Human Resources

From the early days of employee assistance programs to the current opioid epidemic, substance abuse remains a significant workplace challenge. You’ll learn how to recognize on-the-job indicators of alcohol and drug abuse and what constitutes reasonable suspicion. Examine your role in maintaining a substance-free workplace, recognizing on-the job indicators of alcohol and drug abuse, and making a “reasonable suspicion” referral for testing. You’ll also examine your role in maintaining a substance-free workplace as well as the do’s and don’ts for supervisors regarding employee substance use and abuse.

Presented by Michael McCafferty, FEI Workforce Resilience, and co-facilitated by Tameaka Bryant, City of Madison Human Resources, who will speak specifically about the City’s policy on handling cases of suspected substance use at work or impacting the employee during their work time.

Learning Objectives:

1. Ensure the safety of the working environment, employees and public
2. Provide Alcohol & other drug education/awareness
3. Establish and maintain a work environment free from the effects of alcohol and/or drug use

Family Medical Leave can be a topic that even the most adept supervisor struggles with. This course will provide a background on FMLA, eligibility information, how FMLA is used, and Supervisor responsibilities.

Course Handouts:

• APM 2-21 - City of Madison Family and Medical Leaves of Absence 

• APM 2-45 - City of Madison Disability Leave and Layoff

“Feedback is the breakfast of champions” according to management expert Ken Blanchard. For leaders at all levels, it is how we learn and grow through our experiences. For managers, it’s a critical skill for improving team performance. Feedback also helps us maintain healthy boundaries and work environments. Yet it is one of the hardest “gifts” to give and receive.
This two-part series can help you move from fear to finesse.

• Part 1, Foundational Feedback will focus on the value of a positive feedback mindset, avoiding common pitfalls, and strategies to give effective feedback. Here's the link to register for part 1. 
• Part 2, Intermediate Feedback will focus on ways to give feedback up, down, and sideways. We’ll also explore practices to receive feedback with gratitude and composure.

You should complete the two courses in order, but you don’t need to sign up for both parts at once. 

Learning Objectives:

Part 2:

• Understand how assertive communication strengthens feedback
• Learn to give feedback up, down and sideways
• Explore practices to receive feedback with gratitude and composure

Course Materials

Course Handout: Feedback Intermediate

Public sector investigations can present unique challenges. This course provides managers & supervisors with the knowledge base needed to conduct investigations with a focus on the investigative interview. The course will use scenario-based discussions, polls, and lectures to provide a strong foundation for making this sometimes intimidating process more manageable.

You'll leave knowing how to structure and conduct a misconduct investigation, create meaningful and helpful interview questions, and identify and address complicating factors in public sector investigations.

This training is a two-part series.  By signing up for this series, you are committing to all two classes.

October 2023 Series: Wednesday Mornings from 10:00 AM - 12:00 PM

• October 11
• October 18

Course Resources

• Prework

1. Read through the “Investigation Process Pre-work” document that is attached to the course webpage
2. Watch a short video on bias linked in the pre-work section of the Handout
3. Develop a couple of questions about the misconduct investigation process that will help you be a better investigator

• Session 1 
• Session 2
• Session 3
  Sessions were recently combined into two due to instructor availability for the original three dates. These materials above will still be utilized, but in an abridged way to fit within two longer sessions. 

Swamped with way too many meetings? We know that poorly organized and run meetings lead to frustration and disengagement. In this webinar, you’ll learn practical tools to plan and run effective meetings so that you can lead people towards clear and actionable outcomes with greater confidence.
Please note, the November 8, 2023 session will be recorded. 

Making decisions can be one of the most difficult and stressful things leaders do. Involving others can relieve some of that stress as you gain new perspectives. Inclusive leaders make decisions with, not for, those who are impacted. This improves the quality of our work and relationships with each other. This session will cover basics of stakeholder mapping and group decision-making. 

Course Materials

• Course Handout
• Fillable Empathy Map
• Course Slides

View a recording of this course on our Online Courses webpage. For a more in-depth learning experience, register for future sessions using the register button. 

Harassment in the workplace can be a form of illegal employment discrimination. This workshop is designed to provide Mandatory Reporters with a greater understanding of the City's APM 3-5, Prohibited Harassment and Discrimination, and the legal and social implications of discrimination in the form of sexual, gender, racial or disability-based harassment in the workplace. Emphasis will be placed on increasing sensitivity to what constitutes a problem and why an immediate, constructive response is important. The discussion will also focus on exploring good management practices and policies requiring the maintenance of an environment that is free of discriminatory harassment.

Mandatory Reporters are defined as Supervisors, Managers, Lead Workers, and Department/Division Heads or are employees in the Mayor's Office, Department of Civil Rights, or Human Resources. They are required to take this training 45 days after hire or promotion, and then once every three years.

If you are not a Mandatory Reporter, please register for Prohibited Harassment and Discrimination Policy.
 

Contact Kym Woodly at KWoodly@cityofmadison.com with questions or concerns.
 

The City of Madison provides reasonable accommodations to qualified individuals with disabilities or long-term medical conditions when the accommodations are directly related to performing the essential functions of a job, competing for a job, or for enjoyment of equal opportunities. These accommodations help our employees, our agencies, and our organization to be more inclusive, innovative, and thriving. Supervisors have a critical role in the accommodations process. This course will provide the fundamentals of accommodations, explore the role of the Supervisor in this process, and inspire us to creatively look at our positions and job functions in a way that supports employees toward individual and organization excellence.

This course is mandatory for all supervisors.

Whether we call it Public Participation or Community Engagement, we’re often wondering about how to do it in an authentic manner. Join us to learn more about the 5 R’s to Getting Authentic and resources and tools to create an inclusive public participation strategy. You will review the RESJI Public Participation Guide, learn about the City’s efforts to cultivate a shared approach and set of values for community engagement, and discuss best practices and lessons learned.

Learning Objectives

1. Learn the importance of embedding racial equity in public participation
2. Familiarize yourself with the RESJI Public Participation Resource Guide
3. Gain insight and tools to build an inclusive public participation strategy

Course Materials

• May 2, 2023 Slide Deck
• RESJI Public Participation Resource Guide

About the Facilitators

This training will be facilitated by the RESJI Community Connections Team. The RESJI Community Connections team is composed of staff of multiple departments. All team members are dedicated to embedding racial equity into our work with community members. The team authored the RESJI Public Participation Resource Guide and are proponents of elevating the role of public participation at the City of Madison, developing a shared approach and set of values for community engagement, and centering racial equity and inclusion when planning for public participation and when developing projects, programs, and policies. 

Finally back by popular demand! This course is for those beginning their learning on racial equity and social justice, or seeking a foundational primer. This course is for those wondering "What is racial equity? What does it have to do with my job? What can I do about it?" To explore these questions we'll use slides, handouts, videos, art, comedy, local and national case studies, pair and group dialogue, and activities to build "equity muscles." 

The course has three sections:

1. SELF: identifying one's own social identities and examining power, privilege, marginalization and their intersections. 
2. SYSTEMS: exploring the different levels of racism: individual, institutional, and structural. 
3. SOLIDARITY: finding our roles in building towards inclusion and belonging.

Learning Objectives:

1. Be able to describe key concepts related to equity and structural racism,
2. Practice talking about race constructively with others as it relates to oneself, one's work, and one's department/division,
3. Identify tools and practices for counteracting bias in one's work and practices, and
4. Identify opportunities to advance racial equity in their relationships, work, and life. 

Have you experienced a stressful, perhaps traumatic event in the workplace? As a supervisor or manager do you feel prepared to handle and support your staff through these abnormal events? Join us to learn more about critical incidents, how they present in the workplace, normal reactions your employees may experience, and your role as a supervisor. We will share resources, skills, and information to better prepare you for handling these events in a trauma-informed way that will leave your staff feeling supported and will provide a smoother transition back to normal operations.

Learning Objectives:

• Discussing what a critical incident looks like and how it impacts employees
• Increasing awareness about supervisor’s/manager’s role in addressing the critical incident and supporting employees who were impacted
• Learning about resources to assist when a critical incident occurs and how EAP will be involved in the response

Because this course is interactive, we request that you join from a computer or smart device. This course incorporates break-out sessions and we encourage your full participation in the virtual space.

Supervisor Orientation is a training program that equips supervisors with the tools and information to excel in their roles. Participants will begin by exploring the City of Madison’s Mission, Vision, Values, and Service Promises. By becoming familiar with these primary elements, we can begin to align our actions and behaviors with the City’s leadership framework – Values-Based Leadership. Through the Strengths, Teamwork, Alignment, and Results (STARS) framework, supervisors will analyze their team’s situation so they can adapt to meet need and make impact. This training emphasizes situational mindfulness, enabling supervisors to nurture the employee experience, and connects them with valuable resources for ongoing support and development. 

Course Materials:

• Supervisor Orientation Slide Deck
• Supervisor Orientation Learner Workbook - Fillable

Recommended Resources & Gatherings:

• Our new Supervisory Collective is a community for supervisors, by supervisors. It's a great space for new supervisors to make connections in a collaborative learning space.
• Check out the new Supervisor Resources on EmployeeNet. This is a collection of information and tools that support you in your day-to-day management work.

Recommended for Supervisors who completed Supervisor Development Program more than 5 years ago (pre-2017), as a refresher and/or Supervisors of supervisors, to support you in onboarding, coaching and developing your staff. 

Are you a supervisor that wants more tips and insights in how you can support your LGBTQ+ staff and foster an inclusive work environment for existing and new employees? In this course, you will learn more about your responsibilities as a supervisor and come away with actionable ways to promote inclusion within your team.

The material covered in this course is for supervisors - if this topic is relatively new to you, we recommend you first attend the following two courses for more general, foundational knowledge. 

• LGBTQ+ Part 1: Creating Inclusive Spaces

• LGBTQ+ Part 2: Contributing to Systemic Change.

Learning Objectives: 

1. State supervisor roles in supporting transitioning employees and all transgender, nonbinary, and gender non-conforming employees regardless of transition status
2. Name ways to protect legal name and sex assigned at birth information
3. Demonstrate prevention and recognition of and response to harassment in the workplace

Course Materials:

• Slide Deck
• In Course Examples Handout

Before we lead others, we must first learn to effectively lead ourselves. For most of us, our personal values guide how we feel and act day-to-day. The four principles of Values-Based Leadership help us lean into our values while remaining curious and open to the values and experiences of others.

Through self-reflection, a balanced perspective, true self-confidence, and genuine humility, we can grow our leadership from any position. This is an excellent course for people at all levels in their leadership journey.
 

Course Materials:

• Values-Based Leadership Slide Deck
• Values-Based Leadership Learner Workbook - Fillable

Note: A significant part of this course is spent in small group discussion in Zoom breakout rooms. You will also need access to the Fillable Learner Workbook during the course. Using a computer, tablet, or at minimum a smartphone is recommended. Phone-only participation is discouraged because it will be difficult to access course materials and interact with others in your small group.

If you are planning to broadcast the course in a conference room for a group, contact the instructor ahead of time for special instructions and activity modifications.