Supv 101 coversheet - OPM.gov
DEPARTMENT OF HEALTH AND HUMAN SERVICES
SUPERVISOR 101
Office of Human Resources Strategic Programs Directorate Enterprise Workforce Development and Performance
April 2013
SUPERVISOR 101 Introduction
Participant Coursebook
Participant Coursebook
Introduction
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Supervisor 101
Page Intro-ii
Participant Coursebook
Introduction
Purpose Objectives
Overview
Introduction to Supervisor 101
The purpose of this module is to introduce you to the course objectives, agenda, the Employee View Point Survey, and merit principles and prohibited personnel practices
By the end of this course, you will be able to:
Explain the purpose of the Employee Viewpoint Survey and your role in using the survey results.
Identify and describe the "Do's and Don'ts of Management" to include Merit Principles and prohibited personnel practices.
Explain the basic hiring process, position classification, and behavioral interviewing, and the supervisor's role in each.
Explain the PMAP Policy and process. Manage performance toward results by using a process to diagnose
potential performance problems, provide feedback, recognize good performance, develop employees, and develop a performance improvement plan. Explain the different leave types and the supervisor's role in leave administration. Describe the different quality of work life initiatives that supervisors can use to create a productive work environment. Explain the principles of Labor Relations and conduct management (progressive discipline).
Topic
Introduction to the Supervisor 101 Objectives and Agenda Course Agenda Opening Activity Introduction of the Employee Viewpoint Survey (EVS) Activity: Analyzing HHS' EVS 2011 Results Activity: Determining Violations of Merit Principles and Prohibited Personnel Practices Do's and Don'ts of Management REFERENCE GUIDE : Additional Overarching Principles-- NO FEAR ACT and Equal Employment Opportunity Slides Handout--2011 HHS EVS Results
Page Intro-1 Intro-2 Intro-3 Intro-4 Intro-5 Intro-10
Intro-12 Intro-16
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Supervisor 101
Page Intro-1
Participant Coursebook
Introduction
Course Agenda
Tuesday:
Introductory Module o Employee View Point Survey o Do's and Don'ts of Management: Merit Principles and Prohibited Personnel Practices o Additional Overarching Principles NO FEAR and EEO
Module 1: Hiring o Hiring Process o Classification Workshop o Interviewing
Wednesday:
Module 2: Introduction to Performance Management Appraisal Program (PMAP)
Module 3: Performance Management
Thursday:
Module 4: Quality of Work Life (Telework and Employee Assistance Program
Module 5: Leave Administration
Module 6: Labor and Employee Relations
Supervisor 101
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Participant Coursebook
Opening Activity
Introduction
In your table groups:
1. Introduce yourselves and chart one expectation per person. 2. Discuss your transition from individual contributor to supervisor. What were your
challenges? How did you handle them? Document your group's discussion by charting your group's top 5 challenges. 3. Select a spokesperson.
15 minutes
__________________________________________________________________________
Supervisor 101
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Participant Coursebook
Employee View Point Survey (EVS)
Introduction
Overview of the EVS Process:
? Online confidential survey with invitation sent to all HHS employees ? Formerly known as the Federal Human Capital Survey ? Completed each year at HHS in February/March timeframe ? Data available: 2002, 2004, 2006, 2007, 2008, 2009, 2010, and 2011 ? 2007, 2008, 2009, 2010, 2011, and 2012 data available at the HHS, Operating Division/Staff
Division, and in some cases lower level offices, centers, and divisions ? Senior leader expectation of EVS data usage as part of Senior Executive Service (SES)
performance plans ? Action planning expected at all levels of data availability ? Questions in seven areas: My Work Experience , My Work Unit, My Agency, My
Supervisor/Team Leader, Leadership, My Satisfaction, Work/Life
EVS Connected to the Human Capital Framework
? EVS is part of a larger strategy to ensure HHS has a mission-ready workforce to meet program needs of the 21st century
? Provides a consistent, comprehensive representation of human capital system fused to merit system principles
? Five human capital sub-systems make up the Human Capital Accountability and Assessment Framework (HCAAF): ? Strategic Alignment (Planning and Goal Setting) ? Leadership and Knowledge Management (Implementation) ? Results-Oriented Performance Culture (Implementation) ? Talent Management (Implementation) ? Accountability (Evaluating Result
Supervisor 101
Page Intro-4
Participant Coursebook
Activity: Analyzing HHS' EVS Data
Introduction
In your table groups, review the handout on the 2012 HHS EVS Results. Assume this data belongs to the organization you supervise. From your analysis, determine the three highest priority areas that YOU would address and then recommend specific strategies to address each area. You want to make sure you focus on areas you have direct control over in your role as a supervisor.
20 minutes
Top Areas to Address:
Strategies:
Supervisor 101
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