first sun education and development resource guide€¦ · · 2011-02-19first sun education and...

First Sun Education and Development

Resource Guide

Finding Solutions Together

Meeting Your Needs

Making a Difference

800-968-8143

803-376-2668 Columbia Area www.firstsuneap.com

I. Our Approach to Education and Learning II. Our Team III. Learning and Networking Conferences IV. Instructor Led Training and Development Programs

A. EAP Awareness Training B. Organization and Enrichment Training

i. Training Titles ii. Training Descriptions

C. Sample Promotions for Programs

Helping People Be Better At Work

F i r s t S u n E d u c a t i o n a n d D e v e l o p m e n t R e s o u r c e G u i d e

Table of Contents

First Sun Education and Development Resource Guide

As a provider of EAP services or in response to a request for training within an organization, we seek to understand the culture and workplace practices as well as the policies, procedures and management philosophies of the overall organization and of senior management. Training sessions at all levels of the organization begin with an assessment. We are committed to understanding concerns, needs and desired results before offering solutions. We are often asked to help customers discover new ways to resolve and/or deal with persistent organizational, operational and leadership concerns, issues and challenges. Our services reduce organizational risks and costs and enhance organizational health. We offer tailored training and consulting to help people be better at work.



Our Approach to Education and Learning

First Sun EAP is staffed with professionals holding diverse and varied qualifications, certificates and academic degrees. The team is designed to meet the needs of our customers in the areas of risk management, organizational consultation and development, crisis intervention, compliance training and leadership skills. Our team consists of Masters and PhD level counselors, Certified Employee Assistance Professionals, Certified Addictions Counselors, Master Certified Coaches and Registered Organization Development Specialists each with a minimum of ten years of practical experience.



Our Team

Regional Manager Training - Regional manager trainings are routinely offered throughout the year in South Carolina. Participants represent a diverse population of business and industry. The focus of each training is to identify current trends in the workplace and to share information on how to use an EAP to enhance job performance. Previous topics have included Generations in the Workplace, Workplace Bullying, The Economic Pressure Cooker and The Effect of Substance Use and Abuse on the Workplace. HRCI credit hours are available for attendees. Advisory Conferences - First Sun EAP hosts Advisory Conferences each year. These free conferences provide HRCI approved credit hours. These meetings provide an opportunity for us to solicit feedback from company representatives on current workplace trends, identify concerns and assess needs for future program development. Attendees participate in interactive workshops and share ideas about challenging issues. The venue is relaxed and lends itself to making new contacts and networking. Some of the topics previously presented include Workplace Ethics, Employee Retention Practices, Workplace Wellness and Best Practices for the Four Generations in Today’s Workplace. Live Performance Events - First Sun EAP hosts live performance events each year for HR and leadership personnel. Live role play performances demonstrate the types of problems brought to the EAP by employees, family members, managers and supervisors. A panel of legal and workplace experts discuss how an EAP referral can help improve job performance, avoid costly problems and avoid risk and liability.



CONFERENCES

MEETINGS

Learning and Networking Conferences



Instructor Led Training and Development Programs

Once an EAP is in place, it is essential to orient all parties to the services available and how best to use them. The First Sun team works with our customers to tailor an ongoing training campaign that encourages high utilization of the EAP by Human Resource professionals, managers, employees and their family members. First Sun is committed to being onsite to provide this training and will tailor sessions to the needs and schedules of our customers. We can provide these trainings as standalone sessions or as part of other scheduled training events or initiatives.

Employee Orientations - First Sun representatives are available to come onsite to train workers on the features and benefits of the EAP and how to access services. DVD and video versions are also available. Videos can be viewed on our website at www.firstsuneap.com. EAP Manager Training - Onsite management training is available on how to use the EAP to address workplace performance and behavioral issues. This topic is also available as a DVD or video presentation and can be shown at the worksite or viewed on our website. We also have a self-paced manager training program on the website that managers can view to increase their knowledge of how to use the EAP as a management tool.


EAP Awareness Training


First Sun provides tailored training and consulting that helps people be better at work. We have an expert team of consultants dedicated to providing your organization with customized, effective training and consultation services for all of your workplace needs.



*The content of these trainings is mandated by the EEOC or Federal Sentencing Guidelines for all companies.

Employee Development

Surviving a Layoff Fit At Any Age

Preparing for Retirement Stress Management

Basic Money Management Dealing with Difficult People

Organizational Success Succession Planning Talent Management Retention Initiatives

Focus Groups Telephonic Exit Interviews

Employee Satisfaction Surveys Mission/Vision/Values Development

Balanced Scorecard Management Level New-Hire Skills Assessment

Outstanding Customer Service Layoff Planning

Meeting and Retreat Facilitation

Risk Management

Termination Assistance Services Avoiding Employment Litigation Preventing Workplace Violence

Preventing School Violence Conducting Harassment Investigations

Drug Free Workplace Consultation/Training Alcohol and Drug Awareness: Signs and Symptoms

Critical Incident Stress Management Workplace Bullying

Identity Theft * Preventing Harassment

Management/Team Development

Managing Change Generations in the Workplace Team Building/Development

Myers-Briggs Facilitation The Supervisor’s Skill Building Institute

Executive Coaching New Manager Coaching

* Ethics in Business

Organization and Enrichment Training

Termination Assistance Services - When it is necessary to terminate an employee, many times the organization has concerns about how the individual will react and/or the negative effect on their emotional well being. When First Sun Termination Assistance Services are used, many employees are deterred from filing lawsuits or otherwise retaliating against the organization and are encouraged to create a positive direction to move forward with their lives. Each case is customized to best serve the specific needs of the organization and the individual employee. We assist the employee to move on to the next phase of life in a positive way. Additionally, the consultant can serve as a witness that the termination was done properly. Many labor and employment attorneys advocate First Sun Termination Assistance Services and agree that with its use, negative repercussions and liability are greatly reduced for the employer. Avoiding Employment Litigation - This course teaches managers and supervisors how to document employee performance and avoid liability for improper personnel actions. Attendees will also learn how to avoid

a charge of discrimination or harassment, and document regulatory compliance. Upon completion of the training, participants will also have a solid understanding of vicarious liability and affirmative defense. Preventing Workplace Violence - Every workplace can be made safer. This workshop has been presented to over 2000 employers. A number of law enforcement agencies have requested this class for their officers. It has been a favorite for professional conventions around the southeast United States. Preventing School Violence - Administrators, teachers and parents need to understand and identify factors that will alert them to the potential of an incident of school violence. This workshop introduces warning signs, ways to defuse potentially violent situations and therefore decrease the severity and liability of a violent incident.




Risk Management

Conducting Harassment Investigations - Employers have a responsibility to conduct timely, fair and thorough investigations of complaints and observations of workplace harassment. The law dictates that employers must take all necessary steps to keep harassment from occurring. A demonstrated willingness to respond promptly to complaints supports the employer’s efforts, and investigations can help an employer uncover and improve areas of weakness in its prevention policies and procedures. Many successful lawsuits have been based, not on the original inappropriate behavior, but on the company response to the report. This course teaches participants how to comply with the requirement of a thorough and unbiased investigation with proper remedial action. Drug Free Workplace Consultation/Training - This service helps companies look at whether they are moving in the right direction towards a Drug-Free Workplace. Our consultants provide: • Assessment of your organization’s risks • Evaluation of policies or assistance with policy development

• Discussion of treatment options for substance abuse • Review and guidance regarding medical coverage • Training for your employees on alcohol and substance abuse • Training for your management on addressing job performance issues that could be

drug related Alcohol and Drug Awareness: Signs and Symptoms - This workshop is designed to serve every level of the organization. Managers and supervisors learn the importance of confronting performance problems early, immediately responding to reports or observation of an employee that may be impaired and the importance of having a comprehensive policy that is followed consistently. Topics covered are;

• Alcohol (Abuse vs. Addiction) • Most Common Drugs of Abuse • When, Where and How to Find Help, including your EAP • Review and/or Development of an Alcohol & Drug Policy • How to Get Help for Self and/or Others • Signs and Symptoms of Use and Abuse • How Drug Testing Works




Risk Management

Critical Incident Stress Management - First Sun encourages corporate clients to be prepared by forming a Management Team to develop, review and implement policies and procedures to follow in the event of a critical incident. We offer the following services: • Preparedness Assessment • Policy Consultation • Preparedness Training • Resiliency Training • Post-Incident Response • Onsite Groups and Counseling • Ongoing Management Consultation • EAP Services Workplace Bullying - Unfortunately bullies are not just found on the school playground. Employees report being bullied while on the job by managers, co-workers, customers and vendors. This training and/or consultation begins with a clear definition of a workplace bully. There is a big difference between bullying and workplace violence although

bullying may indeed lead to violence. There are many potential risks if bullying is allowed to continue so managers and supervisors are taught prevention as well as how to effectively stop this behavior in their workplace. Identity Theft -Both individuals and organizations are exposed to liability. Employers have a stake in protecting employees, customers and shareholders. A major source of identity fraud is theft of employer records. A recent study found that 51 percent of all identity thefts occur in the workplace, usually perpetrated by people hired to perform low-level tasks, such as data entry. This course looks at ways to avoid loss and liability from Identity Theft. Preventing Harassment - Both the EEOC and the courts have carefully considered the employers’ efforts to educate and prevent when deciding liability for harassment. They recommend thorough training for understanding through workshops with role-plays, allowing audience feedback and question-and-answer time. This class accomplishes that goal and has been proven to meet this test for thousands of employers. It trains participants on and meets one of the requirements for an affirmative defense under Title VII of the Civil Rights Act. It is very informative and consistently receives top ratings.




Risk Management

Managing Change - This training is designed for managers and supervisors who are driving change to revitalize and improve corporate performance. Employees at all levels will look at future changes in a new way, no longer feeling anxious and hopeless, but looking at opportunities. This training will help its audience to understand the dynamics of change, as well as the human reaction and behaviors associated with change. Those who attend will leave the training with a more solid understanding of how change affects an organization and its members, while learning effective strategies to assist, support and manage those that are facing change.

Generations in the Workplace - For the first time in history, there are four generations working side by side in the workplace. Generational relations can be difficult to manage. What are the best practices for motivating, managing and retaining the different generations in your workplace? This training is designed to answer those questions while helping HR and workplace leaders manage a generationally diverse workforce. Some benefits of this training include: learning key

differences between generational values and work ethics, how to increase morale and productivity and improve employee retention. Participants will also learn how to support the various generations through effective communication, management and coaching.

Team Building/Development - This course is designed for work groups. Participants learn how to improve interaction and problem solving among team members and reduce stress in the workplace. Identifying strengths and weaknesses, developing healthier inter-group relations and improving leadership skills are other tools participants will walk away with. This highly interactive training will leave attendees with the skills needed to improve support and trust levels among employees, reduce unhealthy conflict and increase productivity and efficiency. This course has been extremely popular and is identified as the most fun people have ever experienced in a training session. Participants learn how to apply these team concepts back on the job to improve the group performance.




Management/ Team

Development

Myers-Briggs Facilitation - The Myers-Briggs Type Indicator® (MBTI) assessment is the most widely used personality assessment in the world. It offers a foundation for understanding individual differences and applying that understanding to the ways people think, communicate, and interact in the workplace. It is used to develop individuals, teams, and organizations to meet today’s challenges in such areas as communication, team building, leadership and retention management.

The Supervisors Skill-Building Institute - This is our most comprehensive course for building solid supervisory skills. Prior to starting the Institute, the instructor interviews each participant’s manager to determine the specific skills that need concentration. The

Institute meets for 3 hours each month for 4 months. Participants have “homework” to practice skills between the monthly meetings and then report results. The instructor is available by phone and email during the entire six month period. Participants learn to:

• Manage change • Document employee performance • Supervise “problem” employees • Deliver clear and understandable communication • Turn performance evaluations into positive coaching sessions • Give appropriate direction for personal problems without becoming distracted from

work objectives • Help work groups to develop and accomplish team goals • Coach employees to perform at their highest level • Practice skills in their own work environment and receive feedback at the next

session • Avoid liability for improper personnel actions




Team Development

Leadership Development

Conflict Management

Retention Management

MBTI Management/

Team Development

Executive Coaching - The distinguishing features of coaching are that it is personalized, customized, usually done one-on-one over a period of time, and with a specific business objective in mind. Coaching is a highly individualized process that depends both upon the nature of the client and the coach’s knowledge, skills and abilities. Career Development, Skill Development and Performance Enhancement/Improvement are typical reasons for coaching referrals. Essentially, coaching is a business proposition with the purpose of producing learning, behavioral change and career growth in the individual receiving the coaching, for the (economic) benefit of the organization. New Manager Coaching - The first year for new supervisors or managers is often one of the most difficult times in their career. They rarely have adequate training for the new management role. Usually they are promoted because of their technical skills, not because of their managerial experience or expertise. They are expected to know all

polices and regulations and apply them to their subordinates and they must identify and confront performance problems. New Manager Coaching is an effective strategy to help these individuals in their new role. They receive individual support as well as learn essential leadership skills Ethics in Business - Practicing ethical behavior at work is not only good, it is good for business. This course meets one of the requirements for establishing an affirmative defense under the Federal Sentencing Guidelines. It also complies with the Sarbanes-Oxley Act of 2002, which strongly encourages publicly traded companies to have an ethics program with a code of conduct and training on the code for all employees. Real life case studies, where taking the best and most ethical solution is not always obvious, are presented.




Management/ Team

Development

Surviving a Layoff - The current economic recession promises to be a challenging time for HR professionals. Initiatives that center on layoff alternatives or respectful layoff practices, retaining and developing remaining personnel, and maintaining the employer culture and brand will come under greater scrutiny during this recession. In this training, HR and workplace leaders will learn about the commonly used layoff alternative practices, as well as some tools that are essential if the layoff is unavoidable. How to plan for the future and take care of the employees you still have while helping them reach their full potential are examples of concepts learned here. Fit At Any Age – As the saying goes, the young man squanders his health in pursuit of wealth, while the old man squanders his wealth in pursuit of health. This course separates facts from fiction, and identifies how everyone can take positive steps to be healthier. Participants will receive guidance and support in setting their individual fitness goals along with a plan for achieving their goals.

Preparing for Retirement - This course looks at the financial, recreational, social and spiritual needs of retirees and helps the participants to examine a wide range of options for the stage of life that is broadly described as “retirement”. Stress Management - This interactive training teaches participants to define and identify stressors, particularly in the workplace. Because not managing the stress in life can negatively impact overall health, participants are provided tools and exercises to help reduce and manage everyday stressors.





Basic Money Management - In this tough economic climate, it is important for everyone to have a solid education about how to get the most out of their money and take control of their finances. This training will provide that for employees by covering basic money management practices and resolving common myths about credit and debt. Attendees will learn how to take control of their personal finances, and discover a step-by-step process to financial freedom. Most importantly, they will learn ways to change their spending habits and feel comfortable with their financial future.

Dealing with Difficult People - Whether at home or at work, we need to recognize difficult behaviors and deal with them effectively. Managers will learn to confront “difficult employees” rather than avoid them and employees at all level will learn to handle difficult situations successfully. Attendees will also learn why people exhibit difficult behavior, important strategies in managing the behavior, and will practice effective communication methods to use when people are difficult.





Succession Planning/Talent Management - Change is constant. It isn’t something that will happen when certain personnel retire; it’s something that occurs now, every day. Although the retirement of leadership personnel seems like a milestone event, it will be only one detail in the life an organization. Succession planning is about sustaining the business plan and organizational culture for years to come. Retention Initiatives: Talent Management, Focus Groups, Telephonic Exit Interviews, Employee Satisfaction Surveys - Developing a work-place culture that attracts, engages and builds lasting relationships is a task that involves periodically taking the pulse of the environment employees work in. Tailored and hands on, the results of these retention tools can target problem areas that when addressed, can help rebuild workforce commitment. Mission/Vision/Values Development - The development of well-written vision, mission and values statements signals intent and direction, allowing employees the freedom to put their own mark on

implementation. Jim Collins makes a strong case in his book Built to Last that embracing vision is part of what separates truly exceptional companies that stood the test of time from those that don’t.

Balanced Scorecard - A balanced scorecard provides a framework that outlines and measures effectiveness of the changes initiated. It is also a means for identifying when further improvement is necessary. Additionally, it acts as a strategic communication tool in managing the expectations of all those impacted by change. This training helps attendees understand how to construct and administer an effective balanced scorecard.

Management Level New-Hire Skills Assessment - Strong leadership skills are essential for all levels of management. Whether used for hiring, developing or coaching, the The CPI 260® leadership assessment objectively pinpoints both strengths and potential development opportunities. Its 260 items measure more than two dozen scales in such areas as self management, organizational capability, team building, problem solving, use of authority, managing change and many other work-related characteristics.




Organizational Success

Management Training

Leadership Development

Succession Planning

Coaching/ Performance Improvement

CPI 260

Outstanding Customer Service - Customer service training must begin with leaders who are committed and dedicated to practicing outstanding customer service with internal as well as external customers. Leaders then share practices and policies as role models and mentors. When employees are motivated by proper training and then rewarded for good performance they will believe that you care about them. If your employees are treated well they will treat the customers well, and if the customers are well treated they will come back. In this training, attendees on various levels will learn ways to improve their internal and external customer service and understand its importance. Layoff Planning - The focus of this seminar is to help companies be proactive rather than reactive. In the event that a layoff is necessary participants will be prepared . Layoffs are painful for all involved. But a thorough and humane plan that includes ‘before, during and after’ components can make all the difference. When the economy does turn around, downsized organizations that have streamlined and invested in their personnel will be positioned for success.

Meeting and Retreat Facilitation - Hiring an outside facilitator has four distinct advantages:

1. It allows everyone to fully participate in the process without having to worry about running the session.

2. A neutral facilitator can help the group navigate conflicts and find common ground. 3. A skilled facilitator provides structure to keep participants on-task; processing discussions

in a way that leads to productive results. 4. It is a huge time saver. It takes a lot of time to plan a meeting, write up the results of the

meeting, and draft follow-up documents. For many organizations, it makes more sense to contract for this work than to add it to the workload of an already overburdened leader.




Organizational Success



Sample Promotions for Programs

first sun education and development resource guide€¦ · · 2011-02-19first sun education and...

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