Workshops

• Identify levels of employee engagement with learning initiatives.
• Leverage motivational strategies to increase employee engagement with learning activities.
• Develop a team culture of learning through available resources.

Navigating the Multi-Generational Workplace

• Understand the generational breakdown and characteristics of generational differences.
• Recognize tools to recruit, engage, and collaborate with individuals across generational differences.
• Implement strategies to work across generational differences.

Reflect on your experiences as you gain a more solid understanding of how generational differences impact workplace interactions. Learn to bypass assumptions and focus on building a solid workforce by recruiting and engaging employees that span across five unique generations.

• Understand the purpose of the Governor’s Summer Internship Program
• Understand the timeline associated with the Governor’s Summer Internship Program
• Develop a quality internship experience

• Improving the overall candidate experience.
• Create a requisition that attracts the right candidate.
• Efficiently move candidates through the selection and hiring process.

• Identify best practices for job descriptions.
• Create interview questions based on the skills and requirements for your roles.
• Identify the most effective interview formats.
• Effectively structure and conduct interviews.
• Utilize best practices for making final decisions and investing in your candidate.

• Understand the purpose of Interview Central.
• Understand how to navigate the tools and resources located within Interview Central.
• Understand how to effectively use the Interview Rubric to correctly rate a candidate.

• Understand the policies and processes related to compensation.
• Identify the various components and factors that impact compensation decisions.
• Examine example scenarios to apply learned knowledge on compensation and organizational design.

• Understanding the scope and responsibilities of the Americans with Disabilities Act for state employees.
• Define what is a reasonable accommodation under the ADA.
• Identify how to engage in the interactive process with an employee using available resources.
• Understand the scope and responsibilities of the State’s Reasonable Accommodation policy and Reasonable Accommodations Arising out of Pregnancy, Childbirth, or Related Medical Conditions Policy.

• Identify situations where extended absences apply to state employees.
• Understand the eligibility, application and notification processes and responsibilities for all types of extended absences.
• Locate the appropriate resources for employees and managers for all types of extended absences.
• Identify what questions you can and cannot ask state employees about their absences.

• Understand key terminology as it relates to effective workplace culture and discussions.
• Identify strategies to navigate difficult conversations with direct reports.
• Locate and incorporate statewide policy expectations and resources to lessen employee escalation during discussions.
• Effectively engage in scenario-based discussions addressing common workplace conflicts.

Fostering Wellness in the Workplace

• Learn about current State of Indiana wellness utilization trends.
• Review employee wellness resources
• Recognize opportunities to promote wellness resources.

• Understand the relationship between a customer’s needs, an agency’s mission, and employee job responsibilities.
• Use customer and agency expectations to align employee activities and expectations.
• Create SMART objectives, goals, standards, and Success Measures to hold employees accountable.
• Implement a strategy to consistently set, manage, and evaluate expectations and retain diverse talent.

Do your managers have difficulty creating clear standards and expectations for staff?

Are you seeking to improve productivity, create a high-performance culture, and retain talent?

This hands-on training equips your managers with best practices to hold employees accountable and achieve results.  It prepares them to participate in your agency’s goal-setting process and ensure expectations are aligned, reinforced, and monitored.

• Understand the importance of performance and development self-assessment.
• Improve self-awareness and track your progress with feedback.
• Create a plan to improve your performance or develop your strengths.

• Explain the importance of effective evaluations that utilize success measures to measure performance.
• Use the ORCA Model to support ratings while ensuring consistent application across staff.
• Collect information and feedback for effective assessment.
• Use the 1:1 to improve performance or motivate development.
• Recognize and celebrate milestones & achievements.

• Explain the intention of feedback and why it’s important.
• Prepare and provide effective feedback.
• Use feedback to stay or get back on track.
• Create and participate in feedback culture.

• Prevent poor performance with clear expectations.
• Identify when and how to intervene for correction.
• Use SuccessFactors to document observations and efforts to improve performance.
• Reinforce performance expectations and ongoing success.

• Use SMART goals to create a plan of action.
• Use the Success Measure & plan of action to determine progress.
• Use team and 1:1 meetings to monitor progress.
• Use feedback to stay or get back on track.

• Explain why expectations should align with the agency’s mission and job responsibilities.
• Create aligned, SMART performance goals and Success Measures.
• Define and clarify the relationship between goals and competencies.

• Define and clarify the relationship between goals and competencies.
• Explain how training goals prepare employees for their long-term performance goals.
• Create aligned, SMART training goals, Success Measures, and a training plan.

Revisit performance management best practices and receive answers to commonly asked questions about expectations for employee goal setting. Learn to create effective onboarding and training plans for newly onboarded employees.

• Make decisions that balance empathetic supervision with accountability.
• Engage and retain talent with effective supervision.
• Consistently hold staff accountable using performance tools.

Learn strategies for establishing trusting relationships in the workplace through manager accountability, empathy, consistency and intentionality. Discuss scenario-based examples and understand the available SuccessFactors tools for establishing and maintaining an effective performance management system.

Fostering & Pursuing Continuous Employee Development

• Create SMART (specific and measurable) development goals.
• Use a career path, blind spots, or hidden strengths to focus development activities.
• Create a plan with the GROW model and document progress.
• Stay motivated and use feedback to achieve milestones.