Many of you have stated that you found these meetings valuable and helpful in your role as a supervisor or manager.
As we have discussed, one of the most valuable parts of the meeting is to listen and learn from each other. Another outcome has been to develop consistent practices in handling employee situations.
Over the past two years, these are the topics that have been covered:
Reviewed hiring practices
Reviewed progressive discipline (difference between evaluation and discipline)
How to create an environment free of harassment
How to establish effective working relationships and improve motivation of your employees
How to handle suspected substance abuse, odd behaviors; review of guidelines, warning signs and observed behaviors
The procedures for placing an employee on administrative leave
How to work with employees who have medical, psychological, emotional or other health related issues such as
On the job injury
Employee Assistance Program
Evaluation procedures and how to conduct an evaluation conference
The new on-line application process and use of Nextel phones
We would like to continue having meetings next year, perhaps monthly. Please send me any suggestions for items that you would like to discuss during the 2008-2009 school year. I would appreciate receiving your input no later than July 11, 2008. Then I will send out a tentative schedule and agenda.
Thanks and have a great weekend.
Catherine L. Birdsong
Director, Classified Employees
Human Resources Division
Edmonds School District
20420 68th Ave. W
Lynnwood, Wa 98036-7400
Blog: Thank you to the anonymous contributor that sent this along. Perhaps a few of our readers may have a suggestion or two.
Saturday, June 21, 2008
Refining the Human Resources playbook
Posted by ESD15.org at 7:22 AM
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So you only discuss "How to create an environment free of harassment?" You don't really have to do any creating? You know maybe horseback riding has some benefit in creating a harassment free work setting? I have seen some value there recently.
Amazing how totally oblivious some people are to the results of their actions and how they act in direct contradiction to their stated goals. Not that any of us are perfect, but most of us have some understanding of the effect of our actions.
Reminds me of something I read recently: To err is human; to blame it on someone else shows management potential.
Be sure to include: Don't hit "reply all" otherwise you look like an idiot!
Hey the "blame it on someone else" accurately describes the hot air, soon to be former supervisor in the district. You know he has never been wrong on anything since he was hired, or ushered in I should say. Can we give everybody in the district a chance to meet this phenom? Maybe like a huge pineapple pizza party? That would be fun.
Sounds like someone trying to justify their position by writing a memo that outlines a few hours of meetings that were probably sparsely attended. I'm sure there was BIG impact on people's ability to do the right thing as a result of their attendance right?
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