Social Learning Course Syllabus for Particpants

Social Learning Pilot Performance Management for HR Specialists Course Syllabus Goal: The goal of the Social Learning Pilot is to incorporate Social Learning into a Federal Human Resource course. OPM will pilot DoD’s Performance Management for HR Specialists. This course has been vetted by OPM policy experts and is posted on HR University. OPM hopes that by incorporating social learning techniques into HR training, it will make a greater impact on the transfer of learning back to the job.

Objectives: ● ● ●

Incorporate social learning into HR course(s) Increase training opportunities for HR professionals Greater transfer of learning back to the job

Course Launch: ●

February 26th 2013 through April 5th 2013

Course Requirements: ● ● ● ●

Participate in 1 hour webinar held every Tuesday Read select articles to be completed by Thursday of each week Participate in a group discussion every Thursday Journal learnings for each week and discuss with a class peer by Friday of each week

All participants will turn in a journal at the end of the pilot.

An email will be sent to participants every Monday morning during the pilot outlining their assignments for the week.

Course Outline: Week 1: Overview of Performance Management / Role of the HR Practitioner Instructor: Amanda Custer

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a. Webinar: Tuesday, February 26th 2013, 2pm – 3pm EST

What is Performance Management? ­ Guide, p. 21 (<5 minutes) Performance Management Process ­ Guide, pp. 22­27 (15 minutes) Authority ­ Guide, p. 28 (10 minutes) The HR Practitioner, Guide, pp. 29­30 (5 minutes) Interaction ­ Chat Exchange: What are some of the skills an HR Practitioner needs to be effective? p. 31 (10 minutes) ● Case Study or “HR Practitioner Perspective / Story” (5 minutes) ○ Not in Guide – GovLoop creates with SME ○ Could be based on interview with HR Practitioner(s) ○ Could incorporate video into webinar, resource or discussion ● Q&A p. 34(10­15 minutes) ● Summary p. 32­33 (5 minutes) ● ● ● ● ●

b. Readings: completed by Thursday, February 28th, 2013 ● ●

All About Clarity (Ken Boxer) The Importance of Performance Management and Workforce Planning (DorobekINSIDER Podcast Interview)

c. Group Discussion: Thursday, February 28th 2013, 2pm ­ 2:45pm EST ●

View video Meeting Gone Wrong (Scene 1 = 3:03 and Scene 2 = 0:54) ­ Guide, p.

12­16 ­ mid­year review and a coaching session between the manager and the HR Practitioner. ○ Ask participants to review the two videos (embedded in discussion) and respond to these questions ○ Explain Scene 1 from the point of view of both the employee and manager.

What went wrong? ○ What additional information do we get about the situation from Video 2?

■ Does the manager in this scenario have a hope of improving his relationship with the employee?

■ Explain the situation from the perspective of the HR Practitioner. What did the HR Practitioner do to guide and counsel the manager?

d. Reflection with Class Peer: completed by Friday, March 1st 2013 ●

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What two things did you learn this week and how will you apply them to your job?

Week 2: Communication, Coaching, and Feedback, Part 1 Instructor: Ryan Hendricks a. Webinar: Tuesday, March 5th 2013, 2pm – 3pm EST ● ● ● ● ● ● ● ● ● ● ●

Introduction and Quick Summary of Previous Week (5 minutes) Coaching ­ Guide, p. 44 (<5 minutes) Counseling ­ Guide, p. 45 (<5 minutes) Feedback ­ Guide, p. 46 (<5 minutes) Active Listening ­ Guide, p. 47 (<5 minutes) Providing Instruction ­ Guide, p 48 (<5 minutes) Gathering Information ­ Guide, p. 49 (<5 minutes) Interaction ­ Chat Exchange: When are the best times to provide feedback? The worst? (time of day, day of week, situation, etc.) p. 56 (10 minutes) Case Study or “HR Practitioner Perspective / Story” (5 minutes) Q&A p. 64 (10­15 minutes) Summary p. 62 (5 minutes)

b. Readings: completed by Thursday, March 7th, 2013 ●

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Powerful Conversations and the Consequences of Avoiding Them: http://www.govloop.com/profiles/blog/show?id=1154385%3ABlogPost%3A208776 2& What is the value of coaching in these times of uncertainty? http://www.govloop.com/profiles/blogs/what­is­the­value­of­coaching­during­these­ti mes­of­uncertainty

c. Group Discussion: Thursday, March 7th 2013, 2pm – 2:45pm EST ●

What’s an example of how you’ve coached, counseled or provided feedback effectively? Ineffectively?

d. Reflection with Class Peer: completed by Friday, March 8th 2013 ●

What two things did you learn this week and how will you apply them to your job?

Week 3: Communication, Coaching and Feedback, Part 2

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Instructor: Tony John a. Webinar: Tuesday, March 12th 2013, 2pm – 3pm EST Recap of Prior Week (5 minutes) Reaching an Agreement ­ Guide, p. 50 (<5 minutes) Understanding the Employee Perspective ­ Guide, p. 51 (<5 minutes) Supervisor / Manager Responsibilities ­ Guide, p. 52 (<5 minutes) Demonstrate Daily Involvement ­ Guide, p. 53 (<5 minutes) Document ­ Guide, p. 54 (<5 mins) Track Progress ­ Guide, p. 55 (<5 minutes) Supervisor / Practitioner Dialogue ­ Guide p. 56 (<5 minutes) ● Interaction ­ Chat Exchange: Are you involved with project teammates and/or direct reports on a daily basis? How? If not, why not? If not, how can you make it a priority? (10 mins) ● Case Study or “HR Practitioner Perspective / Story” – Guide, p. 58 (5 minutes) ● Q&A (10­15 minutes) ● Summary ­ Guide p. 63(5 minutes) ● ● ● ● ● ● ● ●

b. Readings: completed by Thursday, March 14th 2013 ●

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10 Things Your Boss Should Be Saying to You: http://www.govloop.com/profiles/blogs/ten­things­your­boss­should­be­saying­to­you and 10 Things You Should Be Saying to Your Boss: http://steveradick.com/2012/08/21/ten­things­you­should­be­saying­to­your­boss/ How to Give and Receive Feedback It’s Not As Easy As You Think http://www.govloop.com/profiles/blogs/how­to­give­and­receive­feedback­it­s­not­as ­easy­as­you­think Tips on Giving Feedback (Discussion): http://www.govloop.com/forum/topics/any­tips­on­giving­receiving­feedback

c. Group Discussion: Thursday, March 14th 2013, 2pm – 2:45pm EST ●

Poll ­ Which are the most important soft skills? List 10 of them and ask participants to rank them... ­ taken from Guide, p. 57 ○ Discussion: what were your Top 3 and why?

d. Reflection with Class Peer: completed by Friday, March 15th, 2013 ●

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What two things did you learn this week and how will you apply them to your job?

Week 4: The Performance Management Process, Part 1 Instructor: Karen Lebing a. Webinar: Tuesday, March 19th 2013, 2pm – 3pm EST ● ● ● ● ● ● ●

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Recap of Prior Week (5 minutes) The Performance Management Process ­ Guide, p. 67 (<5 minutes) Planning ­ p. 68, (<5 minutes) Performance Plan ­ p. 69, (<5 minutes) Supervisor / Manager Roles ­ pp. 70­75 (10 minutes) Performance Elements ­ pp. 76­83 (10 minutes) Interaction ­ Chat Exchange: How do you determine what are critical vs. non­critical elements? To what degree is the employee involved in defining? (10 minutes) Case Study or “HR Practitioner Perspective / Story” (5 minutes) Q&A (10­15 minutes) Summary p. 148 (5 minutes)

b. Readings: completed by Thursday, March 21st, 2013 ● ●

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The Performance Alchemist http://www.govloop.com/profiles/blogs/the­performance­alchemist Learning Plans Are a Crutch and I’d Rather Learn Without One http://www.govloop.com/profiles/blogs/learning­plans­are­a­crutch­and­i­d­rather­lea rn­without­one Crowdsource Your Performance Reviews http://blogs.hbr.org/cs/2012/06/crowdsource_your_performance_r.html

c. Group Discussion: Thursday, March 21st, 2013, 2pm – 2:45pm EST ●

Adapt Activity #7 of Guide, pp. 97­99 ○ Give 4­5 sample objectives and ask participants to rewrite / revise them into quality elements and standards.

d. Reflection with Class Peer: completed by Friday, March 22nd, 2013 ●

What two things did you learn this week and how will you apply them to your job?

Week 5: The Performance Management Process, Part 2

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Instructor: Kevin Galliers a. Webinar: Tuesday, March 26th, 2013, 2pm – 3pm EST Recap of Prior Week (5 minutes) The Planning Meeting ­ Guide, pp. 86­90 (5 minutes) Monitoring and Developing Phase ­ Guide p. 93(10 minutes) Note: skip Coaching, build off “planning meeting” for “mid­year review meeting” IDPs ­ Guide, p. 99 (5 minutes) Performance Improvement Period ­ Guide, p. 100 (5 minutes) Delay/Denial of Increase ­ Guide, p. 101 (<5 minutes) Practitioner’s Role ­ Guide. p. 102 (<5 minutes) Interaction ­ Chat Exchange: How do you determine what are critical vs. non­critical elements? To what degree is the employee involved in defining? (10 minutes) ● Case Study or “HR Practitioner Perspective / Story” (5 minutes) ● Q&A (10­15 minutes) ● Summary p. 148 (5 minutes) ● ● ● ● ● ● ● ● ●

b. Readings: completed by Thursday, March 28th, 2013 ● ●

How to Write a Great Individual Development Plan http://www.greatleadershipbydan.com/2008/11/how­to­write­great­individual.html Why Is No One Talking About the Pink Elephant in the Room? Or Are They? http://www.govloop.com/profiles/blogs/why­is­no­one­talking­about­the­pink­elephan t­in­the­room­or­are

c. Group Discussion: Thursday, March 28th, 2013, 2pm – 2:45pm EST ●

Activity #8 and #10 with Videos from Guide ○ p. 88: Coaching for a Planning Meeting video (1:13) ○ p. 103: Coaching for a Mid­Year Review Meeting video (1:11) ○ Analyze the scenarios ○ Any nuances / difference between planning and mid­year meetings?

d. Reflection with Class Peer: completed by Friday, March 29th, 2013 ●

What two things did you learn this week and how will you apply them to your job?

Week 6: The Performance Management Process, Part 3

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Instructor: Kate McGrath/Megan Arens a. Webinar: Tuesday, April 2nd, 2013, 2pm – 3pm EST Recap of Prior Week (5 minutes) Rating and Rewarding Phase ­ Guide, pp. 108­113 (10 minutes) End of Year Meeting ­ Guide. pp. 114­115 (5 minutes) Ratings Levels ­ Guide, p. 116 (<5 minutes) Recognition ­ Guide, p. 117 (< 5 minutes) HR Practitioner’s Role ­ Guide, p. 118 (<5 minutes) Performance­Based Actions ­ Guide, pp. 133­134 (<5 minutes) Probationary Period ­ Guide, p. 135 (5 minutes) Performance Improvement Period ­ Guide, pp. 136­140 (5 minutes) some of this this has already been covered in a previous week Reconsideration of Denial ­ Guide, p. 143 Interaction ­ Chat Exchange: Have you had the chance to coach a manager / supervisor through an end of year meeting? How did they respond? Did they report back? If so, what feedback did they give you? (10 minutes) ● Case Study or “HR Practitioner Perspective / Story” (5 minutes) ● Q&A (10­15 minutes) ● Summary p. 148 (5 minutes) ● ● ● ● ● ● ● ● ● ● ● ●

b. Readings: completed by Thursday, April 4th, 2013 ●

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Employee Motivation: Using Incentive Plans to Improve Performance http://hr.blr.com/HR­news/Compensation/Bonus­Payments/zn­Employee­motivation­ Using­incentive­plans­impro/ Motivation, Rewards and Leadership http://www.govloop.com/profiles/blogs/motivation­rewards­and­leadership Monetary Bonus Incentives Make Knowledge Workers Less Effective http://www.govloop.com/profiles/blogs/monetary­bonus­incentives­make­knowledge ­workers­less­effective Writing a Good Performance Improvement Plan http://www.thinkwiseinc.com/Files/Writing­a­Good­Performance­Improvement­Plan. pdf

c. Group Discussion: Thursday, April 4th, 2013, 2pm – 2:45pm EST ●

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Activity #12 Scenarios from Guide, pp. 138­141 ○ How would you as an HR practitioner coach a manager through the scenario(s)?

d. Reflection with Class Peer: completed by Friday, April 5th, 2013 *submit course journal by Friday, April 5th, 2013 ●

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What two things did you learn this week and how will you apply them to your job