Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Katherine Atkinson, Anthony Marchese
President Biden’s Executive Orders on the Federal Workplace. OPM’s recent guidance. A new focus on diversity and inclusion. A recent decision that broke 40 years of precedent to require agencies to have substantial evidence before putting an employee on a performance demonstration period. FELTG’s annual webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions can help you and your supervisors get up to speed on the changing nature of the federal workplace.
FELTG’s talented team of engaging and experienced instructors will teach 14 60-minute webinars every two weeks from March through the end of August. The webinars are updated to provide a comprehensive curriculum for those who supervisor federal employees. Supervising Federal Employees: Managing Accountability and Defending Your Actions addresses the most timely and important topics supervisors are facing at the moment. Courses are taught on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse. Those who attend can rest assured that they are well-prepared to face the new and challenging issues amid complex and changing laws.
There is no other training available that provides the depth and breadth of guidance that federal supervisors need to manage the agency workplace effectively and efficiently.
You can register for one, several, or all of the courses in the series. The webinars will be held every other Tuesday from 1 – 2 p.m. eastern time, and will expand upon legal principles to provide attendees with the necessary tools and best practices. Plus, you’ll have a chance to ask questions and get answers from FELTG instructors – in real time.
As an added bonus, this series fulfills OPM’s mandatory training requirements for new supervisors found at 5 CFR 412.202(b).
March 9: The Foundations of Accountability: Performance vs. Misconduct: The distinction between performance and conduct; an overview on holding employees accountable; setting the stage for discipline and performance actions.
March 23: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action.
April 6: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability.
April 20: Writing Effective Performance Plans: Performance management; understanding the performance appraisal system; defining elements and standards; drafting standards according to legal requirements; creating the performance plan.
May 4: Handling an Unacceptable Performance Case: Performance accountability in a nutshell; recent decision requiring agencies to have substantial evidence before putting an employee on a performance demonstration period; executing a performance demonstration period; proof and evidence standards.
May 18: Addressing Special Challenges with Performance: Permutations on performance accountability and the performance warning period; performance standards with multiple sub-components; managing teleworker performance; what do when a poor-performing employee requests reasonable accommodation.
June 1: Providing Performance Feedback That Makes a Difference: Communicating performance expectations; providing ongoing feedback; positive vs. negative framing; why you shouldn’t wait until the mid-year to discuss performance issues.
June 15: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer.
June 29: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL.
July 13: Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship.
July 27: Intentional EEO Discrimination: What supervisors should know about EEO discrimination; discrete acts of discrimination; selection and promotion cases; defending against claims of intentional discrimination.
August 10: Combating Against Hostile Work Environment Harassment Claims: The elements of a hostile work environment; liability in hostile work environment claims; tangible employment actions; harassment v. bullying; supervisor responsibilities in harassment claims; agency defenses.
August 24: EEO Reprisal: Handle It, Don’t Fear It: How reprisal is different than other EEO claims; what the complainant must show to establish reprisal; how a supervisor can defend against reprisal claims; what to do and what not to do when an employee engages in protected EEO activity.
August 31: Supervising in a Unionized Environment: The right to be bargained with; forming a union; employee and union rights; ULPs.
Early Bird Tuition:
- $240 per site, per session (payment required by March 1).
- Special series discounts available through March 1: $2,925 for the first 13 webinars or $3,150 for all 14. See registration form for details.
- $270 per site, per session (payments made March 2 or later).
Working from home? Teleworkers may be added to a primary site registration for $50 each, per session, on a space-available basis.
Have a large group teleworking? Contact FELTG for information on group discounts.
Cancellation and No-show Policy for Registered Participants: Cancellations made after the cancel date on the registration form will not be refunded or given credit toward future courses. Pre-paid training using the “Pay Now” option will not be refunded or given credit toward future courses. No-shows will not be refunded or given credit toward future courses.