Supervisory Training Courses

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At FELTG, we understand how important the managers and supervisors are to every agency’s workforce. These training courses are specifically designed to meet essential training requirements and provide your supervisors with the skills they need to effectively manage their employees within the guidelines of the law. Managers and supervisors who attend FELTG training learn how to comply with President Trump’s Executive Orders and how to streamline procedures for handling poor performance per OPM and OMB requirements. From first-line supervisors to senior executives, federal managers at all levels will benefit from the various adaptations of these programs.

Several of these courses, as well as all of FELTG’s Leadership and Team Effectiveness courses, align with the Office of Personnel Management’s Executive Core Qualifications. The ECQs are required for entry to the Senior Executive Service and are used by many departments and agencies in selection, performance management, and leadership development for management and executive positions. 

To find out how these courses align with OPM ECQs, click here.

MG-1: UnCivil Servant: Holding Employees Accountable for Performance and Conduct (1-2 days)

FELTG’s flagship course UnCivil Servant empowers federal supervisors to confidently handle the challenges that come with supervising in the federal workplace. We hope that you never have to fire an employee. But it’s important that you have the tools to effectively address poor performance and misconduct, should the need arise. UnCivil Servant identifies misconceptions about performance and misconduct-based actions and provides you with simple step-by-step guidance for taking swift, appropriate and legally defensible actions.
Course Topics: Supervisory authority; employee rights; fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; handling performance problems; implementing an Opportunity to Demonstrate Acceptable Performance; removal for unacceptable performance in 31 days. 
Note: This course fulfills the 5 CFR 412.202(b) mandatory training requirements for new supervisors.

MG-2: The Supervisor’s Role in EEO (1 day)

For many federal supervisors, the EEO process is mysterious and foreboding. With this course, FELTG aims to make it less so. Federal supervisors have a role to play in the EEO process – and it’s an important one. FELTG’s experienced instructors describe that role in detail and provide specific guidance of how to handle each step along the way. Failure to understand the process will lead to costly mistakes, especially if the complaint reaches the EEOC. Attendees will leave this course with a thorough understanding of Equal Employment law basics.

Course Topics: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; defending against frivolous complaints; EEO witness tips.

MG-3: Preventing and Correcting Sexual Harassment in the Federal Workplace (1/2-1 day)

The #MeToo movement has had a noticeable influence on the workplace. There has been a noticeable increase in sexual harassment complaints, according to EEOC reports. Supervisors who attend this course will learn their responsibilities to respond to harassment claims, as well as how to effectively address situations before they rise to the level of harassment.

Course Topics: Definition of sexual harassment; circumstances that constitute harassment; roles in harassment; tangible employment actions; hostile work environment harassment; same-sex harassment; strategies for prevention.

MG-4: Supervising in a Unionized Environment (1 day)

Does it sometimes feel like there are different rules for employees in unions? Well, there are. And if you supervise bargaining unit employees, you need to know those rules. This course will explain those rules and everything else federal supervisors need to know about federal labor unions.

Course Topics: Collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; union representative rights to participate in meetings; controlling official time; handling information requests.

MG-5: Effectively Managing and Communicating with Federal Employees (1-2 days)

There is a significant difference between managing and leading, and we’ll explain that difference in detail. Attendees will leave this training with the know-how to use social styles to communicate and manage conflict with precision, and a structured approach to high-stakes conversations.

Course Topics: Identifying and honing your supervisory skills; managing difficult employee personality types; managing a multigenerational workforce; managing a mobile workforce; using structured communication with your employees; conflict resolution skills; utilizing a team-based approach in the federal government.

MG-6: Leave-Related Discipline & Medical Removals
(1 day)

Federal employees enjoy a wide variety of leave-related benefits. And sometimes they enjoy a little too much leave. Can you discipline, or even remove, an employee for taking too much leave? You most certainly can, but it’s not easy. Let FELTG walk you through all the charges and rules, as well as how to handle employees are unable to perform the job due to medical reasons. The course includes a workshop to help you hone the skills you need to handle the most challenging leave situations.

Course Topics: Handling the leave abuser according to the legal discipline process; documentation necessary to discipline an employee for leave abuse; steps to disciplining leave abusers; AWOL charges; leave restriction; excessive absence removals; medical inability to perform removals. 

MG-7: Making Performance Plans Work (1 day)

Don’t let your poor performance drag your unit or your agency down.  This one-day course will give you the direction you need to effectively and quickly deal with poor performance in the federal workplace – and to be able to survive third-party review.

Course Topics: Legal and regulatory background; environment; system requirements; performance plan elements and standards; feedback; applying performance plans; MSPB decisions on performance measures; Performance Plan Review Workshop; Within-Grade Increases; unacceptable performance; Opportunity to Demonstrate Acceptable Performance; taking performance-based actions.

MG-8: Understanding Misconduct Investigations (1-2 days)

This one- or two-day dive into investigations provides managers and supervisors with a thorough grasp of how misconduct should be investigated to withstand third-party scrutiny.

Course Topics: Investigative authority; investigative interviews; witness rights in a unionized organization; comparative liability; collecting penalty evidence; what supervisors should know about reprisal and retaliation.

MG-9: Handling Behavioral Health Issues and Threats of Violence in the Federal Workplace (1-2 days)

These are the kind of workplace challenges that make you pause and, sometimes, doubt yourself. What should you do if someone threatens violence at your agency? How can you best prepare yourself to protect the lives of those around you? Are there risk factors that might give you an indication of when someone will become violent? What do you do when an employee with bipolar disorder is going through a manic phase? Our behavior health expert will provide you with real answers – once that require more understanding more than the law says. For federal managers, these topics are too important to ignore.

Course Topics: Your agency’s legal obligation to provide its employees with a safe workplace; ADAAA requirements on accommodating individuals with mental impairments and other behavioral health issues; types of mental disabilities and how they may exhibit in the workplace; the “direct threat” analysis; dealing with suicidal employees; dos and don’ts when working employees who have behavioral health issues; myths and facts about targeted violence in the workplace; individual characteristics that put an employee at higher risk of committing an act of violence; steps to take if someone becomes violent in the workplace; developing and implement an in-house threat management team to deal with threat assessments; risk management; the best ways to keep employees safe during a crisis.

MG-10: Mindset Matters: Making the Transition from Individual Contributor to Supervisor (1 day)

Receiving a promotion is a career highlight. However, if that promotion means you’re now supervising your former co-workers, then it also means you’re about to navigate the trickiest part of your career. This one-day course is perfect those who have been promoted, or hope to be promoted at some point, and will cover the following competencies — leading people, resilience, decisiveness, flexibility.

Course Topics: Assessing existing managerial knowledge, skills, behaviors, and confidence; understanding the art and science behind managing others; differentiating between a general mindset, positional mindset, and job-specific mindset; understanding the traits that directly correlate with the ability to accurately assess performance; create a personal development strategy to transition to supervision. 

MG-11: Leadership Deep Dive (1-2 days)

Take one or two days to submerge yourself into this interactive course led by nationally recognized leadership scholar and trainer Dr. Anthony J. Marchese and you’ll leave with a roadmap for continuously improving your leadership skills. The four areas of content (Leading Self, Leading Others, Leading Teams, Leading the Agency) can be emphasized and focused on the needs of the group in attendance.

Course Topics: Equipping individuals at all levels with the knowledge, skills, behaviors, and confidence to lead with excellence; research-inspired best-practices and a practice-driven approach to increasing leadership effectiveness; self-assessments; an easy-to-remember framework for managing conversations with employees; strategies for cultivating high-performing teams; recommendations to increase your influence within your agency.

MG-12: The High-Performing Team (1 day)

This  interactive, full-day learning experience is based upon Social Styles, an industry-tested assessment that helps leaders leverage individual personality types and strengths to promote accurate communication, diminish unhealthy conflict, and increase individual and collective performance. The High-Performing Team, led by nationally recognized leadership scholar and trainer Dr. Anthony J. Marchese, includes assessments, relevant articles and videos, real-life simulations, and practical suggestions for ongoing sustainability

Course topics:  The neuroscience behind peak performance; the composition of teams of excellence; strategies to understand and negotiate individual difference; align team goals with those of the agency.

MG-13: Developing & Defending Discipline: Holding Federal Employees Accountable (3 days)

Holding federal employees accountable for performance and conduct is easier than you might think. Too many supervisors believe that an employee’s protected activity (EEO complaints, whistleblower disclosures, or union activity) precludes the supervisor from initiating a suspension or removal, but that’s just not true. FELTG is here to make federal supervisors’ lives easier by clarifying those misconceptions while helping supervisors understand how to take defensible misconduct actions quickly and fairly – actions that withstand scrutiny on appeal by the MSPB, EEOC, or in grievance arbitration.

Course Topics:

Day 1 – Accountability for Conduct and Performance, Part I: Accountability and supervisory authority; discipline and misconduct theory and practice; penalty defense and due process; discipline procedures and appeals; psychology of performance appraisal; performance-based removal procedures.

Day 2 – Accountability for Conduct and Performance, Part II: Completing a performance action; team workshop; mentoring programs; handling the absent employee; union considerations; understanding the federal supervisor’s personal liability in employment actions.

Day 3 – Defending Against Discrimination Complaints: The Supervisor’s Role: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability, genetic information and reprisal; theories of discrimination; agency defenses; what to do if you’re a Responding Management Official in a complaint; what happens if you’re called as an EEO witness.

Note: This course fulfills the 5 CFR 412.202(b) mandatory training requirements for new supervisors.

MG-14: Managing Federal Employee Accountability 
(5 days)

One of the biggest myths about federal employees is that it’s very difficult to hold them accountable. This five-day program will disprove that myth, while making lives much easier for the supervisors who attend. Our presenters will explain how to take defensible misconduct and performance actions quickly and fairly. This is the only course that teaches supervisors the skills to manage in a unionized environment and to handle leave abuse, EEO complaints, and reasonable accommodation requests? Attendees will also learn workplace management, communication, and leadership skills that will help when dealing with the most challenging situations and employees. And then there’s this bonus: The course fulfills the 5 CFR 412.202(b) mandatory training requirements for new supervisors. 

Course Topics (note: the order of training days may be altered based on instructor availability):

Day 1 – Uncivil Servant: Holding Employees Accountable for Performance and Conduct: Fundamentals of disciplinary actions and unacceptable performance actions; establishing rules of conduct; proving misconduct; selecting a defensible penalty; providing due process via agency discipline procedures; writing valid performance standards; implement an Opportunity to Demonstrate Acceptable Performance; removal for unacceptable performance in 31 days.

Day 2 – The Supervisor’s Role in EEO: The role of EEO in the federal government; defining protected categories: race, color, national origin, religion, sex, age, disability and reprisal; what to do if you’re a Responding Management Official in a complaint; EEO witness tips.

Day 3 – Essential Management Skills for Federal Supervisors: Communicating effectively with employees; managing a multigenerational workforce; handling difficult employees; managing a mobile workforce; mentorship; identifying your leadership skills; bullying v. harassment; “robust debate” and union employees.

Day 4 – Managing Employee Leave Abuse: Types of leave and leave entitlements; overviews of Family and Medical Leave Act; Office of Workers Compensation Program absences; leave as a reasonable accommodation under the Americans with Disabilities Act; leave as religious accommodation; leave abuse; alternative, modified and compressed work schedules; managing telework; the magic of Medical Inability to Perform removals.

Day 5 – Supervising in a Unionized Environment: What every supervisor should know about federal labor unions; collective bargaining agreements; official time; LR meetings; an overview of the Federal Service Labor-Management Relations Statute; fundamental employee, union, and management rights; unfair labor practices; controlling official time; handling information requests.


Day 5 – Effectively Managing and Communicating with Federal Employees: Managing vs. leading; identifying and honing your supervisory skills; managing difficult employee personality types; managing a multigenerational workforce; managing a mobile workforce; using structured communication with your employees; conflict resolution skills; utilizing a team-based approach in the federal government.

MG-15: The Performance Equation: Providing Feedback That Makes a Difference (1/2-day)

There is one action you can take that, when done effectively, could have a major impact on your team’s morale and productivity, and that is providing employees with honest feedback.  This half-day training experience will equip participants to nurture a culture of candor, while exposing feedback myths and ineffective practices.

Course Topics: Tools and frameworks for training others to provide feedback; and best practices for nurturing a culture of healthy and actionable feedback.

MG-16: Jumping In: Be Confident When Managing Conflict (1 day)

Conflict is going to happen. And the best thing a manager can do is address it confidently. Avoiding conflict or failing to address it effectively will put a serious crimp in agency morale and productivity. This simulation-based training will examine conflict through interpersonal relationships as well as within teams. Attendees will leave with an invaluable skill in their supervisory toolbox.

Course Topics: Reassessing beliefs about conflict; the dimensions of conflict; misconceptions about conflict; benefits of conflict; practical strategies for facilitating conflict.

Upcoming Supervisory Training Events

Virtual Training Event – Advanced Employee Relations
Jul 7 – Jul 9 all-day

Download Individual Registration Form

Course Description

Let’s face it: being a federal sector Employee Relations Specialist is a tough job. It’s great to know the basics, but the basics don’t always help you when you’re facing complicated or challenging situations. That’s when you realize that there is much more to learn. No worries. The FELTG Virtual Training Institute presents Advanced Employee Relations, a three-day seminar focused on immersing you in the employee relations training you need most.

You’ll receive in-depth training on topics including leave, performance, misconduct, disability accommodation, and more. Plus, interactive workshops will allow you to leave with the tools you’ll need to succeed. And it will all be taught by FELTG Senior Instructor Barbara Haga, one of the most experienced federal employee relations professionals you’ll ever meet.

The program runs 9:00 – 4:00 each day and is approved for 18 HRCI general recertification credits.


Barbara Haga

Daily Agenda:

Tuesday, July 7

Leave and Attendance: Administering leave, with particular emphasis on sick leave, LWOP, and FMLA. Detailed review of sick leave provisions including authorized purposes for use of sick leave, limitations on use of sick leave for family care and bereavement, eligibility to use leave for care, notice requirements, acceptable documentation. Management actions to control use of leave and abuse of sick leave. Detailed review of FMLA provisions including eligibility to invoke FMLA, entitlement, coverage of family members, administration and notice requirements. Acceptable medical documentation under FMLA, definition of serious health condition. Substitution of paid leave. Discipline tied to FMLA. LWOP – when LWOP is mandatory, limits on granting LWOP, employee status while on extended LWOP. Other topics –issues related to annual leave and leave transfer, other leave entitlements.

Wednesday, July 8

Performance Management: Managing performance from system establishment to conducting annual appraisals to taking actions linked to performance. GEAR initiative and other efforts focused on modifying Federal performance management system. Requirements for performance plans, including design of agency systems, rating schemes, and procedures for conducting appraisals. Revised DOD performance system to be implemented in 2016. Linkage between appraisal and other personnel management decisions, including reduction-in-force and within-grade increases. Writing effective and measurable performance criteria that will withstand third-party review, including a workshop where participants will do an in-depth review of performance plans. Requirements for successful performance-based actions – from drafting a PIP notice that will withstand scrutiny to conducting a bona fide PIP to ensuring that due process is met in effecting an action on unacceptable performance.

Thursday, July 9

Misconduct and Other Related Issues: Implementation of a successful disciplinary program – delegation of authority, role of advisors, warnings and cautions, use of administrative leave. Nexus. Dealing with comparators in determining a penalty. Involuntary actions – resignations and retirements. Ordering and Offering medical examinations. Specific disciplinary situations: handling situations when an employee is unable to perform including excessive leave, disability retirement, separation disability; conduct unbecoming; misuse and technology-related misconduct; failure to meet conditions of employment.


    • Early Bird Tuition (register by June 22):
      • 3 days = $1370
      • 2 days = $970
      • 1 day = $530

      Standard Tuition (register June 23 – July 9):

      • 3 days = $1470
      • 2 days = $1070
      • 1 day = $630


Seminar registration includes a printed copy of the materials. In order to receive materials by the training date, please register by June 22 and provide a shipping address. Registrations received after June 23 will also receive printed materials, but materials are not guaranteed to arrive by the training date.

Event FAQs

  • Can I attend Virtual Training from my government computer?
    • FELTG uses Webex for this Virtual Training Institute event. Many government computers and systems allow Webex access. If for some reason your firewall will not allow access, you’re welcome to use your personal email address to register, and to attend the sessions from your personal device.
  • Can I earn CLE credits for this class?
    • CLE applications are the responsibility of each attendee; FELTG does not apply for the credits on behalf of attendees.  If you are seeking CLE credit, attendees may use the materials provided by FELTG in submission to your state bar. Attendees may also request a certificate of completion which will contain the number of training hours attended.
  • Can I share my access link with co-workers?
    • No. Registration for this event is per individual, and access links may not be shared. Each link may only be used by one person.
  • Can I register a teleworker?
    • This event is individual registration, so the cost is the same whether the person is teleworking or in an agency facility.
  • How do I receive a group rate discount?
    • Group rates are available for agencies registering 10 or more individuals for the full event. Group discounts are available through June 22.
Webinar Series – Supervising Federal Employees: Managing Accountability and Defending Your Actions
Jul 7 @ 1:00 pm – 2:00 pm

FELTG is making its webinars easier to access during the COVID-19 closures and emergency telework scheduling, to ensure that proper training is still available when the majority of employees are working at home. Contact us at 844.283.3584 or to find out how this applies to our webinars, or how you can bring FELTG’s off-the-shelf or custom webinars directly to your agency.

Download Registration Form


Deborah Hopkins, Barbara Haga, Meghan Droste, Ann Boehm, Joe Schimansky, Katherine Atkinson, Anthony Marchese

Course Description

Those of you who supervise federal employees know it can be a frustrating calling, especially when you face so many new and challenging issues amid complex and changing laws.

Help is on the way. Register now for one, several, or all of the courses in FELTG’s comprehensive webinar training series Supervising Federal Employees: Managing Accountability and Defending Your Actions. No other training provides the depth and breadth of guidance federal supervisors need to manage the agency workplace effectively and efficiently.

Over the course of 14 webinars, FELTG’s experienced and knowledgeable instructors provide support on everything from managing poor performance and disciplining for employee misconduct to providing reasonable accommodation and rooting out leave abuse, and much much more.

This unique series has been updated to address the most timely and important topics supervisors are facing right now. The 60-minute webinars, held every other Tuesday from 1 – 2 p.m. eastern time, 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).

2020 dates:

March 3: 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 17: 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.

March 31: Preparing an Unacceptable Performance Case: Performance accountability in a nutshell; preparing and executing a performance demonstration period; proof and evidence standards.

April 14: 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.

April 28: 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; what OPM says about mentorship; leader as mentor.

May 12: Disciplining Employees for Misconduct, Part I: The five elements of discipline in the federal government; documentation supervisors need to succeed in a disciplinary action. 

May 26: Disciplining Employees for Misconduct, Part II: Disciplinary procedures: reprimand, suspension, termination; appeals process; agency liability. 

June 9: Tackling Leave Issues I: Handling the leave issues most common in the federal government: annual leave, sick leave, leave transfer. 

June 23: Tackling Leave Issues II: Handling more complicated leave scenarios: FMLA, LWOP, administrative leave, AWOL. 

July 7: 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.

July 21: 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 4:  Disability Accommodation in 60 Minutes: Defining a disability; requests for accommodation; the interactive process; accommodations of choice; undue hardship. 

August 18: 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. 

September 1: 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 Feb 24).
  • Special series discounts available through February 24: $2,925 for the first 13 webinars or $3,150 for all 14. See registration form for details.

Standard Tuition: 

  • $270 per site, per session (payments made Feb. 25 or later).


Teleworkers may be added to a primary site registration for $40 each, per session, on a space-available basis.

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