New Jersey Civil Service Commission44 South Clinton AvenueTrenton, NJ 08625-0317

http://www.state.nj.us/csc/

Robert M. CzechChair/CEO

Chris ChristieGovernor

Kim GuadagnoLt. Governor

To inquire about S3 Training, customized or contract classes, please contact:

Kevin Wright: (609) 777-0912

Link to website:http://www.state.nj.us/csc/employees/training/index.html

Cost per person: $459

Pre-requisite:None

Length: 18 hours, one day per week for 3 weeks

Class Time: 8:30am- 4:00pm

Scheduled Sessions:October 13, 2015October 20, 2015October 27, 2015

SupervisorSuccess Series

Th ree Day Certifi cation Program for Supervisors in Performance Management

S3

Critical Conversations

Day one focuses on the necessary communicationcomponents needed to establish an open and candid two-way performance management dialogue. Along with identifying the four key dimensions of communication needed to communicate with employees at every level in the organization, supervisors will develop an outcome centered approach that will help motivate others and encourage self-improvement. The exploration will also include the identifi cation of various leadership communication styles through completing a self-assessment that will help participants maximize their communication strengths and recognize areas for improvement.

Day

One

Core Learning Objectives Include:

• Identify the communication challenges you face as a supervisor and learn different techniques to reduce miscommunication

• Assess your own leadership strengths and discover areas for improvement

• Demonstrate how to give effective, positive, and constructive feedback

• Develop an approach to address diffi cult conversations that results in a more consistent, positive outcome

• Understand the purpose and benefi ts of the performance management process

• Identify job tasks and set performance standards and goals

• Identify the requirements and skills of being a masterful coach

• Develop an awareness of common supervisory biases and errors in rating employee performance

• Analyze performance problems

• Identify employee behaviors that can be addressed through disciplinary action

• Explain the benefi ts of documenting an employee’s poor performance

• Understand the discipline process outlined in Title 4A

Performance Planning

Performance planning is an active process that requires long term engagement between supervisors and their employees. Day two focuses on the three phases of performance planning and the skills supervisors need to help support those who report to them. In addition, participants will become knowledgeable of how to address common performance problems, and how to manage high performers in order to help them achieve at their optimal performance level.

Day

Tw

o

Managing Performance, Documentation, and Discipline

Day three focuses on the skills supervisors need to identify and tackle performance problemsin an effective, timely fashion, and set boundaries for appropriate behavior. Supervisors will discoverstrategies and tips to help them analyze performance problems and communicate concerns constructively with employees while gaining an understanding of the documentation and discipline process.

Day

Thr

ee

Th ree Day Certifi cation Program for Supervisors

Effective performance development requires supervisors to support employees in meeting job performance criteria by assessing employee knowledge, skills, and abilities in relation to the mission and set standards of the organization. In this three day certifi cation series, supervisors will gain an understanding of the leadership skills and techniques that are critical to theincreased development of employee performanceand overall effectiveness. Supervisors will learn methods to communicate goals and performance feedback with employees whoare achieving performance standards as wellas employees whose performance falls below expectations. The series will also focus onthe active engagement needed in the three phases of the performance planning process.In addition, participants will develop a procedurefor gathering and documenting objective performance data and gain a solid foundation of the progressive disciplinary process used to reduce an employee performance gap when other methods have failed.