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Effective Supervisory Practice Competencies
Effective Supervisory Practice I
Day One
Supervisors will:
- Learn the underlying premises about supervision upon which the course is developed; be able to define supervision, its primary purposes and functions; and understand the meaning of common terms used by managers.
- Understand that behavior within organizations is often role-driven; analyze sources of stress and support; and describe the role of the middle-manager within an organizational context.
- Gain awareness of potential areas of conflict between self and others.
- Articulate short and long-term goals for the course; and develop a relationship with a peer consultant.
- Understand that some of the difficulties of the supervisory role are due to conflicts inherent in the position; and explore options for handling difficult supervisory situations.
- Understand the importance of open communication; and learn to confront others in a constructive manner.
- Develop an action plan based on the day's learning.
Day Two
Supervisors will:
- List the factors that impact the quality of the supervisory relationship; identify those factors that are protected by state or federal law; and discuss practical tips on establishing and maintaining effective supervisory relationships with an emphasis on praising employees.
- Understand the concept of individualizing supervision according to the needs of the worker.
- Articulate the positive behaviors of competent supervisors and identify personal areas of strength and areas for improvement.
- Appreciate the value of active listening and articulate three active listening techniques.
- Observe the trainer using active listening techniques in a fishbowl simulation and practice these skills in a problem-solving format.
- Structure the supervisory session in a more focused and effective manner.
- Develop action steps based on the day's learning.
Day Three
Supervisors will:
- Describe factors that impact team-building; list five steps for working effectively as a team; and practice team-building skills.
- Identify critical components in designing and conducting effective meetings and appreciate the important role staff meetings play in team-building and in managing organizations.
- Understand causes of stress; discuss ways to manage it more effectively both personally and with staff.
- Know the importance of planning in the time management process, and learn a variety of time management techniques.
- Develop two action plans for completion within four months following the course.
Effective Supervisory Practice II
Day One
Supervisors will:
- Learn one model for managing problems
- Describe a process for planful recruitment of potential employees; list techniques for screening candidates prior to an interview; and value the important public relations component of the hiring process.
- Describe the stages of the interview process; learn to maintain "control" of the interview; list tips for more effective interviewing; and identify areas of potential liability.
- Articulate short- and long-term goals for the course; and develop a relationship with a peer consultant.
- Establish procedures for the final period of pre-employment; value the importance of checking references; and list items that should be distributed during the hiring process.
- List areas to be addressed during the orientation period; describe a variety of methods and techniques for orienting new employees; and describe methods to determine if employees have acquired the required knowledge and skills.
- Develop an action plan based on the day's learning.
Day Two
Supervisors will:
- Describe three reasons for developing an inservice training program; articulate three principles of adult education; and list three areas to assess in a review of an agency's inservice training program.
- Develop learning objectives for one curriculum area; and begin to develop a workshop design.
- Describe the role of personnel evaluation within an organizational context; understand evaluation as part of an ongoing process of supervision; and list three areas the courts have identified as important in the design and implementation of an evaluation process.
- Practice writing personnel evaluations and describe promising practices and potential pitfalls.
- Understand the importance of following standard procedures when handling disciplinary procedures with staff; describe three procedures that could be included when using progressive discipline; and value the potential positive benefits of progressive discipline.
- Apply the steps of the corrective interview in a case example, role-play format.
- List several feelings frequently associated with staff termination; and identify activities supervisors should focus on during the termination process.
- Develop an action plan based on the day's learning.
Day Three
Supervisors will:
- Understand the critical role change plays in maintaining a healthy organization; list four reasons why employees resist change; and identify two steps to help minimize resistance to "planned change."
- Apply the principles of change management in a simulation of agency change.
- Understand that conflict is a necessary and potentially positive contributor to organizational and staff development; and list three common styles for handling conflict.
- Mediate a conflict between two individuals using the principles of conflict management in a role-play format.
- Describe typical characteristics of agency-wide crisis; list expected staff and client reactions to crisis; identify recommended administrative response to crisis at various stages; and list areas to focus attention for crisis preparedness.
- Apply the principles of crisis management in a simulation of an agency-wide crisis.
- Develop two action plans for completion within two months following the course.
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