Human Resources

The Employee Voice Survey data does not exist in a vacuum, so we could all use some strategies for a) sharing information with our teams and b) gathering a better understanding of what the data really mean to our teams. Join us as we learn more about the impact of bi-directional communication on team performance, explore strategies for sharing information, and learn techniques for gathering feedback and ideas from your team members.  

Looking for more customized assistance and support in developing your Employee Voice Survey Action Plan? Sign up for a consultation with your HR Analyst or an OD team member. You’ll come prepared with a draft of your Action Plan, which we’ll walk through together. This is the time to bounce your ideas off of an HR expert and to gather advice and resources to bring your Action Plan to the next level. First come, first served basis.

Designed for Division/Department Heads and any Supervisors, Managers and or City team members they have selected to assist with developing the Employee Voice Survey Action Plan. If you have questions or are unsure whether this session applies to you, please discuss with your Division or Department Head, then contact the Performance Excellence team at PE@cityofmadison.com.

Prerequisite: A draft of the Action Plan must be submitted to your consultant 1 week in advance of your meeting. For more information about the Action Plan and the Employee Voice Survey Response Toolkit, go to the Performance Excellence Employee Voice Survey Website.

Continuous improvement (CI) is a method for improving the products, services or processes of our organization. The improvements can be incremental over time or achieved with a breakthrough moment. This program provides background on the City’s continuous improvement philosophy, provides you a “starter kit” of tools to help you focus your efforts in, identifying customer needs, studying data and time use, identifying root causes of problems and planning ways to bring about change and improvement through project teams. Participants will be asked to apply the program information to project improvements in their agency or in a city process.

Share industry-standard tools, timelines, and templates for writing internal or externally-facing Communication Plans

Do you feel underappreciated or have co-workers who do? Have you given or received recognition, but it didn’t feel authentic? Does your workplace have a morale “problem?” Are you ready for a change? Then this course is for you.

Course Resources

Self-Assessment: Languages of Appreciation in the Workplace 
Handout
Slides

 

Are you getting ready to return to your in-person workplace? Feeling concerned, anxious, and curious about how things will be “back in the workplace” post-COVID? You’re not alone! Join our panel of City of Madison team members whose teams have already made that transition to in-person service (or never left it) to learn how to stay safe and healthy while also providing the highest quality service for the common good of our residents and visitors.

Intended Audience: This session is designed for any employee who will be returning to in-person service. The emphasis will be on providing customer service and support to the public (i.e., external public service).

Panelists:
• Bonnie Koenig, Environmental Health Supervisor, Environmental Health Office, PHMDC
• Krissy Wick, Director of Public Services, Madison Public Libraries
• Terrence Thompson, Warner Park Community Recreation Center Manager, Madison Parks
• Michelle Drea, City Assessor

Have a Post-COVID Customer Service Tip to share? Add it to our online list and your tip may be shared during a future Customer Service Conversation!
• Post-COVID Customer Service Tips List 
 

Do you provide internal customer service to other City Agencies? Feeling concerned, anxious, and curious about how things will be “back in the workplace” post-COVID? You’re not alone! Join our panel of City of Madison team members whose teams have already made that transition to in-person service (or never left it) to learn how to stay safe and healthy while also providing the highest quality service for the common good of our residents and visitors.

Intended Audience: This session is designed for any employee who will be returning to in-person service. The emphasis will be on providing customer service and support to other City of Madison employees and agencies (a.k.a. internal customer service).

Panelists:

• Mahanth Joishy, Fleet Superintendent
• Stephen King, Municipal Building Maintenance Services, Engineering Division​​​​​
• Harper Donahue, Human Resources Director
• Jim Verbick, Deputy Clerk, Office of the City Clerk

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Have a Post-COVID Customer Service Tip to share?  Add it to our online list and your tip may be shared during a future Customer Service Conversation!
•        Post-COVID Customer Service Tips List
 

I have the Employee Voice Survey Report. Now, how does my agency respond? This session is designed for Division/Department Heads (and any Supervisors, Managers and or City team members they have selected to assist with developing the Employee Voice Survey Action Plan).

We will walk through the Employee Voice Survey Action Plan, with an eye toward developing the 3 major areas of the plan:

1. Aligning to Mission, Vision, Values and Service Promise.
2. Selecting and Prioritizing your Goals.
3. Setting SMARTE goals and Work Plans, with an eye toward completing a first draft of your agency's Employee Voice Survey Action Plan.

This course on meeting skills focuses on how to plan and run effective meetings. The emphasis of the course is on reducing the number and frequency of non-value added meetings and making those meetings that are necessary tighter and more productive. The course addresses how leadership style interacts with meeting effectiveness. Participants will learn how to:

• Determine when a meeting is necessary
• Develop meeting objectives
• Focus a meeting
• Manage participants
• Deal with stuck meetings
• Deal with difficult participants
• Close and follow-up meetings

Join the 2019 Supervisor Development Program Cohort as they share Lightning Talks on Agency-level Continuous Improvement processes. We invite City of Madison employees and the community to join one or all of the 4 session. Support your colleagues, friends, and family members. Or come to learn about how emerging leaders are making change through Continuous Improvement activities. The goal is to share the process and impacts, in order to inspire other processes in the City of Madison.



What is a Lightning Talk? What is a Lightning Talk? A Lightning Talk is a short and very simple presentation that lasts 5 minutes, accompanied by slides with photographs, simple graphics (and very few words), with a few minutes for Q&A.

Dates and Presenters

Are you involved in projects at the City of Madison but don't officially carry the job title of Project Manager? Join us for this introductory session on Project Management Fundamentals to learn about the necessary components to successfully assess and begin a project.

We recommend that you come to the course with a project in mind. It can be a project you're already working on or something you have coming up. If you bring your project idea(s), you’ll be able to apply and practice what you learn right away.

Congrats! Your team did a thing! A very cool thing! A new policy, a massive project, a successful program, a game-changing new procedure. How do you share your success so the City can learn from and collaborate with you? And perhaps more importantly, how do we share our progress and setbacks with those impacted by our work?

In this session, you’ll learn how to tell your success story and deliver a powerful report-out to internal and public stakeholders.

Course Resources

Report Out Techniques Flipbook
Slides
 

Facilitating discussions about Subtle Acts of Exclusion in Madison workspaces.

Module 1: “Let’s Talk About It” – Things that are NOT better left unsaid

Everyday acts of exclusion are hidden in plain sight at work. They can make our colleagues feel invisible, unwelcome, and unvalued. This workshop opens up a conversation about subtle acts of exclusion and how they create barriers to genuine inclusion.

Each Module is 90 minutes long and limited to 30 people per session, to allow for meaningful interaction and participation. Employees should read the MAC/WIC 2019 Workplace Climate Survey located on EMPLOYEENET prior to attending the workshops. It is recommended, but not required, that employees attend each module in order Module 1, Module 2, & Module 3. 

This training was created by City of Madison employees in response to the 2019 MAC/WIC Workplace Climate Survey, and is a Department of Civil Rights production. For questions, contact: Kym Woodly at SAETraining@cityofmadison.com.

 

Module 2: “Everyone is Biased and That’s…OK?”

Subtle acts of exclusion are everywhere, but what causes them? Learn about different types of bias, and how bias can show up as a subtle act of exclusion in the workplace. You will also learn about the importance of cultural humility.

Each Module is 90 minutes long and limited to 30 people per session, to allow for meaningful interaction and participation. Employees should read the MAC/WIC 2019 Workplace Climate Survey located on EMPLOYEENET prior to attending the workshops. It is recommended, but not required, that employees attend each module in order Module 1, Module 2, & Module 3. 

This training was created by City of Madison employees in response to the 2019 MAC/WIC Workplace Climate Survey, and is a Department of Civil Rights production. For questions, contact: Kym Woodly at SAETraining@cityofmadison.com.

Module 3: “Say What? Responding to Subtle Acts of Exclusion”

You know what a subtle act of exclusion is, and you know why they happen, but how do you respond? And what do you do when you slip up? In this interactive workshop, you will learn and practice ways to respond to subtle acts of exclusion from three perspectives: as the subject of an action, as the initiator, and as the observer.

Each Module is 90 minutes long and limited to 30 people per session, to allow for meaningful interaction and participation. Employees should read the MAC/WIC 2019 Workplace Climate Survey located on EMPLOYEENET prior to attending the workshops. It is recommended, but not required, that employees attend each module in order Module 1, Module 2, & Module 3. 

This training was created by City of Madison employees in response to the 2019 MAC/WIC Workplace Climate Survey, and is a Department of Civil Rights production. For questions, contact: Kym Woodly at SAETraining@cityofmadison.com.

Course Resources

Handout for Module 3

The Supervisor Development Program (SDP) is for supervisors at all levels within the City of Madison. It uses a cohort model, which means participants learn together and from each other over several months. Instructors and facilitators include subject-matter experts within the City and external learning partners.

The program includes:

• Management skills webinars
  Learn about City policies and policies and build skills. Topics include hiring, onboarding, managing and developing staff, communication, giving and receiving feedback, and work planning. 
• Leadership development forums
  Interactive sessions to understand and grow your leadership, unifying teams around shared values, vision and results.
• Continuous improvement process
  Learning in action to complete a capstone project. You will apply continuous improvement strategies to improve a process in your agency, and report out on your progress and results through a 5-minute lightning talk in June 2022.

Resources for Cohort Members

Group email address:

All one word: 2021 Supervisor Development Program at City of Madison dot com

Networking Challenge!

Connect with:

• Another Supervisor Development Program participant (Photo directory)
• A Supervisor Development Program Facilitator or Panelist
• Someone you’ve lost touch with
• A new employee

Bonus:

• Update your LinkedIn and add all of us
• Research and get involved with a local professional association or service organization

Continuous Improvement Process Resources

• Sample Sponsor Pitch- Continuous Improvement request for sponsorship
• Worksheet- Defining the Problem- (You can refer to this Prefilled Example for guidance)
• Worksheet- Process Brainstorming and Check
• Slides from Continuous Improvement Presentation
• Lightning Talk Channel (requires network login)
  • 2 Administrative Process Lightning Talks: Quality Control For Data Entry (Megan Lukens, Assessor's Office) and Administrative Approval of Easements (Jenny Frese, Office of Real Estate)
  • 2 Operations Process Lightning Talks: Improving Snow Removal Routes (Spencer Werner, Parks Dept) and Cityworks Work Order Implementation for Landfill Monitoring and Maintenance (Jack Brody, Engineering Division)

Resources from Past Sessions

Nov 3 Humility & Empathy

• Slides- Followership
• Guide- RESJI Public Participation Guide
• Slides- Employee Experience
• Strengths- First Impressions Worksheet
• Slides- Employee Assistance Program

Oct 27 From Values to Action

• Slides- Work Planning for Operations
• Slides- Work Planning for Administration
• Slides from Sustainability Presentation
• Slides from Racial Equity Analysis as Continuous Improvement presentation
• Link to Racial Equity Analysis Tools

Oct 20 Values-Centered Teams

• Podcast- The Future is Learning with Heather McGowan (show notes include graphs and a video presentation)
• Slides- Citywide initiatives introduction
  • Latinx Community Engagement Team SharePoint Site
  • Multicultural Affairs Committee Website
  • Women's Initiatives Committee Website
  • Racial Equity & Social Justice Initiative Website
• Slides- Leadership, Self-Determination, and Intellectual/ Developmental Disability by Cole Sorenson
• Slides- Workplace Accommodations by Sherry Severson

Oct 13 Management and Leadership

• Course Handout- Management & Leadership
• Slides pdf - Doing Things Right and Doing the Right Thing: Leadership and Management in Context
• Self-Assessment- docx Individual Leadership Development Plan 
• Book Summary pdf - Credibility by James M. Kouzes and Barry Z. Posner
• Slides Building a Positive Safety Culture pdf 
• Toolkit- Leading with Equity Course Resources
• Case Studies- Racial Equity in Madison Parks
   

Oct 6 Employee Performance Management and Introduction to Continuous Improvement

Continuous Improvement

• Brainstorming Handout

Employee Performance Management

• Slides from Employee Performance Management Presentation
• Onboarding Report for New Employees
• Webpage for Employee Check-In Process
  Includes links to resources on Citywide Core Expectations
• Guide: Employee Assistance Program Return to Work Guide
  Pages 12-15 are about Trauma Informed Supervision and making an EAP referral.
• Website: Employee Assistance Program

Sep 22 Hiring Foundations & Creating an Equitable Interview Process

• Hiring information on Employeenet
  Includes links to forms, NEOGOV users guide, etc.
• Slides: Hiring Foundations for City of Madison Supervisors
• Slides:  Creating an Equitable Interview Process
• Video: Creating Position Descriptions (18 minutes, requires City login)

• Handout: Hiring Process Charts

• Position Description Example:  Payroll Clerk doc
• Handout: Interview Tips pdf 
• Handout:  Types of Bias pdf 
• Handout: Red Flag Process for Hiring Managers pdf 
• Self-guided Slideshow: 9 Tactics for Confronting Implicit Bias by Change Works

Sep 15 Resources: Values-Based Leadership

• Optional Prework: Who are you?
  Improve your professional introduction, Meditative Story- "What Holds the World Together" by SG Goodman
• Presentation Slides: Program Orientation and closing reflection
  Includes an overview and outline of the program, photo directory, and City mission/vision/values
• Presentation Slides: Values-Based Leadership
• Group Activity: Values-Based Leadership
  Self-guided discussion activity to introduce the four principles of Values-Based Leadership
• Presentation Slides: Developing Group Agreements Part 1
  What group agreements are,
• Guide to Developing Community Agreements
  This guide from the National Equity Project was developed for educators but is an excellent resource for co-creating group agreements with any kind of team.
• Values-Based Leader Interview
  Questions used in the leader interview with Saran Oak
• Presentation Slides: Towards Reflective Practice
  Slides from Kristy Kumar's presentation, includes reflective self-assessment questions
• Video: Kimberlé Crenshaw on "The urgency of intersectionality"
  A moving TED talk by the woman who coined the term "intersectionality" 
• Reflective Activity: Fillable Identity Map
  This identity map is a tool for reflecting on your positionality.

Upcoming Sessions

• Oct 6:  Employee Performance Management & Introduction to Continuous Improvement

Schedule and Logistics

• The Fall program is every Wednesday from September 15 to November 10 from 8 am to 3 pm. There is a 15-minute morning break and a 1-hour break for lunch. (No session on September 29.)
• The program is 100% virtual. Zoom links are included in your a calendar invites and email updates.
• The Spring program is focused on the Continuous Improvement Capstone: Implementing process improvement in your agency with coaching and resources to support you. There will be 2-4 check-in meetings and the program ends with a Lightning Talk report-out in early June.
• Program materials will be placed on this page for easy retrieval during the program. This is not a permanent page, so be sure to save anything you'll want to reference later.
• Contact us as soon as possible if any accommodations or adjustments are needed to facilitate your full access and participation in this course.

Are you a supervisor or manager looking to further your professional goals? Then Creating Your Professional Development Plan is a training you must attend!
Through this training participants will gain the following skills:

• Personal value & skill identification
• Learn how to set SMART goals for professional development and career advancement
• Identify methods to access internal & external mentors

This course lays the groundwork for you to complete your own Individual Development Plan (or IDP). Plan ahead to join us for an informalQuarterly Individual Development Plan (IDP) Brown Bag Check-in.

THIS SERIES WILL BE HELD IN THE SUMMER OF 2021.WEBSITE WILL BE UPDATED AS DATE APPROACHES. Learn about our 2020 series below:

The City of Madison’s Women+ Leadership Series is designed to increase representation of women and other marginalized genders in the highest levels of leadership and close the leadership gender gap at the City of Madison by continuing to create a learning and development space that uniquely challenges and supports women and other marginalized genders.

Why the plus (+) in Women+ Leadership Series?

At the City of Madison, we are working on inclusivity in our trainings. We know that marginalized genders such as transgender and cisgender women, as well as all transgender and non-binary people, are underrepresented in our workforce and in leadership positions. With diverse speakers and topics this year, our series offers concrete leadership development skills that can benefit people of all marginalized genders.

In 2020, we recognize and accept the challenge of COVID-19 and our new normal. The new normal is uncertain yet we have decided to pivot and reimagine W+LS. We ask ourselves what it means to lead with courage and vulnerability in spite of uncertainty. We are ask ourselves what it means to connect and create space virtually. We ask ourselves what it means to consider all marginalized genders, including non-binary people, trans women & men, and those who may be questioning their gender.

2020 Series Goals

The Women+ Leadership Series (WLS) will:

• Deliver learning and professional development that is responsive to the intersection of people’s identities specifically gender, race, class, sexuality, and ability
• Promote well-being and a holistic approach to employee development and acknowledge the impact of COVID-19 on participants specifically those who are caretakers
• Provide practical guidance for participants to navigate their individual leadership development and identify skills needed to advance their careers
• Grow networks across departments and job type by deepening connections among participants, and create a supportive space for participants to share unique challenges in the workplace

Session

Meet Our Conference Presenters

• 

  Alex Iantaffi, PhD, MS, SEP, CST, LMFT (they/them) is a certified sex therapist, family therapist, Somatic ExperiencingⓇ practitioner, clinical supervisor, author and scholar. They are adjunct faculty at the University of Wisconsin-Stout, chair elect for the Trans and Queer interest network of the American Association for Marriage and Family Therapy, and past Editor-in-Chief for the Journal of Sexual and Relationship Therapy. They have researched, presented and published extensively on gender, disability, sexuality, relationships, and HIV. Alex is a trans masculine, nonbinary, bi queer, disabled, Italian immigrant who lives on Dakota and Anishinaabe territories, currently known as Minneapolis. Alex is the author of various books on gender and hosts the podcast Gender Stories; you can find out more about them at www.alexiantaffi.com or follow them on Twitter @xtaffi.

• 

  Ananda mirilli (she/her) is a native from Brazil and has a long history of working with communities in the U.S. and abroad. At age 14 she engaged in social justice movement advocating for children with multiple abilities, seniors and youth experiencing poverty and homelessness. After moving to the U.S., ananda became an educator and found her passion facilitating learning spaces for individuals, groups and organizations engaging in transformative work. As a skilled facilitator, ananda has engaged with thousands of youth, women and diverse professionals, building coalition and solidarity.

• 

  Dr. Dana Stubbs (DC) (she/her) was born with Amniotic Band Syndrome which affected the development of both hands and her right foot. After many surgeries from birth, she was cleared to live a “normal” life at age 12, but the universe had other plans. She continued to experience traumas as a person with a disability, lesbian, and survivor, but later discovered that her traumas were preparing her for a life of healing. Dr. Stubbs went on to earn her Doctor of Chiropractic from Palmer College and is one of two limb-different women practicing chiropractic in the United States. She now proudly owns and operates Stubbs Chiropractic with her wife in Lincoln, Nebraska, providing patients with holistic healthcare options in an open and affirming environment.

• 

  Emily Blum (she/her) is Executive Director of ADA 25 Advancing Leadership, a network of positive disrupters who are using their power to create equitable communities. She has a passion for helping people and organizations use their voice to create a better, more inclusive Chicago region. A seasoned nonprofit leader, she has more than 20 years’ experience bringing stakeholders together to create and implement effective communications strategies around complex social and political issues.

• 

  Nakia J. Green (she/her) is the founder of Culture Solutions and Culture Solutions In Action, for-profit and not-for-profit organizations designed to decrease unemployment and underemployment amongst minority and disabled college graduates. She also founded Nakia J Consulting, a consulting firm with specialized capabilities in Leadership Development, Organizational Development, and Diversity, Equity, and Inclusion. Nakia hopes to further the conversation on invisible disabilities in the workplace and its impact on minorities.

• 

  Gabrielle Claiborne (she/her): Having found the courage to embrace her truth, her transgender identity, Gabrielle is passionate about inspiring others to live their authentic lives. As a keynote and TEDx speaker and co-founder of Transformation Journeys Worldwide, Gabrielle helps organizations create cultures that allow all people to show up as their true selves. She serves on the boards of local and national LGBTQ organizations and her work has been honored by the Small Business Administration, the OUT Georgia Business Alliance, the Atlanta Business Chronicle and featured in Forbes. Gabrielle is the proud grandparent of one new grandbaby, and the parent of three adult children and one Bengal kitty.

• 

  Yunuen Rhi (they/them), founder of Isuini, is a martial arts philosophy and movement instructor, as well as an anthropologist, artist and healer based in Los Angeles, California. In addition to Bagua, they have served to support eastern, western and native medicine ways of North America. They have worked as a Registered Dental Assistant and have advanced training in humanistic psychology methods such as Logo therapy and Family Constellations. Their applied anthropology work has led them to connect to and serve Native Healing Traditions and Elders in both the US and Mexico.The convergence of their diverse healing techniques have equipped them to be a translator of eastern and indigenous healing systems to the west to help better understand our place within ourHer applied research in anthropology provides a direct relation to Native Healing Traditions and Elders in both the US and society and ecologies.

• 

  Micah Lê (they/them) is a transgender Vietnamese-American with a passion for science and teambuilding. By synthesizing their experiences in lab management, mediation, and community organizing, Micah has become one of many proponents in a growing movement advocating the use of ethical communication skills to navigate professional relationships. holistic approach support

• ​​​​​​

  Quanda Johnson (she/her) is a Fulbright Scholar and a current doctoral student in Interdisciplinary Theatre Studies at UW – Madison. A performer from Broadway to grand opera, she seeks ways to utilize performance to disrupt and consequently alter entrenched, cyclical conversations about Blackness and the African Diaspora. An AUDELCO Award nominee for her portrayal of Marian Anderson, she appeared in Broadway's Tony award winning Ragtime and made her New York City Opera debut in The Mother of Us All with Lauren Flanigan. Her work is dedicated to the memory of the first artist in her life, her mother, Vernetta.

• 

  ​​​​​​Samuel (they/them) has spent their life finding ways to reconcile the intersecting identities that reside within. Bringing art, coaching, creative strategies, healing practices, and digital wizardry to Sweet Livity’s work, Samuel is helping transform how people do business. Because of Samuel’s intersectional nature, they have been able to create transformational spaces in many areas, including higher education, the nonprofit sector, corporate environments, etc.

• 

  Tara Wilhelmi (she/her) is the founder and lead Peer Specialist at EOTO, LLC which stands for each one teach one. She believes that often the simplest way to solve a problem is by listening to those who are most impacted by it. She has over a decade of experience in area nonprofit and enjoys acting as a connector and "seed planter" in her community.

• 

  ​​​​​Nadia (they/them) is intimately familiar with how we allow the human condition to overshadow the human spirit as a survivor of many traumas who navigates the liminal space of multiple oppressed identities. The apparatus for their work spanning over ten years— intent on the advancement of humankind, particularly underserved and marginalized communities— centers authenticity, love, and connection as a throughline. Nadia culls from a range of methodologies, tools, and a Mise-en-scène approach to incubate personal and organizational metamorphosis. Nadia engages in an active and continuous pursuit of self-transformation that grounds wisdom in their body, mind, and quotidian existence. A heartivist-of-center, Nadia uses their innate faculties and motivated-skills to lead with intimate dexterity, and build power to create lasting change.

Virtual Backgrounds

Resources

• Netiquette
• Conference Materials
• 2019 Post Series Report