Course List
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This course is open from September 17, 2024 - December 17, 2024
Welcome to the PSHRA Public Sector HR Essentials Program!
The course is designed to meet the unique needs of the public sector HR professional.
Do you want to become an IPMA-HR Certified Professional (IPMA-CP)? Look no further as you have come to the right place!
This is a public sector focused credential for qualified HR professionals in an entry-or mid-level career position.
As a foundational course, the Public Sector HR Essentials Program covers all the major areas of a public sector human resources operation outlined in the following eight modules:
- Public Sector HR Basics
- Recruitment
- Selection
- Classification/Compensation
- Benefits
- Labor and Employee Relations
- Equal Employment Opportunity & Diversity
- Organizational Development
Engage with your Classmates:
You are required to comment on at least two of your classmates post for each assignment and attend at least 2 of the 3 Q&A sessions (via Zoom). The Q&A schedule will be sent to you separately via e-mail.
Please click on the "Course Materials" tab above to download the following materials:
- Course E-book
Provided in a flexible online format, you can expect to complete each module at your pace over a period of 2 weeks (unless marked accelerated). You will benefit from the expertise of top public sector HR professionals who understand the unique issues, challenges and opportunities of human resources in the government environment.
Upon completing all 8 modules, you will receive a certificate of completion and are one step closer to IPMA-CP certification.
IPMA-CP Certification: Upon conclusion of Module 8, after completing all the exercises and attempting the practice exams, you will automatically receive a certificate of completion. This does NOT confirm IPMA-CP certification. At the beginning of the course, an exam declaration was provided to state whether you wish to take the IPMA-CP certification exam. You will be asked to give acknowledgement at the beginning of the exam, which states the exam is closed book and copyrighted.
Certification Exam: The IPMA-CP exam can be accessed as part of your course package under "IPMA-CP Exam". You must activate your exam with the green "Activate" button as of the last day of the course. Once activated, your 45 day window to study and take the exam will begin. Should you let the 45-day period lapse, there will be an additional $100 fee to test (subject to change). You will login to https://learning.ipma-hr.org to view your exam as you did with your course.
As a foundational course, the Public Sector HR Essentials Program covers all the major areas of a public sector human resources operation outlined in the following eight modules:
Module 1: Public Sector HR Basics
Module 2: Recruitment
Module 3: Selection (Accelerated - 1 week)
Module 4: Classification and Compensation
Module 5: Benefits (Accelerated - 1 week)
Module 6: Labor and Employee Relations
Module 7: Equal Employment Opportunity & Diversity
Module 8: Organizational Development (10 days)
Provided in a flexible online format, you can expect to complete each module at your pace over a period of 2 weeks unless marked differently. You are required to comment on at least two of your classmates post and attend at least 3 of the 4 Course Check-in Meetings. You'll benefit from the expertise of top public sector HR professionals who understand the unique issues, challenges and opportunities of human resources in the government environment.
Cheryl Cepelak
Having retired from the State of CT in July, 2022 with 34 years of service, Ms. Cepelak’s experience is in the areas of training and organizational development, including facilitation; strategic planning; performance management; leadership and supervisory development; and human resources, recruitment and retention.
She has taught numerous classes in these areas, instructing for Public Service Human Resources Association (PSHRA) and CT’s Training and Development Network, along with consulting and facilitating leadership and strategic planning sessions for various organizations.
Ms. Cepelak’s state career spanned across 5 agencies with achievements including serving as Deputy Commissioner of Administration at the DOC for almost 10 years; hiring a COVID-focused team at DPH; and serving as an Interim Director at ADS / BESB. She recently began consulting for The Moss Group and her work includes a nationwide scan of Correctional Training Academies.
Ms. Cepelak earned a Bachelor of Science degree from the University of Connecticut in 1986 and a Master of Science in Organizational Leadership from Quinnipiac University in 2012.
Ms. Cepelak has been a member of the International Public Management Association for Human Resource professionals (IPMA-HR) since 1999 and in 2007, received the IPMA-HR designation, Certified Specialist, Organizational & Employee Development and served as the national President in 2020.
Currently, Ms. Cepelak is a Duty Office for the CT/RI Red Cross Chapter and a 200 hour Pranotthan trained yoga teacher.
Accelerated Course Schedule and Syllabus:
(please read this ENTIRE page for important course information and dates)This course was designed specifically for new Human Resource professionals, or those seeking knowledge of other HR disciplines outside of their normal work assignments. The course will cover all of the major areas within a full-functioning Human Resources operation. The information presented is intended to provide a working understanding of each of the following disciplines:
- Public Sector HR Basics
- Recruitment
- Selection
- Job Classification and Compensation
- Employee Benefits
- Labor and Employee Relations
- EEO and Diversity
- Organizational Development
The course is divided into the eight subject areas, or Modules, listed above. Where appropriate, we have included cross references to material or information contained in other Modules. This reflects the inter-relatedness of each of the functional disciplines within the HR umbrella.
Materials used as part of this course include:
Human Resource Management, Fifteenth Edition (14th Edition will also work)
Robert L. Mathis and John H. Jackson (must be purchased separately)At the beginning of each module, we have listed the reading assignment from the Mathis and Johnson textbook, which is the main text for this course.
This online course provides a number of benefits to participants:
- Flexibility in completing class assignments on YOUR schedule, with the freedom of location and time of day;
- Opportunity to interact with other HR professionals from around the country;
- Addresses the needs of all types of learners, and those reluctant to speak in groups are drawn more readily into the discussions.
Engage with your Classmates:
You are required to comment on at least two of your classmates post for each assignment and attend at least 3 of the 4 Course Check-in meetings (via Zoom). The Q&A schedule will be sent to you separately via e-mail.
Module 1: Public Sector HR Basics (Suggested Study Time: 2 weeks)
This module provides an overview of the HR function in public organizations, and includes:
- Understanding the differences between public and private sector HR operations;
- History of laws that have affected the development of the public sector HR function;
- Review of the major laws and regulations that govern HR operations;
- Roles and responsibilities of HR professionals in organizations;
- Discussion of typical organizational structures;
- Use of Information Technology to enhance HR operations;
- Strategic HR operations;
- Professional HR Organizations;
- Importance of Ethics in HR.
Module 2: Recruitment(Suggested Study Time: 2 weeks)
- Role of workforce planning;
- Planning and utilizing recruitment strategies;
- Executive recruitment strategies;
- Long term recruitment strategies;
- Importance of background and reference checks;
- Negotiating with selected candidates;
- Importance of evaluating recruitment strategies.
Module 3: Selection(Suggested Study Time: 1 weeks)
- Selection in the public sector;
- Merit system considerations;
- Typical selection methods;
- Test development and design;
- Test administration considerations;
- Scoring methodologies;
- Use of preference points;
- Use and management of eligible lists;
- Other qualification considerations.
Module 4: Job Classification and Compensation
(Suggested Study Time: 2 weeks)
- Applicable laws and regulations that govern job classification activities;
- Concepts and principles of job classification;
- Job analysis techniques;
- Classification processes;
- Methods for establishing classification relationships;
- Importance of classification strategies to other HR disciplines.
- Translating classification into compensation;
- Pay for performance;
- Executive compensation;
- Importance of compensation strategies to other HR functions.
Module 5– Employee Benefits:(Suggested Study Time: 1 weeks)
- Benefits terminology;
- Types, characteristics, and funding of benefits;
- Selection and negotiation with providers;
- Budget and cost control;
- Applicable laws that govern benefit plans;
- Retirement Plans;
- Importance of benefits strategies to other HR functions.
Module 6– Labor and Employee Relations:
(Suggested Study Time: 2 weeks)
- Applicable laws and regulations that govern labor/employee relations activities;
- Bargaining units;
- Collective bargaining models;
- Forms of collective bargaining agreements;
- Work interruptions/stoppages;
- Laws and regulations that affect collective bargaining processes;
- Discipline procedures;
- Grievance administration and arbitration;
- Labor/management relations.
Module 7 – EEO and Diversity:
(Suggested Study Time: 2 weeks)
- Laws that govern EEO and Diversity strategies;
- Regulatory/oversight agencies;
- EEO concepts and employer’s policies;
- EEO Uniform Guidelines and selection policies;
- Discrimination complaints, investigations, and resolution;
- Reasonable accommodations;
- EEO reports and monitoring;
- Importance of diversity programs to other HR functions.
Module 8 – Organizational Development:
(Suggested Study Time: 10 days)
- Organizational culture and change strategies;
- Employee development;
- Performance management;
- Progressive discipline and counseling and coaching;
- Application of organizational development strategies to succession planning.
Expected Course Completion Date: December 17, 2024.
Please note: Your IPMA-CP exam must be activated prior to December 17, 2024.
Course Check Dates (Subject to Change):
- Course check in 1: TBD
- Course check in 2: TBD
- Course check in 3: TBD
- Course check in 4: TBD
IPMA-CP Certification Exam:
Upon completion of the course, you will be able to download your certificate of completion after finishing Module 8. The certificate of completion is not your official certification credential. Passing the IPMA-CP certification examination is required to become IPMA-CP certified.
The IPMA-CP certification exam is included as part of the course package-2nd item. The exam is administered online in this platform. When you are finished with the course (required) and ready to take the exam, there is a green "Activate" button to click on. Only click on the green "Activate Button" when you are ready to activate the 45-day window.
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This course is open from September 10, 2024 - December 10, 2024
Welcome to the PSHRA Public Sector HR Essentials Program!
The course is designed to meet the unique needs of the public sector HR professional.
Do you want to become an IPMA-HR Certified Professional (IPMA-CP)? Look no further as you have come to the right place!
This is a public sector focused credential for qualified HR professionals in an entry-or mid-level career position.
As a foundational course, the Public Sector HR Essentials Program covers all the major areas of a public sector human resources operation outlined in the following eight modules:
- Public Sector HR Basics
- Recruitment
- Selection
- Classification/Compensation
- Benefits
- Labor and Employee Relations
- Equal Employment Opportunity & Diversity
- Organizational Development
Engage with your Classmates:
You are required to comment on at least two of your classmates post for each assignment and attend at least 2 of the 3 Q&A sessions (via Zoom). The Q&A schedule will be sent to you separately via e-mail.
Please click on the "Course Materials" tab above to download the following materials:
- Course E-book
Provided in a flexible online format, you can expect to complete each module at your pace over a period of 2 weeks (unless marked accelerated). You will benefit from the expertise of top public sector HR professionals who understand the unique issues, challenges and opportunities of human resources in the government environment.
Upon completing all 8 modules, you will receive a certificate of completion and are one step closer to IPMA-CP certification.
IPMA-CP Certification: Upon conclusion of Module 8, after completing all the exercises and attempting the practice exams, you will automatically receive a certificate of completion. This does NOT confirm IPMA-CP certification. At the beginning of the course, an exam declaration was provided to state whether you wish to take the IPMA-CP certification exam. You will be asked to give acknowledgement at the beginning of the exam, which states the exam is closed book and copyrighted.
Certification Exam: The IPMA-CP exam can be accessed as part of your course package under "IPMA-CP Exam". You must activate your exam with the green "Activate" button as of the last day of the course. Once activated, your 45 day window to study and take the exam will begin. Should you let the 45-day period lapse, there will be an additional $100 fee to test (subject to change). You will login to https://learning.ipma-hr.org to view your exam as you did with your course.
As a foundational course, the Public Sector HR Essentials Program covers all the major areas of a public sector human resources operation outlined in the following eight modules:
Module 1: Public Sector HR Basics
Module 2: Recruitment
Module 3: Selection (Accelerated - 1 week)
Module 4: Classification and Compensation
Module 5: Benefits (Accelerated - 1 week)
Module 6: Labor and Employee Relations
Module 7: Equal Employment Opportunity & Diversity
Module 8: Organizational Development (10 days)
Provided in a flexible online format, you can expect to complete each module at your pace over a period of 2 weeks unless marked differently. You are required to comment on at least two of your classmates post and attend at least 3 of the 4 Course Check-in Meetings. You'll benefit from the expertise of top public sector HR professionals who understand the unique issues, challenges and opportunities of human resources in the government environment.
Jacqueline P. Little, SPHR, SHRM-SCP, IPMA-SCP
Chief HR Officer
Island Institute
Ms. Little is a proud Maine native who is passionate about HR and the positive impact HR can have on an organization. She earned a Master's degree in Human Resource Leadership, has over two decades of public sector HR experience and holds the SHRM-SCP, SPHR, PSHRA-SCP and GPHR certifications. Jackie shares her experience, perspective and insight at various local, national and international conferences. In her spare time, she can be found baking cheesecakes, exploring the Maine coast or traveling with her family.
Accelerated Course Schedule and Syllabus:
(please read this ENTIRE page for important course information and dates)This course was designed specifically for new Human Resource professionals, or those seeking knowledge of other HR disciplines outside of their normal work assignments. The course will cover all of the major areas within a full-functioning Human Resources operation. The information presented is intended to provide a working understanding of each of the following disciplines:
- Public Sector HR Basics
- Recruitment
- Selection
- Job Classification and Compensation
- Employee Benefits
- Labor and Employee Relations
- EEO and Diversity
- Organizational Development
The course is divided into the eight subject areas, or Modules, listed above. Where appropriate, we have included cross references to material or information contained in other Modules. This reflects the inter-relatedness of each of the functional disciplines within the HR umbrella.
Materials used as part of this course include:
Human Resource Management, Fifteenth Edition (14th Edition will also work)
Robert L. Mathis and John H. Jackson (must be purchased separately)At the beginning of each module, we have listed the reading assignment from the Mathis and Johnson textbook, which is the main text for this course.
This online course provides a number of benefits to participants:
- Flexibility in completing class assignments on YOUR schedule, with the freedom of location and time of day;
- Opportunity to interact with other HR professionals from around the country;
- Addresses the needs of all types of learners, and those reluctant to speak in groups are drawn more readily into the discussions.
Engage with your Classmates:
You are required to comment on at least two of your classmates post for each assignment and attend at least 3 of the 4 Course Check-in meetings (via Zoom). The Q&A schedule will be sent to you separately via e-mail.
Module 1: Public Sector HR Basics (Suggested Study Time: 2 weeks)
This module provides an overview of the HR function in public organizations, and includes:
- Understanding the differences between public and private sector HR operations;
- History of laws that have affected the development of the public sector HR function;
- Review of the major laws and regulations that govern HR operations;
- Roles and responsibilities of HR professionals in organizations;
- Discussion of typical organizational structures;
- Use of Information Technology to enhance HR operations;
- Strategic HR operations;
- Professional HR Organizations;
- Importance of Ethics in HR.
Module 2: Recruitment(Suggested Study Time: 2 weeks)
- Role of workforce planning;
- Planning and utilizing recruitment strategies;
- Executive recruitment strategies;
- Long term recruitment strategies;
- Importance of background and reference checks;
- Negotiating with selected candidates;
- Importance of evaluating recruitment strategies.
Module 3: Selection(Suggested Study Time: 1 weeks)
- Selection in the public sector;
- Merit system considerations;
- Typical selection methods;
- Test development and design;
- Test administration considerations;
- Scoring methodologies;
- Use of preference points;
- Use and management of eligible lists;
- Other qualification considerations.
Module 4: Job Classification and Compensation
(Suggested Study Time: 2 weeks)
- Applicable laws and regulations that govern job classification activities;
- Concepts and principles of job classification;
- Job analysis techniques;
- Classification processes;
- Methods for establishing classification relationships;
- Importance of classification strategies to other HR disciplines.
- Translating classification into compensation;
- Pay for performance;
- Executive compensation;
- Importance of compensation strategies to other HR functions.
Module 5– Employee Benefits:(Suggested Study Time: 1 weeks)
- Benefits terminology;
- Types, characteristics, and funding of benefits;
- Selection and negotiation with providers;
- Budget and cost control;
- Applicable laws that govern benefit plans;
- Retirement Plans;
- Importance of benefits strategies to other HR functions.
Module 6– Labor and Employee Relations:
(Suggested Study Time: 2 weeks)
- Applicable laws and regulations that govern labor/employee relations activities;
- Bargaining units;
- Collective bargaining models;
- Forms of collective bargaining agreements;
- Work interruptions/stoppages;
- Laws and regulations that affect collective bargaining processes;
- Discipline procedures;
- Grievance administration and arbitration;
- Labor/management relations.
Module 7 – EEO and Diversity:
(Suggested Study Time: 2 weeks)
- Laws that govern EEO and Diversity strategies;
- Regulatory/oversight agencies;
- EEO concepts and employer’s policies;
- EEO Uniform Guidelines and selection policies;
- Discrimination complaints, investigations, and resolution;
- Reasonable accommodations;
- EEO reports and monitoring;
- Importance of diversity programs to other HR functions.
Module 8 – Organizational Development:
(Suggested Study Time: 10 days)
- Organizational culture and change strategies;
- Employee development;
- Performance management;
- Progressive discipline and counseling and coaching;
- Application of organizational development strategies to succession planning.
Expected Course Completion Date: December 10, 2024.
Please note: Your IPMA-CP exam must be activated prior to December 10, 2024.
Course Check Dates (Subject to Change):
- Course check in 1: TBD
- Course check in 2: TBD
- Course check in 3: TBD
- Course check in 4: TBD
IPMA-CP Certification Exam:
Upon completion of the course, you will be able to download your certificate of completion after finishing Module 8. The certificate of completion is not your official certification credential. Passing the IPMA-CP certification examination is required to become IPMA-CP certified.
The IPMA-CP certification exam is included as part of the course package-2nd item. The exam is administered online in this platform. When you are finished with the course (required) and ready to take the exam, there is a green "Activate" button to click on. Only click on the green "Activate Button" when you are ready to activate the 45-day window.
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This course is open from September 17, 2024 to November 22, 2024.
Syllabus: Navigating DEI: A Public Sector Business Strategy Certificate Program
Start Date: September 17, 2024
End Date: November 25, 2024
Instructor: Andre Koen
PSHRA Contact: Debbie Tankersely-Snook, dtankersely@pshra.org
Welcome:
Welcome to PSHRA's Navigating DEI: A Public Sector Business Strategy Certificate Program. This course will prepare you to build and enact a transformative HR practice of DEIA within your agency.
Course Design:
The timeline below gives you an overview of the lessons and sessions in this course, their order, and when the cohort sessions will occur. This course will be completed over six weeks.
Time Commitment:
Consider scheduling 30 - 45 minutes for the online lessons to read through the material, complete the activities, and prepare for the cohort sessions. Complete the lessons at least a day or two before the cohort session to give yourself time to reflect on what you have learned and the plans you have developed
Cohort Schedule (subject to change):
- Cohort #1 – TBD
- Cohort #2 – TBD
- Cohort #3 - TBD
Course Outcomes:
In this course, you will:
- Learn the value diversity, equity, inclusion, and accessibility bring to an agency.
- Apply the assess, design, implement, and measure (ADIM) framework to your agency’s diversity, equity, inclusion and accessibility practices.
- Design and prepare to implement initiatives that will increase diversity, produce equitable outcomes, contribute to an inclusive workplace, and promote accessibility.
- Build momentum in your agency’s diversity, equity, inclusion, and accessibility efforts beyond this course.
Online Lessons and Cohort Sessions:
This course includes five online lessons you will complete on your own and three cohort sessions facilitated by a cohort guide. The online lessons allow you to assess development opportunities; present important concepts, principles, and practices; and help you begin planning improvement initiatives. The cohort sessions will be face-to-face or virtual (using a video conferencing tool like Google Meet or Zoom) and will provide an opportunity for you to share ideas and learn from your peers. In these sessions, you will further develop and refine the improvement plans you draft in the online lessons.
Course Schedule:
Week 1
Cohort Session (virtual)
Session 1: Introduction and Diversity
Discussion on the content to be found in the first two lessons.
Online Lesson (self-paced)
Lesson 1: Introduction
Course introduction, DEIA introduction, Bias, and the ADIM approach.
Week 2:
Online Lesson (self-paced)
Lesson 2: Diversity
Assessing diversity; designing, implementing, and measuring diversity initiatives.
Week 3:
Cohort Session (virtual)
Session 2: Equity and Inclusion
Discussion on the content to be found in lessons three and four.
Online Lesson (self-paced)
Lesson 3: Equity
Assessing equity; designing, implementing, and measuring equity initiatives.
Week 4:
Online Lesson (self-paced)
Lesson 4: Inclusion
Assessing inclusion; designing, implementing, and measuring inclusion initiatives.
Week 5:
Cohort Session (virtual)
Session 3: Discussion on the content in lesson 5 and a recap of the course.
Week 6:
Online Lesson (self-paced)
Lesson 5: Developing Your DEI Acumen
Prioritizing initiatives and getting buy-in.
Course Workbook:
The course includes a workbook. You'll use the workbook to reflect on what you're learning, record ideas, and plan for how to implement ideas in 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 workbook is available by selecting the Course Materials tab and then DEI Workbook.
Case Study:
There is a case study embedded throughout this course. You'll learn about Chris, a city HR director, trying to make the agency more diverse and welcoming. In the case study, you'll see how the principles and practices you're learning can be applied.
Andre Koen
Vice President of DEI
AM Horizons Training Group
Healthcare Professional: Andre Koen began his career in the healthcare industry, driven by his passion for helping others and promoting well-being. As a healthcare professional, he worked tirelessly to ensure that patients received the best care possible, emphasizing empathy and understanding in every interaction.
Director of DEI at Mayo Clinic: Recognizing the critical importance of diversity, equity, and inclusion (DEI) in healthcare, Andre Koen transitioned to the role of Director of DEI at Mayo Clinic. In this leadership position, he led initiatives to foster a welcoming and inclusive environment for both patients and staff. His innovative strategies and commitment to cultivating a diverse workforce positively impacted the entire healthcare community.
Government Official: With a desire to create broader change, Andre Koen extended his influence by working with state and local governments. As a government official, he advocated for policies that promoted equality and fairness, striving to bridge gaps in access to healthcare and other essential services. His dedication to public service earned him a reputation as a compassionate and visionary leader.
Classroom Teacher: Understanding the profound impact of education on shaping young minds, Andre Koen took on the role of a classroom teacher. His teaching approach went beyond textbooks, focusing on imparting valuable life skills such as empathy, respect, and embracing diversity. Through his engaging and practical methods, he inspired students to become responsible global citizens.
Improvisational Comedian: Not confined by traditional roles, Andre Koen also embraced the art of improv comedy. As an improvisational comedian, he used humor as a powerful tool to break down barriers and promote open dialogue about sensitive topics. His performances were not just entertaining but thought-provoking, encouraging audiences to examine their own biases and preconceptions.
The Enkindled Spirit: Throughout his multifaceted journey, Andre Koen's unwavering spirit illuminated his path. As the Enkindled Spirit, he radiated warmth, compassion, and a deep understanding of the human experience. His approach to diversity training, government service, healthcare, teaching, and comedy was guided by a genuine desire to connect with others and ignite positive change in the world.
Ask me anything about this course.
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This course is open from November 26 2024 - January 3, 2024
Syllabus: Public Sector HR Executive Leadership Certificate Program
Start Date: November 26, 2024
End Date: January 3, 2024
Instructor: Braxton T. Casey, MPA, IPMA-CP, IPMA-SCP
PSHRA Contact: Debbie Tankersely-Snook, tankersely@pshra.org
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.
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.
Cohort Schedule (Subject to Change):
Cohort # 1 – TBD
Cohort # 2 – TBD
Cohort #3 -- TBD
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
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This class will start on October 15, 2024 and end on November 11, 2024
Syllabus: Strategies for Public Sector Leadership Certificate Program
Start Date: October 15, 2024
End Date: November 22, 2024
Instructor: Mary Rowe
PSHRA Contact: Debbie Tankersely-Snook, tankersely@pshra.org
Welcome:
Welcome to PSHRA's Strategies for Public Sector Leadership. This 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:
The course spans six weeks and follows a specific timeline with a sequence of lessons and cohort sessions. You will receive details about the dates, times, and locations of cohort sessions.
Time Commitment:
Plan for 90 minutes 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.
Cohort Schedule (subject to change):
- Cohort #1 – TBD
- Cohort #2 – TBD
- Cohort #3 – TBD
- Cohort #4 - TBD
Course Schedule:
Week 1:
Online Lesson (self-paced) - Lesson 1: Introduction
Week 2:
Cohort Session (virtual) - Session 1: Introduction
Online Lesson (self-paced) - Lesson 2: The Role of the HR Leader
Week 3:
No Cohort Session
Online Lesson (self-paced) - Lesson 3: The Role of an HR Business Partner
Week 4:
Cohort Session (virtual) - Session 2: The Role of the HR Leader
- Negotiation: the cohort participants will perform a mock negotiation of a contract or provisions of a rule and have sides. This activity will allow participants to see how people react in these situations and practice skills used to defuse tension
- Emotional Quotient/Intelligence: cohort participants will develop a proposed response modeling EQ based on a stressful leadership/communication scenario
Online Lesson (self-paced) - Lesson 4: The Role of the Change Agent
Week 5:
Cohort Session (virtual) - Session 3: The Role of an HR Business Partner
- Partnered practice scenario performs as a trusted coach or consultant on a challenging people issue such as performance, DEIA, risk management, or leadership coaching (developing) or advising (consulting)
- Partners work on conducting an HR needs analysis
Online Lesson (self-paced) - Lesson 5: Summary
Week 6:
Cohort Session (in-person or virtual) - Session 4: The Role of the Change Agent & Summary
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 Strategies for Public Sector Leadership Workbook.