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 Biden’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. Any of these programs may be presented onsite, or on a virtual platform. See below for program topics and descriptions.


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; LGBTQ protections; 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 differences; 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.

or 

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


Feb
16
Thu
Reasonable Accommodation: Meeting Post-pandemic Challenges in Your Agency
Feb 16 @ 1:00 pm – 3:00 pm

Class Description

For all intents and purposes, the pandemic is over, yet it continues to pose a significant challenge to federal agencies, particularly in the area of reasonable accommodation. Different variations of COVID are still floating around. COVID continues to keep many people from returning to the physical workplace. And the long-term impacts of COVID are now being felt.

Join FELTG Instructor and Attorney at Law Katherine Atkinson for this two-hour class to ensure you are prepared for this new world of reasonable accommodation.

Employee needs, physical conditions, and medication adjustments evolve over extended periods. Once successful accommodations may no longer be effective. You must have a process in place to properly re-evaluate the effectiveness of employees’ accommodations.

Get ready, you’re going to hear a lot about the word “telework” in these accommodation discussions. After all, employees successfully worked remotely for almost two years, so why wouldn’t it be a viable and effective accommodation? Are you prepared to make the right determination on a request to telework as an accommodation?

New conditions have emerged over the last couple of years, and you should be ready to provide reasonable accommodations for qualified individuals with long haul COVID, breathing challenges, and mental health conditions.

Learning takeaways

Attendees will learn how to:

  • Effectively revisit existing accommodations.
  • Use the interactive process to find an effective reasonable accommodation.
  • Determine if telework is an effective accommodation.

Date and Time

Thursday, February 16, 2023, 1:00 – 3:00 pm ET

Instructor

Katherine Atkinson

Registration

Download Individual Registration Form

Pricing

  • Early Bird Tuition: $295 (payment required by February 2)
  • Standard Tuition: $325 (payments made February 3 or later)
  • Rates per registrant.
  • Want to register a group? Group discounts for 10 or more attendees are available until February 2. Contact FELTG.

Event FAQs

  • Can I attend Virtual Training from my government computer?
    • FELTG uses Zoom for this Virtual Training Institute event. Many government computers and systems allow Zoom 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. You may also attend the training event as an audio training, by dialing in over the phone and following along with the materials independently.
  • 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.
  • What if I want to attend a session but have a schedule conflict?
    • FELTG also plans to offer this live event periodically, so check our calendar for upcoming dates.
  • 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. Group discounts are available until February 2.

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.

Mar
7
Tue
Webinar Series – The Federal Supervisor’s Workshop: Building the Best Toolkit for Managing Today’s Workforce
Mar 7 @ 1:00 pm – 2:00 pm

Download Registration Form

Instructors

Deborah Hopkins, Barbara Haga, Katherine Atkinson, Ann Boehm, Joe Schimansky

Course Description

The most comprehensive supervisory training event available anywhere returns once again. The Federal Supervisor’s Workshop: Building the Best Toolkit for Managing Today’s Workforce offers six specific sessions (with a bonus seventh session for those who manage bargaining unit employees) that will give you the tools and skills to effectively and efficiently manage in the Federal workplace circa 2023.

If you’ve attended FELTG’s previous supervisory webinar series, UnCivil Servant: Holding Employees Accountable for Performance and Conduct, or any of our other flagship courses, these fast-paced and engaging 60-minute sessions, held monthly from 1 – 2 pm ET, will expand upon the legal and foundational principles shared in those sessions with best practices to handle very specific discipline, performance, leave, and reasonable accommodation situations. And the guidance shared will help you build the necessary framework to tackle numerous other specific and equally challenging situations.

FELTG’s annual supervisory series will get you up to speed quickly, without wasting any of your time. Just 60 minutes each month. The sessions are taught live by FELTG’s experience instructors AND you’ll have the chance to ask questions and get answers — in real time.

2023 dates and topics:

March 7: Why Supervisors Need to Use the Douglas Factors

If you’re not using the Douglas factor analysis to figure out an appropriate penalty for a misbehaving employee, then you’re doing it wrong. And when an appeal is filed, your action may not be so easy to defend without this justification. A scan of MSPB cases reveals how regularly Federal supervisors fail to understand these factors, and how that lack of understanding may sink the agency’s case. FELTG instructor Ann Boehm will explain the importance of the Douglas factors, using both foundational and recent case law examples, and walk you through the importance of each factor.

 April 4: 5 Keys to Implementing and Managing a Successful Performance Opportunity Period

You’re not alone. Every agency has employees whose performance is unacceptable. The key to addressing poor performance is to initiate an opportunity to demonstrate acceptable performance (called everything from a PIP or OIP to an ODAP or DP). A successful opportunity period will either lead to sustained improved performance OR a defensible performance-based removal. From the Santos requirement to a post-PIP drop in performance, FELTG President Deborah Hopkins will explain the key steps to take and pitfalls to avoid.

May 2: They Just Won’t Show Up: Handling Excessive Absence

In a year when no-shows are more common than they should be, supervisors need to understand how to handle excessive absence, using the appropriate tools to correct employee behavior, while keeping in mind cases that involve reasonable accommodation or medical inability to perform. In 60 minutes, FELTG Senior Instructor Barbara Haga will share the documentation needed and steps necessary to effectively discipline an employee for excessive absence, leave abuse, and other related matters.

June 6: Ensuring Accountability with Hybrid and Teleworking Employees

Many experts agree: The performance success of a hybrid or telework environment will come down to managers and supervisors. You may think you know how to discipline. And you may think you know how to handle poor performance. Now that your employees are spread out beyond the physical workplace, you must hold all equally accountable for performance and conduct, regardless of where they physically work. FELTG President Deborah Hopkins will give you the tools and foundation to effectively do that, while also managing employees who remain in the physical workplace.

July 11: Trends in Hostile Work Environment Harassment: 2023 Edition

The pandemic sparked a rise in hate crimes against Asian-Pacific Americans and now the country is dealing with a steep increase in antisemitic threats and actions. How have these trends impacted the Federal workplace, and what is the supervisor’s role when it manifests in microaggressions, bias, harassment, or outright discrimination? This 60-minute webinar provides the tools supervisors need to recognize and quickly take effective action to prevent and correct illegal harassment in the workplace..

August 8: Providing Reasonable Accommodation for Invisible Disabilities

The effects of the pandemic live on in an increase in chronic fatigue and depression, not to mention the severe impact of long haul COVID. Meanwhile, chronic pain, diabetes, and other non-visible disabilities are on the rise as the Federal workplace continues to age. During this webinar, managers will learn how to find the right accommodation for a number of hidden disabilities.

August 22: What Supervisors Should Know About Official Time

The Labor-Management Statute holds labor and management equally accountable to the taxpayer with a shared responsibility to ensure that official time is authorized and used appropriately. In this 60-minute class, Ann Boehm will share everything that supervisors need to know to uphold that responsibility without overstepping their role. Attendees will learn who is entitled to official time — and who isn’t, along with the latest relevant case law and guidance.

Pricing

Early Bird Tuition:

  • $270 per site, per session (payment required by February 24).
  • Special series discounts available through February 24: $1,525 for the first 6 webinars or $1,795 for all 7. See registration form for details.

Standard Tuition: 

  • $295 per site, per session (payments made February 25 or later).

Working from home? Teleworkers may be added to a primary site registration for $60 each, per session, on a space-available basis.

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.

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