May-June Training Guide 2015

MSECTRAINING GUIDE | MAY-JUNE 2015

californiaNEVADA

MSEC — WE CONSTRUCT TRAINING FOR YOU!

303.894.6732 | [email protected] | MSEC.org1 May-June 2015

CONTENTS

MAY-JUNE 20153-5 LEGAL COMPLIANCE

7 COMPENSATION & BENEFITS

8-12 PROFESSIONAL DEVELOPMENT

13-17 MANAGEMENT & LEADERSHIP

19-20 HR MANAGEMENT

21-22 MISSION CRITICAL Technical Training

MSEC MEMBERSHIP MEETINGSDo you know that you can get a free review of your employee handbook every year? Are you taking advantage of all that membership has to offer? Join us each month for a free lunch or webinar and learn how to maximize your membership.

WEBINAR - May 7, 10:00am-11:00am (MST)

LUNCH - June 4, 12:00pm-1:00pm

NOTE Most classes listed are also available as an on-site.See MSEC 2015 Training Catalog for full class descriptions.

ON THE COVER MSEC has over 3,000 members, in 77 industries, representing nearly a million employees. This year the cover of our training guides will represent the diverse industries that choose MSEC as a business partner. We appreciate our members trust and confidence and are committed to making employers successful.

HR is evolving and we want to help. To support our members in their continuing quest for professional development, we are now a Preferred Provider for the new SHRM-CP and SHRM-SCP Certifications. Watch for more details! We will continue to offer HRCI credits as a Preferred Provider as well, just look for the HRCI seal in the class descriptions.

CONSTRUCTION & REAL ESTATE

(DN) Denver, CO | (AZ) Scottsdale, AZ | (CS) Colorado Springs, CO | (FC) Fort Collins, CO (GJ) Grand Junction, CO

May-June 2015 2

TRAINING IN FOCUS MSEC remains committed to providing quality, innovative and convenient train-ing for our membership. Our May-June training schedule is full of exciting sessions that will further increase your knowledge and skill development. Each month in the

“Training in Focus” section we will highlight a variety of classes. Be sure to peruse the whole guide so you don’t miss any of our great offerings!

CLASSES FOR THE EVER-CHANGING WORKPLACE

Diversity In the Workplace page 10

Generations Working Together page 10

Workplace Respect page 12

Ethics for Business: People, Performance, and Principles page 14

Motivating Employees From The Inside Out page 15

FOLLOW MSEC

THREE EASY WAYS TO REGISTER FOR MSEC

CLASSES!

1. Call 303.894.6732

2. Email [email protected]

3. Go online to MSEC.org

CERTIFICATE PROGRAMS MSEC offers 11 different certificate programs to help your managers and employees become well-rounded in their field of endeavor. Classes throughout this guide are marked with the colored dot below where appropriate.

• Advanced Supervision Certificate Program

• Business Applications Certificate Program

• Coaching Certificate Program

• Communication Mastery Certificate Program

• Employment Law Certificate Program

• Human Resource Certificate Program

• Professional Management Recognition Plaque

• Strategic Human Resource Certificate Program

• Supervision Certificate Program

• Support Staff/Administrative Assistant Certificate Program

• Trainer Certificate Program


LEGAL COMPLIANCE

Americans with Disabilities Act: Managing Disabilities in the Workplace HRCI ••Many employers are wondering if there is anyone who is not disabled under the new law, and this course provides that answer along with other important aspects. These include why it is important to prop-erly identify the essential functions of a job, how to engage in the interactive process and identify potential accommodations, when an accommodation is “reasonable,” and what to do if there is no reason-able accommodation.Outcomes: Effectively respond to employees with disabilities and maintain a productive workplace.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsMay 28 (DN) 8:30-3:00 $175Upcoming Dates Jul 21 (DN) Aug 4 (GS), Aug 5 (GJ), Oct 1 (DN)

Employment Law Update Conference HRCI

The ELU is the one conference that covers the most significant employ-ment law developments of the year, simplifying the legalese and providing participants with practical, timely, and critical advice that can minimize employment law liability. Outcomes: Have a firm grasp on employment lawsWho Should Attend: HR Professionals interested in Employment LawMay 5 (DN), May 12 (FC), May 14 (CS) 9:00-3:30 $199 May 19 (GJ) 9:00-3:30, Jun 3 (AZ) 8:30-4:30 ($179 per person for groups of 3 or more from the same organization) (Includes lunch)

NEW! Employment-Based Immigration Briefing Sessions- Alternative Temporary Work Authorization (the “Not H-1B”) HRCI

Participants learn about various employment based visas and the process for obtaining them, along with how employers can sponsor foreign-born workers for permanent residency in the United States. (i.e., the “green card”). Also covered are immigration laws and regula-tions, government agencies and their functions, employment-based visas, and processing visas.Anticipated Outcomes: Understand what is important when hiring foreign workers.Who Should Attend: HR Professionals, Managers, Supervisors, and In-house Counsel May 11 (DN) 9:00-10:30 $49 per session, $120 all 3 sessions Webinar 9:00-10:30 (MDT)Upcoming Date Oct 29 (DN)

FMLA: A Guide for Human Resources HRCI ••Participants gain needed information to comply with this law including

“serious health condition,” employee notice requirements, and manag-ing intermittent leave. Also discussed are administering attendance policies, military situations, and a review of policy requirements and FMLA forms.Outcomes: Successfully administer FMLA leaves at the workplace.Who Should Attend: HR Professionals and Legal Staff Jun 11 (DN) 8:30-3:00 $175Upcoming Dates Jul 16 (DN), July 23 (AZ), Sep 2 (DN), Oct 16 (DN), Nov 12 (AZ)

Garnishments and Income Withholding Orders HRCI •Garnishments and other orders are complicated. This class teaches what a valid garnishment is and what types of garnishments attach to employee wages. It also covers how forms of garnishments differ from one another, discusses tax levies and student loan garnishments, and reviews employer obligations for health insurance and national medi-cal support orders.Outcomes: Respond to garnishments and income assignments properly.Who Should Attend: HR Professionals and Payroll StaffJun 4 (DN) 8:30-3:00 $175Upcoming Dates Oct 20 (DN), Oct 27 (CS)

Harassment Prevention for Managers and Supervisors HRCI ••••Participants learn about the meaning of the term “hostile work environ-ment,” and the difference between inappropriate conduct and illegal harassment, along with how to respond properly and prevent retalia-tion claims. Especially helpful are strategies to reduce employer liability, what behavior may lead to illegal harassment, and how to prevent retaliation claims. Outcomes: Understand how to respond to and stop harassment at your workplace. Who Should Attend: HR Professionals, Managers, and SupervisorsMay 21 (DN) 8:30-11:30 $125Upcoming Dates Jul 9 (DN), Sep 3 (DN), Sep 15 (AZ), Nov 17 (DN)


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LEGAL COMPLIANCE

HIPAA: Health Insurance Portability and Accountability Act HRCI •This is an overview of the privacy rules and portability requirements of the Health Insurance Portability and Accountability Act of 1996 (HIPAA) and the HITECH Act from a Human Resource perspective. The session will review key terms under the rules, including Protected Health Infor-mation (PHI), covered entities, and business associates. Also discussed are special enrollment rights, certificates of creditable coverage, and security requirements including reporting requirements for security breaches. Anticipated Outcomes: Apply a clear understanding of legal requirements to workplace circumstances. Who Should Attend: HR Professionals, Benefit and Risk Managers Jun 17 (CS) 9:00-3:00 $175Upcoming Date Oct 5 (DN)

I-9 Compliance HRCI

New forms have new requirements! Fines are increasing and so is enforcement. This seminar covers the I-9 process including initial veri-fication of work authorization, re-verification, correcting errors on I-9s, and conducting internal audits. Participants will also receive up-to-date information regarding worksite enforcement activities by Immigration and Customs Enforcement (ICE), E-Verify, and best practices for employ-ment eligibility verification. Anticipated Outcomes: Know everything you need to about I-9 compliance and filling out the new forms.Who Should Attend: HR and Recordkeeping ProfessionalsJun 24 (AZ) 8:30-12:30 $125Upcoming Dates Aug 6 (DN), Nov 16 (DN)

Investigations in the Workplace HRCI •This class guides participants through the entire investigation process beginning with the notice of an issue, how to define it, and how to determine the employer’s responsibilities. Next is a discussion on planning the investigation, interviewing those with knowledge, and evaluating the evidence, including assessing credibility, communicat-ing findings, and taking action.Outcomes: Recognize when an investigation is needed and how to proceed.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsJun 16 (DN) 8:30-4:00 $175Upcoming Dates Aug 20 (CS), Sep 29 (FC), Oct 6 (DN)

Investigations in the Workplace: Two-Day Workshop HRCI This two-day workshop is a combination of interactive role playing, mock investigation practice, lecture, and group discussion. Participants practice issue-spotting, interview documentation, and strategies for handling all investigation issues. When, what, how, and why to investi-gate is covered, along with the structure and content of investigation reports.Outcomes: Follow clear practices to successfully conduct investigations.Who Should Attend: HR Professionals, Legal Staff, and those responsible for investigationsMay 19-20 (DN) 8:30-4:00 $295Upcoming Dates Jul 21-22 (DN), Sep 9-10 (DN), Nov 16-17 (DN)

Legal Issues for Supervisors and Managers HRCI •••This seminar reviews key federal and state laws affecting the employ-ment decisions that managers and supervisors make. It walks partici-pants through issues such as employment-at-will, and the importance of understanding employee handbooks. Also covered are legal topics relating to interviewing and selection, civil rights, safety issues, pay practices, and termination. (Includes a CD copy of the MSEC Blue Book: Employment Law Resource)

Outcomes: Make legally informed management decisions in manage-rial and supervisory roles. Who Should Attend: Managers and SupervisorsJun 12 (FC), Jun 25 (DN) 8:30-4:00 $235Upcoming Dates Aug 18 (DN), Aug 26 (CS), Oct 6 (AZ), Oct 8 (DN), Dec 2 (DN)

Managing the Ill or Injured Worker Under the ADA, FMLA, and Workers’ Compensation HRCI •This advanced seminar requires a knowledge of the Americans with Disabilities Act, Family and Medical Leave Act, and Workers’ Compensa-tion Basics. Participants learn when a law is triggered, and what to do if more than one law applies. Additionally, the class will cover attendance, termination, compensation, benefit coverage, return-to-work, and light duty issues.Outcomes: Understand how the complex requirements of each law interact, and develop practical ways to address concerns.Who Should Attend: HR Professionals, Managers, and SupervisorsJun 24 (DN) 8:30-3:00 $175Upcoming Dates Jul 9 (FC), Aug 6 (DN), Oct 13 (CS), Oct 26 (DN), Dec 10 (AZ)

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LEGAL COMPLIANCE

Performance Documentation Skills HRCI ••Participants will learn a simple performance documentation process and understand its importance in preventing legal claims. Using proven techniques, participants will practice writing and maintaining job-related performance documentation. The seminar will focus on how the current legal climate affects supervision, as well as the “how-to’s” of documenting employee actions. Anticipated Outcomes: Develop strong practices and follow a clear process when documenting discipline.Who Should Attend: HR Professionals, Managers, and SupervisorsJun 16 (DN) 8:30-12:00 $125Upcoming Dates Jul 28 (CS), Aug 12 (DN), Sep 22 (GJ), Sep 23 (GS), Oct 13 (DN), Oct 29 (AZ) (1:00-4:30)

Reasonable Suspicion: Detecting Drugs and Alcohol Use in the Workplace HRCI This seminar includes an in-depth discussion of the signs and symp-toms of alcohol use and the five drugs most commonly tested for, an in-depth look at the evolving legal status of marijuana, when drug tests are conducted, methodologies of drug testing, and how to engage with an employee suspected of on-the-job impairment. It also covers observing and documenting bases for reasonable suspicion testing, confronting employees and anticipating their reaction, and combat-ting prescription drug use.Outcomes: Recognize the signs and symptoms of on-the- job impair-ment by drugs or alcohol.Who Should Attend: All levels of managementJun 9 (DN) 8:30-12:00 $125Upcoming Date Oct 14 (DN)

Unemployment Insurance: Appeal Hearing Workshop HRCI •This fast-paced class will provide strategies for success at the appeal level and focus on hearing preparation. The initial claim response sets the stage for learning how to be prepared and organized for the hearing, and participants will learn the art of asking questions on direct and cross-examination, what is hearsay evidence, how to offer written evidence into the record, and how and when to object.Outcomes: Successfully represent the employer in an unemployment hearing.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsJun 18 (DN) 8:30-12:00 $125Upcoming Dates Nov 5 (CS), Nov 10 (DN)

Unemployment Insurance: Challenging Claims and Controlling Costs HRCI • In this session participants will learn who is covered by unemployment insurance, when benefits are awarded, and strategies for lowering unemployment costs. The administrative procedures, including how to respond to the claim, are reviewed and participants engage in a mock appeal hearing where they learn the hearing officer’s decision and rationale.Outcomes: Effectively protest unemployment claims and ultimately minimize costs.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsJun 3 (DN) 8:30-4:00 $175Upcoming Date Aug 27 (DN)

Unions: Managing in a Union Environment— How To Manage, Discipline, and Terminate Union Employees HRCI

For those managing in a union environment, this course helps to contend with conflicts between management rights and collective bargaining provisions, as well as establishing the seven elements of just cause. This course will teach effective grievance and arbitration administration, the dangers of inconsistent enforcement and “past practice,” Weingarten rights, and union representation, along with state and federal labor laws.Outcomes: Manage issues in a union setting with a focus on discipline and employee performance.Who Should Attend: HR Professionals, Managers, and Supervisors in a union environmentJun 4 (DN) 8:30-12:00 $175Upcoming Date Dec 8 (DN)

REVISED! Wage and Hour Workshop HRCI ••Learn what the laws cover and which industries are exempt, along with recordkeeping requirements, exemptions from overtime, and how to change status for those improperly classified as exempt. Also discussed are compensable hours of work-travel time, on-call, and training, alternative work weeks, compensation included in straight time and overtime calculation, and other topics covered by these laws.Outcomes: Understand wage laws and their numerous, counter- intuitive regulations.Who Should Attend: HR Professionals, Legal Staff, Managers, and SupervisorsMay 8 (FC), Jun 2 (DN), Jun 16 (GS), Jun 17 (GJ) 8:30-4:00 $209Upcoming Dates Aug 4 (DN), Oct 14 (AZ), Nov 4 (DN)

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Transitioning employees out of a workplace can be one of the most stressful, chaotic, and vulnerable times for an organization. Let MSEC take the lead.

Three Reasons To Offer Career Transition Services To Your Employees

1 Affect Your Organization’s Bottom Line The more quickly employees have new opportunities, the less risk you have of unemployment and other claims. The key is to provide the tools individuals will need to be successful in moving their career forward.

2 Maintain Your Organization’s ProductivityEmployees not transitioned can be as affected as those who are. By providing services to those employees leaving the company you are can maintain staff morale. Employees feel less guilty and less angry when co-workers are getting the services they need.

3 Protect Your Organization’s ReputationBy providing services to affected employees, your organization is viewed positively in the business com-munity. You will continue to be viewed as an employer of choice, and your ability to attract new talent will remain intact.

Individual Career Transition ServicesOur most requested Career Transition Service is geared to the individual. We provide:

• Resume and cover letter preparation

• Interviewing techniques

• Job search coaching

• Networking opportunities

• Social media marketing expertise

• Online resources for job hunting

For more information contact 800.884.1328 or [email protected].

Career Transition Services


COMPENSATION & BENEFITS

Benefit Administration: Retirement Plans— A Comprehensive Overview This class provides information for both ERISA governed [401(k), Pen-sion, 403(b), etc.] and non-ERISA governmental retirement plans. The key elements of recent regulations and legislation that impacts retire-ment plans will be reviewed as well as a focus on what is required to be a good “steward” when caring for employees’ retirement savings. Participants will also cover the benefits and challenges to proper implementation and execution of a financial wellness plan, and how to “engage” your employees in your retirement plan rather than just

“educate” them about your plan.

Anticipated Outcomes: Gain a comprehensive overview of the “best practices” in managing and improving employer sponsored retirement plans.

Who Should Attend: Human Resource practitioners responsible for retirement plans

Jun 3 (DN) 8:30-4:00 $195Upcoming Date Sept 24 (CS)

FREE! Colorado Compensation Survey BriefingCome to our free briefing to learn how to use our survey data in your compensation plans. We will cover:

• Salary comparisons by industry and employment size• Historical trends• Current compensation practices• 2014 Pay increase projections• Colorado economic overview

Outcomes: Use MSEC salary and benefit compensation data to make important strategic compensation decisions.Who Should Attend: HR ProfessionalsJun 11 (DN) 9:00-11:00 FREE Jun 22 (DN) 2:00-4:00 Jun 24 (Glenwood Springs) 9:00-11:00 June 30 (FC) 9:00-11:00Upcoming Date Oct 29 (DN)

Compensation Administration I—Base Pay Design and Development HRCI ••This class will teach how to develop a Total Rewards philosophy and work with a compensation model that begins with job analysis and introduces internal job evaluation and external market pricing. In addi-tion, elements including pay ranges and building a pay structure that focuses on business alignment will be covered. Hands-on exercises and group discussions assist participants in developing skills for creating, revising or maintaining base pay compensation plans. Outcomes: Understand compensation fundamentals and principles to apply in your workplace.Who Should Attend: HR Professionals, Compensation and Benefit ManagersMay 19-20 (AZ), Jun 18-19 (DN) 8:30-3:30 $295Upcoming Dates Aug 19-20 (DN), Oct 6-7 (CS), Oct 15-16 (DN), Dec 1-2 (DN)

FREE! Salary Survey Data–Making Sense of the Numbers HRCI

This session walks participants through questionnaire mechanics, sur-vey methodology, what to look for when using surveys, and a specific look at MSEC surveys. The data presented is from Colorado companies and has been compiled and analyzed by MSEC survey department to meet the needs of our members.Outcomes: Understand the basics of collecting and interpreting wage and salary survey data.Who Should Attend: Personnel responsible for completion of MSEC questionnaires or using survey data. This session is especially useful to those new to this job responsibility. June 26 (DN) 8:30-11:30 FREEUpcoming Date Sept 8 (DN)

Save the Date!Colorado Springs July 8 | Denver July 14

Ft Collins/Loveland July 16 | Grand Junction July 21

For more information, or to register, call 800.884.1328, email [email protected], or go to MSEC.org.


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PROFESSIONAL DEVELOPMENT

Accounting for Non-AccountantsThis course is for those who must understand fiscal information. Par-ticipants will gain skills to know what data are important to collect and monitor, how to analyze and report the data to justify arguments, and how to strengthen your reputation as someone who can appreciate the larger financial picture. This is accomplished through group discus-sion, problem-solving exercises, real business examples, and hands-on practice.Anticipated Outcomes: Strengthen your reputation as someone who can appreciate and address the larger financial picture.Who Should Attend: Business owners, human resources professionals, managers, and others who are involved in financial decision-making in their organizationsMay 13-14 (DN) 8:30-3:00 $295Upcoming Date Oct 20-21 (DN)

Advanced Practicum for Experienced Trainers HRCI •This session provides experienced trainers with an opportunity to prepare and deliver a practice-training module and receive feedback from peers. Using their own materials, participants will deliver a 20-25 minute module of training. The class discusses elements related to the development of the training, including their needs assessment, design, and evaluation process. Those attending can pose problems or concerns for their peers to address. (Participants must register at least one week in advance to allow enough time for preparation. Guidelines for the module will be sent one week prior to class.)

Anticipated Outcomes: Learn training methods from peers and continue to develop your skills.Who Should Attend: Trainers with at least two years of experience, who have been involved in all aspects of training from assessment through evaluation.Jun 16 (DN) 8:30-4:30 $195Upcoming Date Oct 13 (DN)

Brush-Up English Participants will have an overview of grammar, including the problems and pitfalls of modern language usage. These basics to be reviewed including parts of speech, subject–verb agreement, proper pronouns, and plurals and possessives. Participants will learn to punctuate with confidence by studying the proper use of commas, semicolon, colon, apostrophes, and question marks.Outcomes: Write and edit for clarity, emphasis, and grammatical correctness.Who Should Attend: Employees responsible for preparing, editing, or reviewing written communications

Jun 2 (DN) 8:30-3:30 $395 (Includes lunch)

Upcomng Dates Sept 17 (DN), Nov 12 (DN)

Business Writing for Support Staff ••Participants will develop writing skills from preparation to proofread-ing, including getting started, writing a document or composing an email, organizing for results, emphasizing main ideas, editing for clarity, and checking for errors. The seminar format includes exercises, indi-vidual guidance, and group discussion working with typical business documents: letters, reports, email, and procedures. Outcomes: Streamline the process from preparation to proofreading letters, memos, email, and other important business documents.Who Should Attend: Administrative assistants and executive-level support staff

May 21 (DN) 8:30-3:30 $205Upcoming Date Oct 27 (DN)

Communicating In Difficult Situations for Non- Management Personnel ••In this workshop, non-management personnel are encouraged to use their own tough on-the-job situations to practice and apply the skills they will be taught. Participants learn the principles and choices for handling difficult situations and how people signal issues and resolve conflicts. The Information Wheel tool is used to resolve conflicts, build relationships and teach how to listen to gain critical information to manage the situation. Outcomes: Learn practical talking and listening tools and strategies that can be put to immediate use.Who Should Attend: Non-management and support staff personnel faced with difficult people and situations.

May 7-8 (DN) 8:30-4:00 $365Upcoming Dates Oct 7-8 (DN), Dec 15-16

Communication Feedback: Know Thyself •Each participant receives an individual personal style report based on surveys from five individuals they select plus themselves. This “self plus others” report format provides a comprehensive description including individualized concrete suggestions. This is the foundation for the class, allowing participants to learn how to recognize others’ communication preferences and build the skills to work effectively with all. (Pre-work is required—2 weeks advance registration required.) (Includes personal style report)

Anticipated Outcomes: Understand how others perceive you and learn how to effectively adapt your communication.Who Should Attend: Managers , Supervisors, and EmployeesJun 23-24 (DN) 8:30-4:00 $445(A $140 charge is added to the standard 25% for cancellations less than 7 days)Upcoming Dates Sept 8-9 (DN), Nov 10-11 (DN)

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Conflict: Self-Management •••This session begins by defining the nature of conflict and then address-ing how to build skills for constructive resolution by creating an effec-tive environment and developing compromises for mutual benefit. Participants learn about their personal response to conflict through the assessment of conflict styles, identifying alternative strategies, and conveying understanding. Anticipated Outcomes: Understand conflict patterns and acquire skills for responding constructively to conflict. (Includes conflict style assessment)

Who Should Attend: Managers, Supervisors, and Employees May 12 (AZ) 1:00-4:30 $175 May 18 (DN), Jun 25 (DN) 8:30-4:30Upcoming Dates Aug 12 (DN), Sep 1 (FC), Sep 28 (DN), Oct 22 (DN), Nov 18 (DN)

Creating Training Materials •The seminar focuses on creating the supporting written materials such as notebooks, handouts, and visual aids, as well as other learning aids. The class reviews a needs assessment and then helps to calculate devel-opment time and costs, identify design resources and constraints, and clarifies learning objectives. Developing training materials is discussed by tying training objectives to material design, considering sequenc-ing options selecting the instructional method and delivery medium, developing a lesson plan, and writing the content. Anticipated Outcomes: Create written materials such as notebooks, handouts, and visual aids to support good training.Who Should Attend: Individuals who prepare in-house training, deliver group training, or revise existing trainingMay 20-21 (DN) 8:30-4:30 $295Upcoming Date Aug 11-12 (DN)

Customer Relations: Making the Connection ••Participants discover practical, ready-to-use ideas for various phases of customer interaction. Connecting with customers and anticipating their needs by adapting to varying communication styles and practic-ing positive language skills is explored, along with employing a 3-step method for handling difficult customer situations. Action steps to ensure a customer experience is positive, and critical follow-up steps are reviewed.Outcomes: Acknowledge customer needs and take the correct action in a variety of difficult situations. Who Should Attend: Anyone having direct or indirect customer contactJun 4 (CS) 8:30-12:30 $125Upcoming Dates Jul 14 (DN), Nov 17 (DN)

Developing and Maintaining Trust in the Workplace •This class is designed to help understand how to build trust and how that impacts relationships with your co-workers, managers, and customers. Participants explore the meaning of trust and measure in-dividual skill levels in building trust. Participants develop strategic skills to build trust in the workplace, identify what trust is and its impact on the work environment, and use skills to rebuild trust and re-frame dif-ficult messages.Anticipated Outcomes: Increase skill levels in building trust through instruction, reflection, and class exercises.Who Should Attend: Employees wanting to develop more effective relationships with othersMay 18 (DN) 8:30-4:00 $175Upcoming Dates Jul 20 (DN), Sep 11 (DN), Nov 17 (DN)

Developing Interpersonal Communication Skills ••••This three-day class examines the essentials of the communication process. It explores how life experiences, beliefs, perceptions, and choices affect communication, and how to flex communication styles to enhance effectiveness. How to communicate while under stress is highlighted, along with taking responsibility in communication, and how best to deliver and receive peer feedback. Anticipated Outcomes: Develop an action plan to implement changes to communicate more effectively.Who Should Attend: Employees, Managers, and SupervisorsMay 4-6 (DN), Jun 2-4 (DN) 8:30-3:30 $420Upcoming Dates Jul 8-10 (DN), Aug 18-20 (DN), Sep 22-24 (DN), Oct 27-29 (DN), Dec 1-3 (CS)

Developing Presentation Skills ••••Participants will focus on skill-building by designing and delivering two presentations and receiving both class and instructor feedback. Presen-tations will be recorded. The principles of public speaking are explored including presentation design, style, and delivery techniques, and visual aids. There is time allotted for practice and feedback, impromptu presentations, informational presentations, persuasive presentations, and instructional presentations.Anticipated Outcomes: Deliver an effective presentation to audiences ranging from peers to the executive management team. (*This three-day course provides practice and feedback, and all three days must be attended.)

Who Should Attend: Individuals with limited experience or those who wish to improve their confidence level in front of groups (Class size is limited to 10).

May 19-21 (FC), Jun 9-11 (CS) :30-4:30 $490 (Includes lunch)

Upcoming Dates Jul 14-16 (DN), Sep 21-23 (DN)


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Diversity in the Workplace HRCI

Participants are introduced to the concept of diversity through a cultural pursuit activity. Legal issues in cultural awareness , including a historical perspective, with a discussion of the spirit and letter of the law are reviewed, with an emphasis on personal issues in cultural awareness and reflections on personal experiences about difference through theories of difference and situational case studies. A review of illegal harassment is also a part of the seminar.Anticipated Outcomes: Raise personal awareness of legal and personal aspects of communication in a diverse workforce.Who Should Attend: Anyone concerned with being successful in working with a diverse, rapidly-changing workforce. (This seminar is particularly effective as an on-site program tailored to an individual organization.)

May 5 (AZ), Jun 18 (FC) 8:30-12:00 $125Upcoming Date Nov 10 (DN)

Email and Social Media: What to do Before it Goes Public • Participants learn what to consider before writing an email, determine and if email is the best way to deliver the message. Email composition will be covered, including useful subject lines, what is unimportant, and organizing for readability. The class will cover avoiding the pitfalls of vague information, insults to the reader, and emoticons, sarcasm, and inappropriate tone, along with legal and privacy issues.Anticipated Outcomes: Ensure that email messages are effective and receive attention.Who Should Attend: Managers, Supervisors, and EmployeesJun 9 (DN) 8:30-3:30 $205Upcoming Date Oct 8 (DN)

Generations: Working Together HRCI •••Participants will learn to recognize the unique needs of different generations in the workforce. The course will examine the impact of historical and cultural factors on generational outlook. Participants will be taught how to identify each generation’s preferences for communi-cation, development, and work culture and practice adapting commu-nication styles to interact more effectively with members of different generations.Anticipated Outcomes: Build stronger teams by working more effectively with members of all generations.Who Should Attend: Managers, Supervisors, Support Staff, and HR ProfessionalsMay 12 (AZ) 8:30-12:00 $125 Jun 4 (DN) 8:30-4:30 $175Upcoming Dates Aug 18 (FC), Oct 10 (DN), Dec 9 (DN)

Group Facilitation Skills HRCI ••••This session begins by defining facilitation and distinguishing facilita-tion skills from the role of the facilitator. Participants learn the balance between leading and facilitating by practicing key facilitation skills and identifying and establishing group norms during facilitations. Skills including, observing group dynamics and learning intervention techniques in response are discussed, to help maintain an environment conducive to maximum interaction and productivity.Anticipated Outcomes: Develop the observation and intervention techniques that make an effective facilitator.Who Should Attend: Trainers, Supervisors, and Managers Jun 17-18 (DN) 8:30-4:30 $295Upcoming Dates Sept 3-4 (DN), Nov 5-6 (DN)

Negotiation for Win/Win Results HRCI ••Do you have professional conversations involving conflicting needs and wants? Then, like it or not, you are engaging in negotiations. Participants experience all phases of the negotiation process includ-ing analysis, preparation, and discussion, through practical exercises and negotiating problems of varying degrees of difficulty. Mediation will also be analyzed and discussed. The approach of this seminar is to improve skills so that one’s interests are achieved while preserving the relationship between the parties. Outcomes: Gain a strong foundation in negotiation practices for effective results.Who Should Attend: Anyone negotiating on behalf of an employerMay 1 (DN) 8:30-4:30 $175Upcoming Dates Aug 4 (DN), Sep 29 (DN), Dec 1 (DN)

Practical Problem Solving for Support Staff •Participants assess their problem-solving style and choose the mode most appropriate to the problem. Participants will learn to identify the real problems and avoid wasting time, money, and energy on curing the symptoms. The class will cover generating a number of effective options to assure that the solutions are sound, get past assumptions, mental blocks, and habitual types of thinking that limit creativity.Outcomes: Go back to work ready to resolve thorny matters that arise each day.Who Should Attend: Administrative and Support StaffMay 1 (DN) 8:30-4:30 $206Upcoming Date Oct 2 (DN)

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Problem Solving Skills •••Participants experience a four-part problem-solving model. Each phase of the model is explored and integrated with opportunities for specific skill development and exposure to tools that support the problem solving process. The process begins with selecting the correct problem to work on, moves into defining causes and eff ects, then generating alternatives, and, finally, how to implement the solution(s). Throughout the session identifying barriers and roadblocks to effective problem solving, and assessing participants’ current problem-solving style and approach are explored. Anticipated Outcomes: Generate alternatives and implement the best solution.Who Should Attend: Managers, Supervisors, and HR ProfessionalsMay 21 (AZ) 8:30-4:30 $175Upcoming Date Oct 23 (DN)

Technical Writing for the Real WorldParticipants learn the elements and approaches to make documents clear and concise, how to manage sentence and paragraph lengths and structure to ensure clarity, and how to make technical materials understandable to less or nontechnical readers. This session covers appropriate words and jargon, tone, voice, and how to write to the interests and level of your targeted readers. Anticipated Outcomes: Create policies, plans, reports, or proposals that are simple, clear, and concise.Who Should Attend: Employees and managers seeking to improve technical writing skills May 14 (DN) 8:30-4:30 $195Upcoming Date Sep 17 (DN)

Telephone Imagery: Improving Customer Service Through Excellent Telephone Communication Skills Participants learn the “how-to’s” of establishing a rapport using tips, tricks and techniques to develop a “can do” attitude, create a memora-ble image, conquer telephone etiquette basics, understand communi-cation styles, and enhance listening skills. Understanding a customer’s preferred communication style (auditory, visual, or kinesthetic) to increase customer satisfaction and reinforce customer loyalty is also explored. (Includes copy of workbook)

Outcomes: Make a positive impression on your customers through understanding communication styles and enhancing listening skills.Who Should Attend: Anyone who works with customers over the phoneMay 15 (DN) 8:30-4:00 $200Upcoming Dates Jul 14 (DN), Oct 9 (DN)

Time Management for Support Staff: Creating Balance in Today’s Workplace •Participants learn effective tools for helping them manage their activi-ties and priorities in a busy office. Time is spent clarifying values in order to spend more time on what matters most, defining what is likely to overwhelm the day, identifying personal and professional short- and long-term goals, establishing daily goals, prioritizing work to get the most important jobs done first, managing telephone interruptions, unraveling miscommunication and unclear directions, and creating an action plan to manage all the important roles and tasks.Outcomes: Identify short- and long-term priorities and spend less energy on time wasters and more time on important tasks.Who Should Attend: Support StaffMay 5 (DN) 8:30-4:00 $195Upcoming Dates Aug 27 (DN), Oct 20 (DN), Dec 8 (DN)

Total RecallIn this lively session, participants learn how to remember what they hear, recall foreign languages, technical data, scripts, and presentations, improve long-term and short-term name recall. Also discussed are different learning styles, roadblocks in study and how to head them off at the curve, and how to create an action plan to implement the new techniques and strategies covered.Anticipated Outcomes: Improve memory in order to recall information and identify the roadblocks in retaining what has been learned.Who Should Attend: Anyone wanting to use their mind and memory more productivelyMay 19 (DN) 8:30-4:00 $195Upcoming Date Sep 24 (DN)

Train the Trainer HRCI ••This course begins by teaching the principles of adult learning and the training cycle. Participants then develop and deliver part of a training program. Videotaping is included in order to help participants un-derstand how their style can be most effective. Note: Participants will give a 15-minute training module on the third day and may wish to bring a training program under development to class . (Includes lunch on days 2&3)

Anticipated Outcomes: Deliver training to groups of three or more ef-fectively and efficiently, with confidence that comes from practice in a training environment. Who Should Attend: Those who prepare in-house training, deliver group training, or revise existing training packages.May 12-14 (DN), Jun 10-12 (DN) 8:30-4:30 $495Upcoming Dates Jul 21-23 (FC), Aug 5-7 (DN), Sep 30- Oct 2 (DN), Dec 1-3 (DN)


May-June 2015 12


Training Needs Assessment and Evaluation HRCI •In this seminar, participants will explore various methods for creating appropriate needs assessments and evaluation strategies. Needs as-sessments are reviewed, including the importance of conducting one, the different types of needs, five different approaches, and what to do with the results. In addition, evaluating trainings will be covered and will include the four levels of evaluation, gathering and evaluating data, asking the right questions, and estimating training costs and the Return on Investment (ROI).Anticipated Outcomes: Use selected needs assessment and evaluation tools as part of the design and delivery of training.Who Should Attend: Trainers, human resources professionals, training directors, and managers responsible for measuring training effectiveness May 7-8 (DN) 8:30-4:30 $295Upcoming Date Oct 5-6

Training Skills for On-The-Job Trainers HRCI •This session provides a comprehensive approach to the creation of procedural manuals used in training one-on-one. Participants learn quick ways to update materials, uniformly train people to indepen-dently do a job, and how to certify and track learning progress that meets ISO requirements. Participants will deliver a 15-minute training module, requiring evening preparation to incorporate class infor-mation. Participants may adapt their own training materials for the course. (Participants receive a DVD copy of their presentation and a CD with templates to use in creating the training documentation.) Includes lunch on days 1 and 2.

Anticipated Outcomes: Use a systematic, comprehensive approach in the creation of procedural manuals to deliver high-impact training.Who Should Attend: Those responsible for technical or one-on-one training. (Class size is limited to 10, and participants must be able to attend all three days.)

Jun 24-26 (DN) 8:30-4:00 Days 1-2 8:30-3:30 Day 3 $495 Upcoming Dates Sep 16-18 (DN)

Workplace RespectThis valuable course offers an opportunity to investigate some root causes of disrespect and unclear personal boundaries. Participants gain awareness and communication tools to create a better under-standing of each person’s version of respect so that it can be mutually exchanged. Clarity about what it means to interact with co-workers in a respectful manner and how to more graciously ask for respect from them is covered.Outcomes: Use communication tools to create mutual understanding between co-workers.Who Should Attend: Any employee who would like to learn the behaviors to foster workplace respect.Jun 17 (DN) 8:30-12:30 $125Upcoming Dates Aug 27 (FC), Oct 8 (DN), Dec 4 (DN)

Write It RightParticipants learn how to deliver error-free documents by avoiding common mistakes. Classic punctuation pitfalls and error hot spots are identified. Proofreading and working with speed and accuracy are stressed. Techniques for spotting typos are practiced. Formal and in-formal rules and advantages of each kind are discussed, as is the need to maintain a consistent level of formality. The possibility of writing in partnership with a colleague is explored. (Includes lunch)

Anticipated Outcomes: Develop specific skills necessary for proof-reading and editing your own work as well as the work of others.Who Should Attend: Employees who have taken Brush-Up English, or employees who want to improve editing and reviewing skills May 5 (DN) 8:30-3:30 $220Upcoming Dates Aug 25 (DN), Nov 17 (DN)

Writing Proposals That Win •One of the key elements to successful proposals is creating and using a Requirements Traceability/Compliance Matrix (RTM/RCM), partici-pants will use this format and work with an actual request for pro-posal. The differences in RFIs, RFPs, draft RFPs, RFQs, RFCs, IFBs, SOQs, and other proposal-related documents are explained, along with determining and developing the format, the proposal components and requirements through the creation of a requirements matrix, templates and other tools which are used in the class. Anticipated Outcomes: Write logical, complete proposals in a time-effective, process-oriented manner.Who Should Attend: Employees involved in writing proposals or analyzing RFPs May 15 (DN) 8:30-12:00 $150 NEW! Writing Winning Business Cases This half-day training session will cover the highlights of writing your “business case” paper. Participants will learn what is a “Business Case” including the critical elements, and how develop a compelling message, incorporating the correct elements into a business case pro-posal including : the business issue; the proposed solution, objectives, and project approach; and, the corporate value of implementing the proposed solution.Outcomes: Write a “business case”: a short paper that is clear, focused, simple, and direct.

Who Should Attend: Managers, employees on a growth track, and staff responsible for business improvement

May 13 (DN) 8:30-4:30 $175


MANAGEMENT & LEADERSHIP

Assertiveness Training for Managers This powerful two-day program will focus on examining different styles of communication, and appropriate applications of those styles. Participants will learn to ientify roadblocks to assertiveness in order to remove them. Three assessments are taken to determine participants’ degree of assertiveness, and those are used to build skills to boost self-confidence, achieve cooperation, provide effective feedback, and manage highly-charged situations. Anticipated Outcomes: Leave with tools to use when leading others.Who Should Attend: Any leader wanting to be more effective when communicating with others May 19-20 (DN) 8:30-4:00 $295Upcoming Date Nov 12-13 (DN)

Business Writing for Managers •Participants develop skills in planning, writing, and reviewing a variety of writing projects from email to short reports. This “hands-on” workshop includes class exercises, group discussion, and individual guidance, and reviews planning through recognizing the purpose, appraising the reader, and organizing ideas. Writing for the reader is discussed along with choosing the format, creating transitions, and emphasizing main ideas. Anticipated Outcomes: Produce business documents that get positive results.Who Should Attend: Managers and professionals who must use writ-ten communicationMay 14 (DN) 8:30-3:30 $205Upcoming Dates Aug 20 (DN), Oct 15 (DN)

Change Management: Building Resiliency HRCI •••Change in the workplace is inevitable and a manager must lead their staff through changes. In this course, participants learn to differenti-ate between change and transition, use a three-phase transition model, and learn the action steps accompanying each phase of the model. Also discussed are the primary emotions and behaviors of people experiencing change, along with the information and support needed as people move through the change process. Anticipated Outcomes: Build resiliency to manage yourself and oth-ers through necessary workplace changes. Who Should Attend: Managers, Supervisors, Leaders, or anyone managing change and transitionsMay 7 (DN), Jun 16 (AZ), Jun 16 (DN) 8:30-12:30 $125Upcoming Dates Sep 4 (DN), Nov 24 (DN)

Coaching: Partnering for Performance •••This course explores supervision from the mind-set of a coach, where employee development is the focus, and where a partnership sup-portive of employee development is desired. Also covered are critical coaching skills necessary to enhance that partnership, and the tools and confidence needed to embrace the coaching role successfully. The presented coaching gives a solid framework for holding various types of coaching conversations. (Includes Coaching Process Questionnaire assessment)

Anticipated Outcomes: Prepare, implement, and know when to follow-up, in order to support the coaching partnership. Who Should Attend: Managers, Supervisors, and Team Leads May 14-15 (DN) 8:30-4:00 $355 Upcoming Dates Sep 24 (AZ) (8:30-12:00), Sep 28-29 (DN)

Collaboration Skills: A Radical Approach to Problem Solving and Conflict Resolution •••••Radical Collaboration® is a powerful interactive experience that guides participants in building effective partnerships, alliances, and relationships that work. Participants, through practice problem-solving in simulated and real-time situations, learn the dynamics of interpersonal relationships, build collaborative skills, understand the elements of building and maintaining long-term trusting climates, and develop skills establishing and solidifying partnerships and alliances key to professional success. (Includes lunch and cost of book Radical Collaboration)

Anticipated Outcomes: Use five essential skills to build strong alignments and greatly increase productivity and success in the workplace.Who Should Attend: Executives, Managers, Team Leaders and Members, OD and HR ProfessionalsJun 23-24 (DN) 8:30-4:30 $445Upcoming Date Sep 17-18 (DN)

Conflict Strategies: Navigating Others Through Workplace Difficulties ••Participants identify appropriate intervention strategies, assess per-sonal responses to conflict using a questionnaire, examine construc-tive and destructive responses to conflict, coach others in developing conflict management skills, and practice implementing a conflict facilitation model. Anticipated Outcomes: Use critical conflict management tools to successfully navigate through conflict. (Includes Conflict Dynamics Profile assessment)

Who Should Attend: HR Professionals, Managers, Supervisors, and LeadersMay 19 (CS), Jun 12 (DN) 8:30-4:30 $205Upcoming Dates Sep 9 (GS), Sep 10, (GJ), Oct 1 (DN), Dec 8 (AZ)


May-June 2015 14


Delegation: A Strategy for Empowerment ••This one-day course helps managers become master delegators — and avoid being perceived as micro-managers-- through exercises, discussions, and a case study. This program follows a clear and simple process for delegation by first identifying barriers to effective delega-tion, then setting delegation guidelines that will help your team get things get done, creating a management system that really works, and determining which delegation tools to apply to specific tasks.Anticipated Outcomes: Delegate to empower team members to make their own decisions and help the entire group work more effectively.Who Should Attend: Managers and SupervisorsMay 4 (DN) 8:30-4:30 $175Upcoming Dates Apr 29 (FC), Sept 29 (DN)

Ethics for Business: People, Performance, and Principles HRCI ••This session discusses the importance of developing ethics aware-ness programs to create and reinforce a culture that encourages and rewards responsible and ethical decision making and behavior at all levels in the organization. Participants assess their organization in terms of ethical strengths and potential vulnerabilities to ethical breaches. A decision-making model will be introduced and applied to case studies by class participants. Anticipated Outcomes: Reinforce a culture that encourages and rewards responsible, ethical decision-making.Who Should Attend: HR Professionals, Managers, and Supervisors responsible for ethics Jun 11 (DN) 8:30-12:00 $125Upcoming Date Jul 21 (AZ)

Great Leader Series May Session: How Great Leaders Think and Act Strategically June Session: How Great Leaders Manage Change and Influence Behavior Challenge your assumptions about what motivates employees and learn vibrant and practical solutions for enhancing employee engage-ment and stimulating peak performance. Outcomes: Become a strategic and influencial leader.Who Should Attend: Supervisors, Managers, and LeadersMay 21 (DN) 8:30-4:30 $230/course Jun 18 (DN) 8:30-4:30 $230/course

Harvard Business Series: Trader Joe’s HRCI ••Based on a variety of metrics, Trader Joe’s ranked as one of the most successful grocers in the United States in 2013. Experts estimated that the company had the highest sales per square foot of any major gro-cery chain, even significantly higher than the top performer, Whole Foods. In 2013, Trader Joe’s faced several threats as larger chains such as Wal-Mart and Tesco had begun to open small-format stores that mimicked the Trader Joe’s approach. In addition, some analysts had begun to question whether Trader Joe’s was losing its authentic-ity and “quirky cool” as the firm had continued to grow and expand across the country. What should Trader Joe’s do to ensure continued growth?Anticipated Outcomes: Understand strategic and operational components of a business challenge.Who Should Attend: Organizational managers and leaders, as well as anyone looking to increase their understanding of key business concepts, principles, and applicationsJune 10 (DN) 8:30-11:30 $125 Upcoming Date Dec 3 (AZ)

Innovation in the Workplace ••This session teaches the four dimensions of creativity: fluency, flex-ibility, elaboration, and originality. Participants can expand their perspective, generate insights, and hatch new ideas for application. Techniques and approaches for generating innovative yet practical ideas for solving problems by focusing on real time challenges such as product development, process improvement, operational efficien-cies, expanding market share, increasing revenue, cost reduction strategies, and customer care are explored. Anticipated Outcomes: Enhance your ability to create and innovate.Who Should Attend: Managers and Employees who work to foster a creative environment and stimulate innovation Jun 2 (FC) 8:30-4:30 $175Upcoming Date Oct 20 (DN), Nov 5 (AZ)

CONTINUED



Interpersonal Mastery: The Human Element® ••The Human Element® Approach is supported by research-based analyses and built upon the belief that the success of an organization is determined by the quality of the relationships among its customers, managers, and employees. Leaders and teams succeed when they have the emotional and social intelligence, along with tools from this workshop, to be creative and focused. Tools from this workshop show them how. Anticipated Outcomes: Advance your knowledge of human behavior in organizations to increase the success of your workplace.Who Should Attend: Executives, Managers, Team leaders, team members, OD and Human Resources professionalsMay 19-21 (DN), Jun 22-24 (FC) 8:30-4:30 $485Upcoming Dates Aug 25-27 (DN), Nov 17-19 (DN)

Lead Worker TrainingThis seminar focuses on changing relationships for leads and group or team leaders, discussing the expectations and limitations of the position, and communication demands from employees and management. Participants learn the role of the lead worker and how to maximize the authority granted to lead workers. Communication skills are practiced, and instruction is offered to help engage employ-ees and effectively train employees to complete necessary tasks.Outcomes: Understand the unique demands of a lead worker and perform more effectively.Who Should Attend: Leads, Group Leaders, Work Coordinators, and Assistant SupervisorsMay 7 (CS), Jun 11 (DN) 8:30-4:00 $175Upcoming Dates Jul 8 (AZ), Jul 30 (DN), Sep 24 (DN), Oct 22 (CS), Nov 24 (DN)

Leading Teams •••This class outlines how to set a direction for a team by assessing indi-vidual needs, recognizing stages of team development, and applying facilitative and directive leadership practices to support teams. Partici-pants discuss and apply four different leader decision-making styles, practice moving teams toward group decision-making, and discuss a continuous improvement model to apply at your workplace. Anticipated Outcomes: Develop skills to provide strategic direction and effective decision-making as the leader of a team.Who Should Attend: Managers and Supervisors, Team Leads, and Lead WorkersJun 19 (DN) 8:30-4:30 $175Upcoming Date Oct 22 (DN)

NEW! Lean BasicsThis session covers the basics of Lean management. Lean manage-ment is a process developed by Toyota which has been used in thousands of organizations to spark innovation and reduce the time it takes to accomplish tasks while increasing productivity and quality.Anticipated Outcomes: Understand Lean principles of innovation and steps to eliminate wasteful activities from work processes.Who Should Attend: Anyone wanting to streamline organizational processes in improve performanceJun 11 (DN) 8:30-12:00 $125Upcoming Date Sep 24 (DN)

Managing Effective Meetings ••Participants learn to structure, design, and hold effective meetings, by understanding meeting norms, positive meeting roles, and different types of meetings. Designing meetings, including setting objectives, building agendas, and meeting techniques will be discussed. Also reviewed is managing meetings and the role of the meeting manager, how to manage behaviors and difficult situations, and how to evalu-ate meetings.Anticipated Outcomes: Get the most value from your meetings.Who Should Attend: Anyone who runs or participates in meetingsMay 28 (DN) 8:30-12:30 $125Upcoming Dates Aug 11 (CS), Dec 8 (DN)

Motivating Employees From the Inside Out This workshop provides new insights and tools identify what motivates participants, and assess their motivation skills, and then determining what motivates employees. Also discussed are what tactics and techniques succeeed and why some reward systems fail. Research showing that “intrinsic” rewards enhance commitment and energize individuals to keep performing at their best will also be reviewed. Anticipated Outcomes: Make jobs more meaningful and rewarding and create more positive outcomes for the organization and employee.Who Should Attend: Managers and SupervisorsMay 6 (FC) 8:30-3:00 $175Upcoming Dates Nov 5 (DN), Nov 18 (CS) 8:30-3:00


May-June 2015 16


Performance Management: Managing Employee DevelopmentParticipants learn their role in supporting employees in the career management process and the tools to conduct a successful develop-ment discussion. How employee development fits into performance management is explained, along with the organization’s, manager’s, and employee’s role in the process, while exploring successful av-enues to employee development. Also outlined are steps in the career management process and how to prepare and conduct a develop-mental discussion.Anticipated Outcomes: Prepare and conduct employee development discussions as part of the performance management process.Who Should Attend: HR Professionals, Managers, and SupervisorsJun 11 (DN) 8:30-4:00 $175Upcoming Date Oct 15 (DN)

Performance Management: Setting the Stage for Success HRCI •••This class provides the skills to manage employee performance as an ongoing process and ties the supervisory role to employee and organizational success. Participants learn the essential skills needed to set clear expectations and document key performance behaviors and results, as well as provide ongoing coaching and feedback to employees. Preparing and conducting the appraisal discussion for optimal results is also a part of this class. Anticipated Outcomes: Manage employee performance as an ongoing process and tie it to employee and organizational success.Who Should Attend: Supervisors and ManagersMay 13 (DN) 8:30-4:00 $175Upcoming Dates Jul 15 (CS), Aug 19 (GJ), Aug 20 (GS), Sep 23 (DN), Oct 29 (AZ) (8:30-12:00), Nov 18 (DN)

Recruiting: The Strategy and the Tactics HRCI • Participants develop of a strategy, learn how to target and evaluate effective internal and external sources, and create an employee refer-ral program. Also discussed are tactics every recruiter needs, using metrics, and a recruiting scorecard. Creative sourcing ideas including using social media are explored.Anticipated Outcomes: Leverage employer branding to attract and engage candidates. Who Should Attend: HR Professionals responsible for recruitingMay 1 (DN) 8:30-4:00 $175Upcoming Date Sep 18 (DN)

SKILLSCOPE: A Multi-Rater Assessment Tool for Supervisors and Managers •This session includes the comprehensive instrument, called SKILL-SCOPE, which assesses participants’ strengths and developmental needs. It provides feedback from peers, direct reports, and superiors, and a clear method for interpreting that feedback. The SKILLSCOPE re-port is confidential and anonymous. The results of this developmental tool are given only to the participant. (Note: Registration is due six weeks prior to the seminar, and questionnaires no less than three weeks. Cancellation must be received within fourteen (14) days prior to the seminar.)

Anticipated Outcomes: Identify key competencies and behaviors that lead to supervisory and management success. (If the pre-work is accessed, a $160 assessment fee will be charged)

Who Should Attend: Managers and SupervisorsJune12 (DN) 8:30-12:00 $320Upcoming Date Sep 25 (DN)

Supervision: Core Competencies •Thousands have enjoyed this MSEC program. The course begins with analyzing employee performance using the Mager-Pipe system, then explores leadership styles to better work with subordinates, teams, and peers. Participants learn to capitalize on employee engagement, set and communicate expectations, enhance listening, and practice delivering effective feedback. Anticipated Outcomes: Put into action the tasks and interpersonal skills to motivate employees and achieve results.Who Should Attend: Managers and SupervisorsMay 14-15 (DN), Jun 1-2 (DN) $295 Jun 16-17 (DN), Jun 24-25 (CS) 8:30-4:30Upcoming Dates Jul 7-8 (DN), Aug3-4 (DN), Aug 20-21 (DN), Sep 3-4 (DN), Sep 21-22 (DN), Sep 30-Oct 1 (AZ), Oct 6-7 (DN), Oct 22-23 (DN), Nov 4-5 (FC), Nov 19-20 (DN), Dec 9-10 (DN), Dec 15-16 (CS)

Supervision: Is it For Me? The class highlights changes in types of responsibility, relationships with peers, friends, and management, along with personal chal-lenges that often go along with a promotion to supervision. This is a discussion seminar in which participants focus primarily on the critical differences between non-supervisory and supervisory roles, and con-sider the role and duties of a supervisor, how to make the transition to supervision while planning for success in the transition.Anticipated Outcomes: Learn whether a supervisory role would be a good fit, and how to approach such a role.Who Should Attend: Anyone contemplating a supervisory role May 6 (DN), Jun 4 (FC) 8:30-4:00 $175Upcoming Date Sep 15 (DN)

CONTINUED



Supervision: Your First 90 Days—How to SurviveThis is a great course for those new to supervision. In this hands-on course, participants explore the differences between managing and leading. A Supervisory Skills assessment is used to find gaps in select leadership skills, including guiding and organizing the work, develop-ing staff, and managing performance and relationships.Anticipated Outcomes: Leave the class with an action plan to imple-ment when returning to the workplace. (Participants use a “Supervisory Skills Assessment”)

Who Should Attend: New Managers and SupervisorsMay 12 (DN) 8:30-4:30 $175Upcoming Dates Oct 19 (DN), Nov 12 (CS)

Time Management for Managers: Creating Balance at Work and HomeBased on the latest concepts from Stephen Covey, David Allen, Don-ald Whetmore, and Julie Morgenstern, participants explore the con-nection between leadership, management, and time management. Participants then learn how to focus on activities on a daily basis to help reach these goals. Recognizing how time is spent by identifying top five personal time wasters, and discovering ways to control or eliminate them is explained. Anticipated Outcomes: Focus on priorities, get organized, and stay on track by organizing yourself and others.Who Should Attend: Managers and SupervisorsJun 25 (DN) 8:30-4:30 $195Upcoming Dates Sep 16 (DN)

We Won’t Box You In! There is more to affirmative action planning than assembling data

using a boxed software program. How your data are managed spells the difference between a successful compliance review and penalties.

MSEC’s Affirmative Action Planning services are personal, professional, and individualized to your business. MSEC scrubs your data, presents them in the most positive way, and instructs you on how to use the information.

We provide audit support at no additional charge and supply two hours of free training to help improve processes.

For more information or a comprehensive look at our services visit MSEC.org or call 800.884.1328

May-June 2015 18

What’s the bottom line?We recognize that your organization is unique. And we understand that your input and participation is crucial to the process. That coupled with our collective and diverse expertise helps to ensure that we deliver tailored

compensation solutions that are competitive and support your organizational objectives.

For more information, contact [email protected] or 800.884.1328.

MSEC provides a full range of services to help members implement and manage a flexible yet comprehensive compensation system. We collaborate with you to align your organizational

objectives and human resources strategy with your reward systems.

What is the goal?Our concentration on quality and long-term service focuses on providing an efficient, competitive, and cost-effective

compensation program that supports the culture, vision, and environment of your organization.

What are the benefits of a good plan?Attracting and retaining quality and key talent is always a top priority. A well-designed program linked to organiza-

tional goals ensures that you are able to keep quality employees and have a competitive edge in attracting new ones.

What is involved?MSEC consultants utilize industry best practices, a standard methodology, and wide-ranging resources including

MSEC salary and benefit surveys. We take a strategic approach to provide you with a variety of solutions. Every phase of the project is documented, and we also assist with communication and implementation to ensure ongoing success.

What are my organization’s needs?Together we will assess your organizational culture and business philosophy in order to identify the best approach whether it means developing a new plan, revising the current plan, or just looking at certain aspects. Our areas of

expertise include:

Base Compensation Design

Job Analysis

Job Description Review

Job Evaluation

Market Pricing

Communication Strategies

Plan Implementation

Benefits Analysis

Executive Market Analysis

Audits

MSEC Designed Total Compensation Solutions


HR MANAGEMENT

NEW! Capturing Critical Knowledge of Existing Employ-ees: Creating a Brain Trust, Avoiding a Brain Bust!Roughly 10,000 baby boomers will turn 65 today, and about 10,000 more will cross that threshold every day for the next 15 years. While there is no full replacement for a valuable employee, steps can be taken to retain some of their Intellectual capital in vital areas. This highly interactive workshop provides a practical guide for stopping the brain drain and capturing valuable knowledge, skills, and experi-ence so it can be shared among employees of all the generations in the workplace. This session will help to identify generational differ-ences in transferring knowledge between Boomers, Gen X, and Gen Y, along with anticipating and assessing knowledge gaps .Outcomes: Capture valuable knowledge, skills, and experience so it can be shared among employees of all the generations in the work-place.Who Should Attend: HR professionals and managersMay 29 (DN) 8:30-4:00 $195

HR Guide to Employee Financial Wellness: The Basics of Employee Financial Wellness for the Human Resource Manager HRCI

Particpants will learn a “three-legged stool” approach to assist em-ployees in obtaining financial wellness. First is a HR guide to under-stand what employees worry about most, common blind spots, and employee financial education. Second is helping employees under-stand the state of their finances, with information about the keys to a financially healthy life, and how to measure and motivate good financial habits. Third is company sponsored retirement plans and the basics of investing, discussing the economic roller coaster, social security, and common misconceptions about employer provided retirement. Outcomes: Decrease stress in the workplace and increase productiv-ity by providing employees with a solid track for improved financial knowledge.Who Should Attend: HR Managers and Benefit Administrators re-sponsible for providing information to employeesJun 10 (DN) 8:30-10:30 $39

HR Strategic Planning: Building Organizational Capability HRCI •In this hands-on class, participants learn to create an HR strategic plan. It begins by exploring how organizations compete; we then discuss how they define success, as well their mission, vision, values, goals, and business strategy. Throughout the class we outline how to create an HR strategic plan and appropriate means to monitor and measure plan progress. This includes understanding and evaluating the business environment, aligning and integrating HR and organiza-tional strategy, and analyzing current effectiveness and needs, Finally, problems are identified, and solutions are implemented.Anticipated Outcomes: Create a plan to develop and sustain high performance that is in line with your organization’s mission, values, and goals.Who Should Attend: HR Professionals and Business OwnersJun 3 (FC) 8:30-4:00 $175 Upcoming Dates Jul 21 (DN), Nov 3 (DN)

Interviewing and Hiring I HRCI •••This session is a step-by-step approach for planning, conducting, and evaluating a structured, behavioral interview. This interactive format combines lecture, video, exercises, and discussion. Participants follow an interview plan, analyze applications, conduct behavioral interviews, and select the best candidate.Anticipated Outcomes: Ask effective, legally-compliant questions to successfully interview your next applicant.Who Should Attend: HR Professionals, Managers and SupervisorsMay 5 (GJ), May 6 (GS), Jun 3 (DN) 8:30-4:00 $175Upcoming Dates Jul 22 (DN), Aug 6 (FC), Sep 11 (DN), Oct 6 (DN), Nov 19 (DN), Nov 19 (AZ) (8:30-12:00)

NEW! Practical Tools for Managing the Termination ProcessMaking the decision to terminate the employment relationship and conducting the termination meeting are two of the most difficult responsibilities managers have regardless of the cause. This session will take participants through the important steps in the process of making the decision to terminate, including preparing for the termi-nation meeting, meeting with the employee to terminate employ-ment, completing post-meeting tasks, and communicating after the termination. Outcomes: Conduct an involuntary termination in a way that promotes the best interests of your organization, and preserves the dignity of the employee.Who Should Attend: HR Professionals and ManagersMay 21 (DN) 8:30-12:00 $125Upcoming Dates Aug 25 (DN), Sep 9 (AZ), Oct 16 (DN)


May-June 2015 20

Recordkeeping for Human Resources HRCI ••Participants learn why records are kept, what is kept, and for how long. The practical management of records is covered, along with regula-tory and administrative concerns. Also included are whether to go paperless, and what should be kept or discarded.Anticipated Outcomes: Simplify the recordkeeping process at your workplace. Who Should Attend: HR Professionals who work with records on a daily basisJun 2 (DN) 8:30-12:00 $125Upcoming Dates Aug 5 (CS), Sep 4 (DN), Nov 12 (DN)

Workforce Planning: Your Roadmap to the Future •••Participants learn how to assess future human capital needs for a workforce plan. The strategic importance of workforce planning, aligning with goals, conducting an environmental scan, workforce analysis, and forecasting are covered topics. A gap analysis of human capital needs, creating and monitoring a plan, and measuring results are explored. Anticipated Outcomes: Use a systematic approach to plan for your workplace needs.Who Should Attend: HR Professionals, Business Owners, Managers, and SupervisorsJun 15 (DN) 8:30-4:00 $175Upcoming Date Nov 11 (DN)

New Workplace Investigation Services

MSEC continues to expand the breadth

of its workplace investigation services

to employers. Most recently, we obtained

an advanced investigator certification from

the Association of Title IX Administrators

(“ATIXA”) organization.

Schools at all levels must investigate claims

of sexual harassment and sexual violence

under Title IX. Title IX investigations are

modeled after civil rights investigations,

a natural fit for MSEC investigators. Best

practices in workplace and campus investiga-

tions remain a developing field. Please contact

us to address your questions or concerns.

Call us at 800.884.1328, or email

[email protected].

TELL US WHAT

YOU REALLY

THINK OF US!Watch for our 2015 Member Satisfaction Index

(MSI) Survey email on April 6th. This is an

opportunity for you to weigh in on our

performance. We will use this information

to improve our services to better meet your

needs. For more information contact

[email protected].


* Held at the DTC Critical Systems Training Center location. ** Virtual class. See 2015 Training Catalog for addresses.

MISSION CRITICAL TECHNICAL TRAINING

Our partner, Mission Critical, has a variety of technical courses for all skill levels. Register at MSEC.org

MAYMay 4 SharePoint 2013 Level 1 $350 8:00am-4:00pm

May 5 SharePoint 2013 Level 2 $350 8:00am-4:00pm

May 6 Excel Advanced $179 1:00pm-5:00pm

May 6 Excel Basic $179 8:00am-Noon

May 7 Excel Intermediate $179 8:00am-Noon

May 11 Access Advanced $350 8:00am-4:00pm

May 13 PowerPoint 2013 Basic* $179 8:00am-Noon

May 13 PowerPoint Intermediate* $179 1:00pm-5:00pm

May 14 Access Basic $350 8:00am-4:00pm

May 18 Excel Basic* $179 1:00pm-5:00pm

May 18 Excel Intermediate* $179 8:00am-Noon

May 19 Excel 2010 Charts & Pivot Tables* $179 1:00pm-5:00pm

May 19 Excel Advanced* $179 8:00am-Noon

May 20 SharePoint 2010 Designer $350 8:00am-4:00pm

May 21 Visio 2013 Basic* $179 8:00am-Noon

May 22 Time Management with Outlook 2013* $350 8:00am-4:00pm

May 28 Project Basic $350 8:00am-4:00pm

May 29 Word Basic* $179 8:00am-Noon


May-June 2015 22

* Held at the DTC Critical Systems Training Center location. ** Virtual class. See 2015 Training Catalog for addresses.

MISSION CRITICALTECHNICAL TRAINING

Our partner, Mission Critical, has a variety of technical courses for all skill levels. Register at MSEC.org

JUNEJune 1 Excel 2013 Boot Camp $350 8:00am-4:00pm

June 1 PowerPoint Intermediate* $179 1:00pm-5:00pm

June 2 Excel Advanced* $179 8:00am-Noon

June 2 Excel Basic* $179 1:00pm-5:00pm

June 3 Excel Intermediate* $179 1:00pm-5:00pm

June 3 Word Basic* $179 8:00am-Noon

June 8 Microsoft Office Basic Training $350 8:00am-4:00pm

June 10 SharePoint 2010 Level 1* $350 8:00am-4:00pm


June 16 Excel Advanced $179 1:00pm-5:00pm

June 16 Excel Intermediate $179 8:00am-Noon



June 18 Excel 2013 Charts and Pivot Tables $179 1:00pm-5:00pm

June 18 Excel Basic $179 8:00am-Noon

June 19 Project Advanced* $350 8:00am-4:00pm

June 22 Access Basic* $350 8:00am-4:00pm

June 23 Office 2013 Transition $179 1:00pm-5:00pm

June 23 Word Intermediate $179 8:00am-Noon

June 25 Access Intermediate $350 8:00am-4:00pm

June 29 Word Advanced $179 1:00pm-5:00pm

PRSRT STDU S POSTAGE

PAID DENVER, CO

PERMIT NO. 5521799 Pennsylvania StreetDenver, CO 80203MSEC.org

Denver — May 5 | Fort Collins/Loveland — May 12

Colorado Springs — May 14 | Grand Junction — May 19 | Scottsdale — June 3

Save the Date

This year’s topics include:

The New Colorado Wage Protection Act

New Cases Decided After The Americans With Disabilities Amendments Act

Historic Changes Under The National Labor Relations Act

Watch for more details and topics. To register call 800.884.1328 or go to MSEC.org.

MSEC’S 26TH ANNUALEMPLOYMENT LAW

UPDATE CONFERENCE

Documents

May-June Training Guide 2015