The 2009-2010 University of Oregon Supervision Course

Overview of the Supervision Course:

The topics of the first four sessions of the Supervision Course will include an introduction to supervision and supervisory styles; knowledge and skills for creating and maintaining a non-discriminatory as well as a welcoming environment; and, basic communication skills.

Sessions V through VIII build on this foundation to focus on hiring processes, feedback and performance appraisal, disciplining employees and working with collective bargaining agreements.  We will also review supervisors’ responsibilities in dealing with the provisions of the Family Medical Leave Act and workers’ compensation regulations, as well as the resources available to themselves and their employees through the employee assistance program, Cascade Centers, Inc.

Anyone wishing to take the Supervision Course should register for the entire course, and needs to attend the first full day session.  Any session that is missed, after the first session, can be made up during the next year’s course delivery.

• Schedule Fall 2009 - Winter 2010
• Supervision Course Memo to Deans, Directors, Department Heads and OAs

REGISTRATION

If you would like to register, please contact Janie Sweeney at hrodt@uoregon.edu, x62955. For more information about the course content, please contact Cris Cullinan, Training and Development Administrator, crisc@uoregon.edu, x62961.

Session I: The Role of Supervisors within the University: Organizational Values, Ethics and Supervisory Styles
GOALS: 

• Increase awareness of the importance of supervision in supporting University values and policies;
• Explore the ways that overall changes in the American workforce require flexibility in supervisory decisions;
• Improve skills in communicating and intervening appropriately and respectfully with faculty and other staff; and,
• Gain insight into the strengths and possible challenges you bring to the work of supervision through your particular management style.

Session II: The Legal Framework:  Working Against Discrimination
GOALS:

• Review the basic premises and legal frameworks of a non-discriminatory work environment;
• Increase awareness of the legal responsibilities and liabilities of University supervisors in dealing with situations where there may be illegal discrimination;
• Provide up-to-date information on the Federal, State and University classifications of illegal discrimination;
• Improve skills in explaining and using the University’s systems for dealing with discrimination complaints, with special emphasis on the roles of the Office of Affirmative Action and Equal Opportunity and the Office of Human Resources;
• Improve skills in communicating and intervening appropriately and respectfully with faculty and other staff at the earliest indication of discriminatory behavior.

Session III: The Challenges of Creating and Maintaining a Respectful and Inclusive Environment
GOALS:

• Examine the messages we have received about persons perceived as “others;”
• Explore the possible impacts of these messages on both our perceptions and our decision-making;
• Consider the differences in day-to-day experience for persons perceived as “others” as they compare with those of persons considered members of the dominant group;
• Improve skills at recognizing some of the more subtle and persistent forms of exclusion and disrespect; and,
• Develop appropriate and timely strategies to construct and maintain a respectful and inclusive environment.

Session IV: Communication Issues and Skills
GOALS:

• To review MBTI types and how these might influence communication styles;
• To explore the various types of communication supervisors must use to carry out their roles effectively;
• To complete a self-assessment of skills levels in these various types of communication;
• To identify some of the messages we have received from others that have influenced the ways we communicate;
• To explore how making and building on assumptions can distort the communications process;
• To practice using questions effectively in communication;
• To discuss the gap between intent and impact in communication, as well as techniques that can be used to bridge that gap effectively; and,
• To explore how our core identity values and issues can affect the way we hear and communicate with others, both as supervisors and as colleagues.

Session V:  Hiring Issues and Processes
GOALS:

• Improve understanding of how positions within the University are compensated, classified and changed;
• Increase understanding of the connections between, classifications, position descriptions and the essential functions of a position;
• Increase skills in developing interview and reference check questions appropriate for assessing knowledge, skills and abilities of job applicants;
• Explore methods for building appropriate combinations of interviews, testing processes, reference checks and skill demonstrations for determining the best person for a particular position;
• Review appropriate techniques for conducting effective, respectful and non-discriminatory interviews;
• Increase understanding of the principles and applications of affirmative action in the hiring process;
• Review provisions of Title I of the Americans with Disabilities Act as they relate to the hiring process; and,
• Review the most important aspects of conducting effective employee orientation.

Session VI:  Effective Employee Engagement: From Orientation Through Feedback to Performance Appraisal
GOALS:

• Review the important elements of orientation for new employees;
• Review current research on effective positive and critical feedback;
• Increase skills in giving effective and respectful critical feedback;
• Increase skills in doing appropriate preparation for, and conducting of, an effective performance appraisal; and,
• Review best practices for attracting and retaining the best employees.

Session VII: Progressive Discipline and Other Issues in Supervising Effectively and Legally Within the Parameters of a Collective Bargaining Agreement
GOALS:

• Review the differences and similarities in handling performance problems for faculty and other staff, temporary employees and student employees;
• Increase knowledge and understanding of such concepts as due process and just cause as they apply to appropriately disciplining an employee;
• Increase understanding of how to follow the steps of the progressive discipline process, as well as the roles of supervisors and union representatives during this process;
• Review the most critical articles in the current Union contract;
• Discuss the most common mistakes made by supervisors in interpreting contract articles;
• Explore the complimentary roles of supervisors and union stewards under the current contract, particularly as they impact the handling of employee grievances; and,
• Increase knowledge of the resources available to supervisors in working effectively within the contract.

Supervision VIII: Reinforcing a Healthy Environment
GOALS:

• Review the types of employee benefits available for University faculty and other staff;
• Increase understanding of supervisory responsibilities for following the Family Medical Leave Act;
• Increase understanding of the workers’ compensation laws and procedures, including the role played by SAIF Corporation, and the responsibilities of the University, its supervisors and other employees;
• Increase knowledge of the resources available for creating and maintaining a family-friendly work place;
• Increase skills in recognizing and working effectively with employees showing signs of stress;
• Explore methods for preventing injury and encouraging healthy behavior in the workplace; and,
• Increase understanding of the services available for supervisor support, both within the University and through our Employee Assistance Program.

Last updated: October 2006