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Supervisor Training 10/31/11

Supervisor Training 10/31/11. Purpose of Training. Brief reminders about: Avoiding harassment complaints Updates to the Americans with Disabilities Act (ADAAA) Performance Management overview Leadership Development. Harassment Prevention.

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Supervisor Training 10/31/11

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  1. Supervisor Training10/31/11

  2. PurposeofTraining • Brief reminders about: • Avoiding harassment complaints • Updates to the Americans with Disabilities Act (ADAAA) • Performance Management overview • Leadership Development

  3. Harassment Prevention NNU is committed to provide students and personnel with a workplace free from all unlawful harassment, including bullying and intimidating behavior.

  4. UnlawfulHarassment • Important to note---what you might consider to be Sexual Harassment, another may not. • Sexual Harassment is determined by how the act affects the individual’s employment or learning environment • It is the Impact not the Intent • Perception is reality • Please report any perceived harassment to the immediate supervisor and HR

  5. ADA(AA) NNU is committed to provide a workplace that not only complies with requirements but also conveys support of personnel who exhibit the need for special arrangements or accommodations

  6. Performance Management NNU is committed to providing personnel with the tools which enable them to be successful in their positions

  7. Performance Management • Process: • November 1 – 30 ~ Write performance evaluation (including goals from last year’s), update position description if there have been significant changes over the past year and turn in to HR • December 1 – 31 ~ HR reviews, HR sends to VP, HR sends back to supervisor • January 1 – 31 ~ Supervisors meet with personnel, go over evaluation, add goals for 2012, sign & date, send original to HR

  8. Performance Management

  9. Ratings • Must provide examples of performance if rating is anything other than 3.0 (2.7 – 3.4) • Ratings in between whole numbers are acceptable • Rate personnel for supervisory responsibilities if they supervise students • Do not rate personnel in the supervisory section of the tool if they do not have supervisory responsibilities

  10. Provide accurate details • Performance Evaluations are not the time to be attempting to build up a marginal employee • If a person excels in an area, state what he or she does that is wonderful • If a person needs training or is not doing well in an area, give examples or explain what is not being accomplished

  11. Common Misconceptions • It is okay for staff (hourly) personnel to learn programs or study office materials in the evening without recording time • Hourly personnel can take time off next week if they work overtime this week – it is flex time

  12. Additional Information • New Worker’s Compensation treatment facility – St. Lukes in Meridian • Starting March or April 2012, new facility at the Marketplace by Costco in Nampa • New family practice facility in the former Health & Welfare building on Amity

  13. Any questions??

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