Leadership and Management Training Diversity Team

Committee Members: Ted Flory – Chair Steve Allen Denise Branam Kim Calvery Stan L’ey Liaisons: Henry Alaman Jack Rogers Leadership and Management Training Diversity Team

Introduction Reviewed employee survey completed 2 years ago • Handouts of Matrix (Exhibit 1 and 2) • No particular ranking • Same information presented in a different format • Criteria for promotion/hiring practices • Recommendations for training • Mandatory attendance at some classes • Part of performance evaluation • List of classes and subjects provided

Introduction • Four Areas of Concern: • W= Work environment • P= Promotion Practices • A= Accountability • C= Communications • 26 desired traits: • Common to each area of concern,

Committee Objective Make recommendations with regard to a management training program as it relates to diversity

Summary • Training program areas • Mandatory training expectations • Phase 2 activities • Conclusion

Management Training Program Areas Identified in Employee Survey • Morale/Job Satisfaction • Quality of Leadership Skills • Management Expertise • Communication • Different Communication Styles

Management Training Expectations Supervisory Responsibilities Minimum training to be completed and documented, within the last year, before an individual is promoted to a lead work or supervisory position. • Core curriculum • Diversity • Communication

Management Training Expectations Supervisory Responsibilities • Minimum of two courses per year, of which one relates to communication • Core Curriculum • Journey into Leadership Program • Communication Training • i.e. Paul Axtell; OSU Human Resources • Diversity Training • Management Theory and Styles

Desired Attributes of Management Style • See handouts • Employee survey

Suggested Training Options See handout provided in packet

Desired Result Develop Management Personnel with a broad selection of training and experience that meets OSU’s goals and management roles.

Phase 2 Activities • Develop comprehensive training options • Technical and administrative • Professional development of staff • Committee to locate training resources and track accountability • Supervisors evaluated on professional development of staff

Phase 2 Activities • Develop proactive interviewing criteria • Includes suggested interview questions • Committee returns to F&A divisions to review and reflect on accomplishments

Conclusion Provide feedback on these questions: • Other training opportunities that you are aware of • Issues identified in the employee survey • Recommendations related to leadership and management training • Anticipated obstacles to recommendations from committee

Leadership and Management Training Diversity Team