A Day for Front-Line Managers & Supervisors
The Heart of Organizational Effectiveness and Legal Compliance
Friday, May 15, 2020 | 8:30 AM – 4:00 PM | Registration Fee: $295
REGISTRATION OPENS IN JANUARY
What’s it all about? No matter how well your organization’s HR Team is schooled in effective practices, front-line managers and supervisors are the ones who can make all the difference. This is true for employers of any size. Day-to-day conversations, inquiries, and performance processes are what determine the legal health of your workplace. That’s why we offer this valued bring-it-home program for managers from outside of HR to get a better feel for the behaviors and practices that impact employers and employees alike. Supervisors and managers will leave better attuned to making fair and consistent decisions that encourage the best workplace culture and legal compliance.
This Friday program includes breakfast, lunch, access to a Samoset overnight room on Thursday evening, and most important – the following Five Learning Modules:
- Step Up to Accountability.
- Master the Supervisor-Employee Relationship.
- Blast through Hiring and Onboarding Challenges.
- Performance Management at its Best.
- How Supervisors Solve Problems.
7:00 | Registration Opens
Visit the Registration Desk in the lobby to check in and grab your event materials.
7:00-8:30 | Breakfast
Enjoy breakfast and complimentary barista-made coffee from Bard before starting your day.
8:30-9:45 | KEYNOTE
Step Up to Accountability
A formula for meaningful work and a purposeful life
What’s it all about?? After a four-year absence from the Samoset stage, nationally-acclaimed author and master of Reality-Based Leadership, Cy Wakeman, returns with an enriching and evolved discussion of accountability – how it should direct your work in human resources and how you can adapt it to your formula of life. It’s a sophisticated and simple message at the same time. Ditch the drama, and you can call yourself and others to responsibility. Then go beyond ego to something better – self-reflection. When you do that, you can turn excuses into results. Join us for a rollicking 75-minutes with Cy, as she explores the research and analysis from her new book, “No Ego.” Leave inspired and determined to deliver accountability to your organization.
Why you’ll want to participate in this session.
- Discover the four elements of the competency of accountability and the relationship between accountability and engagement.
- Adopt interviewing and hiring techniques that ensure accountability in new hires and gain skills in coaching current employees for accountability.
- Become fluent in a new employee value metric that measures accountability, then discover how to “hardwire” it throughout the organization
10:00-11:00 | Master the Supervisor-Employee Relationship
This knowledge is essential and will guide managers to excellence. A recent study by Gallup states, “Of all the codes Gallup has been asked to crack… the single most profound, distinct and clarifying finding – ever – is probably this one: 70% of the variance in team engagement is determined solely by the manager.” Ross Gibson will explore and discuss ways managers build stronger relationships with employees and drive performance. We will touch on how a successful supervisor-employee relationship starts in the recruitment process and carries though to on-going dialogue and exploration with employees. Participants will leave with constructive ideas and tools to connect with their team members and become great people leaders.
- Understand the critical role of supervisors in determining team performance.
- Know what skills and qualities make for a great supervisor.
- Practice effective behaviors that reinforce company values within your team.
11:15-12:15 | Blast Through Hiring and Onboarding Challenges
Hiring the right person at the right time sets the tone for that employee’s future in your organization and for your legal compliance obligations. Allie McCormack will review what constitutes the best, non-discriminatory recruiting practices, with a tutorial on the value of well-crafted job descriptions, tips on conducting strong job interviews, how to gain value and information from appropriate background checks, and how much of what you do during the first few weeks of employment sets the stage for a productive work history.
- Understand basic concepts of federal and Maine workplace discrimination law. Then discover how fair and consistent recruiting practices help you avoid employment law claims.
- Build your supervisory skills toolkit on preparing for and conducting effective job interviews, and receive a checklist of the kinds of questions that may get you into legal trouble, and alternatively, the kinds of behavioral questions that properly get you the information you need.
- Ensure new hires transition into the workplace by focusing on front-line supervisors’ orientation role – setting the standards for behavior, training for the specific tasks, and associated record-keeping compliance issues.
12:15-1:00 | Lunch
Rejoin the full HR Convention audience for lunch and conversation.
1:00-2:30 | Performance Management at its Best!
This is where supervisors and managers really hit the road – ensuring that the work gets done, dissipating workplace conflicts, and learning how to measure employee performance and call the team to greatness. The employment community is on a slow path moving from numbered checklist performance reviews to something more holistic and interactive, and we’ll explore this trend.
- Discover the latest trends and practices in performance management and employee evaluations, with an emphasis on giving and receiving feedback effectively.
- Discuss your role in preventing and mitigating workplace conflict.
- Understand the critical role of documentation and record keeping for both performance issues and conflict management issues.
2:45-4:00 | How Supervisors Solve Problems
We’ll close the day with a couple of interactive demonstrations that present common challenges to effective supervision. The first involves the Americans With Disabilities Act (ADA) and the Maine Human Rights Act, both of which set standards for accommodating the needs of employees with disabilities. The second involves your role in handling a claim of workplace harassment and navigating the tricky waters of investigation and resolution. In both cases, we have common workplace scenarios with consequences for the employer, the employee, and potentially a variety of other stakeholders.
- As to the disability accommodations issue, you’ll see that supervisors are in the best position to implement and understand the evolution of an accommodation. Is it appropriate for business necessity? Does it match the needs of the employee? Is it appropriate for business necessity? Are there better alternative so propose to HR and your attorneys? What is the impact of an accommodation on other employees? How do you monitor the progress of an accommodation?
- As to claims of harassment, you’ll see issues you know all too well in a different light. Just what constitutes harassment? How do you conduct a proper, effective investigation? What are the privacy issues that abound? What are your potentially conflicting roles and responsibilities?
- In both cases, how do these issues implicate your skills as researcher, investigator, mediator, and problem solver?