Please join us on Thursday, November 20th at 1 PM ET for an engaging dialogue on Veterans in Public Sector HR. This webinar will be the sixth in PSHRA’s exciting series called Dialogue and Perspectives Webinar Series 2025.

Our panel of thought leaders from our Veteran’s Committee will share insight into the unique challenges and opportunities veterans face in the workplace. Plus, you will discover actionable strategies to support their leadership journeys. 

Dialogue and Perspectives Webinar Series 2025—a powerful initiative designed to amplify voices in public sector HR. This series will feature expert discussions, real-world insights, and actionable strategies to foster openness and leadership in our field. 

Key Takeaways: 

• How public sector HR can recruit and retain veteran talent. 

• Breaking barriers: Helping veterans transition into leadership roles. 

• Building pathways for success through mentorship and resources. 

Moderator: Laurie Barr, PSHRA-SCP, PSHRA-CP, Director, Town of Eastham, MA

Panelist:

• Denae Greenly, MSOL, PHR, SHRM-CP, Director of Human Resources, City of DeSoto, TX
• David Morgan, MSHRM, PSHRA-SCP, NCPM, Human Resource Professional, Organizational Developer, Certified Mediator, Oklahoma City, OK
• Gerald Westry, MPA, Chief, Human Capital Services and Safety, City of Richmond-DPU, VA

PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

Making public sector work better®.

Please join us on November 13th at 1 PM ET as our speakers discuss agile organizational design.

Organizations must know what they need to know and be able to do what they are required to do. As the environment within which organizations function has been increasingly dynamic, it has raised questions about the effectiveness of organizational designs used during more stable times. Agility has become a key competence required to remain compatible with emerging realities.

Organizations can build eco-systems that facilitate sound decision making by combining organizational designs and augmentation tools. When integrated with an effective knowledge management system they create synergistic benefits.

Organizations can use work teams, project teams, task forces, and communities of practice as vehicles for combining individual knowledge and magnifying its potential for resolving issues and making decisions. The use of contractors and freelancers can supplement the capabilities of the employed workforce, making it possible to continuously adjust workforce capabilities to fit current realities.

Augmenting individual and group intelligence with technology can further increase capabilities for making informed decisions. Knowledge management systems can increase the ability to catalog what is known and to make it accessible when making decisions.

Check out the following archived webinars:

• Leveraging AI/Technology in the Public Sector - https://learning.pshra.org/products/webinar-leveraging-aitechnology-in-the-public-sector#tab-product_tab_overview
• Proactive Knowledge Transfer for Organizational Success - https://learning.pshra.org/products/webinar-proactive-knowledge-transfer-for-organizational-success#tab-product_tab_overview

Speakers:

• Dr. Robert Greene, Consulting Principal, Pontifex Consulting Group, Glenview, IL
• Mikala Glanton, HRIS Division Supervisor, County of Cumberland, NC

PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

Making public sector work better®.

Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

In this course learners will explore the foundational components of public sector compensation:  compensation elements and strategy, labor market assessment, and internal equity. Appropriate and fair compensation directly impacts employee attraction, retention, motivation, and productivity. A well-structured compensation system that aligns with the organization’s goals helps maintain fiscal responsibility and promotes fair and equitable pay.

The course will be delivered over 3 weeks with one-hour weekly online meetings.

Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.

Making public sector work better®.

Course Syllabus

Course Description

Learners will explore the foundational components of public sector compensation:  compensation elements and strategy, labor market assessment, and internal equity. Appropriate and fair compensation directly impacts employee attraction, retention, motivation, and productivity. A well-structured compensation system that aligns with the organization’s goals helps maintain fiscal responsibility and promotes fair and equitable pay.

Learning Objectives

By the end of the course, students will be able to:

• Understand the fundamentals of organizational change and HR’s role in leading it.
• Identify common challenges and resistance to change and strategies to address them.
• Apply practical frameworks and tools to support successful change initiatives in public sector organizations.
• Strengthen HR’s role as a trusted advisor and change champion.
• Develop actionable steps to apply change management strategies in their own workplace.

Student Expectations:

• Live attendance and full engagement at all 3 Zoom sessions.
• Respond to each of the instructor’s discussion posts within 3 days.
• Complete weekly readings and assignments.
• Contact instructor if questions arise, jlittle1104@gmail.com.

Instructor Expectations:

• Provide weekly assignments and regular discussion posts for student engagement and learning.
• Prepare for and present course content for live Zoom sessions.
• Respond to any student email inquiries within 3 days.

Module 1: Foundations of Change Management

• Key Topics:
  • What do you consider a change
  • Why change initiatives fail or succeed
  • HR’s role in change
  • Introduction to different change models
  • Unique challenges in the public sector
• Breakout Groups
  • What role has HR played in changing efforts in your organization (or not)? What worked and what didn’t?

Module 2: Understanding Resistance & Engagement

• Key Topics:
  • Common sources of resistance
  • Psychological impacts of change
  • Tools for diagnosing resistance
• Breakout Groups  
  • Case study: TBD
  • Groups identify root causes of resistance and propose strategies HR could take
  • Share solutions 

Module 3: Communicating & Leading Through Change

• Key Topics:
  • The importance of clear, transparent communication
  • Storytelling and framing change
  • Coaching leaders and other stakeholders to be change advocates
• Mini-Activity:
  • Participants draft a short communication message announcing a change
  • Share with partners and revise
  • Share out with larger group

Module 4: Action Planning & HR as Change Champions

• Key Topics:
  • Embedding change into culture and practice
  • Supporting managers, employees, and leadership alignment
  • Building a toolkit for future change initiatives
• Breakout Groups      

Wrap-Up & Commitments

• Key Takeaways Recap
• Reflection Activity: One action I will take to better support change in my role.
• Resources & Next Steps

Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

All your course materials will be found on your course dashboard.

Meetings:

• Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

Course Design:

The course will be delivered over three weeks with three one-hour sessions per week.  

Time Commitment:

Plan for 1 hour for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meeting to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Session Schedule (subject to change):

• Start Date: 12/3/2025
• Completion Date:12/15/2025
• Meeting 1:  12/3/2025 - 1:30 - 2:30 PM ET
• Meeting 1:  12/8/2025 - 1:30 - 2:30 PM ET
• Meeting 3:  12/15/2025 - 1:30 - 2:30 PM ET

Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

Cancellation Policy:  Professional Development Cancelation Policy

Recertification Points:  PSHRA-5 and HRCI-5

Making public sector work better®.

Dr. Jennifer Fairweather, PSHRA-SCP

Chief Human Capital Officer, Jefferson County Human Resources, CO

PSHRA Past President

(she/her/hers)

Dr. Jennifer Fairweather is the Chief Human Resources Officer for Jefferson County, Colorado, and a Founding Partner of Dwennimmen Leadership Consulting. She also serves as an Adjunct Professor at the University of Denver and an Affiliate Professor at Regis University. With over 25 years of experience in both the public and private sectors, Dr. Fairweather has held leadership roles in human resources, finance, and human services. She earned a Bachelor of Science in Business Administration from the University of Colorado, a Master of Arts in Human Resources Development from Webster University, and a Doctorate in Business Administration from Johnson & Wales University. Dr. Fairweather holds multiple professional certifications, including PSHRA-SCP, SHRM-SCP, PHR, and a Certificate in Professional Training. She is also a Prosci Certified Change Practitioner and a Certified Executive Coach (CEC). A recognized expert in leadership, human resources, and diversity, equity, and inclusion, she has facilitated sessions at both local and national forums. She is a Past Nationa l President of PSHRA, serves on the board of the Second Chance Center, and is a working group member for the Society for Women's Health Research.

Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

In this course, Learners will explore the intermediate principles underlying sound performance and rewards management. It will then identify alternative strategies, programs and evaluate their effectiveness in different environments.

Recertification Points:  PSHRA-5 and HRCI-5

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.

Course Syllabus

Course Overview:

Strategic Compensation Planning & Management:

Each agency must have the talent pool required to fulfill its mission and achieve its current objectives. The resources available to an organization must be efficiently and effectively invested in what will contribute to success. Equitably, competitively and appropriately managing rewards is a critical pre-requisite for attracting, retaining and motivating the right workforce. Since legislatures and other funding sources can be erratic and can result in budgets that do not allow all needs of the agency to be fully met, allocation of available funds must be optimal. 

 In addition to being a good fit to the current environment, strategies must be agile, so they remain viable in the future. HR must continuously evaluate the current context and ensure workforce management strategies and programs are a good fit to the agency’s realities. How performance is defined, measured and rewarded will influence employee motivation to extend maximum effort and to focus that effort on what will provide what the organization needs the most. Because of the volatility of the environment and the rapid evolution of technology talent requirements are changing. Sustaining the viability of a workforce demands continuous evaluation and adaptation to align capabilities with needs

Learning Objectives:

This course will address the principles underlying sound compensation planning and management. It will then identify alternative strategies, programs and evaluate their effectiveness in different environments. 

Course Format:

• Three Live Virtual Sessions over three weeks
• Pre-Session Readings & Assignments
• Instructor-Led Discussions
• Peer Sharing and Case-Based Application
• Certificate of Completion awarded to participants who attend all sessions and complete evaluations

Course Readings

Course Syllabus & Schedule

Before Session 1:

  Attendees to submit (rewardsystems@sbcglobal.net) their most critical issues related to compensation management

  Readings for Session 1

Session 1 — 

Instructor will review attendee submissions of issues

Topic: Evaluating the agency's context and formulating its value proposition

Compensation Philosophy

Compensation Strategy

Before Session 2:

   Participants draft and submit (rewardsystems@sbcglobal.net) their compensation philosophy

   Readings for Session 2

Session 2 — 

Instructor will review submitted compensation philosophies

Topic: Compensation planning and Compensation program design

Before Session 3:

  Attendees submit (rewardsystems@sbcglobal.net) questions and more information on Module 2 material

  Submit related insights or questions

  Readings for Sessions 3

Session 3 — 

Topic: Administrating compensation programs

Evaluating compensation programs

Recommended Readings

The readings provide a more in-depth discussion of the topics

Session 1

Rewarding Performance in Public Sector Organizations

Compensation Philosophy

Session 2

Effectively Managing Pay Budgets, Pay Structure and Pay Rates

Public Eye Article: Pay Equity
 

Sessions 3 

Recognition as Rewards

Base Pay Management

Evaluating Rewards Management Systems

Target Audience:

• Mid-level HR professionals in the public sector
• Compensation and classification specialists
• HR leaders seeking to modernize rewards strategies
• Agency managers responsible for performance management
• An Intermediate Level Course

Course Design:

The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and locations of cohort sessions. 

Time Commitment:

Plan for 1 hours for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the cohort sessions to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Schedule (subject to change):

• Start Date: 12/1/2025
• Completion Date: 12/17/2025
• Course Meeting 1:  12/1/2025 - 1:00 - 2:00 PM ET
• Course Meeting 2:  12/9/2025 - 3:30 - 4:20 PM ET
• Course Meeting 3:  12/17/2025 - 1:00 - 2:00 PM ET

Certificate of Attendance:

You will earn a Certificate of Completion upon completion of the course.

Cancellation Policy:

Professional Development Cancelation Policy

Making public sector work better®.

Dr. Robert Greene, Consulting Principal, Pontifex Consulting 

Bob is a Consulting Principal with Pontifex Consulting and faculty for DePaul U. in their MSHR and MBA programs. He has four decades of experience, has published four books and authored over 300 articles. He was a principal designer for the SPHR and PHR certifications for SHRM and the CCP and GRP certifications for World at Work. He was the first recipient of the Keystone Award for attaining the highest level of excellence. He holds the CCP, CBP, GRP, SHRM-SCP, SPHR and GPHR certifications.

Please join us on October 30th at 1 PM ET as our award winning innovators introduce their agencies, communities, and programs.

2025 Award-winning Programs Included:

Small Agency: The City of Roseville, CA, launched Be Well COR(E) to foster a thriving workplace, enhancing employees' physical, mental, and financial well-being.

Large Agency Award: The Louisiana State Civil Service introduced several initiatives to improve public services. One of these is the skills-first Hiring Framework strategy, which aims to make talent acquisition in state government more efficient and effective.

Our winners will then share what brought about the need for change and the stakeholders involved. Share with us their programs’ current and future states. While also letting us in on the challenges faced and the advances change has brought to their agency and community.

Moderator: Mark McGraw, Editor-In-Chief, Public Eye

Panelist:

• Macy Dippert, HR Manager, City of Roseville, CA
• Nicole Tucker, Chief Operating Officer, Louisiana State Civil Service

PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

Making public sector work better®.

Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

In this course, learners will explore the full investigation process from intake to reporting, with a focus on balancing legal, ethical, and organizational considerations. Participants will gain tools to plan, conduct, and document investigations with fairness, consistency, and clarity. The content will be delivered through a realistic and engaging case study.

Learners will gain the skills to conduct fair and effective workplace investigations. The course will be delivered over three-weeks with one-hour weekly online meetings.

Recertification Points:  PSHRA-5 and HRCI-5

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.

Making public sector work better®.

Course Syllabus

Learners will explore the legal frameworks, policy development, and best practices for managing remote, hybrid, and flexible work in the public sector.

Overview

As work environments continue to evolve, public sector HR professionals are at the forefront of navigating flexible work arrangements, balancing legal compliance, and fostering engagement and culture. This 3-week virtual course will provide a comprehensive overview of the legal frameworks, policy development, and best practices for managing remote, hybrid, and flexible work in the public sector.

Course Schedule

- Week 1: Evolving the Workplace & Legal Foundations 

 - Week 2: Policy Development & Equity Considerations 

 - Week 3: Engagement, Performance & Culture

Format: 

 - Virtual Instructor-Led Training (VILT) 

 - 1-hour live session per week

Learning Outcomes

By the end of this course, participants will be able to: 

 - Define remote, hybrid, and flexible work in the public sector context 

 - Identify key legal considerations (FLSA, ADA, FMLA) in flexible work arrangements 

 - Develop equitable and effective flexible work policies 

 - Support managers and supervisors in policy implementation 

 - Foster employee engagement and sustain organizational culture in hybrid environments

Weekly Breakdown

Week 1: Evolving the Workplace & Legal Foundations 

 - Explore how the public sector workplace has changed since 2020 

 - Define remote, hybrid, and flexible work arrangements 

 - Review legal frameworks: FLSA, ADA, FMLA

 - Discuss challenges and opportunities in balancing flexibility with compliance 

 Week 2: Policy Development & Equity Considerations 

 - Identify essential components of effective flexible work policies 

 - Learn a step-by-step process for policy development and pilot-testing 

 - Examine equity considerations in access and implementation 

 - Share best practices and practical examples from the field 

Week 3: Engagement, Performance & Culture 

 - Strategies to engage and motivate employees across flexible work settings 

 - Tools and approaches for managing performance remotely 

 - Techniques for sustaining organizational culture in distributed teams 

 - Discuss real-world solutions and personal strategies

Course Materials

- Weekly slide decks (provided) 

 - Additional resources (articles, templates) shared during sessions (if applicable)

The course will be delivered over three-weeks with 3 one-hour weekly online meetings.

Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

All your course materials will be found on your course dashboard.

Meetings:

• Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

Course Design:

The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and the URL for your course meetings

Time Commitment:

Plan for 1 hour for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meeting to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Session Schedule (subject to change):

• Start Date: 11/12/2025
• Completion Date: 11/25/2025
• Meeting 1: 11/12/2025 - 1:00 - 2:00 pm ET
• Meeting 2: 11/18/2025 - 1:00 - 2:00 pm ET
• Meeting 3: 11/25/2025 - 2:00 - 3:00 pm ET

Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

Cancellation Policy:  Professional Development Cancelation Policy

Recertification Points:  PSHRA-5 and HRCI-5

Making public sector work better®.

Shelvia Ashford

Shelvia Ashford is the Senior Employee Relations Consultant at Wake County. With 20 years of experience in Human Resources, primarily within state and local government. Shelvia is a dedicated HR leader, trainer, and consultant. She also serves as a trainer with the National Public Sector Human Resources Association (PSHRA), contributing her expertise to the development of HR professionals nationwide. In addition, she serves on the Board of Directors for the NCPSHRA (North Carolina Public Sector Human Resources Association).

Shelvia holds a master’s degree in human resource management from Western Carolina University (2024) and a bachelor’s in business administration and organizational development from Mount Olive College (2013). She is highly credentialed and has earned several industry-recognized certifications, including:

Certifications & Credentials

• PSHRA-SCP (Senior Certified Professional) – Public Sector Human Resources Association
• PSHRA Public Sector Executive Leadership Instructor
• Certified Executive Leadership
• NC Notary

She is the owner of the recently started business, “Led to Lead LLC, a professional development company founded in 2023. Led to Lead provides the necessary tools and resources for employees or individuals so that they may be effective & successful in their roles.

Beyond her professional endeavors, Shelvia enjoys traveling, relaxing at the beach, building relationships, and spending quality time with family. 

Please join us on October 23rd at 1 PM ET for a dynamic presentation by the Job Accommodation Network (JAN).  This webinar will prepare participants to confidently handle the accommodation process, covering essential Americans with Disabilities Act (ADA) Title I concepts, common accommodation process obstacles, practical strategies, and the role of accommodations in fostering a more accessible and supportive workplace for workers with disabilities.

This webinar will be the fifth in our exciting new webinar series called Dialogue and Perspectives Webinar Series 2025—a powerful initiative designed to amplify voices in public sector HR. This series will feature expert discussions, real-world insights, and actionable strategies to foster openness and leadership in our field. 

Speaker: Tracie DeFreitas, M.S., ACE-CHC, Program Leader, Director of Training and Outreach, Job Accommodation Network (JAN)

PSHRA® Webinars are a member benefit. Available to non-members for a nominal fee.

Making public sector work better®.

Syllabus:  Public Sector HR Executive Leadership Certificate Program

Welcome:

Welcome to PSHRA's Public Sector HR Executive Leadership Certificate Program. This course will enhance your HR public sector leadership skills and help you develop targeted initiatives to improve your agency.

Your first live Cohort meeting will be held on 11/25/2025 at 12:00 pm ET.  You will be sent a Zoom Event Link before the start of your course.

Course Outcomes

This course is designed to help you build your HR competencies and help you strategically position HR as a transformative business partner and leader in the organization.

To achieve this, the course focuses on 3 related areas:

• Your skill set in the 4 HR Lenses: business acumen; innovation; strategic orientation; and diversity, equity, inclusion, and accessibility. As part of this course, you will build a personal development plan for these competencies. 
• Your skill set in the HR Areas of Focus: leadership, culture, talent, technology, and communication. You will build a personal development plan for these competencies as well.
• Finally, you'll learn strategies for building, presenting, and gaining buy-in for the initiatives you develop to improve how HR is positioned within your agency.

You will finish this course with:

• a personal professional development plan,
• actions you will take to improve how HR is positioned within your agency.

Certificate:

You will earn a Certificate of Executive Leadership from PSHRA with your successful completion of both the online lessons and cohort session.

You may have attended an Executive Leadership in-person course.  Welcome! This learning experience will complement and enhance the material from that program and provide additional support as you build your leadership expertise.

Course Design:

This course includes six lessons that you'll take online and three cohort sessions where you'll meet with peers also taking this course. The online lessons will give you an opportunity to assess your development opportunities; teach important concepts, principles, and practices; and will help you begin planning improvement initiatives. Explore the course interactive elements and links to outside references to get the most out of the course.  The cohort discussions will give you an opportunity to share ideas and learn from your peers. In the cohort discussions you will further develop and refine the improvement plans you draft in the online sessions.

Time Commitment:

The more dedicated time and effort you put into this course the more you will get out of it.

To read the material, complete the activities, and prepare for the cohort discussions, consider scheduling 60 - 90 minutes for each lesson. Try to take the lesson at least several days before the cohort discussion - to give yourself time to reflect on what you have learned and the plans you have developed.

Online Cohort Schedule (Subject to Change): 

Cohort #1 – 11/25/2025 - 12:00 PM - 1:30 PM ET

Cohort #2 – 12/9/2025 - 12:00 PM - 1:30 PM ET

Cohort #3 -- 12/23/2025 - 12:00 PM - 1:30 PM ET

Cohort #4 -- 1/6/2026 - 12:00 PM - 1:30 PM ET

Week 1:

Online Lesson (self-paced)

Lesson 1: Introduction

Course Introduction.

Week 2:

 Online Lesson (self-paced)

Lesson 2: Assess Your Skills Through the Critical Lenses

Learn more about business acumen; innovation; strategic orientation; and diversity, equity, inclusion, and accessibility.

Cohort Session (virtual)

Session 1: Introduction and Assess Your Skill Set

Reviewing and discussing the content from the first two lessons.

Week 3:

Online Lesson (self-paced)

Lesson 3: Assess Your Skills Through the Areas of Focus

Learn more about leadership, culture, talent, technology, and communication.

Week 4:

Online Lesson (self-paced)

Lesson 4: Your Role as a Trusted Advisor

Learn about executive presence, leading with empathy, and how to build trust to drive collaboration.

Cohort Session (virtual)

Session 2: Area of Focus Skills and Being a Trusted Advisor

Reviewing and discussing the content from the third and fourth lesson.

Week 5:

Online Lesson (self-paced)

Lesson 5: Creating a Personal Development Plan

Take all that you've learned in the online lessons and cohort sessions and create a personal development plan.

Week: 6

Online Lesson (self-paced)

Lesson 6: Leveraging Your Skills

Create a plan to influence agency strategy and short-term projects based upon the skills learned in this course.

Cohort Session (virtual)

Session 3: Personal Development Plan and Leveraging Your Skills

Reviewing and discussing the content from the fifth and sixth lessons.

Course Workbook:

The course includes a workbook.  You'll use the workbook throughout the course to reflect on what you're learning, record ideas, plan for future personal development, and plan activities for your agency. There are two versions:

• a PDF version - if you'd like to print it and write your answers and ideas and
• an MS Word version - if you'd prefer to work electronically.

The files have the same content - just differences in page layout. You will use the workbook while taking the online lessons and while attending the cohort sessions.

The workbook is available by selecting the Course Materials tab and then Executive Leadership Workbook.

Making public sector work better™.

Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

In this course, learners will explore the full investigation process from intake to reporting, with a focus on balancing legal, ethical, and organizational considerations. Participants will gain tools to plan, conduct, and document investigations with fairness, consistency, and clarity. The content will be delivered through a realistic and engaging case study.

Learners will gain the skills to conduct fair and effective workplace investigations. The course will be delivered over three-weeks with one-hour weekly online meetings.

Recertification Points:  PSHRA-5 and HRCI-5

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org.

Making public sector work better®.

Course Syllabus

Learners will explore the full investigation process from intake to reporting, with a focus on balancing legal, ethical, and organizational considerations. Participants will gain tools to plan, conduct, and document investigations with fairness, consistency, and clarity. The content will be delivered through a realistic and engaging case study.

Overview

This comprehensive learning program is designed for Human Resource (HR) professionals in the United States public sector. It prepares learners for the complexities and challenges of conducting fair and effective workplace investigations.

Learning Objectives

1. Ensure Legal Compliance: Understand the legal frameworks and compliance requirements necessary for conducting workplace investigations.
2. Support the Complainant and Prevent Retaliation: Master communication techniques that prioritize confidentiality and complainant protections.
3. Enhance Investigative Skills: Learn advanced investigative techniques to conduct thorough and effective investigations.
4. Apply Skills Practically: Engage in scenario-based activities that simulate real-life challenges, enhancing practical application skills. 

Program Components

Workshop 1

• Introduction to Workplace Investigations: Overview of legal and ethical considerations specific to public sector contexts.
• Supporting the Complainant, Preventing Retaliation: Processes and techniques.

Workshop 2

• Planning an Investigation: Steps for a thorough, timely and impartial investigation.
• Conducting Interviews: Developing effective interview questions and documentation.

Workshop 3

• Gathering and Analyzing Evidence: Managing your own bias, selecting and collecting evidence from various sources.
• Reporting and Concluding an Investigation: Deciding on the outcomes and recommendations, and communicating the results. 

The course will be delivered over three-weeks with 3 one-hour weekly online meetings.

Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

All your course materials will be found on your course dashboard.

Meetings:

• Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

Course Design:

The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and the URL for your course meetings

Time Commitment:

Plan for 1 hour for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meeting to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Session Schedule (subject to change):

• Start Date: 12/2/2025
• Completion Date: 12/16/2025
• Meeting 1:  12/2/2025 - 12:00 - 1:00 pm ET
• Meeting 2:  12/9/2025 - 2:00 - 3:00 pm ET
• Meeting 3:  12/16/2025 - 12:00 - 1:00 pm ET

Certificate of Attendance:  You will earn a Certificate of Completion upon completion of the course.

Cancellation Policy:  Professional Development Cancelation Policy

Recertification Points:  PSHRA-5 and HRCI-5

Making public sector work better®.

Beatriz Coningham, Ed.D.

Dr. Coningham is a global consultant in organizational leadership, learning, change, and human resource management. She is also part of the adjunct faculty of the George Washington University, in Washington DC, where she lives. Her experience includes public sector, non-profit and for profit organizations in the United States and abroad. As part of her career in leadership roles in human resources she has personally conducted multiple workplace investigations and trained human resources teams on the investigation process. 

Welcome!

Thank you for your Power Learning Series registration.  We are so excited you have looked to PSHRA® to help you grow in your career.

The Power Learning Series offers you a new way to grow your skills without the time commitment of a full course. 

Learners will be equipped with fundamental skills in strategic HR analytics and data storytelling.  The course has been organized into three meetings: 

• The first meeting introduces key concepts such as metrics, analytics, and ROI and guides learners in identifying the “right question” to explore through data. 
• The second meeting focuses on formulating a hypothesis, understanding correlation vs. causation, and structuring an HR analytics project using real-world examples. 
• The final meeting emphasizes communicating analytical findings effectively through storytelling, visualizations, and ROI presentations to influence decision-makers and drive strategic change. 

Learners will gain the skills to use data to solve real HR problems and advocate for impactful interventions. The course will be delivered over three-weeks with one-hour weekly online sessions.

Recertification Points:  PSHRA-5 and HRCI-Coming Soon!

Don’t hesitate to contact us - PSHRA – Debbie Tankersely-Snook, Associate Director, Member Programs, Membership - meetings@pshra.org

Making public sector work better®.

Course Syllabus

Course Overview

This fast-paced, three-part course introduces foundational concepts in HR analytics and strategic data storytelling. Participants will learn how to identify actionable questions, test hypotheses using HR data, and communicate insights with impact—using visualizations and ROI-focused
storytelling techniques.

Format: 3 Micro-Sessions (60 minutes each)

Audience: Public sector HR professionals, analysts, supervisors, and decision-makers

Learning Objectives

Identify: Analytics concepts, data types, and common HR metrics 
Develop: Hypotheses based on real HR challenges
Analyze: Data using a structured, outcome-oriented approach
Visualize & Communicate: Data-driven stories with clear business value
Apply: Analytics and storytelling to HR decision-making

Session 1: HR (People) Analytics – Getting Started
Duration: 60 minutes
Learning Topics:
- What is HR analytics?
- Qualitative vs. quantitative data
- Key HR metrics (turnover, quality of hire, time-to-fill, etc.)
- Four levels of analytics: descriptive → prescriptive Activity:
“Right Question” Exercise – Identify a pressing HR issue and craft a question that analytics can help solve.
Outcomes:
- Define the purpose and value of people analytics
- Learn how to spot opportunities for data-informed HR decisions

Session 2: Formulating a Hypothesis and Building a Mini Project
Duration: 60 minutes
Learning Topics:
- What is a hypothesis? What makes it testable?
- Determining metrics, interventions, and data needs
- Understanding correlation vs. causation, reliability, and statistical significance
Activity:
Project Planning Exercise – Define a hypothesis, outline an intervention, and identify relevant data and metrics.
Outcomes:
- Draft a mini HR analytics project plan
- Understand how to evaluate data quality and test assumptions

Session 3: Storytelling, Visualization & Application
Duration: 60 minutes
Learning Topics:
- The structure of a compelling data narrative (Setting →Issue → Data → Solution → Success)
- Choosing the right visual (bar charts, scatter plots, heatmaps, etc.)
- Basics of dashboard design
- Communicating ROI and business impact
Activity:
Mini Project Presentations – Present your analytics project using the storytelling structure.
Outcomes:
- Gain confidence in communicating data insights
- Leave with a completed, actionable mini-project plan

Course Materials:  Slide deck with sample dashboards.

Please let us know if you run into any problems or have questions as soon as possible.  We want to make sure you are to have the best possible learning experience.  

All your course materials will be found on your course dashboard.

Meetings:

• Course Meetings take place in Zoom Events – You will receive your Individual Zoom Link before the course starts.

Course Design:

The course will be delivered over three-weeks with three one-hour sessions per week.  You will receive details about the dates, times, and your course URL.

Time Commitment:

Plan for 1 hours for each online lesson to read, complete activities, and prepare for course meetings. Individuals have varying learning paces, so it might take more or less time for each person. We recommend completing lessons a day or two before the course meetings to allow time for reflection on what you've learned and the development of your plans. All course materials are included on your course dashboard (no textbook is required).

Course Meeting Schedule (subject to change):

• Start Date: 11/5/2025
• Completion Date:  1/19/2026
• Course Meeting 1:  11/5/2025 - 2:00 -3:00 pm ET
• Course Meeting 2:  11/14/2025 - 2:00 - 3:00 pm ET
• Course Meeting 3:  11/19/2025 - 2:00 - 3:00 pm ET

Certificate of Attendance:

You will earn a Certificate of Completion upon completion of the course.

Cancellation Policy:

Professional Development Cancelation Policy

Recertification Points:  

PSHRA-5 and HRCI-5

Making public sector work better®.

Braxton T. Casey, MPA, IPMA-SCP, SHRL

Braxton Casey is the principal consultant of Thrive Management Solutions, LLC, a small business where his staff provides HR training and development, career coaching, and consulting services. He also offers various organizational development services with his 20+ years of Federal HR, Leadership, and Business Operations experience.

Braxton is a proud Fayetteville State University graduate with a Bachelor's degree in Political Science, a Master's in Public Administration, Doctoral studies at George Washington University, and several HR certifications. He is a certified member of the Professional Association of Résumé Writers & Career Coaches, the Association for Training and Development, the Society for Human Resource Management, Harvard Business Analytics, 

Braxton is a graduate of the Harvard Business Analytics Program (HBAP) and the SHRM People Analytics Program.

Braxton's mission is to be a resource for professional transformation and motivation through training, coaching, and consulting.