Human Resources Foundations of Supervision

1. Welcome & Support for Supervisors

As a result of completing this module, supervisors will be able to…

• Describe the Supervisory Core Competencies utilized by Amherst College
• Identify opportunities for future supervisory learning in the coming year
• Express familiarity with the supervisory development process at the College and how Foundations of Supervision supports supervisory growth
• Identify which staff at the College are available to support in a variety of supervisory situations including specific Human Resources Business Partners, the Ombudperson, the Office of Civil Rights, the Workplace Equity and Inclusive Leadership Team, and the Learning & Development Team
• Access their Human Resources Business partner and the Office of Human Resources
• Navigate Workday systems in order to access organizational charts

2. The Role of the Supervisor

As a result of completing this module, supervisors will be able to…

• Recognize the Performance Management Process and the specific elements within it
• Name the initial steps of the formal disciplinary process
• Express understanding of key policies and reporting mechanisms at the College
• Identify the definitions of different types of staff
• Name key elements of workplace rights including mandatory breaks, OSHA requirements, and time reporting expectations

3. Legal Issues & Compliance

(Module currently unavailable. Not required at this time.)

As a result of completing this module, supervisors will be able to...

• Understand your responsibility as an “agent of the college.”
• Describe the key federal, state, and local laws and regulations that govern college operations and compliance.
• Familiarize yourself with the college's policies and describe how these policies are implemented and enforced within the college.
• Understand the importance of reporting compliance concerns and illegal activities, reporting mechanisms, and how to protect whistleblowers.
• Identify the most common risk areas that supervisors may encounter in their role and the appropriate responses to these situations.

4. Supporting Strong Teams: Setting Expectations

As a result of completing this module, supervisors will be able to…

• Recognize the importance of setting expectations with a team
• Use the provided Team Member Guide to understand preferred work styles and traits of staff
• Apply the provided framework to establish workplace expectations with your team
• Distinguish between team agreements and team expectations

5. Workday Functions

As a result of completing this module, supervisors will be able to…

• Access Workday and name what it is used for in a supervisory capacity
• Approve purchase orders and time/time off for staff
• Comply with privacy expectations for Workday data
• Access information in Workday regarding retention, advancement, promotions, prior employee performance information, and budgets

6. Amherst College Community

As a result of completing this module, supervisors will be able to…

• Describe the role of the Amherst College Board of Trustees and the general governance structure of the College
• Name avenues of potential engagement with the campus and local community and pursue them as desired

7. Developing Staff

As a result of completing this module, supervisors will be able to…

• Access job descriptions for staff
• Name the steps of the formal disciplinary process
• Engage in performance development conversations with staff including identification of areas of opportunity and accomplishment, and establishing goals
• Utilize the Learning & Development framework for effective 1:1 meetings
• Build a culture of recognition and appreciation with staff by utilizing Spot Awards and Staff Shout- Outs

8. Equity and Inclusion

This module is being created in collaboration with the Office of Diversity, Equity, and Inclusion and learning outcomes will be updated when finalized. 

9. Supporting Strong Teams: Developing a Culture of Feedback

As a result of completing this module, supervisors will be able to…

• Ask generative questions
• Seek and offer feedback which is growth oriented and productive, utilizing the Situation Pause Impact Action (SPIA) model and the I Like, I Wish, I Learned framework

10. Budgeting

As a result of completing this module, supervisors will be able to…

• Explain the difference between capital and operating budgeting processes
• Access and manage a budget in Workday
• Recognize the budgeting timeline and requirements within it
• Utilize a process for prioritization of budget needs

Proactive Performance Development: Beyond the Form

As a result of participating in this session, supervisors will be able to…

• Participate fully in all aspects of the Performance Management Process
• Facilitate effective, participative Annual Review Conversations
• Address staff accomplishments and areas of opportunity related to both skill development and work
  plans
• Create learning plans and goals for the coming year that reflect both the Core Competencies and area work goals

Creating a Coaching Rich Environment

As a result of participating in this session, supervisors will be able to…

• Use a 1:1 meeting format and cadence to both build connection and manage work plans
• Employ open-ended questions and active listening to facilitate coaching conversations
• Use the SPI-A model (Situation-Pause-Impact-Action) to frame and close performance gaps and to give positive feedback

Working Together in Teams

As a result of participating in this session, supervisors will be able to…

• Lay a proactive foundation for effective team meeting processes
• Use tools and approaches to lead more inclusive and participative meetings
• Implement a process to support the continuous improvement of working together in teams

Managing Conflict

As a result of participating in this session, supervisors will be able to…

• Proactively intervene early in the conflict escalation cycle
• Use core communication skills to gather information necessary to respond effectively in conflict situation
• Ask open-ended questions to minimize defensiveness and create shared information and understanding
   

Equity Lens in Supervision

This module is being created in collaboration with the Office of Diversity, Equity, and Inclusion and learning outcomes will be updated when finalized.  

Decision Making and Delegation

As a result of participating in this session, supervisors will be able to…

• Implement a responsibility charting tool and process in order to improve accountability; increase visibility of work and delegation patterns; clarify roles and expectation; and, increase participation in work planning and decision-making

Implementing Change

As a result of participating in this session, supervisors will be able to…

• Identify where a change implementation plan may be most at risk and identify actions to proactively ensure success
• Describe the attributes and needs associated with the phases that individuals go through when asked to change
• Identify supportive actions associated with each phase
• Involve others in the change process

Creating a Culture of Engagement and Belonging

As a result of participating in this session, supervisors will be able to…

• Describe the WHY behind focusing on engagement and belonging and become a passionate advocate
• Identify elements that contribute to feelings of engagement and belonging
• Draw on the Staff Survey and other data to identify areas for improvement
• Take action within your sphere of influence

Culture Development: Develops and maintains an engaging work culture where staff feel welcomed, respected, valued and supported. 

• Builds connection with and among diverse individuals and teams.
• Creates a culture of transparency and trust where staff feel safe sharing their talents.
• Addresses concerns and initiates strategies to manage conflict.

Work Planning and Management: Aligns communication and action in support of departmental and/or divisional goals and the College’s mission and initiatives.

• Sets and communicates clear priorities and expectations.
• Manages work plans of individuals and teams to effectively support relevant goals and initiatives. 
• Empowers others by sharing authority and delegating tasks as appropriate, trusting employees to do them.
• Makes decisions that are transparent and equitable.

Financial Stewardship: Plans for and manages institutional resources wisely and in the best interest of the institution.

• Uses the College's financial management tools and processes to create (if applicable) and manage budgets to meet departmental outcomes.
• Manages resources effectively and efficiently within existing budgetary levels.

People Development: Intentionally builds the capacity of individuals and teams.

• Actively participates in all aspects of the College’s Performance Management Process.
• Creates an environment where multidirectional constructive feedback and positive reinforcement is the norm. 
• Celebrates accomplishments of staff and recognizes growth.

Continuous Learning Related to Leadership and Supervision: Pursues formal and informal learning opportunities to strengthen leadership practice.

• Actively participates in formal and informal leadership development opportunities provided by the College.
• Pursues learning and development opportunities related to culture development.
• Seeks feedback related to effectiveness of leadership practice.
• Proactively creates and implements a personal development plan related to leadership effectiveness.