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Governor Eric J. Holcomb
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Workshops

Click here to see an overview of each of the available workshops and see below for upcoming dates.

If you need accommodations for any of these workshops, please use this request form. If the form displays an error message, please right click the link and open it in an incognito window. You should be prompted to log in with your State of Indiana email.

  • November Workshops
    Wednesday, November 6

    Setting Expectations, 9-10:30 a.m.
    Register: Virtual Meeting

    Improving Poor Performance with Intervention, 11 a.m.-12:30 p.m.
    Register: Virtual Meeting

    Effective Evaluation at the Performance Appraisal, 1:30-3 p.m.
    Register: Virtual Meeting

    Wednesday, November 13

    Conducting Effective Interviews, 9-10:30 a.m.
    Register: Virtual Meeting

    Navigating Interview Central, 11 a.m.-12:30 p.m.
    Register: Virtual Meeting

    Utilizing Equitable Hiring Toolkits, 1:30-3 p.m.
    Register: Virtual Meeting

    Thursday, November 14

    Understanding Workplace Accommodations, 9-10:30 a.m.
    Register: Virtual Meeting

    Understanding Extended Leaves of Absence, 11 a.m.-12:30 p.m.
    Register: Virtual Meeting

    Engaging Your Team ​in a Learning Culture, 1:30-3 p.m.
    Register: Virtual Meeting

    Monday, November 18

    Talent Acquisition (TA) Hiring Manager Workshop, 2-3 p.m.
    Register: Virtual Meeting

  • December Workshops
    Tuesday, December 3

    Measuring Progress and Utilizing Feedback, 9-10:30 a.m.
    Register: Virtual Meeting

    Improving Poor Performance with Intervention, 11 a.m.-12:30 p.m.
    Register: Virtual Meeting

    Wednesday, December 4

    Navigating the Multi-Generational Workplace, 9-10:30 a.m.
    Register: Virtual Meeting

    Identifying Unconscious Bias, 11 a.m.-12:30 p.m.
    Register: Virtual Meeting

    Fostering Allyship, 1:30-3 p.m.
    Register: Virtual Meeting

    Tuesday, December 10

    Engaging in Effective Feedback, 9-10:30 a.m.
    Register: Virtual Meeting

    Effective Evaluation at the Performance Appraisal, 11 a.m.-12:30 p.m.
    Register: Virtual Meeting

IMC Workshops Overview

Facilitation Team Workshop Title Learning Objective Brief Overview
Learning & Development Navigating the Multi-Generational Workplace
  • Understand the generational breakdown and characteristics of generational differences.
  • Recognize tools to recruit, engage, & collaborate with individuals across generational differences.
  • Implement strategies to work across generational differences.
 Reflect on your own experiences as you gain a more solid understanding of how generational differences impact workplace interactions. Learn to bypass assumptions and focus on building a solid workforce by recruiting and engaging employees that span across five unique generations.
Identifying Unconscious Bias
  • Understand the types of unconscious bias, specifically those present in a workplace setting.
  • Recognize consequences of these actions remaining uninterrupted.
  • Execute strategies to interrupt these actions in a workplace setting.
 Develop a solid understanding of unconscious bias and learn to navigate diverse workplaces by providing access to candidates and employees with marginalized identities and contribute to positive systemic change.
Fostering Allyship
  • Understand gender identity - including definitions, common misconceptions, etc.
  • Understand pronoun usage in daily conversations.
  • Engage in dialogue related to pronouns and gender identity.
 Engage in learning about the history, common terminology, and importance of gender identity and pronoun awareness in the workplace as you develop a deeper understanding of what it means to be an ally.
 
Learning & Development With Talent Acquisition Utilizing Equitable Hiring Tools
  • Identify what diverse recruiting is and why it is important.
  • Identify the essential components of a hiring panel process.
  • Understand the functionality of the Diverse Job Posting Toolkit and the Hiring Panel Toolkit.
  • Implement the Equitable Hiring Toolkits for your team and/or agency.
 Review relevant terminology and best practices as you familiarize yourself with each of the toolkits. Through reflection on current hiring practices and recommendations for the future, understand more about sourcing candidates and hiring panels. Walk away with strategies and resources for more inclusive, strategic and successful hiring practices.
 
Talent Acquisition Managing SuccessFactors as a Hiring Manager
  • Improving the overall candidate experience.
  • Create a requisition that attracts the right candidate.
  • Efficiently move candidates through the selection and hiring process.
 Examine the “why” behind key metrics as you review best practices for the hiring process. Learn tips and tricks for creating a requisition and review candidate management strategies with a SuccessFactors demo.
Conducting Effective Interviews
  • Identify best practices for job descriptions.
  • Create interview questions based on the skills and requirements for your roles.
  • Identify the most effective interview formats.
  • Effectively structure and conduct interviews.
  • Utilize best practices for making final decisions and investing in your candidate.
 Engage in collaborative discourse about how to identify and measure desired skills in interviews. Develop effective interview practices by crafting purposeful questions, selecting the appropriate team and utilizing a scoring rubric.
Navigating Interview Central
  • Understand the purpose of Interview Central.
  • Understand how to navigate the tools and resources located within Interview Central.
  • Understand how to effectively use the Interview Rubric to correctly rate a candidate.
 Follow along as the team guides you through the functionality of Interview Central and details the positive effects of its usage on the candidate experience. Expand your knowledge in utilizing the tool by engaging in a guided, comprehensive demonstration.
 
Compensation & Organizational Design Navigating Compensation as a Hiring Manager
  • Understand the policies and processes related to compensation.
  • Identify the various components and factors that impact compensation decisions.
  • Examine example scenarios to apply learned knowledge on compensation and organizational design.
 Review the Job Code Action and Compensation & Classification Review (CCR) processes, develop a deeper understanding of pay equity through example scenarios and collaborative conversation, and identify key resources for future reference.
 
Employee Relations Understanding Workplace Accommodations
  • Understanding the scope and responsibilities of the Americans with Disabilities Act for state employees.
  • Define what is a reasonable accommodation under the ADA.
  • Identify how to engage in the interactive process with an employee using available resources.
  • Understand the scope and responsibilities of the State’s Reasonable Accommodation policy and Reasonable Accommodations Arising out of Pregnancy, Childbirth, or Related Medical Conditions Policy.
 Revisit the definition of a disability as outlined by the ADA and identify responsibilities for employees, supervisors and HR. Learn best practices for engaging in interactive discussions when requests are made for reasonable accommodations and understand the process that follows.
Understanding Extended Leaves of Absence
  • Identify situations where extended absences apply to state employees.
  • Understand the eligibility, application and notification processes and responsibilities for all types of extended absences.
  • Locate the appropriate resources for employees and managers for all types of extended absences.
  • Identify what questions you can and cannot ask state employees about their absences.
 Review policies and procedures for FML, NPL, S/LTD and Military Family Leave specifically looking at eligibility and duration for each type. Learn which types of leave are paid/unpaid and how to access necessary resources for application. Take away tips for handling your responsibilities as a manager as it pertains to suspected FML misuse and managing both intermittent and continuous absences.
 
Benefits Supporting Employee Wellness
  • Get familiar with employee wellness resources.
  • Learn tips and tricks to help your staff take advantage of wellness resources.
  • Learn to recognize opportunities to promote wellness resources.
 Know about the wellness programs and resources that are available to state employees. Learn to create positive relationships and impact the health and wellness of your team by making programs and resources available to them, creating an environment where health and wellness is valued, and encouraging them to use available programs.
 
Workforce Strategy & Performance Engaging in Effective Feedback
  • Explain the intention of feedback and why it’s important.
  • Prepare and provide effective feedback.
  • Use feedback to stay or get back on track.
  • Create and participate in feedback culture.
 Learn to deliver both reinforcement and constructive feedback by considering the person, setting and intention and approaching conversations with empathy. Create a culture of effective feedback to get or keep your team on track.
Improving Poor Performance with Intervention
  • Explain the intention and importance of timely intervention.
  • Identify when to intervene.
  • Explain who is accountable when an employee’s performance is poor.
  • Determine the appropriate tool and/or approach to intervene.
 Determine whether poor performance is impacted by willingness or ability & learn to utilize tools such as effective feedback, the SBI Model, or Performance Improvement Plans to find a path forward. Learn to identify performance gaps and expected outcomes and provide appropriate resources.
Measuring Progress & Utilizing Feedback
  • Use SMART goals to create a plan of action.
  • Use the Success Measure & plan of action to determine progress.
  • Use team and 1:1 meetings to monitor progress.
  • Recognize & celebrate milestones/achievements.
  • Use feedback to stay or get back on track.
 Learn to create a plan of action by breaking down tasks, monitoring progress, utilizing effective feedback and celebrating wins along the way. Identify common challenges and take away tips for overcoming roadblocks.
Setting Expectations
  • Identify difference and relationship between goals and competencies.
  • Explain the difference and relationship between training, performance and development goals.
  • Create SMART goals.
  • Explain why vertical & horizontal alignment is important.
  • Use goal cascading & calibration to ensure alignment.
  • Identify and create a Success Measure.
  • Create external and internal focused goals.
  • Address common challenges.
 Revisit performance management best practices and receive answers to commonly asked questions about expectations for employee goal setting. Review goal alignment through scenario-based examples and collaborative Q&A.
Setting Expectations for New Employees
  • Identify the difference and relationship between goals and competencies.
  • Explain the difference and relationship between training, performance and development goals.
  • Create a SMART goal for training and performance.
  • Identify and create a Success Measure.
  • Create, manage and document a training plan.
 Revisit performance management best practices and receive answers to commonly asked questions about expectations for employee goal setting. Learn to create effective onboarding and training plans for newly onboarded employees.
Building a Culture of Accountability
  • Understand the importance of inclusive supervision and equitable outcomes to a culture of accountability.
  • Make decisions that balance empathetic, inclusive supervision with accountability.
  • Identify and engage talent for performance improvement or career development through an inclusive lens.
  • Implement performance strategies to timely and consistently hold managers and employees accountable.
 Learn strategies for establishing trusting relationships in a diverse workplace through manager accountability, empathy, consistency and intentionality. Discuss scenario-based examples and understand the available SuccessFactors tools for establishing and maintaining an effective and inclusive performance management system.
Fostering Continuous Employee Development
  • Explain the benefits of continuous employee development to the person, team and organization.
  • Identify blind spots and hidden strengths.
  • Create a personalized career path.
  • Create SMART development goals.
  • Clarify the goal and create a plan with the GROW model.
  • Use feedback to monitor progress.
  • Recognize and celebrate milestones and achievements.
  • Find and benefit from a mentor.
 Review SMART goals and how they connect to personalized career paths. Create plans using the GROW (goal, reality, options, way forward) model and Plans of Action. Revisit available SuccessFactors resources.