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 Brittney Hayes. 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

Many people struggle in the area of de-escalating conflicts with difficult people who become loud, rude, and obnoxious. Are you confident handling stress and conflict in a way that will not escalate the situation? 

If basic de-escalation techniques can be applied to stressful situations, the better the outcome can be.  Once you can connect and identify with something that is creating stress and frustration in a person, you are on your way to de-escalating the situation.

In this training, you’ll learn the basics of verbal de-escalation to give you confidence when dealing with difficult people. This includes risk factors/red flags, de-escalation tips, physical warning signs of violent behavior, and scenarios. You’ll leave with strategies to make you a more confident and assertive communicator, especially when dealing with difficult people!

Learning objectives:

• Recognize physical warning signs of escalating behavior

• Listen actively

• Remember to show empathy

• Use positive body language

• Exercise situational awareness

Course Resources:

• Slide Deck
• Violence in the Workplace Warning Signs
• CPI's Top 10 De-Escalation Tips

Location for May 9, 2023:

This course will be held in-person at the Madison Municipal Building (MMB), room 215. (215 Martin Luther King Jr. Blvd). Please note, this session will be recorded by our IT Media Team. 
When adding to your calendar, please be sure to note the location in your event. Please also plan ahead to arrive on time or early for minimal course disruption.

Build awareness on how bias, both explicit and implicit, can impact hiring decisions. Learn how to create an interview process by incorporating job-related behavioral questions with measurable benchmarks to effectively address bias in the interview process and for more objective candidate evaluations.

This course is mandatory for all supervisors and recommended for all interview panelists.
 

Course Resources:

• Position Description Example:  Payroll Clerk
• Handout: Interview Tips
• Handout:  Types of Bias
• Handout: Job Interview Bias Exercise
• Handout: Traditional to Behavioral Interview Questions Exercise
• Handout: Red Flag Process for Hiring Managers

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

Handling Confidential Information is an essential training for any City employee that works with verbal or written forms of confidential information. Patty Lauten, from the City Attorney's Office, and Tory Larson, from Human Resources, will define what confidential information is, discuss the legalities of confidentiality, explain the right to privacy, and outline confidentiality best practices.

Learning Objectives:

• Gain an understanding of what is considered confidential
• Improve understanding of the legal obligations related to confidentiality
• Increase awareness of confidentiality best practices

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. 

In order to build and sustain inclusive and multilingual spaces in our organizations, everyone’s voice and lived experiences needs to be valued and recognized. It is critical that all City staff have the necessary tools and information to communicate with those whose primary language is not English. Do you know how to support individuals who drop by or call your office in a language other than English?

Attendees will learn how to connect with an On-Demand interpreter, inclusive practices in working with interpreters, and participate in scenarios to practice learned skills, including communicating with people who use sign languages. You will also learn about the City of Madison’s Language Access Program, services, and compliance requirements.

Learning Objectives:

1. Connect with an On-Demand interpreter
2. Use inclusive practices when working with interpreters
3. Communicate with people who use sign languages
4. Explain the City of Madison’s Language Access Program, services, and compliance requirements

The November 22 session has been rescheduled to November 15th due to the holiday week. Please reach out to OrganizationalDevelopment@cityofmadison.com if you have any questions. 

The Zoom language interpretation feature is complex and requires a lot of steps before and during a meeting to operate successfully. During this training, we’ll go over how to:

• Add simultaneous and sign language interpretation to specific meetings
• Assign interpreters
• Start language interpretation and manage it for the duration of a meeting

This training is required for staff before permitting their use of Zoom’s interpretation feature. 

Learning Objectives

1. The difference between simultaneous and consecutive language interpretation
2. Understand the Zoom interpretation feature and its limitations
3. Know the setup and steps to successfully facilitate simultaneous interpretation for meetings and webinars in Zoom

Course Materials

• Language Interpretation in Zoom Slide Deck
• Public Meeting Interpretation Instruction Video

Do you want to learn how you can create a welcoming environment for LGBTQ+ colleagues, friends, city residents, and visitors? You’ll get an overview of LGBTQ issues with a focus on issues that affect transgender people. With this foundation, you’ll be ready to discuss LGBTQ+ inclusion and how to create a welcoming environment in your workplace and in other spaces you participate in. You are also encouraged to register for LGBTQ+ Part 2: Contributing to Systemic Change

Learning Objectives:

• Define basic LGBTQ+ terms and differentiate the concepts of gender and expression, sex assigned at birth, and sexual orientation.
• Understand and apply key LGBTQ+ concepts to yourself and others
• Name two disparities experienced by LGBTQ+ communities

Course Materials:

• LGBTQ+ Part 1 Slide Deck

A follow-up to the foundational welcoming skills discussed in LGBTQ+ Inclusion Part 1, this course dives deeper into institutional inequity for LGBTQ+ people and discusses how to create systemic change. You will engage in reflection and discussion of how to involve the voices of transgender, gender non-conforming, and nonbinary people in decision-making in City operations. You are also encouraged to register for LGBTQ+ Part 1: Creating Inclusive Spaces prior to this session. 

Learning Objectives:

• Name two examples of institutional biases experienced by transgender, nonbinary, and gender non-conforming people
• Identify ways to involve the voices of transgender, gender non-conforming, and nonbinary people indecision-making
• Name ways the City upholds institutional biases, and how City employees can work to deconstruct these systems

Course Materials:

• LGBTQ+ Part 2 Slide Deck

This course provides an overview of the policy and process for drug and alcohol testing at the City of Madison, with a special focus on the Supervisor's role in that process. As a result of the course, you will understand the impacts of drugs and alcohol on the workplace and specific responsibilities of a Supervisor. You will also learn about the Federal Drug and Alcohol Clearinghouse, and our organizational responsibilities related to that program. This program covers the specifics of APM 2-23: Drugs, Controlled Substance, Alcohol and Drug Testing Policy which is intended to bring the City into compliance with mandated federal regulations.

All supervisors of CDL holders are required to take this course, but it is beneficial to all supervisors at the City of Madison.
 

Course Resources

Please read through the following materials before the course:
APM 2-23 - City of Madison Alcohol and Drug Testing Policy
Price List for Drug Testing
Handout: Impacts of Alcohol and Other Drugs on Behavior
Handout: Supervisor Instructions for Reasonable Suspicion
Handout:  Reasonable Suspicion Checklist

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.
 

This is a two-part training for City of Madison committee staff, provided by Information Technology. If you have already attended one of these trainings, or if you do not host Type 2 virtual meetings, you may choose to register for only one of the sessions. 

Please note that all staff must be trained on the legislative process before attending either of these trainings. If you need legislative training, please contact the Clerk's Office.

For complete information on Committee Meetings and resources, visit Virtual Committee Meetings. 

Meeting Schedule

1:00 pm – 2:00 pm

During this training, we will discuss the City of Madison Meeting Schedule application. We'll go over how to:

• Schedule and manage meetings
• Add agendas, minutes, Zoom information, and other meeting details
• Manage online registration for public comments
• Manage information about your committees

This training is required for all committee staff.

Type 2 Virtual Meeting Hosts

2:00 pm – 3:00 pm

Type 2 virtual meetings are facilitated by City committee staff. During this training, we'll go over how to:

• Reserve Zoom licenses and schedule meetings in Zoom
• Use host and co-host controls in Zoom
• Manage committee members and public registrants during a virtual meeting

This training is required for all Type 2 committee staff. All staff must receive Virtual Meeting Host Training before facilitating a meeting. Two staff members must be trained for each committee that will be meeting virtually, including subcommittees and workgroups.

If you have any questions, please reach out to meetingsupport@cityofmadison.com. 

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.

Known as APM 3-5, the City's Prohibited Harassment & Discrimination Policy covers expectations for creating a discrimination-free workplace.

Harassment in the workplace can be a form of illegal employment discrimination. This workshop is designed to provide employees with a greater understanding of the City's APM 3-5 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. 
 

Permanent City employees are required to take this training within 45 days of hire and every three years following.
If you are a Mandatory Reporter (Lead Worker, Supervisor, Manager, Department/Division Heads) or are an employee in the Mayor's Office, Department of Civil Rights, or Human Resources, please register for the Mandatory Reporter Training course instead. 
 

Presented by: Department of Civil Rights (DCR)

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

 

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.

People with disabilities use service and support animals to meet their access needs and maintain safety and independence. If a person with an animal comes to your building or meeting, do you know how to avoid discrimination and when to grant access? This interactive training will help agencies better understand relevant laws and city ordinances, know how to identify service animals and emotional support animals and how to provide excellent customer service to people who use service and support animals in public places.

Learning Objectives

1. Increase understanding of relevant laws and city ordinances
2. Identify service animals and emotional support animals and avoid discrimination
3. Provide excellent customer service to people with disabilities who have animal assistance

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

As a result of employee survey responses, the City began a new employee/supervisor check-in process in 2021. The goals of these discussions are to provide more support to employees, further our growth, and help us align individual performance with our organizational vision, mission, and values. This session provides an overview of the City process and highlights new tools developed to make these discussions richer and more productive. 

Course Resources

Prior to the session, please check out our resources and come to the training session prepared with any pressing questions you might have about the Employee Check-in Process.

1. Preview the Resources on the Employee Check-in Process and Resources page
2. Identify 1-2 of your most pressing concerns about the Employee Check-in Process and bring those with you to the session.