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:

1. Explain the foundations of employee relations and their importance in a government HR context
2. Describe how unions are structured, certified, and how they operate within the public sector
3. Identify the key legislation governing labor relations in government workplaces
4. Navigate common employee relations challenges including performance issues, discipline, and workplace conflict
5. Interpret collective agreement provisions and apply them to workplace situations
6. Outline the stages of the collective bargaining process from preparation to ratification
7. Demonstrate effective strategies for working collaboratively with union representatives
8. 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 ETT

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®.

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: 4/13/2026
• Completion Date:  4/28/2026
• Course Meeting 1:  4/13/2026 – 3:00 pm – 4:00 pm ET
• Course Meeting 2:  4/21/2026 – 3:00 pm – 4:00 pm ET
• Course Meeting 3:  4/28/2026 – 3:00 pm – 4:00 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.

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: 8/12/2026
• Completion Date: 8/19/2026
• Meeting 1: 8/12/2026 - 12:30 - 2:00 pm ET
• Meeting 2: 8/19/2026 - 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®.

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 examine the key characteristics and attributes of a resilient individual. Exploring how individuals can develop and sustain resilience as an individual and as a team member. All while gaining practical strategies to support employee well-being while keeping operations running smoothly.

Learning Objectives:

• Define and describe resilience in today’s workplace.
• Develop and sustain your resilience both individually and collectively.
• Identify tips and gain strategies to support employee resilience.

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

• Define and describe resilience in today’s workplace.
• Develop and sustain your resilience both individually and collectively.
• Identify tips and gain strategies to support employee resilience.

The course will be delivered over one two-hour session.

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 role of public sector HR professionals in building and maintaining resilience in today’s changing environment.

Overview

Participants will examine the key characteristics and attributes of a resilient individual. Exploring how individuals can develop and sustain resilience as an individual and as a team member. All while gaining practical strategies to support employee well-being while keeping operations running smoothly.

Learning Objectives:

• Define and describe resilience in today’s workplace.
• Develop and sustain your resilience both individually and collectively.
• Identify tips and gain strategies to support employee resilience.

The course will take place in one two-hour session.

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 take place in one two-hour session.  You will receive details about the date, time, and the URL for your course meetings.

Course Meeting Session Schedule (subject to change):

• Course Cohort Meetings take place in Zoom Events – You will access them through your course "Content Tab."

• Start and Complete Date and Time: 8/10/2026 12:00 pm - 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®.

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, 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.

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: 7/31/2026
• Completion Date: 8/14/2026
• Meeting 1:  7/31/2026 - 12:00 - 1:00 pm ET
• Meeting 1:  8/7/2026 - 12:00 - 1:00 pm ET
• Meeting 3:  8/14/2026 - 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®.

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:

1. Identify common causes and early warning signs of workplace conflict in public sector environments.
2. Distinguish between performance issues, behavior issues, communication breakdowns, personality conflict, and systemic workplace problems.
3. Apply practical de-escalation, active listening, and mediation techniques to reduce defensiveness and move conversations toward resolution.
4. Explain HR’s role in balancing neutrality, empathy, accountability, policy compliance, documentation, and organizational risk.
5. Use structured conflict-resolution tools to prepare for, facilitate, document, and follow up after difficult workplace conversations.
6. 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: 7/29/2026
• Completion Date: 8/12/2026
• Meeting 1:  7/29/2026 - 11:30 am - 12:30 pm ET
• Meeting 2:  8/5/2026 - 11:30 am - 12:30 pm ET
• Meeting 3:  8/12/2026 - 11:30 am - 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®.

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.  

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:

• Three Live Virtual Sessions over three weeks
• Pre-Session Readings & Assignments
• Instructor-Led Discussions
• Peer Sharing and Case-Based Application

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: 7/28/2026
• Completion Date: 8/13/2026
• Course Meeting 1:  7/28/2026 - 1:00 - 2:00 PM ET
• Course Meeting 2: 8/4/2026 - 1:00 - 2:00 PM ET
• Course Meeting 3:  8/14/2026 - 1:00 - 2:00 PM ET

Course Recordings:  Coming Soon!

Course Content:

Before Session 1 -- Attendees to submit (rewardsystems@sbcglobal.net) their most critical issues related to compensation management and complete 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 and Compensation Strategy

Before Session 2 -- Attendees to draft and submit (rewardsystems@sbcglobal.net) their compensation philosophy and complete 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. Plus related insights or questions Readings for Sessions 3

SESSION 3 — Instructor will review submitted - 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 and Compensation Philosophy
• Session 2 - Effectively Managing Pay Budgets, Pay Structure and Pay Rates and Public Eye Article: Pay Equity
• Sessions 3 - Recognition as Rewards, Base Pay Management, and Evaluating Rewards Management Systems

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

Making public sector work better®.