Laserfiche WebLink
II. Grievance Handling Skill Development <br />- How to secure the facts. <br />- How to document the incident. <br />- How to work with, rather than against, achieving <br />a positive solution. <br />- How to be fair, firm and consistent with employees. <br />- How to use discipline correctly. <br />- How to use policy in handling grievance. <br />III. Leadership Skill Development <br />- How to interview and hire good employees legally. <br />- How to coach employees. <br />- How to document performance. <br />- How to use probationary period. <br />- How to make affirmative action work. <br />IV. Management Styles Skill Development <br />- How to analyze own management style and its effect. <br />- How to apply theories of motivation and analyze effect. <br />- How to build employees into a team. <br />- How to resolve intergroup conflict. <br />- How to create a positive climate. <br />Many of the straightforward aspects of AA implementation <br />have already been accomplished through the efforts of the <br />City Manager's office by its participation in the Suburban <br />Equal Employment Coalition (SEEC). That group's consultant <br />has made many favorable remarks on New Brighton's job <br />descriptions, AA recruitment lists, and AA plan. Consequently <br />less emphasis is placed on those topics in the training, <br />and more is given to management style and leadership skills, <br />deeper levels of City activity which affect recruitment and <br />retention of protected class individuals. <br />The better investment of training money is for training <br />which does more than present static facts; rather it <br />emphasizes the dynamic processes of human interaction. <br />Experience has shown that, if a trainer trains or retrains <br />people in effective and fair management methods, they will <br />be more effective in supervising protected class individuals. <br />As a result the four areas we are recommending to be covered <br />in the AA/EEO training hinge on the general study of management <br />styles, its analysis, effect, theories of motivation, team <br />building, and conflict resolution. The specifics of the <br />training would include interviewing skills and the impact <br />of the law on the work environment; processes of performance <br />appraisal which include documentation, coaching, and probation <br />issues; retention wherein it becomes important to apply policy <br />uniformly in order to minimize turnover; and finally grievance <br />handling, namely securing facts, proper documentation, use <br />of policy, discipline, and termination. <br />-2- <br />