Session one: Building and Using Human Resource Systems
Staff management is most likely the most difficult part of a Manager’s job. It is also the most essential element to creating an efficient and effective workplace. The development of a well thought out Human Resource System that involves all personnel will give the Manager and staff the tools to create a productive and satisfying work experience. Salary ranges along with policies for periodic adjustments are critical to assuring that each person is paid fairly for the job that they do. Establishing these takes thoughtful research. Job descriptions should be developed with basic outlines presented to employees and full and thoughtful input to the final product. Core Competencies are another key tool that provides clarity to key abilities and expectations throughout the organization. Again, employees should be engaged in the development. Opportunities for internal communication around workplace issues must be established along with a strong Performance Management System that includes personal and organizational goals. Taking time to fully engage staff and even elected officials will yield results that will benefit the organization exponentially over time. Rounding this out is assigning responsibility to a staff member to at least assure that the system is used and consistently updated as needed over time.
Session two: Maximizing Your Workforce Performance
Municipal staff deliver critical services every day and can serve as the chief arbiters of your customers’ attitudes toward their government. They are, at every level, the face of your organization. In order for them to understand that they are an important part of the organization, systems must be put in place to fully engage staff in how services are delivered, how to work with each other and where they fit in the overall goals of your government. A strong performance management system is built from the ground up by all of the staff. By taking this approach, you and the staff understand that performance management is not a yearly event to be dreaded or quickly forgotten, but is part of the daily conversation among each other and between them and their supervisors. Their roles are clearly defined based on input from the employees themselves, you and external expertise. It is important to establish personal goals that relate to the overall expectations of what all of them should bring to the workplace and professional goals that relate not just to specific skills required for the job, but for achieving the overarching goals of your organization.
Session three: Understanding the Basic Tenets of Public Employment
This webinar will explore the difference between public and private employment, including at-will employment and what that really means, civil service requirements for hiring and promotions, employment protections including the concepts of “just cause” and due process, and other legal issues that arise when the government is the employer.
Session four: What About the Unionized Workforce?
Unionization in public employment is commonplace, whether it be for police officers, firefighters, public works, clerical, or all of the above! Learn the basics about what statutes apply, to whom they apply, essential timelines to be aware of in regards to bargaining, and more. This webinar will also touch on the concept of unfair labor practices and identify what employers should do avoid them
All PA MATC sessions include online course assignments and interactive discussions, plus online presentations by qualified instructors.
Click below to view the professional profiles of the PA MATC instructors.
Labor Relations COURSE SCHEDULE
The Labor Relations course will offer four weekly sessions over the period of one month.