http://countyintranet.co.santa-cruz.ca.us/PolAndProc/AdminManua

To identify training available through the County-wide Training Program for supervisory and management employees.

Civil Service Rule IX, Training, which provides that the Personnel Director is responsible for general training programs

I. Pursuant to Board direction, six core supervisory and six core management classes have been established to provide all regular (non-extra help) supervisory and management employees with a common basis for Santa Cruz County operations.

II. These twelve classes were selected after receiving requests and talking to supervisors, managers and department heads. The County history on grievances, discipline and employment questions was also reviewed. Both the county Training Task Force and the Equal Employment Opportunity (EEO) Office were involved in the selection of these core courses. These classes are open to all regular employees; however, priority will be given to supervisors and managers.

III. Department heads are requested to mandate this training for supervisors and managers within their departments. As there are limitations on funds and class size, departments are asked for a plan for these individuals to complete these classes over the first 24 months (four semesters) from September of 1990 for current employees and within 24 months after appointment of new supervisors or managers. Training unit staff in the Personnel Department will maintain listings of core classes completed by individual supervisors and managers. After four semesters (i.e.1, after FY 1991-92), listings will be provided to department heads of classes completed by individual supervisors and managers. Employees who have already taken one or more of these classes will be given credit if they bring that information to the attention of training until staff in the Personnel Department.

IV. Completion of these core courses is not required for participation in promotional examinations.

PROCEDURE:

1. BASICS OF SUPERVISION

This intensive two day workshop develops practical skills that help inexperienced supervisors become effective leaders.

Objectives: Participants will be able to:

define responsibilities as a supervisor;
set objectives for work units;
plan and schedule activities to meet work objectives;
identify communication barriers and effectively handle employee conflicts;
use basic methods of problem-solving and decision-making;
deal with other critical issues which confront supervisors;

2. PERFORMANCE APPRAISALS

Objectives: Participants will learn to prepare and conduct effective employee performance appraisals, and understand: Why appraise; the role of the supervisor; setting performance standards; how the County appraisal system works; performance management techniques.

3. DISCIPLINE (In-house How To's) Objectives: Participants will learn:

how far to let performance issues go before asking for help;
how to get help;
how to handle "nitty gritty" performance issues;
what are "Skelly" procedures;
what are the "step-by-step" procedures for discipline;
techniques to make the process positive.

4. HOW TO WORK WITHIN COUNTY GOVERNMENT Objectives: From a panel, participants will learn about:

The Board of Supervisors approval process, including budget actions, Board letters, resolutions and ordinances;
how to administer the County budget;
the "how to's" of contracts and claims, workers' compensation and unemployment claims;
how FIRMS works;
how to work with General Services;
how the Personnel process works;
Information Services programs.

5. PROMOTING A RESPECTFUL WORKPLACE/PREVENTION OF

SEXUAL HARASSMENT AND DISCRIMINATION

Objectives: Participants will learn:

to define sexual harassment;
how to identify issues of discrimination and harassment under the EEO and Disability related laws;
how to anticipate problems;
how to take corrective actions;
what is management's responsibility;
what are employees' rights.

( In addition, per State law all supervisors must complete two hours of training on the prevention of sexual harassment every two years. As of 2015, training will now include education regarding AB2053, which requires education on the definition and prevention of abusive conduct in the workplace and mandates reporting requirements.)

6. HOW TO HIRE THE BEST PERSON Objectives: Participants will learn:

specific techniques to help ensure that the best person for the job is hired;
how to construct interview questions to facilitate a job/person match;
how to conduct effective reference checks.

MANAGEMENT TRAINING PROGRAM SIX REQUIRED CORE COURSES

1. SYSTEMATIC DECISION MAKING, PROBLEM SOLVING AND PLANNING Objectives: Participants will be able to:

identify the root cause of a problem;
reach a decision based on objective analysis;
design actions to implement decisions by systematic evaluation of potential problems and opportunities;
review complex issues, clarify concerns, set priorities and determine appropriate management actions.

management actions.

2. TIME MANAGEMENT

Objectives: Participants will be able to:

list time robbers that reduce effectiveness;
set definite goals and establish priorities;
develop action plans for implementing priorities.

3. MOTIVATION

Objectives: Participants will learn to:

understand and apply classic concepts of motivation;
get what you want for yourself and others;
practice strategies to foster a motivation climate at work.

4. MEETINGS THAT PRODUCE RESULTS

Objectives: Participants will learn how to:

create an effective meeting agenda;
identify the central issues;
lead without domination;
eliminate the irrelevant;
get results and, if applicable, consensus.

5. ADVANCED MANAGEMENT DEVELOPMENT Objectives: Participants will be able to:

understand the principles and methods to promote higher productivity and employee satisfaction;
apply a composite of motivational techniques;
understand and apply advanced performance management techniques;
manage and resolve conflict.

6. MANAGING PEOPLE AND DIFFICULT TIMES UNDER DIFFICULT CIRCUMSTANCES Objectives: Participants will learn:

effective "cutback" strategies which can revitalize and improve the quality of service;
how to "streamline and prune" procedures;
a four-step process to rebuild team-work and collaboration when facing serious problems;
methods of time-effective group problem-solving that prevents new costs and problems.