supervisory training

Supervisory Training

Welcome to


Presented by Human Resources

To Do Today

•Interviewing

Techniques

•Job Posting Policy

•Performance

Evaluation

•Coaching &

Communication

•Progressive

Disciplinary Process

Interviewing Techniques for Managers

Interviewing

Techniques for

Managers


Interviewing Techniques

for Managers

At the end of this lesson you will be able to:

»Recognize laws that affect what questions you ask in interviews and how you phrase questions

»Avoid questions that could put our bank at risk of discrimination claims

»Ask questions that obtain the information you need


The interview has a very important role in the candidate selection process.

»It should provide as much reliable and valid information as possible about applicant so that their qualifications can be matched to job specifications.

»Interviews can be structured or unstructured.

»For the purpose of this material, we will focus on the structured interview, wherein each applicant receives the same set of questions.

»Answers from all the candidates can be objectively compared and analyzed.


Interviewing Techniques

for Managers

Laws that affect the Interview Process

»Title VII of the Civil Rights Act of 1964•Race•Sex•Color•National Origin•Religion

»Age Discrimination in Employment Ace (ADEA)»Americans with Disabilities Act»Immigration Reform & Control Act (IRCA)

•Citizenship•Nation of Origin

»National Labor Relations Act (NLRA)•Union Membership

»Uniformed Services Employment and Reemployment Rights Act (USERRA)

•Membership or service in the uniformed services


Placeholder for Learning GameReview Interview Questions that cannot / should not be asked.

Job Posting Policy and Procedures





»Understand the new Job Posting Policy and Procedures

»Direct employees on where to find and respond to current job openings

Let’s take a look at the policy and forms!

Performance Evaluation

Performance

Evaluation


Performance Evaluation


»Understand how to complete the new Performance Evaluation form.

»Create SMART goals for your employees performance evaluation

Let’s take a look at the newPerformance Evaluation form!

Coaching and Communication

Coachingand

Communication


Coachingand

Communication


»Gain a clear understanding of supervisory responsibility related to coaching and communication

»Utilize basic coaching techniques and best practices


Coaching and

Communication

In the beginning…

Setting the tone and expectation for ongoing coaching should be done at the beginning of the employment relationship.

»Your newly hired employee should have a clear understanding of their job description

•Explain essential duties and responsibilities

•Review policy and procedures

»Establish good communications

•Open door policy

•Setting regular coaching meetings is suggested


Coaching: Tips for Success

»Coaching is developmental in nature and not considered a corrective action

»Keep the discussion focused on actions and expectations

»Be flexible and recognize that different approaches may be needed for each employee

»Ask questions to facilitate self-discovery

»Document coaching sessions to track goals, successes and opportunities

»Coaching should be more frequent during the introductory period (first 90 days); supervisors should closely monitor progress and evaluate employees

»Proactive supervisors utilize coaching skills during regular meetings to develop employees


Placeholder for Learning GameKey Coaching Terms Word Quiz

Progressive Disciplinary Process

Progressive Disciplinary

Process


Progressive Disciplinary

Process


»Gain a clear understanding of the progressive disciplinary process

»Understand the meaning and purpose of this important process

»Provide the proper documentation to HR at appropriate time in the process


Discharge for Cause

Final Written Warning

Formal Written Warning

Verbal Warning

Verbal Counseling

Progressive Disciplinary Process (Counseling)

»A multi-step process which an employer undertakes to provide an employee an opportunity to remedy their performance, attendance, or conduct.

»Best practice typically utilizes three to four steps

»Documentation is a vital part of the process

»Consistency is vital

The Steps in the Process


»Reduces significant exposure and liability

»Indicates that the employer is exercising fair and equitable employment practices

»Builds an employer’s position in the event of discharge for cause

»Unemployment claims: It’s your word against the former employee and they usually win when the employer is not prepared.

»Could produce a remedy and salvage the employee

Why is Progressive Discipline so important?


Documentation

»Poorly written documentation is as good as not having any at all

»Must be reviewed and proofed by HR

»Must be written accurately, objectively and free of opinion or expressions that could be deemed subjective

»Key items to include:

•Description of infraction•State policy or procedure that was not followed•What is expected and by when•What are the consequences if things do not improve?• Set up a plan of correction between supervisor & employee•Set date to follow-up with employee

If it’s not in

writing, it did

not happen!


Effective Counseling Practices

»Determine the appropriate time & place for the meeting

»Investigate thoroughly regardless of how the situation appears at first glance

»Allow the employee the chance to respond and explain the discrepancy

»Address the issue; not the person

»Maintain professionalism

»Keep your emotions in check; step back if you sense anger or escalation

»Do not embarrass in front of co-workers

»Do not discuss the issue with those that do not have a need to know

»Always end the discussion on a positive note


Placeholder for Learning GamePlace the steps of the Progressive Disciplinary Process in the correct order.


Courts love to see good records that support employer discipline; records created at or very near the time events occurred.

That’s why every manager needs to know how to document discipline and who gets a copy for later use.

Did you

know?


“At Will” Employment

“At-Will” employment

means you can hire and

separate workers at any

time, for any reason or

no reason at all, and

employees can quit for

any reason or no reason

Wrongful Discharge

“Wrongful discharge”is a generic term

encompassing more than 20 legal theories under which employees who have been terminated

can sue their employers

Discharge & Separation

»Please review every discharge with HR to ensure best practices have been followed.

»Review documentation and prepare discharge form

»Keep the separation meeting short and focused

»Be brief and honest – avoid giving your personal opinion

»The meeting should be co-facilitated with another member of management or HR

»If the employee has been properly counseled this step should not come a shock to the employee

»Collect company property


• Phone number• Website• User ID & Password

Employee Assistance Program

Employee Assistance Program (EAP)»An employee may be having performance issues due to personal problems outside the workplace.

»You may refer the employee to our Employee Assistance Program.

»The EAP program is completely confidential.


»Be proactive and don’t procrastinate

»Work closely with HR

It’s really not so bad…

Don’t Worry

Be Happy

»Keep good lines of communication with your direct reports

»Don’t be afraid to have the uncomfortable conversations

»Set the tone and be the example

»Your employees will respect you for it

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