Course List
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On Demand Course
Syllabus: Strategies for Public Sector Leadership Certificate Program On Demand
PSHRA's on demand learning offers you the flexibility to learn at your own pace, providing you with 90 days to complete the content. With no scheduled meetings and no instructor-led sessions, you have the freedom to tailor your learning experience to fit your schedule.
This asynchronous course will equip you with the necessary tools to shift from a transactional to a strategic role in Public Sector HR by using a competency framework.
Your role has evolved beyond merely transactional tasks. Today's HR department in the public sector is pivotal to the agency's success. It involves teaching team building, coaching, conflict resolution, consensus-building, fostering a risk-taking culture, enhancing communication, building trust, and more.
Course Outcomes:
This comprehensive leadership course is designed for mid- to senior-level public sector HR leaders, providing a solid foundation for success.
To achieve this, the course focuses on the following outcomes:
- Assess the impact of HR and human capital management in the public sector and justify HR programs in the public sector.
- Design programs that align with specific competencies within the PSHRA Competency Model, covering three major modules: Leader, Business Partner, and Change Agent.
- Evaluate personal strengths and weaknesses regarding these competencies and create a plan for your individual professional development as an HR professional using the PSHRA Competency Model.
- Plan professional development in accordance with your personal competencies.
You will finish this course with:
- A solid strategic foundation for success.
- A professional development plan.
Certificate of Attendance:
You will earn a Certificate of Attendance upon completion of the course.
Course Design:
This on demand course does not include cohort meetings or an instructor. It is available to you for 90 days and allows you to set your own individual pace.
Time Commitment:
This course is self-paced allowing you to decide how much time you need to spend on each lesson. Individuals have varying learning paces, so it might take more or less time for each person.
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 working on your online lessons.
The workbook is available by selecting the Course Materials tab and then Strategies for Public Sector Leadership Workbook.
Making public sector work better®
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Includes Multiple Live Events. The next is on 08/21/2026 at 11:30 AM (EDT)
This course is open from August 18, 2026 - October 2, 2026
Public Sector HR Executive Leadership Certificate Program Syllabus
Please let us know if you run into any problems or have questions as soon as possible. We want to make sure you have the best possible learning experience.
Course Materials (All you need is your dashboard):
- Executive Leadership Certificate Program Workbook (PDF and Word Versions)
- HR20/20 Report
Meetings and Discussions:
- Course Cohort Meetings take place in Zoom Events – You will access them through your course "Content Tab."
- Course Discussion Board take place in Your Course’s Engage Community – You will access the Engage Community through your course "Content Tab."
Course Design:
The course spans six weeks with 4 cohort meetings and follows a specific timeline with a sequence of lessons and cohort sessions.
Time Commitment:
Plan for 2 hours for each online lesson to read, complete activities, and prepare for cohort sessions. 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 Cohort Session Schedule (Subject to Change):
Course Start: 8/18/2026
Course End: 10/2/2026
Cohort #1 – 8/21/2026 - 11:30 pm - 1:00 pm ET (Updated)
Cohort #2 – 8/28/2026 - 2:30 - 4:00 pm ET (Updated)
Cohort #3 - 9/18/2026 - 1:00 - 2:30 pm ET
Cohort #4 - 10/2/2026 - 1:00 - 2:30 pm ET
Course Schedule:
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.
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.
Week 6:
Cohort Session (virtual)
Session 4: Course Wrap-up
Review of course and opportunity to ask final questions.
Certificate of Attendance earned upon course completion.
Making public sector work better®.
Braxton T. Casey, MPA, PSHRA-SCP, SHRL
People Operations Manager
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, the Human Capital Institute, and the International Public Management Association for Human Resources (now PSHRA).
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.
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Includes Multiple Live Events. The next is on 08/24/2026 at 4:00 PM (EDT)
This class will start on August 24, 2026 and end on September 8, 2026.
Course Syllabus
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.
Course Materials (All you need is on your dashboard):
- Developing a Logic Model
- Bias Examples Worksheet
- Evaluating Policy & Program Effectiveness
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: 8/24/2026
- Completion Date: 9/8/2026
- Course Meeting 1: 8/24/2026 – 4:00 pm – 5:00 pm ET
- Course Meeting 2: 8/31/2026 – 4:00 pm – 5:00 pm ET
- Course Meeting 3: 9/8/2026 – 4:00 pm – 5:00 pm ET
Course Content:
Session 1: Foundations of Impact
Objective: Establish a shared understanding of what “impact” means in public sector HR and how to frame it.
- What Is “Evidence of Impact”?
- Definitions and relevance in public HR
- Differences between outputs, outcomes, and impact
- Logic Models & Theory of Change
- Mapping inputs → activities → outputs → outcomes
- Feedback Loops
- Case examples from local, state, and federal HR programs
- Types of Evaluations
- Process vs. outcome evaluations
- Quantitative vs. qualitative
- Interactive Activity: Build a logic model for a sample HR initiative (e.g., recruitment, onboarding, DEI training, retention program, etc)
Session 2: Methods & Measurement
Objective: Explore tools and techniques for collecting and analyzing evidence.
- Quantitative Metrics and Analysis
- Key metrics examples: turnover rates, time-to-hire, cost-per-hire, engagement scores, pre/post surveys
- Data Collection Methods: sampling, interviews, surveys, observations, data sets
- Descriptive vs. inferential statistics
- Qualitative Techniques and Analysis
- Key metric examples: manager/employee satisfaction, engagement, exit reasons, employee sentiments
- Data Collection Methods: Interviews, focus groups, open-ended surveys
- Analysis Methods: Content, narrative, discourse, thematic, and IPA analysis
- Data Collection Considerations
- Sampling, bias, and ethical considerations
- Convenient data vs good data
- Leveraging existing administrative data
- Correlation vs. causation
- Interactive Activities: Identify key data and metrics for impact evaluation, examine sample data set.
Session 3: Impact Evaluation & Communicating Results
Objective: Connect impact outcomes to organization’s values and audience.
- Evaluating Impact
- Pre/Post event comparisons
- Cost-benefit and cost-effectiveness analysis
- Budget alignment and fiscal sustainability
- Communicating Findings
- Storytelling with data
- Using dashboards, scorecards, visuals, effectively
- Writing executive summaries and impact briefs
- Tailoring messages for elected officials, department heads, and employees
- Interactive Activities: Choose data visuals, draft a short impact summary for a hypothetical HR initiative
Certificate of Attendance: You will earn a Certificate of Completion upon completion of the course.
Making public sector work better®.
David Kitchen is driven by a passion to CONNECT and EMPOWER employees and leaders across the public sector. With more than 15 years of experience in public sector human resources, he is known for his modern, people-centered approach to HR operations and his commitment to data-informed, ethical leadership.
David currently serves as the Human Resources Director for Lehi City, Utah, where he leads strategic HR initiatives that support a rapidly growing municipal workforce. He previously worked with the Utah Department of Human Resource Management, developing key performance indicators and strategic measures for a statewide HR shared services model. David also stays engaged with emerging HR technologies and trends, including completing the Partnership for Public Service’s AI Government Leadership Program.
Beyond his municipal work, David is a partner with Compensation Survey System (comp-survey.com), an online platform that helps public sector agencies benchmark and manage compensation, benefits, and pay practices with greater accuracy and transparency.
David’s commitment to advancing the HR profession extends deeply into his service with the Public Sector HR Association (PSHRA). He served as PSHRA Utah Chapter President from 2018 to 2020, and since 2021 he has been an active contributor on multiple regional and national PSHRA committees, supporting the association’s efforts to elevate professional standards, strengthen practitioner networks, and advance evidence-based HR practices.
He holds a Master of Public Administration and a Bachelor of Communications from Brigham Young University and certifications as a PSHRA-SCP, SHRM-SCP, and PHR. David has presented nationally on topics including empathy and connection, trust-building in government, and data-driven HR strategy. He continues to mentor emerging professionals and contribute to thought leadership within the field.
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Includes Multiple Live Events. The next is on 08/25/2026 at 12:00 PM (EDT)
This class will start on August 25, 2026 and end on September 8, 2026
Course Syllabus
Course Overview:
Learners will build practical knowledge and confidence in navigating the complex landscape of employee relations, understanding union structures and rights, and engaging effectively in the collective bargaining process. Each session is designed to be digestible, engaging, and immediately applicable to your day-to-day work.
Audience: Whether you are new to labor relations or looking to sharpen your skills, this course provides a structured, interactive learning experience grounded in real government workplace scenarios.
Learning Objectives - By the end of this three-part series, participants will be able to:
- Explain the foundations of employee relations and their importance in a government HR context
- Describe how unions are structured, certified, and how they operate within the public sector
- Identify the key legislation governing labor relations in government workplaces
- Navigate common employee relations challenges including performance issues, discipline, and workplace conflict
- Interpret collective agreement provisions and apply them to workplace situations
- Outline the stages of the collective bargaining process from preparation to ratification
- Demonstrate effective strategies for working collaboratively with union representatives
- Recognize the warning signs of escalating labor-management conflict and apply de-escalation approaches
Course Structure:
Session 1: Foundations of Employee Relations in Government - This opening session sets the stage for the full series. We explore what employee relations means in a government context, why it matters, and how HR professionals play a central role in shaping a healthy, productive, and legally compliant workplace. We examine the unique features of public sector employment and introduce the concept of unionized workplaces.
Session 2: Understanding Unions & Working Effectively with Union Representatives - This session, we pull back the curtain on how unions work — how they are formed, how they are structured, and what motivates union representatives. We explore the rights and responsibilities of both management and unions, and focus heavily on building effective, professional working relationships with union reps. Participants will work through a realistic scenario to apply key concepts.
Session 3: Collective Bargaining: Process, Strategy & Practice - This final session, we dive into the collective bargaining process — one of the most significant and sometimes misunderstood aspects of labor relations in government. We walk through each stage of bargaining from preparation to ratification, explore the HR professional’s supporting role, and discuss how to sustain positive labor-management relations beyond the bargaining table. Participants will leave with practical tools they can use right away.
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.
Course Meeting Session Schedule (subject to change):
- Start Date: 8/25/2026
- Completion Date: 9/8/2026
- Meeting 1: 8/25/2026 - 12:00 - 1:00 pm ET
- Meeting 2: 9/1/2026 - 12:00 - 1:00 pm ET
- Meeting 3: 9/8/2026 - 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®.
Leslie Tolliver, JD, SHRM-CP
HR Manager
City of Clayton, MO
HR Whisperer: HR Director by day and I moonlight as an HR consultant by night, unravelling the mysteries of the corporate world one employee issue at a time. If you have workplace drama, I'll sift through it like a detective solving a juicy mystery novel.
Attorney: I proudly wear the title of attorney, battling it out in courtrooms and boardrooms. But I've seen the light! I've transitioned to a new, exciting phase in my life. Now, I help others navigate the legal landscape, steering them clear of the pitfalls and landmines I once braved. Consider me your legal guide through the treacherous terrain, having survived the trenches and emerged wiser and, dare I say, with a slightly more humorous outlook on life. Mom of Four: But wait, there's more! In my superhero cape (or, more accurately, my "Mom jeans"), I wrangle not one, not two, but four mini-humans who insist on calling me "Mom." They've taught me more about negotiation and diplomacy than any law school ever could. Globetrotting Foodie: When I'm not arguing cases or parenting, I'm jet-setting around the globe in search of the world's most delectable delicacies. My passport might as well be a food journal with stamps, and my heart belongs to every street food vendor, Michelin-starred restaurant, and hole-in-the-wall eatery. Proudly Neurodivergent: Beneath it all, I'm a neurodivergent warrior. My brain works in wonderfully unique ways, and I embrace it with open arms. Think of me as the Picasso of thinking, with a canvas of brilliant ideas that might zigzag, swirl, or loop-de-loop - but always with a dash of brilliance. So basically, in my multifaceted world, I'm a legal luminary turned legal guide, an HR sorcerer, a mom to a formidable quartet, a global epicurean explorer, a neurodivergent pioneer, and a recovering attorney with tales to tell and wisdom to share!
- Registration Closed. Maximum Number of Registrants reached.
- More Information
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Includes Multiple Live Events. The next is on 08/26/2026 at 11:00 AM (EDT)
This class will start on August 25, 2026 and end on November 3, 2026
PSHRA’s Public Sector HR Essentials Certificate Program Syllabus
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.
Course Material (All you need is on your dashboard)
- Public Sector HR Essentials Certificate Program Workbook (PDF and Word Versions)
- Public Sector HR Essentials Certificate Program Lessons Summary
- HR20/20 Report
Course Design:
The course spans ten weeks and follows a specific timeline with a sequence of lessons and cohort sessions.
Time Commitment:
Plan for 2 hours for each online lesson to read, complete activities, and prepare for cohort sessions. 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 Cohort Session Schedule (subject to change):
- Start Date: 8/25/2026
- Completion Date: 11/3/2026
- Cohort Session 1: 8/26/2026 - 11:00 - 12:30 pm ET
- Cohort Session 2: 9/9/2026 - 11:00 - 12:30 pm ET
- Cohort Session 3: 9/23/2026 - 11:00 - 12:30 pm ET
- Cohort Session 4: 10/7/2026 - 11:00 - 12:30 pm ET
- Cohort Session 5: 10/21/2026 - 11:00 - 12:30 pm ET
- Cohort Session 6: 10/30/2026 - 11:00 - 12:30 pm ET
Course Content:
Week 1 - Introduction
Cohort Session 1: Introduction
Week 2 - Lesson 1: Public Sector Basics
Week 3 - Lesson 2: Recruitment
Cohort Session 2: Public Sector HR Basics & Recruitment
Week 4 - Lesson 3: Selection
Week 5 - Lesson 4: Classification and Compensation
Cohort Session 3: Selection, Classification & Compensation
Week 6 - Lesson 5: Benefits
Week 7 - Lesson 6: Labor and Employee Relations
Cohort Session 4: Benefits and Labor Management Relations
Week 8 - Lesson 7: Equal Employment Opportunity and Diversity
Week 9 - Lesson 8: Organizational Development
Cohort Session 5: Equal Employment Opportunity & Diversity, Organization
Week 10 - Lesson 9: Course Summary
Cohort Session 6: Course Summary and Wrap-up
Certificate of Attendance earned upon course completion.
Making public sector work better®.
Dr. Bernadette Costello
Managing Partner
BCC Consulting
Bernadette Costello is the Managing Partner for BCC Consulting. The foundation of her coaching and consulting practice is “You are Exactly Where You Are Supposed To Be.” Affirming where you are is the first step in any transformation. Transformation is like looking into a labyrinth: a path for discovery, understanding & clarity. One way in & one way out-there are no dead ends. That symbolism expresses Bernadette’s approach to coaching, consulting, learning and the sacred space created with clients to support their journey. Bernadette has over 25 years of talent development, coaching, consulting, and leadership experience in human resources and talent development in the public, non-profit, and higher education sectors. She is also an adjunct faculty member in the George Mason University’s School of Business and Schar School of Policy and Government. Sheis certified in several assessment tools which include Myers Briggs, DiSC, EQi,and Appreciation in the WorkplaceMBA. Bernadette received a Bachelor of Social Work from SIUE, a Masters inPublic Administration from the University of North Carolina at Chapel Hilland a doctorate in Higher Education fromGeorge Mason University. She is an PCC certified coach, an Energy LeadershipIndex Master Practitioner and holds a SHRM-SCP certification.
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Includes Multiple Live Events. The next is on 08/31/2026 at 12:30 PM (EDT)
This class will start on August 31, 2026 and end on September 2, 2026
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 2 session 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
Evolving the Workplace & Legal Foundations
Policy Development & Equity Considerations
Engagement, Performance & Culture
Format:
- Virtual Instructor-Led Training (VILT)
- 1-hour and half live session per week (over two weeks)
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
Breakdown
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
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
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 two-weeks with 2 one hour and half 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 two sessions with 2 one hour and half 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: 8/31/2026
- Completion Date: 9/2/2026
- Meeting 1: 8/31/2026 - 12:30 - 2:00 pm ET
- Meeting 2: 9/2/2026 - 12:30 - 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
Recertification Points: PSHRA-5 and HRCI-5
Making public sector work better®.
Shelvia Ashford
Senior Employee Relations Consultant
Wake County, NC
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
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Includes Multiple Live Events. The next is on 09/17/2026 at 11:30 AM (EDT)
This class will start on 9/17/2026 and end on 9/24/2026
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:
- explain key differences between public and private sector compensation systems
- understand basic public sector pay and classification structures
- apply foundational compensation principles
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, [email protected].
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.
Week One: Foundations of Public Sector Compensation
- Total compensation
- Public sector compensation strategy
- Private and public sector differences
Week Two: Labor Market Assessment
- Labor markets
- Salary data sources
- Benchmarking jobs
- Compensation structure
- External equity
Week Three: Internal Equity and Fair Compensation
- Internal equity
- Pay increases
- Compensation influences
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.
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).
Meetings and Discussions:
- Course Cohort Meetings take place in Zoom Events – You will access them through your course "Content Tab."
- Course Discussion Board take place in Your Course’s Engage Community – You will access the Engage Community through your course "Content Tab."
Course Meeting Session Schedule (subject to change):
- Start Date: 9/17/2026
- Completion Date: 9/24/2026
- Meeting 1: 9/17/2026 - 11:30 - 12:30 pm ET
- Meeting 1: 9/21/2026 - 11:30 - 12:30 pm ET
- Meeting 3: 9/24/2026 - 11:30 - 12:30 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®.
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Includes Multiple Live Events. The next is on 09/21/2026 at 1:00 PM (EDT)
This class will start on 9/21/2026 and end on 9/25/2026.
Course Syllabus
Succession Planning for Local Government explores the critical process for ensuring continuity of leadership and maintaining high-quality public services in local government. This course equips department heads, managers, and HR professionals with practical tools and strategies to identify, develop, and retain future leaders within municipal organizations. Participants will learn how to align workforce planning with organizational needs, build a talent pipeline, and reduce risks associated with turnover or retirements. The program emphasizes both strategic planning and actionable steps that can be immediately applied in a local government setting. The course will be delivered over three-weeks with one-hour weekly online sessions.
Overview
Through a mix of instruction, applied frameworks, case studies, and guided analysis, participants will strengthen their ability to interpret policy, assess ethical risks, navigate conflicting pressures, and promote cultures rooted in trust and public service values.
Learning Objectives
By the end of this training, participants will be able to:
- Understand Succession Planning Fundamentals
- Define succession planning and explain its importance in local government.
- Differentiate between succession planning and replacement planning.
- Assess Organizational Readiness
- Identify critical roles and competencies necessary for organizational sustainability.
- Analyze workforce demographics, retirement trends, and turnover risks.
- Develop a Succession Planning Framework
- Apply methods for identifying high-potential employees.
- Create development plans and career pathways that prepare staff for advancement.
- Integrate succession planning into existing HR and performance management processes.
- Implement Tools and Practices
- Utilize assessment tools, mentoring programs, and training opportunities to strengthen leadership pipelines.
- Establish clear policies and communication strategies that foster buy-in across the organization.
- Measure and Sustain Progress
- Design key performance indicators (KPIs) to track succession planning effectiveness.
- Adapt plans to meet evolving community needs, legal requirements, and workforce challenges.
Course Meeting Recordings: Coming Soon!
Expected Outcomes
Upon successful completion of the course, participants will be able to:
- Develop a written succession plan tailored to their department or local government unit.
- Build a pool of prepared and capable employees ready to assume leadership roles when vacancies arise.
- Reduce disruptions caused by retirements, promotions, or unexpected staff departures.
- Foster a culture of continuous learning, mentorship, and career growth within the organization.
- Strengthen organizational resilience by ensuring leadership continuity and institutional knowledge retention.
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.
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).
Meetings and Discussions:
- Course Cohort Meetings take place in Zoom Events – You will access them through your course "Content Tab."
- Course Discussion Board take place in Your Course’s Engage Community – You will access the Engage Community through your course "Content Tab."
Course Meeting Session Schedule (subject to change):
- Start Date: 9/21/2026
- Completion Date: 9/25/2026
- Meeting 1: 9/21/2026 - 1:00 - 200 pm ET
- Meeting 2: 9/23/2026 - 1:00 - 2:00 pm ET
- Meeting 3: 9/25/2026 - 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
Recertification Points: PSHRA-5 and HRCI-5
Making public sector work better®.
- Understand Succession Planning Fundamentals
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Includes Multiple Live Events. The next is on 09/22/2026 at 2:30 PM (EDT)
This class will start on 9/15/2026 and ends on 11/14/2026.
PSHRA’s Foundations Public Sector HR Certificate Program Syllabus
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.
Course Material (All you need is on your dashboard)
- Foundations of Public Sector HR Certificate Program Workbook (PDF and Word Versions)
- Foundations of Public Sector HR Certificate Program Lessons Summary
- HR20/20 Report
Course Design:
The course spans ten weeks and follows a specific timeline with a sequence of lessons and cohort sessions.
Time Commitment:
Plan for 2 hours for each online lesson to read, complete activities, and prepare for cohort sessions. 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 Cohort Session Schedule (subject to change):
- Start Date: 9/15/2026
- Completion Date: 11/24/2026
- Cohort Session 1: 9/22/2026 - 2:30 - 4:00 pm ET
- Cohort Session 2: 9/30/2026 - 2:30 - 4:00 pm
- Cohort Session 2: 10/20/2026 - 2:30 - 4:00 pm ET
- Cohort Session 4: 10/28/2026 - 2:30 - 4:00 pm ET
- Cohort Session 5: 11/3/2026 - 2:30 - 4:00 pm ET
- Cohort Session 6: 11/12/2026 - 2:30 - 4:00 pm ET
Course Content:
Week 1 - Introduction
Cohort Session 1: Introduction
Week 2 - Lesson 1: Public Sector Basics
Week 3 - Lesson 2: Recruitment
Cohort Session 2: Public Sector HR Basics & Recruitment
Week 4 - Lesson 3: Selection
Week 5 - Lesson 4: Classification and Compensation
Cohort Session 3: Selection, Classification & Compensation
Week 6 - Lesson 5: Benefits
Week 7 - Lesson 6: Labor and Employee Relations
Cohort Session 4: Benefits and Labor Management Relations
Week 8 - Lesson 7: Equal Employment Opportunity and Diversity
Week 9 - Lesson 8: Organizational Development
Cohort Session 5: Equal Employment Opportunity & Diversity, Organization
Week 10 - Lesson 9: Course Summary
Cohort Session 6: Course Summary and Wrap-up
Certificate of Attendance earned upon course completion.
Making public sector work better®.
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Includes Multiple Live Events. The next is on 09/23/2026 at 2:30 PM (EDT)
This class will start on 9/23/2026 and end on 10/1/2026
Course Syllabus
Course Overview:
Learners will move from understanding conflict, to applying resolution strategies, to practicing those strategies through realistic public sector scenarios. By the end of the course, learners will have a practical framework they can use immediately when responding to employee disputes, supervisor-employee tension, interdepartmental conflict, communication breakdowns, and situations where emotions are high but professionalism still matters.
Audience: This comprehensive learning program is designed for public sector HR professionals, employee relations professionals, HR managers, department leaders, supervisors, and public agency professionals who are responsible for addressing workplace conflict, coaching managers, supporting employees, and helping maintain a healthy and productive workplace culture.
Learning Objectives:
- Identify common causes and early warning signs of workplace conflict in public sector environments.
- Distinguish between performance issues, behavior issues, communication breakdowns, personality conflict, and systemic workplace problems.
- Apply practical de-escalation, active listening, and mediation techniques to reduce defensiveness and move conversations toward resolution.
- Explain HR’s role in balancing neutrality, empathy, accountability, policy compliance, documentation, and organizational risk.
- Use structured conflict-resolution tools to prepare for, facilitate, document, and follow up after difficult workplace conversations.
- Practice conflict-resolution strategies through public sector case studies, role-play scenarios, and facilitated group discussion.
Course Structure:
Session 1: Understanding Conflict in Public Sector Workplaces This session focuses on what conflict is, why it happens, how it escalates, and why public sector workplaces have unique conflict dynamics. Participants will explore common root causes such as unclear expectations, poor communication, perceived disrespect, role confusion, inconsistent supervision, workplace silos, and fear of speaking up. We will also discuss public sector pitfalls such as political sensitivity, public scrutiny, hierarchy, union or labor considerations, and the tendency to avoid conflict until it becomes formal.
Session 2: Resolving Conflict — HR’s Role, Tools, and Frameworks This session focuses on what HR, managers, and leaders can do once conflict is present. Participants will learn practical tools for de-escalation, active listening, reframing, mediation preparation, meeting structure, ground rules, policy alignment, documentation, and follow-up. We will also discuss how to balance empathy and accountability, how to stay neutral without becoming passive, and how to help employees move from positions to interests.
Session 3: Conflict Resolution Lab — Public Sector Case Studies and Role Play This final session is application-focused. Participants will work through realistic public sector scenarios involving employee disputes, supervisor-employee conflict, interdepartmental tension, communication breakdowns, and emotionally charged conversations. Through breakout rooms, role-play, group debriefs, and guided discussion, learners will practice using the tools from Sessions 1 and 2 in a safe, structured environment.
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.
Course Meeting Session Schedule (subject to change):
- Start Date: 9/23/2026
- Completion Date: 10/1/2026
- Meeting 1: 9/23/2026 - 2:30 - 3:30 pm ET
- Meeting 2: 9/30/2026 - 2:30 - 3:30 pm ET
- Meeting 3: 10/1/2026 - 2:30 - 3:30 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®.