal employees.
This training is coordinated by the Center of Higher Learning. To register or for more information, please contact Jessica Spiers at 228-688-3170 or via email at Jessica.M.Spiers@usm.edu. CHL accepts checks, credit cards, training forms, and purchase orders as payment. All payments must be received by October 11, 2019. This class is limited to 25 participants.