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Module 3

Module 3. Managing People & T heir Work . Please open this link at the beginning of class. Program Partners. Remember confidentiality as we move forward, please. Start with a Strong Foundation & Build UP . Learning Objectives.

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Module 3

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  1. Module 3 Managing People & Their Work Please open this link at the beginning of class

  2. Program Partners Remember confidentiality as we move forward, please.

  3. Start with a Strong Foundation & Build UP

  4. Learning Objectives • Understand how managing people and their work contribute to your organization’s success in achieving your mission • Know the key elements of Standard Area 3 • Be aware of resources that can assist you in implementing this standard • Be able to identify next steps you must take to achieve this standard

  5. Managing People & Their Work According to Conference Board of Canada, 58% of Canadian employees are open to moving to other orgs! Are you prepared for the inevitable staff turnover? Discuss with your neighbor your biggest concern.

  6. HR Toolkit Resources – Module 3 NOTE Through Toolkit called Managing People & Their Workon left hand menu many resources under Keeping the Right People Let’s take a look at the section! Please follow along as we go through this module – there is oodles of info.

  7. Standard Area 3 3.1 – All new employees are oriented to the position and to the organization. 3.2 – Managers and supervisors with the responsibility for managing the efforts of others are provided with appropriate learning opportunities to develop their supervisory skills.

  8. Standard Area 3 3.3 – All employees have work plan/performance objectives that identify the tasks/activities and expected results for future performance. 3.4 – The performance of each employee is fairly assessed, at least annually, at the end of the work plan or performance period.

  9. Standard Area 3 3.5 – The organization has methods to address employee performance issues or concerns. 3.6 – the organization provides competitive compensation to employees.

  10. Standard 3.1 All new employees are oriented to the position and to the organization. A process of introducing to org, mission, activities, programs, and job. What is the purpose? Linked to standard 2.2, 2.3 and 2.4.

  11. 3.1 Activity Find the Orientation Checklist online How does your org compare? What are some creative ways to add capacity to orient new employees?

  12. Standard 3.2 Managers and supervisors with the responsibility for managing the efforts of others are provided with appropriate learning opportunities to develop their supervisory skills. • Clearly define the role • Ensuring supervisors have competencies • Manage both people and process

  13. Supervisory Competencies? Competency = characteristics of superior performers Skills, attitude, knowledge = behavior In groups of 4 brainstorm your question: • What people skills do supervisors need? • What process skills do supervisors need?

  14. People responsibilities include… • Developing work team and individual employee skills and capabilities • Motivating employees • Delegating work ownership and providing feedback • Conducting formal performance reviews • Carrying out disciplinary activity

  15. Process responsibilities include… • Work unit planning • Budgeting • Scheduling • Task/work assignment • Work implementation and problem solving • Evaluating results

  16. Standard 3.3 All employees have work plan/performance objectives that identify the tasks/activities and expected results for future performance. Closely linked to 3.3

  17. SMART Performance Objectives Specific – is clear about what is to be done Measureable – how much? How many? Attainable – a reasonable path + good odds Realistic – needs should match skill level Time-Bound – how long? How often? Do you use SMART goals with your employees? Homework – using the template, create a work plan

  18. Standard 3.4 The performance of each employee is fairly assessed, at least annually, at the end of the work plan or performance period. Plan, Monitor, Review With a partner, review the performance management cycle, effective management systems, and discuss the biggest challenges in your non-profit

  19. HR Toolkit Resources Got to HR Toolkit, then Keeping the Right people (left menu), then Performance Management (left menu). http://hrcouncil.ca/hr-toolkit/keeping-people-performance-management.cfm

  20. Standard 3.5 The organization has methods to address employee performance issues or concerns Links to 1.2, 3.4 and 5.1

  21. HR Toolkit Resources Got to HR Toolkit, then Keeping the Right People (left menu), then Discipline(left menu) Then Employment Termination (left menu) http://hrcouncil.ca/hr-toolkit/keeping-people-discipline.cfm http://hrcouncil.ca/hr-toolkit/keeping-people-termination.cfm

  22. In Small Groups… Take one of these topics… • Verbal reprimand • Written reprimand • Letter of suspension • Termination meeting Prepare the notes/document to meet with a employee (using a specific example)

  23. Standard 3.6 The organization provides competitive compensation to employees. Total Compensation Direct financial compensation Indirect financial compensation Non-financial compensation

  24. Activity Lisa will assign a topic, you will present on it: • Job evaluations • Pay increases • Salary surveys • Statutory benefits • Employee benefits Show at least one Hrcounci.ca resource

  25. Compensation Strategy • Helps create the culture • Impacted by Internal and external equity • Often determines your competitiveness in attracting and retaining • Linked to local economic conditions • Volume of employees and • Legislation/union issues

  26. Job Evaluation • process of ranking jobs within an org • skill level, competencies, tasks and responsibilities/authority of role • roles grouped by similar field – job family • then junior to senior levels identified

  27. Pay Increases As a result of: • Annual cost of living increases • Market adjustments following a compensation review against pre-established criteria • Promotional increase • Merit increase • Bonus pay

  28. Salary Surveys • Compares apples to apples • Validity • Usability • Looks at all the numbers • Considers the total compensation package http://hrcouncil.ca/hr-toolkit/compensation-salary.cfm#_secA3

  29. Online Session Evaluation Please take a few minutes to complete the session evaluation before leaving: http://survey.constantcontact.com/survey/a07e7uw39wphja1notu/start

  30. Statutory Benefits • Employment insurance • Canada pension plans • Statutory obligations • Minimum wage • Vacations and Holiday leave • Maternity and paternity; adoption and paternal • Emergency/sick/compassionate and bereavement • grievance • termination

  31. Employee Benefits • Group insurance • Disability income protection • Retirement benefits • Daycare • Tuition reimbursement • Sick leave • Vacation (paid and non-paid) • Education funding • Flex/alternate work arrangements

  32. Homework • Take a breath • Pick a priority • Create a plan

  33. Session Evaluation Please complete it… http://survey.constantcontact.com/survey/a07e7uw39wphja1notu/start

  34. Questions? Next session: Jan 8, 2014 (storm date Jan. 15) Cancellation policy • If any school boards cancel, we are cancelled • If anything else causes a need to cancel, check your email before you leave home

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