july-august training guide 2015

MSECTRAINING GUIDE | JULY-AUGUST 2015

californiaNEVADA

MSEC — RE-ENERGIZE WITH OUR TRAINING

303.894.6732 | [email protected] | MSEC.org1 July-August 2015

CONTENTS

JULY-AUGUST 20153-5 LEGAL COMPLIANCE

6 COMPENSATION & BENEFITS

7-10 PROFESSIONAL DEVELOPMENT

11-13 MANAGEMENT & LEADERSHIP

15-16 HR MANAGEMENT

17-18MISSION CRITICAL Technical Training

WEBINAR - July 9, 10:00am-11:00am (MST)

BREAKFAST - August 5, 8:00am-9:00am

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 HRCI in the class descriptions.

ENERGY INDUSTRY

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 breakfast, lunch, or webinar and learn how to maximize your membership.

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

July-August 2015 2

TRAINING IN FOCUS MSEC remains committed to providing quality, innovative and convenient training for our membership. Our July-August 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!

HOT TRAINING THIS SUMMER

Investigations in the Workplace: Two-Day Workshop page 4

Benefit Update Conference page 6

ROI Certification page 9

Harvard Business Series: Abercrombie & Fitch: Is it Unethical to Be Exclusive? page 11

Supervision: Core Competencies page 13

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

ADA and FMLA for Managers and Supervisors: Stop, Look, and ListenThis session is the next evolution in compliance training: a practical application of the ADA and FMLA for front line managers and supervi-sors. Participants learn when to stop behavior that might violate the ADA or GINA; what to look for to properly manage an employee’s medical issue; and, when to listen and hear when an employee is re-questing an accommodation under the ADA or leave under the FMLA.Outcomes: Protect employers from ADA and FMLA liability by stopping, looking, and listening.Who Should Attend: Front line managers and supervisors responsible for the application of the ADA and FMLAAug 21 (DN) 8:30-12:00 $125Upcoming Date Oct 14 (FC)

Affirmative Action Workshop: An Introduction HRCI •Organizations with government contracts or subcontracts in excess of $50,000 and with 50 or more employees, and financial institutions need to develop and maintain an affirmative action plan. This session provides fundamentals, describing who is required to have a plan, compliance requirements, parent and subsidiary issues, and the inter-net applicant rule. Participants learn about statistical reports, workforce analyses, adverse impact plans, action-oriented programs, compliance reviews, hiring, and compensation issues.Outcomes: Take appropriate steps before your organization is con-fronted with a DOL audit.Who Should Attend: EEO managers and all responsible for complianceAug 5-6 (DN) 8:30-4:30 (day 1) 8:30-12:00 (day 2) $250Upcoming Date Oct 27-28 (DN)

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 supervisorsJul 21 (DN) Aug 4 (GS), Aug 5 (GJ) 8:30-3:00 $175Upcoming Date Oct 1 (DN)

COBRA in 2015 Workshop HRCI •This class will provide a strong working knowledge of the Consolidated Omnibus Budget Reconciliation Act (COBRA) to satisfy your compliance obligations. Know which plans are subject to COBRA, when COBRA must be offered, and what coverage is offered to whom and for how long. Also reviewed are the COBRA election process, premiums and payment, and required notices.Outcomes: Develop and follow a COBRA-compliant process.Who Should Attend: HR professionals, benefit and risk managers Jul 7 (DN) 8:30-11:30 $125Upcoming Dates Sep 22 (DN), Dec 3 (DN)

Discrimination in the Workplace: The Law of EEO HRCI •••This is an overview of federal and state civil rights laws, along with practical tips employers can implement to reduce exposure for discrim-ination charges. Participants apply a knowledge of EEO law to real-life scenarios, after learning what constitutes employment discrimination. Preventing claims and responding to employee complaints are also discussed, along with how to protect against retaliation complaints and recent legal developments in discrimination law.Outcomes: Understand EEOC processes and theories of discrimination to prevent claims.Who Should Attend: HR professionals, managers, and supervisors Jul 23 (DN) 8:30-3:30 $175Upcoming Date Oct 7 (DN)

Drug and Alcohol: DOT/Federal Motor Carrier Drug and Alcohol Testing RegulationsThis class certifies supervisors for Department of Transportation (DOT) mandated drug and alcohol testing procedures, and includes determi-nation of reasonable suspicion, and detection of physical, behavioral, speech, and performance indicators of alcohol and drug misuse. Policy considerations are reviewed, as well as acquiring drug and alcohol test-ing information from previous employers. Outcomes: Certification for detecting signs of misuse and follow proper procedures.Who Should Attend: All levels of management in the transportation industryJul 17 (DN) 8:30-12:30 $125Upcoming Date Nov 6 (DN)


July-August 2015 4

LEGAL COMPLIANCE

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 Jul 16 (DN), July 23 (AZ) 8:30-3:00 $175Upcoming Dates Sep 2 (DN), Oct 16 (DN), Nov 12 (AZ)

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 supervisorsJul 9 (DN) 8:30-11:30 $125Upcoming Dates Sep 3 (DN), Sep 15 (AZ), Nov 17 (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 verification 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 Im-migration and Customs Enforcement (ICE), E-Verify, and best practices for employment eligibility verification. Outcomes: Know everything you need to about I-9 compliance and filling out the new forms.Who Should Attend: HR and recordkeeping professionalsAug 6 (DN) 8:30-12:30 $125Upcoming Date 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 supervisorsAug 20 (CS) 8:30-4:00 $175Upcoming Dates 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 respon-sible for investigationsJul 21-22 (DN) 8:30-4:00 $295Upcoming Dates Sep 9-10 (DN), Nov 16-17 (DN)

Legal Issues for Human Resources Professionals HRCI ••This concentrated full-day program offers an overview of the complex legal issues associated with day-to-day employment decisions and actions. This session provides current information on legislation, court decisions, and enforcement procedures that affect the employment relationship. The issues and concerns that impact separation and dis-charge, including a risk analysis of termination and proper procedures, are explored. (Includes a CD copy of the MSEC Blue Book: Employment Law Resource)

Outcomes: Advise leaders and supervisors about employment law issues armed with a full spectrum of knowledge.Who Should Attend: HR professionals and legal staff Jul 8 (DN) 8:30-4:00 $235Upcoming Dates Oct 6 (FC), Oct 29 (DN)

CONTINUED


LEGAL COMPLIANCE

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 supervisorsAug 18 (DN), Aug 26 (CS) 8:30-4:00 $235Upcoming Dates 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 supervisorsJul 9 (FC), Aug 6 (DN) 8:30-3:00 $175Upcoming Dates Oct 13 (CS), Oct 26 (DN), Dec 10 (DN)

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. Outcomes: Develop strong practices and follow a clear process when documenting discipline.Who Should Attend: HR professionals, managers, and supervisorsJul 28 (CS), Aug 12 (DN) 8:30-12:00 $125Upcoming Dates Sep 22 (GJ), Sep 23 (GS), Oct 13 (DN), Oct 29 (AZ) (1:00-4:30)

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 supervisorsAug 27 (DN) 8:30-4:00 $175

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 supervisorsAug 4 (DN) 8:30-4:00 $209Upcoming Dates Oct 14 (AZ), Nov 4 (DN)

Workers’ Compensation Basics HRCI

Participants are introduced to the basic provisions and procedures of the Colorado Workers’ Compensation Act. Coverage under the Act is explored, along with the employer’s obligation, ensuring compliance, and avoiding penalties. Benefits awarded by the act are explained, along with when an injury is compensable, and limitations on mental or emotional stress benefit awards.Outcomes: Properly report and investigate work related injuries and close claims. Who Should Attend: HR professionals and those handling workers’ compensation claimsJul 10 (DN) 8:30-4:00 $195Upcoming Date Sep 25 (DN)


July-August 2015 6

COMPENSATION & BENEFITS

Workers’ Compensation: The Advanced Workshop HRCI

This session provides managers and administrators with information to properly manage injured workers in order to maintain productiv-ity within the bounds of the Colorado Workers’ Compensation Act. Participants learn answers to common problems surrounding the man-agement of workers’ compensation claims, including return to work solutions, leave policies, who is and is not an independent contractor, terminating the injured worker to avoid retaliation, doctor appoint-ments, recreational activities, and cost containment. Outcomes: Administering complex claims and tackle day-to-day issues.Who Should Attend: Workers’ compensation specialists and anyone with workers’ compensation responsibilitiesAug 7 (DN) 8:30-12:30 $125Upcoming Date Oct 23 (DN)

Benefit Administration: The Basics from A to Z HRCI •Participants learn the basic concepts of employer-sponsored benefits including health and welfare, retirement, and medical reimbursement plans. The course includes up-to-date and relevant basic design, legal, and administrative considerations. Individuals participate in skill-build-ing exercises to enhance their understanding of the material, including the role of benefits in a total rewards strategy, design concepts, fund-ing, mandated benefits, and compliance with federal laws, including health care reform.Outcomes: Understand basic design concepts regarding benefit administration, from retirement to health, and medical spending programs.Who Should Attend: HR generalists, new benefit specialists, and anyone wanting an updateAug 5-6 (DN) 8:30-4:00 $295Upcoming Dates Sept 29-30 (CS), Oct 22-23 (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 managersAug 19-20 (DN) 8:30-3:30 $295Upcoming Dates Oct 6-7 (CS), Oct 15-16 (DN), Dec 1-2 (DN)

Benefit Update Conference HRCI

Our Benefit Update Conference covers the most recent legislative and regulatory developments of the year. The conference will feature keynote and breakout sessions focused on strategies in light of the changing benefit reform, as well as current trends and best practices for employee benefit plans. Presenters include specialists in the field of benefit management from MSEC and other benefit associates.Outcomes: Keep up to date on benefit issues to remain compliant and competitive in the market placeWho Should Attend: HR professionals, benefit administrators, business owners, financial officers, plan trustees and fiduciaries, benefit producers, and corporate counselJul 8 (CS), Jul 14 (DN), Jul 16 (FC), Jul 21 (GJ) 8:30-3:30 $199

MSEC, in partnership with the Colorado Chapter of ISCEBS, presents the

Colorado Springs July 8Denver July 14

Ft Collins/Loveland July 16Grand Junction July 21

MSEC & ISCEBS members $199 $179 per person for groups of 3 or more

from the same organizationNon-members $239

For more information, or to register, call 800.884.1328, email [email protected],

or go to MSEC.org.


PROFESSIONAL DEVELOPMENT

New! Advanced Myers-Briggs: MBTI and StressParticipants use the Myers-Briggs Type Indicator® (MBTI®) to describe how they are likely to experience and react to stress in this session. Ways to manage stress more successfully are explored. The MBTI instru-ment, developed by Isabel Briggs Myers and Katharine Cook Briggs based on Carl Jung’s theory of psychological types, has been used for more than 20 years, to identify and describe the natural stress reac-tions of the sixteen types. This session teaches how stress reactions are predictable, natural, and healthy for a personality type, and that they are temporary and manageable. Outcomes: Identify behaviors that your MBTI type tends to gravitate to when you are under stress. Who Should Attend: Anyone wanting to understand and manage their stress reactions and the stress reactions of othersAug 5 (AZ) 8:30-4:30 $225Upcoming Date Oct 16 (DN)

Assertiveness Training for Support Staff ••Participants gain the skills to face problems directly and resolve them quickly, handle stressful interpersonal situations effectively, and gain the confidence needed to make difficult decisions without creating resentment, anxiety, or guilt. This seminar focuses specifically on an overview of assertiveness, clarifying complicated issues, stating needs clearly, dealing effectively with criticism and rejection, handling anger and hostility, recognizing and stopping manipulative behavior, and resolving conflict responsibly. Outcomes: Successfully manage customers, clients, bosses, and co-workers.Who Should Attend: Support staffJul 30-31 (DN) 8:30-4:00 $295Upcoming Date Dec 2-3 (DN)

Communication Tools for Maximizing Performance •••Participants improve their ability to understand people better, turn on or off emotions in different circumstances, and develop and maintain trust, rapport, and influence with others. How to deal with difficult people and situations by learning, thinking in an outcome oriented way, and discovering what is important to another person or group is explored. Also reviewed is how to gather and organize information sys-tematically to clarify problematic situations and to identify clear goals.Outcomes: Put into action practical communication methods, skills, and techniques. (A follow up study guide is provided to practice the skills taught.)

Who Should Attend: Employees and managers whose success depends on the ability to relate to othersJul 23-24 (DN) 8:30-3:30 $355Upcoming Dates Oct 15-16 (DN), Dec 3-4 (DN)

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. Outcomes: Understand conflict patterns and acquire skills for responding constructively to conflict. (Includes conflict style assessment)

Who Should Attend: Managers, supervisors, and employeesAug 12 (DN) 8:30-4:30 $175Upcoming Dates Sep 1 (FC), Sep 28 (DN), Oct 22 (DN), Nov 18 (DN)

Creating Training Materials HRCI •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. 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 trainingAug 11-12 (DN) 8:30-4:30 $295

Cultivating Your Listening Skills: Listening to Understand •••Through a helpful assessment tool and thought-provoking activities, class participants will address their unique habits and improve listen-ing skills in three dimensions of a listening model: staying focused, capturing the message and helping the speaker. Uncovering personal barriers and obstacles to focused listening, assessing their own listen-ing style and approach and applying the skills of following, reflecting and attending in a variety of listening situations are also reviewed. Outcomes: Use the power of listening to become more effective and productive.Who Should Attend: All levels of professional and management personnel who wish to assess and improve their listening skills Jul 30 (DN) 8:30-4:30 $175Upcoming Dates Sep 17 (AZ), Sep 28 (DN)


July-August 2015 8


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 contactJul 14 (DN) 8:30-12:30 $125Upcoming Date 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. Outcomes: Develop an action plan to implement changes to communicate more effectively.Who Should Attend: Employees, managers, and supervisorsJul 8-10 (DN), Aug 18-20 (DN) 8:30-3:30 $420Upcoming Dates Sep 22-24 (DN), Oct 27-29 (DN), Dec 1-3 (CS)

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 difficult messages.Outcomes: Increase skill levels in building trust through instruction, reflection, and class exercises.Who Should Attend: Employees wanting to develop more effective relationships with othersJul 20 (DN) 8:30-4:00 $175Upcoming Dates Sep 11 (DN), Nov 17 (DN)

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.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).

Jul 14-16 (DN) 8:30-4:30 $490 (Includes lunch)

Upcoming Dates Sep 21-23 (DN)

Emotional Intelligence at Work ••••Emotional Quotient (EQ) is learning how to consciously utilize your emotions to create optimal results in your relationships with yourself and others. Time is spent building emotional literacy, recognizing pat-terns, applying consequential thinking, and expanding key relationship skills. Participants learn to develop the five EQ Competencies, including self-awareness, self-regulation, self-motivation, empathy, and relation-ship skills, and assess their own emotional intelligence through use of a comprehensive assessment. (Includes assessment)

Outcomes: Raise your Emotional Quotient at work. Who Should Attend: Formal and informal leaders in organizations desiring greater effectiveness Jul 7-8 (FC) 8:30-4:30 $345Upcoming Dates Oct 14-15 (DN), Nov 17 (1 day) (AZ)

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.Outcomes: Build stronger teams by working more effectively with members of all generations.Who Should Attend: HR professionals, managers, supervisors, and support staffAug18 (FC) 8:30-4:30 $175Upcoming Dates Oct 9 (DN), Dec 9 (DN)

CONTINUED



GOAL! Get Organized at Last! •This class provides simple, easy-to-implement solutions to help you get control of workloads, contribute to the success of organizations, and increase value as an employee. Participants learn what to do with paper, manage email efficiently and effectively, learn Microsoft Outlook tips and tricks, and how to reduce interruptions and distractions. Also covered are scheduling and prioritizing how to do important tasks first, and how to follow up on assignments effectively.Outcomes: Improve organizational skills and increase productivity. Who Should Attend: Managers and employees wanting to improve their organization skills at workJul 14 (DN) 8:30-4:30 $245*

* For $430 receive the seminar and 2-hour follow up coaching session on-site within the (DN) metro area)

Upcoming Dates Sep 15 (DN), Nov 10 (DN)

Managing Stress in the Work Environment ••This class provides a comprehensive approach to managing stress including lifestyle balance, modifying behavior patterns, and enhanc-ing physical awareness. Participants become more aware of their stress responses, creating a sense of choice and control over what happens to them, and achieving a greater sense of balance in their lives. This is done through Identifying sources of stress, recognizing response pat-terns, practicing methods for managing stress, and creating an action plan. (Participants are invited to dress comfortably)

Outcomes: Gain awareness of stress and take steps to control it.Who Should Attend: Employees wanting control over the stress in their work environment Jul 16-17 (DN) 8:30-4:00 $295Upcoming Date Oct 8-9 (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 employerAug 4 (DN) 8:30-3:00 $175Upcoming Dates Sep 29 (DN), Dec 1 (DN)

Priority Management: Working Sm@rt with Microsoft Outlook (2013, 2010, 2007) Computers are not required, but we recommend participants bring their laptops. Participants learn how to use more efficient tools, recon-figure Outlook to improve productivity, manage email effectively, and turn the calendar into a planning tool. Also covered are using Outlook to delegate tasks, document important communications, and store and retrieve information. An optional second and third phase provides productivity coaching and ongoing support for additional charges.Outcomes: Turn Microsoft Outlook into a personal assistant to help get things done. Who Should Attend: Anyone with access to Microsoft OutlookJul 16 (DN) 8:30-3:30 $395Upcoming Dates Sep 16 (DN), Nov 11 (DN)

Project Management I: Foundations •••Participants use a realistic case study and exercises to provide hands-on use of the tools and techniques. There is a project management overview of the Project Management Institute (PMI), Project Manage-ment Body of Knowledge (PMBOK), and Project Initiation. Project Planning is discussed, which includes a management plan, a work breakdown structure, and the constraints of scope, cost, and sched-ule. Also explored are budgeting, staffing, reporting, and closing the project.Outcomes: Keep projects on schedule with proper planning and reduce frustration.Who Should Attend: Project managers, members of project teams, and managers of functional areas Jul 8-9 (DN) 8:30-4:30 $345Upcoming Dates Sept 9-10 (DN), Nov 18-19 (DN)

ROI CertificationThis is the most comprehensive program for gaining the knowledge, skills and resources to evaluate programs of all types. It is a proven process to develop the capability necessary to measure the impact and ROI for any project or program. Upon completion you will receive continued support as you conduct your first impact study in your own organization.Outcomes: Learn from the best source for enabling success in performance evaluation is ROI Institute’s ROI Certification Program.Who Should Attend: Anyone wanting to receive Certified ROI Professional (CRP) designationAug 3-7 (DN) 8:30- 5:00 $2,995.00


July-August 2015 10


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 phoneJul 14 (DN) 8:30-4:00 $200Upcoming Date 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 staffAug 27 (DN) 8:30-4:00 $195Upcoming Dates Oct 20 (DN), Dec 8 (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)

Outcomes: Deliver training to groups of three or more effectively 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.Jul 21-23 (FC), Aug 5-7 (DN) 8:30-4:30 $495Upcoming Dates Sep 30-Oct 2 (DN), Dec 1-3 (DN)

Training Activities HRCI •Participants will have opportunities to experience an activity, debrief the activity, and then critique the exercise. A variety of activities will be explored from openers, simulations, and assessments to adventure initiatives and game formats. Discussion will include how the various types of activities can be adapted to meet the needs of your learners. Also discussed are the purpose of training activities and how to design effective activities. Outcomes: Prepare well-developed activities that promote learning to improve your training at work. (Includes a copy of Design your Own Games and Activities)

Who Should Attend: Individuals who design and deliver training Jul 21-22(DN) 8:30-4:30 $375Upcoming Dates Nov 19-20, (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.Aug 27 (FC) 8:30-12:30 $125Upcoming Dates 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)

Outcomes: Develop specific skills necessary for proofreading 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 Aug 25 (DN) 8:30-3:30 $220Upcoming Date Nov 17 (DN)


MANAGEMENT & LEADERSHIP

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” work-shop includes class exercises, group discussion, and individual guid-ance, and reviews planning through recognizing the purpose, apprais-ing the reader, and organizing ideas. Writing for the reader is discussed along with choosing the format, creating transitions, and emphasizing main ideas. Outcomes: Produce business documents that get positive results.Who Should Attend: Managers and professionals who must use written communicationAug 20 (DN) 8:30-3:30 $205Upcoming Date Oct 15 (DN)

The Complete Supervisor ProgramThis week-long program takes supervisors through the life cycle of an employee. Interviewing skills, coaching, communication and feedback skills, and the legal issues of dealing with performance problems will be covered. The first two days are instructions in supervisory core competencies. The third day covers interviewing and hiring. The fourth day discusses legal issues in managing employees, and the last day is devoted to the topic of performance management.Outcomes: Understand the employee life-cycle through a holistic approach in learning. Who Should Attend: Managers and supervisorsJul 13-17 (DN) 8:30-4:30 $765Upcoming Date Nov 2-6 (DN)

Creating Effective Work Groups •••Participants practice realistic ways to lead teams towards greater align-ment and deeper levels of commitment. Through a series of exercises and group discussion, participants are immersed in the critical processes that high-functioning teams use to develop alignment of individual goals and values with those of the organization, capitalizing on the unique strengths that comprise a team and ways to apply them to phases of a project, and practicing how to build a vision and mission that supports the ideals of the organization.Outcomes: Build and sustain effective work groups.Who Should Attend: Managers, supervisors, and HR professionalsJul 21 (GS), Jul 22 (GJ), Jul 31 (DN) 8:30-4:30 $175

Ethics for Business: People, Performance, and Principles HRCI ••This session discusses the importance of developing ethics awareness 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. Outcomes: Reinforce a culture that encourages and rewards respon-sible, ethical decision-making.Who Should Attend: HR professionals, managers, and supervisors responsible for ethics Jul 21 (AZ) 8:30-12:00 $125

Harvard Business Series: Abercrombie & Fitch: Is it Unethical to Be Exclusive? HRCI

Abercrombie & Fitch defends the decision not to offer plus sizes for women, in the face ofenraged consumers, accusing A&F of contribut-ing to gender stereotypes. A&F’s popularity with its target teen market depends on beings “cool”. Yet, in the face of mounting criticism and de-clining sales, does sticking to the segmentation strategy make sense?Outcomes: Obtain HRCI business credits while tackling strategic issues that occur in organizations.Who Should Attend: Organizational managers and leaders, as well as anyone looking to increase their understanding of key business concepts, principles, and applicationsJuly 28 (AZ) 8:30-11:30 $125 ($112.50 per case when enrolled in 4 or more cases)

Harvard Business Series: Barnes & Noble: Managing the E-Book Revolution (Encore) HRCI ••This case describes competition in the market for E-Books and Barnes & Noble’s Strategy in this industry. As a traditional retailer, B&N was challenged by the introduction of digital technologies that allow books to be electronically published, distributed and sold to consumers. New competitors like Amazon and Apple attacked the traditional industry structure, creating many uncertainties over the long term viability of traditional retailers. Amid this uncertainty, B&N must decide how to compete, in terms of both devices that can read E-Books, as well as standards for their distribution.Outcomes: Learn how businesses must adapt to changing market-places.Who Should Attend: HR professionals, especially those needing HRCI business creditsAug 11 (DN) 8:30-11:30 $125


July-August 2015 12


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 custom-ers, 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. Outcomes: Advance your knowledge of human behavior in organiza-tions to increase the success of your workplace.Who Should Attend: Executives, managers, team leaders, team members, OD, and HR ProfessionalsAug 25-27 (DN) 8:30-4:30 $485Upcoming Date 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 posi-tion, 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 employees 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 supervisorsJul 8 (AZ), Jul 30 (DN) 8:30-4:00 $175Upcoming Dates Sep 24 (DN), Oct 22 (CS), Nov 24 (DN)

Leadership Through Influence ••••Intensive, individual influence skills exercises allow participants to “try on” new techniques in a safe training environment. Team interaction exercises provide insight into how influence operates in team settings. Ten influence tactics give participants a spectrum of techniques to choose from, depending on their situation. The final exercise ties the program together by analyzing a work-specific situation, the influence, the goal, and the desired outcome, power bases, influence tactics, and approach plan. (Includes cost of LTI book and workbook)

Outcomes: Effectively utilize your personal power to influence others.Who Should Attend: Non-managing professionals, high-level leaders, managers, supervisors, staff personnel, and self-directed or traditional work team members Jul 16-17 (DN) $455Upcoming Dates Sep 9-10 (CS), Oct 19-20 (DN)

Management Back to Basics: Flexible Module Program This program covers the supervisory role, viewed from a results-driven approach. Participants learn how it impacts employee performance and retention while adding value as a strategic contributor. The session covers the employment life-cycle through the hiring process, and how to make better selection, moving on to onboarding, defining responsibilities and learning how performance management, includes convincing new employees to commit and contribute to the organiza-tion. Participants also learn how to set expectations, coach, provide documentation, and evaluate good and poor performanceOutcomes: Better understand the importance of maintaining a positive relationship with employees in order to achieve optimum results and retain valued talent.Who Should Attend: All levels of supervisors, managers, leaders, and ownersJul 15 (Tucson) 8:30-12:00 $175Upcoming Date Oct 8 (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 employ-ees. Preparing and conducting the appraisal discussion for optimal results is also a part of this class. Outcomes: Manage employee performance as an ongoing process and tie it to employee and organizational success.Who Should Attend: Supervisors and managersJul 15 (CS), Aug 19 (GJ), Aug 20 (GS) 8:30-4:00 $175Upcoming Dates Sep 23 (DN), Oct 29 (AZ) (8:30-12:00), Nov 18 (DN)

Retaining and Engaging Employees: What Employees Really Care About HRCI •Participants learn to build effective programs and create an environ-ment that values employees by exploring the many factors involved in an employee’s decision to stay or leave. Factors considered include key engagement issues, organizational culture, hiring practices, employee development, management practices, and total rewards.Outcomes: Develop effective engagement practices. Who Should Attend: HR professionals, managers, and supervisorsAug 6 (DN) 8:30-12:00 $125Upcoming Dates Sep 3 (CS), Nov 3 (DN)

CONTINUED



Supervision: Buddy to BossParticipants learn to develop their own management style and create relationships with employees to help guarantee success as a new leader. Discussed will be how to identify what has changed, what has stayed the same, and how the relationships with people are essential to success. How to understand the steps for a smooth transition , recognizing and applying strengths and abilities, acknowledging the importance of establishing boundaries, and creating a culture of trust will also be covered.Outcome: Manage this difficult transition effectively.Who Should Attend: Anyone transitioning into a supervisory or manager role Aug 21 (DN) 8:30-4:30 $191Upcoming Dates Sep 24 (CS), Oct 16 (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. Outcomes: Put into action the tasks and interpersonal skills to motivate employees and achieve results.Who Should Attend: Managers and supervisorsJul 7-8 (DN), Aug 3-4 (DN), Aug 20-21 (DN) 8:30-4:30 $295Upcoming Dates 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)

MSEC’s ProfessionalCoaching Services

Professional coaching is now the number one intervention for organizations to help their

employees develop into effective and motivational leaders. MSEC’s coaching services offers a number

of coaching solutions. Our four unique services:

Leadership/Executive Coaching

360 Feedback Coaching

Team Coaching

Conflict Coaching

For more information call 800.884.1328.

July-August 2015 14

Three Resources that will Vet Candidates to Ensure

you Hire the Right Person!

Background ChecksOur easy-to-read reports help you determine quickly an applicant’s criminal, educational,

and work history.

Drug TestingWe partner with Chemscreen to provide a cost-effective, state-of-the-art electronic reporting

system with same-day drug test results.

Behavioral and Skills TestingWe offer a wide variety of skills testing and a simple-to-use, cost effective, and flexible online

testing application. Our behavioral sssessments have a proven history of successfully predicating job performance and reducing turnover.

To take advantage of these services call 800.884.1328 or email [email protected].


HR MANAGEMENT

Employee Handbooks: Revising or Developing HRCI •This seminar helps to develop a handbook reflective of an organization. Topics include the pros and cons of an employee handbook, preserv-ing “at-will” employment, and reflecting the workplace culture. Also reviewed are an employee handbook versus a policy manual, what to include and what to exclude, appropriate style and language, and communicating and maintaining the handbook.Outcomes: Follow a clear process in order to develop or revise an employee handbook.Who Should Attend: HR professionals responsible for the draft and upkeep of an employee handbookJul 23 (CS) 8:30-12:00 $125Upcoming Dates Sep 15 (DN), Dec 4 (DN)

Fundamentals of Human Resource Management: Key Steps in Getting Started HRCI •This seminar is for those solely responsible for the operations of Human Resources, or as a refresher for professionals wanting to expand their knowledge. The role of linking human resources to business success is explored by examining recruiting and retention, orientation, record-keeping, HR measurement, performance management, employment law, compensation, and benefits. (Includes a copy of the MSEC Blue Book: Employment Law Resource)

Outcomes: Learn practical ways the HR practitioner can contribute to the organization’s success. Who Should Attend: HR professionals who are newer to the roleJul 9-10 (DN) 8:30-4:00 $355Upcoming Dates Sep 22-23 (DN), Nov 3-4 (AZ), Dec 9-10 (DN)

HR Metrics and Analytics: Focusing on What is Important HRCI ••Participants learn how to enhance HR’s value using data, statistics and analytics. In this session, participants will be provided with formulas and calculators and given the opportunity to apply measurement concepts to realistic business scenarios and problem solving activities. In this way, those attending learn the importance of HR metrics, define measurement literacy, identify the right metrics, connect HR programs to productivity and profitability, and use data, formulas, and statistical tools to support strategy and drive change.Outcomes: Enhance HR’s value using data, statistics, and analytics.Who Should Attend: HR managers and professionals, business ownersAug 12 (DN) 8:30-4:00 $175Upcoming Dates Oct 7 (GJ), Oct 8 (AZ), Oct 8 (GS)

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 organizational strategy, and analyzing current effectiveness and needs, Finally, problems are identified, and solutions are implemented.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 ownersJul 21 (DN) 8:30-4:00 $175 Upcoming Date Nov 3 (DN)

Webinar Series! Important Issues in Human Resources—Core HR Information SystemsRedesigning and reskilling the HR function is one of the top five busi-ness challenges around the world. Learn how to move from spread-sheets and manual processes to workforce management solutions built with cloud computing, analytics, mobile and integration technologies. Decrease IT and administrative burden and improve reporting, tracking, and compliance requirements.Outcomes: Have a clear approach to managing HRIS functions.Who Should Attend: HR staff who work with an HRIS systemAug 12, 12:00-1:00 MDT $159 ($447 per line for 3 sessions)

International Expansion: New Country Start-Up Tool Kit HRCI

If you are looking to expand outside of the U.S., you need to be equipped to address the complexity of business, legal and HR issues. Using the employee life cycle (staffing, compensation, benefits, perfor-mance management, termination) this class will provide both the stra-tegic and tactical framework required in order to operate in a foreign market, and help think through the major issues such as: registering to do business; taxation; choosing local nationals or expatriates; and what else to know and how do I get started.Outcome: Understand the strategic and tactical framework required in order to operate in a foreign market. Who Should Attend: Those in companies looking to expand beyond the borders of the U.S.Aug 26 (DN) 8:30-4:00 $175Upcoming Date Oct 20 (FC)


July-August 2015 16

HR MANAGEMENT

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.Outcomes: Ask effective, legally-compliant questions to successfully interview your next applicant.Who Should Attend: HR professionals, managers, and supervisorsJul 22 (DN), Aug 6 (FC) 8:30-4:00 $175Upcoming Dates Sep 11 (DN), Oct 6 (DN), Nov 19 (DN), Nov 19 (AZ) (8:30-12:00)

Performance Appraisal Design: A Strategic Approach for Improving Results HRCI •This class provides the tools needed to define, develop, and implement a customized performance appraisal program. Participants learn how to develop a system that focuses individual and organizational efforts to achieve a competitive advantage. A step-by-step toolkit is provided to design the system, including the form. Assessing the culture and busi-ness context and integrating performance appraisal is covered, along with designing a customized tool and measuring cost effectiveness.Outcomes: Measure employees’ performance and link that to business goals.Who Should Attend: HR professionals, business owners, managers, and supervisorsJul 17 (DN) 8:30-4:00 $175Upcoming Date Nov 4 (DN)

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 mak-ing the decision to terminate, including preparing for the termination meeting, meeting with the employee to terminate employment, com-pleting 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 managersAug 25 (DN) 8:30-12:00 $125Upcoming Dates Sep 9 (AZ), Oct 16 (DN)

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 regulatory and administrative concerns. Also included are whether to go paper-less, and what should be kept or discarded.Outcomes: Simplify the recordkeeping process at your workplace. Who Should Attend: HR professionals who work with records on a daily basisAug 5 (CS) 8:30-12:00 $125Upcoming Dates Sep 4 (DN), Nov 12 (DN)


* 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

JULYJuly 1 Excel Advanced * $179 8:00am-Noon

July 7 Excel Basic * $179 1:00pm-5:00pm

July 7 PowerPoint Advanced * $179 8:00am-Noon

July 8 Project Basic * $350 8:00am-4:00pm

July 9 Excel Intermediate * $179 8:00am-Noon

July 9 PowerPoint 2013 Basic * $179 1:00pm-5:00pm

July 16 Access Basic $350 8:00am-4:00pm

July 20 Excel Advanced $179 1:00pm-5:00pm

July 20 Excel 2010 Charts & Pivot Tables * $179 8:00am-Noon

July 21 Excel Basic $179 8:00am-Noon

July 21 Excel Intermediate $179 1:00pm-5:00pm

July 22 SharePoint 2013 Level 1 $350 8:00am-4:00pm

July 22 Excel 2013 Pros: Managing Databases * $350 8:00am-4:00pm

July 23 SharePoint 2013 Level 2 $350 8:00am-4:00pm


July-August 2015 18

* 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

AUGUSTAugust 3 Excel Advanced * $179 1:00am-5:00pm

August 3 Excel Basic * $179 8:00am-Noon

August 4 Excel 2013 Charts and Pivot Tables * $179 1:00am-5:00pm

August 4 Excel Intermediate $179 8:00am-Noon

August 5 Visio 2013 Basic * $179 8:00am-Noon

August 10 SharePoint IT Admin 2013 $350 8:00am-4:00pm

August 13 Access Basic * $350 8:00am-4:00pm

August 17 Time Management with Outlook 2013 * $350 8:00am-4:00pm

August 18 Excel Basic $179 1:00am-5:00pm

August 18 Excel Intermediate $179 8:00am-Noon

August 19 Excel Advanced $179 8:00am-Noon

August 20 Access Intermediate * $350 8:00am-4:00pm

August 24 Access Boot Camp $350 8:00am-4:00pm

August 26 SharePoint 2013 Level 1 * $350 8:00am-4:00pm

August 27 SharePoint 2013 Level 2 * $350 8:00am-4:00pm

August 31 Project Basic $350 8:00am-4:00pm

PRSRT STDU S POSTAGE

PAID DENVER, CO

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

Free! Lunch Included

Registration begins July 1

Save the DateAugust 14, 2015 8:30-3:30

2015 Training Test Drive!

july-august training guide 2015

Documents