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 Tameaka Bryant, 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

You may have grown comfortable with Zoom for meetings and trainings…maybe so comfortable that you don’t realize that the status quo may be unintentionally excluding participants. Did you know that there are strategies and tips that you can use that can make your trainings and meetings more inclusive and effective for people with disabilities? This session will broaden your perspective and you will leave with actionable tips to use in future trainings and meetings.

Learning Objectives:

1. Increase your understanding of disability-related barriers in virtual meetings
2. Obtain practical skills to remove access barriers
3. Be a better disability ally at work

Course Handouts:

• Course Agenda
• Slide Deck
• Slide Deck - Text

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

How can you be inclusive and respectful with people of all genders? With verbal and written examples, you will leave this training with specific strategies in using language that shows your coworkers and community members of all genders that you value them.
 

This course is part of the series of offerings related to the implementation of APM 2-52 as we work towards realizing our vision of being an inclusive organization.
 

Learning Objectives:

1. Describe how gender-neutral and transgender-inclusive language differ

2. Name at least 2 strategies for creating gender inclusion with language other than using they pronouns

3. Explain the importance of using correct name and pronouns

4. Demonstrate how to introduce a coworker’s pronouns

5. Identify two ways to correct a pronoun or name mistake

Course Materials 

• Gender-Inclusive Language Slide Deck
• Gender-Inclusive Language Leaner Material - Practice and Tip Sheet

Resources:

• Gender-Inclusive Language Style Guide
• Resource Guide for a Gender-Inclusive Workplace

“Feedback is the breakfast of champions” according to management expert Ken Blanchard. For leaders at all levels, it is how we learn and grow through our experiences. For managers, it’s a critical skill for improving team performance. Feedback also helps us maintain healthy boundaries and work environments. Yet it is one of the hardest “gifts” to give and receive.
This two-part series can help you move from fear to finesse.

• Part 1, Foundational Feedback will focus on the value of a positive feedback mindset, avoiding common pitfalls, and strategies to give effective feedback.
• Part 2, Intermediate Feedback will focus on ways to give feedback up, down, and sideways. We’ll also explore practices to receive feedback with gratitude and composure. Here's the link to register for part 2. 

You should complete the two courses in order, but you don’t need to sign up for both parts at once.

Learning Objectives:

Part 1:

• Understand a positive feedback mindset
• Avoid the three most common pitfalls that create defensiveness and resistance
• Learn to give effective feedback

Course Materials

Course Handout: Feedback Foundations

“Feedback is the breakfast of champions” according to management expert Ken Blanchard. For leaders at all levels, it is how we learn and grow through our experiences. For managers, it’s a critical skill for improving team performance. Feedback also helps us maintain healthy boundaries and work environments. Yet it is one of the hardest “gifts” to give and receive.
This two-part series can help you move from fear to finesse.

• Part 1, Foundational Feedback will focus on the value of a positive feedback mindset, avoiding common pitfalls, and strategies to give effective feedback. Here's the link to register for part 1. 
• Part 2, Intermediate Feedback will focus on ways to give feedback up, down, and sideways. We’ll also explore practices to receive feedback with gratitude and composure.

You should complete the two courses in order, but you don’t need to sign up for both parts at once. 

Learning Objectives:

Part 2:

• Understand how assertive communication strengthens feedback
• Learn to give feedback up, down and sideways
• Explore practices to receive feedback with gratitude and composure

Course Materials

Course Handout: Feedback Intermediate

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 three-part series.  By signing up for this series, you are committing to all three classes.

October 2023 Series: Wednesday Mornings from 10:00 - 11:30 AM

• October 4
• 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
   

Swamped with way too many meetings? We know that poorly organized and run meetings lead to frustration and disengagement. In this webinar, you’ll learn practical tools to plan and run effective meetings so that you can lead people towards clear and actionable outcomes with greater confidence.
Please note, the November 8, 2023 session will be recorded. 

Making decisions can be one of the most difficult and stressful things leaders do. Involving others can relieve some of that stress as you gain new perspectives. Inclusive leaders make decisions with, not for, those who are impacted. This improves the quality of our work and relationships with each other. This session will cover basics of stakeholder mapping and group decision-making. 

Course Materials

• Course Handout
• Fillable Empathy Map
• Course Slides

View a recording of this course on our Online Courses webpage. For a more in-depth learning experience, register for future sessions using the register button. 

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
Pricce 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.

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

Before we lead others, we must first learn to effectively lead ourselves. For most of us, our personal values guide how we feel and act day-to-day. The four principles of Values-Based Leadership help us lean into our values while remaining curious and open to the values and experiences of others.

Through self-reflection, a balanced perspective, true self-confidence, and genuine humility, we can grow our leadership from any position. This is an excellent course for people at all levels in their leadership journey.

NOTE: A significant part of this course is spent in self-guided, small group discussion in a Zoom breakout room. You will also need access to the group activity handout during the course. Using a computer, tablet, or at minimum a smartphone is recommended. Phone-only participation is discouraged because it will be difficult to access course materials and interact with others in your small group.

If you are planning to broadcast the course in a conference room for a group, contact the instructor ahead of time for special instructions and activity modifications.

Course Resources

• Values-Based Leadership Group Activity
• Values-Based Leadership Summary Handout
• Values List (from Brené Brown's Dare to Lead)

View a recording of this course on our Online Courses webpage. For a more in-depth learning experience, register for future sessions using the register button.